 Good morning and welcome to a session. I have really been looking forward to our session title Women belong in all places where nuclear safety decisions are being made is derived from a well-known quote from the late Supreme Court Justice Ruth Bader Ginsburg who said women need to be in all places where decisions are made The statement rings especially true in the nuclear safety arena as the best safety decisions are made when the deliberations involve diverse and inclusive groups of professionals sharing a wide variety of views Today we're joined by the distinguished Ramina Velsche the president of the Canadian nuclear president and chief executive officer excuse me of the Canadian Nuclear Safety Commission since August of 2018 In addition to her day job as Canada's head nuclear regulator She also serves as the chairperson of the international atomic energy agencies commission on safety standards Her expertise in the energy industry encompasses technical regulatory and adjudication areas Ms. Velsche was one of the first female nuclear energy workers in Canada and has worked in various capacities at Ontario Hydro and Ontario Power Generation She also previously served as a board member of the Ontario Energy Board the economic regulator of the provinces electricity and natural gas sectors President Velsche's reputation as a regulator regulator of the highest order precedes her And i'm honored to have her speak with us In addition to her incredible work in various other areas President Velsche has been a force for change on the international stage in the promotion of gender equity in the nuclear field In September of 2020 President Velsche along with Canada's ambassador to the international atomic energy agency and the IAEA's director general Established the international gender champions impact group on gender equality in nuclear regulatory agencies The group seeks to identify and implement policies to recruit and retain women Promote a diverse workplace and promote gender parity on international panels and delegations I have former chairperson Christine Savinike to thank for answering President Velsche's call to action and accepting the invitation to join the international gender champions impact group And it's my great honor and privilege to continue this important work Promotion of gender equity plays a key role in the future that I envision for the nrc And it's my absolute pleasure to help set the stage for a conversation Between president Velsche and our very own brook pool clark The newly designated secretary of the commission Ms clark previously served as the nrc's deputy general counsel for licensing here bringing in enforcement She also previously served as the director in the office of commission appellate judication Where she was responsible for preparing recommendations and adjudicatory opinions for the commission in support of its quasi judicial function In addition to her new role as secretary of the commission I'm excited to announce that miss clark will be serving as the nrc's gender champion Providing executive level oversight of the agency's participation in internet international gender related activities And to champion good practices and lessons learned related to promoting diversity and gender balance in the nrc workforce In her role as secretary of the commission, miss clark will be taking over for the illustrious the amazing indeed the legendary Annette vietty cook no pressure brook And I'd like to take just a quick moment to acknowledge the contributions and that vietty cook has made to our agency's important mission Annette you've made an incredible incredible impact on the nrc And i'm so very grateful for your many years of service to the agency and so grateful that our paths crossed With that Let's begin Thank you so much chairman hanson Again, welcome president felshey. It's so exciting to have you here with us today I was fortunate enough to hear you speak in person three years ago at our federal women's program advisory committee luncheon Which also took place during the rick You spoke then in a very powerful way about gender balance in terms of candlelight When we use one candle's flame to ignite another the original flame does not diminish But instead there is twice as much light more light that is shared the brighter the room becomes We've had three years since then to enlighten and be enlightened and to promote a sense of belonging in our workplaces And we've come a long way As can be seen in many examples the fact that we're holding this special plenary session is one Look, I couldn't agree more with you. So first of all, thank you so much chairman hanson and the us nrc for inviting me And giving me an opportunity to talk about something that is very near and dear to me So yes lots has changed for the better over the past three years certainly when it comes to gender equity in the nuclear sector and brooke as you said This session is really if it exemplifies the change in my mind three years ago. It was a side event It was you know part of the women's history month And we had you know a fairly decent attendance 150 or so people A few dozen men in there, but look at it three years later one It is now i'm chairing the stage with chairman hanson Which to me shows a couple of things the need for visible leadership And also that this is not a women's issue. This is a societal issue that requires Everyone to be part of the solution. So chairman hanson, I thank you for your visible leadership The second one is that this is no longer a side event. This is part of the plenary um, it it's part of our core business and um, so uh, again a great recognition of that and thirdly brooke congratulations on this New role that you have taken on because this cannot be done from the corner of someone's desk This requires attention. It requires oversight. It requires resources to make real progress And so I think just this one session and some of those examples is an indication to me on how far we have come But perhaps maybe to set the stage for our conversation brooke I'd like to share a short video With the audience. This is An initiative that was launched in the canadian nucleus sector One the no the regulator was the catalyst on how do we drive the advancement of women in nucleus? It's called dawn and um, and maybe what I'll do is get you to show the video and then Pick from there on why we have launched it and um, what are some of our aspirations and challenges that go with that? So maybe if we can roll the video, please Dawn heralds a new beginning A new light a new awareness. It's an apt name for our organization We are motivated by a vision of real change We recognize the importance of gender equity We are driving the advancement of women in nuclear The nuclear industry depends on people who are committed to learning Focused and curious Traits common to both men and women and yet women make up less than 25 percent of our industry's workforce We need an environment where all skilled and talented workers can achieve their potential An environment that welcomes broad perspectives and fresh energy Accelerating innovation and enhancing safety and productivity Progress has been made but there is still much to do Dawn is taking action now to close the gaps We inspire women to thrive To seek opportunities and take risks We help remove the barriers to advancement Enabling a healthy balance between the demands of senior positions and personal responsibilities We welcome male allies to join us in promoting inclusion and diversity These influential, experienced voices swell the ranks of industry stakeholders Who support the goal of gender equality in the nuclear sector This is a time of change And like the break of dawn women are lighting up the future of nuclear Leading by example rising to our true potential making the world a better place Learn more Get involved Take your place And make a difference So I hope you found that video inspirational And and it's an example of how the entire sector has come together to address this very very critical area of importance to all of us and You know yesterday was international women's day and I watched what was happening in the canadian nuclear sector How the day was getting commemorated the celebration of the contributions of women and a recommitment to where we really need to get to so Brooke maybe i'll turn it over to you and we can maybe pick on a few threads from here Wonderful. Well, president valshi among many other things You've taken a leadership role to look at issues impacting gender equity in a global context To name just one effort although a significant one You are the co-chair of the international gender champions impact group as chairman henson mentioned Which aims to take collective actions to advance gender equity in the nuclear regulatory community Can you tell us more about your work in the impact group and other international initiatives that you're working on and Why are they important to us as regulators? Um, so maybe let me just start off with why is gender equity important uh important to To me to society to us as regulators and some of this really doesn't need much saying I mean, I think we'll all agree that it's kind of the right moral thing to do Um, there is just a plethora of evidence that this is a smart thing to do. It's good for the bottom line It's good for productivity. It's good for innovation And and we heard from chairman henson how important it is to have diverse perspectives around the table That for us as regulators We want to make sure that there is a group think that there is an environment that welcomes different viewpoints That challenges the status quo and that ultimately leads to better safer outcomes and And when we improve the working life for women We actually improve it for everyone in our workplace And frankly for us Our public expects us, you know, when we talk about the need for enhanced trust and confidence of the public and the regulator They want to look towards us to say, uh, we reflected in in your makeup and how do you make your decisions? And so I think it's it's very important from that perspective, uh as well And so it was and and regulators play, I believe A very special role because we have the opportunity the platform to influence the entire sector In in the canadian context Soon after I took on my role It was very common at all our public hearings and proceedings that I would ask our licensees So how are you managing your talent? What's the representation of women? How are you changing that? What does your board look like? And now they all come prepared with those answers and they have got some really firm concrete plans And so I think as you saw with the dawn video, the regulator can actually multiply actually Exponentially grow the impact that we have and so it was kind of with that in mind That we thought well having this international gender champion group So these are diplomats that get together on driving gender equity And uh, I was asked if it would make sense to do that for the regulators And uh, we started off there were seven of us, uh chairman spinicky was one of the founding partners in this Um, and we have director general grossi from the ia ea and director general magwood From the oe cds nea both the strongest male allies for gender equity that I have seen And over the year and a half we've now grown to almost 30 members And our our key objective one is each member has to make a pledge that they are committed to Striving for gender equity that we agreed to share best practices with each other And we're putting a competing of these best practices And and and really last at our last meeting we agreed That we need to develop a framework of metrics of indicators both qualitative and quantitative That would allow us to measure how we're doing to track progress to Aggregate and synthesize and do a bit of comparison, etc And so we're making progress and and perhaps If you give me a minute brook, I'd like to share a couple of best practices that have been shared One is by the united arab Emirates regulator fennar Um, I think the uie puts the rest of us to shame in how much Advancement they have made in gender equity for a new nuclear comer they have pretty much got to equity And and and the holds have a very strong pipeline So, you know, you heard in the dawn video in Canada. We're at about 25 percent Which is pretty much the same across the globe generally But what's holds of greater concern to me is that when we look at Our universities and enrollment in stem programs It's still in the mid 20 percent So if we just left it to time to take care of things it won't and what fennar or the uie has done is There more than 50 percent of their stem Students are women is how they have driven this culture this policy direction On how we need greater equity how we need greater diversity You actually see that from the moment you arrive at the airport with the posters and their messaging And so that was shared with us uh one that canada shared one that i'm really proud of is we have a tool called Gba plus gender-based Analysis and the plus is that we started with gender but now go through all other kind of designated groups Whether it is persons with disability persons of color indigenous community members, etc And it's a tool that forces us to take a lens to all our programs all our processes all our policies and see Have we addressed any unique needs that may exist for these folks and we have found much to our chagrin Certainly even in our regulatory framework where we have introduced systemic biases unbeknownst to us that have actually precluded women from participating fully in our in our sector And so I think that gba plus is is a great tool. So the international gender champion impact group a great great Forum for regulators to get together and in the audience if they're nuclear regulators who have not signed up for it I I strongly encourage you to do so reach out to me and we will embrace you with both arms The second one that I want to and I don't want to steal the thunder from dg magwood, but the oe cds nea It's been doing phenomenal work when it comes to gender equity And right now they're in the midst of putting together pretty comprehensive policy framework that They're hoping that oe cd countries would adopt and it looks at attraction retention and advancement of Of women in in the nuclear sector I've been part of their advisory committee on this and again, I think It requires us addressing this issue at many levels from all fronts in a very collaborative way for us to make real lasting difference And so i'm really happy with with really the great progress that has happened in the last of the while When you talked about barriers, we'll definitely come back to that But let's talk a little bit about the pipeline, which you also mentioned here at the nrc We're continuing to restructure our workforce to support our mission and as a result of our strategic workforce planning process We anticipate a considerable increase in external hires to replace the loss of staff and critical positions Many of these are STEM positions to build our pipeline We do much of this through entry-level hiring including our recently refreshed nuclear regulator apprenticeship network And I I have to mention near to my heart the honor law graduate program for attorneys We also feed our pipeline through our newly re-established university nuclear leadership program These and other programs support our efforts To recruit a diverse high qualified workforce designed to support the agency's needs in our transformative environment Our recruitment activities will help to develop a diverse candidate pipeline as you note Include a focus not only on women, but also minorities veterans individuals with disabilities Where do you think the nuclear sector and you've given a few examples? But where do you think the nuclear sector including the regulators have done well? And how do you think our recruitment efforts can be better focused? So I think some of the things that you have talked about What the usnrc is doing and I applaud you for that because I think those are some of the best practices that are out there You know our demographics sucks Probably similar to yours. We have many folks who are close to retirement age And the labor market is very competitive And for us At the sector level it is difficult for the regulator to compete with the industry when it comes to compensation However, our mandate is phenomenal. So that's what attracts people. It's people who really want to Join public service and make a difference So the mandate helps but the other big part is Are our working conditions and what kind of a work environment and what kind of expertise and the kind of people that exist At the work because that is also a magnet to bring in the top talent that we want to So we have With my leadership team, we have increased our presence and our profile It the various different universities to talk about not only what we do But what is the culture in our organization and the kinds of values? that we uphold We have With with the great deal of engagement of our staff come up with hiring goals And and I truly believe that you've you've got to set goals You've got to have a roadmap. You've got to measure you got to be held accountable to those things And we have set those hiring goals for those different groups And using the labor market availability to try to normalize our goals And and they're very transparent about it. And as I said, we've done it in a very inclusive way And and one of the the benefits from the pandemic that has come about is it has For just everyone around the world has shown How effective we can be in a hybrid work environment And this has allowed us to extend our talent for whereas it would be in the National capital region in canada for the most part to really truly make it national And so over the last couple of years, we've been hiring people from across the country And that increased talent pool has really helped. I think our hiring process is very similar to yours We've tried to make sure that we tried to exclude any systemic biases that we've got panels that Are representatives that we don't all hire in our own mode so to speak and and and some of the other Interesting things that I have seen and some that you've talked about You know, they're core programs, internship programs Guaranteeing Of a job if you meet the requirements and something that I know that some of our licensees Folks in the industry do is sometimes they will make up funding that they make available to universities For instance conditional on that there is at least an expert's percentage of students that are, you know Of different minorities So I think what we're seeing is again a multifaceted approach and And we're seeing progress Excellent. So once we've recruited the top talent We have to focus on retention and avenues for progression At the nrc, you know, for example, we've we've done a variety of things and we continue to work on it One example is the commission approved changes last year to the resident inspector program to help recruit and retain Highly qualified residents and senior residents more broadly our chief human capital office has created an employee journey platform That provides opportunities for staff to explore career paths at the agency Another area of focus and really keen interest is elimination and identification first and elimination Of barriers or to horizontal and vertical movement that we may have inadvertently created over time One example is classifying positions a uniquely governmental, you know bureaucratic thing But we classify positions in certain employment series We may now find though that we can be more fluid in the series, you know For example a branch chief in a technical office In the past maybe had an educational requirement as a scientist or an engineer Maybe that position can be reclassified to allow for a greater diversity of candidates who've learned on the job Even in in ogc, we've made an effort to change prerequisites for some of our non-lawyer jobs to allow Training on the job so so that folks can move between employment series and find ladders for progression And as a result, we know we're seeing improvements in gender balance to give you just one example We've increased our percentage of women in the senior executive corps a little bit from 28 percent to 38 percent over the past five years And in diversity writ large So we have some seen, you know some good improvements and we're on the right track But where do you still see barriers to to women and others whether horizontal or vertically? Do you feel like unconscious bias plays a role in there? And you know, how do you think we can squarely address these barriers? So again, you know my compliments to the great work that's happening At the usnrc and you know, I and I can't take much credit for this at all But even at the cnsc we pretty much add parity At at all levels. So even on my senior leadership team of the six of us three women And further down as we go into the organization So where are some of the barriers? I think some of them are fairly fundamental It's even working conditions and something we actually just stumbled on In the last little while You know a sister regulator of ours the canadian energy regulator found that Some of their inspectors when they're out in remote work environments Have to put up with working conditions that are simply unacceptable And when they shared those with us, we said, you know, we really never found out from our you know It's fine with the large nuclear facilities. There are no issues. These are very enlightened employers with very strong Zero tolerance harassment policies and programs But for the more remote small operators industrial applications What are some of the the barriers the That that our inspectors encounter and we found that It is it's really tough. It's anything from Intimidating comments to pornography pasted in the workplace to you know Hardheads that have got all kinds of suggested comments on that just to make life uncomfortable and and and again conveying the message that you don't belong here And so we have Along with our other Regulators established this wire, you know women in regulatory enforcement come together and And see how can we make The workplace more conducive? How do we make sure we let our licensees know what our expectations are because when our inspectors are there That's an extension of the workplace but you know to your point around the systemic biases that That get introduced and i'm going to share something with you because it was just shared with me very Recently We do as i'm sure you do we do And semi annual reviews of our talent pool and certainly those full leadership positions And at our last meeting our HR person had come and you know given us a refresher around unconscious bias You know, it's mandatory training for all of us But again more of a reminder that as you're reviewing this candidate You know be aware and You know listen to it call it out when you hear it and I was sharing Sharing this with a colleague of mine and she says, you know, we this week are going through that same exercise You know, it's an international company. She's a general manager of one line of business And i'll share with you what happens at our forum because they too have gone through This unconscious bias training And she shared with me a screenshot and these were the adjectives that were used to describe The two dozen or so women in that senior leadership pool and I want to share these with you shrill bossy hysterical ice queen moody high maintenance feisty pushy aggressive um, and I think most of us have heard that uh before and and and only to say that This was said, you know, these gendered bias terms without anyone calling it out and uh, and I think some of this Is so insidious in our workplaces That we almost become oblivious To it and every now and then we need to get shaken up and saying watch out look out and be aware So, uh, I wouldn't want us to even for a moment to think that we don't have challenges that need to to be addressed Thank you Well, finally you've spoken previously about All this mindfulness this all goes back to early childhood an example that you've given in the past that really stuck in my mind Was the example of a teacher in a primary school? Maybe kindergarten giving boys a robot picture to color but giving girls a clown Um as the regulators, I think we are looking for opportunities where we can educate and excite student populations about About regulatory careers and about STEM careers our efforts are focused in the main At the university level. We have university champions the co-op program internships as you've discussed These efforts help bring students, you know to our to our our agencies and to the nuclear sector to experience the work um How do we better focus on youth education from childhood all the way through the university? um So again, this is uh, I think it's fundamental that we address it right at the early stages of building that pipeline and um, you know Research has shown that for some reason when girls get to their early teenage years suddenly something switches in their brain and science And math is not quite as attractive as it used to be and then they opt out for from STEM programs and so, uh, that It's grade eight, but it's like the 12 to 14 year olds To me is that critical age that some intervention is required What we're doing at the cnse as an example, you know, we have a women in stem initiative I have a gender champion like you broke in my organization that running a whole lot of great programs and one of them is our outreach program Where we want to reach out To younger students boys and girls to talk about STEM careers, but really to be role models What has become very evident is the importance of role models that if I can see her I can be her and we need to have that greater visibility by By our younger engineers and scientists And and the NEA has got these mentoring workshops that they hold for young girls I have been a mentor and coach here for many of their sessions again, extremely successful but I think it needs to start at a young age and um, and you know that that example of the the clown in the robot is classic because the teacher probably thought oh, at least I didn't give her a doll to color right and that that's progress but um Yeah, we got a ways to go, but we've got some good things happening as well Well, thank you so much president felshey Looks like we have a little bit of time to take some questions while I have some for you. I have a couple that will also include chairman hanson I think I would start at start off, you know, we're we're hopefully coming out of a coven the covid pandemic a little bit Returning to our new our new normal in the workplace a hybrid workplace And you talked about this and the benefits that we realized from hybrid work Here's a question for you both There has been a change in how management views telework as a result of the coven 19 pandemic Many organizations including both of ours have implemented new workplace flexibility guidelines How do you think these new guidelines will impact have impacted will impact the advancement of women? Shall I go first? Sure password then chairman hanson So I I think for for our organization and just overall I think it's a very very positive move to provide this greater flexibilities Especially for women, but but you know everyone benefits and and my organization has really tried to maximize the flexibility let the teams decide how often they need to come into the office and So not only has it increased the talent pool. I think that flexibility allows greater Work-life balance and again from the pandemic. We've heard some horrendous numbers like 40 of the women want to leave the workforce We're not seeing that in ours. And I think that flexibility goes a long way The other thing that has come up from the pandemic that I just want to highlight Is the different leadership styles that have been Appreciated a lot more and certainly the empathy angle has been such a critical part of helping us Become resilient and get through it and these tend to be kind of the more softer side of leadership skills that women sometimes have an advantage of that And I think more importantly than the advantage I have seen even in my organization just a greater confidence amongst the women leaders on On there on how supportive that can be for their folks and how they can help bring out the best In in their in their staff. So I think All this bodes very well Absolutely, it's so a couple thoughts and and I want to Pick up on I think a couple of themes that president velce mentioned right the The covid pandemic provided an opportunity to kind of reset How we think about work and I think maybe before the pandemic there was a bit of a career penalty associated with telework and and the the sincere hope on my part is is that With the pandemic and the pervasiveness now of telework that that penalty has gone away And we have to be careful as we move into these new modes of working together We don't kind of unconsciously kind of reinstitute that and And so there really is a kind of an a an opening here for more creativity about how to work together and To pick up on a theme. I think that president velce mentioned the notion of presence and intentionality in online and hybrid work really Takes on a greater importance and and and that there is I hope a More appetite for a bigger diversity of management styles Kind of kind of going forward. So I'm I'm really optimistic and hopeful That some of the changes that we're going to be grappling with going forward and provide more opportunities for women participation and women leadership in the workforce Thank you both Here's a question for president belcher In your opening remarks president belcher, you mentioned that gender equity is a problem for society as a whole Not just a women's issue. Could you expand on that? How do we bring more allies into the fold? Thank you for for that question. Um You know one of the biggest challenges that we face with what we're trying to achieve is that Some folks think this is a zero sum game that if if women were to advance It's at the expense of men and and so brook. I really appreciate it in in your opening comments where you talked about my candlelight analogy And and what we have found is when you have men joining of course as you saw in the video too You've just got that much more momentum that's being built and we are really preparing our Work environments for the future where we want to make sure that our workplaces are welcoming Of everyone that there's a sense of belonging and that we enable and empower everyone to reach their true potential and so Men need to be part of that this is as I said, it's not a women's issue only it makes everyone's lives better and we are all brothers and fathers and Husbands and so there is also that personal interest in this and and When if it's just seen by women it just put in as a side issue that Needs to be handled by women. This is really for society to benefit and as I've said the results have shown It is society that benefits from greater involvement of women Another one for you president belchie and this question I think is a really critical one As a woman in nuclear I often find I have to work 10 times as hard as my male counterparts to gain and maintain my credibility And I am judged far more harshly for minor mistakes or errors that my male peers are At times feel my contributions are ignored in favor of a male perspective or credit is given to males over me In environments such as these it is difficult not only to stand out from my peers But to remain competitive for advancement in my own career What advice would you give women who face barriers to advancement as a result of conscious or unconscious bias in the workplace? I um I hear that question often sadly I still hear that and it is the reality for many I too have encountered that and I'm happy to say I don't As much now But I certainly have in uh in my career And so in our dawn video the first theme that we picked on was around the confidence gap Because that just erodes one's confidence that if every time You say something and then someone speaks over you and and and you know Someone says oh, what a great idea when he said it as opposed to you said it and you go Oh, did I not Make myself clear. Did I not convey it? And it's always looking inwards to say what could I have done better as opposed to frankly? It was probably not you at all and so mine is one is You know, don't be harsh on yourself got to be kind on yourself But this is where allyship comes in that people can't be bystanders If any one of us hears that men or women in a meeting Where someone talks over someone or someone kind of picks someone's idea and presents it as their own It behooves the rest of us to speak up about it And and I was at an international women's day event yesterday where I was speaking and one of the questions I got It's kind of in a similar vein But I but I but I want to share that with you because it was a very painful question to me Where a woman said, you know, she often and other women often here in meetings Well, if you just smiled he will do it And how do I respond to that and again the message being that all a woman has to do is look pretty and be nice And that's all it that she can actually do That's all that's expected of her and it just erodes our self-worth and our confidence Immensely, I don't think anyone appreciates the price we pay for that and to the men It may be but I paid her a compliment. Well, it's not a compliment buddy. It isn't so Again, I think it's so important that when we do, you know, it's these micro aggressions That when we when we speak about these at different fora that we come forth with those kinds of concerns Give our side of it and let people appreciate what this is doing to us and the impact that it does It's those paper cuts, right and over time suddenly you go I can't take this anymore. I'm out of this and you've got to prevent that It is a real issue and it requires All of us to address that And one I think we have time for one more question before I turn it over to chairman handsome And this is a question for both of you What are some of the ways that the leaders and regulatory agencies with strong female representation Can influence or other organizations in the nuclear sector with lower female representation? Especially when little change to those numbers has been seen over a period of years All right, you go first chairman henson Except that I'm on mute like everyone at some point in this pandemic. So What what can we do? I think that's I think that's a great question. So, you know When I talk inside the when I talk inside the agency I talk about diversity inclusion and its importance and the importance of women in the agency But I try not to just do it When I'm talking to nrc employees, I actually try to do it when I'm actually out talking to industry groups as well So when I go talk to the nuclear strategy industry, whatever it is and sciac at the u.s Part of the u.s nuclear energy institute I also talk about the importance of diversity and inclusion and And that prompts them oftentimes to then turn around and tell me what it is that they're doing as well and so I think sometimes having that Uh outside the agency having people know that that's a priority for the nrc and for me personally I kind of um, I have some hope Hopefully not polyan ish, but some hope that that makes a difference And and I you know, maybe just to build on what chairman henson has said I have been Frankly quite aggressive about this. Um, even before I started this role. I made it known that this was uh of critical importance to me as we build our talent and as we look for a more Safe look for safer outcomes So I do the same when I meet with industry when I meet with the boards of directors when they appear in front of us at the commission I will ask I will challenge And maybe I'll just give one example on on the difference it does make at a very um working level We had um at a A licensed renewal hearing one of the employees from one of our uranium mines. Um, who's uh A jet or system operator the first woman in the world Maybe the only woman in the world and she was you know, they had to talk about that great Culture they're having the organization the support of their leadership and so on and I asked her I said if there was one thing that your management can do to make your workplace more conducive, what would it be? and her answer was A women's washroom underground would be kind of nice and I mean, oh my god I fought that 40 years ago and today we still Of uh, you know some fairly basic things are not available And but but here's the difference today compared to when I had to struggle with this 40 years ago the very next day We got the licensees commitment that work was underway to build the washroom and yesterday I was speaking to that particular employer and You know, it was the I wouldn't say it was at the regulators Nudging they probably realize this is the right thing to do. I think we can make a huge difference as the regulator Yeah, and we should exercise that Thank you. That's a great note on which to end. Thank you so much president valshi Chairman Hansen I turn it over to you for closing remarks Thanks, brook, and thanks to you both For what has really been An incredible conversation. I could I could sit and and listen to you both talk All day long Even though I think as as you both really kind of brought to the floor and amply indicated that listening is not sufficient Right, there's a lot of work to do and we need to get to it Um, I'm glad we're doing this the day after international women's day international women's day I think is a really important event globally To highlight these issues But it's just one day and I think what really matters is what we do the next day and the day after that So I was glad I'm At first I thought oh, we should be doing this on the 8th. No, no I think today is actually the perfect day and in fact every day is the perfect day For an event and in a conversation Like this. There are so many themes to pick up on. I'll just bring one. I loved Ramina your kind of word association a little bit and it reminded me To be really careful about the b word in the in the workplace and that b word is bossy And bossy is just fine because that's oftentimes how things get done Um, uh And and and so forth before we go. I know it's uh, 11 30. I want to put in a plug For the event this afternoon. There's a There's a session this afternoon the the federal women's program advisory committee here at the nrc as well as our Office of international programs will jointly host a panel called making a global impact women in international nuclear policy To highlight the roles that women are playing in international nuclear policy and engagement Activities they have an incredible lineup Including some of my favorite people margie donan and joys connery around that panel And uh, I think it promises to be a fantastic event and I hope you will all return and join us then Thank you both so very much