OK, hear me out. You know that feeling when you
finally get home after a long day or if you work from home
like me, you close your office door for the night and you just
breathe and you exhale. Everyone breathe.
That's what your space should feel like, like a sanctuary, a
place where you can truly unwind, let go of the stress and
just be. This is advice I'm giving to
myself because I've been taking on a lot at work.
And at the end of the day, if your bed is not the most
inviting, relaxing, luxurious part of your home, we need to
talk. Like, what are you doing?
So here's the thing. Your 5 to 9 is just as important
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Like I, this is a dream, OK? And you're going to have amazing
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I have the Cozy Earth bamboo sheet set.
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Let me just do that one little line over because I used the
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And by the way, I don't know if my mom is going to hear this,
but this is what I'm going to get her for Mother's Day.
Mother's Day is coming up. And I always, this is terrible,
but I always end up being like, Oh my gosh, that's Mother's Day.
But now luckily I have a heads up and I'm reminding myself and
you that Mother's Day is coming up.
So by your mother, your spouse, your I don't know, dog mom,
something amazing like these bamboo pajamas or the sheet set
to really make their Mother's Day special.
As a matter of fact, I'm going to ask my husband to get me the
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out T-shirt and it is time for an upgrade.
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That is like the best deal ever. And if you get a post purchase
survey, by the way, please let them know that you heard about
Cozy Earth right here on the Bringing the Human Back to Human
Resources podcast, because it is so helpful for them to know that
my discussion with you about having this most fabulous 5 to 9
after your nine to five impacted you in some way.
And by the way, like I said, the first thing that I'm buying not
only for my mother, but also for the other mothers in my life are
those cozy, fabulous bamboo pajamas.
So let's prioritize sleep, prioritize.
You sleep better with cozy earth.
Welcome to the Bringing the human back to human Resources
podcast. I'm Tracy Chernoff, and I've
spent my entire professional career in HR.
Each week, we'll explore the delicate balance between people
and business with the aim to reconnect the two and create
meaningful outcomes. Listen in as I share my own
experiences, challenge the status quo, and chat with guests
from various industries about our mission to bring the human
back to human resources. Welcome back to the podcast,
everyone. Thank you so much for being here
for another week. We continue the conversation
around DE and I this week because it's an important one.
And so this week I have Yolanda Slan on with me and she is Tela
Verde's Chief People Officer. She's also an experienced HR and
employment leader with the record of success in building
and enhancing HR programs in both the private and nonprofit
sectors. Yolanda joined Televerde from
Southwest Center where she last served as Director of HR,
managing all HR activities and enabling the organization to
function at its highest level through the recruitment,
development and retention of high performing, mission aligned
employees. She's passionate about
diversity, equity and inclusion. AKADENI and she has a deep
understanding of talent management strategy, which has
enabled her to create a positive impact in all of her past
positions. Yolanda, it's such a pleasure
having you on. Thank you.
Thank you for having me, I'm excited to be here.
Of course, Oh my gosh, I've really been looking forward to
our conversation because I think first of all, we kind of hit it
off. I'm just saying we totally hit
it off and you know, I think it's really important on a when
we think about the subject of DE and I to hear from as many
people as possible. Because as we know, one of the
things that we'll talk about in today's episode or this week's
episode is that there are just a lot of misconceptions.
And this has been something that's been brought up on my
podcast in the last few weeks in terms of like how we help to
debunk so some of those misconceptions.
But I'd love to hear from you what draws you to DENI, because
this is something that I know you're passionate about and as
it remains a really important topic for you.
But maybe like let's start there kind of at the top.
What what really draws you to it and and makes it a passion for?
You, it's a passion for me for one, I mean, I'm a visible
representation of DENI, but also what it stood for.
I've also, you know, I grew up with a hidden disability and
really not knowing how to navigate when it wasn't so
prevalent in in the world. And everyone spoke about it,
about how to navigate and try to fit in.
And so we often, most of us always go through this kind of
imposter syndrome, trying to be something other than what we are
to fit in, to move ahead in corporate society, not only in
school, but in work, and trying to mirror what I thought was
normal. And then there wasn't a lot of
space for uniqueness and for you to just be you.
So that's really where my passion stems from, not only
being a woman, but being a woman of color with a disability and
navigating and being able to be in a position to help carve out
that space for others that are like me, that, you know, being
different, it's OK and it can make you stand out.
It's actually good qualities to have people that are not like
you to show a different perspective of the world and how
you view things. And I just think it really opens
up our world as a whole and you can reach a much wider audience
when you just allow people to be who they are and bring their
uniqueness to the table, especially in the workforce.
Absolutely. First of all, thank you so much
for sharing your own personal experiences around, you know,
some of these topics, both from as you mentioned, you know,
being a woman of color and also having this, you know, so to
speak, this unseen disability. And you know, I, I would hope
that there and I would expect that there are listeners who
really resonate with that either based on one or both of those
kind of descriptors. And what it does kind of make me
think about is that just very holistically, if we take
ourselves on a little bit of a journey here, companies for, I'm
going to say millennia, but let's just say centuries, at
least decades as I went from. Millennia to decades.
At least decades have celebrated global expansion and have said,
oh man, this is amazing. We're expanding globally.
We're getting people from all the different backgrounds.
That is diversity. That is right.
That is correct. That is diversity, yes.
And when we think about that, like this is one of the ways
where I'm like, is anybody like, is anybody listening to
themselves when they're really confused about what they like?
You people probably have worked with or for global companies
before, right, who have had a global footprint and that's
always celebrated as it should be.
And yet we're going through, I don't even want to call it a
renaissance, but a almost a reckoning in our in the US, at
least around what Deni is. And I'm like, I don't, I didn't
think that anyone was ever that confused because we've always,
we've always celebrated diversity.
At least we should have. And then we were right because
maybe it's not always but though the companies that really
understood that differences of background, that is diversity at
its core, but that brings a whole lot of strength to an
organization and to like a thought process even.
Like when you have people with different backgrounds because
you want to reach a wider audience, you want your product
or whatever you're doing to to resonate with more groups of
people. And that is diversity.
And I believe with us in the US and right now we're going
through this change or whatever we're going through, I don't
even know what to call it, but. It's because.
We don't really understand it. We've made it something separate
and apart from doing everyday business on a global scale.
We've made it its own unique island.
And it's really not. It's something that we
incorporate when we just do business.
I mean, and marketing for that. That's what they do.
They create ads, they create things that will target a wider
audience. That's what D and I is all
about, targeting A wider audience and bringing that into
the workforce. And it's celebrating the unique
so people can relate to one another.
Products want you to relate to why you should use them and it
is for you. It is for everyone.
That is what DNI. DNI is and its core.
That's exactly what it should be about.
But we made it. And companies for so long for me
have done it wrong because they've made it so that they had
to have these special deni ambassadors or positions instead
of just teaching their everyday corporate from the top down
about how to incorporate differences into the workplace
as a whole. Not as some separate activity
that you have to do, just how to remove some of your biases, some
of your understanding. We've made it where we don't
educate people. We made it.
Well, we have to run it through this program to say this is what
we're doing or for marketing purposes to say we have this DNI
program to be, you know, in the cool gang, so to speak, or the
cool kids when instead of educating people, we made it its
own separate thing and it was never incorporated into our
everyday work function. You know, you've made me first
of all, so true, everything that you've said and it made me think
of something, which is really how we're kind of you and I in
this conversation are starting to help people think about DNI
by flipping the script a little bit, like turning it on its head
and explaining it from a different perspective.
Because we, you know, some, I think some of the, the
misconceptions in anything, whether it's DNIHR and all the
stigmas that we know are there, it's from like constantly
looking at this thing with the same lens and never really
thinking critically, right? So it made me think about how
with something like that, I just spoke with someone about, which
is how let's take unconscious bias, for example, you could
have a really positive view of people from Canada, right?
You could just love a Canadian. And I have Canadian listeners
and they're probably like, yes, love.
US. Right, but just for.
Right. But just for an example, you
could you could like every Canadian you've ever met has
left such a mark on you and you just love them.
You get applicants from Canada, you probably have a positively
skewed bias for them, right. So this is taking the same thing
that people think Dee and I is doing like, you know, we, we
know that it, it, it allows us to think differently about our
biases, but we're also not always understanding that some
of our bias is positive. Like it's, you know, we can,
it's all about like perspective and it's not always that way.
Obviously there are a lot of unfortunate biases that are very
negative, but I'm just, you know, for the in the effort of
trying to think about things a little bit differently and
understanding that positive bias can also have a negative effect.
It can, right, Like you could, we could love the Canadians, but
you know, again, this is just an example.
We could love the Canadians and then you could just be so
focused on hiring that Canadian that they're not the right
person for the job. Exactly.
This is right. Like this is kind of where this
whole like bubble that's being kind of posed.
To generalize everything and make everybody the same.
And so in all you US people are not the same.
All Canadians are not the same, you know, and just be, you know,
be, as you said, we can look in that lens and think, oh wow,
every Canadian I met is this, this and this.
And we can lose focus by really looking at some of the details
of this one individual. We don't tend to look at people
as individuals. We tend to look at them as
groups. And that's a bias.
Yes, exactly. I appreciate that you understood
because I was like, I don't know how I'm going to articulate this
without like making it confusing and like not even that, but like
losing what I was trying to say. So I appreciate that you've
fully summed that up for me because it's like that.
That's honestly that's it is like the bias, whether good or
bad, whether it's like a positive thing, like it is still
a bias. And so the the the way that D
and I really works when it works well, is that it helps us to
understand those things. Would you agree?
Is it like I? Totally agree.
It's like holding up a mirror. It is.
It's I totally agree. And it's about looking at each
unique individual as that, as an individual and what they have to
offer. It's not about looking at groups
as a whole, this whole thing about, you know, DNI versus
merit that people have in it's DNI was never about that.
It never replaced merit based things.
What it was, I mean, I think I, we shared in our opening
conversation was DNI started about it was about recruiting.
That's really where it started about opening up the playing
field for everyone to compete. It was never about hiring a
quota and people again, we talked about they've they've
mistaken DENI as affirmative action.
Those are two separate things. They are not interchangeable.
They're not one in the same. They are totally separate.
All DNI was about was about opening the playing field and
marketing to people to apply for jobs.
Saying that go beyond your bubble because there may be
other qualified people out there that don't look like you.
That was what DENIN is about. And if they are not the best
qualified, don't hire him. It wasn't about hiring him just
to check a box. It was about hiring the most
qualified but going beyond your circle to look for the most
qualified. That's where it started and then
it evolved into this whatever. Then I needed to check a box or
I needed to say, oh, we have so many of this race or so many of
these females or so many of this.
That was never the purpose of the ENI.
And that's where the misconception and it became so
political because people and companies have been doing it
wrong and they gave it a bad name.
That was never the intent of the ENI.
I. Mean we have nothing further to
discuss. That's exactly right.
That's it. OK, everybody see you next week.
Like that's literally it. That's I'm telling you, that's a
sound bite right there. Everyone listening is like
rewinding. Wait, let me listen to that
again. No, that's like, I'm not even
trying to make light of it. It's like it was so perfectly
put because thank you. You.
Of course. I mean, you touch on a few
things that are really important to call out, which is that
affirmative action has a place in many organizations for a
specific purpose and DNI has a place in organizations for a
specific purpose. And one of the other things that
you talked about is that some organizations have not been
leveraging DNI initiatives properly.
And so that's where this like blurred line comes in.
And unfortunately, we even see from some significant HR
organizations like Sherm, I have no problem like calling them
out. Everyone that's listened to me
for a while knows like Sherm's going to definitely roll off my
lips as like one of the companies that I kind of call
out or organizations that I call out has unfortunately, I think
enabled this improper leveraging of how DNI serves a purpose in
the organization. It's not to say that everything
that they're saying like, you know, at SHERM is incorrect or,
you know, improper, but there's a responsibility I think that HR
organizations especially have when it comes to how we drive
understanding and commitment to these things, right?
Like removing equity from DENI is not equitable.
It's not. It doesn't.
Make. Any sense we still we mentioned
you still have a pay gap that's that's equity we there it still
exists and DNI really just covers the Civil Rights Act of
1964. That's really where you can't
discriminate based on these things that never go you're
removing DNI does not replace the law.
That is the law and that's what, again, what DNI was built on was
basically removing biases about when you hire, when you're
looking at a person, just consider all things.
Just because this person may have not come from the same
background doesn't mean they can't bring something new to the
table and offer your company. Give them an opportunity if they
qualify. If they qualify, I have.
To underline. If they qualify again, their
race doesn't make them qualify, their gender doesn't make them
qualify their disability. But it's saying because they may
have one of those other markers doesn't mean they don't qualify
either. Right, two things true.
One, yes, yes, yeah. It's so true.
It makes me think about something that I talk about
often in the subject of or with the subject of DE and I, which
is like taking, I think maybe just to backtrack quickly when.
Race and gender, which are generally the most commonly
talked about, like categories within D and I because they're,
you know, the largest in terms of what we understand.
They're the most visible. The most, exactly, the most
visible. Thank you.
That's like, you know, where people tend to go naturally and
yet then you hear from people, oh, I don't really want to talk
about it. It's political.
But The thing is, OK, let's talk about ability versus disability
or both, you know, not really versus not to compare them.
But it's like, well, if someone has some sort of unseen
disability, which you've shared with this audience very
vulnerably that you do, you know, it's like, for example, an
accommodation, an an accommodation is something that
we know is like a part of the law that reasonable
accommodations are our responsibility to employees,
right? And it's not to say that every
person is going to receive an accommodation or the thing that
they request is going to be approved.
But this is an example where, you know, if we take DENI
through the lens of someone who has an unseen disability, like
people are going to maybe not even share that they have
something that would require an accommodation.
If a company is like, oh, we don't believe in DNI because
they're only thinking about it from 1 lens and not really
gathering that this is so much more than race and gender, even
though race and gender are really important.
We know there are gaps still, yes.
So they remain important, but those other things are also part
of it. Part of it religion.
That's DNI. You know, a different belief
system than what you come from or but you know, it sheds a
different light, a different point of view.
You know whom you choose to love.
That's D and I. All of that is DENI at its core.
And as you said, most people just think about gender and
race. That's just two of the bigger of
this whole big picture that we have.
The DNI encompasses so much. I mean, it's about just the way
you thinking your background is DNI because because I grew up
this way, it, it shows how I view the world versus the way
you that's DNI. It's about diversity in all
aspects, not just those key markers that we tend to put it,
put that lens on, you know, race, religion, you know,
background, gender, all of that. It is, it is so encompassing,
encompensing and it is bigger than our small little petty
differences that we've made it to be.
Even our political views is DNI. Right, because everyone should
have an opportunity to sit at the same table.
Exactly. I have this example that I like
to use, especially because I think there's this misconception
in DNI that lends itself to this like equality understanding
because people often I even like, I had like a someone who
like rage commented on one of my reels who was like, this is
equality. What do you mean when I was
talking about D? And I'm like, actually, it's not
that's equity. Let's like break this down.
And so this image that I'm thinking of and you might have
seen it is I'm actually going to look at it so that I can
articulate this. Well.
It's an image of three people at a baseball game.
And it's like, I'm an image of equality on the left and an
image of equity on the right. So you have someone on the left
who's particularly tall, maybe an adult.
It looks like a child, much shorter than the adult, and then
like a toddler, so obviously the shortest.
And on the equality side, everyone gets one box.
Let's say it's about a foot tall and they're all standing on the
box. And the little toddler still
cannot watch the baseball game because they're all behind a
fence, by the way. And so the the adult see is even
more clearly the child pretty clearly over the fence, and then
the toddler can't see the baseball game at all.
On the equity side, you have the adult without a box standing
taller than the fence and able to see and watch the baseball
game. You have next to to him the
child who's standing on one box who can still see over the fence
for the baseball game. And then you have the toddler
who's standing on two boxes and can finally see over the fence
to see and watch the baseball game.
And this, it's a perfectly depicted image of how we can
understand what equity is. We're not saying that we're
treating everyone the same way because then that toddler still
can't watch the baseball game. It's about like providing and
offering the opportunity for everyone to enjoy the baseball
game, but maybe giving a toddler two boxes so they can watch.
Rather than. Exactly, rather than applying
the same broad stroke. Approach, and that's what we
have been doing, is applying this broad stroke to everything
and it it's not equitable. The toddler is there to watch
the game as well. So how can we help that toddler
watch the game? Yeah, he's not as tall as the
others, so let's give him two boxes to stand to just watch the
game. That's it.
He just wants to watch the game. Right, It's not that deep.
It's OK. Like he.
It's OK that he gets two boxes, right?
It's OK. It's OK.
Everyone's gonna be OK, he's going to enjoy the game with his
friends and everyone's going to be OK.
Like, doesn't really cost someone giving him the boxes
that much, right? Does it do anything for the
others to to disable them from watching the game?
No, they're all enjoying the game together.
There's another image out there too that I think we've used in
the past and it's about everyone having a bike and it's a
bicycle. OK.
And it's this gentleman with a bike, female with a bike, a kid
with a bike, and a toddler with a bike.
And it's the exact same bike. So it's a big person's bike, but
it's about trying to drink. How do you get from here to the
park by riding this bike? Being equal, everybody gets the
exact same bike. Being equitable is that you get
the toddler a tricycle, you get the kid a smaller bike, you get,
you know, the other person, maybe a one of those tandem
bikes that they can help ride with somebody.
But it ultimately everybody gets to the park to ride a bike,
everybody gets a bike, but it doesn't exactly have to be the
same bike. Right, right.
And that is, that is exactly what we're talking about here is
that we don't want everyone to have the same bike.
It doesn't work, no. And it's OK for people to use
different modes of transportation to get to the
same place. It's OK, it's.
Right. It's that maybe that's the
title. It's OK.
It's all OK. We will all get there.
It's OK. All the news channels should
just like, pick this up and say, oh, it's all OK, We're we're
gonna be fine. It's.
OK, it's going to be fine and it cost you nothing to let someone
else ride a bike that they can actually work and utilize.
Why would you give a kid an adult size bike that they can
never reach the pedals they can't do?
Why would you do that? Right.
It's like when we get gifts that don't make sense to us.
Like it's like you're really grateful that someone's given
you a gift, but like, if you, if you're, you know, if you're not
someone who, who is able to walk, giving someone you know, a
membership to like a running club is probably not going to
make a lot of sense. Right.
Correct. Right.
Correct. Yeah, exactly.
And even at work, you know, having someone where you may
have to elevate a desk for someone in a wheelchair for
their chair to do the same job you're doing, it costs you
nothing to elevate a desk for someone to actually be able to
sit there and, and work right or to lower a desk or to it costs
you nothing. Right and.
No one's getting favored. You know better treatment than
another person. Your desk is fine.
If you need an adjustment, we'll adjust your desk.
Right, right. You know, it's, it's funny.
I'm like, why is everyone so concerned with every everybody?
Else, everybody else, right? That's that's the problem.
That's the real question. That is the real mind, your PS
and QS right when I say they. I mean mind your business.
We just say mind your own business.
You did it the polite way, but really just mind your own
business. There's some other words that
can go in there, but mind your business.
I'm. Literally crying for anyone
watching this on YouTube or Spotify.
I've lost. I've lost all my marbles.
That's like, that's really funny.
It's so true. That's the title.
Mind your business. Mind your business.
Yes, but also like advocate for people but also mind your
business. Exactly, and or it really you
part of this if you just leave other people alone, they don't
even need you to advocate. No, let them advocate for them.
Yes, that's just mind your business.
Right, right. Because when you advocate, you
tend to advocate the wrong way. That's, you know, it's.
Because you make it about you. It's a good you make it about
you. And yeah, I'd rather you just
leave me alone. It's OK.
You. Know what honestly say?
I really don't need anybody. I don't want anyone managing me
and I don't want anyone advocating for me.
Just let me. Yeah, I got it.
I got it. You did it right.
I got me. I tell people I got me.
You don't know what I need. I got it.
I got me. That's so funny.
I'm so glad my eyes I can't. That's so funny.
It's. So I'm sorry I'm being a little
too real and authentic. No, there's no such thing.
There's no such. But really, I got it.
I got it. Yes.
I'm. I got it.
I got me, yeah. Absolutely.
And you know, this like it's, it is all so relevant because when
we really like look at the argument that's being made that
is like people we're not hiring based on merit.
It's so offensive because. It's so offensive.
People like you and me, women in business, you are obviously a
woman of color like it. It degrades the work that we've
done to get to where we are exactly.
For our marriage and we worked hard to get here.
Yeah, exactly. No one handed me anything.
Right. I work and The thing is, I'm
good at what I do. I am so good at what I do I
love. That of course you are.
That's why you're on the podcast.
There's a practicum, everybody. You have to pass a test before
you can. I'm just kidding.
No, it's so. It's so true.
And good. For you and good for.
You like you, and I'm not afraid to say that I am good at what I
do. This is my I mean, I love it,
but I'm also good at it. And that's that's why you're in
the role that you're in, not because you're a woman, not
because you're a woman of color. Those are just added benefits
because you're bringing your experience.
To the and I bring a different perspective.
Absolutely. Those are just those are the
pluses. But my knowledge, my background,
my work ethic, that's what got me here.
No one handed it to me because of they handed it because my
resume said you earned it. Right.
And you know what The thing is? They don't know that there are
people out there who are being handed things and and succeeding
in their roles. It just doesn't.
It doesn't. It doesn't happen.
Like you're going to get and if
you. Are not giving out passes just
because a person looks a certain way or have a certain thing.
Then again, you're doing it all wrong and that's why we're at
this crossroads that we are is because people have been doing
it wrong. If your company has just been
going all let me interview so many people of color or so many
women so we can say we did it, you're doing it wrong.
If the women don't qualify or meet the quote, don't interview
them. Right, right.
It's OK. It's OK.
You're not. You're not a misogynist.
Exactly. Exactly.
And we've gotten into this culture where that's what we
think, I guess DNI is. And it's so not please stop
doing that. If you're doing that, if you're
out there and you're listening and you're doing that, please
stop doing that. Just hire people for them.
And if they are not cutting it, there are ways to get rid of
people that are not doing their jobs.
No one should have a job if they don't know what they're doing.
Right. And especially if they're not
doing it well, I mean, at the end of the day, I'm sure you
kind of take a similar approach, which is like people aren't
fired like performance wise because they they didn't, they
like, you know, worked really hard and they were meeting
expectations. They're terminated for
performance based things because they didn't meet the
expectations. And of course, that's a
generalized statement. There are organizations out
there that aren't always doing the right thing.
We know that to be true. But by and large, like if
someone is being let go because they didn't meet expectations,
that's what it is. It doesn't usually have to do
with other things. We know that of course there's
discrimination all the time, but this is again, kind of coming
back to this, this like the ethos of our conversation.
It's like, how do we remove bias from every step of the
employment process, from recruitment?
And if you get a job, you were probably not the most qualified.
It had nothing to do that the other person was a woman or
color or had a disability. You didn't get the job because
you weren't the most qualified. And so stop, may, you know,
raising a stink about it because you didn't like saying, oh,
they're just doing it to meet a quota.
No, you weren't qualified. It's OK.
It it's all gonna be OK.
Someone was better qualified than you, it's OK.
Right. And you know what, for the, I
really believe that these are the minority of companies where
they're, they are discriminatory because we know that this
happens, that there is discrimination and processes and
organizations. But again, I believe that that's
the minority of businesses out there.
It's not the majority. And The thing is, they're doing
the wrong thing all the time, all the time.
It's not just with you. It's not just with like Peter
Piper, like it's all the time. They're not paying.
People. Right.
They're they're, they're being biased in their promotions.
They're fine people incorrectly, like it's everyone.
Yes. And you, that organization's
probably not going to be in business for a long time.
Right. But that's why they're facing as
much trouble as they are. Yeah, they, it's the core is not
the people they're hiring. The core it it's much bigger
than that. They have systemic issues that
are taking place. 1000% and I, you know, I think it's so good
that we talk about things like this that are being challenged.
First of all, I actually think when things like this DE and I
or any type type of like organizational structure or like
ideology or idea or program is challenged, it makes it stronger
because you think about what are the things that I'm not doing
well with this? What are the things that I need
to focus on? If like for companies that are
doing like D and I roll backs where they're saying like that
doesn't matter. Like it makes you a smarter
consumer also to understand like where maybe it's not even in
consumption but it's also in like where you want to apply for
a job. Like exactly.
Just. Absolutely.
I totally agree. I totally.
Agree. We welcome the challenge.
Challenge. Exception.
Yeah, I love that you like, know what I'm saying.
And then you put it so much more succinctly.
Oh man, I know I you're like, you're like the, the person I
need to have by me at all times because I'm like, what am I
trying to say? I'm like, we accept the
challenge. Like challenge accepted.
Yes, challenge accepted. Yeah, absolutely.
We accept it 100% and we're up for it.
You know, we are not going to stop having our voice.
We're not going to stop speaking our opinions.
We're not going to stop fighting for equity across the board for
everyone. You know, you can roll it back
if you want to, but we are still going to be here.
Yeah, we're still going to use our voice because it didn't make
us, you know, we, we worked hard to get here and we're going to
be the examples to show you why it matters.
And it benefits everyone. That's The funny thing.
And. It benefits, yes, everyone
benefits from it because when you bring in all those
backgrounds and all those people with different ideas, you as the
company are able to broaden who you reach and you know, you'd
love nothing more than the bottom line, the dollar.
So this is what helps you bring more of that in because your,
your target audience has grown because you brought in people
like us to your, you know, to your workforce to bring you new
ideas, new creative ways and different points of view to
offer your consumers. Yeah, you're 1000% right,
Yolanda. It has been truly all the
pleasure having you on and I would love to have you back on
because we had, I had a lot of laughs on this.
I I'm sure the listeners are going to be like oh we need
Yolanda back ASAP. Because HR is fun.
It is so fun it. Is it really is?
Especially when. When talking to you, I mean,
this is like what the dreams are all all about, you know?
But thank you, I would love to come back anytime on any
subject. As I told you before, I can
pontificate about HR matters with the best of them.
So I. Love it.
I love it so much. And for the listeners, like
you'll be able to connect, get connected with Yolanda through
all of the links in the show notes and Yolanda, I'll be
sending everyone to your LinkedIn, hopefully getting
connected with you. And it's been truly such a
pleasure. Thank you so much for your time.
Thank you. So much for having me, Tracy.
My pleasure. Hey, just before you go, don't
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Thank you so much for tuning in and I'll see you next week.