Speaker 1: A few weeks ago, we did an episode on diversity
Speaker 1: at work. In that episode, we asked listeners to email
Speaker 1: us or tweet at us with recommendations on how we
Speaker 1: could make our show more diverse. A listener tweeted at
Speaker 1: us about an element of diversity we actually hadn't even
Speaker 1: been thinking about. This is game plan. Hi, I'm Francesco
Speaker 1: Levi and I'm right back at Greenfield and today we're
Speaker 1: talking about how the workplace doesn't always work for people
Speaker 1: with disabilities. So the listener that tweeted at us that
Speaker 1: I mentioned at the top of the show is Gettey
Speaker 1: and Goldberg, and he's actually going to be our guest leader,
Speaker 1: but he basically reached out to remind us that when
Speaker 1: we're talking about diversity, we have to be thinking about
Speaker 1: disability as well. Yeah. I didn't even consider that when
Speaker 1: we are doing our diversity episode, to be completely honest, um,
Speaker 1: So it was good to have giddy and check us
Speaker 1: on that and that when started doing research for this,
Speaker 1: we discover that there's a lot to unpack. Yeah, so
Speaker 1: it's a huge topic and borderline overwhelming, but we're going
Speaker 1: to try and get out a few of the challenges
Speaker 1: for people with disabilities when it comes to the workplace,
Speaker 1: and you have some stats for us, right, I got
Speaker 1: stat I love stats. Yeah, Um, these are not super
Speaker 1: happy stats. Um. There's something called the employment gap that's
Speaker 1: a big part of the problem. So this is the
Speaker 1: rate of employment for people with disabilities compared to the
Speaker 1: rate of employment for the population at large. And that
Speaker 1: gap is way bigger in the US than in most
Speaker 1: other countries. It's around So these are people who want
Speaker 1: to be working but can't find These aren't people who
Speaker 1: are being shut out of the workforce by their disability necessarily.
Speaker 1: It's just that they're not finding work at the same rate. Um.
Speaker 1: And even when they do find work, they're not getting
Speaker 1: paid the same There's a wage gap as well. Workers
Speaker 1: with disabilities make sixty cents on the dollar. So to
Speaker 1: put that in text of other wage gaps, the gender
Speaker 1: wage gap is eight cents on the dollar. So that
Speaker 1: is really bad. And we're talking about people who are
Speaker 1: equally qualified. So, for example, a disabled worker with a
Speaker 1: bachelor's degree earns almost thirteen thousand dollars less a year
Speaker 1: than a non disabled worker with a bachelor's degree. That's ridiculous. Yeah.
Speaker 1: So when I think about disability in the workplace. The
Speaker 1: first thing that comes to mind is Americans with Disabilities Act, Right.
Speaker 1: The a d A is the broad umbrella solution to
Speaker 1: some of these problems. So um it was made law
Speaker 1: in and it basically prohibits discrimination on the basis of disability.
Speaker 1: So the a DA is the reason why you see
Speaker 1: wheelchair ramps and accessible bathrooms. But it doesn't necessarily go
Speaker 1: far enough. So there are some small businesses that are
Speaker 1: exempt from a d A protections. And you can also
Speaker 1: opt out of the d A if providing a certain accommodation,
Speaker 1: say an interpreter for a deaf job applicant, would cause
Speaker 1: an undo hardship, so would basically cost you too much money,
Speaker 1: and that might be the case for a lot of
Speaker 1: small businesses. And then that's just what happens when you're
Speaker 1: at work, But what about all the little things that
Speaker 1: surrounding like getting to work or being working person. So
Speaker 1: one thing I think about is commuting, And in New
Speaker 1: York City, it's really hard to use a wheelchair on
Speaker 1: the subway. Only subway stations are reelchair accessible, so you
Speaker 1: have to just happen to live on a station that
Speaker 1: is a real chair acceptable, accessible, and then happened to
Speaker 1: be going to a job or a job interview or
Speaker 1: a meeting for work. I mean, there's just so much
Speaker 1: about it that seems very inaccessible. Yeah, it's not enough
Speaker 1: for your office to have accommodations if none of the
Speaker 1: other stops on the way to your office have the
Speaker 1: accommodations that you need to do your job. Yeah, and
Speaker 1: you can just see why it's harder for people who
Speaker 1: have to deal with that to get jobs. And when
Speaker 1: we're talking about disability, it also goes beyond accommodation. There's
Speaker 1: obviously discrimination. And yeah, when I think of any wage
Speaker 1: gap or underemployment, I always think of bias and discrimination.
Speaker 1: And unfortunately, if you look different, or talk different, or
Speaker 1: a walk different, they're probably going to be people who
Speaker 1: judge you based on that. And we're not the best
Speaker 1: people to speak to exactly what that feels like. But
Speaker 1: our guest today is going to help us get into
Speaker 1: some of those issues. Gideon Goldberg is a software engineer
Speaker 1: at the Guardian in London. He also has cerebral palsy,
Speaker 1: which affects his movement in a few ways, from walking
Speaker 1: to write Welcome Gideon. Hello, So we would love to
Speaker 1: hear just for starters, why you decided to reach out
Speaker 1: to us disabilities Often to think people miss when they
Speaker 1: think about diversity, so they might think about gender, and
Speaker 1: they might think about race, and then it's like oh
Speaker 1: oh and maybe by the way, disability. But then it's
Speaker 1: like what do we do? It's so hard, or that
Speaker 1: people don't know where to where to start. Yeah, I
Speaker 1: definitely only did not, like admittedly think about that at
Speaker 1: all when we were making the episodes. We're really happy
Speaker 1: that you did reach out to us, and like you said,
Speaker 1: we don't even know how to wrap our heads around it.
Speaker 1: So can you describe what you do and what accommodations
Speaker 1: you use every day to make your work possible? Right?
Speaker 1: So I'm a software engineer, so that's not very glamorous.
Speaker 1: I mean I just sit in front of a desk
Speaker 1: all day and use a computer and sometimes I have
Speaker 1: a meeting. Um sounds like a job. And so there's
Speaker 1: only a few sort of small I guess accommodations that
Speaker 1: I have. I have a special chair which is called
Speaker 1: like a subtle chair, so it makes my back very
Speaker 1: straight to help with my posture. And I have a
Speaker 1: special like hydraulic adjustable desk that I can push up
Speaker 1: and down and make sure that like it's kind of
Speaker 1: all adjusted correctly. Um. So those are kind of the
Speaker 1: main things, like yes, and what are some ways that
Speaker 1: you approach work differently that an undisabled person might not
Speaker 1: think about? Right, So sometimes I'll do things quietly to
Speaker 1: like deal with things that my my coworkers might never
Speaker 1: know about. So we have like a quiet room um
Speaker 1: at the Guardian, which people use for prayer and all
Speaker 1: sorts of things. But sometimes, like so the phrase I
Speaker 1: guess it is like getting tight with with the disability.
Speaker 1: I have to your muscles all kind of tighten up.
Speaker 1: And sometimes I'll go and lock myself in there and
Speaker 1: like do some stretches and come out. So I guess,
Speaker 1: you know, if people didn't know, they wouldn't think anything
Speaker 1: of it, or they thought I'm doing my prayers or whatever.
Speaker 1: But like that's something I do that I sort of
Speaker 1: managed to day today that people, I guess don't think about.
Speaker 1: That's kind of interesting. It reminds me. I mean it's
Speaker 1: not the same, but kind of like the same disruption.
Speaker 1: And you're in Francesca's day where she has to go
Speaker 1: and pump I should start bringing up on the show. Yeah,
Speaker 1: but it is. It's interesting that, like in the there's
Speaker 1: a big trend toward open offices, and people often call out,
Speaker 1: like what about like dating women, But there are all
Speaker 1: these other examples of times when you might need a
Speaker 1: little bit of privacy that people don't. And I'm the same,
Speaker 1: Like I get a special exemption from the hot desking
Speaker 1: rule because I'm a special snowflake. But it's like one one,
Speaker 1: one thing doesn't work for everyone, right, So can you
Speaker 1: talk about that a little bit more like how it
Speaker 1: had work for you? Well, I guess because my desk
Speaker 1: is like high adjustable, and if I have a special chair,
Speaker 1: so if I just rocked up in any different desk
Speaker 1: every different day of the week, then it's just not
Speaker 1: going to be like adjusted. Like I'm fine to like
Speaker 1: go to a meeting, but I wouldn't want to spend
Speaker 1: all day like in the wrong position. And I like,
Speaker 1: I don't think it's a big deal. So when I
Speaker 1: move teams, what they'll do is they'll get workplace to
Speaker 1: like come and move my desk to the new locations.
Speaker 1: So I'm still co located with my team, but I'm
Speaker 1: not just in a different seat every day. I think
Speaker 1: because of um ramps and other accommodations that are made
Speaker 1: in officers. That's probably what most workers are familiar with
Speaker 1: when it comes to dealing with something like cerebral palsy
Speaker 1: or another disability in the office. But are there other
Speaker 1: ways that you have to think about your life differently,
Speaker 1: your work life differently that are less vilsible, like maybe
Speaker 1: when you're interviewing for a job, for example. Yeah, so,
Speaker 1: so I guess there's some interesting things. So one of
Speaker 1: the one of the sort of interesting things with my
Speaker 1: disability is it affects my like spatial awareness and my
Speaker 1: like navigation skills. So I just don't really have a
Speaker 1: good sense of direction, so I would come out the
Speaker 1: tube station just walk off in the not wrong direction
Speaker 1: and not realize. Um. So yeah, technology has helped a
Speaker 1: lot with that, because there's this thing called Google Maps
Speaker 1: now and it tells you even which way you're facing,
Speaker 1: which is a good innovation because I used to print
Speaker 1: out maps and then not really they didn't help that much.
Speaker 1: So I orientate a lot by landmarks, which is a
Speaker 1: kind of trick that I have because I'm like, oh,
Speaker 1: I can see the Starbucks, right, So I know it's
Speaker 1: like left there, but the kind of it's an it's
Speaker 1: an interesting thing again is kind of hidden. Um. So, oh,
Speaker 1: you asked me a bit about when you might be
Speaker 1: applying or starting for a job, right or going for
Speaker 1: an interview. Um. So I guess generally when you do
Speaker 1: a job application, they have like a special box that says,
Speaker 1: is there any any special needs you want to tell
Speaker 1: us about? Um? And I'll generally tick the box and
Speaker 1: then some HR person will reply and they'll say, oh,
Speaker 1: is there anything we can do? And I'm lucky I
Speaker 1: don't have a lot of special needs. I guess one
Speaker 1: thing is because I have quite rubbish hand eye coordination.
Speaker 1: So if it's like we want to do a whiteboard
Speaker 1: test and lock you in a room and write this
Speaker 1: code on the wall, um, it would just be quite illegible.
Speaker 1: So I'll generally ask like, can I do it look
Speaker 1: on a computer? Or is there some other way I
Speaker 1: could do it? So it's not necessarily like big adjustments,
Speaker 1: but it's small things, you know, that will help me
Speaker 1: get through the process. Are you worried that that has ever, um,
Speaker 1: hindered your ability to get a job? Yeah? So it's
Speaker 1: really hard to note because when you apply, it's this
Speaker 1: black box. So if they didn't applied, you don't you
Speaker 1: don't know why. Um, but like I'm definitely a kind
Speaker 1: of disclosure, right, Like I'll always say it because it's
Speaker 1: also like a sniff test, like if they if I
Speaker 1: say it and then they don't want to talk to me,
Speaker 1: I probably don't want to work for them either. So
Speaker 1: it's one way I I snuff things out. I mean.
Speaker 1: Another thing is like, um, so both so I work
Speaker 1: at the Guardian now and prior to that, I worked
Speaker 1: at the BBC, and both of them have some form
Speaker 1: of I guess it's called a guaranteed interview scheme. So
Speaker 1: what it means is like, if you meet all the
Speaker 1: criteria for the role, you'll definitely at least get an interview.
Speaker 1: And that's trying to bridge that gap about like oh
Speaker 1: you tick the box so you've scared them away. It's
Speaker 1: like it means you at least get looking. Then it
Speaker 1: encourages you to disclose, right because if you're like, I
Speaker 1: don't want to tell them this thing, and then they
Speaker 1: can't re accommodate you and you mess up that way,
Speaker 1: So it's I think a good way of making you
Speaker 1: like feel safe to disclose something and still hopefully carry
Speaker 1: on through the process. So looking a little bit past accommodating. Um,
Speaker 1: some of some of the differences that disabled people have.
Speaker 1: What are some experiences you've had with just straight up
Speaker 1: discrimination or feelings of bias. Oh, I mean I'm maybe
Speaker 1: like like I work at a very liberal paper, so
Speaker 1: everyone's really lovely. If anything, they're like almost too politically correct,
Speaker 1: Like they just don't there to ask anything, man, so
Speaker 1: I have to bring it up. So it's like, um,
Speaker 1: it's it's almost like they're trying too hard generally, Like
Speaker 1: I guess, I mean more negatives whence you get out
Speaker 1: of work. So like drunk people basically people say really
Speaker 1: stupid stuff. Or I've had like when I went to
Speaker 1: a club night and then i'd shown my ticket to
Speaker 1: someone and I got to the door and the bounce
Speaker 1: was like, oh, you can't come in, and I was
Speaker 1: like what and he said, oh, you're drunk, And I
Speaker 1: was like what. And then I put on my poshest
Speaker 1: voice and I was like, I am not at all inebriated,
Speaker 1: and I am quite capable of it a thing this
Speaker 1: establishment And he was like, oh sorry, but like I
Speaker 1: think day to day that's that's the thing, as long
Speaker 1: as you kind of set things up right not I
Speaker 1: don't think a big deal. The things that you described,
Speaker 1: like using a computer instead of a white board or
Speaker 1: not having to heart TSK like these are such simple,
Speaker 1: easy accommodations to make, but if you haven't come out
Speaker 1: and talked about them, it seems like like somebody could
Speaker 1: assume that because you're handwriting is not that great on
Speaker 1: the white board, that you're going to be less good
Speaker 1: at your job. And so that can be like a
Speaker 1: subtle way that that bias influences the you know, you're
Speaker 1: just your day to day at work. It seems like
Speaker 1: you probably have to do a lot of educating people. Yeah,
Speaker 1: I'm really in favor of having a conversation up front.
Speaker 1: So the wording in UK is like reasonable adjustments that
Speaker 1: the employers expected to make. But the way I tend
Speaker 1: to approach it is like when you have that conversation,
Speaker 1: it's like, hey, we we've decided to offer you the job,
Speaker 1: and I'll I'll sort of say, so that's great. Here
Speaker 1: is the thing. We have to have a meeting and
Speaker 1: um and just talk it through and I think as
Speaker 1: long as you make whatever kind of needs you have
Speaker 1: clear upfront, it's really not a thing. What you what
Speaker 1: you don't want is the opposite is like three months
Speaker 1: in and something weird happened, as they say, why did
Speaker 1: you go off to that room? And you have to
Speaker 1: explain it and it's really awkward. So I'm all for
Speaker 1: like bringing it up up front. Was there some experience
Speaker 1: that you had that me and you realize that you
Speaker 1: wanted to be someone who just talked about these things
Speaker 1: up front? Yeah? Sure? So I worked before this job,
Speaker 1: I worked at the BBC on this thing's BBC magazine
Speaker 1: site called Ouch and that was all about like it's
Speaker 1: like disability life and being outspoken and talking about your experiences. Um.
Speaker 1: And that was maybe an extreme example because it was
Speaker 1: like an all disabled team, so it was very like
Speaker 1: embsting us. And that's how it is. I guess it's
Speaker 1: very different from everyone's experiences, but you kind of you
Speaker 1: wouldn't want to work on that site unless you were
Speaker 1: happy talking about your your disability experience, which not everyone
Speaker 1: is right. Some people they don't want it to be
Speaker 1: a thing. They they'd rather not talk about it and
Speaker 1: they definitely don't want it to be the thing that
Speaker 1: defines them. You know, was that sort of refreshing like
Speaker 1: you didn't have that that people trying too hard political
Speaker 1: correctness because everybody was just sort of out and open
Speaker 1: and comfortable talking about this stuff. Oh yeah, it's it's
Speaker 1: such a difference, and it's you know, it's that that
Speaker 1: feeling when you're with people that you feel comfortable with
Speaker 1: and you can just shoot the breeze. Well, there's a
Speaker 1: program in the UK called Access Is it called Access
Speaker 1: to Work? Right? Um? Can you just explain a little
Speaker 1: bit what that isn't how that's helped you? Sure. So
Speaker 1: that's the scheme and it's run by the UK government.
Speaker 1: So when you when you get offered a job, you
Speaker 1: can call a hotline say hey, I've been offered a
Speaker 1: job and they'll come and assess you and you can
Speaker 1: describe what additional needs you might have and that that
Speaker 1: could be anything. So for me, it's like I need
Speaker 1: a special chair, but it could be like I need
Speaker 1: a sign language interpreter from my meeting, or I need
Speaker 1: a taxi to get to this office. Um. And the
Speaker 1: idea is that the government will cover all those extra costs.
Speaker 1: So that it's completely cost neutral for the employer, so
Speaker 1: they shouldn't have to face that decision of like, oh,
Speaker 1: we'd really like to employ you, but it's gonna just
Speaker 1: be too expensive. Right. Also, does having it through a
Speaker 1: third party make it a little bit of less of
Speaker 1: an uncomfortable conversation. Oh yeah, you don't even need to
Speaker 1: have the conversation. So the thing is like they'll have
Speaker 1: like an independent assessor who comes out and meets you
Speaker 1: and writes a report and then basically the employer has
Speaker 1: to sort of implement it and the cost of covered.
Speaker 1: So you have that kind of third party who's not
Speaker 1: like you don't have to go to your line manager
Speaker 1: and say, have this really awkward conversation about so you
Speaker 1: know that you offer me this job, it's going to
Speaker 1: be really expensive for you. What would be some things
Speaker 1: that it sounds like you're really gregarious and outgoing and
Speaker 1: happy talking to people and kind of giving letting them
Speaker 1: know what's up about your disability. But what would what
Speaker 1: would be some advice um for non disabled people who
Speaker 1: want to be more accommodating or more understanding in the
Speaker 1: office around their disabled colleagues who might not want to
Speaker 1: spend all this time educating them, right, so I think
Speaker 1: it's really not rocket science. Just definitely talk to them
Speaker 1: like you to talk to anyone else. So don't don't
Speaker 1: patronize them and treat them like they're five years old.
Speaker 1: Or if they have like a p A or an
Speaker 1: interpreter or someone working with them, don't talk to that person.
Speaker 1: Talk to them directly, right, because they're quite capable of
Speaker 1: telling you what they what they need, right. And it
Speaker 1: sounds like also maybe just don't make assumptions you were
Speaker 1: describing somebody, assuming you were drunk or you know, somebody
Speaker 1: might think that there's a reason besides your disability that
Speaker 1: you're doing something differently, and it's just ask, Yeah, definitely
Speaker 1: ask upfront. So there was an interesting case that there's
Speaker 1: someone I know who's death blind and she'll often go
Speaker 1: to competence and they're like, hey, we got you, we
Speaker 1: got you an interpreter, everything's great. And actually she doesn't
Speaker 1: read sign language right like she uses hearing aids and
Speaker 1: her needs are completely different. But like, if they just
Speaker 1: asked up front, it wouldn't have been a thing. Do
Speaker 1: you ever get frustrated? Do you mean, like with my
Speaker 1: how people treat me it just sounds so like, yeah,
Speaker 1: people always say I'm very enthusiastic personality, so maybe that
Speaker 1: comes across true. I have you know, I have down
Speaker 1: times as well, but maybe not so much in the office.
Speaker 1: And I you know, I try not to swear people.
Speaker 1: Sometimes I swear at the compiler because the software doesn't work,
Speaker 1: but I tried to be angry at people. So I
Speaker 1: guess just to wrap up, what are some of the
Speaker 1: little things? Are the big things that you just wish
Speaker 1: undisabled people would take the time to think about, so
Speaker 1: definitely in terms of things that employers could do. Like
Speaker 1: I was asking around to my disabled friends before I
Speaker 1: came on here, like what should I what should I
Speaker 1: tell them? What are the top tips? And the big
Speaker 1: thing that came up was flexible working. It's huge, right,
Speaker 1: so you might be someone. Um, so my brother recently
Speaker 1: employed developer and like he had really bad applicants and
Speaker 1: this guy was by far the best. And then he said, oh,
Speaker 1: by the way, you know, I need to work from
Speaker 1: home because I have this like health ambition and it's
Speaker 1: it wasn't something my brother had thought about, but he
Speaker 1: was fine with it and it's worked out like really well.
Speaker 1: But sometimes you have to be a bit accommodating in
Speaker 1: terms of allowing that. So things like allowing people to
Speaker 1: work part time or allowing people to work from home
Speaker 1: or work unusual hours that might suit there their needs
Speaker 1: is a really great thing you can do. Um. I mean,
Speaker 1: another thing bigger employers have started doing is like disability
Speaker 1: staff forums. So you might have that. You might have
Speaker 1: thought about that for say, people of a certain gender
Speaker 1: or LGBTQ people, but you could also do that for
Speaker 1: disabled people. And like, not everyone's into that, but for
Speaker 1: the people who are, it gives them like a place
Speaker 1: to network and meet each other and share experiences. Um.
Speaker 1: And yeah, like I said earlier, having like a quiet
Speaker 1: space or somewhere where people can go that's not part
Speaker 1: of the open plan environment is useful for lots of reasons,
Speaker 1: not just for disabled people, but it helps them out
Speaker 1: as well. Thank you so much for coming out and
Speaker 1: talking to us. Thanks. It's my pleasure. I'm a big
Speaker 1: into the show. It's incredible to me how flexibility around
Speaker 1: schedules is the answer to so many issues people have
Speaker 1: with balancing their lives with work. Yeah. I mean we
Speaker 1: just had a whole episode about this. Yeah, we talk
Speaker 1: about it for working families, We talk about it for
Speaker 1: just making life easier for people who are busy or
Speaker 1: who have you know, long commuting schedules. And it also
Speaker 1: turns out that it can be a big solution for
Speaker 1: people with disabilities to enable them to have more flexible schedules. Yeah.
Speaker 1: And it's like, so that is a very modern idea, right,
Speaker 1: Like flexible schedules is a one way to modernize office,
Speaker 1: but then the other ways that the offices have modernized instead,
Speaker 1: it turns out can actually be harmful to some people.
Speaker 1: I was really surprised by that. Um. So he mentioned
Speaker 1: hot desking, which if people don't know, is a new fad,
Speaker 1: especially in engineering to technology worlds, where you can come
Speaker 1: in and set at any desk. Um And yeah, and
Speaker 1: for somebody who needs some special accommodations, like it's a
Speaker 1: problem and then they can't participate in this new thing.
Speaker 1: I mean, Gideon was okay with that, but I was
Speaker 1: like kind of annoyed on his behalf. And the open office,
Speaker 1: which people have complained about for lots of different reasons,
Speaker 1: but that it's just another thing that you don't think
Speaker 1: about that can exclude people who need a private space
Speaker 1: for accommodating their work. Gideon is someone who is clearly
Speaker 1: very open just coming out and saying what he needs
Speaker 1: from people. And I was just struck by two things. One,
Speaker 1: how you really don't have to do that much in
Speaker 1: a lot of cases, like being aware that it's not
Speaker 1: going to be easy for everybody to do a whiteboard
Speaker 1: test for software engineers, and just like letting them set
Speaker 1: up at a computer. It's it's not that hard, it
Speaker 1: doesn't cost companies a lot of money. It's just you
Speaker 1: have to know, you have to know to do it.
Speaker 1: And so Gideon has to be somebody really comfortable just
Speaker 1: coming out and saying this is what I need. But
Speaker 1: the other thing he pointed out that was important to
Speaker 1: remember is not everyone's going to be that open, but
Speaker 1: you can just ask, Yeah, it's it's unfair to think
Speaker 1: that everyone's going to be as gregarious and open and
Speaker 1: and accommodating. Frankly, it's Giddon, So yeah, some of it's
Speaker 1: on us. It seems to me that the takeaway is
Speaker 1: you don't have to be as worried about offending somebody
Speaker 1: as you think by just asking what would make it
Speaker 1: easier for you to like, how can I accommodate you
Speaker 1: um in working or in interviewing for this job. And
Speaker 1: now it's time for half big takes, halfy fake takes.
Speaker 1: You can tweet us your half big takes or call
Speaker 1: us at two one two six one seven zero one
Speaker 1: six six and leave a voicemail and we might play
Speaker 1: or happy take on the show. Today's listener half big
Speaker 1: Take is a live one from our colleague Lisa Fleisher,
Speaker 1: who's an editor in our London bureau. Welcome Lisa, Hello,
Speaker 1: please give us the half big take that you flew
Speaker 1: all the way across an ocean to share with us. Yes,
Speaker 1: I flew here to tell you about how you should
Speaker 1: clean up after yourself in the office bathroom. Go on.
Speaker 1: So picture this. You're in a bathroom and you lean
Speaker 1: over the sync coounter to check your makeup or your
Speaker 1: contacts or whatever, and then all of a sudden, your
Speaker 1: stomach is just completely soaked. I'm so familiar with them
Speaker 1: there with the shirt that's stripe of moisture on the
Speaker 1: shirt from leaning against the counter, and you're like, how
Speaker 1: did all this water get here? So what I have
Speaker 1: to say is that when you're washing your hands, you
Speaker 1: should just take the paper towels that you're drying your
Speaker 1: hands with anyways, and just wipe up that water around
Speaker 1: the sink on the syncounter. This is a really good
Speaker 1: p s A. I think because I feel like people
Speaker 1: don't treat water like a mess like you think if
Speaker 1: you spill water, you don't have to clean it up
Speaker 1: because it's just water. It's just gonna dry, it's not
Speaker 1: gonna stay anything. But water is a mess people, and
Speaker 1: it causes wet shirts, which look dumb in the fist.
Speaker 1: So clean it up. Yeah, that's so true. Great hat
Speaker 1: bay take Thank you, Becca. What is your not fully
Speaker 1: formed thought that you feel really strongly about anyway. This
Speaker 1: is inspired by me going to a soul cycle class
Speaker 1: at seven in the morning on Monday. Yeah, congratulations, pat
Speaker 1: myself on the back. Um, I've decided that working out
Speaker 1: before work defeats the purpose of working out. I love this.
Speaker 1: I went to a morning soul cycle class and took
Speaker 1: away something negative. Yet well, it was very fun, but okay,
Speaker 1: so you work out so that you can be in shape,
Speaker 1: right and you know, maybe lose a little weight and
Speaker 1: also maybe have a little more energy or stay in shape.
Speaker 1: When you work out in the morning, you have that energy,
Speaker 1: but you're very tired from waking up early, and you're
Speaker 1: also hungry all day, so you're either eating all day
Speaker 1: more than you normally would. So it's like, why did
Speaker 1: I even bother working out? Or I'm trying not to
Speaker 1: eat to be like normal me. So I'm so distracted
Speaker 1: by eating that canceled out all the energy I have
Speaker 1: and I can't concentrate on work. Yeah, people are always like,
Speaker 1: I work out in the morning because working out in
Speaker 1: the afternoon means you get too many excuses and you're
Speaker 1: too tired to do it. Everyone's so pro working out
Speaker 1: in the morning, but I can't. I I love a
Speaker 1: good six p m. Yoga class. What about you, Lisa
Speaker 1: morning workouts? I would sign up for morning workouts and
Speaker 1: constantly miss them exactly. I was just like, I cannot
Speaker 1: get up, too tired, attention all gyms. Cancel your morning,
Speaker 1: cancel it. It was very full. Don't cancel it, but
Speaker 1: it's not for me. What is your not fully formed
Speaker 1: thought that you'd like to share, Francisca, um, my happy
Speaker 1: take is that Tuesdays are a nightmare for me personally.
Speaker 1: So I have a sample size of one for this study.
Speaker 1: I've done on Tuesdays, but that's the right sample size
Speaker 1: or happy day. All through my working life, Tuesdays have
Speaker 1: always been a problem. So it's not just this job
Speaker 1: because we have Tuesdays for us are like a very
Speaker 1: podcast heavy day. We've write the newsletter, we have to
Speaker 1: do a bunch of like production stuff on the podcast
Speaker 1: because the podcast comes out on Wednesday. So Tuesday's happened
Speaker 1: to be a busy day for us. But Tuesday's have
Speaker 1: always been a busy day for me. There was there
Speaker 1: was a period of my life in my twenties, who
Speaker 1: are going to be surprised, where it was like very
Speaker 1: fit and into exercise, and I used to do a
Speaker 1: seven a m you have a class every Tuesday, so
Speaker 1: it made my day very long and hungry. I used
Speaker 1: to have therapy in the evenings on Tuesdays. So okay, again,
Speaker 1: this is me. So I'm trying to universalize this, but
Speaker 1: I do think there's something about Tuesday's where people think
Speaker 1: I'm not going to schedule something on a Monday because
Speaker 1: everyone's just coming back from the weekend. But it's important
Speaker 1: so to be kind of early in the week. So
Speaker 1: stuff just like lands on Tuesdays and just thinking about
Speaker 1: Tuesday's gives me stress. Tuesday's are always like you have
Speaker 1: to be on it on Tuesdays. Tuesday is a very
Speaker 1: unexamined day because Wednesday they call hump day right right,
Speaker 1: and Monday's it's just you know you got the Monday's.
Speaker 1: Friday has a half big take for every day of
Speaker 1: the week. Probably we could do a Monday through Friday series,
Speaker 1: but um, yeah, Senners, let us know how you feel
Speaker 1: about Tuesdays, because I want I want some support on
Speaker 1: this half big day because beck is giving me a look. Anyway,
Speaker 1: this has been half big takes, half baked takes. Thanks
Speaker 1: for listening to game Plan. You can find me on
Speaker 1: Twitter at Francesca today and I'm at RZ Greenfield and
Speaker 1: you can tweet us or half Bag Takes or call
Speaker 1: in at two and two six month seven zero one
Speaker 1: six six. If you like game Plan, please go over
Speaker 1: do Apple podcasts or wherever you listen, um, subscribe, rate,
Speaker 1: and especially review. We love reading reviews and it really
Speaker 1: helps get the word out about our show. And if
Speaker 1: you like this show, you might like Odd Lots, another
Speaker 1: Bloomberg podcasts about oddities on the market. And if you
Speaker 1: just want to hear more from us, subscribe to our
Speaker 1: newsletter at bloomberg dot com Slash Newsletters. This podcast was
Speaker 1: produced by Liz Smith and Magnus Hendrickson. Head of Podcasts
Speaker 1: is Alec mcaye. See ya Bye,