The Career Pipelining Secret That Changes Everything in ED&I

In this insightful discussion, Janell Catlin and Dana Rixter share their collaborative journey of strengthening the career pipeline through innovative strategies, best practices, and lessons learned to maximize equity, diversity, and inclusion impact in STEM talent development.

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In this episode of the HR Leaders podcast, join Janell Catlin, Ph.D., VP of Equity, Diversity and Inclusion at FIRST and Dana Rixter, Chief Diversity, Equity & Inclusion Officer at BAE Systems, as they unveil secrets behind career pipelining that's transforming ED&I initiatives.

They'll share their collaborative journey to strengthen the career pipeline, impart best practices, lessons learned, and strategies to maximize ED&I impact in STEM talent development.

Episode Highlights:

1. How FIRST partnered with BAE Systems to strengthen the career pipeline
   

2. Their best practices and lessons learned from implementing career pipelining strategies
   

3. How to maximise ED&I impact in STEM Talent Development.
   

Discover what emotional salary means – and how you can motivate employees beyond pay.

Great recognition is more than just a thank you program. By leveraging frequent and meaningful recognition, Achievers drives business results that matter to organizations like retention, productivity, and engagement. Our platform makes it easy for employees to recognize each other anywhere, whether in-office, remote, or on-the-go.

The Achievers Workforce Institute reveals that two-thirds of employees have one foot out the door in 2024. The top reason for job hunting? Better compensation. But money isn’t the whole story. Employees are seeking not only monetary salary, but emotional salary too.

🎙️ Automatically generated Podcast Transcript

Janell Catlin 0:00

You don't know what you don't know, you don't know about the opportunity, how can you engage and so able to voice that and to share the opportunity to underserved communities is so key. Because if one doesn't know that their kid can participate in first, then they never have the opportunity to even access it.

Chris Rainey 0:28

Janelle, Dana, welcome to the show. How are you?

Dana Rixter 0:31

Great. Great. Happy to be here, Chris. Nice to see you.

Chris Rainey 0:35

A full out number today. Normally, there's one guest and Alice two. So you got promised you'd be nice to me. All right. Oh,

Dana Rixter 0:41

you're in great company. No worries,

Chris Rainey 0:43

amazing. I love firstly, just the story of how you come together, we'll get to that. But before we do that, tell everyone a little bit about each of your journeys and backgrounds. And to where we are now, Dana, you want to go first? Sure,

Dana Rixter 0:56

happy to. Let's see. I mean, so my role is leading Diversity, Equity and Inclusion at BA Systems spanned I like to say that dei is in my DNA. I was very, very fortunate to grow up. I grew up just outside of Washington, DC in Silver Spring, Maryland. And it was a very diverse environment. My high school was 1/3, white, 1/3, black, 1/3, Asian, Latino, other ethnicities. And not just that it was also inclusive. So everybody was friends with everybody. So that was my norm. And really, that's what I thought the world was like. And then you get out of that environment, you go elsewhere, I went off to college and found that that wasn't exactly the case. So unfortunately. So I knew I was always interested in people and how people connected and diversity. But at the time, when I was an undergrad, we weren't able to that wasn't a subject you could study. So I majored in communications. And then my first job out of college was in New York City. I worked for GQ magazine in the advertising department. And while I had sort of a somewhat glamorous experience, it was also a bit of grunt work. If you've ever seen Devil Wears Prada, that was that was very true. And yet, you know, I was also up there during 911. And that became a really sort of pivotal moment for me in my life and career. And I realized I wanted to do something more fulfilling, more meaningful, a little more altruistic. So I moved back down to the Washington DC area where I was from where I am from. And after a couple of different, you know, stops and starts, I explored going into the FBI, I looked into teaching, ultimately, I came to be a systems and started getting engaged in dei work. And the rest is history. It's my it's my purpose. And I'm really, really delighted to be able to, to live my purpose and be able to help the individuals within our organization and in our the communities we serve as well.

Chris Rainey 3:03

Amazing. You were saying all of that. And in my head, all I heard was Dana, Dana rickster. FBI

Dana Rixter 3:14

ultimately wasn't.

Chris Rainey 3:17

I love your story. And then we'll go over to the now about your upbringing, because it really does define your outlook, because I was a similar thing. In fact, I was the only white kid in my class, it was black, black, Asian, that should to other white kids, me and one other. So we never really that was our norm. And I grew up in East London, super multicultural. So my first time I realized that that wasn't, I'd say it wasn't the norm. It was the norm for me, right is when I first walked into my first ever job. And it was just an entire floor of just white male men. It was like, just confused, I think would be the word to use. And what's happening because it did this entire room doesn't reflect our local community. So our local communities is this. It's very clear. And when I walk into this workplace, and I was like, this is imagine that I was trying to explain to my HR team that I didn't feel comfortable was a white male in that environment that we've done, which everyone else was crazy, like, What do you mean you don't like because it's not it's not doesn't feel right. It's

Dana Rixter 4:28

not the norm and yeah, how wonderful that you had that experience. So then you can empathize and see things through other people's lenses.

Chris Rainey 4:36

Yeah. Over to you, Janelle.

Janell Catlin 4:41

Well, thank you so much, Dana, for sharing your story and great to hear from you, Chris, as well. So growing up, I lived in a lot of different places due to my father's job. And I spent I would say half of my years growing up in the state of Florida, and the other half From my ears growing up in New Jersey, so I call both Florida and New Jersey home. My career started off as a research scientist. And similar to Dana, I was in New York, living uptown on 911. That was a day that also changed my life. In December of 2001, I decided to leave the city. Because it was obviously a very traumatic time and traumatic event. And I moved to New Jersey, and started working as a research scientist there. So I finished my master's degree in pharmacology and started working as a research scientist. But I always felt that a little piece of me was was missing in terms of what I really wanted to focus on in my career. And I come from a family of educators, and speaking with my family about, you know, what should I really be doing with my life, I realized that education was the way. So I went back to school eventually and back, moving to New York, and study science education. And in that time, I worked with students in the South Bronx, and really focused on understanding what motivated them to learn the science and to succeed in science. What inspired them, what about their teachers, made those special connections to help them to achieve the dreams that they have for themselves. And in that, I just fell in love with teaching others, and helping kids to think about what inspires them and stem. And so over the years, I've had the opportunity to work, both here in the United States and internationally with students and teachers around the globe. And really being able to understand diversity, equity and inclusion from a global lens. And understanding that for the students, no matter where they are in the world, there is something that they all have in common in terms of really being able to have certain people in their lives, to really help them to achieve their dreams. And so really focusing on mentorship as one of the key ways to ensure that students are able to be successful and whatever career path they may choose. And so I to like Dana, lead work, and what we call at first equity, diversity and inclusion, and certainly a passion of my my life. Amazing.

Chris Rainey 8:16

I love I love how both of your journeys kind of came to this meeting point, your passions your purpose is, you know, as you as you said, this role didn't exist. In many ways, right? You had other names it did exist, but not in the context that we do we know now. But you it's led you here like if you if you if you have you told us your backgrounds will be like there's no way you're gonna go into di given we give it right and here we are. And we and we see that with so many of our guests, I think probably 99% of the people I speak to, they didn't plan on doing it is their journey and experience and their passions. And their purpose has taken us to this point that where we are now so it's really cool. Again, I grew up playing ice hockey and breakdancing and somehow I do for a living so I'm gonna get you now still trying to explain to my mum what this means and what I do. She's like, What do you do again, you just talk to people all day. But tell me how you both came together? You know, firstly, what what is first? And how does it uplift students and partner with companies like BA Systems. Just give us the audience and overview as

Janell Catlin 9:24

well. So first is a global robotics community. Our mission is really grounded in providing life changing robotics programs to young people, to help build them help them build their skills, confidence and resilience to build a better world. We are in over 100 countries and our students range in age from four to 18. And we are a community of nearly 1 million strong serving over 600,000 students and nearly 300 1000 600,000

Chris Rainey 10:00

students? Yes, yes,

Janell Catlin 10:03

we have a very big, amazing community. And we are so grateful for supporters like BA, who are our strategic partners and BA has supported us for I believe now nearly 30 years. Yeah, incredible. It's an it's absolutely amazing, absolutely amazing than it was this

Dana Rixter 10:34

it's a, it's a really synergistic sort of symbiotic partnership that we've got. I mean, VA systems is a aerospace and defense contractor. And our mission is we protect those who protect us. So our goal is to bring our men and women in uniform home home safely. And in order to do that, we need to have a lot of really bright, creative, and competent engineers in our organization. And so through our partnership with First, we've been able to do that in terms of really developing the pipeline of of engineers, of students, and then also providing an opportunity for those within our workforce to give back through mentorship through sponsorship, etc, and things like that. So yeah, it's been really it's been, you know, a virtuous circle between us for quite quite some time now.

Chris Rainey 11:31

Could you share some practical examples of how you partner, I'd love to get more granular and understand the detail. Sure.

Janell Catlin 11:40

So what Dina mentioned, to the things that really stand out are our alumni, right, so so many of our first alumni have the opportunity to work at VA systems. And that's tremendous, because we are essentially at first providing the students with an opportunity to build their skills, STEM skills, but also life skills, so that they can aspire to have a great job and a great career and to be able to get back to society. Dana also mentioned something that's also really important and near and dear to my heart, mentorship, so employee engagement at VA system. So having employees from VA II be able to coach teams, and to mentor teams and our teams are made up of our students. And so that's really life changing when students are able to connect with individuals who are having the careers that they want to have one day, and able to connect with folks who are like minded, and they can see themselves in these mentors and coaches, it really is incredible and life changing.

Dana Rixter 12:58

As a matter of fact, I have someone on my dei team who, who was part of first back in the day when she was a young, young child, and then went into engineering. And you know, she's been with the company for a very long time. And, you know, she's sweet, she switched from engineering to it, and then ultimately also found found a passion for dei and is now involved in the work. So continuing to, to give back in terms of both within our culture and the community too.

Chris Rainey 13:28

That's awesome. That's such a cool story, to share as well. And one of the things that I when I first we will first connected, one of the things that I thought was really important when you think about mentorship is is sometimes and one of the feedbacks I've got is coaching that leaders that students received, they can't see themselves in the person that they're that they're being mentored by. And I think that's really, really important that we have that representation. If that makes sense. You just talk a little bit more to that, but also how you at the same time, support the underrepresented populations, as well.

Dana Rixter 14:06

Yeah, absolutely. I think that's one of the things that we're really working to do intentionally is to make sure that the mentors that we are offering from our company, are, are, you know, represent different races, ethnicities, genders, etc, for that very reason, as you said, Chris, so that so that there's some some some natural connection there between them and the students and so that the students can see themselves represented in the future workforce. So we're also you know, internally trying to build all of the cultural competence cultural intelligence of our workforce through a number of different programs we have including an internal cross cultural reciprocal mentoring program where we pair people across difference, and then we take them across a nine month program. It's the journey to belonging where sort of understanding our culture identities and sharing about our experiences, so that they have those skills to really adapt and connect across differences as well. So, you know, we're doing it in a number of ways, but really all for the same purpose, which is to make sure that as we reach out as we try and engage with underserved underrepresented groups, that we're doing that as effectively as possible.

Janell Catlin 15:23

And what Dana just mentioned, that's incredible to hear about that program. It's the first time I'm learning about the program. It's so key, because not only is it important to have mentors who look like you, but it's also important to have mentors who believe in you. So at the end of the day, I know for myself, oftentimes, I did not have mentors who looked like me, but I had mentors who believed in me, if we have mentors in this world to believe in our students, I mean, how incredible is that, but also, we're able to have mentors who we can see ourselves in and the students can see themselves and then that is just the icing on the cake, to really be able to think about, well, if they can do it, then that means that I can do it, too.

Chris Rainey 16:17

It's so important, I was speaking to a large food manufacturing company recently to implement it a similar program. And they said it literally 5x their retention rate. By having someone who has a mentor or sort of a buddy as it were, they call it on the way in but But your point someone that represents them that they can, that has the similar lived experience, if I could put it that way, as well. And they're like, it's Chris, it was like night and day. Because sometimes because sometimes you don't want to say those same things to your manager, and you mentor but if you have a mentor or a buddy, right, you can open up and be more vulnerable about some of the challenges that you're facing. But it's quite intimidating to say to your manager that, hey, I have an issue with this, or I'm struggling with this. I need more training on that as well. So there's so many benefits that you do you get to do that. How does it work? Like how When did he come into the process? What does that look like? What is the selection process? And I'm asking grand your question, but I know our audience are thinking this sounds amazing, but in from a practical sense, how does this partnership work?

Janell Catlin 17:23

So in terms of mentor recruitment, we do have a volunteer team at first headquarters, and certainly our local program delivery partners do work to recruit volunteers. With our work at bhp, it's similar to that in terms of being able to connect with VA systems, to engage employees, in order to participate as mentors for first and then once they are a mentor. There is a training process for them. Oftentimes, even if someone is not in the STEM field, they may be a little intimidated to become a mentor. But there are many different roles for mentors and coaches. And it's really just about being able to give of your time and really wanting to support students who are learning and once you engage in our programs and want to build a robot. Yeah.

Chris Rainey 18:22

Can I come and vote horrible? I really want to get involved.

Janell Catlin 18:28

Yeah, absolutely. Absolutely.

Chris Rainey 18:32

Yeah. Well, we I know, we didn't plan on speaking about this. But when we first got to one of the things that struck me is how incredible is that we now have resources like this for, for young kids to experience this, I kind of felt like growing up that this was things like this, were very out of touch for me, I lived in a very poor area of East London. And that kind of seemed like a pipe dream, to be able to take part in the amazing events that you do and the activities and the programs. And even now, it's very expensive. If you look at a lot of the STEM programs that I've got a five year old daughter right now and I looked it up recently. It's like having another mortgage, the price of some of these, these these programs and after school clubs, etc, as well. So making this more accessible is just so important, right?

Janell Catlin 19:18

Absolutely. And for us at first, one of the things that we do in order to make our programs more accessible with the support of strategic partners like BA is to design grant programs and with our grant programs being able to offer students the opportunity to join first programs. In addition to that we also have a program a first program that is directly connected to be in school day. And so we know that when students are able to participate in STEM during the school day. They get it done And so with our class PAC program that allows students to, to learn and engage in first during the school day, as part of the curriculum.

Dana Rixter 20:13

You know, one of the things that's occurring to me too, you know, we're talking about, you know, access to this opportunity. And even before access, there's the need for awareness. And I think that, you know, that's one of the benefits to with the reach of an organization like VA systems and the size and our footprint, being able to talk about first and raising awareness about this to all of our different communities across across the country. So that's a big part of it as well.

Janell Catlin 20:38

Yeah, that's such a big, Dana, thank you for articulating that. Because you don't know what you don't know. That's right. You don't know about the opportunity, how can you engage, and so able to voice that and to share the opportunity to underserved communities is so key. Because if one doesn't know that their kid can participate in first, then they never have the opportunity to even access it, as you mentioned.

Chris Rainey 21:10

So to your point earlier, when you mentioned how long you've been around in the partnership, I thought, wow, you know, you've been doing this for so long. And I've just come across this now like in when the team reached out, I was like, of course, I'm happy to talk about this and share this is so important. And I think everyone listening right now is has a responsibility to share it as well, right? Because this absolutely

Janell Catlin 21:33

well. With that being said, on March 20, we will be celebrating our 35th birthday. And so this week is just a super exciting week for us because we're turning 35 years old. And so to have been working with amazing corporation like BA Systems for nearly 30 years since the birth of first, it definitely is an exciting time. And we're looking forward to two years to come to be able to bring first two students around the world.

Chris Rainey 22:08

Yeah. Dana, what advice would you give to di executives, HR executives that strive to reach STEM talent? Pause, and I suppose really create a culture of belonging within their organizations as well at the same time?

Dana Rixter 22:26

Yeah, I mean, I think I think they go hand in hand. So I think one of the things is doing the work to create that inclusive culture first, right, so that you feel really confident about the future workforce coming into it and feeling like they belong. So speaking of that word, belonging, I mean, I think, you know, we talk about it a lot, it gets thrown around, but I think it's important to kind of really break it down in terms of what it means. So from, from our perspective, the way we talk about it, the way we try to create it, belonging is an outcome, it's what somebody feels, they feel a sense of belonging, and it's the result of feeling psychologically safe, feeling connected, and feeling valued for what makes you unique or different. So in terms of psychological safety, I mean, that's really having having the freedom, the freedom to make mistakes, the freedom to speak up the freedom to, to say what you're really thinking, even if it may be different than you know what others in the room are saying or thinking. And that is rooted in trust. And so really trying to what's one of our core values is trust, trusted, innovative, and those are our values on the connection front, I mean, in order to feel a sense of belonging, you need to feel connected, you need to feel connected to other people, your team members, your colleagues, your, your boss, you know, the organization as a whole, connected to the mission. And then thirdly, feeling valued for what makes you unique or different. So that's the beauty of diversity, that's, you know, bringing those differences to bear. And yet, you know, you need to feel like those are appreciated. So we work very, very intentionally to create that culture through a number of different ways, our employee resource groups, our learning programs, the development of our of our manager, population, etc. And with all of that, you know, we feel good about about welcoming and bringing in, you know, new employees and the future workforce. So from there, it's about really identifying, Janelle use the word strategic partners that are aligned with our core values, and really the mission that the mission that we're on. And so, you know, first was a perfect example of how, you know, some of the really the really core aspects of the organizations what they do, they use terms like coopetition, which is you know, both competing but also cooperating. And that's something that, you know, that holds true in our organization. And as well. So I think, you know, once you've identified that partnership, really, really finding different ways to, to leverage it to optimize it to go deep. You know, it's not just about being really shallow and kind of spreading things across, but really, really nurturing it. You know, from the start, if you think about STEM as the stem of a buttload of a plant, you know, you need to nurture the soil, and you need to give it sunlight and water in order to grow and blossom. And that's what we've done through our partnership with with first in terms of being able to really invest in the future, we're workforce so they can come and help us solve some of the world's world's most complex problems.

Chris Rainey 25:43

So beautifully said, By the way, and I'm really happy to you double down on the psychological safety and creating a culture of belonging, because there's no point bringing people into the business, if you don't have that, because they're gonna they're gonna leave just as quickly as well. And most organizations make that mistake, I see it all the time, I see actually, chief diversity officers that I speak to that a promise some one thing, and V come in to an organization. And they also leave just as fast because they realize this isn't, you know, set up that way. So I really love the fact that you spent time talking to that. Because if you don't get that, get that part right and set that foundation, then you can bring the best talent in the world into the business, but it's not gonna work revolving door. Revolving door. Yeah. And,

Dana Rixter 26:27

and that's what I mean, in terms of, of the programs through first, I mean, I think there's really what they're doing is building that, that confidence as well. And just, I think there's such, such a great, like I said, synergistic partnership in terms of the environment that they create for students to feel like they belong and take risks and, and, you know, take take chances and have the courage. So I'll let you speak to that a little bit more Janelle, in terms of the environment that first creates for students?

Janell Catlin 26:59

Absolutely. And Dana, you mentioned everything so beautifully. But in terms of our work, at first, it really, the culture and the community allows students to, quote unquote, fail safely. And it's okay to make a mistake, we learn our best from the mistakes that that we make, to be able to collaborate with one another, to be able to attend events with students from all around the world, to be able to be able to have that global lens is also something being a part of the first community that students get to to participate in.

Chris Rainey 27:46

Yeah, I love the fact that you're really preparing them before they re enter, because a lot of times you I'm sure the speed of the speed of bringing someone on board also increases that time to productivity. I'm just throwing that out there. Is that true. Given the support that they've gotten to that experience? Have you seen that Dana reflected when you have talent, in terms

Dana Rixter 28:11

of in terms of being so well prepared, that they're able to be more productive? Or absolutely worse? Yeah, yeah, you have to I mean, you have to you have to invest that time early. And then you'll get you know, you'll reap the rewards and the results on the back end, if you do invest early, and consistently, of course, getting up to speed and then being able to be engaged to be able to be, you know, high performing and productive absolutely happens more quickly. In these cases,

Chris Rainey 28:40

what would you say is that you've been most proud of throughout this process and partnership, each of you. I can see obviously, the joy and smiles that you both. We spoke about a few different things, but for each of you, when you think about this partnership and what you're what you're you know, achieving, it's incredible, but personally, what are you most proud of? Dana, you want to go first?

Dana Rixter 29:03

Oh, go. So I think you know, Janelle said there first is celebrating its 35th birthday, right. And then And then earlier, she said, you know, VA and first have been have been partnered for nearly 30 years. So I think the long standing really meaningful and impactful partnership certainly rises to the top for me in terms of something I'm very proud of. I'm also really, really heartened by Janelle in her role at first in terms of the organization being really focused on equitable access and increasing opportunities for underserved underrepresented communities. And so that's something that obviously, aren't working organizations shares a commitment to that and so the fact that we are both working in collaboration to to make change to drive progress to we uplift individuals, kids, students, communities together is certainly what I'm what I'm most proud of.

Janell Catlin 30:10

Thank you so much for that Dina. And I would just add, you know, for us. At first, we believe that STEM is for all. And so how can we ensure that we are providing an opportunity for all students to participate, and first and to thrive in our community, and it's all about inclusion. Inclusion is one of our core values. At first, Dana talked about cooperation. We have also another word that we use or phrase that we use that's entitled, gracious professionalism. And with that, it's really grounded in respect. It's grounded in teams being able to support and help one another, and being gracious, and being professional in order to meet the goals of what they may have for their team during competition season, and leading up to competition season. Right now, we are in the midst of our FIRST Robotics competition season. So over the past few weeks, I've had opportunities to attend regional events, right here in the state of Florida. And next month in April, we have our large worlds event, our championship event, where we expect nearly 50,000 folks from around the world students and mentors and supporters alike bat systems all coming to Houston, Texas, to celebrate what the students have done, and to have our championship winner. And I talk about these events. Because right now, yes, certainly, I'm in my home office. But when I'm at the events, I'm able to speak with students directly, I'm able to walk around in the pits, where they're doing, they're working on their robots and with their teams and with their mentors, and able to hear from them first about Well, tell me about your experience. And first, tell me what makes you excited about first, tell me are there things that we should change about first, to make it even more of a better experience for you and your teammates, just even this past weekend, I was in Tallahassee, Florida, at the Tallahassee regional event, and able to have those conversations with students face to face with mentors face to face. And when I hear from them, that they feel comfortable, that they feel safe, that they feel heard, that they feel that they can be themselves on a first team, that they can engage and learn and do all various things on the team, whether it's working on the robot, or scouting or being a part of the marketing team, that's a part of the team. It's just It warms my heart. And it reminds me of how incredible this generation is. And I can't wait to see what this generation is going to do next.

Chris Rainey 33:20

They're learning so many incredible skills, I was just sort of thinking about all of the different skills, hard skills, power skills, so many, like when I was thinking about we did this whole process it's incredible that you get don't get exposed to you know, leadership roles that that age, right or you know, teamwork and the technical knowledge and skills that are that really are going to be our future. You know, STEM skills, right. It's one of the reasons why I was interested in getting Robin my five year old into a lot of this because I'm like, this is the future that we're talking about. And a lot of these skills in many organizations, I speak to HR leaders every day discovers that they're, they're struggling to find their missing as well. Really random question and you definitely wasn't expecting to ask this one. What do you hear from parents? I got it just good. You obviously at the events you use you I'm sure they're but their parents are there. What feedback do you get from them? I know that's a bit of a random question. I'm just interested to hear. Like,

Janell Catlin 34:23

I appreciate that. I would say I hear the same things from from the parents. From the parents, I hear, wow, this this program has allowed my student to thrive. This program has allowed my student to become who they want to be. Those are the kinds of comments that that I hear from parents. Just even at this last event the Tallahassee regional, I took on one of the students as well. It was called what they call a student ambassador tour. I And so she took me around and took me around the pits and introduced me to folks. And her mother was also there as a volunteer. And so after the student ambassador tour, I went up to the volunteer lounge, and just had a conversation with her mom. And what is so incredible about first is that it really is a family affair, if you will. Many of our volunteers have kids who are a part of first teams, many of our volunteers, our first alumni. And so to be able to connect with families, on so many different levels. It it's, it's just incredible. Yeah. Really see those connections?

Chris Rainey 35:48

Yeah, I can imagine it's an incredible time to bond together and be part of that journey. What advice would be one of the things that I'm surprised about, to be honest, is, when I had a look at the website, and the work that you do that I don't hear a lot of the AI and HR leaders talking about this. And I don't understand why. Because it's so important. What advice would you give to leaders that are listening? You know, our audience, our HR executives, the leaders from the world's leading, leading global brands? What message would you give to them? Because I don't feel like there's enough attention on this on this topic of stem and the talent that we're describing. And I'm struggling to understand why because this is the future. This is, these are the people that are going to be creating and leading our future. So we should be paying more attention.

Dana Rixter 36:34

Absolutely. Absolutely. On that note, I want to go back and also just commend you, Chris, I really appreciate your use of the term power skills. You know, so I think that, you know, there's obviously a lot of talk about how we refer to that hard skills, power skills.

Chris Rainey 36:58

I know what you get rid of just get rid of soft skills, you

Dana Rixter 37:01

know, whether it's power skills, or critical skills or character skills. I mean, I think that, you know, there's characters and there's competence, and I think, in, in, in terms of the really important work that is leading edge, that is the wave of the future that you know, STEM science, technology, engineering, math, and you bring, you bring art into that for steam, and you've got that blend the beautiful blend of both, and how creativity and innovation is all just wrapped around this and how important it is. And I think, you know, one of the beauty, one of the beautiful things about first really is the focus on both the technical skills and the competencies with respect to stem, but also the character skills and those really critical skills that are being built. You know, things like confidence, things like curiosity, and courage and compassion. And to your point around, this is really what what leaders are looking for, and what there seems to be, in a lot of cases, a lack of it's what we're trying to develop in our, in our leaders. And so this is, this is where, you know, we've got it right there in terms of a program and opportunity that has really proven to yield the results on both sides of the coin, both from a character and a competence in a space that is so critical to to the work that that's done, but also to our future, as as a planet as a society. So yeah, I mean, obviously, it just gets me all pumped up thinking about the benefits on both sides, and how really, we're focused intentionally on the right things through this experience. Did you want to add to that, to know if you did

Janell Catlin 38:46

a mic drop on that.

Chris Rainey 38:50

Let me ask you this. Because just because it comes at a time, why do you think there are so many companies that are not focused on this to do that? It's kind of shocks me because I have conversations every day and it is not a topic that comes up? And I don't understand why what why do you think there's a lack of awareness? Is it they think they need to spend too much money on it? Like what what is what is the reason why, in your opinion,

Janell Catlin 39:13

I believe overall stem can be intimidating, for various reasons. But for for for the work that I do, I feel like I'm not. Those aren't the folks that I'm talking to. So the folks that I'm talking to, they do see stem as important and at the forefront and essential in terms of being able to diversify the workforce so that we can have great solutions. We know that when our teams are diversified, we are able to have better solutions to the world's problems. So those folks I don't know too much about the folks that I've really spent a lot of time with our folks who, like I said, really have STEM at the center and understanding that we are building skill sets for students for jobs that still have not yet been created. So even for Dana and I, and for yourself, Chris, when we were, you know, in elementary school, the jobs that we currently have now, as podcasts, leaders and DNI leaders were not yet created. And so, now, with the work of that we're doing at first, and really being able to, you know, have students engage in STEM programs, they are preparing themselves for a world that we have yet to see. And we know that STEM is a part of our everyday lives. And so again, it's really important for HR leaders, who may not see stem as essential to rethink that, because it's critical. It really is. Yeah,

Chris Rainey 41:11

I think we've definitely got that message across. And I love what you mentioned, by the way, Dana, about steam, and adding the art piece into the first time, I've heard that, and I think that's really, really important as, as technology evolves with with, with with AI, generative AI etc, a large language models, it's then going to be the innovation, the diversity, the creativity, that's going to become even more important that we fought the curiosity that you mentioned earlier, and the combination of the two is just magical. If you've read those two things together, right, it's so exciting. Work, before I wrap up, parting piece of advice that each of you would give to our audience, and then obviously, let us know where we can find out more and get involved. So Dana, is gonna kick us off first?

Dana Rixter 42:06

Sure. I mean, I, I'm not one to give advice. But in terms of thinking that, you know, I know, I know better. Best, I think what I would say is, just to stay curious, stay curious about all the opportunities, you know, across across the space. So that's what I would say. And yeah, I mean, in terms of curiosity, please feel free to look into BA Systems, you know, all of the information about, about what we do, why we do it, what it's like to work here, can be found on our website. And certainly I'm, I'm available on LinkedIn as well, if anyone would like to connect.

Chris Rainey 42:48

Amazing, I'll put those links below. As well, to now,

Janell Catlin 42:55

I would just say, to encourage folks to keep inclusion center. Because it's so important that as we are diversifying our workforce to ensure that once folks are able to have the opportunity that they feel comfortable to stay and to thrive. And so to keep inclusion at the center, I would encourage folks who are interested in learning more about first, and to be able to be a mentor or volunteer or to have their student, their child participate in our programs, please look us up at first inspires that Oh, RG. And, as Dana mentioned, I too am on LinkedIn as well. I

Chris Rainey 43:49

think you're both gonna get a lot of LinkedIn messages. So I'm just gonna, I'm gonna say defaults. Don't blame me. Bob on a service, and I absolutely love what you're both doing. I know you've already recently both just met, which is really cool. It feels like you've been friends forever to kind of enter at a table.

Dana Rixter 44:08

I mean, I just have to say I think in my 25 plus your career, I've never met anyone who was in New York during 911 Since I left New York, so I you know, we are kindred spirits. Janelle. I'm really, really grateful for the opportunity to be in conversation with you. And thank you, Chris, for making this happen. No

Chris Rainey 44:28

worries. Listen, my job is created to show really to shine the spotlight on things that really matter. And to give it an audit enough, and this is a perfect example of something like that. So even if it's even if we know one or two kids, enter the program or become partners, it will be worth it. Because that's right. That's right, the ripple effect. Exactly. One of our events is called ripple actually, for that exact reason. Really good Get over now But listen, thank you both for coming on and what anyone that's listening or watching wherever you are right now, whatever platform, all of the links will be in the description to learn more, so make sure you go and check it out. And apart from that, enjoy yours today everyone. Thank you both so much for coming on. We'll see you again soon. All the best.

Janell Catlin 45:19

Thank you.

Dana Rixter 45:21

Thank you so much, be well

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