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Speaker 1: Here and my girls. Stacy Tisdall, my co host for

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Speaker 1: Wealth Wednesday, is here with me.

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Speaker 2: Happy Wealth Wednesdays everybody. As usual, we are bringing it

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Speaker 2: with two amazing women. We have Jacquette Timmans, who's a

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Speaker 2: financial behaviorist, Sandra Kentz, who is the former CEO of

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Speaker 2: Paradigm for Parody. And not something that everybody goes through. Okay,

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Speaker 2: follow this. Have you ever had so many bills, so

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Speaker 2: much debt, so many financial problems that you just couldn't

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Speaker 2: concentrate for one second at work?

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Speaker 1: Oh, you can't sleep at night, you can't split at

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Speaker 1: your exhausit in the morning because your mind is racing

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Speaker 1: trying to figure out how am I going to take

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Speaker 1: care of all this?

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Speaker 2: Yeah. So a lot of people have that issue. And

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Speaker 2: I'm really honored to have worked with Paradigm for Parody,

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Speaker 2: who authored a study called the Impact of Personal Financial

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Speaker 2: Stress on Black Women in the Workplace, And that came

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Speaker 2: about a few years ago. A company called Honeybee, that

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Speaker 2: helps employers give their employees short term loans so they

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Speaker 2: don't have to take payday loans, was telling me about

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Speaker 2: this issue and I was like, wow, I didn't even

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Speaker 2: think about what a big problem. That is, it turns

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Speaker 2: out eighty percent of American workers are experiencing unmanageable stress.

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Speaker 2: And then I looked for research on Black women and

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Speaker 2: guess what, there wasn't any, so figured it hit them worse.

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Speaker 2: So many thanks to Paradigm for Parody and Goldman Sachs,

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Speaker 2: whose one Million Black Women Initiative provided the grant. But

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Speaker 2: Sandra give us a scope of this problem and why

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Speaker 2: it affects Black women so differently.

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Speaker 3: Yeah, so, first of all, thanks for having me here.

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Speaker 3: It's such a pleasure to share this microphone and this

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Speaker 3: time with all of you. You know, I think you

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Speaker 3: said it, Stacy at the beginning when you talked about

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Speaker 3: eighty percent of Americans at least deal with this issue.

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Speaker 3: And so for us, it was more than just thinking

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Speaker 3: about just black women, but it was thinking about all employees,

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Speaker 3: but understanding that that study and those percentages are higher

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Speaker 3: for Black women as we are sometimes head of homes,

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Speaker 3: single parents, trying to climb up the corporate letter, but

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Speaker 3: also experiencing all of the things that get in the

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Speaker 3: way of our success. And so for us, we thought

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Speaker 3: it was critically important to leverage the grant that we

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Speaker 3: received from Goldman Sachs to commission a study to just

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Speaker 3: talk about the real issues. You know, there are lots

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Speaker 3: of things out there that when it comes to financial

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Speaker 3: wellness or wellness you know overall. And so for us,

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Speaker 3: we said, let's dig under wellness, let's peel back the layers,

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Speaker 3: and let's really think about what are those key stressors

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Speaker 3: that people show up every day with at work.

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Speaker 4: And financial stress was one of those areas.

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Speaker 1: And it's hard to talk to your employer about that too,

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Speaker 1: because you don't want to share certain things. You want

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Speaker 1: to come to work. And I was always taught whatever

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Speaker 1: personal problems you have at home, when you come to work,

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Speaker 1: leave that behind and nobody should know about that. You

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Speaker 1: should be there doing your job. And that's nothing that

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Speaker 1: your boss needs to know or anybody, your coworkers or anything.

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Speaker 1: But what are your thoughts about that? Because that is

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Speaker 1: something I feel like has been conditioned in us. Deal

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Speaker 1: with what you need to deal with personally at home,

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Speaker 1: come to work, be your best, and no one needs

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Speaker 1: to know.

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Speaker 3: Yeah, well those days are gone, Angela, Right, those days

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Speaker 3: people are well. People show up their whole you know,

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Speaker 3: with their whole selves, but they bring all of that

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Speaker 3: with them into the workplace. And so if organizations, companies,

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Speaker 3: corporations want to get the best out of their brightest,

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Speaker 3: they have got to address the issues that get in

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Speaker 3: the way of your performance.

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Speaker 2: Right.

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Speaker 3: And so today we talk about any and everything at

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Speaker 3: the workplace, whether it's religion, whether it's politics. But you're right,

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Speaker 3: one of the areas that is still sort of uncharted

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Speaker 3: territory is around the financial piece. And so for us,

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Speaker 3: it's critically important that companies establish an atmosphere or a

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Speaker 3: place where you can be, where you can establish trust

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Speaker 3: and transparency and have these conversations.

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Speaker 4: It is so critical for employers.

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Speaker 3: To know what's holding their employees back from showing up

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Speaker 3: and being able to give their very best. And if

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Speaker 3: you can help mitigate some of that, then your employees

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Speaker 3: are freer to do the work that you pay them

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Speaker 3: to do every day.

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Speaker 2: And more employers are getting on board. You see a

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Speaker 2: lot of them offering financial wellness programs, a lot of

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Speaker 2: them are doing things like paying down their employees student

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Speaker 2: loan debt. But just to give people Stacy's going into

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Speaker 2: her stats nerd mode, but just to give you a

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Speaker 2: sense of the scope of the problem for everybody. And

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Speaker 2: then obviously we're going to break down what this revolutionary

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Speaker 2: study found about black women. But as I said, eighty

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Speaker 2: percent of employers report this I thought was really crazy.

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Speaker 2: Eighty percent of employers say financial stress is lowering their employees'

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Speaker 2: performance level and its cost sting them half a trillion

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Speaker 2: dollars a year. So that's why you're seeing in the

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Speaker 2: business case, employees burdened by money matters are nine times

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Speaker 2: more likely to have troubled relationships with co workers. They're

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Speaker 2: taking it out on their co workers, and thirty seven

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Speaker 2: percent of employees say they have more debt than they

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Speaker 2: can manage, and sixty percent of employees say that they're

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Speaker 2: more likely to stay with an employer that offers a

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Speaker 2: program designed to help them manage their money. But Jacquet,

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Speaker 2: you're a financial behaviorist. So with all these realities, like

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Speaker 2: Angela was saying, people still don't want to talk about it.

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Speaker 5: They don't. And I just want to backtrack a little

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Speaker 5: bit because I would say, you don't leave yourself behind

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Speaker 5: the you know, the door if you will. So I

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Speaker 5: think these issues have been showing up at work for

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Speaker 5: a very, very long time. We're just now actually addressing it.

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Speaker 2: But to the point of your question.

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Speaker 5: You know, I did a seventh city tour for one

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Speaker 5: law firm and a single session for another last year,

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Speaker 5: and what I thought was really fascinating is for the

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Speaker 5: multiple city engagement, by the time I got to city

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Speaker 5: number three, I had to call back to New York

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Speaker 5: and say, you know what, can you not have the

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Speaker 5: partners in the room for the entire session, have them

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Speaker 5: kick us off, and then have them come back and

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Speaker 5: close us out, Because the level of engagement with the associates,

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Speaker 5: whether they were summer or midyear, was very, very different

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Speaker 5: when a partner was in the room, even if they

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Speaker 5: weren't on that partner's team, versus when it was just

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Speaker 5: them amongst their peers. So a part of it is

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Speaker 5: you don't want to You don't want to reveal either

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Speaker 5: what you don't know or what you're not doing to

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Speaker 5: someone who might have an impact on what assignments you

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Speaker 5: might be given or what scope of responsibilities you might have.

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Speaker 5: And I think the thing there is we forget how

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Speaker 5: much money is so much a part of our identity

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Speaker 5: that people think that, oh my goodness, if I reveal this,

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Speaker 5: they're going to think that this is directly connected to

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Speaker 5: my skill set and then I won't be able to,

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Speaker 5: you know, follow through on whatever assignment that they've given me.

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Speaker 5: And the on the flip side, last year, I had

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Speaker 5: someone give feedback that says, well, she didn't tell us

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Speaker 5: how to pay our rent, and it's like, hmm, I

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Speaker 5: never promised aya how to but be how do you

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Speaker 5: get to law school and you don't have that basic

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Speaker 5: life skill. And so I think that there's a coming together,

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Speaker 5: and not in such a positive way, of the reality

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Speaker 5: that so many people are coming into adulthood and they

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Speaker 5: don't know the basic skills of how to make financial

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Speaker 5: decisions and how to make trade offs and how to

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Speaker 5: you know, be honest with themselves about I want to

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Speaker 5: live in New York City, but maybe I can't because

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Speaker 5: I can't afford it. So maybe I need to go

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Speaker 5: to an outer borrow like they don't want to make

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Speaker 5: those tough trade offs. And I think that that's part

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Speaker 5: of the challenge too.

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Speaker 2: Absolutely, let's get into the study. It is called the

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Speaker 2: Invisible Weight, the Impact of Personal Financial Stress on Black

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Speaker 2: Women in the Workplace, And I thought it was interesting

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Speaker 2: that if I can find them, some of the key

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Speaker 2: stressors were cost of living, just room paying, their bills.

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Speaker 2: Oh sorry, the three biggest stressors. Number one cost of

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Speaker 2: living household bills that was over sixty percent, living paycheck

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Speaker 2: to paycheck fifty percent, credit card debt almost fifty percent.

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Speaker 2: And we want to give a shout out here to Tiffany,

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Speaker 2: the budget nista, who was supposed to be joining us

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Speaker 2: today because when we reached out to her that we

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Speaker 2: wanted to do this study, she's like, y'all want to

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Speaker 2: talk to black women. I have almost three million black

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Speaker 2: women who follow me. So most studies you see are

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Speaker 2: about maybe fifteen hundred two thousand people. Within hours, we

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Speaker 2: had five thousand survey respondent, so this is the data

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Speaker 2: from them. But these are jack from a personal financial standpoint,

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Speaker 2: you know, living paycheck to paycheck, credit card net cost

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Speaker 2: a living. What are some things people should be doing

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Speaker 2: in their own lives?

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Speaker 5: Oh my goodness, where do I begin? Can we just

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Speaker 5: again take a step back and also just talk about

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Speaker 5: how things are different today than they were even when

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Speaker 5: I started my career. I started in nineteen eighty six.

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Speaker 5: Right when I joined Bankers Trust, I had a defined

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Speaker 5: benefit plan. By the time I left ten years later,

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Speaker 5: it was a defined contribution plan. So people now have

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Speaker 5: more responsibility for their own retirement safety.

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Speaker 2: Yes, that was a big worry, is well.

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Speaker 5: The other thing is I think about how my mother

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Speaker 5: worked for Social Security for thirty eight years. I was

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Speaker 5: at Bankers Trust for ten. Most people these days stay

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Speaker 5: at their employer for what four point.

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Speaker 2: Two years is now.

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Speaker 5: And so when you think about the combination of those

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Speaker 5: two things, a lot of your financial safety net and

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Speaker 5: the things that provided you with financial security are just

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Speaker 5: not there any longer. And so you factor that in

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Speaker 5: with just the cost of everything going up. And this

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Speaker 5: is a study about black women. We still earn significantly

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Speaker 5: less than not only white men, but white women Asian women,

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Speaker 5: and so when you when all of the expenses that

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Speaker 5: you may or may not have direct control over go up,

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Speaker 5: it makes it even that much more challenging. So that's

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Speaker 5: the bad news.

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Speaker 2: And black women are also eight times more likely to

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Speaker 2: be financially responsible for family for other family members exact.

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Speaker 1: And being in feeling like my finances are directly connected

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Speaker 1: to care who I am and my character.

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Speaker 5: Yes as a person, yeah, exactly. So that's the challenging news.

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Speaker 5: So what do you do on the other side of it?

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Speaker 5: Something that we are often not very good at doing.

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Speaker 5: We talk about wellness, prioritizing ourselves and saying no to

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Speaker 5: family and maybe friends, and making sure that we're taking

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Speaker 5: care of our financial household, not only in the present,

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Speaker 5: but also preparing ourselves for what may come in the future.

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Speaker 5: And so, to answer the question, there's no one size

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Speaker 5: fits all, But I think it is really coming to

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Speaker 5: terms with what you can and cannot do and letting

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Speaker 5: it be okay if you can't do something specifically that

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Speaker 5: you really want to.

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Speaker 3: Yeah, and our families culturally are so important to us, right,

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Speaker 3: and you know it's not only just your immediate family,

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Speaker 3: but your extended family, you know. But I had a

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Speaker 3: financial advisor once give an example of how she takes

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Speaker 3: care of herself and prioritize herself but also her family.

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Speaker 3: She has an account and she says she puts certain

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Speaker 3: amount of money in that account that is comfortable for her,

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Speaker 3: and once that little fund is gone for that month,

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Speaker 3: other people in her family come asking. She says, you know, no,

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Speaker 3: you got to come back another time. So again, it's

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Speaker 3: ways that we can do it. But it's about the

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Speaker 3: choice and the decisions that we make, right.

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Speaker 5: Feel we feel bad when we say no right, you know,

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Speaker 5: when we have that balance, But.

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Speaker 3: It's the responsible thing exactly right. And that's another piece

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Speaker 3: of it.

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Speaker 2: Talk about taking responsibility for our choices. So we're a

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Speaker 2: lot of shame and blame around this that we've been discussing,

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Speaker 2: but there are resources out there and if you're quiet,

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Speaker 2: you're not going to find out what your company is

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Speaker 2: actually offering. And that's what this is all about and

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Speaker 2: fortunate responsibility.

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Speaker 1: Can I say one thing to also in the workplace

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Speaker 1: is advocating for yourself and negotiating And I think that's

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Speaker 1: a really important thing. And they've done studies about black

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Speaker 1: women and how much we don't do that, and so

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Speaker 1: I just want to point that out too. Is being

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Speaker 1: able to go and so because a lot of times

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Speaker 1: we get a lot of extra responsibilities put on us

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Speaker 1: in addition to what we have to do outside of work,

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Speaker 1: but going in there and saying okay, well look it's

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Speaker 1: time for me to discuss this. Can we set up

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Speaker 1: a meeting to talk about my rape or negotiating a

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Speaker 1: salary or bonuses or extra things like working from home

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Speaker 1: on Fridays or half days maybe in the summer, whatever

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Speaker 1: it is that you feel like could help you again

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Speaker 1: with your own self care and what you need to

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Speaker 1: do to handle your business outside of work, because sometimes

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Speaker 1: we're so wrapped up in working later than everybody, showing

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Speaker 1: up earlier than everybody, doing things outside of our responsibilities,

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Speaker 1: and people don't even realize because we're not championing and

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Speaker 1: letting them know this is what we're doing, and this

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Speaker 1: is what I've been doing, and this is what I deserve.

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Speaker 5: That's such a good point because the reality is every

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Speaker 5: time you don't negotiate, you're putting yourself further and further

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Speaker 5: and further behind. Then we're perhaps you ought to be

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Speaker 5: or could be. And the other thing I want to

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Speaker 5: add on to that is, and you see this more

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Speaker 5: in the entrepreneurial space, but I think it's relevant in

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Speaker 5: more professional settings as well. Is this whole idea of

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Speaker 5: charging what you're worth. I hate that phrase, and I

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Speaker 5: really despise that phrase because black. My heritage is Jamaican American.

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Speaker 5: We have an ancestral h histay where there was a

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Speaker 5: dollar amount attached to our humanity. So when you say

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Speaker 5: charge what you're worth, I viscerally experience it as somebody

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Speaker 5: putting a dollar amount on my body, on your body,

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Speaker 5: et cetera, and not attaching it to what's the skill

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Speaker 5: that you're bringing to the table, what's the perspective, what

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Speaker 5: are your gifts your talents? Right, all of that wrapped

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Speaker 5: up in one And I think a part of the

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Speaker 5: challenge is when people say, you know, or adopt or

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Speaker 5: embrace this whole notion of charging what you're worth, they

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Speaker 5: get caught up and well, can I ask for that

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Speaker 5: because they don't have they don't feel that they have

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Speaker 5: proven that they're worth it. When it's not about you

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Speaker 5: as an individual, it's about the packaging of your skill set,

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Speaker 5: your expertise, your perspective, your education, both formal and informal,

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Speaker 5: Like what is the value that you're bringing to the

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Speaker 5: particular business situation or challenge or problem that you're helping

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Speaker 5: someone or some company solve.

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Speaker 2: I mean, you do have to take responsibility, like Angela

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Speaker 2: was saying, for not only advocating yourself, but educating yourself.

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Speaker 2: Companies offer benefits around financial wellness. Sandra, you have an

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Speaker 2: amazing story about your will. I'd love for you to

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Speaker 2: share that.

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Speaker 4: Yeah, absolutely so, You're absolutely right.

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Speaker 3: There are all kind of benefits out there and lots

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Speaker 3: of times you don't even know that these benefits exist

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Speaker 3: right in your organization. And I was telling Stacey that,

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Speaker 3: you know, my husband and I a few years ago,

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Speaker 3: we needed to do a will and we had started

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Speaker 3: looking around and it was gonna cost us thousands of

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Speaker 3: dollars to sit down with somebody, and we really did

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Speaker 3: not at that moment have that money.

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Speaker 4: And we could have just said, you know what, well,

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Speaker 4: we're not.

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Speaker 5: Going to do it right.

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Speaker 3: We couldn't prioritize that in the moment, but we knew

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Speaker 3: we needed to because we have a child. We wanted

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Speaker 3: to make sure everything.

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Speaker 4: Was in order.

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Speaker 3: And I started sort of looking around at our benefits.

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Speaker 3: I said, let me go check our benefits page and

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Speaker 3: see what I offer. And our company, my company offered

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Speaker 3: to pay and they paid for so all you had

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Speaker 3: to do was book the appointment.

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Speaker 4: I did not even know. These are the small things

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Speaker 4: that make a.

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Speaker 3: Big difference, and it really does help to secure talent

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Speaker 3: and it re recruits people back to their organizations to

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Speaker 3: know that my organization cares enough about me to be

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Speaker 3: able to offer these types of benefits. But you're right, Stacey,

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Speaker 3: and other things that you have to understand are do

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Speaker 3: they offer emergency savings, what about financial coaching, what about

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Speaker 3: financial advisors? I mean these are questions you can ask.

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Speaker 3: What about student loan repayment, what about well tracking? What

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Speaker 3: about a helpline that just may even give you advice? Right,

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Speaker 3: So taking advantage of all of those opportunities and thinking

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Speaker 3: about ways that your company might be able to support you,

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Speaker 3: but go out and really research those benefits so that

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Speaker 3: you can understand how your companies can alleviate some of

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Speaker 3: that stress.

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Speaker 2: As financial behaviorists, how do we get over ourselves and

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Speaker 2: make ourselves do that?

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Speaker 5: Well, you know what, I'm going to give that some

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Speaker 5: extra thing, but also take advantage of your four one

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Speaker 5: K plan or whatever their time are.

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Speaker 2: Yeah.

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Speaker 5: I hear so many people say I'm going to get

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Speaker 5: this job and I'm only going to be here for

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Speaker 5: a short amount of time, so I'm not going to

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Speaker 5: worry about it, and then they look up and five years.

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Speaker 4: Later, ten years been a place and they never.

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Speaker 5: Invested so all of that stuff that they lost out on.

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Speaker 5: So to your question, what are some of the resources,

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Speaker 5: because that was your question, yes.

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Speaker 2: Right now, how do we get out, get over ourselves

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Speaker 2: and go A lot of people will sit in this

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Speaker 2: stress and let me actually to emphasize that, I want

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Speaker 2: to read you a couple of comments from some of

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Speaker 2: the survey participants. Quote, I'm so focused on my financial

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Speaker 2: issues that I am making mistakes at work no matter

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Speaker 2: how hard I try to concentrate. Quote you have one

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Speaker 2: hundred tabs open in your mind surrounding finances and an

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Speaker 2: additional one hundred open for work. Quote something I have

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Speaker 2: to close my door to keep from anyone seeing me

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Speaker 2: cry or have anxiety attacks. Takes up to twenty minutes

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Speaker 2: sometimes to get rep focused. And another one it affected

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Speaker 2: my blood pressure or my health. My blood pressure shut up,

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Speaker 2: I had migraines, and I got sick more often than usual.

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Speaker 2: This person, we the people who are sitting with all

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Speaker 2: of this and trying to hide it, how do we

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Speaker 2: get step out of our own get out of our

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Speaker 2: own way.

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Speaker 5: Well, one of the first things you have to do is,

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Speaker 5: since you have recognized it, raise your hand and ask

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Speaker 5: for help. Yeah, and you know, maybe that doesn't come

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Speaker 5: from someone within your firm initiation.

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Speaker 2: And it's not going to feel comfortable.

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Speaker 5: It's not, but it's not. It's not supposed to.

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Speaker 3: It.

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Speaker 4: It's painful for a reason.

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Speaker 5: And typically when you have pain involved, there is something

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Speaker 5: that needs to happen to alleviate that. And in this instance,

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Speaker 5: it is coming clean with somebody, whether it's a you know,

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Speaker 5: a significant other, whether it's a really close friend, or

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Speaker 5: whether it's a professional. And I'm of the mindset that

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Speaker 5: everyone should have, hopefully a financial advisor, but if not,

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Speaker 5: everybody should have CPA. If you're working in the kind

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Speaker 5: of professions that we're talking about, for a lot of people,

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Speaker 5: you should have a CPA. That person should be able

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Speaker 5: to actually see things. And I have a story about this,

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Speaker 5: see things that you may not be noticing. But even

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Speaker 5: if they aren't, they should be the person that you

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Speaker 5: go to to say, hey, this is what's happening. What

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Speaker 5: do you see going on with my numbers? That can

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Speaker 5: help me out? And if I can share a really

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Speaker 5: quick story, this is going back now to two thousand

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Speaker 5: and three. I'm going out to Long Island to see

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Speaker 5: my CPA, mister Bethood, And this is just like a

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Speaker 5: normal in my mind. You know, it's tax season, normal session.

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Speaker 5: And he's been doing my taxes since nineteen eighty eight,

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Speaker 5: personally in nineteen ninety five for my business. But it

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Speaker 5: was an unusual conversation because he says to me, when

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Speaker 5: are you going to stop mortgaging your life? And I'm

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Speaker 5: looking at him, like, what are you talking about? The

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Speaker 5: reason he was asking that question, although I didn't know

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Speaker 5: it in the moment or didn't see it in the moment,

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Speaker 5: it was because my business wasn't doing well or as

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Speaker 5: well as I've thought. And the reason it wasn't doing

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Speaker 5: well is because I was subsidizing it, dipping into my savings,

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Speaker 5: selling some of my investment portfolio, increasing my personal and

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Speaker 5: business credit card debt. I was doing all of those things,

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Speaker 5: though in support of I want my business to be successful,

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Speaker 5: I want it to be profitable, and I don't want

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Speaker 5: to be broke. But I was doing all the things

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Speaker 5: that were opposite of that, all of the things that

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Speaker 5: were the opposite of what I had been taught personally,

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Speaker 5: academically and professionally. And we've been talking a lot about

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Speaker 5: the stresses that you can notice, but I think we

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Speaker 5: also need to talk about the stress that you don't notice.

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Speaker 5: Because that was financial stress. I didn't recognize it as

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Speaker 5: financial stress. I recognized it as I'm doing all of

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Speaker 5: the things that I think I need to do to

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Speaker 5: help my business be successful.

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Speaker 2: Yeah, And I've heard you say before you would not

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Speaker 2: use your own money to bud nope of business.

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Speaker 1: And you know, even for me, like being a person

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Speaker 1: who is invested in my own businesses, always right, always

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Speaker 1: been self funded. The one thing for me, I feel

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Speaker 1: like I work this job to be able to control

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Speaker 1: and manage my businesses. And sometimes that's hard too because

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Speaker 1: I feel like, Okay, at least I didn't have to

414
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Speaker 1: dip into my savings. At least I'm not doing this.

415
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Speaker 1: At least I'm not doing that. But it's not easy

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Speaker 1: when you're an entrepreneur. And one thing that one of

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Speaker 1: our employees told us that at one of our businesses

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Speaker 1: was listen. Whenever there's an issue or something is not

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Speaker 1: going right, we get reprimanded and it becomes like a

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Speaker 1: whole thing. But we don't get told when we're doing

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Speaker 1: things great. And we need to know positive reinforcement too.

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Speaker 1: And that was something that always stuck with me, is

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Speaker 1: that a lot of times you do hear from upper

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Speaker 1: management when things aren't going right, But what about when

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Speaker 1: things are going well? When do you get that like, oh,

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Speaker 1: you did a great job. I just want to say,

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Speaker 1: I just want to sit down and let you know

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Speaker 1: this or you know things like that are important too.

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Speaker 1: For more so you don't feel like you're being overlooked

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Speaker 1: and people aren't paying attention to it and only paying

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Speaker 1: attention to you when it's negative.

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Speaker 3: Yeah, and that's an investment in your people, which then

433
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Speaker 3: leads to the trust and transparency, which then leads to

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Speaker 3: the ability to say, hey, Jack heat I'm struggling, you know, financially,

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Speaker 3: and it's causing me to have stress at work and

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Speaker 3: that's why I'm not showing up as my best self,

437
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Speaker 3: or you noticing my behaviors are changing or my work

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Speaker 3: is changing, and being able to sit down with me

439
00:22:29,000 --> 00:22:30,760
Speaker 3: and say, hey, what's going on versus just.

440
00:22:30,760 --> 00:22:34,760
Speaker 4: Labeling me as not a good employee. But what's going on?

441
00:22:34,920 --> 00:22:35,679
Speaker 4: Let me help you.

442
00:22:36,280 --> 00:22:38,920
Speaker 3: And then back to the point earlier Stacey that you mentioned,

443
00:22:38,960 --> 00:22:41,080
Speaker 3: how do we sometimes get out of our own way?

444
00:22:41,119 --> 00:22:42,880
Speaker 3: What I find is lots of times we think it's

445
00:22:42,960 --> 00:22:46,359
Speaker 3: just us, It's just me, I'm the only one going

446
00:22:46,359 --> 00:22:50,560
Speaker 3: through this. But the minute that you confide in someone else,

447
00:22:50,720 --> 00:22:55,240
Speaker 3: find someone else to have a conversation with, because I

448
00:22:55,400 --> 00:22:59,760
Speaker 3: promise you it is not just you. Right, And even

449
00:22:59,600 --> 00:23:02,719
Speaker 3: in the workplace, you know, if you're in if they

450
00:23:02,760 --> 00:23:07,000
Speaker 3: have employee networks, leverage those networks, ask to talk about.

451
00:23:06,920 --> 00:23:09,600
Speaker 2: Some of the benefits, talk about some of the resources

452
00:23:09,600 --> 00:23:10,679
Speaker 2: employers offer.

453
00:23:11,080 --> 00:23:14,200
Speaker 3: Yeah, and so the employee networks is one and leveraging

454
00:23:14,359 --> 00:23:15,560
Speaker 3: that as sort.

455
00:23:15,359 --> 00:23:17,840
Speaker 4: Of your group that you can go to and you can.

456
00:23:17,760 --> 00:23:21,840
Speaker 3: Leverage and have these conversations. Ask your employer to put

457
00:23:21,880 --> 00:23:26,359
Speaker 3: on a webinar or a seminar around financial wellness, and

458
00:23:26,440 --> 00:23:29,240
Speaker 3: then also ask them to talk about the benefits that

459
00:23:29,320 --> 00:23:32,000
Speaker 3: are out there that maybe are hidden benefits that you

460
00:23:32,040 --> 00:23:35,120
Speaker 3: didn't even know existed, the ones that people don't even

461
00:23:35,160 --> 00:23:37,800
Speaker 3: really think about, but that are those life benefits that

462
00:23:37,880 --> 00:23:42,080
Speaker 3: can really help support you. I remember several this is

463
00:23:42,240 --> 00:23:46,840
Speaker 3: when COVID was happening. My grandmother fell and my family

464
00:23:47,240 --> 00:23:49,600
Speaker 3: we needed somebody to help take care of her every day,

465
00:23:50,040 --> 00:23:53,640
Speaker 3: but no one had the funding to really be able

466
00:23:53,640 --> 00:23:55,800
Speaker 3: to send someone in to help support her.

467
00:23:56,440 --> 00:23:57,800
Speaker 4: So what did I do again?

468
00:23:58,200 --> 00:24:00,760
Speaker 3: I looked to the benefits in my company and I said,

469
00:24:00,840 --> 00:24:02,080
Speaker 3: let me see what we offer.

470
00:24:02,960 --> 00:24:03,680
Speaker 4: And we did.

471
00:24:03,720 --> 00:24:06,520
Speaker 3: We offered a benefit where I could subsidize and pay

472
00:24:06,560 --> 00:24:08,960
Speaker 3: someone to come in and help support and take care

473
00:24:08,960 --> 00:24:12,800
Speaker 3: of my grandmother. Do you know the level of stress

474
00:24:14,000 --> 00:24:16,440
Speaker 3: your company after that, my company offers that.

475
00:24:16,840 --> 00:24:19,280
Speaker 2: A lot of companies, see that's what I wanted to

476
00:24:19,280 --> 00:24:22,520
Speaker 2: talk about. A lot of companies offer things and people

477
00:24:22,560 --> 00:24:25,400
Speaker 2: aren't aware. But it's on the companies if you look

478
00:24:25,440 --> 00:24:28,160
Speaker 2: at that, if you break down this survey which everybody,

479
00:24:28,160 --> 00:24:30,200
Speaker 2: you can get paradigm for parody dot org. We'll talk

480
00:24:30,240 --> 00:24:32,600
Speaker 2: more about that in just a minute. A lot of

481
00:24:32,680 --> 00:24:38,000
Speaker 2: the women say that they don't trust their employers with

482
00:24:38,080 --> 00:24:40,640
Speaker 2: their financial and with their information, and that they think

483
00:24:40,680 --> 00:24:43,360
Speaker 2: it's somehow going to you know, come back to bite them.

484
00:24:43,840 --> 00:24:46,199
Speaker 2: So companies have to create that safe space.

485
00:24:46,320 --> 00:24:46,800
Speaker 4: That's right.

486
00:24:47,240 --> 00:24:48,800
Speaker 5: One of the ways that they can do that is

487
00:24:48,840 --> 00:24:53,840
Speaker 5: to model what they do for EAP, the Employee Assistance Program.

488
00:24:53,880 --> 00:24:54,199
Speaker 1: That's right.

489
00:24:54,280 --> 00:24:56,439
Speaker 5: When I was at Banker's Trust, I started seeing a

490
00:24:56,480 --> 00:24:59,440
Speaker 5: therapist and I've had I did my first three sessions

491
00:24:59,440 --> 00:25:02,360
Speaker 5: through the therapy that I got through EAP because they

492
00:25:02,359 --> 00:25:05,320
Speaker 5: paid for those sessions, and then I continued on outside

493
00:25:05,320 --> 00:25:07,040
Speaker 5: of that. But so if you do it in that

494
00:25:07,160 --> 00:25:10,840
Speaker 5: kind of a situation, there's an ethical boundary that has

495
00:25:10,880 --> 00:25:15,119
Speaker 5: to be honored in terms of the confidentiality. And even

496
00:25:15,160 --> 00:25:18,480
Speaker 5: when I do coaching, because sometimes for the law firms,

497
00:25:18,520 --> 00:25:22,040
Speaker 5: it'll be a presentation and coaching. I can tell them

498
00:25:22,080 --> 00:25:25,120
Speaker 5: who signed up for coaching, but I will never divulge

499
00:25:25,119 --> 00:25:28,720
Speaker 5: what was discussed in those sessions. So in terms of

500
00:25:28,760 --> 00:25:31,800
Speaker 5: that confidentiality, I think it has to be clear around

501
00:25:31,800 --> 00:25:34,800
Speaker 5: how it's structured and what information will and will not

502
00:25:34,880 --> 00:25:38,560
Speaker 5: be exchanged. Unless, of course, somebody is, you know, on

503
00:25:38,600 --> 00:25:40,480
Speaker 5: the verge of some sort of self harm, then that's

504
00:25:41,040 --> 00:25:44,480
Speaker 5: the one exception that you make to crossing that line,

505
00:25:44,520 --> 00:25:47,159
Speaker 5: if you will. But I also think part of the

506
00:25:47,240 --> 00:25:51,400
Speaker 5: challenge is you hear about these things during your orientation

507
00:25:52,240 --> 00:25:55,439
Speaker 5: and then annually when it's time to renew your you

508
00:25:55,440 --> 00:25:59,520
Speaker 5: know packages, and look at your four oh one k allocations,

509
00:26:00,680 --> 00:26:03,720
Speaker 5: there's nothing. It's just here's the renewal like it's October

510
00:26:03,800 --> 00:26:07,399
Speaker 5: or November, whatever, the renewal time is. Now, re select

511
00:26:07,560 --> 00:26:12,919
Speaker 5: your healthcare plan that they said this that goes along

512
00:26:12,960 --> 00:26:13,600
Speaker 5: with it.

513
00:26:13,600 --> 00:26:15,520
Speaker 1: Or sometimes I have a seminar and people don't go.

514
00:26:17,800 --> 00:26:19,520
Speaker 5: And then and then if no one shows up, then

515
00:26:19,520 --> 00:26:21,560
Speaker 5: they're like, oh, no one's interested, so we're not going

516
00:26:21,640 --> 00:26:24,840
Speaker 5: to bother offering this again. So it's a two way

517
00:26:25,080 --> 00:26:28,080
Speaker 5: street in terms of yes, the companies need to be

518
00:26:28,119 --> 00:26:30,520
Speaker 5: proactive but so to do the employee.

519
00:26:30,640 --> 00:26:33,680
Speaker 2: That's right, Yeah, it's well companies, it's on the radar

520
00:26:33,760 --> 00:26:37,639
Speaker 2: now because this is costing companies half a trillion dollars

521
00:26:37,720 --> 00:26:40,640
Speaker 2: a year. That's an awful lot of money. Yeah, it's

522
00:26:40,720 --> 00:26:42,160
Speaker 2: definitely getting on the radar now.

523
00:26:42,240 --> 00:26:45,359
Speaker 5: Focusing on wellness, and something has been growing in the

524
00:26:45,480 --> 00:26:46,040
Speaker 5: last you know.

525
00:26:46,240 --> 00:26:48,800
Speaker 2: And what Amazon and Home Depot they start okay, oh,

526
00:26:48,840 --> 00:26:51,600
Speaker 2: student loan debt, they started paying off their employee student

527
00:26:51,640 --> 00:26:52,080
Speaker 2: loan debt.

528
00:26:52,240 --> 00:26:54,240
Speaker 1: I think part of it is hiring has been tough

529
00:26:54,880 --> 00:26:58,800
Speaker 1: for people to and finding great employees is definitely a gem,

530
00:26:59,200 --> 00:27:01,720
Speaker 1: and so now there's a lot of extra incentives to

531
00:27:01,760 --> 00:27:04,359
Speaker 1: try to get people to want to say because I

532
00:27:04,359 --> 00:27:05,960
Speaker 1: feel like a lot of people, if you're great at

533
00:27:06,000 --> 00:27:08,800
Speaker 1: your job, you have a lot more options, right, yes,

534
00:27:08,920 --> 00:27:10,320
Speaker 1: than it used to be. So it's like how do

535
00:27:10,400 --> 00:27:10,959
Speaker 1: we retain?

536
00:27:12,680 --> 00:27:15,320
Speaker 3: Yeah, and plus but you know you you you think

537
00:27:15,359 --> 00:27:18,560
Speaker 3: about what we pay out for medical you know the

538
00:27:18,640 --> 00:27:21,720
Speaker 3: reason why Part of that is because of the financial stress. Right,

539
00:27:21,920 --> 00:27:24,280
Speaker 3: So it's all sort of related, and you've got to

540
00:27:24,480 --> 00:27:28,840
Speaker 3: peel back and understand what is causing people to to

541
00:27:28,960 --> 00:27:32,240
Speaker 3: react this way. And I think once employers get that,

542
00:27:32,440 --> 00:27:35,200
Speaker 3: the one that truth, half a trillion. They're going to

543
00:27:35,280 --> 00:27:38,240
Speaker 3: save so much more money if they offer these benefits,

544
00:27:38,240 --> 00:27:40,120
Speaker 3: and some of these don't even have to cost a lot.

545
00:27:40,280 --> 00:27:42,440
Speaker 5: Well, they also could increase people.

546
00:27:43,880 --> 00:27:48,520
Speaker 3: Well equitable way, that's true. But then we got to

547
00:27:48,560 --> 00:27:50,680
Speaker 3: be responsible with those wages.

548
00:27:50,920 --> 00:27:53,680
Speaker 2: And ask for them and and that's right.

549
00:27:53,720 --> 00:27:58,480
Speaker 5: And even if you do get an increase, the things

550
00:27:58,520 --> 00:28:02,520
Speaker 5: that are causing you stress don't necessarily graduate now, right,

551
00:28:02,560 --> 00:28:05,400
Speaker 5: So you've got to have a system or a structure

552
00:28:05,440 --> 00:28:08,480
Speaker 5: of your own to help you manage that, because that's

553
00:28:08,520 --> 00:28:11,760
Speaker 5: an instance where having more will only give you a

554
00:28:11,760 --> 00:28:13,840
Speaker 5: little bit of relief in the short term. But if

555
00:28:13,840 --> 00:28:17,240
Speaker 5: you don't change your behavior, that's true, it's not gonna

556
00:28:17,320 --> 00:28:19,160
Speaker 5: it's not gonna be, you know, sustainable.

557
00:28:19,240 --> 00:28:21,040
Speaker 1: What do you think is an indication that it's time

558
00:28:21,080 --> 00:28:24,720
Speaker 1: to just leave? This is not gonna work this? Yeah,

559
00:28:24,760 --> 00:28:28,359
Speaker 1: like this is affecting my life too much and I

560
00:28:28,480 --> 00:28:31,520
Speaker 1: just can't be here anymore. What are some indications that

561
00:28:31,720 --> 00:28:33,000
Speaker 1: this is just not a good fit.

562
00:28:33,920 --> 00:28:37,800
Speaker 3: I think it's if you've done your due diligence. Sometimes

563
00:28:37,840 --> 00:28:40,560
Speaker 3: we leave prematurely because we haven't.

564
00:28:40,320 --> 00:28:42,800
Speaker 2: Asked, because we don't go and have the conversation.

565
00:28:42,440 --> 00:28:44,560
Speaker 3: Because we don't go and have the conversation. So what

566
00:28:44,640 --> 00:28:46,720
Speaker 3: we figure is we're just gonna leave. But what you

567
00:28:46,760 --> 00:28:49,040
Speaker 3: don't understand is those same problems are gonna follow you

568
00:28:49,080 --> 00:28:49,960
Speaker 3: to the next employer.

569
00:28:50,280 --> 00:28:53,960
Speaker 2: Right, what we're talking about today, how you how you

570
00:28:54,000 --> 00:28:57,080
Speaker 2: internalize personal financial stress at work, that's gonna come with you.

571
00:28:57,360 --> 00:28:57,840
Speaker 4: That's right.

572
00:28:58,280 --> 00:29:01,000
Speaker 3: So I think it's doing that. But one you do, Angela,

573
00:29:01,120 --> 00:29:04,920
Speaker 3: to your point, have those conversations. You understand your value,

574
00:29:05,360 --> 00:29:08,760
Speaker 3: you've articulated that, you know you're good at what you do,

575
00:29:09,240 --> 00:29:11,320
Speaker 3: then it's time. And I say this all the time,

576
00:29:11,400 --> 00:29:13,080
Speaker 3: you should always.

577
00:29:12,560 --> 00:29:13,320
Speaker 4: Be in the market.

578
00:29:13,400 --> 00:29:13,640
Speaker 1: Yep.

579
00:29:14,200 --> 00:29:14,760
Speaker 5: Always.

580
00:29:16,400 --> 00:29:18,280
Speaker 3: You should always be in the market, and then you

581
00:29:18,360 --> 00:29:21,200
Speaker 3: can make a decision as to when you're ready to go.

582
00:29:21,120 --> 00:29:23,400
Speaker 1: Because you never want to feel stuck in a situation.

583
00:29:23,560 --> 00:29:26,239
Speaker 1: I think sometimes people look at it like you're a

584
00:29:26,240 --> 00:29:28,640
Speaker 1: hamster in a will. I have to stay here. I

585
00:29:28,680 --> 00:29:30,480
Speaker 1: have this going on. It's only going to be worse

586
00:29:30,480 --> 00:29:32,800
Speaker 1: if I go somewhere else. Then I have to start

587
00:29:32,840 --> 00:29:34,880
Speaker 1: all over again. What if I hate that job too,

588
00:29:35,520 --> 00:29:38,080
Speaker 1: and I have bills to pay and people are really

589
00:29:38,160 --> 00:29:39,880
Speaker 1: nervous to take a leap.

590
00:29:40,360 --> 00:29:41,080
Speaker 2: Yeah. Yeah.

591
00:29:41,160 --> 00:29:43,160
Speaker 5: One of the things I think, just from a tactical

592
00:29:43,200 --> 00:29:47,920
Speaker 5: standpoint is use the power of three. If you have

593
00:29:48,280 --> 00:29:52,280
Speaker 5: made a pitch for either more responsibility or for asking

594
00:29:52,320 --> 00:29:54,400
Speaker 5: for that raise or for that bonus, and you do

595
00:29:54,440 --> 00:29:57,560
Speaker 5: that three times and you don't get any response, you

596
00:29:57,560 --> 00:29:59,800
Speaker 5: don't get the response that you want. To me, that's

597
00:29:59,800 --> 00:30:02,120
Speaker 5: a there's a signal that it's probably time to move on.

598
00:30:02,400 --> 00:30:05,760
Speaker 5: But if it's one and done, maybe you were asking

599
00:30:05,800 --> 00:30:06,560
Speaker 5: the wrong person.

600
00:30:08,360 --> 00:30:09,720
Speaker 4: But I think you need to do this.

601
00:30:10,880 --> 00:30:15,320
Speaker 3: You know, you need to understand timing right and and

602
00:30:15,440 --> 00:30:18,560
Speaker 3: I remember this quote is that hungry people eat anything.

603
00:30:19,280 --> 00:30:21,000
Speaker 3: And you don't want to wait till you're hungry, because

604
00:30:21,000 --> 00:30:23,960
Speaker 3: you'll jump out there and take anything. And so you

605
00:30:24,040 --> 00:30:27,200
Speaker 3: always have to keep yourself in that mode so that

606
00:30:27,240 --> 00:30:29,200
Speaker 3: when it comes time and you've made up your mind

607
00:30:29,240 --> 00:30:31,400
Speaker 3: that you're ready to go, you've done your research, you've

608
00:30:31,400 --> 00:30:34,600
Speaker 3: done your homework, you know, you know you've you've had

609
00:30:34,640 --> 00:30:37,840
Speaker 3: the right conversations, and you know that this place is

610
00:30:38,040 --> 00:30:41,480
Speaker 3: not healthy for me, and I have to go in

611
00:30:41,600 --> 00:30:42,960
Speaker 3: order to save my own saying.

612
00:30:43,200 --> 00:30:44,360
Speaker 1: I'm glad I'm a picky eater.

613
00:30:49,640 --> 00:30:50,160
Speaker 4: That's right.

614
00:30:54,560 --> 00:30:58,280
Speaker 2: We want to hear all about this incredible free masterclass

615
00:30:58,320 --> 00:31:01,760
Speaker 2: on this topic. September tenth in just a minute. But Sandra,

616
00:31:01,800 --> 00:31:03,200
Speaker 2: one thing I want you to touch on before we

617
00:31:03,600 --> 00:31:08,440
Speaker 2: finish up with that. A lot of the women surveyed

618
00:31:08,560 --> 00:31:12,640
Speaker 2: are worried about their personal finances affecting their career advancement.

619
00:31:13,280 --> 00:31:16,840
Speaker 2: That's for real, because a lot of companies actually do

620
00:31:17,040 --> 00:31:19,880
Speaker 2: look at your credit history to determine if they're going

621
00:31:19,920 --> 00:31:24,520
Speaker 2: to hire or promote you. So from both of your standpoints,

622
00:31:24,520 --> 00:31:27,200
Speaker 2: to me, that just reiterates how much you need to

623
00:31:27,280 --> 00:31:30,560
Speaker 2: be leaning into every resource offered to you.

624
00:31:30,920 --> 00:31:34,040
Speaker 3: Absolutely, you know there's I think Jock heat may have

625
00:31:34,120 --> 00:31:36,360
Speaker 3: said this, but you've got to raise your hand and

626
00:31:36,400 --> 00:31:38,680
Speaker 3: you've got to ask for the help, and you've got

627
00:31:38,680 --> 00:31:41,440
Speaker 3: to understand that this will impact not only you, but

628
00:31:41,640 --> 00:31:45,120
Speaker 3: it also impacts your children.

629
00:31:44,760 --> 00:31:46,560
Speaker 4: And your children's children and.

630
00:31:47,160 --> 00:31:51,640
Speaker 3: Your family and you know, everything around you. So you

631
00:31:51,760 --> 00:31:54,000
Speaker 3: really have to lean in and understand that I have

632
00:31:54,080 --> 00:31:56,560
Speaker 3: got to ask for help and raise my hand, and

633
00:31:56,600 --> 00:31:58,960
Speaker 3: it's impacting more than just where I am today, but

634
00:31:59,040 --> 00:32:00,400
Speaker 3: where I can go to tomorrow.

635
00:32:01,040 --> 00:32:04,240
Speaker 4: And there's nothing wrong. Like I haven't always.

636
00:32:03,840 --> 00:32:07,160
Speaker 3: Had the best credit right I came out of college,

637
00:32:07,520 --> 00:32:09,760
Speaker 3: I had a ton of college debt I had.

638
00:32:12,480 --> 00:32:12,920
Speaker 2: With life.

639
00:32:12,960 --> 00:32:14,360
Speaker 4: I haven't always.

640
00:32:13,960 --> 00:32:17,960
Speaker 3: Been in this place, but I made the small It's

641
00:32:18,000 --> 00:32:20,880
Speaker 3: the micro steps that you make that make such a

642
00:32:20,960 --> 00:32:25,200
Speaker 3: huge impact, starting with a budget, starting to understand how

643
00:32:25,200 --> 00:32:28,320
Speaker 3: do we really get ourselves out. We did credit counseling

644
00:32:28,440 --> 00:32:31,680
Speaker 3: for a while. We got with employers that gave us benefits.

645
00:32:31,720 --> 00:32:34,160
Speaker 3: That's another thing before you sign up for a job,

646
00:32:34,280 --> 00:32:36,520
Speaker 3: especially young people, before you go out there and take

647
00:32:36,560 --> 00:32:41,120
Speaker 3: a job, do your research and understand what they're offering you.

648
00:32:41,160 --> 00:32:43,280
Speaker 3: And don't just look at the salary, look at the

649
00:32:43,320 --> 00:32:47,160
Speaker 3: compensation package, everything.

650
00:32:46,520 --> 00:32:47,440
Speaker 4: That they're offering you.

651
00:32:47,800 --> 00:32:49,240
Speaker 3: Are they going to be able to, you know, help

652
00:32:49,280 --> 00:32:51,560
Speaker 3: me with you know, my medical Are they going to

653
00:32:51,600 --> 00:32:53,480
Speaker 3: be able to provide me with these benefits?

654
00:32:53,560 --> 00:32:56,440
Speaker 4: Do they value me as a person? Do they have.

655
00:32:56,440 --> 00:32:59,560
Speaker 3: Equity, diversity and inclusion at the top of their pillars?

656
00:32:59,560 --> 00:33:02,440
Speaker 4: And are the acting on that right? All of that is.

657
00:33:02,400 --> 00:33:04,160
Speaker 1: Getting rid of that right now? That is such a

658
00:33:04,200 --> 00:33:05,000
Speaker 1: tapic a company.

659
00:33:05,080 --> 00:33:09,640
Speaker 4: I know that could be that could be another whole We'll.

660
00:33:09,000 --> 00:33:11,400
Speaker 2: Be having that conversation before early November.

661
00:33:11,520 --> 00:33:14,959
Speaker 3: Yeah, but you gotta do your homework to understand what

662
00:33:15,000 --> 00:33:17,600
Speaker 3: you're getting yourself into when you take a role with

663
00:33:17,680 --> 00:33:21,160
Speaker 3: a company and how they're treating their employees. But then

664
00:33:21,200 --> 00:33:23,280
Speaker 3: also you have to take some responsibility and I know

665
00:33:23,360 --> 00:33:25,560
Speaker 3: Jack Utt you have you know, have plenty to say

666
00:33:25,560 --> 00:33:27,320
Speaker 3: about that and things that we need to do.

667
00:33:28,000 --> 00:33:32,760
Speaker 2: You can all hear about this on September tenth at

668
00:33:32,800 --> 00:33:36,280
Speaker 2: eleven am because there's a free master class. You're gonna

669
00:33:36,280 --> 00:33:39,800
Speaker 2: get your financial tips from the one and only absentee,

670
00:33:40,000 --> 00:33:44,800
Speaker 2: the budget neist. Tiffany will be there, Sando will be there,

671
00:33:44,920 --> 00:33:47,960
Speaker 2: Jacquette will be there. A shout out to TIAA for

672
00:33:48,080 --> 00:33:51,920
Speaker 2: sponsoring this masterclass. It's free and you can sign up

673
00:33:52,000 --> 00:33:56,320
Speaker 2: at Paradigm for Parody dot org. Right at the top

674
00:33:56,480 --> 00:33:58,840
Speaker 2: of their website, you'll see where you can register for

675
00:33:58,880 --> 00:34:01,640
Speaker 2: this for free. We're gonna have it on our social links.

676
00:34:01,960 --> 00:34:04,760
Speaker 2: But there's really never been a study like this before

677
00:34:05,040 --> 00:34:09,440
Speaker 2: the Invisible wait and people looking at how personal financial

678
00:34:09,480 --> 00:34:14,160
Speaker 2: stress affects our workplace performance. So just gratitude for Paradigm

679
00:34:14,160 --> 00:34:16,359
Speaker 2: for Parody for all that you've done for women. We

680
00:34:16,440 --> 00:34:18,560
Speaker 2: had the How cool was that when we got one

681
00:34:18,600 --> 00:34:23,040
Speaker 2: something Nasda such a proud.

682
00:34:22,840 --> 00:34:24,520
Speaker 1: Moment, and I know that was the first time I

683
00:34:24,560 --> 00:34:27,719
Speaker 1: had talked about our building in Detroit, which is the

684
00:34:27,719 --> 00:34:29,880
Speaker 1: thirty unit building which is going to be done like

685
00:34:30,000 --> 00:34:30,520
Speaker 1: this month.

686
00:34:30,640 --> 00:34:37,400
Speaker 3: Wow, that's awesome. That's awesome journey, What a journey. I

687
00:34:37,440 --> 00:34:40,200
Speaker 3: also want to thank Eqular because they helped to the

688
00:34:40,280 --> 00:34:43,879
Speaker 3: analysis analysis of the data, So thank you so much

689
00:34:43,920 --> 00:34:44,640
Speaker 3: to them as well.

690
00:34:44,719 --> 00:34:47,320
Speaker 2: And I thank you guys. This was the first study

691
00:34:47,400 --> 00:34:50,000
Speaker 2: I've authored and done before.

692
00:34:50,080 --> 00:34:52,799
Speaker 4: It was quite an experience. It was an experience.

693
00:34:52,760 --> 00:34:54,200
Speaker 2: You say it and spell it.

694
00:34:54,280 --> 00:34:58,839
Speaker 4: The website paradigm for parody dot org.

695
00:34:58,880 --> 00:35:02,000
Speaker 3: So that's p A r a A d I GM the

696
00:35:02,120 --> 00:35:06,440
Speaker 3: number four P A R I t y dot org.

697
00:35:06,680 --> 00:35:11,040
Speaker 2: This is free y'all. September tenth, eleven am. It's gonna

698
00:35:11,040 --> 00:35:14,160
Speaker 2: be incredible panel. Jaquette will be there, Sandra will be there,

699
00:35:14,239 --> 00:35:16,279
Speaker 2: Tiffany the budget and he still will be there.

700
00:35:16,880 --> 00:35:19,720
Speaker 1: So maybe something to spread the word at your job,

701
00:35:19,880 --> 00:35:21,719
Speaker 1: if you know, when you're working some place, or even

702
00:35:21,719 --> 00:35:25,120
Speaker 1: if you're the employer. This is a great opportunity for

703
00:35:25,200 --> 00:35:26,920
Speaker 1: people to get this free masterclass.

704
00:35:27,080 --> 00:35:30,719
Speaker 5: Can I say one more thing real quickly? I think

705
00:35:30,719 --> 00:35:35,520
Speaker 5: this is an excellent reminder that financial success is not

706
00:35:35,680 --> 00:35:38,560
Speaker 5: just about the numbers, right, So, just as your credit

707
00:35:38,600 --> 00:35:41,680
Speaker 5: score will go up and down, perhaps the numbers in

708
00:35:41,719 --> 00:35:44,359
Speaker 5: your accounts, your various accounts skills will go up and

709
00:35:44,400 --> 00:35:47,319
Speaker 5: down as well, So try as hard as it can

710
00:35:47,360 --> 00:35:51,480
Speaker 5: be at times not to attach again your identity to

711
00:35:51,719 --> 00:35:54,919
Speaker 5: what that number is or isn't, and really focus on

712
00:35:55,200 --> 00:35:57,200
Speaker 5: what are the questions I should be asking? That's what

713
00:35:57,320 --> 00:35:59,920
Speaker 5: are the people I should be tapping into for support

714
00:36:00,200 --> 00:36:02,680
Speaker 5: and what are the systems that I should be creating

715
00:36:02,920 --> 00:36:04,400
Speaker 5: to help me make better choices?

716
00:36:04,719 --> 00:36:08,000
Speaker 2: Get out of our own thoughts. Thoughts aren't gloriou Steinem

717
00:36:08,000 --> 00:36:11,840
Speaker 2: always tells me that thoughts aren't things. Thoughts aren't things.

718
00:36:12,680 --> 00:36:17,200
Speaker 2: And everybody also follow Wealth Wednesdays on Instagram. Go to

719
00:36:17,280 --> 00:36:19,759
Speaker 2: team Wealth Wednesdays and please sign up our news Our

720
00:36:19,800 --> 00:36:22,680
Speaker 2: weekly newsletter is awesome. I gotta say it's awesome. Sign

721
00:36:22,760 --> 00:36:29,520
Speaker 2: up for that. And Wealth Wednesdays is on Way Up

722
00:36:29,560 --> 00:36:31,920
Speaker 2: with Ye and iHeartMedia, and I had to give a

723
00:36:31,960 --> 00:36:34,920
Speaker 2: special thank you to Way Up with Ye and iHeartMedia

724
00:36:35,200 --> 00:36:38,600
Speaker 2: for being the first to release this is a groundbreaking study,

725
00:36:38,640 --> 00:36:41,640
Speaker 2: you guys. It's going to be hitting all the media waves.

726
00:36:41,760 --> 00:36:44,160
Speaker 2: You'll be hearing a lot about it all over all

727
00:36:44,200 --> 00:36:47,560
Speaker 2: news and it was broken right here on Way Up

728
00:36:47,600 --> 00:36:49,759
Speaker 2: with Angela Yee because she's so awesome. Thank you.

729
00:36:51,239 --> 00:36:54,160
Speaker 1: I appreciate it so much. I always love seeing all

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00:36:54,200 --> 00:37:00,000
Speaker 1: of you, so thank you, likewise thank you