WEBVTT - Special Edition: MAKERS: Keep Going - Bringing Your Authentic Self to Work

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<v Speaker 1>I'm Kim 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 Makers

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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 cent 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 com.

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

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

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

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<v Speaker 1>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 so

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

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<v Speaker 1>and collaboration with Makers. And I have special feelings about

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<v Speaker 1>Makers because it was one of the events that I

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<v Speaker 1>got a chance to attend in the before times in

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<v Speaker 1>the beginning of it was so inspiring to be in

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<v Speaker 1>that space and that is the place where Kim and

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<v Speaker 1>I met. And now under Senecal Woman Podcast Network, we

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<v Speaker 1>are making podcasts like these, so that's really exciting. And

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<v Speaker 1>today we're going to listen to an excerpt from an

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<v Speaker 1>incredible conversation between Love and Gi E. Jones, New York

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<v Speaker 1>Times best selling author, speaker and podcast host, and Bozama St. John,

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<v Speaker 1>Chief marketing Officer at Netflix. This conversation took place at

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<v Speaker 1>the Maker's Conference back in February, and before we get

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<v Speaker 1>into the conversation, I have to tell you my first

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<v Speaker 1>time listening to Bozama and Love you talk about this,

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<v Speaker 1>it just reminded me of all the times that I've

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<v Speaker 1>entered certain workplaces, certain meetings, certain business opportunities and felt

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<v Speaker 1>that feeling that maybe I needed to put on some

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<v Speaker 1>type of armor or try to be anything but myself

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<v Speaker 1>to to fit in or do whatever it seemed necessary

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<v Speaker 1>to do to be in that environment. And in this conversation,

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<v Speaker 1>I hope that you'll be encouraged as I was, to

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<v Speaker 1>remember to be your full self, to bring who you

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<v Speaker 1>are to the table. Right and following this conversation sation,

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<v Speaker 1>I'll be joined by Daisy oj Domingus, chief people Officer

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<v Speaker 1>at Vice Media Group, and Daisy and I are going

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<v Speaker 1>to talk about what we just heard and she'll give

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<v Speaker 1>us her takeaways and how we can bring back these

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<v Speaker 1>lessons from Lovey and Bosama into our own workplaces. So

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<v Speaker 1>let's take a listen to what Bosama and Lovey have

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<v Speaker 1>to say. What is the armor that you put on

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<v Speaker 1>to face the date? The scary day? I am dressed

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<v Speaker 1>to kill? Okay, Okay, I am going to say the

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<v Speaker 1>things that sometimes are scary to say in rooms in

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<v Speaker 1>which sometimes it feels like my voice is not supposed

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<v Speaker 1>to be as loud as it is, and I do

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<v Speaker 1>that in my way that I appear, and I do

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<v Speaker 1>that in my spirit because that's what allows this is

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<v Speaker 1>what allows for me to fully show through, you know,

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<v Speaker 1>for me to fully be in. And by the way,

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<v Speaker 1>I'm not afraid of my difference. I'm not afraid of

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<v Speaker 1>looking different. And so one it gives me the freedom

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<v Speaker 1>to even lean into that, to get even further into that.

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<v Speaker 1>Because said, I'm not gonna be a white man. It's

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<v Speaker 1>not happening. This is not happening. You know. I'm I'm

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<v Speaker 1>tired of the shrinking. I'm not shrinking. I don't want

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<v Speaker 1>any to shrink in these spaces. You know. It's like, listen,

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<v Speaker 1>if if we're not supposed to be here and I

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<v Speaker 1>am here, oh, then you're gonna see all of this.

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<v Speaker 1>It was like, yes, I will wear the red head

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<v Speaker 1>to toe with my big afro, and I will show

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<v Speaker 1>up a few minutes later that you're forced to look

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<v Speaker 1>at me as I walk in, and you have to

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<v Speaker 1>deal because I'm excellent at what I do. The red

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<v Speaker 1>outfit is backed up by some red hot heat that

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<v Speaker 1>I have in my brain and on the page. So

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<v Speaker 1>let's not get that twisted. It's not just out here

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<v Speaker 1>shining for no reason. There's also a lot of steel

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<v Speaker 1>behind the shine. I have learned over time that it's

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<v Speaker 1>not just about the look, right. I learned that very

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<v Speaker 1>early on, because what happened to me, and what happens

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<v Speaker 1>to a lot of women who are in the corporate spaces,

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<v Speaker 1>is that you are told to look a certain way, right,

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<v Speaker 1>and maybe even not directly, but certainly indirectly. You know

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<v Speaker 1>what a look is, you know what you're supposed to

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<v Speaker 1>be when you're in these spaces. And I recognize that

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<v Speaker 1>being that superficially did not help me in those places.

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<v Speaker 1>You know, it just it didn't. It didn't matter, like

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<v Speaker 1>my ideas were the same, the inside of the same.

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<v Speaker 1>The ex was trying to fit into and trying to

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<v Speaker 1>assimilate into a culture that was not mine, and the

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<v Speaker 1>image that was built was not did not, was not

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<v Speaker 1>created with me in mind, and so I had to

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<v Speaker 1>focus on what was inside. And I know that sounds

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<v Speaker 1>like duh, well, of course you had to focus on

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<v Speaker 1>what's inside, But no, that's not what happens to us.

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<v Speaker 1>We're so distracted by trying to fit in superficially right,

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<v Speaker 1>by trying to split down the hair so it doesn't

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<v Speaker 1>stick up, trying to sit on our hands so that

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<v Speaker 1>we don't gesture, trying to control of our voice so

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<v Speaker 1>that it doesn't go too high and you sound angry

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<v Speaker 1>or you sound too assionate. We do that so much

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<v Speaker 1>that it is to acts us from actually the real work,

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<v Speaker 1>because how can you do both? You know, how how

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<v Speaker 1>can you be expected to be excellent if you're concentrating

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<v Speaker 1>on all these other things. That's where your energy goes.

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<v Speaker 1>And so as soon as I let go of that stuff,

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<v Speaker 1>as soon as I let go of those expectations and

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<v Speaker 1>trying to be this thing that other people wanted to be,

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<v Speaker 1>I was actually able to then let the work shine,

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<v Speaker 1>you know, put all the energy into my work so

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<v Speaker 1>that I could actually come up with the best goddamn ideas. Oh,

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<v Speaker 1>I am already riveted. What a great conversation, and I

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<v Speaker 1>am delighted to be joined by Daisy of J Dominguez.

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<v Speaker 1>Daisy is Chief people Officer at Vice Media Group, and

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<v Speaker 1>she has a book coming out next year called Inclusion Revolution,

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<v Speaker 1>based on a popular TEDx talk she gave in Welcome Daisy,

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<v Speaker 1>Thank you, Amina. I'm so glad to be here. So Daisy,

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<v Speaker 1>can you start off and give me we're hearing in

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<v Speaker 1>this conversation between Lovey and Bozima, this idea of how

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<v Speaker 1>we can bring our full authentic self into the workplace.

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<v Speaker 1>Can you talk about how did you even begin that

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<v Speaker 1>process and what does that look like now at this

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<v Speaker 1>point in your career. You know, well, let's be clear,

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<v Speaker 1>for years we've been asking people to bring their authentic

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<v Speaker 1>selves to the workplace, but we don't talk about the

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<v Speaker 1>risks and the dangers of doing that for so many

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<v Speaker 1>of us, and the early part of my career, it

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<v Speaker 1>wasn't lost on me that people that looked like me

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<v Speaker 1>were often sidelined, marginalized, and drawn out to invisibility. You

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<v Speaker 1>quickly learned that you have to spend your energy, as

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<v Speaker 1>as Bosama said, you're trying to fit in into white

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<v Speaker 1>professional norms, and that can be suffocating. You know, for me,

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<v Speaker 1>that meant ensuring that there was not a trace of

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<v Speaker 1>an accent to be heard or anything that could be

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<v Speaker 1>called out in my appearance that seemed too ethnic or

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<v Speaker 1>overly sexualized. And it took me time to stop doubting

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<v Speaker 1>my abilities and not feel like an impostor in organizations

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<v Speaker 1>that are not designed for people like me. And you know,

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<v Speaker 1>as I heard Bosama speak. You know, I remember that

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<v Speaker 1>along the way, there were many times that I gave

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<v Speaker 1>up small parts of myself. I let my courage, strength,

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<v Speaker 1>I let my voice diminish. Even as I was fighting

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<v Speaker 1>to bring more seats to the table, I had to

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<v Speaker 1>desperately fight to earn and keep my own while watching

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<v Speaker 1>others face far less hurdles. And so that that authenticity,

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<v Speaker 1>that courage that I showed today, that's been slowly revealing

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<v Speaker 1>to me over the years. And it's been about no

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<v Speaker 1>longer letting toxic managers set up roadblocks for my success

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<v Speaker 1>or having peers questioned my value. It's about building deep

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<v Speaker 1>and lasting friendships and communities in our workplaces of support

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<v Speaker 1>and of of of encouragement. And it's also been about

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<v Speaker 1>recognizing that my vulnerability doesn't diminish my capacity to lead,

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<v Speaker 1>it enhances it. And that's what I bring to the workplace.

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<v Speaker 1>Come on, Daisy, I just I appreciate you bringing nuance

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<v Speaker 1>into that. This is a process, because sometimes we enter

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<v Speaker 1>the workplace and we feel like I have to have

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<v Speaker 1>all of this together now in my in my first moment,

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<v Speaker 1>in my first meeting, or I'm starting this new job.

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<v Speaker 1>I gotta have it all together and it's a process.

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<v Speaker 1>It's a process for everybody. I think sometimes we see

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<v Speaker 1>other people in our workplaces and think, man, look at

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<v Speaker 1>that person, how confident they seem when they walk in

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<v Speaker 1>a room and you're not knowing behind the scenes, that's

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<v Speaker 1>been a process in their professional experience. I really appreciate

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<v Speaker 1>you adding that today. Also, can you give us some

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<v Speaker 1>takeaways here, because when we are talking about things like

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<v Speaker 1>what it really looks like to do the work of inclusion,

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<v Speaker 1>to do the work of diversity, to do the work

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<v Speaker 1>of equity right in some of our workplaces, we're starting

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<v Speaker 1>to enter an ethereal conversation. We're starting to have sort

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<v Speaker 1>of a pie in the sky kind of thoughts about this,

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<v Speaker 1>but we actually need practical steps of what do we

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<v Speaker 1>do based on what we're hearing? Lovy and those of

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<v Speaker 1>my bring into this conversation. Tell me what are your

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<v Speaker 1>takeaways you would give for people, for people who are

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<v Speaker 1>leading in their workplaces. What's the stuff to do? Now?

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<v Speaker 1>There's so much stuff, but I like to frame it

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<v Speaker 1>in threes um and I think every manager, every leader,

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<v Speaker 1>needs to do three things to nurture workplaces that work

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<v Speaker 1>for everyone. First, reflect and listen. Everyone wants to immediately

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<v Speaker 1>jump to solutions, but you can't solve a complex structural

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<v Speaker 1>problem that you don't understand. So take responsibility for your

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<v Speaker 1>own learning by asking better questions and really listening. What

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<v Speaker 1>are the biases that hold back women, non binary people,

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<v Speaker 1>by POC, l g B, t Q, and other coworkers

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<v Speaker 1>from marginalized communities at my workplace? What am I overlooking

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<v Speaker 1>or tolerating that goes on said for for years and years?

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<v Speaker 1>What are the assumptions, habits, or practices that hold me

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<v Speaker 1>back from creating an inclusive and equitable work environment. Ask

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<v Speaker 1>yourself that question and take time to really reflect and listen. Now,

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<v Speaker 1>the second is show that you care. There's a lot

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<v Speaker 1>of pressure for leaders to have all the answers, and

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<v Speaker 1>the truth is you do. You do not have to

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<v Speaker 1>know all the answers, but you have to show evidence

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<v Speaker 1>of care, that you really care and that you're willing

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<v Speaker 1>to put the effort. Sometimes people just want to acknowledgement

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<v Speaker 1>that you see them the difficulty they're facing, and that

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<v Speaker 1>you care about them. That means engaging and navigating difficult conversations,

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<v Speaker 1>not shrinking away from them, not just simply calling yourself

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<v Speaker 1>an ally, but doing the work of an ally and

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<v Speaker 1>that takes us to number three, which is to own

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<v Speaker 1>this work, create and support fresh organizational practices, programs, and policies. Fresh,

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<v Speaker 1>not the old school way of it, but the new

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<v Speaker 1>world of work. This. This means looking at processes that

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<v Speaker 1>do not disadvantage any race or gender group before they

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<v Speaker 1>even get a chance to succeed. Take a close look

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<v Speaker 1>at everything, what's there, what meets updating, what are you missing?

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<v Speaker 1>And then address the weaknesses and striped bias and discriminatory

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<v Speaker 1>practices that are either formal or informal out of your hiring,

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<v Speaker 1>your compensation, your performance, and your advancement practices. I mean,

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<v Speaker 1>I engage in this work because I believe change is possible,

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<v Speaker 1>and I'm trying to make work safe, equitable, and inclusive

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<v Speaker 1>for all people because it is possible, worthy and important.

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<v Speaker 1>And in order to do that, I'm counting on you

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<v Speaker 1>and everyone who's watching this to help realize this vision,

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<v Speaker 1>because it's up to all of us to drive this

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<v Speaker 1>change forward. Yeah, oh Daisy, thank you for sharing with us.

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<v Speaker 1>First of all, for sharing with us some challenges that

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<v Speaker 1>we all can do in our workplaces that we we have.

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<v Speaker 1>We all have some places we can step up to

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<v Speaker 1>this work. And thank you for bringing your expertise to

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<v Speaker 1>this table today, Daisy. Thank you so much, so great

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<v Speaker 1>my pleasure. Thank you Amina, Daisy. Yes, every time I

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<v Speaker 1>hear Daisy, I not only want to listen to what

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<v Speaker 1>she says, but I also want to take action and

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<v Speaker 1>do something about the things that she says. And speaking

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<v Speaker 1>of do something, let's ask ourselves three questions. I want

0:13:26.160 --> 0:13:28.920
<v Speaker 1>you to think about this. What are the habits or

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<v Speaker 1>practices that are currently holding you back from creating a

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<v Speaker 1>more inclusive work environment. What are the ways that you

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<v Speaker 1>can bring care and thoughtfulness to your leadership, to your

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<v Speaker 1>ally ship, to how you do the work that diversity,

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<v Speaker 1>equity and inclusion requires in your own workplace? And how

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<v Speaker 1>can you create fresh policies, fresh programs, fresh practices that

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<v Speaker 1>would better support your team and support the war of diversity,

0:14:00.920 --> 0:14:06.320
<v Speaker 1>equity and inclusion on your team? And think this is

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<v Speaker 1>just a little of west to come. What an incredible conversation.

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<v Speaker 1>I hope you found it as valuable as I did,

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<v Speaker 1>so tune in next Wednesday for another amazing maker's conversation

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<v Speaker 1>about how we can all contribute to making progress in

0:14:19.600 --> 0:14:24.720
<v Speaker 1>the workplace. You're listening to Seneca's conversations on power and purpose.

0:14:24.920 --> 0:14:27.360
<v Speaker 1>Brought to you by the Seneca Women Podcast Network and

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<v Speaker 1>to Seneca's conversations on power and purpose on the I

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<v Speaker 1>media or visit our website at Seneca Women dot com