 Marty Martinez, I'm the Senior Vice President for Historic Sites at the National Trust for Historic Preservation. Again, welcome to the Dynamic Leadership for Historic Sites Career Fair. We are here to talk to you about the great opportunities that we have at the National Trust. But before we get started, we feel like it's only right to do a land acknowledgement. And I'm coming to you from the Piscataway and Nakashac lands. As well as the land that potentially was part of a former plantation here in Prince George's County, Maryland. Why is that important? It's important to understand that the histories of these countries do involve anti-blackness, anti-indigeneity, and things that lead to discriminatory practices. And what we're trying to do here with this career fair is to really be intentional about reaching out to each and everyone. To have people have access to these great opportunities and great jobs, these great careers that we have here at the National Trust. And so I wanted to give special thanks to my co-collaborators. Number one, I'd like to thank Elan Cook Lee, our Director of Interpretation and Education. She is the brainchild of this event. She has done great thinking, great creating around making sure that this event was accessible, that it was meaningful and purposeful for you all as well as our organization. So I'd like to thank her for all of her thought leadership. I'd also like to thank Dr. Dave Ferguson, who's our new talent acquisition specialist. Again, has been a tremendous asset already. In his few months here at the trust, helping us think through creating new ways and new conduits for us to get these opportunities out here out there to communities. And I also want to thank our great talented IT core, Susie Latanze and Gerald Thorin for providing support during this webinar. We've learned the power of webinars, we've learned the power of zoom over the last two years and this allows us to really cast a wider net which is really the intention and the goal of this, this program today. This past October of 2022, our Board of Trustees at the National Trust for Historic Preservation approved our historic sites portfolio for success. This portfolio is a three year plan that's created by the historic site task force, which are made up of trustees in coalition with our Chief Preservation Officer. One of the key elements of the document that I wanted to share with you, and I quote, it says, an expanded commitment to justice, equity, diversity and inclusion that acknowledges the need for significant progress in these areas at National Trust for Historic sites and asserts that fulfilling our charter requires that we steward a broad range of American architecture, tell the full history of our country, increase the diversity of staff and volunteer leadership and engage you and diverse audiences. Many of us have been on these calls before. Many of us have been in different conversations both informal informal about doing diverse recruitment and making sure that our opportunities are accessible to everyone. We can go way back 22 years ago to the year 2000 when Lonnie Bunch wrote the iconic essay flies in the buttermilk, museums diversity in the world to change, talking to us about the urgent need to diversify the museum profession. And certainly we've seen some progress since then I mean, Mr bunch himself has been had been named the founding director the national down of African American history and culture, five years after that essay was out. And then 14 years after that appointment was appointed as the first African American secretary to Smithsonian. Well we also know that they are countless studies revealing the historic and current inequities in our field. So what we decided to do would be proactive about our current opportunities and team up with three great organizations here today. One is the Association of African American museums. The second is museum you. And the third is the black interpreters guild. What I'd like to do now is introduce these three organizations to you and allow them to say a few words. So the first person I like to introduce is the executive director of the Association of African American exams. I'm going to call it Coleman Robinson, who I'm happy to say we've been lead together. She's my birthday twin. We've been really co conspirators around trying to lift up our black museums and black professors in the field. And I'm also very happy to share that I'm the president of the board of directors for triple and who's out further ado, but that the floor is yours. I want to thank everyone more and thank everyone at the trust for having me tonight or having triple am tonight. This is very different for us we haven't been able to host anything of this magnitude so thank you for inviting triple am to speak. Who do not know triple am well we call it triple am you may want to say a am if you want to do it the long way. Do not confuse us with triple a because the debt is not coming out to help you out with any tires or anything like that it's not happening. But we are a nonprofit member organization that was established to support African and African art museums and interpreters throughout the country but then also throughout the world. What we really like to say in triple am is that diversity begins with us. Before I was here I was at the National Park Service and I, and I worked very closely with the trust with trying to find diverse talent because a lot of times we hear and we didn't hear a lot with the trust but in the federal agencies or in agencies period we wind up hearing. Well I don't know where the diverse talent is so I say you need to look and reach out and reach across the table to individuals and organizations that know where to find diverse talent and I also know who the folks are. As far as us aligning with casting a wider net triple am is always making sure that diverse talent is number one, we help the trust out tremendously and everybody else I saw I think I saw David on here I don't know if he's speaking tonight or but you know we we help the trust and other organizations out a lot just trying to make sure that placements people are placed in positions where their talent and their subject matter expertise matches the org matches the organization but also matches their matches the position. So we've been really successful at that we do not do anything that's predatorial. If we find that an organization, and this is not anything that has to do with the trust the trust is an amazing organization and that's why I'm here tonight. But if we find out that an organization is not safe for our talent, I will very firmly say no, I have no problem saying no but tonight was not one of those nights so I think I'm. I'm going to make this all about triple am tonight as you guys know I get. I'm the executive director to do all the stuff. So I'm going to pass the mic over to whomever is next I think I pass it back to Omar. Thank you for that thank you so much for those kind words and allowing all of our attendees to get to know triple and a little bit better. Next I'd like to introduce miss Stephanie Johnson Cunningham co founder and current executive director of museum you have also had the pleasure of being the first national board chair of this great organization. They've been really cutting edge at the forefront of bringing black professionals of color together in this sector and adjacent sectors. So without further ado, Stephanie you have the floor. Thank you so much Omar and thank you for the years of support for museum you that you've shown. And also I wanted to thank the National Trust for having museum you and given us an opportunity to just talk about, you know the work that we've been doing over the years. So museum he was founded in 2015 really to look at the needs for greater representation and arts and culture in New York specifically at first, where we are based. And so it was really critical for us to think about ways to get more museum professionals of color in the door. And so we would provide guided experiences and professional development workshops. And so we just introduced our community to different opportunities in the field and showing them how to gain different skills. And so that was really how museum you got it start, and also having the opportunity to learn about different things in the field like the Association of African American Museum and like National Trust as a way for people to gain networks as well as different jobs in the field to and so it's been really great having the opportunity for the past seven years, working with museums around the country to help implement more candidates of color within their institution, as well as you know, assisting in looking at their board, and their entire approach in the field and so I'm really excited to learn more, along with you all how the National Trust for historic preservation is also supporting leaders of color. Thank you, Stephanie, very proud of how you continue to lead this effort. And we continue to, I'm glad we're finding new ways to continue to work together on these important issues. So thirdly, the last group I'd like to introduce to this great partnership is the black interpreters ago led by our very own Elon Cook Lee. I did have an opportunity in my past job to work together on a much smaller scale, doing something similar. And so I knew this would be right with her as a partner in this effort so I want to allow Elon to talk to you all from black interpreters skills. Thank you. Thank you. And hey everyone, and I already see there's a bunch of black interpreters guild members in the chat. And so I mean the participants list I'm super excited to see everybody again. So those of you all haven't heard of the black interpreters guild. We're an online safe space is primarily on Facebook for people who identify as black who are professionals and hobbyists and experts within cultural heritage and national resources. So we have tour guides and park rangers. We have curators and museum educators we have docents. We have artists who are working, who doing a lot of interpretation work with the public. So we have a really fantastic fantastic group about over 200 members who are spread all around the country and a few folks in other parts of the world. And we're a space for having conversations for organizing and strategizing for talking to each other and relating relaxing releasing after really challenging times. And we're also a group that was actually was created at triple AM. I think it was in 2016. And it was actually partially in reaction to the deaths of Philando Castile and out in sterling. And that being those being incidents and the, the, the rampant killings of black folks that were going on or that continue to go on. And the ways in which that was negatively impacting frontline workers of color at historic sites and the ways in which the long legacy of slavery and white supremacy connects between what we interpret and our bodies and how the public reads our stories. So, if you're interested in learning more, please check out I put the link in the chat for the black interpreter skilled and also for museum hue, and triple AM, which their website is the black museums.org. So definitely please join us and check out our work. And I'm now going to pass our virtual microphone back to Omar for our next conversation. Great. This is the part where I get to talk to you about the National Trust, which is my new organization I've been here since the fifth of July this year. It's been a wonderful journey getting out there to visit the sites and getting to know the people and see the passion and concern for people that my colleagues have and telling the full American story. And as I said before, I get into that general overview that we are, we are as Elon said we are taking these sessions and we're hoping to work with other groups that represent other demographics as well that are on the margins. I know I had a quick conversation through email with sailor from Latinos and heritage conservation and there are other groups once this once this this YouTube link will be available. We'll send it out to our socials please feel free to send it out to other organizations that you think are also on the margins that may have not been able to come and attend today. So let me go on and describe the national trust if you could share the next slide. So our portfolio for the historic sites department is is these 27 open historic properties. We sort of have two properties and one at Woodlawn and Pope Leahy in Virginia. We have thousands of acres, many roof structures, and thousands upon thousands of objects in our collection and artifacts we have six affiliated sites as well. Which are part of our three designations we have our stewardship sites, which are the ones that we own and operate. And those are the jobs that will be focused on mostly today but we'll be talking to you about opportunities at our other sites as well. Second designation is our coast stewardship sites. Those are ones that we own, and then another nonprofit operates. And then we have affiliates and affiliates we need to own no operate, but they are part of our professional community of learning. We share branding we share professional development and best practices in the work that we're doing just to give you an idea with our headquarters staff for our historic sites department we have people like Elon who are focused on interpretation education. We have people focused on site administration so we have a cheap administrative officer. We have an architect and someone who really oversees our preservation projects. And we also have a leader who helps us with our museum collection. So our job site looks at job site is has only jobs for our stewardship sites in our headquarters. So you'll see some of them listed there. We are going to look at jobs that are that are at the executive director level. You'll see jobs will talk about that are the senior manager level, and then we'll have a whole plethora of jobs will also talk about the fall outside of those different levels as well. I didn't want to talk to give you a little context of where our historic sites department resides in it resides in a larger preservation division. In our preservation division we have, we have, we have departments like the African American culture heritage and action fun, which is run by very on Brett legs. We have the preservation services and outreach run by Robert ewig. We have research and development run by the gal and government relations run by Shaw spring. So that's, that's part of the, the larger division and our historic sites department is part of, and then just kind of taking the lens out a little bit wider to show you the sort of backness of the national trust is that the preservation division sits alongside of the legal division, marketing division, development, finance and administration. So we are a large organization for almost 75 years old, and we cover, we have sites and offices all across the United States. I'll let you know that at the national trust for several years now, there's been diversity equity and accessibility inclusion movement. There's a committee right now that's called the leadership council. And it's also filled with liaisons to represent all these different departments and divisions I just listed. They have, they have a lot of different things that they're doing one of the things they just completed that Elon and I took a part up to part of was creating an inclusive language guideline for all of our staff to reference as we continue to create safe spaces and places of belonging to all of our sites and in our departments and offices. But most importantly, one of their goals, which this particular program falls in full alignment with is evolving our recruitment and orientation practices and materials to ensure the promotion of diversity equity and inclusion. And so we wanted to make sure that you all were aware of them. And during our small breakout sessions feel free to ask questions about that, as well as when we close out at the very end. So I'll start us off. I'm going to be talking to you all today about our executive director and deputy director position. So right now at our stewardship sites, we have three open positions. One is at the shadows on the test historic site in New Iberia Louisiana, the very exciting opportunity at the site of enslavement in the south. We just had, we just signed off on a brand new memorandum of understanding where we have a new partnership with the Iberian African American Historical Society, where they actually share space in our visitor center. It's now a research center for them. So now we get to co collaborate incidentally with a group of individuals that really care about telling the full story about those who are formerly enslaved at that site and it ascendance. So we have a great opportunity at the Chester Wood National Historic Site, another executive director position Chester Wood is the home of Daniel Chester French. You all may know his work. If you ever visited the national law and looked at the Lincoln Memorial. He is the one who created that statue, as well as as well as created the minute man and many other works throughout his career. We now interpret the historic home and studio that he had in Stockbridge, Massachusetts, and we're now looking for a new leader to lead that effort. There's great work being done right now and creating an artist and rather than space so it's a great opportunity for a manager who has a vision to really uplift artists, especially ones who do who work in work in the medium of sculpture. We also are looking at cultivating other other relationships within the Berkshires. We have a versioning partnership with an organization called the Berkshire Black Economic Council. And we're looking to continue to build on that as well as other other relationships that have been continued to be built at the Chester Wood site. We have the third position at the Woodrow Wilson House, a presidential site right near Washington DC. We have a deputy director position. And this deputy director will be the number two to our number one over there, Ludwig Karcher, and this person will have the opportunity to help co lead this great site. It talks about Woodrow Wilson that has been doing a lot of intimate and powerful work on interrogating the racial policies that Wilson put forth, as well as some of the other foreign policies that he is more famously known for. This also is an opportunity for someone who is maybe not quite ready for a number one position yet but but has that aptitude has that has has that vision, and to work under a great leader like a little bit culture. And so we have those three are three main leadership positions we have at our stewardship sites. In the future, we have a stewardship site in Monterey, California called the Cooper Malera Adobe site. That site, that job will be available hopefully in the next three months or so. That's a site where we're really digging into indigenous histories, Latinx histories, but we also need a leader there is very entrepreneurial. It's located in downtown Monterey, and it has a, it has a relationship with the, with the cafe or restaurant and a special events organization so that that will be a great opportunity for someone who's interested in that type of work. And then we have, we have a couple of jobs in our co stewardship sites. This is at the James Madison Montpelier, which is a presidential site in Orange, Virginia. We that that hire is being handled by the Montpelier Foundation. They are close tuition sites that we own the land but Montpelier Foundation runs that. So people are interested in that I would ask you all to send me your, your CVs and your cover letters. And I have my email available to you during this session so you can email it to me that is being handled by an executive search firm that the foundation hired. And then we also have another one at our affiliate at the Museum of African American history in Boston and Nantucket, which again is also a great opportunity to run that site that's been around for almost 50 years now, which has the African history and also a former school also over there in Boston. And, and if you're interested in that position that's also being run by an executive search firm, I will just ask you to again email me your CV and your cover letter, and I'll make sure I pass along to that search for them so they can have access to your information. And lastly, we have some a great, a great opportunity at another close tuition site in California, in Woodside California by lowly, which is really the chief experience officer, which is someone who's going to lead the visitor experience as well as the DEI efforts that they have gone through, but I lowly was part of the facing change program that was led by the American Alliance in the dance. And so they have done some work already the last two or three years, and I'm very familiar with that program that I also was a fellow in that program a couple of years ago, and they are ready to hire a leader in that to to move that work forward. And so with that, I'll leave it right there and pass it along to Elon. Thank you Omar. So, I'm going to be talking about the interpretation and education position so most of them are manager and senior management level and we also have an internship. So, please all of our positions that we're talking about today. If it's not if you don't feel like it's right for you but you know someone who would who it is right for, please, please, please share and get the word out. If you have questions about these different positions, don't forget to write those down because we can talk through your questions when we get to the breakout. So the first one that we have is a senior manager of collections and education at the Woodrow Wilson House in Washington DC. The Wilson House as a really incredible collection of objects and art from all around the world, and also a really fascinating history when it comes to Woodrow Wilson, his wife and daughters, and also the Scott family who lived in the house, who were the domestic staff. So a lot of really interesting stories that can be told there, and the Wilson House like all of our sites are always looking for new perspectives and a variety of different ways of interpreting and exploring the objects in the histories. Next we have Woodlawn and Pope Leahy. So they're also looking for a senior manager this time of public programs and interpretation. Woodlawn Pope Leahy has been going through a really interesting transition in its interpretation over the last couple of years. Refocusing the site, especially the main Woodlawn house, refocusing its narrative from a focus on a more traditional plantation narrative to looking at and plantation and architecture narrative to looking at the stories of the population and really exploring the human history of the site in new and more vigorous ways. They're also working on developing a descendant community at the site. So some really interesting stuff they've got going on there. They also have the Pope Leahy house because Woodlawn Pope Leahy is actually a double history double house site. Pope Leahy house is a mid century architecture site. And so you've got two different really powerful and fascinating narratives to explore at the right there. Next we have the senior manager of public programs and interpretation at the Edith Farnsworth historic site. So that one in Plano, Illinois. One is actually right outside of Chicago. It's got a really interesting women's history that they have just started really deeply exploring just in the last couple of years. This is the site was originally created by Edith Farnsworth who was a physician who was way ahead of her time, and was working with a master architect. Mies van der Rohe. So anyone who's interested in feminist stories and mid century architecture definitely a lot of interesting things going on there. Now these three senior manager positions along sorry, I'll come back to that in just a second. So we have two more senior manager positions. We have one that will be coming online shortly at the shadows on the test. So these last three positions that are in black are not yet up on the website but definitely check back over the coming month for them to come online. So the senior manager of education and interpretation at the shadows on the test. The shaz is another one of our sites that's in transition when it comes to interpretation. So transitioning from a very traditional exploration of plantation and antebellum life to being more equitable in its exploration of the enslaved narratives and also exploring indigenous histories and queer histories. And it's also another one of our really interesting feminist history sites. So definitely lots to talk about for all of these sites. I've been doing a lot of close work with that particular one so if you have questions I have a lot that I can share on that one. And they are in New Iberia, Louisiana. The shadows also receives thousands of public private parochial and I brought the other word. You know when you're homeschool thank you homeschool students every single year. So education programs are incredibly important so we're doing a lot of work on education there and we really hope that you or someone you know would be great for that position. Next we have the senior manager of interpretation and education at Chesterwood and Stockbridge in Massachusetts. So that's the site with the sculptor for the Lincoln Memorial and others. That site, along with exploring Daniel Chester French's art is also trying to look for new perspectives on how to interpret his art. Daniel Chester French during his lifetime had created some depictions of black and brown bodies which today we may find to be more offensive. So how do we handle these kinds of representations of people who were disempowered back during the time in which the artist was alive, but may have more power and and how can we give these populations voice in the interpretation of this art today. And next we have the senior senior manager position at Lindhurst in Terry town New York. So if we have any gilded age fans, the gilded age show on HBO. That is one of the filming locations for that show. So Lindhurst has a variety of really interesting opportunities. There's a lot to interpretation education because of its long history, and the many different owners of that site it also has a massive collection of art and objects to explore. And there are lots of interesting themes when it comes to immigration and labor and labor exploitation, along with wealth accumulation and all kinds of really fascinating things. So if you have any questions, definitely let me know when we get to the breakouts. And next, we are going to hear from Dave Ferguson. Thanks so much. Elon. So yeah, want to start at the very top with our associate director of corporate relations courses part of our marketing division and, you know, in this role we're really looking for someone who can support campaigns and partnerships. Right. For example, we have a million dollar relationship with American Express to support 25 restaurants owned by members of underrepresented groups. It's the supporting historic small restaurants so each one of those restaurants is receiving a grant of about $40,000. So obviously, both bolster their work. Another piece of the puzzle in that role is conference sponsorships, which are probably quite familiar to most of you. The person would also be doing work around licensing and royalties. The Bank of America affinity card is one example. Also a relationship with historical hotels of America. Another aspect of the role is work around in kind sponsorships. Right. This really kind of dovetails nicely with the work we're doing at our historic sites. Benjamin Moore paints, for example, provides paint for our historic sites, which is really important and we greatly appreciate in the last piece that I'll just kind of highlight is the membership program. Right. So ideally we want someone who can come in and really build up and creative ways our membership program at this sort of. $5,000 to $50,000 level and think about the appropriate suite of benefits that we could offer those partners. From there, I'll quickly discuss this bilingual manager of outreach and communications role, which is part of. Our Main Street America program. So this is actually taking the person to Puerto Rico and doing some work over there that's deeply engaged in community resilience. So the person would be working across five communities in Puerto Rico to really meet with stakeholders on the ground and ultimately develop. Community resilience plan and they do that in conversation with the program director and compliance specialist. I should also say it's a grant funded position. So the person would be in that role for about 10 to 14 months. But again, for someone who's bilingual has experienced history, cultural kind of affinity for Puerto Rico is bilingual, bilingual. We think it'd be an ideal opportunity to really do important work over there. And then I'll jump into the director of finance role. This supports our African American cultural heritage action fund, which many of you may know has brought in. I think just over $80 million since 2017. The action fund itself has about 15 funds, including a $20 million grant from Mackenzie Scott, about 7.5 million from Mellon, among other sources. So the director would really be responsible for managing all of those funds, ensuring proper time allocation. As well as the appropriate use of restrictive funds, which of course are a huge piece of the sort of grant stewardship puzzle. And then from there, I'll briefly kind of touch on the RFPs requests for proposals. So if you go to saving places.org requests for proposals, you will find at various points, a number of RFPs. In this case, it's 1 again, supporting the African American cultural heritage action fund around marketing and communication, so communication services. So if you or someone you know has expertise or is doing work in that area, we really encourage you to click on this link and submit right because we're looking for folks that can do that work and support the action fund in that way. The next slide. Thanks so much. Yeah, so next we have these roles with the National Trust Community Investment Corporation. So this is actually an affiliate or subsidiary of the of the trust. They're among the most active tax credit syndicators in the country. The organization supports the country's architectural heritage community development and renewable energy initiatives through the provision of an investment in federal and state tax credits. So the first role there is an asset manager role in short that person would oversee the portfolio of historic tax credits and or new market tax credits. And then of course, there's also the project manager role. And there they'd really be grappling with real estate due diligence, underwriting activities for prospective tax credit investments, pairing investment committee write ups, and present investments for approval, and also facilitating transaction closings. These tax credit investments may include debt and equity investments and residential commercial and also mix use historic rehabilitation projects involving historic and new market tax credits. Finally, again, returning to the action fund, we're seeking an executive assistant to support the work of our African American cultural heritage action fund executive director Brent legs as well as the team writ large. So, you know, if you have interest in that work. Again, we implore you to to consider applying so that in a nutshell is sort of where we are and just to give you a better idea on the process. So if you go to saving places.org slash careers, you'll find all of these openings that we've all discussed. And if you click on the link for any particular position, it will pull up the full job description. And if you scroll to the very bottom of the page, you will see a button that says submit application. You'll be able to go in, fill out the application which is not too cumbersome, and also attach a cover letter and a resume, and that will pretty much satisfy the application and what we're looking for there. So, my telephone number is there to 025886020 feel free to reach out to me with any questions concerns. And, yeah, I think that's that's all I have to say and happy to share more delve, delve deeper in the breakout breakout session. So, thanks so much for your time. Thank you to the larger group again we just finished our small group, small group breakout sessions and so before we close out what we wanted to do is I wanted to give Dave, and he learned an opportunity to share about two or three common questions are concerns that came up and then I'll do the same. And then we'll close out for the evening so he long won't you start us off. So, three quick items for that work that came up in our group. The first one being whether our stewardship sites have boards and whether, especially for the sites that are maybe some doing doing are transitioning in their interpretation that whether there's a board that we have to go to for permission or, or to work with them on the interpretation. And so for the stewardship sites, we actually do not have boards but we do have advisory councils. Some of our stewardship sites have advisory councils that maybe are defunct and need to be revitalized. But they do all have some group, they're supposed to be working with and some sites like the Woodrow Wilson house has a really outstanding advisory council that does a lot of great work and contributions back to the site so it kind of depends on which of our sites you're talking about. We got a great question from Dave about David field about whether the interpretation positions are in person, or if there's availability for remote work. So for any of our interpretation and education positions, whether that's the senior manager positions especially will need to be in person, at least a few days a week. Just for to help with security in case there's any kinds of, you know, issues with the frontline, you know, interpreters and guides and volunteers or with the visitors. The manager and the executive director. One or the other in most cases would need to be in person at a time so most of those positions will need to be there every day. Or a few days at least a few days a week. So it's really up to the executive director of that site. If you are looking for a remote position, please definitely continue to check out the request for proposal or the RFP page. We put the link in the chat earlier. And if Susie or Gerald can pop the RFP link back into the chat would be great. Please definitely keep up with that page. And if you're looking for reach out to the executive directors or watch their social media for our sites, because we do often, we are often looking for contractors. So like the Shaz and the test we just recruited for a museum education contractor to help us develop new education programs for the shadows, because we just could not wait until the ID manager position got hired. So definitely be looking for those contractors positions a lot of the contractor positions can be remote and from any part of the country it really just depends on that particular contract. So just keep checking out the social media for the sites and our recruitment pay our careers page and the RFP page for more updates. Thank you, that's great great wrap up. Okay, what do you have for us. Yeah, thanks. Thanks Omar. So yeah, nice, robust conversation great questions. We had some conversation and question around climate climate change and sort of where the trust sits within within the realm of that discourse. You know, and I sort of offered that I think the way we kind of think about preservation on the one hand is is as a way to not only kind of preserve the path and preserve these buildings but also a way to kind of develop certain kinds of development that aren't necessarily in the best interest of the future of our planet. And I think also we're looking for opportunities where we can find them to partner with organizations that are doing doing that work but we we certainly feel like preservation in and of itself as a way of kind of preserving the climate. And again, I think, you know work with the nature of conservancy and other organizations that have really created a foundation in that space will help us to really mitigate some of the worst aspects of new development growth and any other of other forces that will just make the world a more a more challenging place to inhabit. So that was one thing we touched on had a great question around our work, sort of supporting and telling stories about black women and girls. And there, you know, I kind of thought of our work around where women made history, right and I think there's an opportunity there to not only look to what we, we've done and the kind of stories that we told, you know, from kind of the walkers, polymers of the world but also to sort of think deeper about other kinds of women and girls that were foundation foundation on this nation's history black women and girls specifically. But I think that's that's one place where we we've certainly begun to think about that work. But what else. I think there were real conversations or questions from a couple of folks around internships and entry level positions right so that was an opportunity to speak to our internship program. And to just sort of create some interest in that and to let folks know that they can come in with. They don't have to be died in the world preservationist to really be able to come in, spend eight weeks, learn from people at the, that are at the top of their field what preservation is about across a number of divisions be at law be at preservation and take that experience potentially into into a career right in the field and that the the internship is an opportunity both for undergraduates and graduate students as well so I think that was another another kind of space for conversation. Um, yeah. From what I've heard from the trust funds trust wide positions. These internship programs. We are supposed to spend like eight weeks working with professionals and through many departments and putting. And gaining experience for us to work in a full time position the future. And working with people who do reservation work. You have any idea of what kind of assignments we might do. And the internship program or any internships or like on straight level jobs. Yeah, I think David David field was on the call and he's he's been the brain child behind the internship program for. Uh, many, many years now so I'll let him jump in. Share his expertise. Great. Thanks, Dave. Um, yeah. So, um, I'm the assistant director of HR for the national trust, but one of my roles is coordinating our summer intern program. So. Every summer we have about 15 to 20 internships. Typically in all different departments of the trust. So as Dave mentioned, some of them might be very preservation related or historic sites, but others might be. In marketing or working for the magazines or journalism background or. PR and outreach. So. Typically, we get proposals from our managers in January and post them starting in February. And March and recruit through the spring. For a formal program that runs from the beginning of June through the end of July, eight weeks. Each of the interns works on an individual project works closely with their supervisor, but other colleagues in the host department. So they really have an opportunity to network with professionals at the trust or in their field. But we also have weekly educational sessions. So each week we have staff members who present about a different aspect of the trust work or the field of preservation or nonprofit advocacy. So it's an opportunity to learn more broadly about the work that we do beyond the individual project that somebody might be working on. And then, of course, you're also networking with the other interns. We're always looking for ways in the remote environment to have the interns engage with the broader trust. Community so we're hoping this coming year to have more in addition to the educational sessions to have more sessions where you just have a chance to chat and network with with colleagues at the trust. So there are opportunities to gain some early career experience. Sometimes they lead to job opportunities. It's not the kind of intern program where it's a training program that leads you into a paid position. But without any number of interns who've worked with us over a summer and then either continued in a career position or come back to the trust to take an early career entry level job opportunity. So we're just in the process of starting the transition from me to Dave. He'll be overseeing that program in the future as well as handling our recruitment. But for this coming year cycle, we'll be working together. So either one of us would be able would be happy to serve as a contact for anybody who might be interested in internships for themselves or. Perhaps works in an academic setting where you have a cohort of students that you might refer to us if they have an interest in history and preservation. Thanks, David. We also I'll mention we have a our Mildred Coladney scholarship program, which provides a tuition grant to students who are interested in pursuing graduate degrees in preservation or related fields. That also includes an internship opportunity and an opportunity to attend our national conference free of charge. And we're just starting this coming year cycle for recruitment for that program. So that's something else that we can answer questions for you about. It's the Mildred Coladney scholarship program. So if you just Google that, you'll find it. It's on the forum section of our website. All right, sounds good. Thank you. That was an excellent question Cameron. I'm glad you spoke up about that. Someone who used to manage internships at the Smithsonian I know how impaired of this experiences and how can launch launches careers all the time. And I wanted to also share, I mean, our group also talked a lot about the same things. The other two groups talked about remote work and the possibility of that hasn't been increasing hasn't been studying. The other question that we had well how soon are we going to get to these interviews right when we're going to start interviewing people and spring people and what I share with them was, I think both for the executive positions and the senior manager positions. Some of those will get started within two weeks. Other ones I think we'll get started. Maybe three to four weeks depending on how things go. We're really hoping to do something different with this webinar. We wanted to see what kind of manifested from that. So I would really encourage you all if you are interested in any of the positions that you heard about, do not wait any longer. Some of them have already been out. I think we didn't mention that earlier so some of some people already been in the queue. And so we are really looking to take these candidates and consideration. So if you're interested in applying, I would not wait too much longer. Hopefully get your applications and before the end of the weekend if you have, we have a time time to do so. That will be really important. The other thing we talked about where characteristics, but in particular for the leadership, you know, we're looking for empathetic leaders, people who are visionary people can work with different types of folks who can work with the community, who can be able to build organizational culture, you know, good friend, Chris Taylor and so you know Chris. You know at the time, you know that the culture is strategy for breakfast. And those are the type of leaders that we need to really take that to heart in the institutions that they help lead, and with the communities they help to lock arms with. And so, those are the things that that we that we discussed. I see that we're pretty much past the time, but what I would like to do in closing is again, thank you, give thank you to all of you for giving your time, especially to museum you went to triple and I see that the debt. And Stephanie was still with us and participated which was awesome to see. Thank you to all of our colleagues like David field and a little bit of culture and, and others who are who are able to join us today. And I wanted to kind of remind you of you know we're talking about this work this work is is for passionate people people care about the community. You know I'm always reminded by one of my favorite quotes from Cornell West where he says justice is what love looks like in public. If you if you love inclusion if you love telling the full American story. If you love helping people see the humanity one another. Consider the trust, consider the trust. Thank you very much for your time. I look forward to hearing from all of you. Thank you.