 Can you hear me okay? Yeah? Great. I'm going to actually take one of those conference pictures because I love pictures. You can like act all crazy. Alright, so this is a panel, right? You ready? Alright, I am scanning. You can take a picture of me too if you'd like. I'm totally okay with that. Alright, almost done. Yeah! Alright, great. Thank you. So, yes, I am super excited to be here. This is a confession. This is actually my first DjangoCon in the US and I feel like I've kind of peaked in my life to like keynote here. It's kind of pretty awesome. Yeah, I was definitely really excited that Jeff emailed me. I was just like, oh my god. So thank you for inviting me and thank you for the conference organizers for having me as well. So yeah, first DjangoCon in the US and what best, how best to start off with I think is a quote from Star Trek. So you were me. So I am actually, a couple months ago with my fiance, we went to the San Francisco Symphony to see the symphony play like the whole score to the 2009 movie. And if you ever have an opportunity to do that, it is freaking awesome. But it reminded me that Gene Luddenberry, the creator and producer, writer of Star Trek, he said a few quotes about the diversity of the show, but it's actually very relatable to diversity as a whole. So in one particular he said, one obstacle to adulthood needs to be solved immediately. That we must learn not to accept differences between ourselves and our ideas, but to enthusiastically welcome and enjoy them. It contains many treasures as does waiting for us in other worlds. We will find it impossible to fear diversity and to enter into the future at the same time. So it was very comforting when I first heard this quote from someone so prominent in the geek culture. I actually grew up with my father watching The Next Generation, Deep Space Nine, Voyager, all the series. I think The Next Generation is my favorite one. He's actually like the legit, my father's like the legit doppelganger of data, which he actually dressed for when Halloween, even dyed his hair black, and I don't think he could get it out after a while. But I think I have a suspicion that growing up with Star Trek in the background kind of subliminally influenced me. So looking at the TV series as an adult the discourse that they have, it's very diplomatic, right? The characters have very altruistic personal views and they apply them to very difficult situations and the whole premise of the Starfleet is purely humanitarian and peacekeeping efforts. And then the series itself was used to reflect on a lot of current cultural issues, including racism, sexism, class warfare among others. Gene Roddenberry himself even said that by creating a new world with new rules, I could make statements about sex, religion, Vietnam politics, intercontinental missiles. It was very novel to have a show like this especially in the 1960s. But anyways, now that I have outed myself as a Trekkie a little bit about me, as Jeff said, I work for Spotify I'm a back end engineer and I'm based in San Francisco and I'm also one of the two vice chairs of the Python Software Foundation Board and I'm a part of the Code of Conduct Committee and the Grants Committee for the DSF. I also lead San Francisco Pi Ladies and do a lot, I'm involved in a lot of the global Pi Ladies efforts. I also have a lot of stickers with me. So if you want to come find me afterwards, I got plenty for you. Anyways, real quick perhaps, I know like what, 70% of you this is your first JangoCon but perhaps like this is your first Python conference, JangoConference ever. Or maybe you just started to learn Python or Jango. But to get everyone up to speed, the past few years there's been a huge movement to improve the diversity makeup of our community. Four years ago, 2012 JangoCon EU in Zurich is actually my second conference ever in my first time speaking. And I actually talked about what I was doing to affect diversity in the Python community using a lot of Jango resources. I kind of turned more into a conversation slash rant that talk, but I only found it appropriate like four years later to give sort of an update of how we're doing. I do want to note that this talk, while it's focused on women and that's what I work closely with, the ideals and premise of this should be translated to other minority groups as well within the Python community and the tech industry. I swear a couple of times in this talk, not like a sailor or anything like that, but just to emphasize a point I get kind of heated, very enthusiastic about certain conversation points. So please feel free if I start kind of saying some words and makes you feel uncomfortable, you can go ahead and leave, I don't mind. But I promise I won't swear like a sailor. Maybe give me like a glass of wine or something. Anyways, just please sit back and relax. I have a link to the slides and the blog posts that I wrote up for this at the end, so I just kind of want you to relax a little bit. Alright, so caffeine, I need that. The two hour flight difference is huge. To give some context, I could try my best to explain why having a lack of diversity is a problem that we should all care about. But in reading some research and a few scientific papers I found a few really good highlights that does a better job than I ever could. The first one is from the Harvard Business Review. There's little correlation between a group's collective intelligence and IQ of its individual members. But if a group includes more women, its collective intelligence rises. Next one from National Academy of Engineering. Creativity depends on our life experiences. Without diversity, the life experiences we bring to an engineering problem are limited. As a consequence, we may not find the best engineering solution. From Scientific American. When groups of intelligent individuals are working to solve hard problems, the diversity of the problem solvers matters more than their individual ability. Thus, diversity is not distinct from enhancing overall quality. It is integral to achieving it. And from the same article, chronic and woeful underrepresentation in the workforce leads to the inescapable conclusion that we're missing critical contributors to our talent pool. It is hard to grow a workforce, let alone the best workforce when there's a broad underrepresentation of up to 75% of the potential talent pool. One last one from a different Harvard Business Review case. After 10 years of work experience, 41% of women in tech leave the industry compared to 17% of men. But they are not more likely to leave than the women in other industries because of having families. When you look at actual data, you can see the lack of women across the board. There's no major tech company here that has more than 20% women in tech. I want you to take note that of this group, Yahoo! is the only one that allows an employee to self-report not identifying with the male or female gender. I mentioned earlier that there's been a large initiative within the Python Django communities to increase diversity. So what exactly are we doing? I'll file a list that I'm about to go over. Not exhaustive. And if it were, I'd probably be up here for a while which is kind of nice to say. So I've only picked a few highlights. So I've been on the board, this is my third term on the PSF board. And in those years I've seen a large influx of grant requests specifically targeted for diversity initiatives. Just last month, or maybe a month or two ago, we approved three Django girls funding requests. Two grants to PyCon UK specifically targeting to get kids and teachers to the conference. And two grants for workshops in low economic areas or areas that would otherwise have difficulty accessing computers. And some back of the envelope calculations. We've given grants to over 20 grants to Django girls, and over about $22,000 just in the past year. We're also trying to be a bit introspective as well. In the past elections, a call was made to members list, pleading to take diversity into account when voting for the next board. And I would like to think that it had some effect because out of 11 positions on the board, some of them are women up from three women last year and two women the year before. That's pretty awesome. Within the Python centric conference network you may have noticed an influx of the code of conduct adaptation. There's certainly been a loud opinion that a code of conduct is not needed for conferences. And I'm not here to explain why they're important. But a code of conduct isn't necessarily for those folks, right? Those who are more likely to be affected by harassment or assaulting behavior are often the minority in an event. They are less likely to be visible. There's even a timeline on the geek feminism wiki of public events that have happened. And certainly not an exhaustive list, but it is actively maintained. And it just shows that these incidents do happen. And when they do, we as a community, we need to show those that are affected that we care and that we support them. We want them here to feel safe. Relatedly, November 2012 the Python Software Foundation Board passed a resolution that will only sponsor conferences that has a code of conduct in place. As well, in the past few years conferences have also been organizing or supporting women-only events, including, like, Pi Ladies' Lunches, or Gengirls Tutorials, or Women Attendee Cocktail Hours, the like. I've led many of these events myself. It's super fun. And every single time I get a lot of praise that for being in the room full of women, it's pretty awesome. At the annual PyCon lunch, or Pi Ladies' Lunch at PyCon, I encourage to stand up and basically promote and brag about themselves about the talks and tutorials, lightning talks, posters that they're giving. So it might be a little bit embarrassing for women to talk about themselves, but to have, like, a space for them to deemed okay and encourage gives a lot of confidence for those women. Moving on, the BDFL in terms of, like, Python BDFL and Django BDFL, both awesome, and Jake Kaplan-Loss, they have been using their voice to enthusiastically support and be very active in the diversity movement. And I think that that has quite an impact on our community. Having the creators of Python and Django actively or publicly talk about the need for diversity within a community, a community that wouldn't exist without them, has had a significant impact. And I've been very lucky that Gita is actually in the Bay Area, because I certainly make use of his close proximity and invite him to a lot of PyLadies' events. If you take a look at other tech communities, you can see the lack of support from leadership really affecting them. Take the Linux community, for example. I don't think I have to explain much, but Linus himself has said that all that diversity stuff is just details and not that important. It's also well known that Flame Wars are part of the Linux community, and therefore, leadership, the tone that they set, it has to affect the diversity makeup in some way. The Ubuntu community is 4.4 percent women. The Debian developer community is 1.8 percent women. When looking at the Ruby community, you can see a lack of leadership support there as well. A conversation in response to RubyConf announcing their 2013 talk lineup and the lack of, like, diversity speakers, Matt, the creator of Ruby, had said, giving bias to minority does not solve a problem, it just creates reverse discrimination. Now, Ruby-centric conferences have been very public about their lack of diversity. Won't even cancel their conference over it. Ash Dryden, very well known Ruby developer and speaker about diversity, once tweeted that I am continually impressed by the Python community, and I'm not even a community member, and I think that she is a community member if she wants to be. But the Ruby community certainly has done a lot of work, right? They have Rails Girls, Rails Bridge, and the like. And the fact that these sort of conversations over speaker diversity exists says that these efforts are actually taking effect in some way. But I can't help imagine if Matt was a little bit more supportive of diversity or if the Ruby language had something like the PSF behind it if it may be a little bit better. So moving on to something that I'm deeply involved with myself, PyLadies. PyLadies has started in mid-2012 in Los Angeles, and it was basically a group of women getting together and saying, why don't we just do this more regularly? And so from there, PyLadies expanded to probably over 80 locations by now. Haven't calculated it yet. 70 locations a couple months ago. But each year we've raised about tens of thousands of dollars to help women get to PyCon, both speakers and attendees. And of those 70 or 80 locations, about 50 of them are on Meetup. And from Meetup I can see that there are over 12,000 members, a part of PyLadies. And these PyLadies, the groups we hold events like Beginners' Workshops, Talk Proposal Brainstorming, Conference Speaking Preparations, Sprints, Hacknites, Code and Coffee Nights, a lot of fun stuff. And I actually did, because you know I'm a programmer, I did some data mining on those 50 Meetup groups, thanks to the Meetup API. And I was able to get the amount of new PyLadies joining every month. And this is my super scientific regression analysis. I just slapped an arrow pointing up. But you can see that there's definitely like a linear trend going upwards. When you take it into context of the annual PyCon in North America, it may have some effect inspiring folks to join PyLadies with those immediate spikes right afterwards. And you can see some effect when looking at the largest 17 chapters starting. I don't know why I chose 17, I just did. And you can see some spiking after, along with these new chapters. So what's the effect of PyLadies exactly? Now a bit of a forewarning, you might have noticed I'm not a statistician, but I like to play one stage, so humor me. So for PyCon 2013, PyLadies led workshops for women to help brainstorm talk sessions, or talk proposals, with the help of past committee members, or program committee members, as well as we gave folks an opportunity to actually practice their talks before the conference. And we've been doing that ever since 2013, 14, 15, and we'll definitely do that again for our next PyCon. And surely you can relate to this. There's a CFP that was announced, and the deadline's like in a month, and you're like, oh yeah, I want to talk, I want to do a talk, but I'll submit later. And then Procrastination gets the best of you, and you don't actually end up submitting a talk. But I found that a lot of ladies appreciate that time to sit down and actually think about a talk. A lot of them feel like they don't have an idea or a good idea. And having that sounding board of previous program committee members of PyLadies around them really helps firm up the proposal and press that green submit button to go ahead and submit it. And so then talks get accepted and I'm sure other speakers can relate that little like, oh shit, moment that your talk is accepted, now you actually have to prepare or actually write all the content. I personally do a lot of conference driven development where I don't do anything until it gets accepted. But to have someone have a committee kind of like, a committee of your peers really like select you and your idea and a lot of time for you to speak. It's really confidence boosting. It's very brilliant. It's a nice feeling. So I like to think that giving that resource, that time to PyLadies has had effect on the percentage of speakers at PyCon. And you can also see it the effect of PyLadies on a more regional level as well. So I took three cities. I have a large Python media group, New York, Boston and San Francisco to see if the community reflects any difference with the addition of their local PyLadies. So this graph shows a number of new members every month for two meetups for New York City Python and Django New York City. Certainly some of the community's growth is attributable to the popularity of Python as a language overall as well as the growth of the startup industry there. But when you can see that PyLadies started in mid-2012 and the respective meetups saw a much larger, sharper growth. My super scientific regression analysis right there. And so moving on to New England, Boston is also a very great hub for Python. It has a very active Django meetup in a Python user group. However, you don't see much difference at least with the Python user group and the growth of new members after PyLadies Boston started. But perhaps you're familiar, some of PyLadies inspiration was actually from the women-only workshops that the Boston Python user group started back in early 2011. So you can see the large growth rate once a region introduces women-focused events. Now on to San Francisco, my home and the home of the largest PyLadies location. We have a bunch of Python-centric meetup groups and I chose specifically the largest most active ones. The growth rate from the membership of these meetups is pretty noticeable when SFPyLadies started in April 2012. Again, super scientific regression. But what's interesting here is when I switch this to a non-stacking line graph, you can see that when SFPyLadies started that the rate of new memberships specifically for the SFPython pub night meetup was not at all affected. And I suspect that this has to do something with the presence of alcohol and or the environment that may not attract PyLadies. Anyways, this is just trying, this is me just trying to quantify a bit the effect of, the regional effect of PyLadies on local meetups. And if you, if you want the data I have everything in Ipython notebooks that I link in my blog post which you'll see at the end. Alright, so we're doing pretty good, don't you think? We've done a lot, we can see some effect. But we're not done yet. There's so much more that we can do and just throwing money at PyLadies isn't going to help it. But please give us money, we appreciate it. So a lot of people, recruiters and developers alike come to me complaining about not hiring women or the lack of their corporate diversity in general. I've heard the same excuses all the time when trying to hear diversity. I couldn't find them or we're a meritocracy and gender doesn't matter. So I'm going to introduce my super slick scientific term. Maybe you know it, it's called bullshit. These excuses that I hear are bullshit and I want to show you why. So what is said? Gender equality, it's not a problem here, these things don't matter. But what I actually hear is it's not a problem to me. And so this really shouldn't be said anymore. It's complete and utter bullshit to me. It's essentially questions the person's beliefs. If it's a problem or if it's someone's concern to increase the gender ratio it should be treated as a legitimate problem. If you don't think it's a problem perhaps ask them questions trying to figure out why, like how so, what do you think should be done and try to understand the problem because why would anything like this be said to begin with? So another classic one that I hear is we focus on quality, not gender, or similarly we are a meritocracy. That's bullshit. So what you're saying to me is that you find quality to mean software written by men. But quality is an objective word. Do we encourage bug free code or test coverage or Elgin simplistic code? What other values do we add to quality? And I'm hoping not a gender kind of identifier to quality. So this excuse is essentially saying to me we don't want to change what we're doing here. Alright so I've heard this one about girls too. Women just aren't interested in this. And this is implying that it's women's fault. They are women not really that interested. And it's complete you can say it with me. Bullshit. Come on I'll wake you up a little bit. So at Spotify we participated in an event in Stockholm called Techla. It's meant for secondary girls where sponsoring companies held workshops to give a sampling of what the future holds for technology. And it had like robots, computers, 3D printing, geeky stuff that we're all excited about. And so this proves that this is something that girls are interested in so long as they're invited. And Pi Ladies itself is proof of that too. And it provides an invitation to women to join the Python community. So this one's a classic I hear it so often. We couldn't find the women. What I actually hear is that you didn't really put enough effort into it. And so what I have to say to that is that's complete. Bullshit. So a little while ago I put out a single job ad for Spotify once to my local Pi Ladies group. I got 40 responses within the first week. 40 responses out of probably not more than 200 people on that mailing list. And 40 women actually responded. And so that's a super awesome response. So I challenge folks to actually look at your professional network. Look at your LinkedIn profile. How diverse are your connections? How many actually look like you? Or what's the agenda or ethnicity or race or whatever? What's the distribution among your contacts? So if you reach out to the same network that you always reach out to, you're going to get the same people applying. So yes, it will take work, but the women, we're out there. So this one, I've seen a lot of this on the Twitter sphere and on Reddit. That's reverse discrimination. And this is actually when I get a lot of contention on. And what this sounds to me is you just want to recruit your friends, who I'm sure also look like you. It doesn't help that we have this referral bonus culture to hire our friends. And I get the reason we want to hire people like you that are good like you, right? It has consequences. So I'll be trying this around, maybe. So Twitter recently said that they want to increase their ethnic minority among their workforce from 8% to 9%. So what if they said let's only hire 91% white people? That kind of sounds weird, right? But it's incorrect to think that there is some sacrifice that will be made, that you're alluring some standards. And I have to say that that is bullshit. I just quoted a bunch of research in the beginning that says that that's quite the opposite. That diversity adds to the quality. It is indeed illegal in the US to make hiring decisions based off of gender, race, ethnicity, etc. Saying something like we must hire 20% women in the next quarter definitely puts that legality into question. But a lot of us nerds are very data driven, right? So how our latency, how we can improve that, our uptime usage statistics. We want to measure things so we can deliver our product better. So why not measure how diverse our hiring is? Set goals like increase the number of women candidates by 20%. The goal shouldn't be to hire 20% women, but it should be to make sure that everyone who is qualified is being considered. Alright, the last one I'm sure we're all familiar with this. The tech industry is hiring like crazy. We need devs now, pretty much. And what this means to me is that you didn't actually care enough to put thought into diversity, into your hiring process. And that, the last one say it with me, that's bullshit. Oh come on, come on, wake up a little bit. That's there you go. It's as simple as that, right? Do the work wants to ensure that you have the appropriate practices in place, the diverse networks. Maybe remove and general identifying words in your application process, consistent metrics in place to see how you're doing. It certainly doesn't take much effort to Google for local communities to reach out to. So what I hear is thinly veiled bullshit in actual bullshit. And I'm sure I'm not the only one to pick up on that as well. But this actually hints at a larger issue. These excuses hint at a larger issue. There's a fallacy that there's a bad guy. Certainly you get why diversity is important. You're trying for goodness sakes. But there's a notion that there's a bad guy behind the lack of diversity in tech. There's certainly a lot of tension given to someone when they say something bad, like oh I don't understand why it's bad to have booth babes at a conference. And then everyone's like oh there's the bad guy, like I found him, right? But we didn't get here because of one bad guy. We're all the bad guy. We're all complacent. We hire our friends. We have very uniform looking network. This is something that everyone has to consciously and actively work towards. Alright so there's a lot of bullshit. Perhaps you agree on the thinly veiled bullshit. And that we need to do more. So what actually can we do? So have you heard of Google? I hope so. So if you've heard of it, actually use it. Numerous amount of times people come to me to educate them. I'm not your teacher. If you want to learn more about feminism, about unconscious bias, about your privilege, that's super awesome. Fantastic. And thumbs up to you. But I'm not going to do the research for you. I don't have the time nor the patience, especially for the debates that usually happens afterwards. But I'm also not your network for women. I'm not the gatekeeper to women. There are a lot of mailing lists. There's meetups, events. Go join them. Get your engineers involved to build relationships. I'm not going to do the legwork for you. Use Google. It's a fantastic on top resource. But this one time only, I made you a set of readings to help you kind of, if you're interested for the self-education. So memorize this link. I'm only going to give this once. Actually, it's in my blog post too, so you'll see it again at the end. So after some self-education and some googling, there's some micro-actions that you can take. The first is super simple. Programmers should like this. Switch any use of the word female to women. For example, female attendees to women attendees. And you might ask why. First, they mean different things. Female is often said in a scientific context, frequently referring to the ability to produce offspring. The term women specifically refers to a human, while female could refer to any species. Second reason is it's kind of dehumanizing. To be reduced to my productive abilities, you kind of ignore them as a human. It also excludes folks that while identify as a woman, may not have the physical ability to bear children. Not all women were born biologically female. Lastly, when used as a noun, it can imply inferiority. It's often used in a negative tone. You can see this if you search Twitter for females. I found a couple of interesting quotes. Female should stop wearing makeup so we all know the truth. Or I can't trust females anymore. So when we use the word females, we're reduced to a species and we are separate and we are othered. You can see what I mean if you want to go search on Twitter for the word females. But I would highly suggest getting a drink first. Along those lines, actually really think if you need a gendered identifier. More often than not, you probably don't need to. For instance, at work, I am frequently introduced as this is Lynn, our female developer. There's no need for that, right? There's already a word for what I am. I'm a fucking engineer. You can call me crappy, lazy, stubborn, whatever, but please, not a female or a woman developer. Only when gender is really relevant to the context should you specify it. Like an event specifically for women. So another example a few weeks ago, I received a message on LinkedIn recruitment spam. The recruiter said exactly this. I am really impressed with your profile. I am especially impressed because you're a woman. I don't think my hand hit my forehead as fast as it did ever. Alright, so another micro action. Is to assume knowledge. Assume everyone has a reason to be at this conference or at a meetup or workshop or ever. Not a plus one of someone else, not a beginner, not a recruiter. Allow them to reveal whatever it is that they want to. But assume their reason for attending is the same as yours. This probably sounds better. This one specifically sounds better as female first design for the alliteration, but there's no reason to use female other than for the alliteration. So women first design. Make the default pronouns and imagery reflect a woman. For instance, like documentation, products, user profiles, form values, whatever. And the reason that this is so impactful is that it's signaling. It signals to women that as a developer you have thought about them. It does not mean patronizing women by painting your product pink or having flowers across everywhere. To see how striking a difference it is, I encourage you to find one of those browser extensions for whatever browser that you use that switches male pronouns to female or gender neutral pronouns. It's not as funny as the cloud to butt in, but still very impactful nonetheless. Alright, so last microaction. It's very novel, I know, but it's to reach out. A couple months ago, Donald Steff, he is one of the maintainers of PyPI. He pinged me on IRC. He needed help with PyPI, both maintenance and bug fixing as well as a lot of green field projects. And he actually thought, he had a thought. He recognized that there were no behind the scenes of PyPI. So get this, he asked us. He asked PyLays to help alleviate his workload. And to be honest, Donald didn't think he would get many takers to help him out. But his disability, and I totally knew this would happen, within the first hour of the email he got four volunteers to help him out. So this shit actually works. Like actually reaching out, it works. So microactions are like the low hanging fruit. Small actions that we can all do to help welcome women to the Python and the tech industry as well as your own workplace. But now on to the difficult stuff. It's very comfortable hiring, working, hanging out, or co-founding a business with people like you, with your friends. But we must be prepared to get uncomfortable. One way is to take on a sense of intentional curiosity. Okay, so remember that let me google that for you, but while I find it annoying, it is indeed commendable to want to know more about something. It's fantastic. But it actually takes work. And again, I'm not going to do that for you, but self-education is key in here. One thing that's admirable is a sense of curiosity. Curiosity when meeting people not like you in social or workplace situations. Curiosity about what makes a team better, how they work together, and how to make it better from where you are now. It's essentially going beyond your comfort zone. Another point, technology companies have been super good at being introspective. It's embarrassing and uncomfortable to admit mistakes, but perhaps you've seen it a lot. When a service goes down, a company is often very transparent and very apologetic about it, and we tend to share what we've learned in that process. But there isn't that same level of transparency among the lack of diversity. We should have postmortems about the subject. Like, for instance, here are numbers for 2014, and here's our action plan for this coming quarter. We need to reflect on diversity as a similar problem to when a service goes down or fail well, and then document it for the rest of the world. And basically open up our diversity. This data isn't exactly like a trade secret. It's not like Google's search algorithm or Yelp's business rankings. And it's definitely scary to admit fault and it's uncomfortable, but wouldn't it be awesome to essentially see that, to have a lot of companies being introspective about their diversity? The last bit, and this is specifically for women and other minorities, is to say what you really think. I mean this very seriously. I spent a few meetings at work noticing how often I would be interrupted, unacknowledged, or just talked over. And it really made me mad. One time I was actually leading a meeting. There's only two other people there and they kept interrupting me. And I just got fed up. I literally said for fuck's sake let me fucking speak. They did. They kind of shut up after that. And they totally understood because they could see that behavior. But it felt really good to finally speak up. So in all honesty, say what you really think. Rage quit the meeting if you have to. Because otherwise it will continue and it will get worse. Your company may be super behind diversity with hiring, but if you don't have a voice at the table what's the point? All right. So enough swearing. I sweared a lot. Turned into a bit of a rage inducing monologue. But I want to finish on a more positive note. Another Star Trek quote for you. So from Star Trek philosophy, and Gene Ronberry said humility will reach maturity and wisdom on the day that it begins not just to tolerate, but to take special delight in the differences in ideas and the differences in life forms. The worst possible thing that can happen to all of us is for the future to somehow press us into a common mold where we begin to act and talk and look and think alike. If we cannot learn to actually enjoy these small differences, to take positive delight in the small differences between our own kind and here on this planet then we do not deserve to go out in space and meet the diversity that is certainly, almost certainly out there. Thank you.