mr. ackerson did extensive work to make sure he drove the right behavior but i think we are on a continuum of making that cultural change. the very open and transparent way we are dealing with the issue and sharing it with employees, they want to change. they want to make sure we have the right systems and processes in place. i would say mr. ackerson started on that journey and we are continuing and accelerating it. >> how do you plan to measure that change? >> on a couple of fronts, one on the very real part from a safety perspective, we've already broken down the silos and we are mining data is in using some of the latest analytic egg links to make sure information comes from across the company. we have engaged employees and they are participating in our speak up for safety program. of choicerkplace survey every 18 months and we have seen improvements in that. that will be another key objective way to make sure we are driving the right openness. i get hundreds of e-mails from our employees on a weekly and monthly basis and they are engaged, and that to me is the best sign. is actions, no

mr. ackerson did extensive work to make sure he drove the right behavior but i think we are on a continuum of making that cultural change. the very open and transparent way we are dealing with the issue and sharing it with employees, they want to change. they want to make sure we have the right systems and processes in place. i would say mr. ackerson started on that journey and we are continuing and accelerating it. >> how do you plan to measure that change? >> on a couple of fronts, one on the very real part from a safety perspective, we've already broken down the silos and we are mining data is in using some of the latest analytic egg links to make sure information comes from across the company. we have engaged employees and they are participating in our speak up for safety program. of choicerkplace survey every 18 months and we have seen improvements in that. that will be another key objective way to make sure we are driving the right openness. i get hundreds of e-mails from our employees on a weekly and monthly basis and they are engaged, and that to me is the best sign. is actions, no

mr. ackerson did extensive work to make sure he drove the right behavior but i think we are on a continuum of making that cultural change. the very open and transparent way we are dealing with the issue and sharing it with employees, they want to change. they want to make sure we have the right systems and processes in place. i would say mr. ackerson started on that journey and we are continuing and accelerating it. >> how do you plan to measure that change? >> on a couple of fronts, one on the very real part from a safety perspective, we've already broken down the silos and we are mining data is in using some of the latest analytic egg links to make sure information comes from across the company. we have engaged employees and they are participating in our speak up for safety program. of choicerkplace survey every 18 months and we have seen improvements in that. that will be another key objective way to make sure we are driving the right openness. i get hundreds of e-mails from our employees on a weekly and monthly basis and they are engaged, and that to me is the best sign. is actions, no