JoAnne Bass

And I knew for certain that the only way we were going to tap into this next generation and the generations that follow after that is we can't have old, antiquated people policies that I came into 30 years ago.

Our workforce looks different today than it did 30 years ago.

The military looks different today than it did 30 years ago.

30 years ago, the workforce was primarily the man coming to work and the woman staying home.

And that is what things look like.

And I'll never forget, you know,

the old generation military would say if the military wanted you to have a family that issue you one, like that was a thing.

That is not the case in today's modern military family or today's working family.

And so we've got to update our HR people policies

And they have to be relevant at the speed that we need it to, to be able to onboard talent that we have.

The other thing that I would say is, and this can be controversial, and I've had a lot of my peers in the military kind of freak out when I say these things, but when I think about the military that we're going to need in the future, it looks more like Oceans 11 than it does...

you know from 50 or 60 years ago like I care less about the rank that somebody has on their sleeves or or their shoulders I actually care about the potential and the talent and and and what they bring to the team and so that's where I think we're going to have to tweak up some of our stuff to reach that next generation the other thing that I would say it's interesting because people

people always say, oh, this generation.

And I'm like, they said that about me and you, you know, when we entered the workforce.

And what I would say is this generation has choice.

This generation wants to know that they are part of something greater.

This generation is going to ask why.

And we better be able to have some transparency to help

You know, just bring them along so they understand the big and they're so smart and talented.

Like they know.