WEBVTT - Special Edition: MAKERS: Keep Going - Microaggressions and How to Stop Them

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<v Speaker 1>I'm Keim Azzarelli and you're listening to Seneca's conversations on

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<v Speaker 1>power and Purpose. I am so delighted to partner with

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<v Speaker 1>Makers on the special six part series called Keep Going.

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<v Speaker 1>In this series, we listen to incredible conversations from Makers

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<v Speaker 1>Conferences with a special focus on d e I. The

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<v Speaker 1>goal is to use these podcasts as a jumping off

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<v Speaker 1>point for conversations about d e I in your own organization.

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<v Speaker 1>I want to give a special thanks to the Maker's

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<v Speaker 1>conference sponsors, PNG, Price Waterhouse Coopers an official wellness sponsor

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<v Speaker 1>Lulu Lemon. Now. We launched the Seneca Women podcast Network

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<v Speaker 1>about a year ago with founding partner PNG and I

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<v Speaker 1>Heart Radio with the goal of amplifying the voices of

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<v Speaker 1>women around the world. You probably know that podcasting is

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<v Speaker 1>a fast growing industry, with over fifty scent of podcast

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<v Speaker 1>audience being women. But what you may not know is

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<v Speaker 1>that only twenty of top podcasts are hosted by women.

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<v Speaker 1>We want to change that, so we are launching dozens

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<v Speaker 1>of women focused and women led podcasts. So if you

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<v Speaker 1>have a show where you want to collaborate on a show,

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<v Speaker 1>reach out to us at info at Seneca Women dot

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<v Speaker 1>com Now, it gives me great pleasure to introduce our

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<v Speaker 1>guest host for the Keep Going series, Amina Brown. Amina

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<v Speaker 1>is a spoken word poet, author and host of the

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<v Speaker 1>podcast Her with Amina Brown on the Seneca Women Podcast Network. Amina,

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<v Speaker 1>thanks so much for joining us. Thank you, Kim. I'm

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<v Speaker 1>so excited to be the guest host of this special

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<v Speaker 1>series and collaboration with Makers. And we have been doing

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<v Speaker 1>some really good learning here and I hope that you

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<v Speaker 1>have been following along with us. Today we're going to

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<v Speaker 1>hear an excerpt from a talk given by Angela Glover Blackwell,

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<v Speaker 1>founder and residence at Policy Link, and her topic micro aggressions.

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<v Speaker 1>The talk took place at Maker's conference, and I am

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<v Speaker 1>still processing so much of what Angela is bringing to

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<v Speaker 1>the table here. Following Angela's talk, I'll be joined by

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<v Speaker 1>the amazing Vernet Myers. Berne is founder of the Verne

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<v Speaker 1>Myers Company and Vice President Inclusion Strategy at Netflix. Bernee

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<v Speaker 1>and I are going to discuss what we're hearing from Angela,

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<v Speaker 1>and Vernet is going to give us some practical suggestions

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<v Speaker 1>that we can all bring back into the workplace. Here's

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<v Speaker 1>Angela Glover Blackwell and I'll be back right after microaggressions.

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<v Speaker 1>They stand in the way. They stand in the way

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<v Speaker 1>every day, all the time, and we have some urgent

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<v Speaker 1>business to attend to. I remember, years ago, many years ago,

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<v Speaker 1>when I was first beginning to practice law, I joined

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<v Speaker 1>a very prestigious public interest law firm. They didn't really

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<v Speaker 1>hire people out of law school, but I had gotten

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<v Speaker 1>a temporary job there right out of law school to

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<v Speaker 1>help to get ready for a tule. People were so

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<v Speaker 1>excited about what I was bringing they quickly developed a

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<v Speaker 1>program that would allow me to be able to join

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<v Speaker 1>the firm. But as a fellow, I joined the fellowship program.

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<v Speaker 1>It was their way to bring me in. But within

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<v Speaker 1>six months they said, oh, just let that go, Just

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<v Speaker 1>come be one of our partners. And I did. But

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<v Speaker 1>there was a woman there who had been what they

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<v Speaker 1>called legal secretary. Then I don't suspect they use that

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<v Speaker 1>language anymore. I have practiced law in twenty years. But

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<v Speaker 1>she was smart as a whip. She understood the law,

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<v Speaker 1>but she wasn't a lawyer. One day, I had gone

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<v Speaker 1>to work, not expecting to have to go into court

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<v Speaker 1>dressed very very casually, and something happened in my case

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<v Speaker 1>was up and I had to go to court. Went

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<v Speaker 1>into the women's room with a couple of other women

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<v Speaker 1>who were there. Borrowed a skirt from somebody, got a

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<v Speaker 1>blouse from somebody else, somebody else had a jacket. Looked

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<v Speaker 1>at myself. I looked pretty good, looked in the mirror

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<v Speaker 1>and said, m does anybody have any lipstick? I think

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<v Speaker 1>I need to add a little color. And this woman,

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<v Speaker 1>who had smart as a whip, knew everything about the law,

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<v Speaker 1>but not a lawyer white woman, said, I thought, that's

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<v Speaker 1>why we brought you in. I was so taken aback.

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<v Speaker 1>I mean I had been friendly with her, she had

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<v Speaker 1>helped me out on a couple of cases, and I thought, not,

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<v Speaker 1>she didn't hurt me. What she did is she exposed herself.

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<v Speaker 1>I thought, I didn't know you were in that kind

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<v Speaker 1>of pain. I could see it, but I didn't know it.

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<v Speaker 1>That was a long time ago for me. Lots of

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<v Speaker 1>things have happened. As I thought of what story I

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<v Speaker 1>was going to tell you, I had to flip through hundreds. Okay,

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<v Speaker 1>but I lifted that one up because it was a

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<v Speaker 1>clear example that it was really about her. It wasn't

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<v Speaker 1>about me at all. But many women in my same position,

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<v Speaker 1>black new attorney wondering how are you doing? Could have

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<v Speaker 1>been deeply wounded by it. We all know about these situations.

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<v Speaker 1>I want you to just stop. Just take thirty seconds

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<v Speaker 1>and turn to somebody and say, it happened to me.

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<v Speaker 1>I heard about it. I was the one who miss stepped, misspoke.

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<v Speaker 1>Just take a minute and bring this reality into this room,

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<v Speaker 1>into all of our lives right now, just a few seconds.

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<v Speaker 1>Turn to the person next to you. It took you

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<v Speaker 1>a second, but you know what I'm talking about. You

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<v Speaker 1>absolutely know what I'm talking about, and you also know

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<v Speaker 1>how to fix it. Oh my mind, this is gonna

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<v Speaker 1>be a good conversation today. I am delighted to welcome

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<v Speaker 1>Verne Meyer's vice president Inclusion Strategy at Netflix and founder

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<v Speaker 1>of the Vernet Myers Company. Verne Welcome, Thank you, Anina,

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<v Speaker 1>happy to be here with you. Okay, let's get into it,

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<v Speaker 1>because the way my neck whipped around in the middle

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<v Speaker 1>of Angela's story. Just now, Okay, let me start with

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<v Speaker 1>this vernet for women specifically and BIPOC folks in general,

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<v Speaker 1>how do you know when or if you should respond

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<v Speaker 1>or address a microaggression? Because we're not getting to hear

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<v Speaker 1>an Angela's story if she addressed this woman directly. And

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<v Speaker 1>I know I have had sometimes I've experienced a microaggression,

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<v Speaker 1>and sometimes it almost stunted me, shocked me, I shouldn't

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<v Speaker 1>say shocked really, but surprised me in a moment that

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<v Speaker 1>I didn't know what to do, and sometimes I was

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<v Speaker 1>afraid of how to respond depending on who did the microaggression.

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<v Speaker 1>What are your thoughts on that you? I was like out,

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<v Speaker 1>So one of the things that I think you have

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<v Speaker 1>to do is you have to do something. The most

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<v Speaker 1>important thing is that we do not internalize these kinds

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<v Speaker 1>of acts or behavior, because then we're the only ones

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<v Speaker 1>in pain. I thought Angela was amazing by just saying, oh,

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<v Speaker 1>I'm so sorry you're in so much pain. That is

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<v Speaker 1>an evolved perspective. I think some of the smallest things

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<v Speaker 1>you can do, because yes, that is sort of one

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<v Speaker 1>of the issues around micro necutives. They come from nowhere.

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<v Speaker 1>They may even be unintentional, or they might be purposeful,

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<v Speaker 1>but they have the impact as if someone purposely walked

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<v Speaker 1>up to you and select your face basically, and so

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<v Speaker 1>the only response is to register some response. Sometimes I

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<v Speaker 1>might just say ouch. Sometimes it's about I just look

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<v Speaker 1>at people or make us till or make a face.

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<v Speaker 1>I learned this from my kid. My kid does things

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<v Speaker 1>like awkward, that's just awkward, right, or sometimes people like,

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<v Speaker 1>oh no, you need to catch up on that. I

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<v Speaker 1>don't think that's the right language, or you can so.

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<v Speaker 1>So the main thing I want to say is that

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<v Speaker 1>you don't have to go into a bigg you know workshop.

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<v Speaker 1>This is something that I've learned. You basically need to

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<v Speaker 1>register a response now when I say need to. If

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<v Speaker 1>you can't in that moment, you can come back later

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<v Speaker 1>and you can say maybe you don't want to be

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<v Speaker 1>in the audience, maybe you're a little worried about repercussions.

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<v Speaker 1>You can still call a person and say hey, because

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<v Speaker 1>in this case they work together, so she could like,

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<v Speaker 1>you know what, after do you can we can we

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<v Speaker 1>have a conversation. I was shocked when you said blah

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<v Speaker 1>blah blah because I thought this or that. The upside

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<v Speaker 1>of doing that, for example, is you might hear more

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<v Speaker 1>from that person about what they meant. But the main

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<v Speaker 1>reason why and I know some people say, look, I

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<v Speaker 1>am too tired. I should not have to fix these

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<v Speaker 1>people's ignorance. I totally get all of that, and yet

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<v Speaker 1>unless someone does it. And that's why we like allies,

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<v Speaker 1>because if someone was in that ring and they heard that,

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<v Speaker 1>that would have been an ally of ship move right

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<v Speaker 1>there be like what did you just say? Sometimes all

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<v Speaker 1>you have to do is ask a question, because ultimately

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<v Speaker 1>you're not trying to teach the person. You're not trying

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<v Speaker 1>to do a workshop taking to school. What you're trying

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<v Speaker 1>to do is you're trying to interrupt it so all

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<v Speaker 1>the pain doesn't fall on you and so that person

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<v Speaker 1>can take a beat and think about what they said.

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<v Speaker 1>I love this advice. I love this advice because there

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<v Speaker 1>is a middle ground right there where if you are

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<v Speaker 1>the person that is receiving this microaggression, it's not on you. Two.

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<v Speaker 1>Now open up your large briefcase of the workshop, all

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<v Speaker 1>of the education to this person. But there is a

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<v Speaker 1>way you can respond so that you are not taking

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<v Speaker 1>in sort of the stinger the dagger in this case.

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<v Speaker 1>We gotta stop taking it in. We spend too much

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<v Speaker 1>time taking in and it ruins us inside. It sometimes

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<v Speaker 1>makes us bitter, It makes us um skeptical when we

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<v Speaker 1>should be faithful. Um. We actually cut ourselves off from

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<v Speaker 1>certain relationships because we haven't actually said to that person.

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<v Speaker 1>You know the way you talk about when you say

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<v Speaker 1>things like you you're you've done so well, I mean

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<v Speaker 1>especially as a mother. But you know, now with that

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<v Speaker 1>fourth child, do you think you're gonna be able to

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<v Speaker 1>do this? I mean feigning concern or maybe they really

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<v Speaker 1>are concerned, but deeply on in artful and having gone

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<v Speaker 1>to the bias workshop, right, But you have to be

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<v Speaker 1>able to say because now here's the other thing. Sometimes

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<v Speaker 1>microrectis hit on our sore spot. For us, it is

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<v Speaker 1>a sore spot because we're worried about it, or it's

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<v Speaker 1>a source of spot because it's been said over and

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<v Speaker 1>over again. So you feel like, Heaven, I proved myself,

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<v Speaker 1>Yet I gotta keep proving myself over and over again.

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<v Speaker 1>Or you at you're at the height of something and

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<v Speaker 1>someone says something to take you down or not. I

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<v Speaker 1>had a friend who had just gotten the board. She

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<v Speaker 1>had just started as the executive director of this nonprofit

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<v Speaker 1>and she was being introduced to the full board and

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<v Speaker 1>they shared her resume and as an introduction in all

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<v Speaker 1>of her accolades, and then a she was black woman,

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<v Speaker 1>a white man turned to her on the board and said, Wow,

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<v Speaker 1>you've done a lot. If you've never if you never

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<v Speaker 1>do another thing as a black girl, you should be happy.

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<v Speaker 1>Oh right, doesn't it still hurt? Like you just gotta

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<v Speaker 1>pause on that. Now she's in front of her board,

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<v Speaker 1>the whole board for the first time, she's taking on

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<v Speaker 1>the e D role. What do you do in that situation?

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<v Speaker 1>Because she said, like, my instinct was to say, you know,

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<v Speaker 1>as a white guy, you really haven't achieved a lot. Okay,

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<v Speaker 1>I don't love that, impressed with you, but she like,

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<v Speaker 1>that's not I can't do that in that situation, and

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<v Speaker 1>so she did nothing. And this is why we can

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<v Speaker 1>aunt continue this way because we swallowed too much. But

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<v Speaker 1>it it then allows people to continue to make conversation,

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<v Speaker 1>make comments like that, right, or going up to a

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<v Speaker 1>trans person and asking them about their body. You never

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<v Speaker 1>do that with assist person. Right, Somebody's got to say,

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<v Speaker 1>why are you asking me that question again? Interrupt the bias.

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<v Speaker 1>If you go to touch our hair, someone needs to say, Like,

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<v Speaker 1>if someone tries to put their hands on your hair,

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<v Speaker 1>as a black woman or any other woman whose hair

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<v Speaker 1>somehow people are fascinated by the texture, you need to say,

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<v Speaker 1>I don't know but if you know that, but that's

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<v Speaker 1>actually not allowed. When people commit these atrocities over and

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<v Speaker 1>over again, you know, we call it micro, but it's

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<v Speaker 1>not micro. The impact isn't micro, right, The slight might be,

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<v Speaker 1>but it's like the point about micro aggression or inequities

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<v Speaker 1>is that they're happening over and over again, and they're

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<v Speaker 1>happening with different people over and over again. M hm.

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<v Speaker 1>So like, you know, my Asian colleagues from the US,

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<v Speaker 1>people are constantly complimenting them on their English, and they're like, well,

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<v Speaker 1>thank you, I grew up in Kansas. Appreciate the compliment.

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<v Speaker 1>But that's how people are thinking of them farig in

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<v Speaker 1>different whatever. People don't have as much relationship and as

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<v Speaker 1>much networking with people who are different from themselves, so

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<v Speaker 1>they don't understand the impact what impact this has on

0:13:41.760 --> 0:13:46.080
<v Speaker 1>people's ability to show up to like, believe, to like

0:13:46.200 --> 0:13:48.200
<v Speaker 1>perform it. Sometimes people will say things to you. You You

0:13:48.280 --> 0:13:50.240
<v Speaker 1>go back to your office, you waste a whole hour

0:13:51.120 --> 0:13:53.839
<v Speaker 1>trying to figure out what the person said. Why would

0:13:53.840 --> 0:13:56.040
<v Speaker 1>they have said something like that? What you did wrong?

0:13:56.080 --> 0:13:58.199
<v Speaker 1>Then some of us on the phone with our mothers

0:13:58.640 --> 0:14:01.400
<v Speaker 1>and we're telling you know what, say that's a loss

0:14:01.400 --> 0:14:06.000
<v Speaker 1>of energy. That's a loss of of of productivity. So

0:14:06.480 --> 0:14:11.400
<v Speaker 1>the impact is big. We've got to get away from

0:14:11.400 --> 0:14:16.360
<v Speaker 1>the innocence. No more innocence. Either you don't know and

0:14:16.480 --> 0:14:19.720
<v Speaker 1>you open your heart to be told and see it

0:14:19.760 --> 0:14:25.000
<v Speaker 1>as a gift, or you go and learn and spend

0:14:25.040 --> 0:14:28.600
<v Speaker 1>some time trying to be empathetic and putting yourself in

0:14:28.640 --> 0:14:31.080
<v Speaker 1>the shoes of others. If someone had said that to you,

0:14:31.320 --> 0:14:35.880
<v Speaker 1>someone's questioning your competency over and over again, how would

0:14:35.920 --> 0:14:39.840
<v Speaker 1>that feel. Because most people don't want to do this intentionally.

0:14:39.880 --> 0:14:42.560
<v Speaker 1>Some people do not gonna lie. Some people do, but

0:14:42.680 --> 0:14:46.320
<v Speaker 1>a lot of this falls in the unintentional but nevertheless

0:14:46.320 --> 0:14:50.280
<v Speaker 1>harmful space. Let me ask you one more follow up

0:14:50.360 --> 0:14:55.480
<v Speaker 1>question here, because microaggressions is a thing we experience individually,

0:14:55.640 --> 0:14:59.160
<v Speaker 1>which means it's also a thing that can be addressed individually.

0:14:59.560 --> 0:15:02.800
<v Speaker 1>But how out in the workplace For people who are

0:15:02.840 --> 0:15:07.320
<v Speaker 1>listening that are in the C suite, they are in

0:15:07.400 --> 0:15:11.280
<v Speaker 1>a position where they are overseeing quite a few people,

0:15:11.600 --> 0:15:15.080
<v Speaker 1>you know, in a work team, how can you create

0:15:15.120 --> 0:15:20.480
<v Speaker 1>an environment where microaggressions are either not welcome or where

0:15:20.520 --> 0:15:25.520
<v Speaker 1>microaggressions can be more easily addressed. Because some of how

0:15:25.600 --> 0:15:30.320
<v Speaker 1>microaggressions live is that we haven't really given the proper

0:15:30.400 --> 0:15:33.880
<v Speaker 1>space in our work environment on how we address that.

0:15:34.120 --> 0:15:36.240
<v Speaker 1>So I wanted to close with getting just an answer

0:15:36.320 --> 0:15:38.960
<v Speaker 1>from you on that. So for right now where we are,

0:15:39.000 --> 0:15:41.960
<v Speaker 1>it's not it's unlikely that you're not going to experience

0:15:42.040 --> 0:15:44.280
<v Speaker 1>micro inequities because, like I said, a lot of people

0:15:44.360 --> 0:15:48.880
<v Speaker 1>don't have heterogeneous kind of relationships and um exposure, So

0:15:49.080 --> 0:15:51.840
<v Speaker 1>some people are gonna say the wrong thing, right, somebody

0:15:51.960 --> 0:15:54.960
<v Speaker 1>is going to be surprised that the woman is in

0:15:55.120 --> 0:15:57.720
<v Speaker 1>charge and and come in a room and still be

0:15:57.760 --> 0:16:01.840
<v Speaker 1>looking around for the leader, right, and the person like

0:16:01.960 --> 0:16:04.520
<v Speaker 1>I'm here, thank you very much, especially like the black

0:16:04.560 --> 0:16:08.200
<v Speaker 1>woman or whatever, the Latino you're like okay. So I

0:16:08.200 --> 0:16:10.160
<v Speaker 1>don't even think it makes sense right now to for

0:16:10.240 --> 0:16:12.120
<v Speaker 1>us to be like we're not we're going to eliminate

0:16:12.200 --> 0:16:14.160
<v Speaker 1>all micro in equities because a lot of it is

0:16:14.200 --> 0:16:16.480
<v Speaker 1>just how our brains work and bias, and like we're

0:16:16.520 --> 0:16:19.280
<v Speaker 1>going through categories and schemas and we come up with

0:16:19.320 --> 0:16:22.200
<v Speaker 1>the wrong thing. So what I think we need to

0:16:22.240 --> 0:16:26.200
<v Speaker 1>do is have leaders who model the vulnerability around this.

0:16:26.840 --> 0:16:29.360
<v Speaker 1>Leaders step in it all the time. But how many

0:16:29.440 --> 0:16:32.720
<v Speaker 1>leaders do we set do we see and they go, oh, man,

0:16:32.920 --> 0:16:35.000
<v Speaker 1>I think I just used the wrong word. I think

0:16:35.040 --> 0:16:39.560
<v Speaker 1>I just may have insulted someone. Let me change that right.

0:16:39.720 --> 0:16:43.920
<v Speaker 1>That to watching a leader do that is powerful because

0:16:43.960 --> 0:16:47.120
<v Speaker 1>what it means is that we're not after perfection, but

0:16:47.280 --> 0:16:51.400
<v Speaker 1>we are perfecting and that is important for all of us.

0:16:51.560 --> 0:16:55.840
<v Speaker 1>The other thing is absolutely workshops where you act, you

0:16:55.880 --> 0:16:59.040
<v Speaker 1>get to break down what was the intent, what was

0:16:59.080 --> 0:17:02.320
<v Speaker 1>the impact? What can an ally do, what can an

0:17:02.360 --> 0:17:06.320
<v Speaker 1>individual do? Who is the recipient of that UM comment

0:17:06.640 --> 0:17:09.520
<v Speaker 1>or that act or behavior. It's only not only comments.

0:17:09.560 --> 0:17:13.919
<v Speaker 1>It's not being asked your opinion. It's like never being

0:17:14.040 --> 0:17:18.120
<v Speaker 1>called on. It's giving people furtive glances and weird sort

0:17:18.160 --> 0:17:22.000
<v Speaker 1>of expressions when they speak. It's like complimenting people as

0:17:22.040 --> 0:17:24.800
<v Speaker 1>if they didn't go and get their masters. Wow, that's

0:17:24.840 --> 0:17:30.240
<v Speaker 1>really amazing. So there are so many things that happen.

0:17:30.440 --> 0:17:32.920
<v Speaker 1>And basically, if you go to any group of people,

0:17:32.920 --> 0:17:34.800
<v Speaker 1>and that's another thing you can do. You can go

0:17:34.880 --> 0:17:36.760
<v Speaker 1>to your e r g s. You can go to

0:17:36.840 --> 0:17:40.359
<v Speaker 1>folks who you think UM are an underrepresented groups or

0:17:40.359 --> 0:17:44.360
<v Speaker 1>historically UM excluded folks and say what are your pet peeves?

0:17:44.400 --> 0:17:46.879
<v Speaker 1>What are the main things that you are hearing people

0:17:46.960 --> 0:17:50.480
<v Speaker 1>say that, you would like people to no longer say.

0:17:50.680 --> 0:17:53.240
<v Speaker 1>You can create a document around that, you can create

0:17:53.280 --> 0:17:57.199
<v Speaker 1>a conversation around that. And as I said, all of

0:17:57.320 --> 0:18:00.119
<v Speaker 1>us fall like us, none of us who've got it

0:18:00.200 --> 0:18:04.160
<v Speaker 1>all correct um. And so you might actually use your

0:18:04.240 --> 0:18:08.520
<v Speaker 1>own experience with your teams to talk about what you've

0:18:08.560 --> 0:18:12.240
<v Speaker 1>noticed and where you've tried to go and grow, because

0:18:12.280 --> 0:18:15.639
<v Speaker 1>that gives the space. A lot of this is about,

0:18:15.960 --> 0:18:20.200
<v Speaker 1>you know, and I appreciate the compassion and the kind

0:18:20.280 --> 0:18:24.320
<v Speaker 1>of empathy that we need to create the environment we want.

0:18:24.400 --> 0:18:27.919
<v Speaker 1>We're not there yet. We've got to give people good feedback.

0:18:28.440 --> 0:18:30.680
<v Speaker 1>We've tried to do it without blame, shame, and attack.

0:18:31.400 --> 0:18:37.399
<v Speaker 1>We also need to accept that feedback and change. I

0:18:37.400 --> 0:18:39.080
<v Speaker 1>don't want to hear like, oh I'm so sorry, I'm

0:18:39.119 --> 0:18:41.919
<v Speaker 1>so sorry, but you don't change, or you don't go

0:18:42.080 --> 0:18:45.840
<v Speaker 1>read more about why you were misinformed about you know,

0:18:45.960 --> 0:18:49.520
<v Speaker 1>people going, oh, you live in that neighborhood. Is that safe?

0:18:50.080 --> 0:18:52.600
<v Speaker 1>Now you have just moved your entire family to that

0:18:52.600 --> 0:18:57.200
<v Speaker 1>neighborhood from them from another state or country. Oh, I

0:18:57.200 --> 0:19:00.920
<v Speaker 1>didn't know they had skyscrapers in that country. Really, right,

0:19:01.200 --> 0:19:05.040
<v Speaker 1>They're just so many things that It's a community project,

0:19:05.240 --> 0:19:08.200
<v Speaker 1>is what I would say. This isn't about one person

0:19:08.240 --> 0:19:10.440
<v Speaker 1>being better than another. I mean, some of us are

0:19:10.520 --> 0:19:13.040
<v Speaker 1>much better because we've been in the we've been in

0:19:13.080 --> 0:19:15.880
<v Speaker 1>the recipiency and so we know what we don't want

0:19:15.920 --> 0:19:17.879
<v Speaker 1>to hear, and so we work on it. But we

0:19:17.920 --> 0:19:20.000
<v Speaker 1>need more people to work on it. It will not

0:19:20.080 --> 0:19:23.280
<v Speaker 1>come because you're good. I mean enough of the good people.

0:19:23.840 --> 0:19:31.359
<v Speaker 1>We need people who really want to be their best selves. Yeah, Ferne,

0:19:31.880 --> 0:19:35.520
<v Speaker 1>thank you so much for joining us. So much good stuff, y'all.

0:19:35.560 --> 0:19:38.600
<v Speaker 1>Thank you. Oh I wish I could spend more time.

0:19:38.760 --> 0:19:42.840
<v Speaker 1>I super appreciate being here, Mina and take good care

0:19:42.840 --> 0:19:51.080
<v Speaker 1>of yourself. Wow, Erne, thank you so much. Bernie shared

0:19:51.440 --> 0:19:56.760
<v Speaker 1>so many excellent points with us. Let's review. Ask yourself

0:19:56.960 --> 0:20:00.879
<v Speaker 1>three questions that can lead to a more equitable workplace.

0:20:01.760 --> 0:20:06.560
<v Speaker 1>If you're on the receiving end of a microaggression, what conversations, boundaries,

0:20:06.680 --> 0:20:09.600
<v Speaker 1>or self care practices do you need to ensure you

0:20:09.640 --> 0:20:14.760
<v Speaker 1>don't internalize microaggressions when they happen. If you are in leadership,

0:20:15.080 --> 0:20:18.280
<v Speaker 1>how can you model the vulnerability it takes to admit

0:20:18.320 --> 0:20:20.840
<v Speaker 1>where you are wrong when you have said or done

0:20:20.880 --> 0:20:26.280
<v Speaker 1>the wrong thing? And accept feedback and accountability. And this

0:20:26.400 --> 0:20:30.080
<v Speaker 1>is for any of us when you watch microaggressions happen,

0:20:30.600 --> 0:20:34.719
<v Speaker 1>how can you demonstrate ally ship by using your voice

0:20:34.880 --> 0:20:39.080
<v Speaker 1>and speaking up. I love what Verne reminded us of

0:20:39.119 --> 0:20:43.119
<v Speaker 1>today that the work of diversity, equity and inclusion is

0:20:43.160 --> 0:20:47.360
<v Speaker 1>a community project. It's something we all can work on

0:20:47.480 --> 0:20:50.480
<v Speaker 1>in our own lives, and that means there is something

0:20:50.560 --> 0:20:53.960
<v Speaker 1>we can all do to make things better. So let's

0:20:54.000 --> 0:20:57.880
<v Speaker 1>continue to learn together and let's continue to take action

0:20:58.160 --> 0:21:03.280
<v Speaker 1>to make our workplaces are equitable. You're listening to Seneca's

0:21:03.320 --> 0:21:06.240
<v Speaker 1>Conversations on Power and Purpose, brought to you by the

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