Speaker 1: You're listening to I Choose Me with Jenny Girl. Gabrielle
Speaker 1: Carterras has been fighting for workers' rights for decades. No
Speaker 1: matter what industry you're in. Gabrielle has some solid tips
Speaker 1: for finding your voice, standing your ground, and supporting one
Speaker 1: another along the way. You won't want to miss this.
Speaker 1: People really look to us as women who made it
Speaker 1: in a tricky time in the industry, and I'm not
Speaker 1: really sure if it's that much different now.
Speaker 2: Yeah, I would imagine it's not.
Speaker 1: Can you please help our listeners, no matter what industry
Speaker 1: they are in, stand up for themselves. Let me ask you,
Speaker 1: in the negotiation process right out of the gate, should
Speaker 1: women always ask for more money? What's the smartest way
Speaker 1: to do that?
Speaker 3: Well, first of all, it depends what you want out
Speaker 3: of the negotiation, and negotiations not only about money, right,
Speaker 3: So if you're saying that women are paid less than
Speaker 3: men and that women should demand to be able to
Speaker 3: have equal pay equal pay, then I absolutely, but that's
Speaker 3: not always what it negotiation is about. But so there
Speaker 3: can be many things. But yes, I think that it
Speaker 3: is very important and it's not just a woman. I
Speaker 3: think men should demand it as well. But anybody who
Speaker 3: does commensurate work to somebody. Yes, we should all be
Speaker 3: paid fairly and it shouldn't matter about our sex. That
Speaker 3: this is a question for me as enraging. I mean,
Speaker 3: it's just it doesn't make sense to me at all.
Speaker 3: If my work is really good, regardless of my sex,
Speaker 3: and this person's work is really good, we should be paid.
Speaker 3: I don't want to have to go in have to
Speaker 3: make a deal.
Speaker 1: Yeah, it's ridiculous that we have to fight to have
Speaker 1: equal pay.
Speaker 2: It's disgusting, it's terrible.
Speaker 1: I mean, especially when it's you know, but our apples
Speaker 1: to Apple's, like we've all had the same experience. We
Speaker 1: both bring so much to the table.
Speaker 3: Absolutely, and I think it's actually when the whole thing
Speaker 3: I told you about with Luke and I, for me
Speaker 3: that was like a that was a really aha moment
Speaker 3: in my life.
Speaker 2: Right yeah.
Speaker 1: Yeah, So don't be afraid.
Speaker 3: Or be afraid. Fear is not a bad thing. I
Speaker 3: think we all have fear. It's learning to let fear
Speaker 3: walk by your side. You can walk side by side
Speaker 3: with fear and still do things in your life you don't.
Speaker 3: Fear is something that dissipates only when we move forward.
Speaker 3: It doesn't you can't push it away. So you can
Speaker 3: be afraid but still know that you have value. You
Speaker 3: can be afraid and you can still go and be
Speaker 3: clear about what you deserve. And you don't have to
Speaker 3: have shame about that, right, you know. I mean, we
Speaker 3: don't have to apologize for the work that we do.
Speaker 3: I mean it's one thing to say I want you
Speaker 3: to pay me, but I'm not going to show up.
Speaker 1: I'm not going to do a very good job.
Speaker 3: But if you're showing up and you're doing that job,
Speaker 3: that shouldn't be a question. That should not be a debate. Yes,
Speaker 3: So you can have fear, I'm not going to stay,
Speaker 3: don't it fear. Regardless of your fear, know that you
Speaker 3: have value and that nothing will change unless you ask
Speaker 3: for it. Nothing will change really unless you ask for it.
Speaker 1: So true, once you're in a job and you're feeling
Speaker 1: discriminated against or harassed in some way, who do you
Speaker 1: go to? Do you go to human resources? Because I've
Speaker 1: been told that human resources are there for the company,
Speaker 1: not so much the individual.
Speaker 3: I think it depends on the company. I just I
Speaker 3: hate blanket stuff, so I can't say there are other
Speaker 3: HR there's people I know who work in HR who
Speaker 3: are very high integrity, and they are really they're doing
Speaker 3: the work of HR. But just like in any place,
Speaker 3: you can be in another place that's not like that,
Speaker 3: but if they're not doing it. Look, I'm the kind
Speaker 3: of person if something really bothers me, I'll be loud
Speaker 3: and proud. So I can't. I know that that might
Speaker 3: not be the path of everybody. But even like when
Speaker 3: I was injured, and you know it was you know,
Speaker 3: the producers were so terrible me. The producer who was
Speaker 3: so bad I went public. He couldn't believe I went
Speaker 3: into the press and there were a lot of repercussions
Speaker 3: for that. He gave out my personal address, He did
Speaker 3: all these things that the courts found him, you know,
Speaker 3: to be wrong, and he was fine for But I
Speaker 3: say be proud and loud, and if you think you can't,
Speaker 3: that's only a thought that we don't have to let
Speaker 3: our fear be the thing that stops us again. It
Speaker 3: can exist at the same time as you walk forward.
Speaker 2: That's right.
Speaker 1: It's so good to remember that two things can exist
Speaker 1: at the same thing. Yeah, So, do you have any
Speaker 1: suggestions or maybe people should try different ways like to
Speaker 1: document things to protect themselves before they go into report something.
Speaker 3: Well, first of all, I always think it's not only
Speaker 3: good to write down information to be specific, but it's
Speaker 3: also I respond, I keep bring up my case. But
Speaker 3: that was a big movement for me, a moment because
Speaker 3: I won that case after nine years.
Speaker 1: No, that was a long battle.
Speaker 3: It was a long battle. I say every email that
Speaker 3: is sent to you and that you keep everything. I
Speaker 3: journaled from the minute I got injured I started to journal.
Speaker 3: It was five years later that they were able to
Speaker 3: look at my journal to get information on people that
Speaker 3: I could never remember, the names that I was so
Speaker 3: sure i'd remember right at the time, like I'll never
Speaker 3: forget this. Well, guess what I forgot. But it was
Speaker 3: all in writing. So yes, you should write everything down,
Speaker 3: write dann what people are saying. If somebody says something
Speaker 3: to you and it's not in writing, you can confirm
Speaker 3: the conversation in an email or a text. You could
Speaker 3: say I just wanted to reiterate, or say I heard
Speaker 3: you when you said this. I want to make sure
Speaker 3: I was hearing that correctly. Do really keep a track
Speaker 3: of everything because time can go for a while and
Speaker 3: you could always be able to fall back to that documentation.
Speaker 3: And also it helps to release you. I think the
Speaker 3: more you document, the less you hold on to it
Speaker 3: emotionally and perseverate over it. I think it gives you
Speaker 3: room to think beyond. So it's important to document.
Speaker 1: Yes, okay, that's good. Supporting one another is vital in
Speaker 1: any kind of work environment, and so often we're pitted
Speaker 1: against one another as actors competing for the same jobs,
Speaker 1: the same press, etc. Do you have ideas for people
Speaker 1: so that they can forge relationships and alliances at work,
Speaker 1: so there is that support, that community, that group. You know,
Speaker 1: when when you're not just keeping it inside like you did,
Speaker 1: or like I did.
Speaker 3: Asks people to lunch, you know, take a moment. That's
Speaker 3: two bad people only working on the computers at home.
Speaker 2: Now.
Speaker 3: One of the most wonderful things I think can be
Speaker 3: the work environment. It doesn't always have to be hostile,
Speaker 3: but I think that being able to be honest, to
Speaker 3: stand up not only expect people to stand up for you,
Speaker 3: but stand up for them right. You want to mirror
Speaker 3: the thing that you want to have have and for you,
Speaker 3: it's really important and so I think that you know,
Speaker 3: take a moment away from yourself, look at the person.
Speaker 3: You did a great job today, or I really admired
Speaker 3: when you said that one thing. I'd love to talk
Speaker 3: to you more about that. I think that we make
Speaker 3: it less about ourselves more about the other and about us.
Speaker 3: I think that garners a really much healthier environment.
Speaker 1: Yeah, absolutely, I love that.
Speaker 4: I'm Kristin Davis, host of the podcast Are You a Charlotte?
Speaker 4: The most anticipated guest from season three is here the
Speaker 4: Tray to My Charlotte. Kyle McGlaughlin joins me to relive
Speaker 4: all of the magical Tray and Charlotte moments. He reveals
Speaker 4: what he thinks of Trey giving Charlotte a cardboard baby?
Speaker 1: Why would I bring her a cardboard baby?
Speaker 2: As literally, I was like, this doesn't track for me
Speaker 2: at all.
Speaker 4: When he found out Tray's shortcomings, I'm.
Speaker 2: Kind of excited to talking about.
Speaker 1: You know, I think he's the guy's time in Central Park.
Speaker 2: You know, he's probably be some.
Speaker 1: Surgery stuff, you know, And I was like, all this
Speaker 1: kind of stuff going on, and they were like yeah, yeah, yeah, fine,
Speaker 1: and they said, but he's impotent, And I was like, he's.
Speaker 4: Impotent, and why he chose not to return to and
Speaker 4: just like that, they came and presented an idea and
Speaker 4: I was like, I get I see it.
Speaker 2: It's so kind of a one joke idea.
Speaker 1: You don't want to miss this.
Speaker 4: Listen to Are You a Charlotte on the iHeartRadio app,
Speaker 4: Apple Podcasts or wherever you get your podcasts.
Speaker 5: Hey, it's Wilfredll and Sabrina Bryan.
Speaker 6: From the podcast Magical Rewind and we have a very
Speaker 6: special guest on this week's episode. He's the mastermind behind
Speaker 6: some of your favorite movies like Hocus Pocus, Newsy's, The Descendants,
Speaker 6: and of course High School Musical. Yes, it is the
Speaker 6: one and only a living legend director Kenny or Tega.
Speaker 5: We sit down with Kenny to talk about his incredible
Speaker 5: career and the legacy he's created with his choreography and films.
Speaker 6: You seriously will not want to miss this one.
Speaker 5: Listen to Magical Rewind on the iHeartRadio app, Apple Podcasts,
Speaker 5: or wherever you get your podcast Yes.
Speaker 1: When did the intimacy coordinator come into play?
Speaker 3: God, so we're in twenty twenty. I think first of all,
Speaker 3: the intimacy coordinators existed on the stage. That was something
Speaker 3: that existed in theaters because they needed to find a
Speaker 3: way to make it work on stage to look like
Speaker 3: you're having sex and not have sex. Than when the
Speaker 3: Harvey Weinstein moment came, and that was so look at
Speaker 3: people spoke out for the first time saying, not only
Speaker 3: he did stuff, but you started hearing stories the me
Speaker 3: too movement that nobody had heard before, and so there were.
Speaker 2: Actors who talked about it.
Speaker 3: We started talking on a global level around the world
Speaker 3: about this was happening in every country, and women were
Speaker 3: starting to admit that, yes, this had happened.
Speaker 2: Men had talked about it happening.
Speaker 3: And then we started talking about this intimacy coordinator thing.
Speaker 3: HBO had started doing it and owning it for their
Speaker 3: productions because they had more hyper exposed work, and then
Speaker 3: we started to talk amongst each other. Then started bringing
Speaker 3: in intimacy coordinators from theater who started to do it
Speaker 3: into you know, film, and then we said, but what
Speaker 3: about TV? Because TV is much more explicit now than
Speaker 3: it was when we started.
Speaker 2: We talk about how different, you know.
Speaker 1: I feel like a grandma when I thought, oh.
Speaker 3: My god, they feel like we had we didn't have
Speaker 3: you sell your phones then. But anyway, so it's but
Speaker 3: so that's it started. I think in twenty twenty, twenty nineteen.
Speaker 3: Oh god, it's been too I can't tell you the
Speaker 3: exact year that we really started to work on that. Now,
Speaker 3: I mean sag after. You know, they've just now made
Speaker 3: intimacy coordinators a category, a category, which is amazing. They're represented,
Speaker 3: they get great, I mean that gosh there, I think
Speaker 3: right now in negotiations actually with them, you know, for
Speaker 3: them to have you know, so they can figure out
Speaker 3: the wages.
Speaker 2: And all that. It's amazing.
Speaker 3: I can't believe that it started as a concept when
Speaker 3: I was in the presidency and the evolution it's taken
Speaker 3: through you know, fran Dresher when she was president and
Speaker 3: how it grew and then now we're you know, Sean
Speaker 3: Aston is there and I'm excited to see. It's so
Speaker 3: interesting to see the birth of something.
Speaker 1: Right, especially something like that, like as an actress, having
Speaker 1: had no support other than a male director and a
Speaker 1: male co star during those intimate scenes where we have
Speaker 1: to portray certain.
Speaker 2: Friend of a crew of one hundred men usually.
Speaker 1: But it's not that way anymore, thank god. It's much
Speaker 1: more diverse. But back in the day, yeah, I would
Speaker 1: have felt so much more comfortable if I had an
Speaker 1: intimacy coordinator, just somebody there, somebody say has a different perspective,
Speaker 1: is not trying to get anything from you.
Speaker 3: And so have you able to say something I'm not
Speaker 3: feeling comfortable about this? You know, well, how would you
Speaker 3: feel comfortable? Let's talk about that. Or intimacy coordinators aren't
Speaker 3: also just for a hyperds those sex scenes. Think about
Speaker 3: somebody who has to play a pedophile. We talk about
Speaker 3: this all the time, and they have to do it
Speaker 3: with a child. They're not doing anything, but even that
Speaker 3: you know, and you you're a parent, and that feeling
Speaker 3: that you have about that, and I don't know how
Speaker 3: to how to reconcile, like how do I make it
Speaker 3: so that the child doesn't feel and how do I
Speaker 3: make sure they have a voice? Like I am telling
Speaker 3: you it is one of the greatest things that is
Speaker 3: being put into our work.
Speaker 1: I think so too, Yeah, I definitely think so. What's
Speaker 1: one piece of advice that you live by every day?
Speaker 3: Be true to yourself, Be true to yourself, Be true
Speaker 3: to yourself, be true to yourself.
Speaker 2: Everybody.
Speaker 3: You might hear a lot of different this is what's
Speaker 3: done and this is what it's done.
Speaker 2: Be true to yourself. In the end, it's all make believe.
Speaker 1: Right, That's the thing you always hear. Well, this is
Speaker 1: how we do it.
Speaker 3: This is how we've always done it, This is how
Speaker 3: they do, this is what they want, this is what
Speaker 3: they're looking for, this is what they want.
Speaker 2: Are you okay with that?
Speaker 1: And you're like I, I guess everybody everyways doing it.
Speaker 2: Ye, be true to yourself, Be tu yourself.
Speaker 1: It's very good advice. So you just gave an actor,
Speaker 1: no advice.
Speaker 2: I just shared a thought with a friend.
Speaker 1: Any other last words for those working hard everywhere?
Speaker 2: Bravo, bravo.
Speaker 1: Yeah, what else can you say? Thank you for your
Speaker 1: time on the pod with me. I so appreciate you
Speaker 1: being here. And so many people are out there working
Speaker 1: really hard in the entertainment industry, so you are amazing
Speaker 1: and everybody really appreciates all the work that you do.
Speaker 2: Thank you.
Speaker 3: I really appreciate being here, and I appreciate every single
Speaker 3: person who's really out there putting it out there. Yeah,
Speaker 3: because it makes a difference. It makes a difference.