Jivana 10:05:03
Welcome to the accessible yoga Podcast where we explore how to make space for everyone in the yoga community.
Amber Karnes 10:05:09
This podcast is brought to you by the accessible yoga Association, a nonprofit organization focused on accessibility and equity in yoga.
Jivana 10:05:17
Hi, I'm your host, Jivana Heyman, my pronouns are here in him, and I serve as the director of accessible yoga.
Amber Karnes 10:05:23
And I'm your co host, Amber Karnes, my pronouns are she and her and I serve as president of the accessible yoga board of directors.
Anjali Rao 10:05:32
Hello, everyone, and welcome to the accessible yoga Podcast. Today, I will be the guest host. My name is Anjali Rao, and my pronouns are she her hers. And in honor of the AAPI month, I'm will be joined by Cindu Thomas, we're really excited to speak about social justice and anti racism and all kinds of good stuff that Cindu does. Just an introduction to myself, I yoga educator, I'm a board member of accessible yoga. And I deeply interested in teaching and sharing and practicing yoga in service to the challenges of the times we live in an intersection of yoga and social justice. So today, we will be talking about disrupting anti blackness in communities of color. As a person who is from an Indian immigrant identity and who is brown. This is something that I really want to focus on with the expert Cindu Thomas. Cindu Thomas is the founder and principal trainer of Shakti diversity and equity training. She designs and facilitates professional development experiences that promote equity, inclusion, anti racism and intercultural competence. And Sindhu. I will invite you to please introduce yourself in a more comprehensive way you and your work and very warm welcome to you to the podcast today.
Cindu Thomas-George 10:07:14
Thank you. And thank you so much for having me. Anjali. So yeah, you mean you kind of get the crux of it. I'm a DI and anti racism practitioner. And I work I'm industry agnostic. So I work across different industries. And the goal in the work that I do is to help cultivate inclusive and equitable, anti racist and also inner culturally intelligent workplace cultures and leaders. And I've been doing that for just over 17 years, and I have a dual career, you know, my work, I have two children as well. But I'm also a tenured professor of Communication Studies at the college Lake County, which is about 45 minutes away from the city of Chicago where I live, and I specialize in intercultural communication and public speaking. So, you know, professionally, it's a little bit about me, this is not just a professional commitment, though, I spent a lot of time volunteering, you know, around inclusion and anti racism and social justice efforts. And so I helped to co found an organization called Malayalees, for social justice, about two years ago, you know, not just just almost two years ago, with some other modality folks across the country. And, you know, we're really focused on disrupting injustices that exists globally, but specifically to Manelli folks, and also anti racism is a big one of our platforms, specifically disrupting anti blackness within South Asian communities. And about, probably less than a year ago, I helped to co found the South Asian Solidarity Movement project. And that's actually a Chicago based right now, because I'm in Chicago, it's not a social justice. I mean, it's not a social media, you know, organization. And so our goal in this movement is to activate South Asian people to, you know, give back and grow and to give a crap about communities outside of our own and to engage in cross racial allyship. So Chicago is one of the most diverse cities, but it's also one of the most segregated and so we're really, we have different pillars, and we have quarterly panels and quarterly dinners and then community building and the whole goal is social impact. So I started that with one of my co founders Priya Shaw, and Shireen Mani Mala. So I'm really busy with that. So I do a lot of volunteering. And I'm a mom, I have two kids. Jackson is 11. And Jasper is seven. And that's my most important job. And then I guess the other thing about me is I'm a daughter of Malia Lee immigrants. My parents came here in the early 70s. And so I was born and raised in the suburbs of Chicago.
Unknown Speaker 10:09:48
Wonderful and thank you for sharing that. That you are a daughter of immigrants. How do you think that has shaped your own experiences your as a second generation I'm in Indian, I would think, and how has that shaped your work right now? What how has that influenced your family
Unknown Speaker 10:10:10
Family has a lot to do with it, right? Like, I think also, generation matters. So like, you know, I am a lot older than a lot of my cousins, I'm in my 40s. And, you know, we grew up my parents came in the 70s, when there wasn't a lot of Indian community here, right, they didn't have the big divan, like we have in Chicago, and the churches and the community built around it and the societies and so when we were growing up, it was a predominantly, I mean, it's still predominantly white, but there was a lot less Indian folks, especially Medallia folks, you know, in the Chicagoland area. So, you know, we were kind of, I think, you know, immigrants of that time, assimilated more, right, they didn't, they tended to not hold on to their culture as much because they wanted to thrive and succeed. And that was kind of a strategy at that time. So, you know, I was raised with, you know, more white community and white influence, white American influence and Indian influence. And I also, because we were one of the only families of color, and one of the only immigrant families, I experienced a lot of racism and xenophobia from literally like kindergarten. And it caused me to feel ashamed of, you know, my Indian nose, actually. And I changed my name from Cindu to Cindy for when I was in sixth grade, and I, I actually can move to San Francisco as Cindy and when I was finishing my graduate degree, I changed it back because I was studying, you know, whiteness theory and critical race theory and realizing that I was coming to this like World of whiteness. So I think my, my story of being an Indian immigrant has a lot to do with what I do today, because I got into this space, because of my experiences of being marginalized, and others, not only in, you know, my school and my American context, but also within my Indian context and family, because when you're raised in America, but you're Indian, you're supposed to be dutiful, and do all these things. And I was none of that. So I didn't really fit in in that way. And then similarly, I wasn't really fitting in and, you know, my US American context that kind of grew up in the borderlands. So yeah,
Unknown Speaker 10:12:12
yeah, no, I totally understand that as an immigrant as a first generation immigrant, but I've come to a place which is, has far more diversity and I migrated here in the night late 90s. So, I do understand that we are trying to sort of go in be in between, we are always sort of seen neither completely white, nor are we Black nor you know, so we are straddling these two different worlds. And I commend you for working in the space because so much of as marginalized identities also, we are, we are faced with, benefiting from so much of the systems that are in place, and the systems in place are deeply racist and deeply problematic. So that's something that I want to also ask you in a moment, but you mentioned that you, you are also in academia. Did you face any? I know, I read a few of your articles in which you talk about being you know, being discriminated against. So could you speak a little bit about that? And has that experience shifted in the in the last few years, do you think?
Unknown Speaker 10:13:32
Um, yeah, I mean, I, you know, you're in the Bay Area. So I started my career at City College of San Francisco and San Francisco State, and like 2003 2004, and I was teaching as an adjunct. And I absolutely experienced ageism, sexism, racism and elitism, because academia is filled with elitism. And so that, unfortunately, it started in my first semester, and I would say it has, you know, has it gotten better? I would say it's still exist. Do I experience it at the same level? No, but that's because I've learned to call it out before can even happen. And I've learned to it actually, I do experience a lot of isms. It's just very complex and in in and different, right. So I guess I'll just share when I first started teaching as an adjunct that, you know, it was in my mid 20s. And I, you know, was put into an office with a white six year old adjunct that had never had to share an office and it's all of his time at City College of San Francisco and, and I would I safe to say he was a racist and very comfortable being openly racist, and he refused to share his office with me. So it was like halfway into the semester and every time I would come into my and I had to see students and this was like, way pre COVID where people actually came to your office hours, and I would bring in like a picture frame of me and my husband or a book or something, you know that you communicated that this is my space, and every time I would come back, that would all be in the middle of the floor. So everything that I would put on the desk you would put on the floor. And then he would write me really racist notes. And he would actually talk about me when I wasn't there. And so we were in a shared office with multiple faculty members, a lot of them are full time. And so I'm this new adjunct, and people would knock on my door, and be like, I'm really sorry to tell you this. But you should know that this man is saying XYZ and you need to talk to the dean. And so I, I did you know, I had proof because he'd emailed me nasty things. He'd write notes. And the Dean was representing him, but this guy didn't care. He was older than the dean. And so you know, for a semester, he just kept going. And then it got eventually so bad that the union had to get involved. And I had to the Union was advocating for me, they had a mediate a meeting between me and my colleague. And the only way that I was able to get the office space in the shared office was for him to sign a contract that says, I agree to treat her with respect and stop writing her racist emails. And, I mean, it was ridiculous, because it was my first, you know, job outside of grad school. And it was just as you know, you already feel like you don't belong, because you're young Indian woman. And then you're just really being told because that was my introduction into higher ed. So I think that kind of set the tone for the next 18 years. I've experienced, I literally, I want to write a book. But that's, you know, I don't have time right now, because I have two careers and two kids, but one day, because I think there's a lot of value in lessons learned, right? So I do, I started a woman of color, I co founded a woman of color Employee Resource Group at my college, just because I was realizing that I wasn't the only one having these experiences, right. And the more I talked to other women of color, the more I realized that and that group has been a life mine for me, because it's a place where you can get together with Black and Latino and Asian and Native American and in other South Asian women in my college should just share experiences and support each other and advocate for each other. So I think, you know, with those kinds of things in place, there's less likely for overt racism and sexism to happen. However, it still does. So course -
Unknown Speaker 10:17:22
Brings up so much so many memories for me, Cindu, because as as you know, I have also taught, I've taught intercultural communication in another college here in the on the West Coast. And this was in the late 90s. And my paper got selected to be presented at a conference and the dean pulled me into the conference and said, I don't know whether you should go because you're Brown, and the predominantly white conference and you may be you may be discriminated against. He thought it was going to be protected. But I don't know, I don't know now, thinking, what were the intentions? But yeah, so I totally resonate with what you should
Unknown Speaker 10:18:02
do. And I think, you know, it's interesting, because I do in my college, I do a lot of advocacy around di and anti racism. So I, you know, teach faculty, I teach like an anti racist course, for faculty members. I do a lot of training around T AI. And, you know, I don't I think that trauma, and the kind of psychological trauma and the racial battle fatigue happens. And it comes a lot of times it's been from white women, and particularly white men that are much older than me. But in recent years, I think after the murder of George Floyd, there's this kind of, you know, there's a racial reckoning, but there's also this territorialism, right, like, who can talk about race and who can't, and I've definitely experienced some, you know, I would say, not so nice treatment from some of my People of Color colleagues, right, that are talking about me behind my back saying, Well, why is she doing this, right? I mean, I've been doing this forever. But now there's so many people who want to be talking about this. And this is all of a sudden become an industry right? I was doing where there's always questions about authenticity, what are your intentions and so I think it's more traumatic for me to experience those isms. And you know, the toxic treatment from other People of Color because I'm not expecting that so
Unknown Speaker 10:19:26
horizontal oppression horizontal discrimination, if you want to call it and
Unknown Speaker 10:19:32
I think like you know, you and I are South Asian woman, and we care about this work and in America when you talk about race, it's very Black and white. When you're not Black and you're not white, literally like where do you stand so again, you're straddling this like Borderlands trying to find a place for you but I think there's a place for everyone to do anti racist work so I I have to share because there is somebody I'm not gonna mention her name, but she's a big social media influencer and before the panda Make she went all over the country doing sold out talks and auditoriums. And I went to see her with my sister in law and in that she's a Black woman. And I think she's, she might not be so young, but she's younger than me at least. And in that talk to the sold out audience, she said, if you're not Black, then you need to sit down. If you're not Black, then you need to not be talking about anti racism or white supremacy, sit your butt down. And there is a Latino woman. And this is Chicago, right? We have a very racially diverse city. And so there's Latina women that spoke up and was like, Wait, I've been doing this for like, 25 years, are you telling me that I need to sit down? Because I'm not Black? And I actually went up and waited for her because I wanted to ask her the same question. Because I was like, livid, like, how are you going to tell someone to not engage in work that they've been doing? And when I asked her, she kind of was like, oh, you know, it's hard, but give me like a wishy washy answer. But you know, since then she has changed her approach, because she works with a white woman, even I see at least on social media, but I think there is this ownership, right of who can speak and who cannot. And I think that's really toxic, and it's hurtful, and it helps to strengthen white supremacy.
Unknown Speaker 10:21:10
That's a good point. That is a good point. Because the end of the day, who is who is? Who's getting advantaged here, you know, by weakening the voice of color. Is White supremacy. So yeah, I totally understand what you're saying. Yeah.
Unknown Speaker 10:21:27
Why does it say in yoga? I mean, I follow a couple of accounts. And I know, that's very much like, you know, who can who can do it? Who can be talking about yoga? And who's westernizing yoga? And how can we bring it back to our culture? Right. And so there's a messy conversation,
Unknown Speaker 10:21:41
it is unless we conversation, and there are so many nuances to that. And about yoga, I mean, I think we need allies. And we need all kinds of people practicing yoga, for, for disrupting white supremacy more than anything else, I think, which is the big poison of our times. And before, historically, so we're often just a segue into, into our own experiences as immigrants and People of Color one en Black, we are often sort of touted as the model minority. And I think that that also has sort of given rise to this thing that it's either you're Black, or you're white, and then and then the rest of them are somewhere in the middle, you know, floating in the middle. And we as People of Color, brown People of Color immigrants have been touted as the model minority, especially Indian, South Asia and other South Asians. How would we be better educated in busting this particular myth? Do you think? Yeah, so
Unknown Speaker 10:22:40
I mean, I think, you know, the model minority myth has been used as a racial wedge, first of all, between, you know, Asian folks and Black folks, because the idea was, well, Asian immigrants are successful, right? They're educated, they're high, we have the highest household median income, you know, we're not, if you look, statistically, we're not reliant on government assistance. And so there's all these ideas, we're studious, we're family oriented, we're not causing problems. And if they can do it, then why can't Black people do it? And really, that's really how it came up. Right. So this is a very much, you know, entrenched in white supremacy, ideology and culture, but we're not realizing it. And so, you know, when immigrants move here, whether you're a Chinese immigrant or a Filipino immigrant, or, you know, Indian immigrant, you come here and you learn the racial hierarchy that so clearly exists, right? And the racial hierarchy is Black people are in the bottom and white people are in the top right. And you learn you, you, you, you struggle to get here and you want to succeed. And so I think intrinsically, we just kind of latch on to the white folks, right? And we become white adjacent. And then we kind of like this idea of, oh, yeah, we're the model. They like us. Like, let's, let's be proud of them. I know people and even before it was educated about this, it was like a proud thing. Like, yes, we are the model minority who doesn't want to be called the model. Right, exactly. But it's actually really hurtful to us as Asian people. And first of all, Asian folks are not a monolith. Right? There's so many I think there's like 20 Different countries that are constitute Asian Americans. And like 40 Something countries that are in Asia, right. So such a vast and I think that's problematic. And if you I know you said this is for like AAPI month, but now there's a new term and it's a pita American Pacific something a desi API. Hey, Mom, because Indian South Asians, not just you know, Indians, but South Asians are oftentimes erased in this idea of Asian nurse because the white American culture or just a larger American culture looks at Asian folks as like East Asian folks, right? And so like, you know, we are such a big, big community which I think we need to kind of silo ourselves off because when you are just blanketed as Asians, then you don't know what we need, right? There are so there's so much diversity and We're such a heterogeneous community. And so when we say we're all the model, that means that the people who need those that help, right and the support are not getting it. So like Indian, Chinese, Filipino, you know, immigrants and communities in general are doing great, right? Financially, economically, education wise, not all but most, but then you have, you know, Mom community, the Burmese community, the Bangladeshi community that really needs a support, but they're not getting it right. So we say that everyone's a model in our community, then we're really, you know, silencing and erasing those voices that need that support the government funding, and we don't have the data to show that. So that's a big problem. And then also, you know, I would say that being a racial wedge and helping us to kind of be divided versus together with Black Americans, another big issue is that, you know, affects us in the workplace. So Asian Americans are the first to be hired out of college, but they're the last to be promoted into leadership, because there's all these stereotypes around being, you know, subservient, and docile and soft, spoken and obedient. And when we think of leader we don't think of those characteristics, right.
Unknown Speaker 10:26:13
And because we are so in cultured into the sense of hierarchy, that keeping up you know, that power, power difference, and we are taught that in our culture to, quote unquote, respect people, and, you know, that kind of plays against our own leadership, the leadership model, successful, you're absolutely.
Unknown Speaker 10:26:36
And I just, I just came off of a training and talked about this is called high power distance and low power distance, cultural concepts, right? So, Erica, in the US American business world, we're very, very low power, right? I'm sorry, we're very high powers, like there's very strict structure. And you know, there, here's your boss, and you need to report to this person, and there's clear lines, and then low power is more shared power, right? And equalization of power. But I do think that like, again, we're not a monolith. Right? You and me are both are you? Are you Indian, or Pakistani or Indian. So we're both Indian woman, right? But we're very different, right? Because we were raised in different places. And even we were raised in both in America, we read different. So there are a lot of Americans that are Asian that are much, very capable of leadership roles. But those people are getting overlooked because of these ideas of what it means to be Asian. So model minority myth is something that we should stay away from. Not helpful for anyone. I think it was a you know, contrived by politicians, and it's been, you know, fed down our throat. And we don't realize that it's actually divisive, and it hurts us more than it helps us.
Unknown Speaker 10:27:46
Absolutely. Well, thank you for sharing that. I also wanted to kind of highlight the group, the organization that you have co founded the South Asian solidarity movement, to orient South Asians in Chicago, engage in social impact to promote cross racial solidarity and collaboration with Black Latinx Asian and indigenous communities. Can you share your vision for this organization?
Unknown Speaker 10:28:15
Yeah, you know, and I just had to share like a, you know, how it even came along with I've been doing this work for a long time. And I, you know, I'm part of the organizations and there's another woman Priya Shah and she is a CEO of a nonprofit. And she's very similar. She's been doing this work, but more community based, I've been doing it more in education. And we live literally walking distance from each other. But we met because of social media, because I'm not a big fan of Instagram, but because amazing woman like yourself on it. So she saw me talking about anti blackness in South Asian communities, and reached out and so we kind of for six months, just kind of met on Zoom talking about what could this look like. And we had our first event in November of 2021. And it was 150 people that showed up and you know, like, it was insane to to have that many people kind of during COVID and really engage and it was across racial audience, talking about anti blackness, you know, and how to disrupt anti blackness. And so, you know, our goal in the South Asian solidarity movement is to really activate South Asians to give back and to help cultivate a more anti racist and inclusive and equitable society. But right now, it's specific to the city of Chicago because I think in order to make change and impact, you have to start local, right? You can't just go everywhere. So you know, we're starting with our own city. And we hope to go beyond Chicago. Once we get our groove. You know, we're still in the first year but really how we do our work is through educational opportunities that promotes self awareness. So every quarter we have a panel discussion or workshop. We just had one on white adjacency just a couple of weeks ago, and then our next one will be in interactive workshop and then we have Jeffersonian dinners. I don't know if you know what a Jeffersonian dinners, but Thomas Jefferson used to use this approach where he would invite thought leaders to the table, and get ideas and cultivate those ideas and talk with other leaders in order to get his ideas to implement. And so Jeffersonian dinners are, you know, invite only I think it's like eight to 14 people at the most, and you have a sit down dinner, but you have a very pointed discussion, where you're not just shooting the shit, but you're actually talking about a specific topic, right? So our last topic was anti racism, or why aren't South Asians giving back on what are some ideas and so by the end, so that really helps you to really be self reflective and talk in community at a deeper level. And then the idea is that, you know, people will come to those dinners will like our initiative and want to be partners with us. And so we eventually grow our community. The other one is community engagement. And so, you know, giving back and engaging with the community, communities that are in need. And and then social impact, which is, you know, not just volunteering and bringing your children and your families and getting out of our bubbles, but also financially giving right country contributing in a philanthropic way, because Indian and South Asian folks, we get a lot, right, but who are we giving to we're giving to temples, churches, we're giving to our mosque we're giving to our families and our communities back in India, which is important. But now we're also part of this landscape and America. And I think it's time for us, at least people in my generation, you know, who are born and raised in America to also see the opportunities to give back to our local communities. So that's a little bit about, you know, the South Asian solidarity movement. It's really exciting. We have a website that's getting redone. We also are in social media, so you can follow us.
Unknown Speaker 10:31:51
We will put all these links, when we share on social media as well. I'm a big believer of grassroot level organizations or grassroot level changes, because that's really the thing that has the most impact in people's lives. And I talk a lot about like, you know, micro active activism, and then that leads to meso level, and then that finally, hopefully, will lead impact, macro level activism and social change. So for folks who want to be more active in this kind of work, and that's what I always get asked when I talk about, you know, social change, how do I make an impact? Right now we are in in the world, which seems to be very overwhelming, you know, climate crisis, and war and pandemic and so much of so much of need in the world, right, so much of grief and so much of collective trauma as you will, right. So people want to make a difference. And as a person who has made a difference in your local communities, how would you? How would you advise, what would you what would be your recommendations for folks who want to do something, but they don't know where to start?
Unknown Speaker 10:33:05
Yeah, I think the first thing is to figure out what is your why, right, you have to know why you're doing this work. It has to be something that you care about, because you know, this work is not it's tiring. And it's it's long winded. It's not just like a three month thing, right? This is a lifelong commitment to social change, and social justice, and whatever your causes are, but always know your why. Why are you doing that? Because it'll help ground you. And it'll help you continue because a lot of people get burned out. Right. And that's, that's okay. I've been doing this for a long time. And I definitely probably felt burned out. But I continued, because I always remember why. Right? So I think that's one thing. And then, you know, start with your local communities, right, you can't make a huge dent unless you start with your own families and your own friends and your own community, whether it's regional, ethnic, family, religious community. So start small before you can try to scale bigger. And I would say this might be controversial, but you know, try to not only do this work on social media, because social media ism only goes so far.
Unknown Speaker 10:34:12
Right? It can be performative rather,
Unknown Speaker 10:34:16
Well, there. I mean, we saw after the murder of George Floyd, our feeds were just filled with Black Lives Matter and Soutb Asians for Black Lives Matter. Those are like pretty girls taking selfies of themselves and Black enough. So it's like, there's a lot of this Savior ism, that happens and that's okay, you know, this human social media was a need during COVID. But I do think that there's a lot of problematic accounts and behaviors around inclusion, anti racism, social justice, and, you know, the profitability around it. And, you know, you start with a social justice person or anti racist person that's talking about great things, and then all of a sudden, they have ads and they're selling you this and then it becomes this completely different thing. And so it's like the genuine nature of that I think is lost. And so, you know, absolutely social media is great. You can learn a lot, you can increase awareness, but try to do some of your work outside social media in real life, right? With real people. Yeah, so I think those are like three of the things and also just look for other organizations that are doing the work, right. I mean, if you are listening to this, and your money ally, you know, money is for social justice is an open door, we're always looking for people who are wanting to invest in and volunteer. And again, that's more social media related, but that connects you to real people, right? I have real relationships with the people that I work with at MSG, right. So yeah, that's a little bit. Those are my advice, pieces,
Unknown Speaker 10:35:45
great advice, know the what, know the why, and be connected to real people, and try not to just do this in a performative way. So some really, really good, good advice there. Thank you so much, and do and any, you know, like you said, the Asians and Pacific Island islanders are a very diverse group, and there's so much to celebrate, in our cultures and our traditions, or religions, or languages, etc, etc, right? In celebration in honor of this diversity that this heterogeneity that we all have, what would be like some closing comments, and any last, any last pieces of raw for shoutouts, you want to give?
Unknown Speaker 10:36:39
I mean, I think, you know, in honor of, you know, this month, and, you know, being born and raised in this country, I think it's great that this month is actually a thing now, right? You know, five years ago, you weren't hearing a lot, the people weren't making noise about it. So I think that as a community, as Asian folks were empowered, to share who we are, and to let people know that we're here, and we're smart, and we matter. And, you know, we can be successful on our own. And I think, you know, growing up, I didn't see a lot of representation of South Asian folks, or just Asian folks in general. And now you see so much. And so I think that's a huge win of just looking at our representation in the media, in everything from Hollywood to make up to whatever, right we have the Lilly Singh's and the Mindy Kaling, Visa, and in Indian food is no longer people saying you use Malay curry, now they're trying to eat that curry to make that curry. So in a way, it's actually really cool, because I think that we've been in this country now long enough that people are stopped to looking at us as being exotic, and they're looking at us for the beauty of who we are and our potential. So I think that's a big success. I do think that with that, we still have to be diligent and vigilant and realize that, you know, we're not, we're never going to be white Americans and accepted, right, we're all People of Color. And we have to be aware of that and work together to kind of disrupt these systems that work to oppress People of Color, right? racism and white supremacy. And so to be engaged in that, and just because we made it doesn't mean that this is somebody else's problem, right? This is everybody's problem.
Unknown Speaker 10:38:18
So great. Thank you so very much Sindhu for joining me and I so look forward to seeing the movement that and the organizations that you have co founded grow and from strength to strength and dog your life. And I just hope that you know, I hope you get to write a book and I hope we all get to read it.
Unknown Speaker 10:38:48
Maybe when I'm retired, or my kids are in college.
Unknown Speaker 10:38:51
Well thank you so much for joining us and I wish you the very best.
Unknown Speaker 10:38:55
Thank you so much. Anjali.
Jivana 10:39:00
Thanks for joining us for the accessible yoga podcast. We're so grateful to be in community with you.
Amber Karnes 10:39:06
Please check out our website accessible yoga.org To find out more about our upcoming programs including our annual accessible yoga conference. At our website. You can also learn more about how to become an accessible yoga ambassador and support the work that we're doing in the world.
Jivana 10:39:20
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Amber Karnes 10:39:25
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Transcribed by https://otter.ai
