 I am Robin Arville, I'm the Chief Talent and Culture Officer of the Wikimedia Foundation. Left-handedness, there's a bit of nostalgia there because I met my husband and he's the first guy I dated that was left-handed like me and then our daughter is also left-handed. I didn't force her, although I wouldn't know what to do with a right-handed child, but yeah, we looked it up all together like because we were having this family debate about whether it was biological, you know, kind of like genetic predisposition to it and so it's always been my favorite because of that moment. We focus on org design and effectiveness and so ensuring our org structures focus on delivering impact. People are in the right roles, they're thriving in their roles through training, through development, through career pathways. We help with workforce planning, all kinds of talent development, curated training, performance facilitation, compensation and benefits and essentially the entire employee life cycle from recruiting through even transitions. We are supporting a wonderful movement that cares about free knowledge. We contribute to that by ensuring that the foundation, the resources, the workforce that we have, the talent that we have continue to support this thriving movement. I am so proud of this team and how we pivoted during a global pandemic. I cannot imagine the load of just emotionality, physical, mental that we had to do to pivot at a time where organizations were just grappling with what to do in response to this pandemic and to various external crises. We have almost 600 employees across 50 countries and in such a unique situation, sometimes it's hard to know if we're making the right moves and so we receive some wiki loves, it's a form of recognition about how much we were able to just show empathy and compassion and pivot from the kind of traditional, let's think about strategy, talent strategy, performance evaluation to really thinking about how to support staff. At the same time, this staff supports our thriving movement and we want to make sure that at a time where the world needs most Wikipedia, this way of elevating dialogue, action, understanding, learning, we were able to have that core to the way we pivoted during this time. I continue to be impressed by the way the organization has developed a level of resilience in spite of just challenging ambiguity and most of the time uncertainty day to day, so the dynamic change and the ability for this team to be resilient. What is new this year? So many exciting things. We have now prioritized what we call the thriving foundation and core to our thriving foundation is our talent, is all of what we call the back end support, finance, communications, legal operations and talent and culture. So as we continue to dive deeper in support of our mission and our thriving community, our thriving movement, we cannot achieve this without ensuring our internal talent, our culture and our structure are able to support the impact that we hope to continue to attain. We have had a focus on technology on our product and we want to now also in equal stance through greater resources and greater support also focus on ensuring that the foundation, the talent supports and is elevated into our core strategic imperatives. So we are focusing on diversity, equity and inclusion. We're going to have this fiscal year formalized goals and measurement of accountability and progress. We want to continue to cultivate a workplace that celebrates all aspects of our employees as people that reflects our global community as well. We have a fantastic global data and insights team. We're going to have more dedicated approaches, tangible approaches to data and business metrics that will allow us to make really impactful decisions. We're also going to provide numerous innovative approaches to learning and development. We have over 100 people managers across the foundation. We have staff in over 50 countries and we'll continue to grow our staff. We have to ensure that we are ensuring the space for cultivating learning, development, pathways and collaboration for our increasingly distributed teams. Majority of the work is on continuing to enhance the talent and culture team's capabilities, our efficiencies, our service in order to continue to establish a department as a trusted partner. So we want to continue to evolve our global compensation, our global benefits practices. We want to continue to attract a diverse candidate pool with inclusive practices to represent all the regions that we aim to serve, especially as we think about the emerging communities and emerging markets. We want to make sure that we're able to have workforce that can support this, that we're able to operate in these places and also be able to continue to ensure that we cultivate staff with that lens of growth, of learning, of innovation.