Welcome to Week 2 of leading diverse teams and organizations. This week, we're going to be focusing on how the dynamics we saw in Week 1 around bias can manifest into structural inequalities that harm societies as well as our organizations day-to-day, and what we can each do personally to become anti-bias. Then in weeks 3 and 4, we'll transition over to organizational remedies. But this is going to be the week of deeply understanding the challenges of diversity and what we, each in our own lives, can do differently. Again, organization change, it has to start with personal change. I love this Gandhi quote, "If you want to change the world, start with yourself". One of the great examples I see of this when I'm working with companies is for example, companies who say they want to be pro-environment and implant a new company-wide policy to help all employees be more environmentally friendly, and then the next week, an employee notices that a CEO showed up to work driving a Range Rover. If you cannot role model the change you're trying to make around you, it's never going to work. I want us in this course first to start with how each of us ourselves can be more anti-bias and better allies, better on our own DI journeys before we get to the organizational level. The reason I say this is, there's many statistics like this, but one of the ones that speaks is many junior managers view diversity initiatives as tick-the-box exercises, that they're not meant to cause deep change, their done to show that, "Hey, we just did this". That could cause a lot of cynicism around things like diversity initiatives. The only way to overcome this in, is as leaders to walk the talk yourselves and actually truly live and breathe diversity, equity, and inclusion, and embed it systematically through all aspects of an organization. To this end, our learning objectives this week are to understand the processes by which personal, individual biases lead over time to structural inequalities in organizations in society, to describe the inequalities that currently exist in a role across different demographic groups, and that a practice tool start to talk about these biases and inequalities to have difficult conversations with close others. Then identify ways to be more of an ally to counter our own biases and start to systematically root out bias in our own lives. Dr. Kendi, who wrote an amazing book on anti-racism, talks at a time about bias being something like cancer, that it seeps in through all of our lives and that we have to systematically root it out. In the same way that you would want to root cancer out of your body, we need to find ways to do the same for bias and to be truly anti-bias. Those are the goals of this week. I wish you luck in coming to terms with the, sometimes upsetting, inequalities that exist around us and then also come into terms with the one role that we all play in shaping these inequalities of finding ways to get better and to eradicate bias out of ourselves and eventually our societies and organizations. As always, this week, we're going to have you find experiments that you can do differently based on what you're learning in this course. As you go through the material this week, be looking out for experiments that you want to do based on what you're learning, the ways to change your behavior in your own life to work on the topics that you're learning from this course. This week in summary, you understand the implications of bias in the manifestations in just structural inequalities, identify how to be actively anti-bias as a person and have difficult conversations with others around bias and inequality, and as always, apply your learning into practice with your weekly action plan. Good luck.