AI is not neutral. It is a tool that is

there to help, but there are biases that are baked into it

because it is gathering data, data that has been fed to it.

This is the entrepreneur school podcast

where we believe you can run a thriving business and still make

your family a priority. This show is all about supporting you

the emerging or early stage Entrepreneur on your journey

from solopreneur to CEO, while wearing all of the other hats in

your life. My name is Kelly Sinclair, and I'm a brand and

marketing strategist who started a business with two kids under

three. I'm a corporate PR girl turned entrepreneur after I

learned the hard way that life is too short to waste doing

things that burn you out on this show, you'll hear inspiring

stories from other business owners on their journey and

learn strategies to help you grow a profitable business while

making it all fit into the life that you want. Welcome to

entrepreneur School.

Welcome back to entrepreneur school. I'm very excited to

share with you my guest today, Annie gishiru. She is a leading

racial equity coach and consultant for online

entrepreneurs, she is deeply passionate about representation

through a racial justice lens, and combines her experience as

an internationally certified life coach, her love of

storytelling and her extensive career as a human resource

specialist to deliver represented a program That is

transformational and online, and which has been described as a

must for business owners who are ready to build a racially

diverse, inclusive and equitable business. Annie's grace, gentle

spirit and passion for racially equitable world is setting her

apart in the coaching and personal development industry

and as a compassionate educator with an incredible space holding

ability. And she's joining me today because Annie is one of my

wonderful contributors in the ease and alignment with AI

bundle that we have going on, and she's going to talk about a

very important and often overlooked topic, AI bias in the

online business space. So we are featuring her guide, her AI bias

guide, as part of the bundle. You can get it as part of

listening to this episode. And when I first saw this, I was

like, we need to have a deeper conversation. This is so much

more than a PDF, so thank you for joining me, Annie, all the

way from Australia to have this conversation today.

Thank you so much, Kelly. I'm so excited to

be here and with the collaboration, it's just

wonderful. I can't wait for us to dive in.

Yes, I mean, I think there's a very broad

conversation, obviously, one that must be ongoing to be had

about what racial equity looks like, what diversity inclusion

actually is. And I want to just give a nod right away to your

podcast represented for anybody who is ready to step into

learning and listening to that conversation more, we'll try and

focus today a little bit more on the AI side, because I think

this is just an interesting aspect of this important

movement that's happening. But why don't we start with the

basics, like setting the stage, and begin with what brought you

into this work? Was there a specific moment that ignited

your passion, something that happened? What's the story?

I kind of fell into this work. It's not work

that I ever for so myself doing I'm originally from Kenya, but

I've called Australia home for over 25 years. I came here

initially as an international student Kelly, and the idea was

just to do my undergrad graduate and head on back home. But I

fell in love with this country. I fell in love with Australia.

Loved it so much and ended up staying, getting role after role

after role and staying. But it wasn't until I became a mother,

over a decade ago, that I started feeling I wanted more

out of life. It was always about climbing a corporate ladder. My

professional background is in human resources, and I just felt

like I wanted more out of life. I think having a child will do

that to you, when you feel like you want to prioritize other

things, other than just working and making a living, and you

know your daily grind or your eight to five, I felt like I

wanted more, and it was during that time that I got into

coaching. I did my certification as a coach, and I started

looking at ways in which I could support others, particularly

migrants, who were struggling with feeling unworthy, feeling

less than and especially. You know, looking at the dynamics

and being, you know, mostly minorities in terms of race. And

so stepped into that role supporting migrant women of

color to unshackle self limiting beliefs. But the big, big issue,

and the big, big thing and the gap, was matters to do with

race, something that my peers in the coaching industry were not

understanding or seeing, but those were conversations I was

having a lot with my clients and just so this gap, so this big,

big gap. And it wasn't until, you know, 2020 with the murder

of George Floyd, that people started paying attention. People

started asking, you know, how could we have missed this, or

how can we do better? And that's when I really stepped into this

space of, you know, racial equity and beginning to support

coaches, course creators, online business owners, really on how

to build businesses that are more equitable, how to hold

safer space for us as a people of color, and so I kind of fell

into it. It wasn't something that I intended to get into, but

it's certainly something that I absolutely love. Feel very

fulfilled, and it's work that I I enjoy.

Yeah, it's incredible to be able to do work

that is so aligned with a mission that matters to you as

an individual, right, and that you can see the potential for

the impact that that makes actually in the in the world

beyond you. I love, I love connecting with people who have

that sort of passion about whatever it is that they do

right? And bring that, to bring that into the light. And I feel

like I would love to hear your take first before we like narrow

the conversation too much into the AI, just in general, about

you know you were talking about like conversations that are

being had. It almost sounds like you you identified an invisible

gap right, a gap that is only known by one side of the

equation. And so what are some of the aspects for people who

are unaware, ignorant, or whatever word we're going to use

for that to bring awareness to it.

Yeah, there's a lot of unawareness, because you

don't know what you don't know. Helly and a lot of coaches,

course creators, online business owners, who are providing a

service potentially, are looking at things from one lens, the

lens that they've always known, the lens that they've they've

learned from, and often that is through a Western lens, that is

through a white lens, and you don't know that, especially if

you identify in that way. You just know what you know, and you

don't know what you don't know. But it is when you begin to hear

stories of people saying, well, I don't see myself represented

when I look at this group program, when I want to perhaps

be coached by this person, I want to take this course. I

don't know how that will work out for me, because I don't know

if I will feel seen, if I will seen, if I will feel or held in

a certain way, if this person doesn't quite understand my

background, some of the challenges, the setbacks that we

experience as people of color, and so I'm not too sure if this

space will be inclusive enough. I'm not too sure if this space

will actually from even a safety perspective. I'm not too sure if

I will feel safe enough to really show up as me. And the

gap comes up where you know, potentially coaches, space

holders are like I didn't know that. I All I know is that I'm a

kind person. I am inclusive of people who come from all

backgrounds. In fact, I have clients who are people of color.

In fact, I potentially even have family members, or I'm even

married to a person of color. But that doesn't really exempt

you from having these gaps, or, you know, being able to hold

space that allows somebody to feel a certain way, because I

can tell you that as somebody who has been on the other side,

as a client, somebody who has been a course taker, somebody

who has been a coachee, I can tell when space has been held

for me, or I have taken curriculum, you know, undergone

through curriculum that feels inclusive, that it's not just

one sided I can sense that, and there is a huge difference with

how I then show up and what I take out from that experience,

whereas if I come into, you know, a relationship or a

container where that doesn't exist, there are already

barriers immediately. For me and the host, the person who's doing

all this may not even realize, and the people who are most at

danger or harm are the ones who think, I'm good, I'm already

inclusive, this is also good, but they're the ones who need to

do this work even more, because they're the ones who believe in

this work. It's not I've often had people say, oh, you know,

Annie, you're doing great work. This work is, you know, for

those who need to do this work, the people who are not

inclusive, the people who are part of oppressive structures.

But it'll take us a long time to get to those people. It's those

who have already seen themselves as being inclusive. It's those

who want to be inclusive, it's those who want to have equitable

businesses that need to be leading the way, to be doing

this work, regardless of whether they think they are or not, so

that they can begin to help us pull those who are not into it.

Yes, so everything that you're saying

there is making me think there's a difference. And again, this

whole conversation will be incredibly nuanced, right? But

in when someone says, I'm good, they think that they're

inclusive, but perhaps what they just aren't as intentionally

uninclusive. So therefore you think kind of by the default of

the double negative, you're, you're, you know, holding the

space, whereas, I believe, from, you know, my own exploration of

this and conversations, it's more about intentional efforts,

intentional barriers being broken down, and setting

intention behind what you're putting out there. And if we can

even, like, speak to examples a little bit, because where does

this come across? It comes across a lot in communication,

right? And so that's really where it's going to tie in a

lot, as well into AI use, particularly for me, any anytime

I'm using AI is to help develop communication materials,

marketing, website, copy, emails, all of the things,

right? So the voice that's coming through, that's the

application of it. So I'm sort of saying, so, yeah, so where,

how can we then start embracing and being more intentional about

what we are, even how to evaluate what we're putting out

there to ensure that we move into more of a intentional

inclusion rather than unintentional exclusion.

Yeah, great question. And just to take a

step back, you know, a lot of people will view themselves,

especially those who are values led business owners, they will

view themselves as of course, I'm one of the good ones, Annie,

because I am not a racist. I don't use racial slurs. I am as

inclusive as I can be. I volunteer. I do all these things

I am trying to do the right thing, I understand I have

privilege. What privilege even and I understand the role that I

need to play. So I think when people view it that way, that's

the barrier, because they're seeing themselves in light of

this is what the worst kind of scenario looks like. But the

thing is, we are part of a system. You know, race itself is

a, you know, is a social construct, and we are part of a

system, and that is a system that different people benefit

from. And a lot of times, when you're going through your

everyday life, you do not realize how you're benefiting

from this system and how it is having a potentially a negative

impact on another group of people. And so when you go about

life looking at it that way, and saying, I'm one of the good

ones, one of the good ones, you in many ways, miss out on the

ways in which you could be perhaps helping bring people

along the journey. You're doing your bit because you feel like

I'm already doing mine, or I'm not one of those people. And

coming back to being intentional with inclusion, it begins with

the work that we are doing personally. Because if I was to

go ahead and engage with AI and I haven't done the work of

keeping up and understanding the ways in which I can do better as

a human first and foremost, before even being looking at

myself as a business owner. If I'm not doing that internal

work, then when I sit down and I'm getting all this brilliant

assistance from Ai, I will not know when things are biased. I

will not know when the information I am receiving is

coming across in a way that might make my messaging be

exclusive or, you know, exclude people. People that I didn't

want to in the first place. So it requires a level of education

and understanding from your perspective first and foremost,

and then understanding that AI is not neutral. It is a tool

that is there to help, but there are biases that are baked into

it because it is gathering data, data that has been fed to it.

There is also the algorithm that favors certain patterns. And

then there is human bias as well that comes into play. Humans are

feeding the information, and they're feeding it based on what

they know or based on how they want it to behave. So the

potential for it to do certain things in a biased way are very,

very high. And sometimes, if you're not the group that is

being targeted, often you will come in and you will see certain

things and you'll be like, Oh, if we speak to gender, for

example, you know, if you're being given examples by AI,

like, Okay, give me, you know, CEOs, or how would I word this

for people in leadership, and it's a very, you know, geared

towards men, then you're like, hang on. Hang on, you know,

let's take a step back. I'm this is the person I am, and this is

who I'm speaking to. Could you make this a little bit more

gender equitable? And then it'll go about say, Oh, I'm so sorry.

Kelly, yeah, yeah. But you see, if you don't know that in the

first place, you will not know and you kind of run with what

you've been given, and it'll take you in a different

direction.

What a great example, because in that case,

you can, I like to subscribe to a human first, AI adoption. So

to me, this means we have access to some amazing technology and

tools and potential, but we still, at the end of the day,

need to have a human lens through which we decide how

we're going to receive and what we're going to use this

information and the product of AI for. So that's really

important. And so that's one piece where you're saying that.

And so then that plays into the if you do not have the knowledge

yourself as a human from having done intentional work in these

areas, then how are you going to flag an issue like this? Right?

So it's really just pointing out that there's a gap that you may

not be be aware of, but I love the example of gender, where

it's quite easy to tell if something's very male focused or

female focused, right? But we know that, and then we can make

the tweak and adjust it. But we need to be able to start

bringing some skills and awareness into it for the

purpose of the of racial equity as well, absolutely.

And here's the thing with the rise of AI, it is

making people very take a step back, like, I don't need to do

the work. You know, go ahead and produce this list for me, or do

this and the other and yes, there is that ease in that

there's a lot of things that they can do super quickly and

produce those results for you. But the danger Kelly lies in the

fact that when we get to accustomed to things just

happening so quickly and not questioning or taking the time

to continue to educate yourself, you will find you've gone in a

whole different direction that you didn't intend to take so As

much as we are embracing AI and it is supporting us, we also

have to keep up with the education. We have to keep up

with the ethical use of it, the integrity of it. We have to keep

questioning and pushing back certain things, especially for

us, who are space holders and we're working with humans. We're

not in a space where we can just sit back and let it do

everything we've got to question, and this is when we we

have to really invest in learning and understanding this,

this, this tools and these mechanisms and how they've been

built, and are they good for my business? You know what? What is

a better option, or what's out there that is really putting the

human first, you know, getting better with understanding the

tools and how they've been used and how we can use them better

as well. Because how are we prompting them? What are we

saying to them so that they can give us information that perhaps

is more equitable? But it comes back to ethics at the end of the

day, and I think the danger lies in when we get too relaxed, and

even, for lack of a better word, lazy and we wanted to do all the

work and we're not doing our due diligence on the other end,

Oh, absolutely, 100% agree with you. And I also

want to circle back to something else that you mentioned, because

some people might. Understand this as well. It's like, where,

where does AI come from? Where does AI get all of its insights?

Information, data, right, data that is programmed by humans.

And who are those humans that are programming what we are now

taking as truth? So absolutely needing to maintain a level of

skepticism for the purpose of, you know, interpreting and and

ensuring that you go through the effort like we're like, allow AI

to to help you take some steps, to move faster, to collect to

give you something to reflect on, but do not hand over all of

the control to this, because at the end of the day, your your

reputation is connected to what you put out there. And as a

business owner, this is so important. And as speaking as

somebody who is, you know, a brand strategist, it needs to be

in alignment, and it needs and if you say that your values are

to be inclusive. How do we check that? How do we ensure that that

actually is true when we are putting our communication

materials out there

absolutely and the thing is, you've got to be

doing the work. So the people who are perhaps, you know, a

couple of steps forward are the ones who are doing the work. I'm

still doing my inclusion work. I'm still learning, I'm still

studying, I'm still being a student of this work. It is not

enough for me to say I already know, or I am already good, or

I'm already inclusive. No, it is continually doing the work. And

how do you do the work engaging people who know more than you

do, engaging people who come from backgrounds that are

different from yourself, depending on what kind of

inclusion you're after. You know, today we're looking at

race. So am I reading books from people who don't look or sound

like me? Am I listening to podcasts from people who might

be sharing information I may not know that will allow me to look

at things from a different lens, because lens I'm looking through

is the lens I've been brought up with, the lens that has been

accessible to me. What about the lens that has not been

accessible to me? What about the lens that I don't yet know or

haven't walked through that you know path? How can I learn? And

when we hear those things, and we begin to hear them over and

over, we begin to form belief systems, and our value systems

are enhanced. And in so doing, when we do work with these AI

tools, which are there to assist us, they're not there to take

over, they're there to assist us, then we're able to look at

things in a more critical way and go like, this makes sense?

No, this doesn't make sense. I'm sure you've worked with an AI

tool, and you go like, no, no, no, this is so frustrating. I'm

telling you not to do this, but you keep doing it. It's because

you have knowledge of what you want, but when you don't know,

and you keep getting that information, you'll take that as

gospel and you'll run with it. And chances are you're not, you

will potentially harm your business, your branding, your

reputation, which is so costly.

Oh, such a powerful acknowledgement there.

Yeah, thank you for that. I'd love to hear, just for the

people who, again, because we're talking at the super high level,

and I've got some like, triggers based on what you've said in

terms of, you know you need to have knowledge to reflect back

against what you're given from Ai, as far as an output. But

when you start having this conversation about AI bias, and

the reason, perhaps behind your development of the AI bias

guide, what were some examples? How did you notice this coming

up in your own use of AI? What was what was happening?

You know, this started years and years ago, and

I did not have an understanding of it. So, for example, many,

many years ago, using digital phones, and you know, being able

to put filters like, oh, you can enhance your face, or you can do

this, or you can there was a time there was even this quirky

things you could do. You could put, like, dog ears, and you

could put fancy eyes and sunglasses and all that sort of

thing.

And it was try and make zoom meetings fun. And

then,

yeah, and so I remember trying some filters,

and the filters would not recognize my face. It would come

up with a big black circle, a big black circle, and I'm like,

what's happening? And at that, because it was so many years

ago, maybe 10 or even more years ago, I just go like, Hmm, that's

strange, because I didn't know what I didn't know. Now fast

forward, many, many years later, I understand that that was an

issue to do with the algorithm. That it's not able to recognize

my face because I'm a black woman, and how that filter has

been programmed, has been programmed by a white person.

And so it couldn't recognize my face, and so the whatever I

wanted it to do, it couldn't do it. And so that is a bias that I

came across, and in other ways, more recently, is having

somebody inside of my group program, and we were using

Facebook groups, and every time she would post, her posts would

always get flagged as spam. Like, are you sure? Is this a

member of I'm like, Yes, it is. And she had a lengthy name,

Southeast Asian name. It wasn't your typical western names that

are or Eurocentric sounding. And so it just continually kept

getting flagged. And, you know, with time, obviously she she

stopped engaging as much, and she was very appreciative of the

fact that I had realized that and flagged it and said, Hey,

this isn't spam. This is a real person. She's meant to be here.

And so we encountered issues like that, and I couldn't get

them resolved. And that's when we moved away from using

Facebook groups to using a different container where you

know such things wouldn't happen, and so if you're not

aware of it, you may not think too much about it. But again,

there is that bias when it comes to pronunciation of names, like,

why is it flagging that particular name as an issue,

even though the host is saying, accept this is somebody who's

part of this group. What does that then do her experience was,

you know, deeply impacted, and I could absolutely sympathize with

somebody who has experienced these things in different ways.

And so those are the biases that exist. And if you're not aware

of them, you may not have language, or you will not even

know it is happening. And that is why educating yourself and

knowing and you're going, this is what happened to me, or this

is what's happening, or I need to be on the lookout if somebody

says this or experiences this, I am beginning to make myself

aware and educated, and so I'm a little bit ahead of the curve.

Those are some very hurtful experiences. That's

yeah, wow. Do you have any advice as far as a first step

for sort of auditing your own systems when people are thinking

about how to better integrate these concepts into AI use. I

feel like, you know what AI does is it, where's the lens you give

it, right? I've been doing a lot of work lately in helping to

develop your brand so that you can have a brand calibration

tool, which helps it to then sound more like you as an

individual. So we go through all these steps. We pull that all

together, extract it, put it into essentially one core

document that becomes that helps that now I'm not just writing an

email. I'm writing an email to the people who I said are my

audience from my voice with my messaging, so it's closer to my

output, right? So I'm curious if there's is a potential to add

another layer, another lens, to it like that.

Yeah, there is. And this is where human

connection is so, so important. Kelly, as much as we're relying

on AI tools to make things easier for us and to support us

in our businesses, this is where human connection is really,

really important. And you know, having the ability to do that

audit with another human, you know, working with inclusion

consultants and things like that is very, very helpful. I'll give

you an example. For example, a movie that was done. I can't

remember what it was called, but I believe it won an Oscar. I

think it was best actress or something, but it received a lot

of criticism afterwards, when they said, Oh, you know, the

person who even played this role is doesn't come from that

background. They're not authentic to that ethnicity. And

I feel like we would have been better represented, or perhaps

how they identified was not in the real representation of, you

know, that particular group of people. And so this is where.

And I think the director and the team felt like, Yeah, we should

have done a little bit more work to include people who do come

from this background, who do identify in this way, so that as

we're creating this movie, as we're telling this story, we're

really telling it in an authentic way. We're telling it

as real and as genuine as. We can. We're not just making up

stories as we go along. And this is where, if you're running your

business and you're trying to check, is this true, is this

authentic? You know, having those checks and not relying on

AI 100% and going like, who can I get to come in and have a look

at my work and audit this for inclusion. And the more you do

it, the better you get at it, and you're able to pick up on

these things, and you're able to prompt it in a certain way. But

we're still we have such a long, long way to go there, but it's

just training ourselves to think, Okay, before I put this

material out there, who do I know who can support me in this

way to come in and just have a quick sweep and a quick look at

what I've put out there. Is it inclusive enough? And this is

some of the things that I do with clients, even when it comes

to program names, like, how have you named that program? Is it

culturally appropriating? You know, people who come from a

certain culture, the ways in which you're using certain

sentences, does it make certain people from a particular

background feel excluded? Is the language culturally sensitive or

it is not? And I'm not saying we're doing this to get it 100%

right, but we're doing the due diligence of reducing the harm,

because sometimes we can't be 100% harm free, but we're doing

everything we can to reduce that. The same thing with

safety. We cannot claim that our space is 100% safe, but what can

we do, even just with our homes, with our kids? What can we do to

make the environment safer? That's the key thing. What can

we do to make it safer? What can we do to reduce the harm? And I

think this is when we get people like that to support us in our

business, then we're walking towards having equitable and

more inclusive businesses. We're being deep and intentional about

it. We're not guessing our way around.

Oh, I think that's so beautiful, because a

lot of people feel this pressure and this, well, a desire to do

better, but like a nervousness around getting it wrong. But the

way that you just describe that is very much about the small

steps, the efforts, the movement, the moving towards and

like, you know, every conversation, every pause to

reflect and consider, all of these are steps moving in the

right direction. So that felt very validating, for lack of a

better word for me, even you know, because it's even it's

challenging to have this conversation right without like,

I'm trying to be sensitive as well. I want, I know, I wanted

to have you on this podcast to say, you know, you bring such an

important perspective, I want to shine your voice to as many

people as I can. And I've recruited an audience, and so I

would love to introduce you there. You know, these are the

steps that I can take right now. And thank you so much for this

conversation. And is there anything else that you want to

add here before we kind of close up?

I think as space holders, it is our duty. It is

upon us to create spaces that people come in and they truly

feel seen, they truly feel held, and we actually make that

difference that we want to make. You know, we have the skill, we

have the talent that's been placed in us, but we also need

to do the work of ensuring What am I doing to make sure that I

am educated, I am informed. Things are not taking me by

surprise, and one of the things I'm going to challenge your

listeners Kelly is have a look around your contacts. Have a

look at your social media feed. Who are the people you interact

with? Who are the people that you are engaging with their

posts, or who are the people engaging with your posts? If

these are people who predominantly look and sound

like you, there's already a question there to ask, why is

this the case, and what can I do to have people from different

backgrounds that I am interacting with? Because it's

only when you do that that you're able to see the gaps. So

do that as a little bit of homework when you're scrolling

and see who am I engaging with and who are the people who are

engaging with me? And if you don't have that diverse

representation, chances are there are things that you don't

know, there are gaps that exist, that you cannot see, and it's

time to probably begin to look at things and engaging with

people from different backgrounds.

Oh, that's such an excellent and. Tangible

challenge, and also I feel like my own, like personal commitment

and takeaway. I was thinking, you know, the answer to the

question is, why is that? It's because it's comfortable to stay

with what we know and who we you know, hear from, and even when

you speak to you know, one of the what I'm hearing you say, So

correct me? If I'm not reflecting this properly, one of

the steps is, is the ability to take on some perspective that's

not yours, right? And this is a challenging thing to do as a

human in general, because we all are just like this is what I

think this, you know? And that doesn't mean that we're

projecting our beliefs on other people. We just sit in our own

perspective and we look through those glasses. Putting on

somebody else's glasses is something that you have to try

and do intentionally. So I'm even thinking, you know, I

recently got back into reading just for fun, and it would be a

good idea to just find an author of color to just come and get

into a book, right? It doesn't have to be on the topic of

racial equity or anything, but just that a step into hearing

perspective and feeling that a little bit more, right?

I love that so much. It doesn't always have to

be that you're reading about racism, that you're reading

about this atrocities that are happening. Yes, they're all

around us, but you could find a fiction book in the genre that

you absolutely love, but it's been written by somebody else.

It's the language that they use, it's the description, and it

takes you to a different world. It's like what JK Rowling did

with, you know, her books. She managed to take people into a

completely different world that they had never been in, and they

got engrossed, and they started looking at things so

differently. And so that is what we do. When we look at things

from a different perspective, we are beginning to open our eyes

to things that we didn't expect or know, and it makes us better

humans. At the end of the day, it will make you a better space

holder. It will make you a better business. It will just

make you that human who people gravitate towards because

there's something about you that they're not getting from

somebody who's just looking through that one lens,

yes, and into kind of, like, end that too.

It's not a checkbox, right? Like, I love that. You say

there's a feeling, it's a nuance. There's no, like, you

know, there's no super tangible tips that we're giving you

today. Like, step one, do this. Check it off, then you're good.

No, that's not how it's going to be. It's thank you for being

part of this conversation, listening to this, continuing to

engage with Annie and others who are speaking into this very

important topic, and finding ways to bring more of this into

your own life so that you can be like you said, a better human

and I feel like thank you so much for this conversation,

because that is because that is the impact that we were able to

have today to help people become better humans.

That's so beautiful. Thank you, Kelly for

having me. This has been so special. Thank you so much.

And Annie has a AI bias Guide, which is

available in the ease and alignment with AI bundle, and

the link is in the show notes, and also all of the links to

check out your podcast, Annie, and find you on your website and

your program, and anything else that you want to say as a last

word before we go,

I think I have said everything. But just to

close off, you know you are here. You were created on

purpose for a purpose. Never forget that. Keep showing up,

keep doing your best, and you will reap the benefits of that.