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Speaker 1: Welcome to stuff Mom Never Told You from how Stuff

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Speaker 1: Works dot Com. Hello, and welcome to the podcast. I'm

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Speaker 1: Caroline and I'm Kristen. We Kristen and I talked about

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Speaker 1: them phobia not too long ago, and it got a

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Speaker 1: really strong response from people. Everybody had stories to share

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Speaker 1: of how they had maybe felt like that in the past,

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Speaker 1: they had as women, they had bad relationships with other women,

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Speaker 1: or just hated the feminine things in life. Well, so

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Speaker 1: this got the ball rolling on a slightly different topic,

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Speaker 1: but but related, and that is women hating on women

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Speaker 1: in general. But then that led to a whole other thing,

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Speaker 1: which is the queen Bee syndrome, which we will explain.

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Speaker 1: And it sounds ridiculous, but basically it's this idea that

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Speaker 1: women in positions of power are holding down women in

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Speaker 1: subordinate positions because they're so afraid, they're so threatened by

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Speaker 1: these young women who need help, that they're just going

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Speaker 1: to make your life a living hell. Now. The term

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Speaker 1: queen Bee syndrome was coined in nineteen seventy three by

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Speaker 1: a trio of researchers who were looking into the way

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Speaker 1: some women interact, particularly in the workplace, and they came

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Speaker 1: up with Queen Bee syndrome to denote the alpha female

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Speaker 1: who wants to preserve her power at all costs. Because

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Speaker 1: if you think about the Bee hive, there could only

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Speaker 1: be one queen. That's right, there can only be one Highlander,

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Speaker 1: miss highlander. Um. Yeah, this it also sort of encompasses

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Speaker 1: this whole idea and attitude, particularly at the time that

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Speaker 1: they coined this term. Obviously that maybe sort of across

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Speaker 1: the board, all lady bosses were the B word, you know,

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Speaker 1: not queen Bee. You know what I mean, Um, that

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Speaker 1: all of these women are just like clawing at each

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Speaker 1: other to get to the top and trying to sabotage

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Speaker 1: each other. I just feel like there's this pervasive idea,

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Speaker 1: and I feel like there's even some residue of that

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Speaker 1: that still hangs on today. There's absolutely residue of that,

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Speaker 1: I mean, because yeah, it makes total sense for them

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Speaker 1: to come up with this concept in ninety three when

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Speaker 1: women were still you know, just making those initial inroads

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Speaker 1: in the workplace. But if we're talking about from a

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Speaker 1: top down perspective, Uh, I don't have the statistics in

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Speaker 1: front of me, but in terms of CEOs of fortune companies,

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Speaker 1: what like twenty five of them are headed by women,

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Speaker 1: and every time it happens, it's this huge deal. And

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Speaker 1: every time you read, uh, you know, a profile about

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Speaker 1: a powerful woman in business, it's like they're looking for

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Speaker 1: Queen Bee syndrome. Like Marissa Meyer, who was recently named

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Speaker 1: CEO of Yahoo, has been dissected in so many different

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Speaker 1: ways because she is not, you know, publicly all lady

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Speaker 1: pro lady fist bump. You know, she doesn't want to

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Speaker 1: talk about her pregnancy, she doesn't want to take a

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Speaker 1: lot of maternity leave, she doesn't want to call herself

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Speaker 1: a feminist. She just wants to fix Yahoo and make

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Speaker 1: a b jillion dollars and live in her penthouse in

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Speaker 1: San Francisco. That's right. Um, Yeah, This whole idea is

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Speaker 1: basically that, you know, female bosses could feel more threatened

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Speaker 1: and less generous about sharing their positions of power as

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Speaker 1: there are fewer opportunities for them. But that that's kind

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Speaker 1: of dumb. Well, there there are studies that have found

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Speaker 1: that women working under women are more stressed out than

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Speaker 1: men working under women. And there was a study that

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Speaker 1: I found published in the British Journal of Social Psychology

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Speaker 1: that I wanted to call out because this is something

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Speaker 1: that we've talked about before on the podcast and something

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Speaker 1: that comes up a lot when it comes to gender

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Speaker 1: in the workplace. So it's published in September two thousand four,

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Speaker 1: and it suggested that the gender gap in stem fields

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Speaker 1: those science, tech, engineering, math were attributed to queen b syndrome,

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Speaker 1: and the researcher is right. Individual upward mobility i e.

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Speaker 1: Of female faculty implies distancing the self from the group stereotype,

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Speaker 1: which not only involves perceiving the self as a non

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Speaker 1: prototypical group member, but may also elicit stereotypical views of

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Speaker 1: other in group members. In other words, if you are

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Speaker 1: in a sea of men competing for a slot, you

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Speaker 1: don't want to you know, you want to get along

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Speaker 1: with them. You don't want to seem biased towards women,

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Speaker 1: and you might inadvertently uh not help out other women

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Speaker 1: in the process because it took so much elbowing to

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Speaker 1: get there. But another study shows that this whole queen

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Speaker 1: be thing is totally a myth and that women are

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Speaker 1: actually more likely to help out their their homies. This

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Speaker 1: was June study by Catalyst UH of women they found

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Speaker 1: who received career development support are now developing new talent

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Speaker 1: compared to fifty six of men. They also found that

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Speaker 1: seventy of the women developing new talent are developing women specifically,

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Speaker 1: compared tot of men. And so Eileen Lang, who's the

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Speaker 1: president and CEO of Catalyst, says, the notion that women

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Speaker 1: executives are queen bees who are unwilling to support other

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Speaker 1: women needs to be put to rest. And I agree

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Speaker 1: that the queen bee thing, if you apply it as

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Speaker 1: an across the board women are terrible bosses thing, is ridiculous.

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Speaker 1: Obviously it is. I will say that I have worked

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Speaker 1: for a queen bee, though, yeah I've I've maybe been

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Speaker 1: stung by queen bees here and there. Um. But I

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Speaker 1: think too though, like if we're talking about and I

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Speaker 1: feel like I'm playing a little bit of Devil's advocate

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Speaker 1: for a second. But bear with me. Um. Now, this

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Speaker 1: study is not examining the quality of how a female

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Speaker 1: executive gets along with her employees. This is specifically about

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Speaker 1: career development, and in reporting on the study, UH, the

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Speaker 1: Washington Post pointed out that these were mid level women.

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Speaker 1: The catalysts followed UH from two thousand and eight to

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Speaker 1: two thousand ten, so as they were, you know, working

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Speaker 1: upward in their career, whereas the most persistent queen Bee

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Speaker 1: syndrome that we hear about, at least according to other research,

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Speaker 1: happens at the senior level where the women it's really there,

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Speaker 1: where the women are, you know, they're the only females

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Speaker 1: with a corner office. And maybe again, like the it

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Speaker 1: happens inadvertently where they have reached that position of power

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Speaker 1: and probably coming up you know in uh times when

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Speaker 1: uh it was more it was harder for women to

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Speaker 1: make inroads in the workplace. So I think that maybe

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Speaker 1: it happens more, which is also why there's a notion

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Speaker 1: that maybe queen Bee syndrome is less relevant to say

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Speaker 1: you or I of a newer generation, where I think

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Speaker 1: it's pretty common career advice for women who want to

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Speaker 1: advance to find a female mentor specifically, I've been told

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Speaker 1: that before. Like you, you seek out the woman who

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Speaker 1: will give you a hand up. Um. But for uh,

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Speaker 1: for older women, maybe the story is a little bit different.

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Speaker 1: Maybe that's where the queen Bee syndrome happens more. Right, Yeah,

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Speaker 1: it could be. There's also the idea you know you

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Speaker 1: mentioned like higher level versus mid level there's also this

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Speaker 1: idea of just women being in roles that maybe aren't

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Speaker 1: traditionally for them being over women who are in more

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Speaker 1: you know, quote unquote traditionally female jobs. And so we

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Speaker 1: found this study. It's from November. Joe Williams, who's a

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Speaker 1: law professor at University of California, was talking about this.

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Speaker 1: She says, the tension between female secretaries and female lawyers

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Speaker 1: comes up because of this shift in dynamics. The study

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Speaker 1: was of legal secretaries who said that they preferred to

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Speaker 1: work for men. They expressed gender bias in the study,

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Speaker 1: and they point out that this could be because of

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Speaker 1: the conflict where the traditional female role of secretary versus

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Speaker 1: the non traditional role of lawyer kind of they there's

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Speaker 1: just conflict there. She said that all professional women find

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Speaker 1: themselves walking a tight rope between masculinity and femininity, and

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Speaker 1: when people choose different approaches to how they walk the

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Speaker 1: tight rope, that conflict often breaks out. Yeah, and there's

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Speaker 1: also gendered interpretation of uh, someone in power getting frustrated

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Speaker 1: or expressing discontent if you and this is something too

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Speaker 1: that I feel like. The this episode about Queen b

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Speaker 1: Syndrome ties together a lot of different things that we've

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Speaker 1: talked about before. Uh. In one of those things is

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Speaker 1: that a powerful woman or really a woman in general, uh,

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Speaker 1: in the workplace, specifically expressing anger or discontent is labeled

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Speaker 1: as uh, what's another word for a female dog? Whereas

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Speaker 1: and and and it's also considered a sign of weakness.

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Speaker 1: It's them showing emotion, whereas a guy doing the same thing,

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Speaker 1: he's just being a mad guy. He might be kind

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Speaker 1: of a jerk, but there's still more respect for the

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Speaker 1: jerk than for the emotional, you know what. That's right.

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Speaker 1: So you know, we we've discussed like, uh, is it

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Speaker 1: better to work for a man or a woman who

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Speaker 1: likes who likes working for men? Better? Apparently a lot

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Speaker 1: of people, but uh. David mom Ay in January Social

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Speaker 1: Science Research Research Research cited several studies that found basically,

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Speaker 1: men's competence as leaders is assumed. It's assumed that if

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Speaker 1: you're a man, you're a leader, you deserve to be there,

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Speaker 1: you're competent, just as women's incompetence is pretty much assumed.

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Speaker 1: So female supervisors and male supervisors are evaluated in our

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Speaker 1: minds as workers differently. Yeah, because until we and I

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Speaker 1: think this would I would I would like to see

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Speaker 1: this on an industry by industry basis, because if you

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Speaker 1: take a more pink collar industry, I wonder if those

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Speaker 1: kind of gender biases are as prevalent as if you

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Speaker 1: look at it and say, uh, let's talk about Wall Street,

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Speaker 1: you know where, Yeah, there are fewer women and especially

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Speaker 1: fewer women in positions of like the sea level power,

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Speaker 1: whether or not those ideas are more prominent, like prevalent

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Speaker 1: that men are inherently competent in women. If they are

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Speaker 1: in power, they've had to fight their way there. So

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Speaker 1: that's constantly you know, it's just this constant struggle. Yeah. Well,

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Speaker 1: there's also they point out our heat David or David

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Speaker 1: Mommy points out there's this conflict again because there's in congruity,

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Speaker 1: he says, between their lower status as women and their

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Speaker 1: higher status as leaders. So like you know, ingrains social

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Speaker 1: perceptions of your proper place and how when that's turned

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Speaker 1: on their head, it's like, oh, well, but you're a woman,

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Speaker 1: you're not supposed to be telling me what to do. Yeah.

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Speaker 1: And I also I do get frustrated with hearing that

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Speaker 1: um in the arguments for why it's better to work

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Speaker 1: for a man um you know, like men are less

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Speaker 1: threatened and they're less emotional and they just have more power.

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Speaker 1: Because that's only ladies, women, men, any who know every

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Speaker 1: that is that's doing everybody um a disservice. Because when

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Speaker 1: when you eliminate the queen beast syndrome and you actively

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Speaker 1: like mentor the women and you bring women into your organization, Uh,

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Speaker 1: it is better for It is better for everybody. And

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Speaker 1: just in case, I think the dollars can speak louder

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Speaker 1: than words, since we're talking about the workplace after all.

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Speaker 1: One thing that that Catalyst study found was that those

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Speaker 1: who took an active role, these bosses they were looking at,

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Speaker 1: these mid level bosses who took an active role in

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Speaker 1: developing others men or women in their organizations saw a

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Speaker 1: twenty five thousand dollar difference in additional compensation. So if

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Speaker 1: you help other people out, then you're helping yourself at

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Speaker 1: the end of the day. Now. Susannah Breslin, in a

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Speaker 1: column for Forbes way back in June, had some advice

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Speaker 1: for working for a female boss, and she basically says, like,

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Speaker 1: can we just go to work? Like, can we just

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Speaker 1: can we just work and not have to be BFFs

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Speaker 1: because we're female, ladies, people humans. Can we just do

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Speaker 1: our jobs well. She was also the author of the

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Speaker 1: column why I'd rather work for a man than a woman. Uh,

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Speaker 1: you know, and I get what she's saying, like in

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Speaker 1: terms of let her wear the pants, you know, it

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Speaker 1: doesn't it doesn't matter. Let's just do our jobs. We

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Speaker 1: don't like you said, we don't have to be bff

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Speaker 1: um and don't play to her weaknesses, though, she says

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Speaker 1: the single best way to climb up their ranks, to

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Speaker 1: get the queen bee who replaced the alpha male in

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Speaker 1: the corner office, to promote, mentor and reward you is

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Speaker 1: to make yourself indispensable to her. You can interchange like

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Speaker 1: whatever pronoun you want, though, if you want to do

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Speaker 1: well at work, you make yourself indispensable. It doesn't matter

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Speaker 1: who is giving you, like cutting your check. Yeah. Do

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Speaker 1: I sound angry. I feel like I sound angry. I

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Speaker 1: feel like I sound like a queen bee right now,

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Speaker 1: you sound like a podcaster who has a point. I

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Speaker 1: guess I just get um. I get frustrated with these

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Speaker 1: These are very real issues that I have experienced in

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Speaker 1: the workplace. I understand that they happen, but I still don't.

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Speaker 1: I don't know. It's there comes a point when just saying,

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Speaker 1: like when categorized seeing all female bosses as one thing,

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Speaker 1: you know, that's not what's that doing for anybody? Yeah? Well,

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Speaker 1: She also brings up sisterhood, which was a word that

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Speaker 1: came up a lot when we were reading stuff about

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Speaker 1: the fimphobia. She says, if the sisterhood and women supporting

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Speaker 1: each other is supposed to be the path to women

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Speaker 1: getting ahead, how come decades of telling women to do

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Speaker 1: it isn't working. You're a woman making less than your

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Speaker 1: male peer. Maybe that's because you're trying to be everybody's

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Speaker 1: friend and as a consequence, nobody sees you as a

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Speaker 1: serious competitor. Or maybe you should reinterpret your idea of

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Speaker 1: sisterhood and use that as a way to find a mentor,

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Speaker 1: a female mentor or a male mentor. It doesn't really

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Speaker 1: matter to then work your way up, because the old

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Speaker 1: boys club is a saying for a reason. Guys have

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Speaker 1: been going out for scotch and cigars and wheeling and

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Speaker 1: dealing after you know, nine to five hours for a

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Speaker 1: long time, so women just do it too. Well, I

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Speaker 1: don't think I don't know, maybe her perception that she

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Speaker 1: has here that maybe she's experienced in previous workplaces is that,

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Speaker 1: you know, girls are getting together and just giggling and

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Speaker 1: talking about the boys and stuff like that. But I

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Speaker 1: think it's a shame to totally dismiss women getting together

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Speaker 1: and helping each other, right, because I think that we

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Speaker 1: can acknowledge that there are perhaps differences in the ways

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Speaker 1: that uh, men and women tend to socialize. Like myself,

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Speaker 1: I'm not a very workplace social person. That's not where

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Speaker 1: my uh, that's not where I get my chuckles. But um,

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Speaker 1: you know, telling telling women that in order to succeed

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Speaker 1: you have to just be like a man only reinforces

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Speaker 1: at the end of the day, Queen Bee syndrome, does

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Speaker 1: it not. That's why I sound like I'm like pulling

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Speaker 1: my hair out. And not only does it seem to

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Speaker 1: feed this mythology of queen Bee syndrome, but there's also

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Speaker 1: a touch of female misogyny and femphobia and saying like

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Speaker 1: I don't want to be your bff sisterhood of the

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Speaker 1: traveling what you know, Like like well why why so?

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Speaker 1: Why so down on on being a gal? Yeah, yeah,

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Speaker 1: exactly this. This is so very related to our Fimphobia podcast.

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Speaker 1: And it's funny because on on TV Tropes dot Org

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Speaker 1: it's a great website, they talk about the female misogynist

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Speaker 1: character or just figure and you know, they're acting like guys. Uh,

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Speaker 1: some go so far as being almost considered guys. They're

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Speaker 1: portrayed as feminists, but they actually hate all things women

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Speaker 1: pretty much. Yeah. Yeah, yeah, they're like the bro girls

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Speaker 1: who you know, they're the honorary dudes because they're so

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Speaker 1: cool and they don't then they don't have female friends. Um.

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Speaker 1: And then on the other end of the spectrum is

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Speaker 1: the extremely conservative housewife who thinks that when men are

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Speaker 1: just simply inferior two men that should be there should

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Speaker 1: be some subservience there as well. And some people have

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Speaker 1: h have called out I don't want to get political,

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Speaker 1: but some people, such as Audrey Beardsley over the Daily Cause,

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Speaker 1: have cited conservative female politicians as examples of queen bees

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Speaker 1: who are not advocating for things like reproductive rights and

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Speaker 1: expanded healthcare UM and expanded benefits for single mothers and

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Speaker 1: closing the gender wage gap US because they don't they

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Speaker 1: don't want other women to to get ahead. Now, I

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Speaker 1: don't know that's that's a big statement to make, but um,

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Speaker 1: but but I think it's a compelling one. But yeah,

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Speaker 1: it is interesting to take the queen bee stereotype and

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Speaker 1: and look at look outside of the workplace, look at

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Speaker 1: female politicians, look at you know, just women on the

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Speaker 1: street or characters on a TV show, things like that,

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Speaker 1: because that the stereotypes and those viewpoints are very prevalent. Yeah.

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Speaker 1: And also, like my closing question with all of this is,

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Speaker 1: don't dudes do this too? Do what I don't like,

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Speaker 1: don't guys get on a powered trip as well? We

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Speaker 1: say alpha male for a reason. Well, now that that

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Speaker 1: goes back to all the stuff we were talking about

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Speaker 1: with it being more socially acceptable for a guy to

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Speaker 1: be tough instead of a woman. Yeah, and maybe one

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Speaker 1: of the reasons why we're still seeing with all these

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Speaker 1: studies reports of people preferring to work under a man

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Speaker 1: than a woman is because like we have all of

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Speaker 1: this stuff stirring around in our brain of like how

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Speaker 1: we're going to be perceived and you know, what we

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Speaker 1: need to do to maintain our power, and oh, but

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Speaker 1: don't be too powerful. You don't want to come off

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Speaker 1: as a queen bee, and maybe it's just mucking things

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Speaker 1: up in a way where we should just be confident

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Speaker 1: and be indispensable. Yeah, rely, I mean rely on your skills.

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Speaker 1: I've worked for women and men. I've worked for an

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Speaker 1: amazing uh lady supervisor who knew her stuff. You know,

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Speaker 1: she wasn't there to boss you around or anything or

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Speaker 1: make you feel bad about yourself. She just knew her

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Speaker 1: stuff and was a great supervisor. I've worked for another

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Speaker 1: woman who did abuse her power and did use it

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Speaker 1: to actually make people feel really bad about themselves. But

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Speaker 1: I mean, it's all just it's got a look at

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Speaker 1: the draw if you get a good boss, regardless of

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Speaker 1: that person's gender. Yeah, and I can I can definitely

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Speaker 1: understand a generational aspect of something akin to queen Bee syndrome,

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Speaker 1: of those those early female pioneers in the workplace who

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Speaker 1: did have to uh you know, go tooth and nail

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Speaker 1: to get where they are. And we are, as younger women,

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Speaker 1: we do enjoy some privilege from that. But I think

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Speaker 1: it's time for us to buzzle from the queen Bee

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Speaker 1: syndrome conversation and let's maybe focus on our work or

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Speaker 1: maybe I'm being too flip about it. I really do

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Speaker 1: want to hear from from listeners out there. Um am

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Speaker 1: I just in podcast La La Land or does it

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Speaker 1: seem like the Queen Bee syndrome it needs to die?

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Speaker 1: I think it needs to die. I think it's one

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Speaker 1: thing to have a like a terrible boss who happens

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Speaker 1: to be a woman. I don't think we need to

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Speaker 1: have this idea of a queen be syndrome that applies

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Speaker 1: to somehow applies to all female leaders, you know, in

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Speaker 1: positions of power. I agree, but let us know your

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Speaker 1: thoughts any women in power out there too, if we've

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Speaker 1: got some managerial level ladies out there, or or if

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Speaker 1: Hillary Clinton is listening, can you tell us how your

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Speaker 1: situation is going. Just text us, just text us, yeah please,

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Speaker 1: um yeah, I'm curious to know if if you're in

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Speaker 1: a managerial position as a woman, if you feel those

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Speaker 1: kinds of negative stereotypes, let us know Mom Stuff at

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00:21:03,600 --> 00:21:06,080
Speaker 1: Discovery dot com, or you can head over to our

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00:21:06,080 --> 00:21:09,560
Speaker 1: Facebook and leave a comment there. Now, before we head

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Speaker 1: into listener letters, just a quick word to let you

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Speaker 1: know that this episode of Stuff Mom Never Told You

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Speaker 1: is brought to you by Jack Threads. Jack Threads is

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Speaker 1: are in need of some awesome new clothing for the

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Speaker 1: And even if you are not a dude and you

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Speaker 1: Now back to our listener letters. We've got a couple

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Speaker 1: of emails here about our episode on INFL football watching

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Speaker 1: among women's. Uh So, I got one here from Pete

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Speaker 1: and he said, I'm a lifelong Seahawks fan and I

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Speaker 1: won't comment about the call you guys reference in your program. However,

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Speaker 1: I will say. Many of the women in my life

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Speaker 1: are NFL fans. You talked about how the NFL and

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Speaker 1: many men don't necessarily call women fans. They don't expect

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Speaker 1: that women understand and know the game, and they think

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Speaker 1: that women will be more interested in fashion or the snacks.

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Speaker 1: I'm interested in snacks always. The women I know would

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Speaker 1: eat these people as their game snacks. They know their stats,

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Speaker 1: they scream at the TV. They would kill referees for

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Speaker 1: bad calls. They don't buy jersey to wear it because

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Speaker 1: it has pink. They buy it because it's a jersey

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Speaker 1: that presents their team. I bet there are a lot

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Speaker 1: of women like the women I know. I think painting

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Speaker 1: things pink isn't necessarily the best way to reach out

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Speaker 1: to women. I love the fact that women in my

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Speaker 1: life are NFL fans. As a Seahawks fan, I wish

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Speaker 1: they weren't mostly Oakland Raiders fans. Well, you know, you

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Speaker 1: can't have it all, Pete, or maybe you can have

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Speaker 1: it all. That's for another podcast. This is an email

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Speaker 1: from Abbey, same topic NFL fans. She has an opinion

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Speaker 1: ladies and gentlemen. She says, while I won't touch the

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Speaker 1: pink jersey topic with a tin foot pole because flames

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Speaker 1: flames on the side of my face. I will talk

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Speaker 1: on my experience as a lady fan, she says. I'm

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Speaker 1: born and raised in Kansas City, Chiefs fan football every Sunday,

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Speaker 1: and yes, I have the perfect taco dip recipe that

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Speaker 1: gets passed through my family. I have tons of gear

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Speaker 1: and love wearing my jerseys around Midwest Ohio. It gets

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Speaker 1: a lot of random attention that usually boils down to oh,

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Speaker 1: you're a girl and don't know any better and a

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Speaker 1: sympathetic look. Last winter, I was sporting my favorite Chief's jacket.

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Speaker 1: It's down, crisp, white and arrowhead on the front and

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00:24:04,960 --> 00:24:08,919
Speaker 1: Chiefs emblazoned on the back. I was pumping gas one evening,

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Speaker 1: minding my own business, and the man at the other

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00:24:10,560 --> 00:24:12,880
Speaker 1: pump called out to me. He asked that the Chiefs jacket.

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Speaker 1: I responded with a big smile and confirmed that it was.

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00:24:15,680 --> 00:24:18,879
Speaker 1: His response was, so you just like the design of

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Speaker 1: the jacket, right? You know, ladies aren't really football fans,

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00:24:22,240 --> 00:24:25,680
Speaker 1: let alone such an odd team. The smile faded from

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Speaker 1: my face. It is one of those life moments where

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00:24:28,320 --> 00:24:31,080
Speaker 1: you think to yourself, is this conversation really happening. I

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00:24:31,200 --> 00:24:33,080
Speaker 1: told the man that I was, in fact a Rabbi

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00:24:33,160 --> 00:24:35,879
Speaker 1: Chiefs fan and felt the need to start stat dumping

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00:24:35,920 --> 00:24:38,760
Speaker 1: to back the position up. No one questions a man

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00:24:38,960 --> 00:24:41,399
Speaker 1: in a Dolphins jacket in this town, but a twentysomething

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00:24:41,480 --> 00:24:43,639
Speaker 1: woman in a Chief's jacket is just in it for

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00:24:43,680 --> 00:24:47,520
Speaker 1: the fashion. Also, why just ask a stranger something like that?

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Speaker 1: So yeah, I don't know. Man, I believe you're a

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Speaker 1: football fan. You like the jacket. That guy was not

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Speaker 1: his business, So thank you Abby. Speaking of jackets, I

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Speaker 1: did think when I was a kid that started jackets,

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00:25:00,119 --> 00:25:03,920
Speaker 1: the football starter jackets were super cool, but I never

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00:25:03,960 --> 00:25:06,760
Speaker 1: got one. Maybe I can live a dream now A

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00:25:07,119 --> 00:25:11,639
Speaker 1: good story. Thanks, I'll tell it again sometimes. Mom Stuff

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Speaker 1: at discovery dot com is where you can send your emails,

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00:25:15,280 --> 00:25:17,240
Speaker 1: and you can also head over to Facebook. Of course,

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00:25:17,280 --> 00:25:20,720
Speaker 1: tweet us at Mom's Stuff podcast, and follow us on

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00:25:20,800 --> 00:25:25,080
Speaker 1: tumbler Stuff Mom Never told You dot tumbler dot com,

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00:25:25,119 --> 00:25:28,560
Speaker 1: and if you would like to get smarter during the week,

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00:25:28,920 --> 00:25:31,840
Speaker 1: head over to our website, It's how stuff works dot

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00:25:31,880 --> 00:25:37,200
Speaker 1: com for more on this and thousands of other topics.

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Speaker 1: Does it how stuff works dot com