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Welcome to the small nonprofit podcast with down-to-earth practical advice on how to get things done in. Your small organization. You are going to change the world and we can help.
Hello, and welcome to the podcast. I'm your host, the new admin, and I'm joined by my co-host on McGlynn. Hello, everybody. So Anya, today, I'm going to credit you with bringing however, or guests to the podcast. We've worked with how I and one of her previous roles, but to be honest, I actually had never met her you had. So, so yeah, do you want to tell us a little bit about how how you met how and the impetus for having her on the podcast? Definitely, as you mentioned, we met in her previous role and relationship and you know, I thought the world of her, I thought she was. She was just an awesome impressive person and another
How wide is one of the most I would say, focus and insightful speakers on the theme of white supremacy. She has a way of making the complex interaction between individual responsibilities organizational responsibilities and sort of system structure that large, keeping them separate and discussing but just discussing them as part of a matrix of, I guess of Oppression of creation of instability, or, or inequity. And it's just, it's such a delight to be able to throw my naive, half-baked ideas at her and for her to say, yes, Anya, and then turn that into something that's, that's really helpful and sense-making.
I'm speaking with our she, she has an ability to take some stuff that's really really complex and difficult and and make it very understandable, relatable and actionable. Yeah, and I mean, I think he basically sums up our conversation perfectly which it was a pleasure sodeco interviewing how I with you and I think you know everyone that your your pens pencils out. There's such great insights that how has to share and again helped us, you know, I think as a whole we've made a very deliberate decision to continue to have and I would say, deepen and our commitment to having conversations around and he racism. And to oppression earlier. We talked about reconciliation and decolonization. These conversations are not going anywhere with
Take me to have them because they need to be had and you know having how I be part of that is it's just such a treat. So yeah it with with that. It's a pleasure to welcome how Amira to the podcast. She's a proven, strategic senior leader Equity, consultants and Community organizer. With 12 years of nonprofit experience, focus on high impact Community Development in 2017. She completed a master's degree in Environmental Studies, from York University, where her research examines Community storytelling, as a place of transformation. How is a critical writer, commentator and columnist with Ricochet media that has been featured on Maclean's, Briarpatch magazine Metro Morning, CBC City TV, and rebel among others, please join us and welcoming Howa.
How I welcome to the podcast.
Thanks for having me. I'm so ready to have this conversation. I don't want to say excited because give me a hard conversation, I think, but an important one, and every now and then I have the pleasure of having Anya. Who's my co-host of the podcast coat interview as well. So on, Welcome to the interview side of things, you very much. I'm very happy to be here today and an honor to be joined by our guest. And someone, I'm happy to call a friend and colleague, and in, a couple of different ways. How we married. So, going to be a great episode today, so well, so again, thank you so much for participating.
Jump write it right into the topic of our conversation today and we're really focusing on white supremacy particularly as you let experience at and recognize it in the nonprofit sector. How do, you know what? We talked about a new your introduction, you do a lot of really make any workshops on white supremacy, one of which you did this summer called breaking rank responding to white supremacy. And then another one that you called breaking rank, refusing white supremacy. So I'm really interested in in the concept of Love response to white supremacy and then refusing white supremacy. I really love those two terms and I wonder if our listeners, you can talk about what is the difference between responding to white supremacy and refusing it?
Yeah, I know. That's a really really great question. Anya. And again, thank you so much for having me as part of the podcast, then. We don't talk about white supremacy in the nonprofit or charitable sector very regularly. And I think we don't have trainings or educational opportunities that really talk about white supremacy as a system as opposed to individual actions by individual actor, which is where we often default to, when we think about things like racism Ranchi, racism. How could I be a better person then translates into, if I was a better person, I could be and he racist as opposed to thinking about a system of policies and laws and rules and, you know, social norms that make it possible for certain groups of people. In this case around race for white people to be given Priority Access resources and legitimacy and credibility in the work that they're doing and so
The goal of the reacting to or refusing white supremacy was really for white people are particularly in sectors that engage with some kind of Service delivery function. I had to really thinking to what it means to have these individual lies, reactions around white supremacy and Link it to a blogger refusal is about breaking solidarity with white mats and breaking solidarity with white supremacy to come back into solidarity with black and racialized Indigenous people speaking about race and then responding as a strategy it's how do you respond to a system? Because if you get out of the sense that you're just responding to individual again, actors were saying individualized on things that are often quite terrible, but you really have to think about how to get if you're talking about things like defunding abolishing and dismantling.
How do you really do that in a very strategic coherent way where you can pull a lot of people together to build a bit of critical mass to do that, do this for this season. The responding was really focused on black commercialized and Indigenous peoples. So how did they respond to white supremacy? Because the Assumption to that they have a bit of the more well-defined muscles around things like white supremacy and anti-racism anyway, considering that they need to know what races and looks like to survive their everyday lives and season. The goal is to really work with white. Folks, were interested in what it looks like to dismantle and disrupt got to figure out how to be a little more strategic with one with one another.
Oh, wow, I'm sure you face a lot of resistance in those kinds of sessions have quite a significant reaction to, you know, a lot of people who spend time with me, whether it's in my personal life or professional life, know that, I am not really a negotiator an impression. I don't know. I just, I don't really, I don't leave a lot of room for people to come in with disagreement. I just tell them pretty plainly that this isn't quite the space to not ready for it yet to come back. When they spend some time getting ready. It's really that you can negotiate with white supremacy. It is what it is. What it does Weber is engaging with that table. If they're not ready. Just not ready to have that level of insightful conversation.
Is there something you know, are there things that people can do to be more ready or how, how does a white person know that? They're ready to really refuse white supremacy, you know, I think Journeys can begin with with reading, but I do think that there's, there's like some personal, but it does feel like really work that requires a white person to look inside and see the ways and acknowledge the ways that they've benefited. So I text how do you prepare to refuse white supremacy and to do so, like in good faith? Yeah. I know. It's a great question. So I would say the races on Easter with every conversation about race ends up with a reaction with people reacting and it's their own individual reactions, and we know the difference between a reaction in the world.
You're in a grocery store in the person behind. You said, you know, you're not two feet away from me or like that. Was a very extreme response to me being 10 cm closer than the two away from you. Right? And so we can tell what a reaction looks like. Cuz it's kind of abrupt. It's very fast. It's quite abrasive and it doesn't take into consideration. Somebody else's contacts, that just kind of a quick fast trigger Oregon for reactions. And so if you're at that stage of reacting around race, that's a clue that you need to do. Some more heavy lifting around, figuring out how to respond, which is, how do you allow someone else to come into your space and tell you what's happening for them without making it about yourself?
What you can do that work on and you don't have to be very sophisticated at it, but once you're able to like fries and not yell, at the person who has said to me, to me, to me, you're able to say, I'll have a great day walk away and for sure your passing a little bit, but don't bleed over into other people. I think, I think that's a space where people people are ready. The problem with things like book club is that I've been hearing people start and buy call passive learning. I will let people come pass with my actually, is that picking up a book and reading it on a Sunday, doesn't mean that you're ready. You have to be able to apply those Concepts to your everyday life and that's really hard. If you've never had conversations our engagements around grace before, and I should say, if you've never had conversations your engagements around race before, that's a bit of a slug. It's not a bit, is it?
Is significant because other people talk about race as a way to survive. And if you're not talking about it at all, then you know, there's something happening there. There's something to be said about the amount of power you carry as well, but get out of passive morning like engage with material but engage with it. Ask questions asked what it means for. Your life. Ask what it means for your family. Think about the things. You're downloading to the people around you, and start to be disrupting your hardest place to disrupt if your personal space. Right? Or dare call, you know, your parents are something, but if you're like, no, no, no, no, don't let them just say it in your house and let it go, right? Start to do the work with and there. And as you do that, you build up a bit of a muscle and a reserved around having these conversations with other people. The practice with white people, first is always
The room. And I think I need to talk about this system of white supremacy, and you mentioned the fact that if this is not something we're actively thinking about, it means we're in a place of privilege where we don't have to, which is unique in our society. These did not unique, but very extremely extremely privileged if you're not thinking about what's happening around race around us. And so we talk about these systems, but then I also think that
Where we see systems changes through personal responsibility and personal action, right? So, how do we take this systemic approach and, you know, maybe it's an easier in to not take things personally or not make things about us, but at the end of the day, we personally have a responsibility to lead change. The how do we navigate that shift from that system to what we can personally do.
Yeah, you don't you both are throwing some some really great question. It's a part of the usefulness and starting with systems when when we're having conversations about white supremacy is that people stop thinking that their personal reactions reveal something about their character around raise and they get out of this sensitive, you know, if I'm only a racist if I'm a bad person not racist. I'm a good person. And when you start the conversation around white supremacy, there you don't get very far because people are much more interested in preserving their sense of themselves. Yes, and then it gets caught up against black erase Western Digital people. Experiencing racism also, very responding rightfully. So with where it, where it bumps up against where it impacts their life, right?
Got groups of people having conversations about themselves. But only one of those groups of people has any significant power to change the condition of the other, right? But once you get into that self-preservation place, it's really complicated to have a conversation because you have to support people willing backs, cracking, all the way through all the things that they've done in their lives. That make them great people. And I don't see how that makes me feel amazing. And by the time you get to that the person who's experienced, the harm is just tired. They're just tired of the whole conversation. And then there's no action that happens. Just kind of defeated for me, is some ways. When I'm, I'm speaking with someone who's a white person who's struggling, to recognize the ways in which, you know, they are racist, or are you
Influenced by the universe's thought patterns, like for me, I always say to them. Listen, you know, as a white person who has grown up in this, you know, Global North, Western Culture, by default. I am racist, right? Like, by default. My, my impressions are formed by races paradigms. Like, there's just no way to avoid it. And, and I, I think like, you know, white people have to get start getting comfortable with with gaming that about themselves, right? And end to your point, like, recognizing that it's not about being a good person or a bad person. It's a few know it's, you know, it's at the first step in, in any kind of personal transformation is is naming and acknowledging the place from which, you know, that that deficiency comes from or that, you know, inability to process or your anger issues, or whatever it is, right?
And so like it it feels to me like that. That's some of that first step has to be just named me that it's it's it's a part of growing up in this culture that you will be informed by by racist ways of viewing the world. And that's going to affect the way you make decisions in the way you perceive people. And you know, it leads us into thinking about conversations about unconscious bias and stuff like that, but I don't really feel like I'm those kinds of conversations really dead at the issue. Is there anything that you want to reflect on with respect to unconscious bias when it comes to recognizing the ways, in which we are racist to that reflection on you, I think people get very stuck in their own heads around. Like I said, they get caught in that preservation, but I do want to make a very careful distinction, which is
You start with the system you start by saying your response is not a typical. It's very normal because all white people are socialized to behave in this way. When conversations around Race come off. Your response is actually no different than the hundreds of responses, black and red flies and Indigenous people see every day as part of their everyday lives. If we see that there's a pattern. So you need to also see if there's a structural pattern here, but the clear distinction, I think that I make regularly is you are still responsible for the things that you do and say that is yours to carry. It doesn't matter if you say, you didn't know, you're still accountable for harm.
And you have to be responsible inattentive to it. So but this this also gives people a way to think about action, right? Because I, I do truly believe that except in some rare occasions at a lot of people don't intend to harm others. They don't leave their house that day saying, you know, my goal is to make people incredibly miserable today, but I don't, I don't think that's my goal in life.
Some of us are interested in doing what I truly. Don't think that that's and reminding people of harm is useful to a certain point, right? Because we also don't want people to become desensitized to the remaining zepar. I'm so that's important that you're still responsible. Still, if I had yelled back at the person who said I was within her to meter bubbles is completely a fake Story, by the way, back at her and still accountable for it. And I feel like I should feel the gravity and weight of that, right? If she falls over because she's trying to turn away from me and she's harmed, I'll carry that with me. I think that's and we talked about that on the podcast in it, which is really like intention versus a
And sometimes again, it goes back to that. Looking at the system's versus like I know I personally didn't mean to be racist, that wasn't my intention to harm someone, but you can't ignore the harm. That's that's actually done. And I think for some people, unless we really check ourselves consistently. We have a hard time seeing the harm because we have these blinders on because we have our own the way we see the world is so influenced by those systems. How do we
I don't know. How do I open up her eyes to an increase Pace to be able to really understand. You know, whether you call the weather out right aggressive or microaggression that we really seek to understand the influence of the outcomes of her actions. And instead of focusing on our intentions, which we all know, most people most people right now in the world. I think there are certainly people with ill intentions, but for the most part, as you mentioned, it's not intentions necessarily that a problem but because of that it's sometimes really hard to see the outcomes.
Yeah, and for me to the root of this is power on. And yeah, I need to know the thing that you asked about him conscious by us through. I'm not partial to unconscious by us. I don't actually know if it's as valuable as folks will say it is and there's a lot of reasons why we we talked about race and white supremacy and then the trainings that are offered or unconscious bias, which arguably, don't very regularly talk about race. And so one we avoid conversations about Ray by bringing in new ideas. And then when you think about from the context of a work environment or Kennewick, charity, organizations and Charities, and non-profits what you have happened is staph or clients bring forward concerns around raised and Senior leaders, bring an unconscious bias training, and what that does is it, it's suggested everybody in the room, has the same level of power to engage in there on carpet uncovering, their bias and
If not, the truth, there was clearly a power imbalance that led to the training coming in but it's a way for people to be like I just didn't know that that's what was happening. And now we all know that we all have this thing called by us and we're all going to move through the world and we're going to be fine. We just have to be more attentive to the things. We don't know what it doesn't ever address is. Some of us have the power to do things with our biases. Are all coming from the same position of power is it's a futile exercise, never actually resolve. What it is that people are bringing bringing to the table, 100% something on that. That was the difference between the impact and the attention. And and I think, you know, Cindy, you were asking
How do we, how do we recognize the impact? See that, the impact that we're having? And like, you know, I get to send some and I know this from speaking to, you know, friends and family who are racialized that like, you know, they filled it with her. So, well, trained in not showing the impact right in like kind of, you know, hiding hiding the harm a little bit because it's, because it's even self-preservation. And I bet impact over and over and over again. And so, you know why people are going well. I know I never saw that, right, you know, on the one hand, you know, this, this, you know, this is effort took to recognize and, you know, some people call that, you know, unconscious bias or whatever. But to your point is,
It doesn't move Beyond recognizing the bias into. I see the way in which that bias is applied in the way that I speak to people in the way that I make decisions about, who I hire in the way that I make decisions about the kind of businesses. I support, etcetera, etcetera, etcetera, right? So it's like, it has to have that ripple effect and it has to start with the person who's not experiencing the harm, I think off. And I see people falling into a trap of like. Well, if people just tell me, you know, what I could do better, right? And it's that can't get the solution either. The kinds of examples that I use in some of the work that I do. I do a lot of trainings for organizations and do a lot of that strategy consultations in what quote on quote. We called the guy working this, Miss part of Canada, currently. And the thing that I always ask people to reflect on is
A lot of people in the world's at work at 2 in our communities are their parents and our parents, but I need a parent still alive or around then to friends of kids. So they have children as kind of a unifying space where we can often point to and think through. And one of the things that I often ask people to think about is what makes it possible for us to, we know what harm looks like. We're just not paying attention. And the example is we see a child come back from something and we immediately can see something is wrong because we're paying attention, right? With clued in to what is going on and off to be like all your soldiers are a little bit slumped in your answering me and one word phrases and you don't want to look me in the eye and then we begin to trouble. Did you eat lunch today? Oh, how was your friend? What did your teacher, was? What was the best thing about school? We start to do this?
Kind of question based in creative and they never tell us, right. There's a children under 10, bothering you so much right to pull up these tendril, very good at doing that when we want to. But why can't we apply those exact same lessons to racism and white supremacy U R, Us white people off from being able to apply that same approach to a colleague after a meeting where everyone was like that meeting with gross. Stop people from saying how did you feel about the meeting? What did you think was going on? Like digging in a little bit and figuring out and making sense of what's Happening?
Yeah, and it itches at 6 to like the violence of of of racism, you know, writ large, which is to say that it's, it's a project and dehumanizing white people, white people write. So yeah, you know, for the white person to be able to to bring that level of empathy to a person who is racialized and who they know or suspect has probably experienced Farm requires them to move Beyond this notion of, you know, of the Digimon humanization of non-white people, right? It's just it's it's such a violent framework that, that we have used to define and classify everything for the last two hundred years and like I'm very intentionally. It was applied as a framework. You know it, I think what resonates for me, it is Rania. I'm looking for anything, you know, in her anti-oppression work.
She speaks about like Liberation by Design, right? Like that, the system that we live under this white supremacist sister system was intentionally by Design applied. And so, you know, we can use the same kind of design, principles to arrive at a place beyond. This is done. Right? And I think, you know, you're, you're you're, you know, highlighting of the system is obviously like one of the ways that we can can. We can begin to unpack or deconstruct that test them and perhaps put one in place that would see us all liberated from this, incredibly violent and oppressive framework. Like what what do you think that the the nonprofit sector can do to insert itself in that process? If anything?
Play the visual these conversations with individuals right into a sector. And so now we moved into institutions and where you can have what kinds of the conversations that were talking about around. How do you use the empathy that you use an outdoor places and translate them into the places? You feel the most amount of discomfort to this translates to? All right. I'm a person that, you know, fairly physically mobile. So I have to also have these kinds of conversations with myself in my head. I have to build a bit of resiliency around. Yeah, you're right. I didn't include are selling their meeting invite. And I also didn't think about whether or not the space was physically accessible. There's some things I need to know where I have in my life to the
Power in a more careful and rigorous way. When you move from that individual piece to the institution. The sector has an as an idea about itself about itself. That's really hard to come up again and you become quickly, ostracize, if you can test that name is that it has around itself. So I really saw your perspective of what people think about what's happened with Charity. I have lots of opinions myself, but you really saw how the Sexes are closed from ranks around itself, right? And and key leaders would they think organizations would say things like not all of us are like this. We're all just working in service of the communities were in service to and it was no room to say
Really? We're all doing this. Are you sure I disagree. You couldn't say that without being just remove quietly removed from from the conversation. Yeah, so dumb. It said, I I seen in my time working in the nonprofit sector is that because our service delivery is going towards. People who need the most are the most marginal and have the least amount of power. We are doing great and excellent work and because we are doing great, an excellent work. It means that we know the language. We have a good sense of systems and structures on because how could we be bad? Right? And I talked about we as in how could Staffing organizations and structures be bad. If the work we do is so good.
Snakes that are about people. So I'm not going to but I think we've had that conversation with other guests as well and continue to to see these conversations, which is the high like we were in the sector of doing good. Witch said of it's almost like I said, I Kayla. Well, then we are good and you know, and that's like nothing can be further from the truth. There are great organizations. There are great. Workplace culture is, but there are many many organizations that don't live the values of their work. And I guess, maybe, let's, let's
As institutions with individuals and institutions.
How do we?
Is ice a complicated question, but I mean it we often hear the the term had it's like speaking truth to power and you know for people who do want to take action to be part of that change. Not just personally which we all you know, that's one level of action. But how do we start to change our our workplace cultures?
That's a big question, but maybe like any any thoughts or anything. You've seen work with organizations Who had who had success in shifting white supremacy within their organizations.
Yes, so the biggest changes can happen with individual actors, and one of the claims that I make all the time. When I talkin to individual actors, is that people's individual responses, actually become organizational responses. And in the same way that people's individual reactions become organizational reaction. And here's here's a really great example, when George Floyd was murdered. There was like a flurry of requests for Consultants to come in and do the ATI. Most of those requests happened, actually, because I'm organization were freaked out. I think they weren't doing anything, and I need two leaders, right? Remember, senior leaders were terrified staff. Would think that they weren't responding or doing anything and terrified that staff might turn around. And say, this organization / you are racist and so they put out these statements with no thoughtfulness and care. I mean, we give more attention to press releases.
Some organizations gave to these public statements, or these statements apart, like terrible. Just the things that I thought. Oh my gosh. Why did you publish that?
Why why didn't anybody read it for you? This is awful. What is that out into the world? And they brought in these Consultants. They were clearly missed the mark on a lot of things and we have no idea how to resolve this. So here we are going to bring in somebody who hopefully resembles cuz it was all about representation resembles, the staff that are the most sacked. So we can pacify then placate them for a little while. We're going to hastily pull together a strategy in two or three months, maybe a committee or a task force. They're going to tell us the two or three key priorities to focus on. And then hopefully this will all be finished in a couple of months and we won't have to revisit this until next. Put a nice big red, bow on it and call it done.
Everyone did that. And that was absolutely when it talk about reactions being things that are Hasting, abrasive and kind of blurry and those were all reaction. Yeah, none of those were responses. None of those thought. I am deeply and very few senior leaders, but there are some great examples. I am so uncomfortable with this conversation is very clear to me. I've done no work around race. I need to go do some work to figure out what the organization actually needs at this time. Wow. That's that's actually a young. That's a very helpful response. No, I mean. Like that, to your point around the difference between reaction reaction and response. Right? At 8. Do you think that that in some cases like the organizations that you worked with like you helped them move from from, you know, an organizational reaction to, you know, hey, you have to do the personal response work first.
Yes, because when I when I come in often to conversate the first conversations once I'm having with you now or similar to this, right? Which is why are you rushing have you talked to the staff? But if sent you the note or the letter torn apart your statement, have you figured out what it is? The organization is doing and also, do you know the parameters of your structure? Are you making promises and area? Is the actually don't fit with your machine vision and values. Are you moving outside of the scope of your organization? Just because you're terrified about what they could say to you. You actually said, filling your goal and objective, and this is the interesting part about white supremacy, right? White people can make decisions about whatever they want. In this sector. I mean, in our world but also in a sector if this was a black or a racial eyes are indigenous person, I could put money on the fact that the board would have asked those questions. They would've asking those questions because they
Rescinded. Diversity initiative that came out of the organization as something that that individual wanted to do. Yeah, you know, again, like, you know, putting the burden on solving white supremacy on the person who's experienced it. You know, how can I discipline a run reaction and response through yet? Instant individual actors have a lot. If we really want to talk about what people want to do, organizations before they Embark upon diversity equity and training, should talk about power who makes decisions. When do they make decisions? When's the process? What is the process? How does power move in the organization? Who holds it doesn't? What forces the organization to act.
We're not asked for these are all conversations around power and that fundamentally, I think if you want organizations to change and shift that's a more productive place to start. Then I'm kind of these piecemeal initiatives that are really about reaction, the such great advice and I feel like that. So, you know, it's like going to the doctor and you can't prescribe something without understanding what's going on and I'm doing that almost like a pack up our audit but really understanding the formal and informal structures of power. We always talked about in our work alignments and solutions are not the same for every organization. You have to uncover where the organization is to provide those Solutions in this approach to
Working towards ending white supremacy, I think has to start with that to understanding how it lives in your organization, and there's no one-size-fits-all solution.
Exactly, exactly. And so put put some our work at were and, you know, the interesting thing about these diapers to an equity initiatives. As we still can't stay there about race, George Floyd, a black man with pills in the United States and Jack was prompted. All of this and still we say, Daddy I want something is happening. That makes this so difficult complex. You can't set up a DUI structure without knowing exactly what you're focusing on Earth. Are you talking about ability, disability? Are you talkin about age? You talkin about citizenship? Like what? What are you focused on?
But this is exactly. And, and, but the real work, you know, we, we know is about another, the transformation of that culture and articulated beautifully. I think it was. Jonathan Nightingale thought you said you liked culture or the, or the culture is has nothing to do with the Jack, where you describe your culture is simply the answer to this question. What do I have to do to get ahead in this company? And the answer to that question is the Oreck culture and if the answer is part of the answer is B, white, you know, like you've identified. This is the root of the problem. Right? Like you've identified that you have a culture. That's that is being fed by white supremacy.
And that's the part. That's the hardest thing to do, right? Like 100% This is not what I think that that's the point. We literally could keep going and going there's there's so much work to be done. It's just there's no quick and easy solutions, but however, really, I think I and I both really appreciate your time today and it's sharing your wisdom to help her audience and organizations and individuals hopefully understand and and take the understanding into action because that's that's where we see change. Where can I buy listeners? Learn more about you. The work you're doing or be in touch if they want to.
Work with you on on any of this. Great question. Most of my information at Hy and i r e. See a, I'm a Savage Twitter user. So at h, y m, i r e x. I, I really am. I liked where it's there's an interesting way to share information with people in a way that they somehow seem to pick up much faster than some of the other social media. And Nobles will put all that information in the show notes. Thank you. Again. Anya, it's always a pleasure having you quote interview. So thank you as well. And of course thank you to all of our listeners. I'll just for listening but for taking that info.
Mission and turning it into meaningful action. We'll see you next time.
Well folks, that's it for today's episode of a small nonprofit. I'm your host Cindy Wagman. And this show is brought to you by the good partnership. As a reminder. If you want more resources around raising more money for your small nonprofit, visit the good, partnership. Calm and download our free fundraising strategy guide. I'll see you next week.