Dale Beatty and Anna Dapelo-Garcia

[00:01] ANNA DAPELO-GARCIA: Hello, my name is Ana Dapelo Garcia. Today is April 12, 2022. I'm in Palo Alto, California, and I'm here with one of my favorite people, Dale Beatty. He's a friend, he's a mentor, he's a colleague here at Stanford Healthcare.

[00:21] DALE BEATTY: Thank you, Anna, very much. My name is Dale Beatty. I am here on April 12 to the 2022 and located here in Stanford, California. And I'm here with my friend, colleague, associate as well, and mentor. So it's a mutual relationship. So I'm looking forward to our conversation today, Anna.

[00:41] ANNA DAPELO-GARCIA: Thank you. Likewise, Dale.

[00:44] DALE BEATTY: So I thought I'd start us off a little bit when we talked, you know, a little bit about how we know each other in on and our relationship, it really started not through working together here at Stanford Healthcare, but working in very disparate, different areas, especially within our organization. And so we intersected way before you moved into your diversity equity inclusion work. Although I know that from knowing you personally, that that's been an area of interest way beyond before you moving into this particular role. And one other thing that I think that's interesting and I thought we might want to share today. You know, I think all of us have our professional careers and all of us have our personal lives as well, and they all intersect and inform us along the way. And it's been fascinating to watch you in your role as we work together as colleagues here at Stanford Healthcare, particularly in our work with Latinx ERG, but more so as we've learned about each other through our relationship, professional relationship at Stanford, and through our friendship as well. And, you know, one of the things that I have learned is we all have. We all have a beginning to our careers, which is very, very important. And so I thought maybe you could tell me a little bit about yourself in the beginning and how you started and a little bit of who you are.

[02:04] ANNA DAPELO-GARCIA: Yeah. Thank you, Dale. So there's a point in my beginning that really shaped me here at Stanford Healthcare. And when I got the job, a number of decades ago, I got a job, it was at a staff level, but I remember telling my parents about this job, and one of the first things that my dad said to me, he said, ana, whatever you do, keep your head down. Don't cause any trouble. You're lucky to have that job. So I started in an administrative role as an hourly employee and felt really lucky, felt very proud, because I knew I wanted to be in healthcare. And at the time, and I still feel this way, I felt that Stanford healthcare was the best, was the best place to be in the entire Bay area. So I worked really hard to get my foot in the door here at Stanford. But, you know, in sort of reflecting what my dad said I do, I did sort of feel that I was lucky, and I really didn't even lean into my voice at that time. And for many years, and in those early years, I also realized that I was not prepared effectively to be in the workplace. And I started to think of my own sense of confidence and self worth. And I often found my time myself in meetings, for example, where I didn't feel comfortable speaking up. And for some reason, I felt inferior, especially to, you know, other women my age at the time, caucasian women who just seemed so confident. And I just actually, I thought something was wrong with me for the longest time. And sort of in that journey, you know, I realized that I was definitely a minority in a lot of rooms at that time, and I had to sort of figure out, how do I find a way to fit in? And so I think that's what led me over a number of decades in doing this inclusion on diversity work is because I wanted to help maybe change that story and change that narrative for other latina women like me coming into this organization. So it's definitely been a journey to where I'm at now. But there were many points in time I just really had to really search hard to find my place in the organization.

[04:58] DALE BEATTY: You know, it's interesting, you know, the words of your father that even today are in your head, that you remember and how that informs you in some way. And I wonder if that's true for other minority leaders as well, coming into the business. And I know that you've done a lot in terms of mentorship and support of individuals in the workplace, but when you think about how you've moved, when you then moved into more of a middle management role in your career, how that impacted you and how. How did you help to change that within yourself, to use your voice and to use your voice?

[05:37] ANNA DAPELO-GARCIA: Yeah, I remember this one particular time. I was sitting in the hallway of the hospital, and by that point in time, I was a manager. And I remember sitting there, and I was watching a bunch of, you know, obviously employees had the badges on, and it was back in the days of blackberries. I distinctly remember.

[05:58] DALE BEATTY: I remember those days.

[06:00] ANNA DAPELO-GARCIA: Yeah, I would look at some of these people, and some of them I knew were directors. And it was at that point in time that I said to myself, well, if he can be a director, why can't I be a director? If she can be a director? Why can't I be a director? So what I found myself doing is sometimes it was my own little voice that was keeping me back. But also, when we think about the organization, like, 20 plus years ago, there really wasn't many people of any people of color in the suite. And so I also found myself trying to assimilate, trying to speak a certain way, trying to look a certain way, trying to dress a certain way. And I found myself watching the white female executives in the c suite and trying to, you know, saying, okay, how do I fit in? Rather than working on, you know, how do I bring my. My unique background to the table? You know, instead, I was just thinking, oh, I. The strategy here is for me to just try to fit in, to be like everybody else, and everybody else wasn't. It wasn't me, and it was. It wasn't people of color. So it was. It was definitely a journey, but it was a number of years ago that I just thought, I can't do that anymore. Not only for myself, but it isn't fair to. For other, particularly women of color, latina women, for me to say, well, in order to move up, you can't be you. You can't bring your whole self to work. And so I think that's what brought me to this, to this job as well. But it's definitely been a years long journey for me.

[07:44] DALE BEATTY: Yeah. You know, one of the things that's interesting, I know that you mentor and support a lot of people, not only individually, but through your organization, your non for profit organization that you use to help advance Latinas and Latinos in the business, but most importantly, or just as importantly, I should say personally. And then I just wanted to reflect back to that point in time that you're talking about, and we'll talk about your mentor, how you mentor other people, and how important that is in the world that we're in in this business. But who were the mentors that you had in your career or not that helped you along the way? And what were the things that they did that really helped you get perspective in developing your career?

[08:33] ANNA DAPELO-GARCIA: Yeah, definitely. So I got this great opportunity in my first real management job. I was the clerical supervisor of the dermatology clinic, and there's a funny story behind that. So I was working in the Blake Wilbur building here, adjacent to the hospital, and I was working on this special project. And at that time, I was also a single mother. I had a young daughter. I didn't have a college education, so I knew that I had a lot ahead of me to try to move or try to get into management and try to figure out how to be mom and dad to my daughter, especially financially and in this role that I was in. It was like, it was a registrar. I became aware of a clerical supervisor job in the dermatology clinic when at that time, it was in the ground floor of that particular building. And I found out who the manager was. Her name was Linda Cook. So she laughs about this till this day. So we were both in the women's bathroom, and I saw her washing her hands, and I was contemplating. I thought, there she is. Should I approach her? I said, but this is the bathroom, Anna. Don't approach her in the bathroom. Well, I just leaned into it and I said, hi, Linda. My name is Anna Dapelo and I'm really interested in the job. And she looked at me a little bit crazy because she was, you know, in the restroom. And she said, okay. She said, well, okay, send me an email. And I said, sure. And then a couple days later, she reached out to me and she said, well, why don't you come downstairs to interview? And I knew I wasn't any. I hadn't prepared. My resume was probably a mess. And I said, sure. And then I ended up meeting with her and the chieftain and come to find out he didn't want to hire me. He said to her, no, she's. She's not the right person. And she said to him, there's something. There's. There's fire in her belly. There's something about her. Trust me on this one. And I started working there. And a couple weeks later, it was funny. The physician doctor, I think it was Doctor Roth, he would hug me when he would see me. And she ended up actually being promoted to the vice president of the clinic from the clinic manager job. And she opened many doors for me. She became my mentor because she gave me really tough feedback, but the type of feedback that I needed. And what I realized is this is somebody who was invested in me. This is somebody who cared about me. This is somebody who wanted me to be successful. So for her, for me, it was accidental. It wasn't intentional for her to become my. My mentor at the time. But she really gave me the feedback and the time I needed. And the other funny thing that she. That she said to me, I wasn't well prepared for a meeting. I didn't. And she said to me, you know, Anna, I'm the vice president of the clinics, and you've come into my office without an agenda. And the only reason that I'm giving you this feedback is because when you're sitting across from the CEO, you need to be prepared. And I thought, CEO, that's never going to happen. Which actually hasn't come true. You put it out in the universe, Linda. But she was significant in the catalyst to help get me to where I'm at today. So I feel really appreciative of her. She's retired now, but there's a couple of other people that come to mind. But she's probably my first real mentor.

[12:21] DALE BEATTY: You know, it's interesting because we've talked a little bit about mental messages that come into your mind, whether they become from a parent or from a colleague. But I find that it's so important that you have your own mental image in your own mind. And I heard you comment a little bit about when you were looking and reflecting to say, why is this person a director? And you must have been asking yourself the question, why can't I do that, too? Or what do I need to do to get there? And I find that so important because if you don't believe in yourself and your abilities, you know, sometimes it's harder to convince other people. Have you found that to be true for you, too?

[13:01] ANNA DAPELO-GARCIA: Oh, definitely. I think what was happening for me at that time, too, is that there wasn't anybody like me that could make me feel it was even possible.

[13:14] DALE BEATTY: Yeah.

[13:14] ANNA DAPELO-GARCIA: You know, there wasn't a Hispanic in the C suite there. You know, I would see people like me in, you know, hourly roles, maybe a manager at best. And there was just even going back to my father's. What he said to me, you know, you're lucky to have that job. And so I had a fight with these early message. My father was subjected to a lot of racism and discrimination in the fifties. And so there was just layers that I had to work through to find my own identity, to feel confident in who I am and not feel like I had to be like somebody else to be accepted. So I think that's what I struggled with. But what I found, too, is once I got past that, once I challenged myself to say, why can't that be me? Is when I really started to find, I guess, find myself, to push myself and to start leaning in and asking for those director roles. But there was also other mentors along the way that really helped me.

[14:34] DALE BEATTY: You know, I think it's such an important conversation. Cause today, you know, I interface with you, and I see you as powerful, you know, as someone who's confident and someone who gets things done, but we all don't start that way. And I think one of the things I think we really wanted to get across in our conversation today is you have to start somewhere. And we all start with messages in our head. We all start with inexperience. We all hopefully have mentors that help us along the way. But some of our biggest work is in our own mental image of ourself and believing that we can, can do it. Certainly having people that can help you along the way. I so appreciate your comment in terms of not seeing people around you like you that can help you. So you had to invent it in a different way than maybe others that don't have that same path as well. So I think it's an important conversation in terms of when we talk about career development, particularly for people that are minorities or underrepresented, how to get those mental images and how to advance yourself. And I wanted to pivot a little bit because here you are today, you know, leading at Stanford Healthcare our diversity equity inclusion. And yes, you are sitting in front of the CEO, and today before our session today, you were sitting in our executive council presenting, you know, our approach to advancing our diversity, equity inclusion because it's a big core portion of our values. And so again, I see you there as someone who's really polished, ready to go, articulate, putting a PowerPoint presentation. So it's interesting to see the journey and discuss the journey along the way. So today, when you set in your role today, what are the things that you work on for yourself in terms I know you definitely have mentors, you have your board externally as well, that you advanced initiatives as well. And maybe you can speak on that a little bit, maybe both internally here at Stanford Healthcare in your role in leading diversity equity inclusion, but also your external work, because I think that's so powerful, the work that you're doing out in the community and connecting partnerships and relationships that are very, very important for us to advance diversity, equity inclusion and Latinx in general.

[16:54] ANNA DAPELO-GARCIA: Yeah. Yeah. How did I get to where I'm at? Well, you know, I'm. I'm at this stage in my career where it's a little bit less about me. Yes, I want to progress, yes, I want to do the next thing, but I'm doing it more to help open doors. So if I can help open those doors for others, that's really where my headspace is at. So lean in latinas, it's part of the lean in organization. And about ten years ago or so, I wanted to give back to girls or women like me who grew up in a neighborhood, like I did, who, interestingly enough, I went back to over the weekend, I went back to that neighborhood, and I just looked around, and I don't know what brought me back to that neighborhood, but I wanted to give back. I didn't know how to give back. And somehow I came across the lean in organization. And my first meeting was with three latina women who didn't know me, who came to my house on a Saturday morning. And I was fascinated by this. And I, because of my management experience, I realized that I needed to do more listening than talking. And at six months, there were a hundred members.

[18:12] DALE BEATTY: Wow.

[18:13] ANNA DAPELO-GARCIA: At seven months, I found myself working with a lean in organization. Now, five plus years later, it's a global affinity network with lean in latinas in different parts of the world. And what this is really saying to me is I sort of tapped into creating space in a community for latina women. What I also got out of this journey is that really around three words, learn, share, and grow. I realized that these women wanted to learn something, whether it was confidence. Interviewing they want to share with each other. They have a common thread, they have common interests, and they want to grow in some capacity. And I think back to my beginnings, and I thought what a difference it would have made for me to have a network in a community like this, where we share something and we, we have some of the same goals. I didn't have any of that. My father worked the line at General Motors. He was a high school dropout. My mother had a high school diploma, but she unfortunately had undiagnosed mental health issues. And I didn't have a network. And once I sort of figured it out here at Stanford, as I moved up the management sort of ladder, I thought what a difference it would have made for me if I would have had that. So really, where I'm at at this stage is how do I give back? How do I help endorse? How do I bring awareness to encouraging more representation in C suites and in boardrooms for women of color? What can I do to help ensure that there's pay equity opportunities? As much as I want to keep moving up myself, I think it's more important for me to help other people.

[20:06] DALE BEATTY: You know, it's interesting to me, too, because, you know, you and I have been working together, and, you know, obviously I'm not latino, and, but yet, you know, I think your attraction and pulling in key stakeholders as well as allies and even men, because I've attended your organization organizations meeting and to see other men participating in supporting, advancing Latinas is critically important. And to see you pull in national leaders to participate as well is critically important because this work is global. You know, you definitely want to connect to the local community. But I was really impressed in just your connection with the national effort as well to make sure that we're all lifting across the country and the world to advance Latinas across the world. And so that was really interesting to see. And also from my perspective, when we talked in the earlier opening, I mentioned a little bit of mentorship. And even though I sit in an executive position here, I really feel mentored by you in that regard. I've learned so much and I'm grateful. And I think all of us do have to open ourselves up to our own biases. And you mentioned listening when you started your organization, just actively listening. And I find that so important for us to all to be able to do. We become very polarized sometimes in our own existence without understanding the existence of others or others position. And there's great opportunity and learning. And I think that's where we become one, is when we open ourself up to such a way that we hear each other and we can even see it. I can never have your experience. You can never have mine as well. But I can certainly spend time to understand it. And, you know, it's been great from my perspective. I do consider you a mentor and a friend in that regard because I feel like I have grown from that experience so much. So I don't know if you have any reactions to that or not, but, I mean, it's been a powerful relationship.

[22:16] ANNA DAPELO-GARCIA: Thank you. And I feel really honored with you saying that, Dale. But, you know, allyship and it works both ways is so critically important. And, you know, in trying to figure out how would life look at for me whether I was female, whether I was a person of color? I think that's critically important as well. You know, I know I have to work harder. My name, my gender, my ethnicity, I have to work harder. And it's interesting because more than ten plus years ago, I had an employee, white, male, and he came to my office and he said, you know, I'm really worried about my career. And I said, okay, what would you like to talk about? He said, my wife is a director in this high tech company. And, you know, I just don't know about my career. And that's when I sat there and I thought, hmm, he doesn't get it. And I said, you know, you're a white male with a college degree. I'm a latina woman with no college degree. You're going to be just fine. And we're still. He calls me a mentor today, but, yeah, I know that everywhere I go, I have to work harder to continue to prove myself, which is unfortunate, but that's until we have more representation. Like, for example, I was the first Latina executive director at Stanford Healthcare.

[23:58] DALE BEATTY: Yes.

[23:59] ANNA DAPELO-GARCIA: Which puts me in that category of what's called an only. There's a lot of, you'll see the research around this Mackenzie and company and lean in through their women in the workplace report. So not only did I feel that I had the weight on my shoulders to prove as an individual latina woman that I could do the job because I was the only, but I also felt that I had to also prove for others that would follow me that my community can be in the boardroom, can be in the, and the c suite, and can do this work. I remember, you know, when I was younger and I was out in a restaurant with my father, american restaurant, and I remember looking around thinking people that look like me are serving me or they're in the kitchen. And I thought, there has to be not, that. That is not honorable work. I'm not saying that, but I just thought there, there must be other things that I can do, too. And I think for me, it started pretty early on that I. That I knew there was a world out there. I just didn't know what it was for a long time.

[25:13] DALE BEATTY: You know, you mentioned academic preparation, and you mentioned not having any education, but I know you do today. I know that you have a bachelor's of arts from St. Mary's College of California. And I know that you also have a master in public administration from the University of San Francisco school of Management. So you've invested a lot, and you mentioned about working harder. And I know you as somebody that works pretty much seven days a week. So one of the questions I had for you is, we really have focused on your career, but I know you have a whole other life personally, in terms of having a husband, having a daughter, having a grandchild, maybe too soon, you know, in terms of how do you balance it all?

[26:00] ANNA DAPELO-GARCIA: It's hard, I think, because I feel there's a purpose to be here. We're not going to be. Our time is limited. And I want to make a difference. I want to make an impact. And so I felt that I did that in my career. I was pretty focused on moving up the ladder. I was determined to move up the ladder. I knew I could do the job. I wanted to do that. And then came this desire to give back. And so that's, you know, I still want to do what I do here at Stanford, but I also want to help the next generation, the current and future generational latina women. It's hard. I just. I feel like most people, there's more hours in the day. So I pretty much stick between Stanford, my lean in work, and my family. And if I can throw in a little bit of Netflix in there, I do that. But I just. We're just here for limited time. And I would hope that my legacy would be that giving back, going back to that neighborhood this last weekend, reflecting on, you know, my childhood and this morning, it's interesting, this morning when I was driving in, I was going down Welch Road. That takes you, you know.

[27:28] DALE BEATTY: Yes.

[27:29] ANNA DAPELO-GARCIA: To the hospital. And I was smiling because I can remember working in the Blake Wilbur building as a single mother. I used to work in the dermatology clinic Monday through Friday, and then I would go to the billing office on Saturday mornings from 06:00 a.m. to 02:00 p.m. because I didn't have enough money to pay all my bills. So that's where I would make overtime.

[27:48] DALE BEATTY: Yes.

[27:49] ANNA DAPELO-GARCIA: And I remember, and I was smiling, driving down, and I was thinking about how much I struggled. And then I thought, I'm on my way to present at the CEO's office. No matter what happens today, I am proud of myself. I am proud of how I went from where I started to where I'm at. And I'm excited to see how that will continue for other women of color.

[28:15] DALE BEATTY: You know, I think what you just said is so important because the journey is long. But I think you have to stop and pause, too, to appreciate what you've accomplished as well. And sometimes when you're aspirational and you want to move and grow and develop, you know, that's sometimes hard to do. But I do think it's critically important. I wanted to ask you, when you hear the term bring your whole self to work, what does that mean to you as a. As a professional, as a wife, as a mother, as a grandmother, what does that mean to you when you hear bring your whole self together and do you bring all those individuals with you?

[28:54] ANNA DAPELO-GARCIA: I think if it feels safe. And there was a time I was reporting to a person, he was the vp of revenue cycle, was probably one of my best bosses, if not my best. And that was probably a period of time where I felt I could bring my whole self to work. And it was okay, it was safe, and it was actually what I did my best work. And that's when I realized that when you can bring your whole self to work, that's everything. Your identity, your flaws, your ideas, your. I found that that's what I hit my highest marks in my work. I felt most engaged, I felt most creative. I felt most supported. You know, I helped lead the department to be the first non clinical department to receive the Melinda Mitchell Award for service, help move. You know, the patient experience and employee engagement scores from the 50th percentile to the 90th percentile. And that's all attributed to him creating a safe environment. I find sometimes that I don't always bring my whole self to work because I don't know I should if it's politically correct. I'm always trying to assess all the conditions, but I realized that if I can create an environment like that for people who report to me, I'll probably get the best out of them the way that I was able to do my best.

[30:35] DALE BEATTY: Yeah, that's a strong reflection and an aspiration, I think, for all of us to make sure we're creating that environment so people feel safe and can be authentic, so they can bring their full skills, knowledge and abilities to the table and be complimentary to the others around them. So that's quite a statement, Anna, and quite, actually a significant goal for us all to reach forward and continue to achieve, because we're definitely not there. We definitely feel the tensions, not only here at Stanford, but across the country and the world. And we all have to lean in and support one another to our best of our ability and be open to learn and support one another as we go. Really appreciate all your comments here, and I know it's hard, but it's important. Any reactions?

[31:24] ANNA DAPELO-GARCIA: Yeah, it's really important. No, I mean, I think you're spot on that it's hard because there's things that we have to get done in these roles, but anything that we can do as leaders to make it safe for people, make it safe to bring up. This is my mexican heritage, not feel like it's going to be maybe not as valued. Leaders have a huge effect on the quality of life of others. Tremendous impact.

[32:02] DALE BEATTY: Yes.

[32:03] ANNA DAPELO-GARCIA: And, you know, and when I went through the experience with this particular leader, who I felt I could really bring up anything. Respectfully, though, I mean, of course. But if we can replicate that, I think that we would even see higher levels of engagement, higher levels of performance, and also recognizing that it is a complex environment. We have employees that have so many different dimensions of diversity. And it's interesting, right? Because I'll see some managers who will say, okay, everybody sit in your cubicles and get along. Well, it doesn't work like that. We all have such varying backgrounds, you know. And so I found myself as a leader not sort of saying, this is how we're all going to get along, but just trying to understand everybody's, you know, differences. Some families, people fought and argued, didn't sit around the table and make decisions. Cultural differences, ethnicity, generational differences. So I would say it's on leaders to figure out how you navigate through this as opposed to just to try to have blanket expectations across very diverse people.

[33:24] DALE BEATTY: Yeah, it's been fascinating for me to know you, and one of the things that knowing your beginnings, which is why I wanted to start there and your middle and where you're working on now, I can't help but think whatever, whether it's intellectual, cognitive, spiritual, religious, whatever it may be, but it seems like the universe has called you to do this work in terms of. Because you started off by saying the words of what your father said you shouldn't do or what you can be and what you can be to a place now where you're leading a premier academic medical center, equity inclusion. And that's quite a journey and an accomplishment from being the only to being the leader, where you are advancing this work. What are your fears associated with this, if any?

[34:18] ANNA DAPELO-GARCIA: What are my fears? Well, I'm definitely a type a. I never feel like it's enough. I never feel like I do. I think I'm definitely my own worst critic. So, you know, that's a really great question. The other thing that I thought about this morning is there was a point in time that I was actually a California state commissioner. I was appointed to the California State Senate advisory group for cost control, which is a big thing to say when earlier I said, you know, I was a high school dropout, and I had to go to my first all hands meeting at the state capitol, and I was across the street in a hotel looking at the state capitol, thinking, how surreal is this? Looking at the different people that were going to be in the meeting, prior senators, I felt really, really intimidated and felt like, am I an imposter? Am I suffering imposter syndrome right now? So I remember calling another mentor.

[35:18] DALE BEATTY: I wonder if you were going to touch on that, Anna, because that's so much in the literature that people often talk about. So it's great to hear you talk about the impostor.

[35:27] ANNA DAPELO-GARCIA: Yes.

[35:28] DALE BEATTY: So that is a theory. Am I enough? Again?

[35:31] ANNA DAPELO-GARCIA: Am I enough? Well, what's interesting is I did call a prior boss, Doctor Jerry Sheparin, who was actually a practicing physician here at Stanford, and I told him I'm nervous. And he said, anna, remember this. You know more than you think.

[35:46] DALE BEATTY: Yes.

[35:47] ANNA DAPELO-GARCIA: And they know less than you think. And so I told myself that coming here today for this meeting. So sometimes my fears are that I'm questioning myself again.

[36:00] DALE BEATTY: Yeah.

[36:01] ANNA DAPELO-GARCIA: That I'm second guessing myself again. That I'm going back to that place of my father saying, don't cause any trouble. Keep your head down. You're lucky. I've had. I find myself challenging that. And there's just really quick story I want to tell you. I had the opportunity to see Oprah in person. I didn't want to go originally because I thought the tickets were way overpriced. But I went, and she said this one thing that never has left my mind. She says, I have interviewed some of the most powerful people in the world, presidents, dignitaries, celebrities. And after almost every interview, even President Obama said, did I do okay? And what she realized is that we all just want to be validated.

[36:49] DALE BEATTY: Yes.

[36:50] ANNA DAPELO-GARCIA: We all just want validation. So when I see the housekeeper like I did today, I say, thank you.

[36:57] DALE BEATTY: Thank you.

[36:58] ANNA DAPELO-GARCIA: Or it's that whether you're the housekeeper or you're the CEO, whoever you are, we're just looking for validation.

[37:05] DALE BEATTY: Yeah. You know, it's so interesting, because I think you're being authentic so much, because we all have those mental messages that pop into our mind, and we all have to have the accountability to manage them. And you've been able to do that in your career and advance yourself and help other advance as well. We have a couple more minutes here, and I'd like to close with the following questions. At the end of your career, that's the first part of the question. What would you like people to say about you?

[37:37] ANNA DAPELO-GARCIA: That I cared about other people.

[37:40] DALE BEATTY: And the end of your life.

[37:42] ANNA DAPELO-GARCIA: Yeah. That I. That I wanted to change the story, my story for others.

[37:49] DALE BEATTY: Yeah. Well, yeah. And knowing you, you definitely have made a difference in my life. And I know so many people around you that would say the same thing. It's an absolute pleasure to know you. You're a mover and a shaker and an influencer, and I have a heart that's huge. And I just want to say thank you for your excellence. It's a pleasure to know you and be a colleague and a friend. You make a difference. And I just want to give you a huge thank you.

[38:18] ANNA DAPELO-GARCIA: Thank you. And likewise, Dale. It takes people like you to help others as well. So what I do in the future is part of you as well.

[38:33] DALE BEATTY: Thank you very much. It's a pleasure.