Meet Farzana Nayani a recognized Diversity, Equity, and Inclusion Specialist

Farzana Nayani (she/hers) is a recognized Diversity, Equity, and Inclusion specialist, business and
strategy coach, and international keynote speaker. She has worked with Fortune 500
corporations, public agencies, higher education institutions, school districts, and non-profit
organizations as a consultant and trainer on diversity and inclusion, intercultural communication,
supplier diversity, and employee engagement. Farzana's advisory work with Employee Resource Groups (ERGs), small business advocacy, and
entrepreneurship, and racial equity & inclusion has taken her to engagements across North
America, from the White House to Silicon Valley. Farzana’s expertise has been featured in media
outlets such as The Wall Street Journal, Forbes, DiversityInc, Parents magazine, NPR, the
Washington Post, Marie Claire, and the LA Times. Her book, Raising Multiracial Children: Tools for
Nurturing Identity in a Radicalized World with North Atlantic Books was released in 2020 and
distributed by Penguin Random House.  Her latest book, The Power of Employee Resource
Groups: How People Create Authentic Change was released on June 7, 2022.

Episode Transcript

(00:08):
When I look in the mirror,I don't see wrinkles. When I look
in the mirror, I see hairon my head, not my shoulder.
Hello. Hello, Hello, Thisis Adrianburg and this is Generation Bowl,
the Fountain of Truth, the fountainof truth about aging. And today we

(00:31):
talk about a topic that is Iwould call it a water cooler topic,
the prettiest girl at the party,and that is we're talking about diversity,
equity, inclusion. What this meansnow, of course for us, if
you are, let's say, evenover the age of forty, don't have
to be over the age of sixtyor seventy. This is a relatively new

(00:51):
thing, although we've been involved inhearing about it in the workplace for several
years already. Now it's becoming somethingthat is in our everyday lives. I'll
give you one little story and explainto you why I so much wanted for
zan Nayani to be with us today. I am a volunteer, and many
of us are volunteers, and manyof us have devoted ourselves to volunteerism after

(01:14):
we retired. Well, in myvolunteer world, I have just been told
and all of the two hundred andeighty volunteers have been told that we are
going to take diversity equity and inclusionclasses and training now. In other words,
this important part of the way wethink and relate to other people has

(01:34):
come out of the workplace alone,out of the school system alone, and
into the lives of retirees, evenwho are active volunteers. So today there's
no place you can go, whetherit's your own small business, whether you've
become an a late life entrepreneur,whether you're still working in an organization corporation

(01:57):
food for decades, there's no pleasureyou can go now diversity equity inclusion,
and you'll probably have the diversity equityand inclusion officer that impacts your life.
So this is no longer something foryounger folks only. It's important to us
and therefore we have it and featuredon our show, and we're so pleased
today to have for Azana and Ayani. Now, she is not only a

(02:20):
recognized diversity, equity and inclusion specialistyou're gonna understand what that means in a
minute, but she is the authorof How People create authentic change, something
we talk about and aspire to allthe time, and raising multiracial children,
and she is one of them herself. So we'll be talking about all of
these things, what it means toyou and how you feel about it.

(02:42):
So for Azanna, thank you somuch for being with us. Thank you
so much for having me. AllRight, well, let's take a deep
dive here. Everybody's d EI.That's what they said. They said,
they sent us an email. You'rea volunteer where you have to have d
EI training diversity inclusion. What's thethree words? Do they all mean the

(03:04):
same thing? What do they cover? What do we mean by that?
What kind of training? Is thisgreat question? And I love hearing your
story because so many people out thereare receiving the same information around needing this
at work or just generally, diversity, equity and inclusion. The abbreviation for
it is d EI and the Dstands for diversity, and it really means

(03:28):
thinking about how diverse your workforces orthe people that you serve, the marketplace,
your customers, whatever it is.And as we think about diversity,
we also want to expand that tothinking about who's in leadership. So it's
not just folks who are you atthe table, but what roles they have
as well and as we think aboutthat. The E is around equity and

(03:53):
how we can create a sense ofaccess, the ability for fairness and the
resources that are available across the board. And the reason why equity is important
is because it sometimes people make itup with equality, like, hey,
if I just treat everybody the same, that's going to be enough. But
it's not. So if you thinkabout entering a building and there's a set

(04:16):
of stairs and there's a door,and we say, hey, you know
what, that's the same set ofstairs for everybody, and it's the same
door. Well, someone in awheelchair can't get in. So what we're
trying to do, right is createa sense of that ability for all people
to have the opportunities and resources available. And that's where I comes in as

(04:36):
well. I stands for inclusion,and that's including people making sure they're part
of the process, not just youknow, counting who's there, but how
involved people are. And sometimes peoplesay D E, I, B and
B stands for belonging and how peoplefeel actually engaged in a sense of belonging
as well. Well, that's probablyif you do the first three ride,

(04:57):
you'll get number four pretty easily.They'll feel belonged if you have a diverse
group that's you know, equitably treatedand included. It leads to that feeling
of belonging, which is very important, particularly if you're dealing in a team.
But I'm going to ask you thejugular question for our group. When

(05:18):
you give at d EI, particularlyin the workplace, do you think about
people who've been marginalized, people ofcolor, women, so on? Well,
what about older folks? I mean, we have generally been the leaders,
we're probably the senior people there,but very recently we know that we're
marginalized and we're on our way out. How much in your experience of training

(05:42):
and working with corporations and businesses,have you seen the emphasis on age as
opposed to say, color, race, and gender. Great question, I'm
so glad you brought it up.And when we look at organizations today,
there's something like five different generations withina workplace. And when we think about

(06:03):
baby boomers and we think about GenZ, Gen X, millennials and so
on, what can happen is there'sthis overlap not only of the different needs,
but some groups get more attention andas you said, some groups are
you know, the outliers or maybeless in frequency. And so my workaround

(06:26):
DI also has to do with aphenomenon called employee research groups and they are
known as e ergs, and theyare groups based in organizations around identity groups.
It could be race, it couldbe gender, but it also could
be generation. And what we're seeingat organizations is that there are multigenerational employee
research groups. There's some for earlyretirees, and I want to say that

(06:51):
there's definitely a need for more attentionto older generations, to cross cross generational
mentorship. And in fact, Iwas just speaking with some leaders at AARP
yesterday about this and how they're alsogetting out there and pushing the awareness around

(07:13):
needing more attention to these generations andin particular folks who are on their way
to retirement, etc. So it'ssuch an actually a cutting edge conversation because
it does represent a huge part ofour workforce. It certainly does. So
let's unpacked in the last a fewminutes of this session, coming back in
a moment or two each of thosejust from the point of view of the

(07:36):
older adults, and then we willspeak about so many other things when we
come back. First, diversity.Is there this idea that Chip Conley of
who's one of the leaders in Airbnband now has the modern Elder Academy.
Is there a push particularly in HRto have age diversity in their workforce.

(07:59):
Is that something that is discussed.So let's just take the vidence because that's
one definition you gave us that therewould be many types of people, that
there would be a diverse team,a diverse workforce, and actually it's sometimes
hard work. You go out tofind people so that you can create a
diverse team. Is anybody going outto find us? There is this concept

(08:24):
of diversity of thought as well,And what can happen is if if you're
missing any element of a team,you're missing that insight and that perspective and
the decision making that comes from havingwisdom. And what we're seeing is that
if you don't take into account allsenses of diversity, you miss out.

(08:45):
So what I like to say isage is a part of that. There's
a lot of bias towards people basedon age. It could be younger or
older. And the difference around lookingat folks who have been in the workforce
is the workforce is changing and howare we keeping up with including everyone?

(09:05):
So in terms of you know kindof you have to tie in together some
of these concepts. So as we'retalking about deed it does for diversity,
it actually relates to inclusion. AndI'll give you an example. So if
you're rolling out a new technology systemand people are used to being on their
phones, the younger generation using apps, has there actually been a training done

(09:28):
formally for folks who are not usedto doing business that way? And therefore
does it disallow someone from succeeding andbeing an effective employee? And so we
need to create again equity, soequitable solutions and approaches to making sure everyone
has that same fairness and ability andchance. So as we look at all

(09:48):
of that, are people going outand looking for folks? I think,
I think it's taken for granted thatpeople are already in the workforce. And
my push to leadership and to organizationsis to think about how to maximize the
effective you know, inclusion of everyoneand therefore productivity of the workforce. And

(10:09):
you know, you just what yousaid a moment ago create a breakthrough in
my thinking. And as we endthis segment, I want to bring it
up to you so that you cansee how we might explore this. So
in terms of the older worker,to have a diverse workforce that includes us,
that's equitable. And what you're talkingabout is getting us up to speed

(10:35):
when there is a technology issue,and we may not have been brought up
with technology. Although I know plentyof people over the age of seventy who
could take a computer apart, programit and hand it to you on a
spoon, but there are many whocannot because it was not the natural language.
Tech is not the natural life.So I understand that part of that
is training to get you up tospeed. But you said something else that

(10:58):
fascinated me. Said diversity of thought. It's not only a manner of age,
meaning chronologic age, but to creatediversity, there needs to be diversity
of thought. And one of thosethings is wisdom, which simply comes with
experience. So you know, defacto, you have to be older because

(11:18):
you have to have more years whereyou could have experienced things. So that's
interesting to me, and that meansthat we as elders should not be changing
our thinking to be similar to youngpeople. That's what we're taught to do.
Pretend you're younger, pretend you knowthe technology. Well, what about
the stuff we really do know thatnobody else knows because it's perhaps it's the

(11:41):
history of the issue of the experiencesof difficulty. I'm hoping that this diversity
of thought idea that you have ofregardless of age is something that will catch
on as well as the factual diversityof colored gender, age, chronologic age.
That would be something that would makeI think an organization strong And when

(12:05):
we come back, I want totalk about that. I want to talk
about your work and how it makesan organization stronger. Don't you guys go
anywhere all But that doesn't bother me, not even a because I am happy
and a freely I'm inappropriate for myage. Dad, you may think that

(12:31):
I'm all of it. Don't botherme, not even because I am happy
and I'm inappropriate. Oh my,and hello, Hello, Hello, This
is Adrian Bergend. This is GenerationBold, the Fountain of Truth, the

(12:52):
Fountain of truth about aging. Andtoday we're talking about a topic that's really
I think discussed in these there's aproliferation of boomer podcasts and boomer shows and
so on. But I'm speaking todaywith the Frazanna Nayani, and she is
a diversity, equity and inclusion specialist. She goes all over the country,
all over the world. Actually,she has two empowering books out How People

(13:16):
Create Authentic Change and also her personalbook, Raising Multiracial Children and Tools for
Nurturing Identity in a Radicalized World.So these are things that you can find
on Amazon. Will get her websitein a moment, which is just her
name for Azona Nayani dot com andof course we'll have that on the on

(13:39):
our website, on the homepage ofour website. So one of the things
that Frazana brought out was that it'snot just diversity of people's color, a
gender, but also they're thinking thatmakes an organization strong. So I'm going
to put this to you for Azana, let's you have a diverse looks good

(14:01):
on the picture, right, yougot all kinds of colors and edges.
It looks great, and everybody actuallythinks the same way. Are we accomplishing
Oh did we accomplish anything? Oris that not really what you do when
you empower organizations to be better interms of how they operate the world.

(14:24):
Having a rainbow of people is absolutelynot, you know, the end all
and be all answer. There's thisconcept of tokenism where you have folks from
a certain identity group and you knowthey're put in a to a position,
or put on a flyer or puton a website, and that doesn't make
anyone feel good. It's not goodfor them, it's not good for the
organization because it's it's actually not truthful. So instead, what we need to

(14:48):
do is really incorporate that belonging,that inclusion of all individuals, and it
comes from not just the individual itself, but the mindset right that we value
and trust and welcome people from allwalks of life and all backgrounds, and
on top of that, understand whatcan be contributed but contributed by each person.

(15:11):
And if we're talking about the olderworker and we were talking about wisdom,
there's a lot of institutional knowledge thatcan be passed on from folks who
have been there a longer time,not just at a company, but in
the industry. I think people confuse, uh, you know, ideas that

(15:31):
have been there for a while withbeing stale and then welcome kind of the
new fresh perspectives, which is fine, but the issue is that we end
up making the mistakes that we've alreadylearned from because we haven't done the research
or or you know, an analysisof what has worked in the past.
So we end up losing that thatwisdom and accumulation of that information when we

(15:58):
bypass people who have been in theindustry for a long time. And I
think that's unfortunate. And instead wecan turn it around and look at that
as a strength and how we canleverage that and incorporate that into our theme.
Yeah. I always want to addthat, although in areas, whether
it's volunteerism, whether it's just beingon the board of a retirement home.

(16:19):
You know, retirement communities over fiftyfive communities. I have people who are
actually fifty five years old. Theyalso have people who are eighty five years
old. So don't think there isan age diversity, just age diversity.
Even in retirement. You've got thatevery thirty year difference. That's two generations
right right there. So you haveto think about this. Of course,

(16:44):
it's the easy shot to say thatolder adults are important because they know the
history right, and you have somefancy words for that. But are we
thought of as innovative? I haveideas that nobody's ever thought of because I
can process out all the things thatwent wrong and all the mistakes and see

(17:06):
into a future. And so peoplehave to labeled me a futurists, but
we're all futurists as we age.Is that ever considered to be one of
us strong suits? Very simple question. Does anybody, even in the world
of diversity, equity and inclusion,see older adults as creative? Because every
neuroscientist will tell you that creativity increaseswith age. You know, I,

(17:34):
as you're talking, you're inspiring me. And there's something I want to add
to this conversation, and that isthe cultural perspectives around aging and people who
are you moving forward in an age? I think that as we look at
some cultures, take for example,Hawaiian culture and Pacific Calender culture, there's

(17:56):
a great reverence for the elderly,for people who are the elders. They're
called kapuna. There's a word forthat, right, and they're revered and
they're treasured, and the stories thatare told, the information that's passed on
is something that is held with highregard. When we look at Western culture

(18:18):
or other cultures, we don't havethat same sense of connection and respect quite
frankly for that, and I thinkthe problem that we're talking about here.
It could come down to the nutsand bolts of you know, how applicable
a skill is or creativity is.But I think it really also comes down
to a culture. And I thinkthat as we look at an exam in

(18:41):
society, we have to think aboutare we discarding an entire generation because of
what is considered fresh and new?Are we really incorporating this multi generational aspect
of valuing our people and integrating theminto our society. And that's like a
deeper, very bold response. ButI think when we even define what creativity

(19:07):
is, it's being able to connectthe dots. It's being able to kind
of look into the past seeing tothe future. It's what you're talking about,
And there's a bit of forecasting,like you said, that can happen
when you've had a little bit moreunder your belt. So I myself am
a gen xer, and I,for example, even in my field,

(19:30):
see people putting up Instagram pages andtiktoks of ideas that have been around a
long time, but they've repurposed themand now made them more accessible, which
I value. But I can't helpbut feel a sense of shame around the
fact that this has been in atextbook that I've read. This has been
in books of professors who I've studiedunder, who I know came up with

(19:52):
these ideas. But we're not evenpaying homage to that. So I think
that there's something also in the actionto the folks who are leaders in this
work, because we stand on theshoulders of those before us. Well,
I think that's wonderful and it's true, and as you say, highly unrecognized.

(20:14):
My joke is always, when you'reold, you're in you're invisible,
you're incompetent, and you're incontinent.So what we want to do is we
want to be and we don't wantto be in that way. But I'm
going to even one step further,and I think this may even in your
thinking. This is not my world, but in your world you might be
able to even discuss this with regardto race and gender. And that is

(20:38):
people don't understand how aging goes,how biologic aging goes, or cognitive aging
goes. They don't understand it becausewhat you say is right, it's so
anti aging, and it's a wordthat we have an a dictionary anti aging,
the only one to look young andbe young. And they hate the
thought of being old. And that'sby the way, across the age continuum.

(21:02):
This isn't just young people, thisis old people too. Yeah,
this is all of us that wedon't study what aging is. You know,
we know a lot about other stuffand we don't really understand the nuts
of bolts of aging. And itis of course that we have the experience
and the memory and you know thatsort of thing. But we actually age

(21:23):
when it comes to our understanding ofthe future. Differently, biologically, we
actually are more creative. For example, just give you one example and I'll
get off the stage. Here.We can make better judgments based on insufficient
information. One of the biggest problemsof any organization is they don't have all

(21:47):
the data to make a good businessjudgment. So anyone who can have minimal
data and make a better business judgmentis valuable. And our neurons work in
such a way that we can makebetter, more resultful business judgments, or
any kind of judgments, whether it'sto buy a house, in which house,

(22:08):
whatever you want to call it.Take the medicine, don't take the
medicine based on insufficient information. It'sa valuable cognitive skill. It's not just
knowing what happened in the past andbeing able to as you see in other
cultures, impart the stories of thepast. We got that people don't understand
agents, so how could they knowhow valuable we are. This may be

(22:30):
true for gender. We're getting there. We're saying that women leaders lead differently
and perhaps better, and we needthat kind of understanding of their better type
of leadership, and men lead betterin other ways and we can learn from
each other. That is something thatmay be the next iteration of what's happening

(22:51):
here in the world of diversity,equity and inclusion. It's just not making
up for the past. It's lookingto see what we can do better in
the future. And we come back. I want to pick a real deep
dive into your book because I uhand that is the people help people create
authentic change, because that would reallybe authentic change. Now what you're talking

(23:12):
about just putting the picture, youknow, the token picture. We are
so thrilled with this conversation. We'llbe back in just about man. But
that doesn't bother me, not evenbecause I am happy and freely, I'm
inappropriate for my age. You maythink that I'm all of it, don't

(23:40):
bother me, not even enough becauseI am happy and I'm inappropriate. Oh
my, hello, hello, Hello, this is Adrian Bergen. This is
Generation Build the Fountain of Truth,and we're here. Were a very unusual
guest for our show because Farzana Nayaniis a diversity, equity and inclusion specialist.

(24:06):
She certainly works in the world ofwork. She goes all over the
world. She's very renowned with regardto helping employee resource groups. She does
advisory work with them around small businessadvocacy, entrepreneurship, racial equity and inclusion,
and of course this is a hottopic. It's very, very valuable

(24:27):
for corporations, and she has beenfeaturing The Wall Street Journal and so on.
But she has a personal story andher personal story, we're going to
talk about two of her books,How People Create Authentic Change, and her
own personal story, which has todo with her background and her own racial
background, because her very popular bookRaising Multiracial Children Tools for Nurturing Identity in

(24:49):
a Radicalized World is kind of hot, I would say these days. So
what is your background? Because youdidn't get in just way up in the
morning and become an inclusion specialist,Well, you know, in some ways
maybe maybe I did. My mothershe's from the Philippines, and my father's

(25:11):
from Pakistan with his some of hisfamily from India, so I've roots in
India as well. So in manyways, my household was a microcosm of
a cross cultural ecosystem, right ofhow we navigated going about our day,
being in a multi faith household too, with different religions being practiced, different

(25:33):
foods being eaten, different languages andeven cultural communication styles. So I was
brought up in that and I didn'tactually realize that it was different until I
started to get out into the world, until I went to school and you
know, felt that sense of beingdifferent. And since then, I've just
really dedicated my whole life to understandingit and bringing awareness about it. Now

(25:56):
we have you know, it's almosttwenty two twenty three, right, yes,
and we have plenty of interracial marriages. The kids still feeling it,
is it? I mean, youknow, we're still at that point where
we have discrimination, we have teasing, we have bullying. Just because of
that, people have to do.Parents have to still be on their toes

(26:18):
with regard to this. You know, there was a law passed in nineteen
sixty seven. It was a SupremeCourt law called Loving versus Virginia. In
that case actually overturned something called antimussgenationlaws, which meant that people of different
races couldn't marry, and the familyname of the couple were actually called Loving

(26:40):
Mildred and Richard Loving, and theyhad to run away to get married in
another state and basically got arrested whenthey came back and hold into jail,
and the ACLU actually took it upand won the case for them. So
that's not that long ago. That'sin a lot of people's lifetimes, especially

(27:00):
people who are listening to this podcastand can remember very clearly about that.
So as a result, there arestill in certain states people who have upheld
this thinking. There are in manyneighborhoods people who find it foreign to see
an interracial couple and as a resultmaybe feel sorry for babies being born.

(27:22):
So there's a lot of misunderstanding aroundit. And at the same time,
as you mentioned, you know,the younger generation can see themselves on YouTube
and see themselves in social media andout there in the world, so there's
a bit of a disconnect around howcommon it is, and at the same
time, how people still feel somekind of way about it, and my

(27:45):
efforts in writing the book, raisingmultiracial children and doing talks about it,
it's even speaking at companies about it. Is how to raise awareness around the
discussion around race, and especially howto be appreciative of to racial families and
even transracial adoptee families. Now youyou use the word tools in the title

(28:07):
of the book, you know,tools for nurturing identity or in this subtitle,
what are some of those tools?So the tools that I speak about
are geared for parents, they're gearedfor teachers, they're geared for a number
of different communities, and also youknow, folks who are multiracial themselves,

(28:32):
and they're reflective exercises as well asI even have lesson plans in there that
speak about how to bring about theconversation about race and also how to process
when you have moments where someone sayssomething that could be a misunderstanding or it
could be you know, an insultin some ways. So there's a whole

(28:52):
range of different tools in there aroundthat. I also share resources. So
my bucket list of conferences is thatI like to go to or films I
like to see or picture books forkids. So it's a comprehensive book on
all of the above. And ofcourse we get it on Amazon. Yeah,
it's available on Amazon, Barnes andNoble, as well as your local

(29:15):
bookstore, and it's also online atWalmart and Target because it's distributed by Penguin
Random House. Of course, there'sa parallel here to issues of aging,
issues of aging and changing as thinkingabout being old really could start when we're
going to kindergarten or even before.Sixty three percent of the way we feel

(29:36):
about being old is what we learnfrom our grandparents. That's according to the
Plank Institute. And here again thisinclusion and diversity could be changed very early
if we have a complete acceptance ofall races and genders and multiracial and so
on very early. And that's reallywhat you're hoping for with this particular book.

(30:00):
So it is difficult to change athinking in a mindset about ourselves more
even than other people, but certainlyother people as you get older. So
the schools seem to be the firstposition, let's say, for doing the
right thing here. And I hopethat it's it's taking off now you say
it has you say, it's prettypopular and it has legs. This book

(30:23):
absolutely. It came out in twentytwenty, and if you remember, everything
was shut down, it came outin March, so we had no forewarning
and canceled the in person book tour. But it over the last two years
has sold about seven thousand copies,which is tremendous for a book. And
at the same time, I've seenhow it's reached not only the direct parenting

(30:47):
audience, but grandparents pick it upand read it because right now their families
are getting more and more mixed absoluteyou know, other relatives too. So
I just feel a lot of hardaround this conversation in this topic and really
how earnest people are and wanting tolearn about it. And I think that
intention is so pure in a lotof ways, and it's just a matter

(31:07):
again of looking at how we cango about having a conversation. You know.
I'm just wondering whether those tools couldnot be generalized to transgender kids,
to just you know, well allpeople know the words tools, so that
you have a greater acceptance and agreater understanding, and the categories is just

(31:33):
to be governed, you know.But it's the way that we see people,
and that we are able to actuallysee the person and not the facade
that makes such a difference in diversityand equity and inclusion, and that would
be a great amount of change.And I want to use that to bridge
to your other book, How PeopleCreate Authentic Change? What again going to

(31:56):
definitions? What is the difference betweenchange and authentic change? Yes, so
the full title of this book iscalled The Power of Employee Research Groups,
How People Create Authentic Change, Andit's about identity. It's about how if
we foster a healthy sense of ourselvesand an inclusive environment, that's really authentic

(32:17):
change. And that's what I mean. I don't mean the checkbox sense of
diversity. I don't mean the tokenismas I spoke about earlier. I don't
mean the superficial experience of having thatmulticultural society, that banner that you hang
up. It's really about understanding peopleat a deeper level and appreciating and receiving
other perspectives. And I have committedmy life's work to this. I can't

(32:42):
say enough about how passionate I am. We've just had an election in this
country and it's tremendous to me tosee the range of perspectives and at the
same time the empowerment we all havearound our own visions. And I think
that authentic change really has to comeinto play when we think about systems that
have been oppressive in the past,people who have been left out intentionally or

(33:06):
unintentionally, and what we can doto write that ship. So I think
we all have a part to play, and I think we are seeing a
lot of you know, the outcomeof that those efforts. So now when
we go on to our next segment, will take a little bit of a
break. I want to get tosomething that many people maybe want to sweep
under the rug, which is ifwe go through a diversity, equity and

(33:28):
inclusion training, you may have toface your own prejudice. And if you
ask somebody if they are prejudice,they'll tell you know most of the time.
But when they go through trainings andthey or even they just read your
book where they think about it,they may find a different person inside.
It's very, very derailing. Andwhat can we do about that to improve

(33:52):
and feel even better not just aboutthe other guy, but about ourselves.
As it's not that you could havebeen somebody, it's not too late to
be who you could have been,So get out there, kids and make
it happen. I'm inappropriate