1 00:00:00,040 --> 00:00:02,000 OK, hear me out. You know that feeling when you 2 00:00:02,000 --> 00:00:04,800 finally get home after a long day or if you work from home 3 00:00:04,800 --> 00:00:07,880 like me, you close your office door for the night and you just 4 00:00:08,560 --> 00:00:11,800 breathe and you exhale. Everyone breathe. 5 00:00:12,080 --> 00:00:15,880 That's what your space should feel like, like a sanctuary, a 6 00:00:15,880 --> 00:00:19,320 place where you can truly unwind, let go of the stress and 7 00:00:19,320 --> 00:00:21,840 just be. This is advice I'm giving to 8 00:00:21,840 --> 00:00:25,000 myself because I've been taking on a lot at work. 9 00:00:25,360 --> 00:00:29,640 And at the end of the day, if your bed is not the most 10 00:00:29,640 --> 00:00:33,120 inviting, relaxing, luxurious part of your home, we need to 11 00:00:33,120 --> 00:00:34,280 talk. Like, what are you doing? 12 00:00:34,640 --> 00:00:38,160 So here's the thing. Your 5 to 9 is just as important 13 00:00:38,160 --> 00:00:41,440 as your nine to five. You deserve rest that actually 14 00:00:41,440 --> 00:00:44,120 restores you. And that starts with Cozy Earth. 15 00:00:44,320 --> 00:00:48,160 And I'm so excited to be working with Cozy Earth because I have 16 00:00:48,160 --> 00:00:51,080 used their products before even working with them. 17 00:00:51,080 --> 00:00:54,320 Like I, this is a dream, OK? And you're going to have amazing 18 00:00:54,320 --> 00:00:55,720 dreams when you hear the rest of this. 19 00:00:56,720 --> 00:00:59,080 I have the Cozy Earth bamboo sheet set. 20 00:00:59,080 --> 00:01:02,120 And let me tell you, I even asked my husband for a review so 21 00:01:02,120 --> 00:01:04,879 I could talk to you about this. These sheets are so breathable. 22 00:01:04,920 --> 00:01:07,880 You literally sleep cooler. And by the way, I run very warm. 23 00:01:07,880 --> 00:01:12,720 Like I cannot have a bed or like sheets or anything, a comforter 24 00:01:13,000 --> 00:01:16,120 that are warm or make me sweat because it's inevitable. 25 00:01:16,280 --> 00:01:21,400 So using these bamboo sheet set, it's game changing. 26 00:01:21,800 --> 00:01:25,120 Let me just do that one little line over because I used the 27 00:01:25,120 --> 00:01:29,640 wrong verb. So having sheets like this 28 00:01:29,640 --> 00:01:32,400 bamboo sheet set that I have from Cozy Earth is a game 29 00:01:32,400 --> 00:01:34,560 changer. It's literally several degrees 30 00:01:34,560 --> 00:01:36,200 cooler. There's no more overheating, no 31 00:01:36,200 --> 00:01:40,280 more tossing and turning, and the fabric is next level in 32 00:01:40,280 --> 00:01:42,960 terms of softness. Cozy Earth only uses the best 33 00:01:42,960 --> 00:01:45,680 materials, so you feel like you're wrapped in pure comfort. 34 00:01:45,840 --> 00:01:48,360 Plus, they're durable. Weave means no Pilling ever. 35 00:01:48,560 --> 00:01:51,680 And I hate Pilling. All of my sweaters are Pilling 36 00:01:51,680 --> 00:01:54,080 and I just can't stand it. And then you end up having to do 37 00:01:54,080 --> 00:01:57,200 all this extra work to de pill. But the good news, as I said, is 38 00:01:57,200 --> 00:02:00,320 that Cozy Earth's materials mean that there's no Pilling ever, 39 00:02:00,480 --> 00:02:02,120 and it's guaranteed for 10 years. 40 00:02:02,320 --> 00:02:04,800 Let's also talk about their bamboo pajamas, because if 41 00:02:04,800 --> 00:02:07,840 you're still sleeping in that old stretched out T-shirt, it is 42 00:02:07,840 --> 00:02:11,000 time for an upgrade. These are lightweight but cozy, 43 00:02:11,120 --> 00:02:14,040 designed to help you fall asleep faster and stay asleep longer 44 00:02:14,040 --> 00:02:16,400 types of pajamas. It's the kind of comfort that 45 00:02:16,400 --> 00:02:17,960 makes you want to lounge all day. 46 00:02:18,360 --> 00:02:21,800 And by the way, I don't know if my mom is going to hear this, 47 00:02:21,800 --> 00:02:23,880 but this is what I'm going to get her for Mother's Day. 48 00:02:24,120 --> 00:02:26,560 Mother's Day is coming up. And I always, this is terrible, 49 00:02:26,560 --> 00:02:29,280 but I always end up being like, Oh my gosh, that's Mother's Day. 50 00:02:29,600 --> 00:02:34,400 But now luckily I have a heads up and I'm reminding myself and 51 00:02:34,400 --> 00:02:35,560 you that Mother's Day is coming up. 52 00:02:35,560 --> 00:02:40,640 So by your mother, your spouse, your I don't know, dog mom, 53 00:02:40,840 --> 00:02:44,280 something amazing like these bamboo pajamas or the sheet set 54 00:02:45,040 --> 00:02:47,200 to really make their Mother's Day special. 55 00:02:47,360 --> 00:02:50,000 As a matter of fact, I'm going to ask my husband to get me the 56 00:02:50,000 --> 00:02:53,840 bamboo pajamas because I am sleeping in that old stretched 57 00:02:53,840 --> 00:02:56,120 out T-shirt and it is time for an upgrade. 58 00:02:56,440 --> 00:02:59,760 So here's the thing. What I really love about Cozy 59 00:02:59,760 --> 00:03:02,160 Earth is that they're committed to quality in every way. 60 00:03:02,160 --> 00:03:04,120 Their products aren't just luxurious, they're ethically 61 00:03:04,120 --> 00:03:06,800 made and responsibly produced. So when you invest in better 62 00:03:06,800 --> 00:03:08,880 sleep, you're also investing in something good. 63 00:03:09,280 --> 00:03:12,200 And if you're not sure if it's for you, totally fine, no 64 00:03:12,200 --> 00:03:14,640 worries. Cozy Earth gives you 100 nights 65 00:03:14,640 --> 00:03:17,120 to decide 100. And if you don't love it, you 66 00:03:17,120 --> 00:03:19,480 can send it back. And with that, there's a 10 year 67 00:03:19,480 --> 00:03:22,360 warranty so you know that they believe in their products. 68 00:03:22,600 --> 00:03:26,200 So if you're ready to turn your bedroom into a true retreat, one 69 00:03:26,200 --> 00:03:30,240 that feels like a luxury hotel, but better, go to cozyearth.com 70 00:03:30,240 --> 00:03:35,240 and use my code human HR for 40% off their best selling sheets, 71 00:03:35,240 --> 00:03:37,640 pajamas, towels and more. That's 40% off. 72 00:03:37,960 --> 00:03:41,680 That is like the best deal ever. And if you get a post purchase 73 00:03:41,680 --> 00:03:44,480 survey, by the way, please let them know that you heard about 74 00:03:44,480 --> 00:03:46,880 Cozy Earth right here on the Bringing the Human Back to Human 75 00:03:46,880 --> 00:03:52,120 Resources podcast, because it is so helpful for them to know that 76 00:03:52,320 --> 00:03:57,600 my discussion with you about having this most fabulous 5 to 9 77 00:03:57,600 --> 00:04:00,480 after your nine to five impacted you in some way. 78 00:04:00,800 --> 00:04:03,640 And by the way, like I said, the first thing that I'm buying not 79 00:04:03,640 --> 00:04:08,320 only for my mother, but also for the other mothers in my life are 80 00:04:08,320 --> 00:04:11,080 those cozy, fabulous bamboo pajamas. 81 00:04:11,080 --> 00:04:13,480 So let's prioritize sleep, prioritize. 82 00:04:13,480 --> 00:04:15,360 You sleep better with cozy earth. 83 00:04:15,360 --> 00:04:17,839 Welcome to the Bringing the human back to human Resources 84 00:04:17,839 --> 00:04:20,200 podcast. I'm Tracy Chernoff, and I've 85 00:04:20,200 --> 00:04:22,600 spent my entire professional career in HR. 86 00:04:23,080 --> 00:04:26,240 Each week, we'll explore the delicate balance between people 87 00:04:26,240 --> 00:04:29,200 and business with the aim to reconnect the two and create 88 00:04:29,200 --> 00:04:32,120 meaningful outcomes. Listen in as I share my own 89 00:04:32,120 --> 00:04:35,920 experiences, challenge the status quo, and chat with guests 90 00:04:35,920 --> 00:04:38,960 from various industries about our mission to bring the human 91 00:04:38,960 --> 00:04:41,600 back to human resources. Welcome back to the podcast, 92 00:04:41,600 --> 00:04:43,280 everyone. Thank you so much for being here 93 00:04:43,280 --> 00:04:47,000 for another week. We continue the conversation 94 00:04:47,000 --> 00:04:50,360 around DE and I this week because it's an important one. 95 00:04:51,000 --> 00:04:55,120 And so this week I have Yolanda Slan on with me and she is Tela 96 00:04:55,120 --> 00:04:59,640 Verde's Chief People Officer. She's also an experienced HR and 97 00:04:59,640 --> 00:05:02,440 employment leader with the record of success in building 98 00:05:02,440 --> 00:05:06,280 and enhancing HR programs in both the private and nonprofit 99 00:05:06,280 --> 00:05:09,160 sectors. Yolanda joined Televerde from 100 00:05:09,160 --> 00:05:12,320 Southwest Center where she last served as Director of HR, 101 00:05:12,320 --> 00:05:16,480 managing all HR activities and enabling the organization to 102 00:05:16,480 --> 00:05:18,800 function at its highest level through the recruitment, 103 00:05:18,800 --> 00:05:22,520 development and retention of high performing, mission aligned 104 00:05:22,520 --> 00:05:24,640 employees. She's passionate about 105 00:05:24,640 --> 00:05:28,960 diversity, equity and inclusion. AKADENI and she has a deep 106 00:05:28,960 --> 00:05:31,400 understanding of talent management strategy, which has 107 00:05:31,440 --> 00:05:34,520 enabled her to create a positive impact in all of her past 108 00:05:34,520 --> 00:05:37,040 positions. Yolanda, it's such a pleasure 109 00:05:37,040 --> 00:05:38,080 having you on. Thank you. 110 00:05:38,200 --> 00:05:40,680 Thank you for having me, I'm excited to be here. 111 00:05:41,600 --> 00:05:44,440 Of course, Oh my gosh, I've really been looking forward to 112 00:05:44,440 --> 00:05:48,200 our conversation because I think first of all, we kind of hit it 113 00:05:48,200 --> 00:05:51,440 off. I'm just saying we totally hit 114 00:05:51,440 --> 00:05:56,000 it off and you know, I think it's really important on a when 115 00:05:56,000 --> 00:05:59,320 we think about the subject of DE and I to hear from as many 116 00:05:59,320 --> 00:06:02,520 people as possible. Because as we know, one of the 117 00:06:02,520 --> 00:06:05,640 things that we'll talk about in today's episode or this week's 118 00:06:05,640 --> 00:06:08,400 episode is that there are just a lot of misconceptions. 119 00:06:08,400 --> 00:06:10,560 And this has been something that's been brought up on my 120 00:06:10,560 --> 00:06:15,240 podcast in the last few weeks in terms of like how we help to 121 00:06:15,240 --> 00:06:17,360 debunk so some of those misconceptions. 122 00:06:17,360 --> 00:06:22,920 But I'd love to hear from you what draws you to DENI, because 123 00:06:22,920 --> 00:06:25,960 this is something that I know you're passionate about and as 124 00:06:25,960 --> 00:06:28,720 it remains a really important topic for you. 125 00:06:28,720 --> 00:06:31,200 But maybe like let's start there kind of at the top. 126 00:06:31,200 --> 00:06:35,120 What what really draws you to it and and makes it a passion for? 127 00:06:35,120 --> 00:06:38,280 You, it's a passion for me for one, I mean, I'm a visible 128 00:06:38,280 --> 00:06:44,240 representation of DENI, but also what it stood for. 129 00:06:44,240 --> 00:06:49,280 I've also, you know, I grew up with a hidden disability and 130 00:06:49,280 --> 00:06:51,960 really not knowing how to navigate when it wasn't so 131 00:06:51,960 --> 00:06:55,480 prevalent in in the world. And everyone spoke about it, 132 00:06:56,520 --> 00:06:59,240 about how to navigate and try to fit in. 133 00:06:59,240 --> 00:07:02,760 And so we often, most of us always go through this kind of 134 00:07:03,000 --> 00:07:07,000 imposter syndrome, trying to be something other than what we are 135 00:07:07,000 --> 00:07:10,960 to fit in, to move ahead in corporate society, not only in 136 00:07:10,960 --> 00:07:15,720 school, but in work, and trying to mirror what I thought was 137 00:07:16,000 --> 00:07:18,520 normal. And then there wasn't a lot of 138 00:07:18,520 --> 00:07:22,080 space for uniqueness and for you to just be you. 139 00:07:22,440 --> 00:07:25,520 So that's really where my passion stems from, not only 140 00:07:25,520 --> 00:07:30,560 being a woman, but being a woman of color with a disability and 141 00:07:30,560 --> 00:07:34,320 navigating and being able to be in a position to help carve out 142 00:07:34,320 --> 00:07:38,840 that space for others that are like me, that, you know, being 143 00:07:38,840 --> 00:07:42,680 different, it's OK and it can make you stand out. 144 00:07:42,680 --> 00:07:45,960 It's actually good qualities to have people that are not like 145 00:07:45,960 --> 00:07:49,880 you to show a different perspective of the world and how 146 00:07:49,920 --> 00:07:52,480 you view things. And I just think it really opens 147 00:07:52,480 --> 00:07:56,920 up our world as a whole and you can reach a much wider audience 148 00:07:57,360 --> 00:08:00,720 when you just allow people to be who they are and bring their 149 00:08:00,720 --> 00:08:03,920 uniqueness to the table, especially in the workforce. 150 00:08:04,760 --> 00:08:07,000 Absolutely. First of all, thank you so much 151 00:08:07,000 --> 00:08:11,520 for sharing your own personal experiences around, you know, 152 00:08:11,520 --> 00:08:15,160 some of these topics, both from as you mentioned, you know, 153 00:08:15,160 --> 00:08:19,560 being a woman of color and also having this, you know, so to 154 00:08:19,560 --> 00:08:24,320 speak, this unseen disability. And you know, I, I would hope 155 00:08:24,320 --> 00:08:26,400 that there and I would expect that there are listeners who 156 00:08:26,400 --> 00:08:30,240 really resonate with that either based on one or both of those 157 00:08:30,520 --> 00:08:34,360 kind of descriptors. And what it does kind of make me 158 00:08:34,360 --> 00:08:39,440 think about is that just very holistically, if we take 159 00:08:39,440 --> 00:08:43,640 ourselves on a little bit of a journey here, companies for, I'm 160 00:08:43,640 --> 00:08:46,440 going to say millennia, but let's just say centuries, at 161 00:08:46,440 --> 00:08:50,000 least decades as I went from. Millennia to decades. 162 00:08:50,840 --> 00:08:56,560 At least decades have celebrated global expansion and have said, 163 00:08:56,560 --> 00:08:59,520 oh man, this is amazing. We're expanding globally. 164 00:08:59,520 --> 00:09:01,160 We're getting people from all the different backgrounds. 165 00:09:01,720 --> 00:09:04,560 That is diversity. That is right. 166 00:09:04,560 --> 00:09:06,960 That is correct. That is diversity, yes. 167 00:09:07,480 --> 00:09:10,040 And when we think about that, like this is one of the ways 168 00:09:10,040 --> 00:09:12,600 where I'm like, is anybody like, is anybody listening to 169 00:09:12,600 --> 00:09:15,120 themselves when they're really confused about what they like? 170 00:09:15,560 --> 00:09:20,480 You people probably have worked with or for global companies 171 00:09:20,480 --> 00:09:24,080 before, right, who have had a global footprint and that's 172 00:09:24,080 --> 00:09:25,920 always celebrated as it should be. 173 00:09:26,360 --> 00:09:30,360 And yet we're going through, I don't even want to call it a 174 00:09:30,360 --> 00:09:33,840 renaissance, but a almost a reckoning in our in the US, at 175 00:09:33,840 --> 00:09:36,600 least around what Deni is. And I'm like, I don't, I didn't 176 00:09:36,680 --> 00:09:39,760 think that anyone was ever that confused because we've always, 177 00:09:40,200 --> 00:09:42,160 we've always celebrated diversity. 178 00:09:42,160 --> 00:09:45,600 At least we should have. And then we were right because 179 00:09:45,600 --> 00:09:49,800 maybe it's not always but though the companies that really 180 00:09:49,800 --> 00:09:53,720 understood that differences of background, that is diversity at 181 00:09:53,720 --> 00:09:59,080 its core, but that brings a whole lot of strength to an 182 00:09:59,080 --> 00:10:02,000 organization and to like a thought process even. 183 00:10:02,000 --> 00:10:03,680 Like when you have people with different backgrounds because 184 00:10:03,680 --> 00:10:06,400 you want to reach a wider audience, you want your product 185 00:10:06,400 --> 00:10:09,440 or whatever you're doing to to resonate with more groups of 186 00:10:09,440 --> 00:10:11,880 people. And that is diversity. 187 00:10:11,880 --> 00:10:15,240 And I believe with us in the US and right now we're going 188 00:10:15,240 --> 00:10:18,960 through this change or whatever we're going through, I don't 189 00:10:18,960 --> 00:10:21,760 even know what to call it, but. It's because. 190 00:10:22,240 --> 00:10:25,360 We don't really understand it. We've made it something separate 191 00:10:25,360 --> 00:10:30,080 and apart from doing everyday business on a global scale. 192 00:10:30,080 --> 00:10:32,320 We've made it its own unique island. 193 00:10:32,320 --> 00:10:34,160 And it's really not. It's something that we 194 00:10:34,160 --> 00:10:36,800 incorporate when we just do business. 195 00:10:36,800 --> 00:10:40,280 I mean, and marketing for that. That's what they do. 196 00:10:40,280 --> 00:10:44,360 They create ads, they create things that will target a wider 197 00:10:44,360 --> 00:10:47,200 audience. That's what D and I is all 198 00:10:47,200 --> 00:10:50,640 about, targeting A wider audience and bringing that into 199 00:10:50,640 --> 00:10:53,480 the workforce. And it's celebrating the unique 200 00:10:53,480 --> 00:10:56,200 so people can relate to one another. 201 00:10:56,200 --> 00:11:00,800 Products want you to relate to why you should use them and it 202 00:11:00,800 --> 00:11:04,000 is for you. It is for everyone. 203 00:11:04,000 --> 00:11:08,000 That is what DNI. DNI is and its core. 204 00:11:08,000 --> 00:11:10,880 That's exactly what it should be about. 205 00:11:10,880 --> 00:11:14,280 But we made it. And companies for so long for me 206 00:11:14,280 --> 00:11:18,800 have done it wrong because they've made it so that they had 207 00:11:18,800 --> 00:11:24,360 to have these special deni ambassadors or positions instead 208 00:11:24,360 --> 00:11:29,440 of just teaching their everyday corporate from the top down 209 00:11:29,560 --> 00:11:33,080 about how to incorporate differences into the workplace 210 00:11:33,080 --> 00:11:36,480 as a whole. Not as some separate activity 211 00:11:36,480 --> 00:11:40,560 that you have to do, just how to remove some of your biases, some 212 00:11:40,560 --> 00:11:43,040 of your understanding. We've made it where we don't 213 00:11:43,280 --> 00:11:44,400 educate people. We made it. 214 00:11:44,400 --> 00:11:48,320 Well, we have to run it through this program to say this is what 215 00:11:48,320 --> 00:11:53,200 we're doing or for marketing purposes to say we have this DNI 216 00:11:53,200 --> 00:11:58,320 program to be, you know, in the cool gang, so to speak, or the 217 00:11:58,320 --> 00:12:02,520 cool kids when instead of educating people, we made it its 218 00:12:02,520 --> 00:12:05,960 own separate thing and it was never incorporated into our 219 00:12:05,960 --> 00:12:10,560 everyday work function. You know, you've made me first 220 00:12:10,560 --> 00:12:14,760 of all, so true, everything that you've said and it made me think 221 00:12:14,760 --> 00:12:18,280 of something, which is really how we're kind of you and I in 222 00:12:18,280 --> 00:12:22,480 this conversation are starting to help people think about DNI 223 00:12:22,480 --> 00:12:24,920 by flipping the script a little bit, like turning it on its head 224 00:12:24,920 --> 00:12:26,800 and explaining it from a different perspective. 225 00:12:26,800 --> 00:12:30,440 Because we, you know, some, I think some of the, the 226 00:12:30,440 --> 00:12:34,840 misconceptions in anything, whether it's DNIHR and all the 227 00:12:34,840 --> 00:12:37,800 stigmas that we know are there, it's from like constantly 228 00:12:37,880 --> 00:12:41,320 looking at this thing with the same lens and never really 229 00:12:41,320 --> 00:12:45,880 thinking critically, right? So it made me think about how 230 00:12:46,480 --> 00:12:50,840 with something like that, I just spoke with someone about, which 231 00:12:50,840 --> 00:12:54,920 is how let's take unconscious bias, for example, you could 232 00:12:54,920 --> 00:12:59,800 have a really positive view of people from Canada, right? 233 00:12:59,800 --> 00:13:03,040 You could just love a Canadian. And I have Canadian listeners 234 00:13:03,040 --> 00:13:04,680 and they're probably like, yes, love. 235 00:13:04,960 --> 00:13:06,240 US. Right, but just for. 236 00:13:06,840 --> 00:13:08,640 Right. But just for an example, you 237 00:13:08,640 --> 00:13:11,480 could you could like every Canadian you've ever met has 238 00:13:11,480 --> 00:13:13,720 left such a mark on you and you just love them. 239 00:13:14,000 --> 00:13:18,320 You get applicants from Canada, you probably have a positively 240 00:13:18,320 --> 00:13:22,440 skewed bias for them, right. So this is taking the same thing 241 00:13:22,440 --> 00:13:26,520 that people think Dee and I is doing like, you know, we, we 242 00:13:26,520 --> 00:13:29,680 know that it, it, it allows us to think differently about our 243 00:13:29,880 --> 00:13:32,920 biases, but we're also not always understanding that some 244 00:13:32,920 --> 00:13:35,920 of our bias is positive. Like it's, you know, we can, 245 00:13:36,120 --> 00:13:39,160 it's all about like perspective and it's not always that way. 246 00:13:39,240 --> 00:13:42,400 Obviously there are a lot of unfortunate biases that are very 247 00:13:42,400 --> 00:13:45,680 negative, but I'm just, you know, for the in the effort of 248 00:13:46,080 --> 00:13:48,440 trying to think about things a little bit differently and 249 00:13:48,440 --> 00:13:52,200 understanding that positive bias can also have a negative effect. 250 00:13:52,200 --> 00:13:56,040 It can, right, Like you could, we could love the Canadians, but 251 00:13:56,120 --> 00:13:57,800 you know, again, this is just an example. 252 00:13:57,960 --> 00:14:00,200 We could love the Canadians and then you could just be so 253 00:14:00,200 --> 00:14:02,400 focused on hiring that Canadian that they're not the right 254 00:14:02,400 --> 00:14:03,760 person for the job. Exactly. 255 00:14:03,760 --> 00:14:05,920 This is right. Like this is kind of where this 256 00:14:05,920 --> 00:14:08,680 whole like bubble that's being kind of posed. 257 00:14:08,720 --> 00:14:12,040 To generalize everything and make everybody the same. 258 00:14:12,040 --> 00:14:15,120 And so in all you US people are not the same. 259 00:14:15,120 --> 00:14:19,160 All Canadians are not the same, you know, and just be, you know, 260 00:14:19,160 --> 00:14:22,400 be, as you said, we can look in that lens and think, oh wow, 261 00:14:22,400 --> 00:14:24,720 every Canadian I met is this, this and this. 262 00:14:25,000 --> 00:14:27,960 And we can lose focus by really looking at some of the details 263 00:14:27,960 --> 00:14:31,200 of this one individual. We don't tend to look at people 264 00:14:31,200 --> 00:14:33,120 as individuals. We tend to look at them as 265 00:14:33,120 --> 00:14:35,480 groups. And that's a bias. 266 00:14:36,040 --> 00:14:38,680 Yes, exactly. I appreciate that you understood 267 00:14:39,640 --> 00:14:42,240 because I was like, I don't know how I'm going to articulate this 268 00:14:42,240 --> 00:14:46,360 without like making it confusing and like not even that, but like 269 00:14:46,640 --> 00:14:49,560 losing what I was trying to say. So I appreciate that you've 270 00:14:49,680 --> 00:14:52,960 fully summed that up for me because it's like that. 271 00:14:52,960 --> 00:14:57,280 That's honestly that's it is like the bias, whether good or 272 00:14:57,280 --> 00:15:00,440 bad, whether it's like a positive thing, like it is still 273 00:15:00,440 --> 00:15:04,200 a bias. And so the the the way that D 274 00:15:04,200 --> 00:15:07,440 and I really works when it works well, is that it helps us to 275 00:15:07,440 --> 00:15:10,080 understand those things. Would you agree? 276 00:15:10,080 --> 00:15:11,760 Is it like I? Totally agree. 277 00:15:11,760 --> 00:15:13,240 It's like holding up a mirror. It is. 278 00:15:13,360 --> 00:15:16,160 It's I totally agree. And it's about looking at each 279 00:15:16,240 --> 00:15:20,920 unique individual as that, as an individual and what they have to 280 00:15:20,960 --> 00:15:23,160 offer. It's not about looking at groups 281 00:15:23,160 --> 00:15:27,640 as a whole, this whole thing about, you know, DNI versus 282 00:15:27,640 --> 00:15:31,880 merit that people have in it's DNI was never about that. 283 00:15:31,880 --> 00:15:34,560 It never replaced merit based things. 284 00:15:34,560 --> 00:15:37,400 What it was, I mean, I think I, we shared in our opening 285 00:15:37,400 --> 00:15:42,200 conversation was DNI started about it was about recruiting. 286 00:15:42,200 --> 00:15:46,360 That's really where it started about opening up the playing 287 00:15:46,360 --> 00:15:51,000 field for everyone to compete. It was never about hiring a 288 00:15:51,000 --> 00:15:54,960 quota and people again, we talked about they've they've 289 00:15:56,200 --> 00:15:59,600 mistaken DENI as affirmative action. 290 00:15:59,600 --> 00:16:03,560 Those are two separate things. They are not interchangeable. 291 00:16:03,560 --> 00:16:06,840 They're not one in the same. They are totally separate. 292 00:16:06,880 --> 00:16:10,960 All DNI was about was about opening the playing field and 293 00:16:10,960 --> 00:16:13,800 marketing to people to apply for jobs. 294 00:16:13,960 --> 00:16:17,080 Saying that go beyond your bubble because there may be 295 00:16:17,080 --> 00:16:20,400 other qualified people out there that don't look like you. 296 00:16:20,800 --> 00:16:24,880 That was what DENIN is about. And if they are not the best 297 00:16:24,880 --> 00:16:28,600 qualified, don't hire him. It wasn't about hiring him just 298 00:16:28,600 --> 00:16:31,240 to check a box. It was about hiring the most 299 00:16:31,520 --> 00:16:35,320 qualified but going beyond your circle to look for the most 300 00:16:35,320 --> 00:16:38,240 qualified. That's where it started and then 301 00:16:38,240 --> 00:16:42,920 it evolved into this whatever. Then I needed to check a box or 302 00:16:42,920 --> 00:16:46,560 I needed to say, oh, we have so many of this race or so many of 303 00:16:46,560 --> 00:16:49,040 these females or so many of this. 304 00:16:49,080 --> 00:16:51,760 That was never the purpose of the ENI. 305 00:16:52,040 --> 00:16:55,120 And that's where the misconception and it became so 306 00:16:55,120 --> 00:16:58,400 political because people and companies have been doing it 307 00:16:58,400 --> 00:17:00,440 wrong and they gave it a bad name. 308 00:17:00,600 --> 00:17:02,560 That was never the intent of the ENI. 309 00:17:02,720 --> 00:17:06,200 I. Mean we have nothing further to 310 00:17:06,200 --> 00:17:08,160 discuss. That's exactly right. 311 00:17:09,440 --> 00:17:12,000 That's it. OK, everybody see you next week. 312 00:17:12,000 --> 00:17:14,920 Like that's literally it. That's I'm telling you, that's a 313 00:17:14,920 --> 00:17:17,200 sound bite right there. Everyone listening is like 314 00:17:17,520 --> 00:17:19,200 rewinding. Wait, let me listen to that 315 00:17:19,200 --> 00:17:21,000 again. No, that's like, I'm not even 316 00:17:21,000 --> 00:17:23,680 trying to make light of it. It's like it was so perfectly 317 00:17:23,680 --> 00:17:25,359 put because thank you. You. 318 00:17:25,680 --> 00:17:27,599 Of course. I mean, you touch on a few 319 00:17:27,599 --> 00:17:30,240 things that are really important to call out, which is that 320 00:17:30,480 --> 00:17:34,400 affirmative action has a place in many organizations for a 321 00:17:34,400 --> 00:17:38,800 specific purpose and DNI has a place in organizations for a 322 00:17:38,800 --> 00:17:41,840 specific purpose. And one of the other things that 323 00:17:41,840 --> 00:17:46,720 you talked about is that some organizations have not been 324 00:17:46,720 --> 00:17:50,200 leveraging DNI initiatives properly. 325 00:17:50,200 --> 00:17:53,160 And so that's where this like blurred line comes in. 326 00:17:53,400 --> 00:17:58,080 And unfortunately, we even see from some significant HR 327 00:17:58,440 --> 00:18:01,320 organizations like Sherm, I have no problem like calling them 328 00:18:01,360 --> 00:18:03,160 out. Everyone that's listened to me 329 00:18:03,160 --> 00:18:05,600 for a while knows like Sherm's going to definitely roll off my 330 00:18:05,600 --> 00:18:08,120 lips as like one of the companies that I kind of call 331 00:18:08,120 --> 00:18:11,960 out or organizations that I call out has unfortunately, I think 332 00:18:13,360 --> 00:18:20,280 enabled this improper leveraging of how DNI serves a purpose in 333 00:18:20,280 --> 00:18:22,920 the organization. It's not to say that everything 334 00:18:22,920 --> 00:18:26,360 that they're saying like, you know, at SHERM is incorrect or, 335 00:18:26,440 --> 00:18:31,160 you know, improper, but there's a responsibility I think that HR 336 00:18:31,160 --> 00:18:35,440 organizations especially have when it comes to how we drive 337 00:18:35,720 --> 00:18:39,200 understanding and commitment to these things, right? 338 00:18:39,240 --> 00:18:43,120 Like removing equity from DENI is not equitable. 339 00:18:43,160 --> 00:18:43,760 It's not. It doesn't. 340 00:18:43,920 --> 00:18:46,360 Make. Any sense we still we mentioned 341 00:18:46,360 --> 00:18:50,040 you still have a pay gap that's that's equity we there it still 342 00:18:50,040 --> 00:18:54,840 exists and DNI really just covers the Civil Rights Act of 343 00:18:54,840 --> 00:18:57,920 1964. That's really where you can't 344 00:18:57,920 --> 00:19:01,320 discriminate based on these things that never go you're 345 00:19:01,320 --> 00:19:03,920 removing DNI does not replace the law. 346 00:19:03,920 --> 00:19:08,680 That is the law and that's what, again, what DNI was built on was 347 00:19:08,680 --> 00:19:13,280 basically removing biases about when you hire, when you're 348 00:19:13,280 --> 00:19:16,480 looking at a person, just consider all things. 349 00:19:16,560 --> 00:19:19,440 Just because this person may have not come from the same 350 00:19:19,440 --> 00:19:23,320 background doesn't mean they can't bring something new to the 351 00:19:23,320 --> 00:19:27,360 table and offer your company. Give them an opportunity if they 352 00:19:27,360 --> 00:19:31,520 qualify. If they qualify, I have. 353 00:19:31,800 --> 00:19:35,480 To underline. If they qualify again, their 354 00:19:35,480 --> 00:19:39,080 race doesn't make them qualify, their gender doesn't make them 355 00:19:39,080 --> 00:19:42,600 qualify their disability. But it's saying because they may 356 00:19:42,600 --> 00:19:45,920 have one of those other markers doesn't mean they don't qualify 357 00:19:45,920 --> 00:19:48,560 either. Right, two things true. 358 00:19:48,560 --> 00:19:51,560 One, yes, yes, yeah. It's so true. 359 00:19:51,640 --> 00:19:53,920 It makes me think about something that I talk about 360 00:19:53,920 --> 00:19:57,240 often in the subject of or with the subject of DE and I, which 361 00:19:57,240 --> 00:20:02,320 is like taking, I think maybe just to backtrack quickly when. 362 00:20:02,680 --> 00:20:06,080 Race and gender, which are generally the most commonly 363 00:20:06,080 --> 00:20:09,320 talked about, like categories within D and I because they're, 364 00:20:09,360 --> 00:20:12,160 you know, the largest in terms of what we understand. 365 00:20:12,160 --> 00:20:15,000 They're the most visible. The most, exactly, the most 366 00:20:15,000 --> 00:20:15,920 visible. Thank you. 367 00:20:16,320 --> 00:20:21,560 That's like, you know, where people tend to go naturally and 368 00:20:21,880 --> 00:20:24,720 yet then you hear from people, oh, I don't really want to talk 369 00:20:24,720 --> 00:20:25,600 about it. It's political. 370 00:20:25,600 --> 00:20:30,600 But The thing is, OK, let's talk about ability versus disability 371 00:20:30,600 --> 00:20:32,800 or both, you know, not really versus not to compare them. 372 00:20:32,800 --> 00:20:37,720 But it's like, well, if someone has some sort of unseen 373 00:20:37,720 --> 00:20:40,200 disability, which you've shared with this audience very 374 00:20:40,200 --> 00:20:44,560 vulnerably that you do, you know, it's like, for example, an 375 00:20:44,560 --> 00:20:48,120 accommodation, an an accommodation is something that 376 00:20:48,320 --> 00:20:51,560 we know is like a part of the law that reasonable 377 00:20:51,560 --> 00:20:54,880 accommodations are our responsibility to employees, 378 00:20:54,920 --> 00:20:57,200 right? And it's not to say that every 379 00:20:57,200 --> 00:20:59,920 person is going to receive an accommodation or the thing that 380 00:20:59,920 --> 00:21:01,600 they request is going to be approved. 381 00:21:01,800 --> 00:21:05,400 But this is an example where, you know, if we take DENI 382 00:21:05,400 --> 00:21:09,080 through the lens of someone who has an unseen disability, like 383 00:21:10,240 --> 00:21:14,680 people are going to maybe not even share that they have 384 00:21:14,680 --> 00:21:17,000 something that would require an accommodation. 385 00:21:17,000 --> 00:21:19,160 If a company is like, oh, we don't believe in DNI because 386 00:21:19,160 --> 00:21:21,800 they're only thinking about it from 1 lens and not really 387 00:21:22,120 --> 00:21:25,760 gathering that this is so much more than race and gender, even 388 00:21:25,760 --> 00:21:27,520 though race and gender are really important. 389 00:21:27,520 --> 00:21:29,240 We know there are gaps still, yes. 390 00:21:29,240 --> 00:21:33,280 So they remain important, but those other things are also part 391 00:21:33,280 --> 00:21:34,960 of it. Part of it religion. 392 00:21:35,000 --> 00:21:37,560 That's DNI. You know, a different belief 393 00:21:37,560 --> 00:21:42,440 system than what you come from or but you know, it sheds a 394 00:21:42,440 --> 00:21:44,600 different light, a different point of view. 395 00:21:44,600 --> 00:21:46,400 You know whom you choose to love. 396 00:21:46,880 --> 00:21:52,200 That's D and I. All of that is DENI at its core. 397 00:21:52,400 --> 00:21:55,600 And as you said, most people just think about gender and 398 00:21:55,600 --> 00:21:58,720 race. That's just two of the bigger of 399 00:21:58,720 --> 00:22:00,720 this whole big picture that we have. 400 00:22:01,040 --> 00:22:06,560 The DNI encompasses so much. I mean, it's about just the way 401 00:22:06,560 --> 00:22:09,800 you thinking your background is DNI because because I grew up 402 00:22:09,800 --> 00:22:14,440 this way, it, it shows how I view the world versus the way 403 00:22:14,440 --> 00:22:18,400 you that's DNI. It's about diversity in all 404 00:22:18,400 --> 00:22:22,400 aspects, not just those key markers that we tend to put it, 405 00:22:22,640 --> 00:22:25,920 put that lens on, you know, race, religion, you know, 406 00:22:25,920 --> 00:22:30,280 background, gender, all of that. It is, it is so encompassing, 407 00:22:30,480 --> 00:22:36,480 encompensing and it is bigger than our small little petty 408 00:22:36,480 --> 00:22:38,960 differences that we've made it to be. 409 00:22:38,960 --> 00:22:44,240 Even our political views is DNI. Right, because everyone should 410 00:22:44,240 --> 00:22:47,160 have an opportunity to sit at the same table. 411 00:22:47,600 --> 00:22:50,320 Exactly. I have this example that I like 412 00:22:50,320 --> 00:22:53,200 to use, especially because I think there's this misconception 413 00:22:53,200 --> 00:22:58,560 in DNI that lends itself to this like equality understanding 414 00:22:58,560 --> 00:23:02,560 because people often I even like, I had like a someone who 415 00:23:02,560 --> 00:23:05,680 like rage commented on one of my reels who was like, this is 416 00:23:05,680 --> 00:23:07,560 equality. What do you mean when I was 417 00:23:07,560 --> 00:23:09,600 talking about D? And I'm like, actually, it's not 418 00:23:10,280 --> 00:23:12,200 that's equity. Let's like break this down. 419 00:23:12,200 --> 00:23:14,480 And so this image that I'm thinking of and you might have 420 00:23:14,480 --> 00:23:19,320 seen it is I'm actually going to look at it so that I can 421 00:23:19,320 --> 00:23:20,640 articulate this. Well. 422 00:23:20,960 --> 00:23:23,600 It's an image of three people at a baseball game. 423 00:23:24,040 --> 00:23:27,320 And it's like, I'm an image of equality on the left and an 424 00:23:27,320 --> 00:23:31,240 image of equity on the right. So you have someone on the left 425 00:23:31,240 --> 00:23:34,160 who's particularly tall, maybe an adult. 426 00:23:34,160 --> 00:23:38,600 It looks like a child, much shorter than the adult, and then 427 00:23:38,600 --> 00:23:40,880 like a toddler, so obviously the shortest. 428 00:23:41,280 --> 00:23:45,120 And on the equality side, everyone gets one box. 429 00:23:45,280 --> 00:23:48,280 Let's say it's about a foot tall and they're all standing on the 430 00:23:48,280 --> 00:23:50,160 box. And the little toddler still 431 00:23:50,160 --> 00:23:52,040 cannot watch the baseball game because they're all behind a 432 00:23:52,040 --> 00:23:56,280 fence, by the way. And so the the adult see is even 433 00:23:56,280 --> 00:24:00,320 more clearly the child pretty clearly over the fence, and then 434 00:24:00,320 --> 00:24:02,880 the toddler can't see the baseball game at all. 435 00:24:03,400 --> 00:24:07,760 On the equity side, you have the adult without a box standing 436 00:24:07,880 --> 00:24:10,920 taller than the fence and able to see and watch the baseball 437 00:24:10,920 --> 00:24:14,360 game. You have next to to him the 438 00:24:14,360 --> 00:24:19,000 child who's standing on one box who can still see over the fence 439 00:24:19,000 --> 00:24:21,280 for the baseball game. And then you have the toddler 440 00:24:21,280 --> 00:24:25,960 who's standing on two boxes and can finally see over the fence 441 00:24:26,040 --> 00:24:27,480 to see and watch the baseball game. 442 00:24:27,800 --> 00:24:31,640 And this, it's a perfectly depicted image of how we can 443 00:24:31,640 --> 00:24:34,480 understand what equity is. We're not saying that we're 444 00:24:34,480 --> 00:24:36,920 treating everyone the same way because then that toddler still 445 00:24:36,920 --> 00:24:40,600 can't watch the baseball game. It's about like providing and 446 00:24:40,600 --> 00:24:43,160 offering the opportunity for everyone to enjoy the baseball 447 00:24:43,160 --> 00:24:46,760 game, but maybe giving a toddler two boxes so they can watch. 448 00:24:46,960 --> 00:24:49,440 Rather than. Exactly, rather than applying 449 00:24:49,440 --> 00:24:53,160 the same broad stroke. Approach, and that's what we 450 00:24:53,160 --> 00:24:58,960 have been doing, is applying this broad stroke to everything 451 00:24:59,000 --> 00:25:02,160 and it it's not equitable. The toddler is there to watch 452 00:25:02,160 --> 00:25:05,040 the game as well. So how can we help that toddler 453 00:25:05,040 --> 00:25:07,600 watch the game? Yeah, he's not as tall as the 454 00:25:07,600 --> 00:25:11,280 others, so let's give him two boxes to stand to just watch the 455 00:25:11,280 --> 00:25:12,040 game. That's it. 456 00:25:12,040 --> 00:25:14,880 He just wants to watch the game. Right, It's not that deep. 457 00:25:14,880 --> 00:25:16,240 It's OK. Like he. 458 00:25:16,400 --> 00:25:18,720 It's OK that he gets two boxes, right? 459 00:25:18,720 --> 00:25:19,600 It's OK. It's OK. 460 00:25:19,840 --> 00:25:23,320 Everyone's gonna be OK, he's going to enjoy the game with his 461 00:25:23,320 --> 00:25:25,560 friends and everyone's going to be OK. 462 00:25:25,560 --> 00:25:28,600 Like, doesn't really cost someone giving him the boxes 463 00:25:28,600 --> 00:25:31,120 that much, right? Does it do anything for the 464 00:25:31,120 --> 00:25:35,400 others to to disable them from watching the game? 465 00:25:35,400 --> 00:25:37,400 No, they're all enjoying the game together. 466 00:25:38,120 --> 00:25:41,720 There's another image out there too that I think we've used in 467 00:25:41,720 --> 00:25:46,120 the past and it's about everyone having a bike and it's a 468 00:25:46,120 --> 00:25:47,800 bicycle. OK. 469 00:25:47,920 --> 00:25:51,520 And it's this gentleman with a bike, female with a bike, a kid 470 00:25:51,520 --> 00:25:53,360 with a bike, and a toddler with a bike. 471 00:25:53,720 --> 00:25:58,880 And it's the exact same bike. So it's a big person's bike, but 472 00:25:58,880 --> 00:26:01,520 it's about trying to drink. How do you get from here to the 473 00:26:01,520 --> 00:26:04,960 park by riding this bike? Being equal, everybody gets the 474 00:26:04,960 --> 00:26:08,240 exact same bike. Being equitable is that you get 475 00:26:08,240 --> 00:26:13,160 the toddler a tricycle, you get the kid a smaller bike, you get, 476 00:26:13,160 --> 00:26:17,680 you know, the other person, maybe a one of those tandem 477 00:26:17,680 --> 00:26:19,600 bikes that they can help ride with somebody. 478 00:26:19,600 --> 00:26:23,960 But it ultimately everybody gets to the park to ride a bike, 479 00:26:23,960 --> 00:26:27,360 everybody gets a bike, but it doesn't exactly have to be the 480 00:26:27,360 --> 00:26:29,120 same bike. Right, right. 481 00:26:29,160 --> 00:26:32,880 And that is, that is exactly what we're talking about here is 482 00:26:32,880 --> 00:26:34,520 that we don't want everyone to have the same bike. 483 00:26:34,560 --> 00:26:37,760 It doesn't work, no. And it's OK for people to use 484 00:26:37,760 --> 00:26:40,240 different modes of transportation to get to the 485 00:26:40,240 --> 00:26:42,080 same place. It's OK, it's. 486 00:26:42,160 --> 00:26:43,520 Right. It's that maybe that's the 487 00:26:43,520 --> 00:26:44,720 title. It's OK. 488 00:26:44,760 --> 00:26:49,120 It's all OK. We will all get there. 489 00:26:49,120 --> 00:26:51,520 It's OK. All the news channels should 490 00:26:51,520 --> 00:26:54,480 just like, pick this up and say, oh, it's all OK, We're we're 491 00:26:54,480 --> 00:26:55,520 gonna be fine. It's. 492 00:26:55,720 --> 00:26:59,640 OK, it's going to be fine and it cost you nothing to let someone 493 00:26:59,640 --> 00:27:03,440 else ride a bike that they can actually work and utilize. 494 00:27:04,160 --> 00:27:07,280 Why would you give a kid an adult size bike that they can 495 00:27:07,280 --> 00:27:09,520 never reach the pedals they can't do? 496 00:27:09,800 --> 00:27:11,280 Why would you do that? Right. 497 00:27:11,280 --> 00:27:14,800 It's like when we get gifts that don't make sense to us. 498 00:27:14,800 --> 00:27:16,960 Like it's like you're really grateful that someone's given 499 00:27:16,960 --> 00:27:21,080 you a gift, but like, if you, if you're, you know, if you're not 500 00:27:21,080 --> 00:27:25,760 someone who, who is able to walk, giving someone you know, a 501 00:27:26,320 --> 00:27:29,680 membership to like a running club is probably not going to 502 00:27:29,760 --> 00:27:30,920 make a lot of sense. Right. 503 00:27:31,480 --> 00:27:32,200 Correct. Right. 504 00:27:32,200 --> 00:27:34,120 Correct. Yeah, exactly. 505 00:27:34,120 --> 00:27:36,600 And even at work, you know, having someone where you may 506 00:27:36,600 --> 00:27:39,680 have to elevate a desk for someone in a wheelchair for 507 00:27:39,680 --> 00:27:44,440 their chair to do the same job you're doing, it costs you 508 00:27:44,440 --> 00:27:47,560 nothing to elevate a desk for someone to actually be able to 509 00:27:47,560 --> 00:27:52,000 sit there and, and work right or to lower a desk or to it costs 510 00:27:52,000 --> 00:27:53,320 you nothing. Right and. 511 00:27:53,320 --> 00:27:56,440 No one's getting favored. You know better treatment than 512 00:27:56,440 --> 00:27:58,720 another person. Your desk is fine. 513 00:27:58,720 --> 00:28:00,800 If you need an adjustment, we'll adjust your desk. 514 00:28:00,800 --> 00:28:03,680 Right, right. You know, it's, it's funny. 515 00:28:04,040 --> 00:28:08,280 I'm like, why is everyone so concerned with every everybody? 516 00:28:08,280 --> 00:28:11,240 Else, everybody else, right? That's that's the problem. 517 00:28:11,280 --> 00:28:14,560 That's the real question. That is the real mind, your PS 518 00:28:14,560 --> 00:28:18,520 and QS right when I say they. I mean mind your business. 519 00:28:21,280 --> 00:28:23,000 We just say mind your own business. 520 00:28:26,720 --> 00:28:29,320 You did it the polite way, but really just mind your own 521 00:28:29,320 --> 00:28:30,760 business. There's some other words that 522 00:28:30,760 --> 00:28:32,800 can go in there, but mind your business. 523 00:28:32,800 --> 00:28:36,600 I'm. Literally crying for anyone 524 00:28:36,600 --> 00:28:38,280 watching this on YouTube or Spotify. 525 00:28:38,280 --> 00:28:40,400 I've lost. I've lost all my marbles. 526 00:28:40,400 --> 00:28:42,560 That's like, that's really funny. 527 00:28:42,560 --> 00:28:44,160 It's so true. That's the title. 528 00:28:44,160 --> 00:28:46,960 Mind your business. Mind your business. 529 00:28:47,080 --> 00:28:50,160 Yes, but also like advocate for people but also mind your 530 00:28:50,160 --> 00:28:53,280 business. Exactly, and or it really you 531 00:28:53,280 --> 00:28:55,640 part of this if you just leave other people alone, they don't 532 00:28:55,640 --> 00:28:57,880 even need you to advocate. No, let them advocate for them. 533 00:28:58,000 --> 00:28:59,520 Yes, that's just mind your business. 534 00:28:59,600 --> 00:29:01,360 Right, right. Because when you advocate, you 535 00:29:01,360 --> 00:29:04,040 tend to advocate the wrong way. That's, you know, it's. 536 00:29:04,080 --> 00:29:06,480 Because you make it about you. It's a good you make it about 537 00:29:06,480 --> 00:29:08,760 you. And yeah, I'd rather you just 538 00:29:08,760 --> 00:29:10,120 leave me alone. It's OK. 539 00:29:10,120 --> 00:29:13,320 You. Know what honestly say? 540 00:29:13,680 --> 00:29:17,480 I really don't need anybody. I don't want anyone managing me 541 00:29:17,480 --> 00:29:19,400 and I don't want anyone advocating for me. 542 00:29:19,400 --> 00:29:21,520 Just let me. Yeah, I got it. 543 00:29:21,600 --> 00:29:23,000 I got it. You did it right. 544 00:29:23,000 --> 00:29:24,960 I got me. I tell people I got me. 545 00:29:26,880 --> 00:29:28,240 You don't know what I need. I got it. 546 00:29:28,320 --> 00:29:29,640 I got me. That's so funny. 547 00:29:29,880 --> 00:29:32,960 I'm so glad my eyes I can't. That's so funny. 548 00:29:32,960 --> 00:29:34,720 It's. So I'm sorry I'm being a little 549 00:29:34,720 --> 00:29:37,960 too real and authentic. No, there's no such thing. 550 00:29:37,960 --> 00:29:40,800 There's no such. But really, I got it. 551 00:29:41,080 --> 00:29:42,200 I got it. Yes. 552 00:29:42,280 --> 00:29:43,160 I'm. I got it. 553 00:29:43,160 --> 00:29:45,160 I got me, yeah. Absolutely. 554 00:29:45,200 --> 00:29:50,000 And you know, this like it's, it is all so relevant because when 555 00:29:50,000 --> 00:29:54,320 we really like look at the argument that's being made that 556 00:29:54,320 --> 00:29:57,520 is like people we're not hiring based on merit. 557 00:29:57,560 --> 00:30:00,160 It's so offensive because. It's so offensive. 558 00:30:00,160 --> 00:30:03,960 People like you and me, women in business, you are obviously a 559 00:30:03,960 --> 00:30:07,440 woman of color like it. It degrades the work that we've 560 00:30:07,440 --> 00:30:09,520 done to get to where we are exactly. 561 00:30:09,520 --> 00:30:12,320 For our marriage and we worked hard to get here. 562 00:30:12,320 --> 00:30:16,160 Yeah, exactly. No one handed me anything. 563 00:30:16,520 --> 00:30:19,840 Right. I work and The thing is, I'm 564 00:30:20,040 --> 00:30:23,520 good at what I do. I am so good at what I do I 565 00:30:23,520 --> 00:30:24,840 love. That of course you are. 566 00:30:24,840 --> 00:30:26,240 That's why you're on the podcast. 567 00:30:27,280 --> 00:30:30,720 There's a practicum, everybody. You have to pass a test before 568 00:30:30,720 --> 00:30:31,400 you can. I'm just kidding. 569 00:30:32,120 --> 00:30:34,040 No, it's so. It's so true. 570 00:30:34,040 --> 00:30:36,160 And good. For you and good for. 571 00:30:36,160 --> 00:30:40,040 You like you, and I'm not afraid to say that I am good at what I 572 00:30:40,040 --> 00:30:43,240 do. This is my I mean, I love it, 573 00:30:43,520 --> 00:30:48,200 but I'm also good at it. And that's that's why you're in 574 00:30:48,200 --> 00:30:51,320 the role that you're in, not because you're a woman, not 575 00:30:51,320 --> 00:30:53,960 because you're a woman of color. Those are just added benefits 576 00:30:53,960 --> 00:30:55,760 because you're bringing your experience. 577 00:30:55,760 --> 00:30:57,600 To the and I bring a different perspective. 578 00:30:57,680 --> 00:30:59,880 Absolutely. Those are just those are the 579 00:30:59,880 --> 00:31:04,040 pluses. But my knowledge, my background, 580 00:31:04,040 --> 00:31:06,720 my work ethic, that's what got me here. 581 00:31:07,200 --> 00:31:10,920 No one handed it to me because of they handed it because my 582 00:31:10,920 --> 00:31:13,360 resume said you earned it. Right. 583 00:31:13,800 --> 00:31:17,160 And you know what The thing is? They don't know that there are 584 00:31:17,160 --> 00:31:21,160 people out there who are being handed things and and succeeding 585 00:31:21,160 --> 00:31:22,800 in their roles. It just doesn't. 586 00:31:22,800 --> 00:31:24,280 It doesn't. It doesn't happen. 587 00:31:24,960 --> 00:31:27,320 It doesn't happen. Like you're going to get and if 588 00:31:27,400 --> 00:31:29,400 you. Are not giving out passes just 589 00:31:29,400 --> 00:31:32,720 because a person looks a certain way or have a certain thing. 590 00:31:33,280 --> 00:31:36,160 Then again, you're doing it all wrong and that's why we're at 591 00:31:36,160 --> 00:31:39,360 this crossroads that we are is because people have been doing 592 00:31:39,360 --> 00:31:41,320 it wrong. If your company has just been 593 00:31:41,320 --> 00:31:45,600 going all let me interview so many people of color or so many 594 00:31:45,600 --> 00:31:48,880 women so we can say we did it, you're doing it wrong. 595 00:31:48,880 --> 00:31:52,200 If the women don't qualify or meet the quote, don't interview 596 00:31:52,200 --> 00:31:53,480 them. Right, right. 597 00:31:53,520 --> 00:31:54,760 It's OK. It's OK. 598 00:31:54,760 --> 00:31:57,000 You're not. You're not a misogynist. 599 00:31:57,800 --> 00:32:00,360 Exactly. Exactly. 600 00:32:00,360 --> 00:32:03,160 And we've gotten into this culture where that's what we 601 00:32:03,160 --> 00:32:08,040 think, I guess DNI is. And it's so not please stop 602 00:32:08,040 --> 00:32:09,560 doing that. If you're doing that, if you're 603 00:32:09,560 --> 00:32:11,800 out there and you're listening and you're doing that, please 604 00:32:11,800 --> 00:32:14,480 stop doing that. Just hire people for them. 605 00:32:14,480 --> 00:32:18,280 And if they are not cutting it, there are ways to get rid of 606 00:32:18,280 --> 00:32:19,800 people that are not doing their jobs. 607 00:32:19,800 --> 00:32:21,880 No one should have a job if they don't know what they're doing. 608 00:32:21,880 --> 00:32:23,480 Right. And especially if they're not 609 00:32:23,480 --> 00:32:27,600 doing it well, I mean, at the end of the day, I'm sure you 610 00:32:28,200 --> 00:32:31,920 kind of take a similar approach, which is like people aren't 611 00:32:33,040 --> 00:32:37,920 fired like performance wise because they they didn't, they 612 00:32:37,920 --> 00:32:40,320 like, you know, worked really hard and they were meeting 613 00:32:40,320 --> 00:32:42,080 expectations. They're terminated for 614 00:32:42,080 --> 00:32:44,880 performance based things because they didn't meet the 615 00:32:44,880 --> 00:32:47,360 expectations. And of course, that's a 616 00:32:47,360 --> 00:32:49,400 generalized statement. There are organizations out 617 00:32:49,400 --> 00:32:51,400 there that aren't always doing the right thing. 618 00:32:51,400 --> 00:32:54,800 We know that to be true. But by and large, like if 619 00:32:54,800 --> 00:32:57,880 someone is being let go because they didn't meet expectations, 620 00:32:58,000 --> 00:33:00,800 that's what it is. It doesn't usually have to do 621 00:33:00,800 --> 00:33:03,040 with other things. We know that of course there's 622 00:33:03,040 --> 00:33:07,560 discrimination all the time, but this is again, kind of coming 623 00:33:07,560 --> 00:33:10,440 back to this, this like the ethos of our conversation. 624 00:33:10,440 --> 00:33:14,280 It's like, how do we remove bias from every step of the 625 00:33:14,280 --> 00:33:16,880 employment process, from recruitment? 626 00:33:17,040 --> 00:33:21,720 And if you get a job, you were probably not the most qualified. 627 00:33:21,720 --> 00:33:25,840 It had nothing to do that the other person was a woman or 628 00:33:26,120 --> 00:33:29,680 color or had a disability. You didn't get the job because 629 00:33:29,680 --> 00:33:33,280 you weren't the most qualified. And so stop, may, you know, 630 00:33:33,280 --> 00:33:37,040 raising a stink about it because you didn't like saying, oh, 631 00:33:37,040 --> 00:33:38,600 they're just doing it to meet a quota. 632 00:33:38,600 --> 00:33:40,480 No, you weren't qualified. It's OK. 633 00:33:40,760 --> 00:33:43,440 It's OK. It it's all gonna be OK. 634 00:33:43,440 --> 00:33:46,240 Someone was better qualified than you, it's OK. 635 00:33:46,440 --> 00:33:48,440 Right. And you know what, for the, I 636 00:33:48,480 --> 00:33:51,200 really believe that these are the minority of companies where 637 00:33:51,200 --> 00:33:53,520 they're, they are discriminatory because we know that this 638 00:33:53,520 --> 00:33:57,080 happens, that there is discrimination and processes and 639 00:33:57,080 --> 00:33:58,880 organizations. But again, I believe that that's 640 00:33:58,880 --> 00:34:00,680 the minority of businesses out there. 641 00:34:00,680 --> 00:34:04,160 It's not the majority. And The thing is, they're doing 642 00:34:04,160 --> 00:34:06,960 the wrong thing all the time, all the time. 643 00:34:07,080 --> 00:34:10,840 It's not just with you. It's not just with like Peter 644 00:34:10,840 --> 00:34:13,760 Piper, like it's all the time. They're not paying. 645 00:34:13,760 --> 00:34:14,480 People. Right. 646 00:34:14,480 --> 00:34:17,280 They're they're, they're being biased in their promotions. 647 00:34:17,280 --> 00:34:20,320 They're fine people incorrectly, like it's everyone. 648 00:34:21,080 --> 00:34:23,600 Yes. And you, that organization's 649 00:34:23,600 --> 00:34:26,040 probably not going to be in business for a long time. 650 00:34:26,920 --> 00:34:28,760 Right. But that's why they're facing as 651 00:34:28,760 --> 00:34:32,320 much trouble as they are. Yeah, they, it's the core is not 652 00:34:32,320 --> 00:34:35,400 the people they're hiring. The core it it's much bigger 653 00:34:35,400 --> 00:34:38,199 than that. They have systemic issues that 654 00:34:38,199 --> 00:34:42,840 are taking place. 1000% and I, you know, I think it's so good 655 00:34:42,840 --> 00:34:45,719 that we talk about things like this that are being challenged. 656 00:34:45,719 --> 00:34:50,440 First of all, I actually think when things like this DE and I 657 00:34:50,440 --> 00:34:54,360 or any type type of like organizational structure or like 658 00:34:55,000 --> 00:34:59,960 ideology or idea or program is challenged, it makes it stronger 659 00:34:59,960 --> 00:35:02,840 because you think about what are the things that I'm not doing 660 00:35:02,840 --> 00:35:04,360 well with this? What are the things that I need 661 00:35:04,360 --> 00:35:07,280 to focus on? If like for companies that are 662 00:35:07,280 --> 00:35:09,720 doing like D and I roll backs where they're saying like that 663 00:35:09,720 --> 00:35:12,200 doesn't matter. Like it makes you a smarter 664 00:35:12,200 --> 00:35:15,680 consumer also to understand like where maybe it's not even in 665 00:35:15,680 --> 00:35:18,640 consumption but it's also in like where you want to apply for 666 00:35:18,640 --> 00:35:20,680 a job. Like exactly. 667 00:35:21,000 --> 00:35:22,160 Just. Absolutely. 668 00:35:22,160 --> 00:35:23,960 I totally agree. I totally. 669 00:35:23,960 --> 00:35:25,120 Agree. We welcome the challenge. 670 00:35:26,760 --> 00:35:27,600 Challenge. Exception. 671 00:35:27,600 --> 00:35:32,080 Yeah, I love that you like, know what I'm saying. 672 00:35:32,080 --> 00:35:34,240 And then you put it so much more succinctly. 673 00:35:37,080 --> 00:35:40,880 Oh man, I know I you're like, you're like the, the person I 674 00:35:40,880 --> 00:35:43,520 need to have by me at all times because I'm like, what am I 675 00:35:43,600 --> 00:35:46,680 trying to say? I'm like, we accept the 676 00:35:46,680 --> 00:35:48,240 challenge. Like challenge accepted. 677 00:35:48,240 --> 00:35:51,680 Yes, challenge accepted. Yeah, absolutely. 678 00:35:51,680 --> 00:35:55,080 We accept it 100% and we're up for it. 679 00:35:55,080 --> 00:35:58,040 You know, we are not going to stop having our voice. 680 00:35:58,040 --> 00:36:00,800 We're not going to stop speaking our opinions. 681 00:36:00,920 --> 00:36:05,120 We're not going to stop fighting for equity across the board for 682 00:36:05,120 --> 00:36:07,280 everyone. You know, you can roll it back 683 00:36:07,280 --> 00:36:09,840 if you want to, but we are still going to be here. 684 00:36:09,840 --> 00:36:15,560 Yeah, we're still going to use our voice because it didn't make 685 00:36:15,560 --> 00:36:19,400 us, you know, we, we worked hard to get here and we're going to 686 00:36:19,400 --> 00:36:23,240 be the examples to show you why it matters. 687 00:36:23,880 --> 00:36:25,680 And it benefits everyone. That's The funny thing. 688 00:36:25,680 --> 00:36:28,200 And. It benefits, yes, everyone 689 00:36:28,200 --> 00:36:31,160 benefits from it because when you bring in all those 690 00:36:31,160 --> 00:36:36,400 backgrounds and all those people with different ideas, you as the 691 00:36:36,440 --> 00:36:41,160 company are able to broaden who you reach and you know, you'd 692 00:36:41,160 --> 00:36:43,800 love nothing more than the bottom line, the dollar. 693 00:36:44,560 --> 00:36:47,600 So this is what helps you bring more of that in because your, 694 00:36:47,920 --> 00:36:51,560 your target audience has grown because you brought in people 695 00:36:51,920 --> 00:36:56,200 like us to your, you know, to your workforce to bring you new 696 00:36:56,200 --> 00:37:00,880 ideas, new creative ways and different points of view to 697 00:37:00,880 --> 00:37:05,200 offer your consumers. Yeah, you're 1000% right, 698 00:37:05,200 --> 00:37:08,280 Yolanda. It has been truly all the 699 00:37:08,280 --> 00:37:12,440 pleasure having you on and I would love to have you back on 700 00:37:12,440 --> 00:37:14,600 because we had, I had a lot of laughs on this. 701 00:37:16,400 --> 00:37:18,720 I I'm sure the listeners are going to be like oh we need 702 00:37:18,720 --> 00:37:22,440 Yolanda back ASAP. Because HR is fun. 703 00:37:22,440 --> 00:37:25,520 It is so fun it. Is it really is? 704 00:37:25,520 --> 00:37:28,440 Especially when. When talking to you, I mean, 705 00:37:28,440 --> 00:37:31,320 this is like what the dreams are all all about, you know? 706 00:37:32,320 --> 00:37:35,640 But thank you, I would love to come back anytime on any 707 00:37:35,640 --> 00:37:38,080 subject. As I told you before, I can 708 00:37:38,080 --> 00:37:41,360 pontificate about HR matters with the best of them. 709 00:37:41,360 --> 00:37:42,320 So I. Love it. 710 00:37:42,440 --> 00:37:45,560 I love it so much. And for the listeners, like 711 00:37:45,560 --> 00:37:48,280 you'll be able to connect, get connected with Yolanda through 712 00:37:48,280 --> 00:37:50,880 all of the links in the show notes and Yolanda, I'll be 713 00:37:50,880 --> 00:37:53,600 sending everyone to your LinkedIn, hopefully getting 714 00:37:53,600 --> 00:37:56,720 connected with you. And it's been truly such a 715 00:37:56,720 --> 00:37:58,560 pleasure. Thank you so much for your time. 716 00:37:58,560 --> 00:38:00,240 Thank you. So much for having me, Tracy. 717 00:38:00,480 --> 00:38:03,240 My pleasure. Hey, just before you go, don't 718 00:38:03,240 --> 00:38:06,040 forget to subscribe to the show so that you are the first to 719 00:38:06,040 --> 00:38:09,800 hear when an episode drops each week and maybe leave a five star 720 00:38:09,800 --> 00:38:12,400 review and a comment about how much you loved this episode. 721 00:38:12,560 --> 00:38:15,200 Plus, if you have someone in mind who would really enjoy this 722 00:38:15,200 --> 00:38:16,800 episode, make sure you share it with them. 723 00:38:16,880 --> 00:38:19,760 Thank you so much for tuning in and I'll see you next week.