In the ever-evolving realm of recruitment, personalization has become the golden standard for engaging and retaining top talent. With the advent of AI, companies are now capable of crafting a candidate experience that feels bespoke. So, how exactly is AI driving personalization in recruitment, and what are the key benefits?

Understanding AI-Driven Personalization
AI-driven personalization in recruitment involves utilizing artificial intelligence technologies to tailor job searches, application processes, and communication according to each candidate's unique attributes and preferences. Personalization spans from customizing the job recommendations to offering tailored interview experiences. For instance, LinkedIn uses AI algorithms to recommend jobs to users based on their profile activity and interactions. This not only helps candidates find roles that match their skills but also ensures they receive job suggestions that align with their career aspirations [1].

AI can also personalize communication by analyzing candidates' engagement data to determine the best times for outreach, the type of content that resonates, and the preferred mode of communication. This targeted approach significantly enhances the candidate's interaction with prospective employers.

The Benefits of AI-Driven Personalization
One of the primary benefits is increased candidate engagement. When candidates feel that a company understands their needs and personalizes interactions accordingly, their level of engagement rises. Personalization fosters a connection between candidates and organizations, even before any formal application takes place. For instance, companies like Unilever have implemented AI-driven chatbots to provide real-time assistance and feedback to applicants during the recruiting process, thus establishing ongoing engagement and reducing drop-off rates.

Another benefit is improved efficiency. Personalization through AI allows recruitment teams to focus their efforts on the most promising candidates by harnessing algorithms that pre-screen and match individuals to the most suitable roles. The recruitment process becomes more strategic as AI filters out candidates who might not be the best fit based on past applications and interactions, saving precious time and resources.

Furthermore, AI-driven personalization aids in enhancing diversity and inclusion within the workforce. By mitigating unconscious bias during the initial screening, employers can ensure a more diverse candidate pool. AI tools can be programmed to overlook demographic details and instead focus on skills, experiences, and cultural fit, thus contributing to a more equitable hiring practice [2].

Challenges and Considerations
Despite its potential, AI-driven personalization in candidate experiences comes with challenges. Privacy concerns are front and center, as candidates may have reservations about how their data is being used. Transparent practices and robust data protection measures are essential to maintain trust. Additionally, there is the issue of over-reliance on AI, which may lead to a mechanical recruitment process devoid of human touch. Balancing human oversight with AI capabilities is crucial to preserve empathy and intuition in recruitment.

Organizations also need to commit to regularly updating AI systems to mitigate biases that might arise from skewed data sets. Ensuring these systems reflect diversity in training data is vital to avoid perpetuating existing biases within the recruitment processes.

In conclusion, the integration of AI-driven personalization in recruitment offers numerous benefits—enhanced engagement, efficiency, and a stronger focus on diversity and inclusion. Businesses that leverage the power of AI must remain vigilant about the challenges, taking proactive measures to optimize the recruitment experience for both candidates and hiring teams. By marrying AI innovation with ethical practices, organizations can create a win-win scenario that boosts their talent acquisition strategies to new heights.

In the realm of retail, inventory management is often viewed through the lens of sophisticated software and extensive supply chain networks. But can a small village grocery offer an unexpected lesson in effective inventory management? With the right approach, even the most modest operations can teach us about resilience, adaptability, and customer-centric strategies.

Understanding Community Needs
In the quaint village of Lockbridge, Glen and Nancy ran a small grocery store, which was often described as the community's lifeline. While the store's footprint was no match for large supermarkets, its operators had a deep understanding of local preferences, honed over years of serving the village residents. Glen realized early on that their success depended on knowing their customer's needs as intimately as they did their inventory. Rather than relying solely on standard metrics, Glen and Nancy embarked on a hands-on approach to managing stock.
The pair engaged customers in casual conversations, asking about their culinary experiments, dietary preferences, and suggestions for products they wished to see on the shelves. This constant feedback loop drove their purchasing decisions. For instance, when a local gardening trend spurred interest in organic produce, Glen adjusted his stock accordingly, leading to an increase in sales without relying on costly data analytics.

Strategic Stock Rotation
Another crucial element was strategic stock rotation. Glen and Nancy adopted what they called the "golden shelf" policy, giving priority space to items that needed to sell quickly or were frequently purchased. This approach ensured that products near expiration weren't left unnoticed at the back of the shelves, simultaneously reducing waste and maintaining cash flow.
Monthly, they analyzed which items saw slower movement. For instance, canned goods initially stocked for the winter often remained unsold by spring. Instead of waiting for these items to expire, Glen hosted community events where he creatively bundled slower items with fast-selling goods at a discounted rate. This simple yet effective technique was inspired by conversations with customers who seemed eager to support local businesses but valued savings.
This approach resonated with the village's ethos and painted Glen and Nancy as not just business owners, but community partners and problem solvers who catered to the unique rhythms and needs of Lockbridge.

Leveraging Local Supply Chains
Understanding their constraints, Glen and Nancy turned challenges into opportunities by leveraging local supply chains. By partnering with nearby farms and artisan producers, they could offer unique items not found in larger supermarkets. This not only provided customers with fresh, locally sourced options, but also minimized the time and cost involved in transportation.
One pivotal moment was when they collaborated with a local beekeeper to stock honey that was soon famed throughout the area. Unlike mass-produced varieties, the local honey resonated with customers' appreciation for quality and authenticity. Not only did this strengthen their supply chain, but it also contributed to the shared economic prosperity of the community.

As enterprises strive to streamline operations and maximize profits, the lessons from Glen and Nancy’s village grocery underscore the importance of community orientation, adaptability, and creative strategies. Their story reveals that effective inventory management isn't just about cutting-edge technology or expansive resources; it's about understanding the human aspect of business and utilizing available resources to their fullest potential.

In the heart of the bustling concrete jungle, urbanites are experimenting with an ancient art - farming. Vertical farming is redefining agriculture by bringing food production literally into the heart of our cities. As a brilliant example of sustainability combined with high-tech innovations, this new method is becoming increasingly vital for small to mid-sized business entrepreneurs looking to capitalize on growing trends.

The Evolution of Vertical Farms
The concept of vertical farming is sprouting roots (pun intended) from the limitations of traditional agriculture which often requires vast spaces, significant amounts of water, and pesticide reliance. Vertical farming, however, follows an entirely different philosophy. It integrates agriculture with urban architecture, utilizing towers or stacked layers typically found in skyscrapers or repurposed warehouse spaces. This method allows for scalable farming that is less affected by seasonal changes, climate conditions, or geographic limitations [1].

One such success story is that of Bowery Farms in New York. Harnessing the power of LED lighting and automated systems, Bowery has optimized the growth of sustainable produce like greens and herbs in controlled indoor environments. The integration of AI and data analytics enhances their ability to monitor plant health, manage resources, and predict harvest times—all while using 95% less water than traditional farming methods [2].

Sustainability Meets Profitability
The rise of vertical farms is not merely due to their sustainable practices but also economic viability. As urban populations skyrocket, demand for fresh produce increases, and transportation from rural farms to urban centers contributes significantly to costs and carbon footprints. Vertical farms, given their proximity to consumers, naturally reduce logistical complexities and costs, offering fresher produce on a more consistent basis.

Take the example of Freight Farms, a Boston-based startup. They transformed shipping containers into state-of-the-art, modular farms. By leveraging IoT and climate-controlled systems, Freight Farms provide means for urban entrepreneurs to launch mini-agricultural ventures with minimal initial investment. This model demonstrates how aspiring business owners can enter profitable markets with innovative yet low-footprint ventures.

Moreover, these farms cater to local areas, often establishing direct-to-consumer sales models which bypass costly middlemen. Such operations lend businesses a competitive edge while addressing the increasing consumer demand for transparency and local sourcing in food production [3].

Beyond the direct economic gains, vertical farms offer employment opportunities within urban cores, providing jobs in engineering, agriculture, logistics, and sales. This leads to broader economic impacts vital to sustaining city economies.

Challenges and Future Perspectives
Nevertheless, vertical farming is not without challenges. The technology and infrastructure required can be capital-intensive, and expertise in fields ranging from horticulture to data science is needed. A delicate balance must be struck between maximizing yield and managing energy consumption, particularly concerning LED lighting and climate control systems.

The industry seeks continual innovation. As our understanding of vertical farming expands, and with continued technological advancements, costs decline, making vertical farming more accessible. Areas poised for growth include genetic optimization of crops suitable for vertical growth and further AI integrations that could predict environmental changes and mitigate risks proactively [4].

Conclusively, vertical farming illustrates how traditional sectors can be reinvigorated through innovative approaches and urban necessity. These initiatives can potentially shift cities from being merely consumers of agricultural products to becoming producers, paving the way for a geographically equitable and sustainable food future.

Artificial intelligence has emerged as a powerful ally in recruitment, offering tools that streamline processes and enhance efficiency. However, one domain where AI's impact is increasingly scrutinized is in diversity hiring. At first glance, AI might seem an unlikely champion of diversity, given concerns about algorithmic bias. Yet, when implemented thoughtfully, AI can become a pivotal force in creating more inclusive workplaces.

Understanding AI's Potential in Diversity Hiring
AI-powered hiring solutions hold the promise of addressing unconscious biases that may infiltrate traditional recruitment methods. For example, AI tools like HireVue use video analysis to evaluate candidate responses while ignoring superficial factors such as appearance or accent. By focusing on non-biased evaluation criteria, AI can help level the playing field for underrepresented groups [1].

Moreover, AI-driven platforms such as Applied evaluate applications through anonymized CVs, preventing human recruiters from making snap judgments based on names or other identifying information. This helps ensure that decisions are made based solely on skills and qualifications, enhancing the chances of qualified diverse candidates being recognized [2].

Challenges and Ethical Considerations
However, this potential is not realized without addressing certain challenges. The risk of AI perpetuating existing biases is significant if the algorithms rely on historical data that reflects past inequalities. An example is Amazon's abandoned AI recruiting tool which favored male candidates because it was trained on resumes submitted over a ten-year period that were predominantly from men [3].

To counter this, it is crucial for companies to develop comprehensive frameworks for auditing and refining AI tools. This involves regularly reviewing the training data for diversity and testing algorithms for fairness. By embracing transparency and accountability, organizations can mitigate bias and harness AI's true potential in promoting diversity.

Practical Implementation Strategies
Firms like Unilever exemplify the successful integration of AI in diversity hiring. They have utilized AI to conduct initial screenings through online assessments that evaluate cognitive abilities and emotional intelligence without bias. The results? Unilever reports a 16% increase in diversity for their global graduate program, showcasing AI's capability to foster inclusive recruitment [4].

Implementing AI in diversity hiring requires not just technological sophistication but a cultural shift within the organization. Human oversight remains indispensable to ensure AI's decisions are aligned with ethical norms and organizational values. Training hiring teams to work in conjunction with AI tools and emphasize collaborative decision-making can help bridge the gap between technology and human intuition.

As organizations strive to foster diversity, AI holds tremendous promise as a facilitator of equitable recruitment practices. However, achieving this promise necessitates a delicate balance between leveraging technological capabilities and nurturing human sensitivity. Through continuous refinement and conscientious application, AI can indeed play a transformative role in diversity hiring.

Recruitment has long been a domain ripe for innovation, and the automation of candidate assessment tests is a thrilling frontier. It's akin to automating the sorting hat in Hogwarts, only slightly less magical and far more efficient. These automated assessments are designed to objectively evaluate skills, personality traits, and aptitude, eliminating the challenges of human biases and inefficiencies.

The Need for Automation in Assessments
Traditional candidate assessments often face bias issues, varying from unconscious biases of interviewers to the mundane bias of fatigue after uttering the phrase “Tell me about yourself” for the umpteenth time. By adopting automated assessments, companies can tackle biases head-on while also gaining time back from manual review processes.

One of the best real-world examples comes from a tech giant like IBM. They use automated assessment tools designed specifically to evaluate programming skills using coding simulations that replicate real-world scenarios. This not only reduces recruitment time but also improves candidate experience by focusing on what really matters—their skills [1].

Types of Automated Assessments
1. **Skill-Based Assessments**: These evaluations typically assess specific technical skills. Platforms like HackerRank or Codility test candidates through online challenges that mirror actual job tasks. The results help hiring managers identify the most proficient candidates quickly and efficiently.

2. **Psychometric Tests**: Automating personality and cognitive ability tests may seem futuristic, but companies like Pymetrics have come up with engaging, game-like assessments. These tests can evaluate cognitive and emotional attributes, providing a more rounded picture of a candidate, all while ensuring it feels like a fun diversion rather than an examination.

3. **Video Interview Platforms**: Tools like HireVue automate the interview process itself! Candidates respond to pre-recorded video interviews, and the software evaluates their answers based on various metrics, including verbal and non-verbal cues. This not only saves time for interviewers but also helps in centralizing the candidate data for better decision-making.

**Implementation Strategies**
So, how does one begin implementing these automated assessments successfully? Start by identifying critical skills and traits necessary for the role you’re hiring for. Not every role requires every assessment, after all, no reason to overload candidates or your team!

Next, choose the right technology partner—one that aligns with your company's needs and culture. Many tools provide customizable solutions. For instance, if diversity and inclusion are your focus, tools with built-in bias mitigation features, like Applied, might be a perfect match [2].

Finally, keep the human touch relevant. Even with all these automated wonders, a human review is imperative before making final hiring decisions. Use automation as a tool to enhance, not replace human judgment. Incorporate insights from automated assessments into your broader hiring strategy, ensuring they supplement rather than dictate decisions.

In conclusion, automating candidate assessment tests is not just a trend—it's a revolution in the recruitment world that promises fairness, efficiency, and better matching of candidates to roles. As companies increasingly lean towards AI and machine learning, carving out the best of human potential remains at the core of these innovations. Let's say yes to better hires with automated candidate assessment tests—it's like having your cake and eating it too, but it’s calorie-free and boosts productivity!

In a world where first impressions matter, candidate onboarding isn't just a welcomed handshake; it's the beginning of a vital relationship. Automating this process can feel like switching to autopilot on a scenic road trip—efficient, yet still personally engaging if done right. Let’s explore how automation can turn onboarding into an art that impresses right from day one.

The Magic of Automation in Onboarding
Picture this: A new hire receives a personalized welcome email, complete with a digital checklist of tasks to complete before their first day. This email is followed by instructional videos, access to team collaboration tools, and a “meet the team” video conference—all automatically scheduled. That's the power of onboarding automation. It ensures a smooth, well-orchestrated experience that leaves the new recruits feeling prepped and valued.

One real-world example is from Zapier, a company known for linking web apps to automate tasks. They use their own tools for onboarding! Every new employee gets an automated sequence of emails and reminders to complete required documentation, reducing the administrative burden on HR teams while enhancing the employee experience.[1] Efficiency for everyone involved—incoming and incumbent.

Key Components of an Automated Onboarding Process
1. **Personalized Communication**: While automated, the messages must retain a personal touch. Using data collected during the recruitment process, companies can customize communication to each individual, addressing them by name and tailoring content to their role.
2. **Electronic Documentation**: Completing paperwork is no one’s favorite part, but digital document management makes this step less dreary. Tools like DocuSign or Adobe Sign can facilitate electronic signatures, so new hires don’t spend their first day with a pen and a stack of papers.
3. **Structured Learning**: Automated onboarding processes can offer engaging learning modules tailored to the role. For instance, Salesforce uses Trailhead, an online learning platform, which allows new hires to consume only the content relevant to them. This on-demand learning turns overwhelming content into digestible bites.[2]
4. **Feedback Loops**: Automation can include regular check-in forms or surveys to gather feedback in real-time, allowing organizations to refine the onboarding experience continually.

Challenges and Ethical Considerations
While the automation of onboarding adds lustre to any organization, it's not without its shadows. Companies need to ensure that the automation tools used do not lead to impersonal experiences. It’s vital to maintain the human element by including personalized touches and face-to-face interactions—virtual or in-person. Organizations should also safeguard against losing sensitive personal information through robust data protection measures.

The tech company Buffer has managed to maintain high levels of personalization in their onboarding process by ensuring that every team member has a video call with the CEO within the first month of joining, regardless of automation measures. Keeping a mix of human interaction is crucial in maintaining an ethical balance.[3]

Moreover, ensuring that diverse perspectives are considered in the development of onboarding systems can reduce bias and create inclusive environments where all new hires feel acknowledged and respected.

Automated onboarding offers not just efficiency, but also the capacity to enchant. By catering to personal needs and providing a seamless start, organizations not only secure a new hire’s loyalty but also set them on a trajectory towards contribution and collaboration. It's time for businesses to embrace this automated evolution while ensuring they don't lose the essence of the personal welcome in the process.

In the digital era, where e-commerce giants seem to dominate, the survival and resurgence of local bookstores might appear more than a little miraculous. However, recent years have seen these havens of smell-and-touch literature not just surviving but thriving. Fueled by community engagement and a tailored approach to business, local bookstores are weaving themselves back into the fabric of their neighborhoods, highlighting a unique business model grounded in personalization, experience, and community values.

Community-Centric Approach
The modern local bookstore offers much more than books. It's about creating a space where people want to spend time—a gathering place that extends beyond transactions. Take, for instance, Parnassus Books in Nashville, Tennessee. Owned by author Ann Patchett, the store has consistently bolstered community ties through events, book clubs, and a notable initiative connecting readers with authors through virtual book experiences. These bookstores have embraced a model that prioritizes community-building, creating spaces reflecting the unique cultural and social fabric of their surroundings[1].

It's not just about offering bookshelves filled with titles; it's about curating an experience. Diesel, A Bookstore, in California, is a quintessential example. They integrate café-like environments where customers can enjoy their favorites while sipping on artisanal coffee, effectively turning the store into a community hub. By fostering an environment where customers can gather, local bookstores become an integral part of community activity, encouraging people to unplug and engage more personally with books and each other.

Personalization and Niche Markets
One of the significant advantages local bookstores possess over larger chains is the ability to offer personalized recommendations and niche market specialization. Booksellers often have profound knowledge of literature, enabling them to provide tailored recommendations that transform casual readers into loyal patrons over time. This level of personalization is something that algorithms of giant online stores attempt to replicate yet often struggle to match.
By focusing on specialized markets, such as rare books or certain genres, local bookstores can attract an audience looking for something specific that they cannot find elsewhere. The Shakespeare and Company bookstore in Paris, although not strictly local to American readers, exemplifies this approach. It serves those seeking unique editions and literary events geared toward hardcore bibliophiles.

Certain local establishments embrace niche themes that reflect the soul of their owners, as seen with the BTS-themed bookstore, The Last Bookstore, in the heart of Los Angeles. Beyond vibrancy in aesthetics and location, it also taps into niche interests, drawing book lovers and loyal fans alike to bask in a universe built around their passions.

Innovative Events and Partnerships
Local bookstores have pivoted to modernize and diversify by hosting innovative events, such as book launches, author readings, and themed evenings that cater to specialized interests. By partnering with local authors, schools, and cultural organizations, bookstores contribute to an ecosystem that supports local talent while providing fresh, compelling content to their customers.
For instance, City Lights Booksellers & Publishers in San Francisco—a historically significant locale—regularly hosts poetry readings, lectures, and literary debates, cultivating an engaged and invested readership. Such events highlight the diversity and depth of what local bookstores bring to the table, often unmatched by their online counterparts.

The resurgence of local bookstores showcases the adaptability of small businesses and underscores the importance of human interaction in commerce. While digital convenience cannot be discounted, the business case for tiny, independent stores has become increasingly compelling. By emphasizing community relationships, creating personalized experiences, and hosting innovative events, these literary spaces are not just surviving but flourishing in 21st-century commerce.
Even as we continue to float through a digital ocean, local bookstores remind us of the power of tangible experience—an ode, perhaps, to the places where the stories began.

The image of the traditional office—rows of cubicles, bustling hallways, and communal break rooms—is slowly fading into a more fluid reality. Welcome to the age of digital nomadism, where work is not bound by geography but is defined by freedom. As remote technology becomes ever more sophisticated, professionals are increasingly embracing the lifestyle of digital nomads, opting to work from anywhere in the world. This transformation is not only reshaping how people approach work but also redefining the concept of work-life balance.

The Rise of Digital Nomadism
The digital nomad lifestyle is no longer a fringe movement. It's gaining traction as advancements in communication technology make remote work more viable than ever. According to a report by MBO Partners, the number of digital nomads increased by nearly 50% from 2019 to 2021 [1]. This reflects a growing desire among workers to leverage the flexibility offered by modern technology. With tools like Slack, Zoom, and Asana, remote collaboration is seamless, allowing individuals to break free from the traditional 9-to-5 workspace.

Consider the case of Jane, a software developer who traded her San Francisco apartment for a beachfront villa in Bali. For her, mornings are spent responding to work emails on the patio, afternoons are dedicated to surfing, and evenings involve collaborative coding sessions with her global team. Her quality of life has improved drastically, demonstrating how work-life balance can be enhanced through digital nomadism.

Challenges and Adaptations
While the allure of working from picturesque locations is undeniable, digital nomadism comes with its own set of challenges. Time-zone differences can complicate team meetings, while inconsistent internet access may disrupt productivity. Employers and employees must strategize to overcome these hurdles effectively.

Take, for example, the case of a U.K.-based marketing firm that implemented "nomad-friendly policies" to retain and accommodate their remote workers. They introduced flexible working hours to cater to various time zones and ensured access to high-speed internet and locations that cater to digital nomads, like co-working spaces in Lisbon and Chiang Mai. Such adaptations are pivotal in making the transition to digital nomadism seamless and productive.

Moreover, companies are seeing the advantages of hiring digital nomads. With a more diverse pool of talent, businesses can tap into a wide range of skills and perspectives that might not be available locally. This flexibility can lead to more innovative solutions and a competitive edge in the market.

Looking Ahead
The future of digital nomadism appears bright, with even traditional companies recognizing the benefits of a distributed workforce. However, it's important to note that a successful transition requires thoughtful integration. As organizations embrace this model, they'll need to invest in training managers to lead remote teams effectively and ensure that performance evaluation metrics align with remote work practices.

The COVID-19 pandemic has accelerated the acceptance of remote work. Now, digital nomads like Jane are no longer the exception but part of a growing community that proves work can be both mobile and meaningful. The blurring lines between work and leisure offer a new lens through which to view professional and personal life—it underscores that work-life balance is less about separation and more about the synergy between the two.

In the rapidly evolving world of staffing agencies, technology isn't just a helpful tool—it's a game changer. One of the most transformative shifts in recent years is the adoption of cloud-based solutions. By taking advantage of cloud technology, staffing agencies can save substantial costs while boosting their operational efficiency. Let’s delve into some real-world examples and key strategies to make the most of this technological advancement.

The Cost-Saving Power of the Cloud
Traditional staffing agencies often face hefty expenses related to maintaining physical infrastructure and IT systems. Hardware costs, software licenses, and system maintenance collectively put a significant dent in the budget. Enter cloud-based solutions, which can often sidestep these expensive commitments. A prime example is the use of cloud-based applicant tracking systems (ATS) and customer relationship management (CRM) tools. These platforms eliminate the need for on-premises servers and offer flexible pricing models, usually based on the number of users or features used.

Take, for instance, a mid-sized staffing agency that switched to a cloud-based ATS. They reported a 20% reduction in operational costs within the first year alone. This reduction was largely due to the decrease in maintenance expenses and the need for a full-time IT team to manage the infrastructure [1]. Moreover, cloud solutions typically offer high scalability, meaning staffing agencies pay only for the resources they use, allowing them to align costs directly with business needs.

Boosting Efficiency Through Cloud Collaboration
Beyond cost savings, cloud-based solutions significantly improve efficiency, particularly in the collaborative nature of recruitment. Communication, data sharing, and collaborative work become seamless with cloud-based platforms. These systems allow recruiters to access the necessary information anytime, anywhere, thus speeding up the recruitment process.

For example, a leading staffing agency in New York implemented a cloud-based CRM that enabled their recruiters to engage with clients and candidates remotely and in real-time. The agency noted a 30% increase in productivity as recruitment teams no longer needed to be on-site to access critical data [2]. They could arrange interviews, update client information, and share documents, all from the comfort of their current location, without sacrificing security or speed.

Security and Ethical Considerations
With great power comes great responsibility. One can’t discuss cloud technology without addressing security and ethical considerations. Staffing agencies must ensure their cloud service providers comply with high data protection standards. This not only safeguards sensitive candidate information but also bolsters trust with clients.

Cloud providers often invest heavily in security measures that may be difficult for individual staffing agencies to match. This includes data encryption, regular audits, and robust access controls. However, agencies must be diligent in understanding the shared responsibility model of cloud security—knowing what is covered by the provider and what responsibilities fall on them [3].

The ethical aspect involves ensuring that the technology is used responsibly. For example, using algorithms that avoid bias when sorting through candidate data maintains fairness in recruitment practices. This upholds not just legal standards, such as the General Data Protection Regulation (GDPR) in Europe, but also promotes a culture of equity and inclusion.