WEBVTT - Tina Tchen: The Force Leading Time’s Up 0:00:05.720 --> 0:00:09.600 Culture is really important and effects how we think about people. 0:00:09.600 --> 0:00:11.920 It's next how we treat one another. You know, it 0:00:12.000 --> 0:00:15.760 does affect the issues around tangible things like wealth inequality, 0:00:15.920 --> 0:00:18.840 because it affects, you know, how people advance, how they're 0:00:18.920 --> 0:00:23.439 viewed in the workplace, how they're evaluated. Tina Chen is 0:00:23.440 --> 0:00:26.799 on a mission to change workplace culture, to ensure that 0:00:26.840 --> 0:00:30.760 women have safe, dignified, and fair places to work and 0:00:30.840 --> 0:00:34.720 succeed that they get equal pay and opportunity in a 0:00:34.800 --> 0:00:38.760 setting that's free of sexual harassment. Tina's doing that as 0:00:38.800 --> 0:00:41.840 president and CEO of Times up the movement that started 0:00:41.840 --> 0:00:44.280 in two thousand seventeen and help put the issue of 0:00:44.320 --> 0:00:49.080 sexual harassment on the nation's front burner. I'm Kim Azareli, 0:00:49.159 --> 0:00:52.120 and this is Seneca's one hundred Women to Hear. We're 0:00:52.159 --> 0:00:55.160 bringing you one hundred of the world's most inspiring and 0:00:55.280 --> 0:00:59.240 history making women. You need to hear. Tina Chen is 0:00:59.280 --> 0:01:02.480 a force of nature, a longtime advocate on behalf of 0:01:02.520 --> 0:01:06.480 women and girls. Formerly, she was assistant to President Obama, 0:01:06.800 --> 0:01:09.920 Executive Director of the White House Council on Women and Girls, 0:01:10.000 --> 0:01:14.039 and Chief of Staff to First Lady Michelle Obama. Recently, 0:01:14.080 --> 0:01:17.320 Tina sat down with Carol and Tasted, Group President North 0:01:17.319 --> 0:01:21.760 America for PNG, and Dianna Bass, Vice President Global Diversity, 0:01:21.840 --> 0:01:25.800 Equality and Inclusion for PNG. Their talk was featured in 0:01:25.800 --> 0:01:29.280 our special six part series Getting to Equal. Listen and 0:01:29.360 --> 0:01:32.280 learn why Tina Chen is one of Seneca's one hundred 0:01:32.319 --> 0:01:37.679 women to hear. Tina, thank you for being here. Oh, 0:01:37.680 --> 0:01:40.520 it's a real pleasure to be here. Thanks for having me, Tina. 0:01:40.680 --> 0:01:43.680 Let's start with what Time's Up is and why it 0:01:43.840 --> 0:01:45.920 was started. You know, you were there from the beginning, 0:01:46.000 --> 0:01:48.600 as you co founded the Times Up Legal Defense Fund 0:01:48.960 --> 0:01:53.200 back in tell us about all of that. Well, you know, 0:01:53.280 --> 0:01:58.200 as you mentioned, there was this moment in October when, 0:01:58.200 --> 0:02:00.240 thanks to the reporting of the New York Times and 0:02:00.400 --> 0:02:04.240 the New York magazine UM, the stories about Harvey Weinstein 0:02:04.440 --> 0:02:08.400 cracked wide open. And what happened was women all of 0:02:08.480 --> 0:02:11.040 a sudden realized they weren't alone up until that point. 0:02:11.360 --> 0:02:13.519 So many of these women who were survivors of sexual 0:02:13.520 --> 0:02:17.360 harassment in the entertainment business thought they had suffered alone. 0:02:17.400 --> 0:02:20.160 Because actually that's one of the part of what I 0:02:20.200 --> 0:02:23.200 call the proditors playbook, right, which was to keep people 0:02:23.240 --> 0:02:25.920 silent and siloed from one another, so that the full 0:02:25.919 --> 0:02:30.359 dimensions of the problem were unknown. Um and spontaneously, these 0:02:30.360 --> 0:02:33.400 women started gathering in l a in late October just 0:02:33.520 --> 0:02:35.920 to come together to support one another, having realized they 0:02:35.960 --> 0:02:38.760 weren't alone. But to their credit, they very quickly turned 0:02:38.760 --> 0:02:41.520 their personal pain into action. They wanted to figure out 0:02:41.560 --> 0:02:45.000 what could they do, recognizing they were women of privilege 0:02:45.080 --> 0:02:48.200 with platforms that would affect women in other industries and 0:02:48.280 --> 0:02:50.880 help them. And I happened to be in Los Angeles. 0:02:51.040 --> 0:02:52.440 A lot of my life is just being in the 0:02:52.520 --> 0:02:54.080 right place at the right time. You just never know. 0:02:54.480 --> 0:02:56.560 And one of the things that became clear that we 0:02:56.639 --> 0:03:00.560 needed to do was to create some mechanism to lawyers 0:03:00.720 --> 0:03:03.280 to help defend these women because the other part of 0:03:03.320 --> 0:03:06.320 the predators playbook was playing itself out. And that was 0:03:06.400 --> 0:03:09.520 as women started speaking up using the hashtag me too 0:03:09.560 --> 0:03:13.160 that Toronto Burke had launched several years earlier. Was they 0:03:13.160 --> 0:03:15.600 were getting threatened with defamation lawsuits, because that's what used 0:03:15.639 --> 0:03:17.880 to happen. If you spoke out, you were going to 0:03:17.919 --> 0:03:20.680 get sued, you know, by the predator, and that could 0:03:20.720 --> 0:03:23.080 have shut the whole thing down. It also became clear 0:03:23.160 --> 0:03:25.240 to me something as a lawyer, I did not know, 0:03:25.560 --> 0:03:28.320 and that was although you can get attorney's fees in 0:03:28.360 --> 0:03:31.000 Title seven cases for sexual harassment, you can't get it 0:03:31.040 --> 0:03:33.600 if you're a low wage worker, right because your wages 0:03:33.639 --> 0:03:36.360 are so low, so the recovery is so low. So 0:03:36.400 --> 0:03:38.840 if you are a victim of sexual harassment as a 0:03:38.920 --> 0:03:42.320 restaurant worker, as a farm worker, you can't get somebody 0:03:42.360 --> 0:03:44.520 to take your case. And so we needed, you know, 0:03:44.600 --> 0:03:46.960 that legal defense fund for them. So I'm really proud 0:03:47.000 --> 0:03:48.880 that the National Women's Law Center took it on. But 0:03:48.920 --> 0:03:50.960 the part of Times Up that I'm now you know, 0:03:51.000 --> 0:03:53.760 the president CEO of his our advocacy you know, and 0:03:54.000 --> 0:03:59.040 impact lab research arm of the movement to really you know, 0:03:59.400 --> 0:04:01.400 expand to the work that we're doing. And what we're 0:04:01.400 --> 0:04:04.280 doing is number one, continuing to focus on survivor justice 0:04:04.320 --> 0:04:07.200 always right, supporting survivors when they speak up, like the 0:04:07.200 --> 0:04:11.920 Harvey Weinstein survivors during the Weinstein trial. But we also 0:04:11.920 --> 0:04:14.240 know we don't want to just keep dealing with the aftermath, right, 0:04:14.280 --> 0:04:15.840 you know, we don't want to just be in a 0:04:15.880 --> 0:04:18.960 world where we're picking up the pieces right after sexual 0:04:19.000 --> 0:04:23.520 harassment occurs, you know, to really keep sexual harassment from happening. 0:04:23.920 --> 0:04:26.240 You have to deal with all the structural barriers that 0:04:26.279 --> 0:04:29.039 are keeping women from having safe, fair and dignified work. 0:04:29.480 --> 0:04:32.120 You know, that are keeping us from having fully inclusive 0:04:32.640 --> 0:04:36.360 workplaces where women and people of color and lgbt q 0:04:36.560 --> 0:04:40.080 A and disabled workers can fully thrive and move up 0:04:40.680 --> 0:04:43.160 the scale. We know, if it workplaces are more inclusive, 0:04:43.560 --> 0:04:46.920 they are safer, right, and um, you know, we need 0:04:46.920 --> 0:04:49.920 to then therefore address all those such structural barriers. So 0:04:49.960 --> 0:04:53.280 it is things like pay equity and paid leave and 0:04:53.400 --> 0:04:58.000 fair hiring and promotion practices and the whole panoply of 0:04:58.320 --> 0:05:02.000 structural barriers in our work places. And so that's our 0:05:02.040 --> 0:05:05.240 mission is to you know, also work force safere and 0:05:05.279 --> 0:05:10.960 dignified work through changing you know, um, people, company and laws, 0:05:11.120 --> 0:05:14.080 so you know, really you know, addressing you know, public policy, 0:05:14.120 --> 0:05:18.320 addressing companies and private policy, and addressing you know, our 0:05:18.360 --> 0:05:20.800 culture and what we can do broadly in our world 0:05:20.880 --> 0:05:24.880 with people. It's so important, that's so important, Tina, and 0:05:24.920 --> 0:05:27.279 I really appreciate the fact that you talk about fixing 0:05:27.320 --> 0:05:31.080 the structural issues. We talk about it in our language 0:05:31.080 --> 0:05:33.520 as fixed the system, but it is about getting at 0:05:34.200 --> 0:05:37.760 much more breadth of what happens in the workplace, and 0:05:37.839 --> 0:05:41.680 so i'm you know, there's such a significant impact to 0:05:41.760 --> 0:05:46.880 the workplace, particularly workplaces where harassment and um it is 0:05:46.880 --> 0:05:48.520 part of the culture. Can you talk a little bit 0:05:48.560 --> 0:05:51.920 about that. Oh, it's an important question. I mean when 0:05:51.920 --> 0:05:55.840 you when sexual harassment is happening, that's a symptom. It's 0:05:55.839 --> 0:05:59.440 a symptom of a toxic workplace. Right. Once you get 0:05:59.480 --> 0:06:02.760 to the point you know of um, you know, actual 0:06:02.800 --> 0:06:05.680 sexual assaults happening in the workplace, you've really got something 0:06:05.800 --> 0:06:08.400 very broken, you know, within a workplace. And let's be clear, 0:06:08.600 --> 0:06:11.080 sexual harassment occurs on a spectrum. You know, we talk 0:06:11.200 --> 0:06:12.839 you know, there's a lot of attention to the Harvey 0:06:12.880 --> 0:06:15.720 Weinstein or the less Moon vez you know, types of 0:06:16.000 --> 0:06:19.120 actual criminal sexual assault that we're happening in those cases. 0:06:19.560 --> 0:06:23.440 But harassment isn't just that. It's also you know, the 0:06:23.480 --> 0:06:27.640 more subtle verbal you know, harassment that occurs, you know, 0:06:27.760 --> 0:06:32.320 based on someone's gender, or based on someone's race or disability. 0:06:32.440 --> 0:06:36.320 You know, the cutting jokes, right, the belittling that happens. 0:06:36.480 --> 0:06:38.680 You know that then there's also sort of an escalation 0:06:38.839 --> 0:06:42.080 that looks like it's favorable. The I like what you're wearing, 0:06:42.320 --> 0:06:45.200 and how about some drinks, and then let's go on 0:06:45.240 --> 0:06:48.440 a business trip. And you know, you know, if at 0:06:48.480 --> 0:06:52.080 each moment, none of as a manager, you don't stop that, 0:06:52.200 --> 0:06:57.560 you don't address those microaggressions and those lesser forms of harassment, 0:06:57.640 --> 0:07:00.680 you wind up with a workplace that's s related all 0:07:00.720 --> 0:07:03.719 the way to a place that's unsafe, and that affects 0:07:03.760 --> 0:07:06.440 your entire workplace. Right, it's not just the fact that 0:07:06.440 --> 0:07:08.960 the women have to suffer it. They're not as productive, 0:07:08.960 --> 0:07:11.960 they're not able to bring their full selves to the workplace. 0:07:12.000 --> 0:07:14.400 They will leave your workplace, so you're gonna lose your talent, 0:07:14.720 --> 0:07:18.440 will have high turnover rates. Um. You know, there's also 0:07:18.520 --> 0:07:21.200 the bullying that's not even sexual at all, you know, 0:07:21.320 --> 0:07:24.240 toxic workplace culture, and that's not even illegal. But the 0:07:24.320 --> 0:07:26.240 legal the bar for let bad behavior is really low. 0:07:26.280 --> 0:07:29.720 When you lose, you use the legal definitions because things 0:07:29.800 --> 0:07:33.320 like just the equal opportunity bullying, the guy who yells 0:07:33.360 --> 0:07:37.560 at everyone and throws telephones of people's heads, it's not illegal. 0:07:37.600 --> 0:07:42.240 And in fact, the winning defense in sexual harassment cases 0:07:43.000 --> 0:07:45.840 is to say, oh, I don't just harass women, I 0:07:45.960 --> 0:07:50.200 harass everybody. And if you had rass everybody. You win, 0:07:50.440 --> 0:07:53.600 you win the sexual harassment case. But I was unbelievable, 0:07:53.800 --> 0:07:55.920 right I would submit. If you're and you all round, 0:07:55.920 --> 0:07:58.480 cup you know you're running a company right as managers, 0:07:58.840 --> 0:08:01.280 that's probably not the workplace you want, right, that is 0:08:01.360 --> 0:08:06.040 not the kind of thriving, productive workplace that you want 0:08:06.040 --> 0:08:09.400 to have. UM And and so that's why you've got 0:08:09.440 --> 0:08:13.960 to address culture, workplace culture, you know, broadly, because that's 0:08:13.960 --> 0:08:16.800 what we're trying to fix, UM and all of these 0:08:16.800 --> 0:08:18.240 other ways in which you make sure you have a 0:08:18.280 --> 0:08:21.040 diverse and inclusive culture. UM is part of it how 0:08:21.080 --> 0:08:23.440 you bring people who are diverse into the workplace, but 0:08:23.480 --> 0:08:27.160 then also how people treat one another in the workplace. UM. 0:08:27.280 --> 0:08:30.040 And I'm sure you all know this. UM is that 0:08:30.120 --> 0:08:32.920 tone of the top manners, right, you know, it starts 0:08:33.520 --> 0:08:36.880 at the top of a company. You know, and I've 0:08:36.920 --> 0:08:39.160 been saying to CEO is that I've talked with, Look, 0:08:39.240 --> 0:08:41.680 this is every bit is important right now, how you 0:08:41.720 --> 0:08:45.120 fix your culture as your new technology is right or 0:08:45.200 --> 0:08:47.600 the latest real estate investment you're gonna make is a 0:08:47.640 --> 0:08:52.200 company because your workforce is your talent. And you know 0:08:52.360 --> 0:08:54.280 right now, you know the other thing that happens or 0:08:54.400 --> 0:08:57.800 the negative enforcement from the Harvey Wednstein moment was all 0:08:57.800 --> 0:09:01.560 of a sudden, companies realized, oh, there's risk here, right. 0:09:01.880 --> 0:09:04.160 It's not just something that's kind of like a nice 0:09:04.200 --> 0:09:06.040 to do for my employees thing. If I don't pay 0:09:06.040 --> 0:09:09.280 attention to culture. There's huge enterprise risk here. Um. And 0:09:09.320 --> 0:09:12.320 I think that was a motivator for companies to start changing. 0:09:12.880 --> 0:09:14.960 You know, it's interesting. One of the things that we 0:09:15.000 --> 0:09:18.000 talk a lot about is that, you know, in this 0:09:18.120 --> 0:09:21.280 work you have to really hold two realities. And one 0:09:21.360 --> 0:09:25.160 reality is that most men don't harass women, and the 0:09:25.280 --> 0:09:29.079 other reality is that most women do not lie about 0:09:29.120 --> 0:09:32.839 their experience of harassment or hostile work environments. I mean, 0:09:32.880 --> 0:09:35.240 both of those things are true. And so, you know, 0:09:35.360 --> 0:09:39.319 peeling back the layers of the complexity of this issue 0:09:39.320 --> 0:09:43.200 in the workplace is really difficult. Research tells us that 0:09:43.360 --> 0:09:45.920 you're absolutely right, that is a very small percentage, you know, 0:09:46.280 --> 0:09:50.160 you know, somewhere less than ten percent of men are 0:09:50.280 --> 0:09:54.760 you know, the people who are committing of the sexual solve. 0:09:54.880 --> 0:09:57.440 And the problem there is there were pe defenders, like 0:09:57.480 --> 0:10:00.120 when you tend to do this once, you tend to 0:10:00.160 --> 0:10:02.160 do it over and over again. Which is why it's 0:10:02.160 --> 0:10:06.599 so important as employers too catch that right so that it 0:10:06.559 --> 0:10:08.719 it doesn't happen over and over. And that's why that 0:10:08.960 --> 0:10:12.760 this this sort of silence that grew up around silencing 0:10:13.280 --> 0:10:15.839 survivors and not talking about it in a company and 0:10:15.920 --> 0:10:18.920 not people you know, employment actions being taken in secret, 0:10:18.960 --> 0:10:21.840 so you didn't know who was a sexual harasser and 0:10:21.880 --> 0:10:23.800 they could move to another part of the company, for example, 0:10:23.840 --> 0:10:27.320 because it wasn't identified. You know, um creates the problem 0:10:27.360 --> 0:10:30.199 and perpetuates it. And you're absolutely right. I get the 0:10:30.280 --> 0:10:33.160 question all the time about what about false reporting? Right? 0:10:33.200 --> 0:10:35.880 And again, what we know from the sexual sault field, 0:10:35.920 --> 0:10:38.360 and there's been study after study to try to demonstrate, 0:10:38.720 --> 0:10:41.800 you know, false reporting, and nobody has been ever able 0:10:41.840 --> 0:10:44.400 to document anything higher than a seven to rate of 0:10:44.440 --> 0:10:47.880 false reporting, right, because think about it, people, what you 0:10:47.920 --> 0:10:50.800 have to go through as a survivor, why would you 0:10:50.840 --> 0:10:53.680 just make that up and bring it forward? Right? And 0:10:53.679 --> 0:10:58.000 and so the vast majority of women who raise these claims, 0:10:58.160 --> 0:11:01.640 you know, aren't lying about it. And but here's the system. 0:11:01.679 --> 0:11:04.800 We don't we believe at times up it isn't believe 0:11:04.840 --> 0:11:07.680 all survivors. That's not our call, you know, it is 0:11:08.080 --> 0:11:11.360 survivors need to be heard and they're you know, what 0:11:11.400 --> 0:11:14.079 they're saying needs to be taken seriously and there doesn't 0:11:14.080 --> 0:11:16.080 need to be due process. You know, we're not saying 0:11:16.320 --> 0:11:18.960 don't investigate and don't come out with a conclusion at 0:11:18.960 --> 0:11:21.520 the end. And as a conclusion at the end is 0:11:21.720 --> 0:11:24.760 it didn't happen, well, then okay, Joe, But we need 0:11:24.840 --> 0:11:29.560 a fair process where those survivors, you know, story was 0:11:29.600 --> 0:11:33.760 taken seriously and investigated, not just simply dismissed or swept 0:11:33.800 --> 0:11:37.440 under the rock, which is what typically happens. Have you 0:11:37.480 --> 0:11:42.120 seen any impact during the pandemic of either increased or 0:11:42.240 --> 0:11:47.680 decrease impact of harassment, hostile work environment experiences of women? 0:11:48.480 --> 0:11:51.960 You know, remember harassment doesn't require physical presence, right, And 0:11:52.000 --> 0:11:54.559 I think the misnomer is harassment is only happening when 0:11:54.559 --> 0:11:57.160 I get you in the hotel room. That's not that's 0:11:57.240 --> 0:11:59.720 maybe the far end of the extreme, but harassment can 0:11:59.760 --> 0:12:03.360 happen and Zoom calls right, you know what people what what? What? People? 0:12:03.520 --> 0:12:05.880 You know are people who are shut down when they speak. People, 0:12:06.160 --> 0:12:09.040 whether they're called you know, belittaling names, are treated like 0:12:09.080 --> 0:12:10.680 they don't have you know, they aren't you know, a 0:12:10.720 --> 0:12:14.200 serious participant in the Zoom meetings. We've heard stories of 0:12:14.240 --> 0:12:16.600 women who are getting you know, harassed by their you know, 0:12:16.760 --> 0:12:20.440 um uh manager because they're calling them at three o'clock 0:12:20.440 --> 0:12:23.240 in the morning, making all sorts of demands on them, 0:12:23.320 --> 0:12:26.959 you know, over the phone, or again belittle ng their work, 0:12:27.120 --> 0:12:30.920 work product and their conduct. Um So, Yes, harassment can 0:12:30.960 --> 0:12:34.880 happen remotely. It's harder for managers to spot. It's one 0:12:34.920 --> 0:12:37.600 of the things that prompted us actually, in this moment 0:12:37.760 --> 0:12:39.920 of crisis, to put out something called the Times of 0:12:39.960 --> 0:12:44.000 Guide to Equity and Inclusion during Crisis, which folks can get. 0:12:44.000 --> 0:12:46.199 You know, you can text the word leaders to three 0:12:46.320 --> 0:12:49.640 zero six four four to get open source free copy 0:12:49.640 --> 0:12:53.000 of the guide downloaded. Don't forget that when you're working remotely. 0:12:53.080 --> 0:12:56.920 Not everyone's home space is a safe space, right so 0:12:57.040 --> 0:13:00.400 the domestic violence Hotline has seen increases in calls, you know, 0:13:00.440 --> 0:13:04.480 with everyone can find in the home, it's not always 0:13:04.480 --> 0:13:08.160 a safe space for everyone, and employers should be thinking 0:13:08.200 --> 0:13:25.920 about that too. We'll be back after this break, Tina, 0:13:26.000 --> 0:13:29.040 this is such a fascinating conversation. I want to pivot 0:13:29.040 --> 0:13:31.760 a little bit, and we want to shift a discussion 0:13:31.800 --> 0:13:35.320 to the issue of pay equality. Can let's talk about 0:13:35.360 --> 0:13:37.920 what you're seeing right now for women in the area 0:13:37.920 --> 0:13:41.120 of pay equality. Well, we just did a survey actually 0:13:41.160 --> 0:13:45.040 at Times UP. We did a a national survey with 0:13:45.160 --> 0:13:49.559 Triestadham and Perry and hum Research, you know, UM, to 0:13:49.679 --> 0:13:53.800 find out what people are thinking about pay equity during 0:13:53.800 --> 0:13:57.280 a pandemic, during an economic crisis. I was heartened because 0:13:57.280 --> 0:14:00.680 it showed that over an overwhelming majority of both men 0:14:00.800 --> 0:14:05.240 and women, so we're talking about overall in the survey 0:14:05.280 --> 0:14:10.120 of men even agreed that addressing pay equity even during 0:14:10.120 --> 0:14:14.320 our crisis is a critical, important UM priority that we 0:14:14.360 --> 0:14:17.320 all need to address. UM. It's very different because I 0:14:17.360 --> 0:14:19.440 lived through the last Great Recession in the White House, 0:14:19.680 --> 0:14:22.120 right and working you know, on the White House counsel 0:14:22.120 --> 0:14:25.320 on Women and Girls. And what we found back then 0:14:25.680 --> 0:14:29.120 was people just thought they just wanted a job, you know, 0:14:29.160 --> 0:14:32.200 in issues of pay equity and paid leave, we're just 0:14:32.320 --> 0:14:35.400 personal issues for me to figure out, not public policy 0:14:35.400 --> 0:14:38.560 issues for legislators or something for my manager and my 0:14:38.560 --> 0:14:40.920 employer to figure out. And that has shifted in the 0:14:41.000 --> 0:14:45.560 last decade where people now recognize that these issues of 0:14:45.800 --> 0:14:49.320 the structural barriers for working families are issues that we 0:14:49.360 --> 0:14:51.600 all need to care about. Employers need to care about, 0:14:51.800 --> 0:14:55.240 public policy makers need to care about. Um. And that 0:14:55.320 --> 0:14:58.600 really showed on in our in our survey. But you know, 0:14:58.680 --> 0:15:02.640 the downside was, you know, the huge impact that paying 0:15:02.720 --> 0:15:07.080 equalities having, especially on black women and Latin X women. 0:15:07.120 --> 0:15:09.120 You know a majority of Latin X women in our 0:15:09.200 --> 0:15:13.040 survey don't have two hundred dollars in their bank account 0:15:13.160 --> 0:15:17.840 right now. They are struggling to just make ends meet. Um. Uh. 0:15:17.880 --> 0:15:19.720 And you know that that goes for you know, like 0:15:19.800 --> 0:15:24.000 forty percent of black women UM. And meanwhile that that's 0:15:24.560 --> 0:15:27.560 twelve percent of white men are experiencing that. And you know, 0:15:27.600 --> 0:15:30.480 we also asked, you know, what what would it take 0:15:30.720 --> 0:15:32.800 right what do you need to succeed in your job? 0:15:32.840 --> 0:15:35.600 And pay quality, you know, was one. They also know 0:15:35.680 --> 0:15:38.720 that they're not getting pay equity because of race discrimination 0:15:38.800 --> 0:15:41.680 and gender discrimination. UM. You know, we've you know, got 0:15:41.760 --> 0:15:44.080 majorities of black and brown women who are saying they 0:15:44.080 --> 0:15:47.720 had to leave jobs because of race and gender discrimination 0:15:47.720 --> 0:15:50.440 that was occurring. Um. And they also point the way 0:15:50.480 --> 0:15:52.240 to the things that we need and it's all of 0:15:52.280 --> 0:15:55.280 the system fixes that we've been talking about. They need 0:15:55.360 --> 0:15:59.080 jobs that include paid leave and paid sick leave, you know, 0:15:59.280 --> 0:16:03.920 and better promotion practices, um. And those are the things. 0:16:04.040 --> 0:16:07.320 So you know, even in a pandemic moment, even in 0:16:07.360 --> 0:16:10.800 an economic crisis, what we're trying to say to companies 0:16:10.920 --> 0:16:14.440 is this is the opportunity to build your company back better, 0:16:14.640 --> 0:16:18.160 you know, build our economy back better. Um, make sure 0:16:18.240 --> 0:16:20.880 that we are more resilient for the future, because if 0:16:20.920 --> 0:16:22.760 we are, you know, this is a time when you've 0:16:22.800 --> 0:16:26.280 actually stripped your company down. Right, if you furloughed everybody, 0:16:26.480 --> 0:16:29.280 then re examine your pay policies and start bringing people 0:16:29.280 --> 0:16:33.000 back into jobs where the pay inequity has been fixed. 0:16:33.400 --> 0:16:36.800 You know. So there's an opportunity in this horrible crisis, 0:16:37.360 --> 0:16:39.360 and that is I've been lining you know, what we're 0:16:39.360 --> 0:16:42.120 going through to like stripping our economy if it was 0:16:42.160 --> 0:16:45.160 a house down to the bare foundations. Right, everything is 0:16:45.200 --> 0:16:48.120 out of the house because everything is broken, and the 0:16:48.120 --> 0:16:52.320 opportunity has to build our structures back better. Right when 0:16:52.400 --> 0:16:54.960 build and incorporate in them the things that we need. 0:16:55.120 --> 0:16:57.000 You know that I think about paid sickly. I've been 0:16:57.000 --> 0:16:59.520 talking a lot about paid sickly as an example of this. 0:17:00.000 --> 0:17:02.920 You know, we are one of you know just a 0:17:03.000 --> 0:17:06.600 handful of countries around the world that does not have 0:17:06.760 --> 0:17:10.399 some form of national paisically policy. Well, what if we 0:17:10.480 --> 0:17:12.080 and then we had to scramble right to put an 0:17:12.119 --> 0:17:14.960 emergency one into the CARES Act. I think what it 0:17:14.960 --> 0:17:16.840 would have been if we had had one, If we 0:17:17.119 --> 0:17:20.360 had a national paisically policy going into the pandemic, If 0:17:20.400 --> 0:17:23.200 businesses had been able to already build that cost into 0:17:23.240 --> 0:17:26.840 their business plan, if workers knew they had paidsickly to 0:17:27.000 --> 0:17:29.600 take so they could stay home if they were sick 0:17:29.680 --> 0:17:33.240 without risking their job or their paycheck or their family 0:17:33.280 --> 0:17:35.639 member was sick. You know, think how much better we 0:17:35.680 --> 0:17:38.359 would have been and we could be right now in 0:17:38.480 --> 0:17:42.280 managing this pandemic. And I would suggest to all of 0:17:42.280 --> 0:17:44.600 the business leaders who are listening, you do not have 0:17:44.680 --> 0:17:48.400 to wait for Congress to act. In Congress is acting slow, 0:17:48.520 --> 0:17:51.800 or your state legislature. You can set the policies in 0:17:51.840 --> 0:17:55.200 your company that are more forward leaning and forward looking. 0:17:55.280 --> 0:17:57.840 And I would suggest if you do that right now, 0:17:58.359 --> 0:18:00.240 you are the business that's going to come out of 0:18:00.240 --> 0:18:03.280 the pandemic quicker, come out of the recovery quicker, and 0:18:03.320 --> 0:18:06.439 will be more resilient and ready for the next crisis, 0:18:06.480 --> 0:18:09.199 because we know another one will come eventually, and you 0:18:09.200 --> 0:18:12.600 will be able to build your business back better and more, 0:18:13.200 --> 0:18:16.360 you know, stronger, with more talent that is deeply invested 0:18:16.400 --> 0:18:22.639 in your business. You're absolutely right, Tina senecas one hundred 0:18:22.720 --> 0:18:25.240 women to hear will be back after the short break. 0:18:33.040 --> 0:18:35.399 I want to go back to pay equality through that 0:18:35.600 --> 0:18:39.960 same lens. It's so important that pay equality also be 0:18:40.040 --> 0:18:43.320 seen as an issue by both women and men. It 0:18:43.400 --> 0:18:48.080 has to become the minimum standard for companies looking at gender, race, 0:18:48.200 --> 0:18:52.640 disability and more. And there's a related topic which sets 0:18:52.640 --> 0:18:56.560 an even higher standard, and that is wealth equality, which 0:18:56.600 --> 0:18:59.359 is starting to be a broader conversation around the world. 0:19:00.440 --> 0:19:03.320 Wealth equality is about the amount of wealth that women 0:19:03.320 --> 0:19:07.280 and men accumulate over their careers. It relies on having 0:19:07.320 --> 0:19:11.840 women get equal access to higher paying fields and higher 0:19:11.840 --> 0:19:15.240 paying jobs, and it requires all of us to look 0:19:15.240 --> 0:19:18.159 at our total talent bull when we're making advancement decisions. 0:19:18.440 --> 0:19:22.679 Otherwise those disparities remain at every level, and then the 0:19:22.720 --> 0:19:26.479 compounding impact of that creates a significant wealth gap for 0:19:26.520 --> 0:19:30.000 women versus men a p And we've declared that we 0:19:30.040 --> 0:19:33.119 want to have fifty fifty representation at all levels of 0:19:33.119 --> 0:19:38.879 our company and representation of multicultural individuals in the US. 0:19:39.640 --> 0:19:41.920 We are working hard to ensure that we have women 0:19:41.960 --> 0:19:45.600 equally represented in the highest paying roles, whether that's leading 0:19:45.600 --> 0:19:49.479 a business unit, leading a technical center, or a manufacturing plant. 0:19:50.080 --> 0:19:53.280 And I'm really proud to share that today forty percent 0:19:53.359 --> 0:19:56.919 of our managers are women. Over of our C suite 0:19:56.960 --> 0:20:01.320 executives or women, and of our dependent directors on our 0:20:01.359 --> 0:20:04.800 board are women. Well. Un familiar with the work of PNG, 0:20:04.880 --> 0:20:06.960 and you you all have been doing a great job. 0:20:07.200 --> 0:20:10.080 I mean you've been intentional about it and put the 0:20:10.119 --> 0:20:13.840 working and that's what it requires. That is what it requires. 0:20:14.160 --> 0:20:17.960 Intentionality is word we use so often. And as we've 0:20:18.000 --> 0:20:21.320 also said so many times, we know that women are 0:20:21.400 --> 0:20:25.439 highly effective, proven leaders, and we need to ensure that 0:20:25.480 --> 0:20:30.119 we give them that equal opportunity to lead. And in fact, 0:20:30.160 --> 0:20:33.560 on that note, Tina, I'd love to hear about the 0:20:33.600 --> 0:20:36.840 campaign you've started at Times Up, which is called we 0:20:36.960 --> 0:20:39.639 Have Her Back. So we launched you know, we have 0:20:39.680 --> 0:20:42.800 her Back in August, right as Vice President Biden was 0:20:42.880 --> 0:20:44.960 a speculation about who would he pick as his VP 0:20:45.119 --> 0:20:49.240 nominee was happening, and myself and several other of my 0:20:49.359 --> 0:20:51.760 you know, women women leaders that I know, we feel 0:20:51.760 --> 0:20:53.520 like we've been to this movie before. We knew what 0:20:53.600 --> 0:20:55.680 was coming, right, and we could see it even before 0:20:55.680 --> 0:20:59.840 our nominee was picked. The kind of misogynistic and also 0:21:00.240 --> 0:21:05.320 racial slurs and suggestive language, UM that we're being used. 0:21:05.800 --> 0:21:08.920 And you know, we kind of decided we weren't going 0:21:08.960 --> 0:21:12.679 to sit quietly anymore about that, UM, and so we 0:21:12.800 --> 0:21:15.680 launched you know, we have her Back in August hashtag 0:21:15.720 --> 0:21:18.679 we have her Back. Interestingly, we co wrote myself and 0:21:18.680 --> 0:21:21.760 several other women leaders co wrote a memo to news 0:21:21.920 --> 0:21:26.520 editors UM just the weekend before Senator Harris was picked 0:21:26.760 --> 0:21:28.879 as a VP nominee, and we sent it out that 0:21:28.880 --> 0:21:32.720 that Friday morning, the weekend before before there was a nominee, saying, 0:21:32.760 --> 0:21:34.400 you know, we know he's going to pick a woman. 0:21:34.560 --> 0:21:36.840 Here's the thing you should watch out for in your reporting. 0:21:37.200 --> 0:21:40.919 Don't call her ambitious. Don't focus on her clothes or 0:21:40.920 --> 0:21:43.800 what she looks like, or what her husband did you know, 0:21:44.000 --> 0:21:47.359 or her personal pass and lo and behold twenty four 0:21:47.560 --> 0:21:50.320 not twenty four hours later, The New York Times ran 0:21:50.359 --> 0:21:54.359 a headline about risk corsages and comparing you know, like 0:21:54.400 --> 0:21:56.760 the last year lead for our a race too. You know, 0:21:56.880 --> 0:21:59.520 did Walter Monde want to bring a risk corsage to 0:21:59.520 --> 0:22:01.800 to Jarre lead for hour when they first met. And 0:22:01.840 --> 0:22:05.440 even worse, l A Times ran a story that compared 0:22:05.560 --> 0:22:09.959 you know, the VP nominee selection process to The Bachelor 0:22:10.560 --> 0:22:14.200 and compared you know, the White House to the Ultimate 0:22:14.240 --> 0:22:17.440 Fantasy Suite. It's like horrific, and they proved the case 0:22:17.480 --> 0:22:19.120 of why we needed we have her back. And they've 0:22:19.160 --> 0:22:21.880 been so many examples since then. And here's the problem though, 0:22:21.920 --> 0:22:24.160 and here's how it relates to what's happening inside your 0:22:24.200 --> 0:22:29.200