1 00:00:11,840 --> 00:00:14,560 Speaker 1: Good morning, peeps, and welcome to okay f Daily with 2 00:00:14,680 --> 00:00:19,959 Speaker 1: Meet your Girl Danielle Moody, recording from the Home Bunker. Folks, 3 00:00:20,320 --> 00:00:23,279 Speaker 1: two of my friends were on cable news on the 4 00:00:23,280 --> 00:00:27,040 Speaker 1: same panel on the Medi Hassan Show on MSNBC this weekend, 5 00:00:27,640 --> 00:00:31,400 Speaker 1: and both Ellie Mistol and my co host of Democracy 6 00:00:31,560 --> 00:00:37,040 Speaker 1: ish wajahat Ali laid out very plainly the problem with 7 00:00:37,080 --> 00:00:39,600 Speaker 1: where we are in our democracy, the problem with where 8 00:00:39,600 --> 00:00:43,120 Speaker 1: we are with Donald Trump and Ronda Santis both vying 9 00:00:43,280 --> 00:00:49,520 Speaker 1: for the GOP role as destroyer in chief of our democracy. 10 00:00:49,800 --> 00:00:54,640 Speaker 1: Which is this The media never took accountability or responsibility 11 00:00:54,680 --> 00:00:57,320 Speaker 1: for the fact that Donald Trump wouldn't have become what 12 00:00:57,400 --> 00:01:02,840 Speaker 1: he is without their help. Now, folks will say, well, 13 00:01:03,040 --> 00:01:05,120 Speaker 1: you know we need to cover Donald Trump. He of 14 00:01:05,120 --> 00:01:08,560 Speaker 1: course his news. Yes you do, but it's the how 15 00:01:08,840 --> 00:01:12,119 Speaker 1: you decide to cover Donald Trump. What the media did 16 00:01:12,600 --> 00:01:17,080 Speaker 1: and continues to do is to normalize his very abnormal 17 00:01:17,920 --> 00:01:23,400 Speaker 1: and disgusting behavior and make it a part of our politics. 18 00:01:24,200 --> 00:01:27,440 Speaker 1: The reason why you've had the Kerry Legs and the 19 00:01:27,560 --> 00:01:32,800 Speaker 1: doctor Ozes and all of these different folks become household 20 00:01:32,920 --> 00:01:37,480 Speaker 1: names with their lies, with their discrimination, with their overt 21 00:01:37,640 --> 00:01:42,200 Speaker 1: racism is because the mainstream media allow Donald Trump to 22 00:01:42,240 --> 00:01:46,800 Speaker 1: become normalized and its tactics and oh he uses nicknames, No, 23 00:01:47,040 --> 00:01:52,600 Speaker 1: they are racial slurs when he's talking about people, right like, oh, 24 00:01:52,640 --> 00:01:55,280 Speaker 1: you know, Donald Trump will probably come up with a nickname. 25 00:01:55,280 --> 00:01:59,520 Speaker 1: A nickname is something that you actually like, right, A 26 00:01:59,680 --> 00:02:03,920 Speaker 1: racial slur as something else. And so there was a 27 00:02:03,960 --> 00:02:06,360 Speaker 1: way and continues to be a way that you're able 28 00:02:06,400 --> 00:02:08,680 Speaker 1: to cover these people and cover what it is that 29 00:02:08,720 --> 00:02:13,120 Speaker 1: they are doing. And contrast it to the agreed to 30 00:02:13,400 --> 00:02:18,120 Speaker 1: contract that we have in America, which is to uphold democracy, 31 00:02:18,639 --> 00:02:24,720 Speaker 1: which is to uphold every citizens ability to pursue their 32 00:02:24,800 --> 00:02:29,760 Speaker 1: level of happiness, which is to uphold people's rights to assemble, 33 00:02:30,040 --> 00:02:34,440 Speaker 1: to uphold the freedom of speech so long as right 34 00:02:34,680 --> 00:02:39,320 Speaker 1: it doesn't go to harm other people. So what I 35 00:02:39,440 --> 00:02:45,880 Speaker 1: find right now as we are witnessing this duel that 36 00:02:46,080 --> 00:02:51,960 Speaker 1: the Republican Party is playing out with both Rhnda Santis 37 00:02:51,960 --> 00:02:55,120 Speaker 1: and Donald Trump, is that they are creating these figures 38 00:02:55,120 --> 00:02:59,560 Speaker 1: as if they are normal, as if they are regular Republicans. 39 00:02:59,720 --> 00:03:04,600 Speaker 1: Go After being chosen as the Democratic frontrunner for the 40 00:03:04,639 --> 00:03:08,799 Speaker 1: twenty twenty four election, Rhonda Santis is a Christo fascist. 41 00:03:09,480 --> 00:03:13,520 Speaker 1: Rhonda Santis is turning the state of Florida into a fascist, 42 00:03:13,639 --> 00:03:19,960 Speaker 1: white supremist haven. Everything that he's doing, from the Don't 43 00:03:20,000 --> 00:03:23,520 Speaker 1: Say Gay Bill to the white Comfort Bill, to the 44 00:03:23,600 --> 00:03:27,400 Speaker 1: attacks on Disney, to the banning of books, to the 45 00:03:27,440 --> 00:03:32,680 Speaker 1: criminalizing of librarians, to the criminalizing of parents of transgender children, 46 00:03:33,000 --> 00:03:38,360 Speaker 1: to criminalizing doctors, to lessening abortion to six weeks, to 47 00:03:38,840 --> 00:03:44,720 Speaker 1: dismantling black sororities and fraternities on college campuses, to restricting curriculum. 48 00:03:44,880 --> 00:03:50,120 Speaker 1: I can go on, flies in the face of what 49 00:03:50,680 --> 00:03:56,880 Speaker 1: freedom and democracy actually are and stand for. But that's 50 00:03:56,920 --> 00:04:00,840 Speaker 1: not how the media is playing it out. It's oh, 51 00:04:00,880 --> 00:04:04,400 Speaker 1: he is lighter than Trump. Oh he is better than Trump. 52 00:04:04,880 --> 00:04:09,520 Speaker 1: No he is not. He's actually crueler, more dangerous than 53 00:04:09,560 --> 00:04:11,960 Speaker 1: Donald Trump is. And why can a rond de Santis 54 00:04:12,000 --> 00:04:15,720 Speaker 1: do what he's doing in Florida unabated Because the media 55 00:04:16,000 --> 00:04:21,360 Speaker 1: made Donald Trump seem fucking normal, right, Seem like the 56 00:04:21,400 --> 00:04:24,200 Speaker 1: actions that he has taken, the words that he's using, 57 00:04:24,320 --> 00:04:27,400 Speaker 1: the policies that he's put out are totally normal in 58 00:04:27,440 --> 00:04:31,919 Speaker 1: a functioning democracy. When they are not. You can cover 59 00:04:32,080 --> 00:04:38,880 Speaker 1: Donald Trump without creating the climate of normalcy around him, 60 00:04:39,000 --> 00:04:41,880 Speaker 1: his campaign and any of the people around him by 61 00:04:41,960 --> 00:04:47,240 Speaker 1: turning right the doors at these cable news network into 62 00:04:47,320 --> 00:04:51,640 Speaker 1: a revolving door from the Trump administration, right straight onto camera, 63 00:04:51,920 --> 00:04:54,520 Speaker 1: knowing good, god damn well that those people spent four 64 00:04:54,640 --> 00:04:58,320 Speaker 1: fucking years lying to the American people and still are 65 00:04:58,400 --> 00:05:05,600 Speaker 1: doing it. So I find it incredibly frustrating that we 66 00:05:05,640 --> 00:05:09,640 Speaker 1: are here because the media refuses to learn any lessons 67 00:05:09,720 --> 00:05:13,719 Speaker 1: because there's no accountability, there's no responsibility, and so we'll 68 00:05:13,800 --> 00:05:17,520 Speaker 1: just those of us with open eyes will continue to 69 00:05:17,560 --> 00:05:20,479 Speaker 1: watch the destruction of our democracy, not just at the 70 00:05:20,560 --> 00:05:25,760 Speaker 1: hands of the Republican Party, but also at the hands 71 00:05:25,760 --> 00:05:33,000 Speaker 1: of their accomplices in mainstream media. The other piece that 72 00:05:33,200 --> 00:05:37,080 Speaker 1: is really troubling to me, which I will talk about 73 00:05:37,120 --> 00:05:44,560 Speaker 1: with my next guests today, is all of the advancements 74 00:05:44,600 --> 00:05:48,320 Speaker 1: that women have made in this country over the last 75 00:05:48,320 --> 00:05:54,160 Speaker 1: several decades. The Republican Party is working over time to erace. 76 00:05:55,200 --> 00:05:57,479 Speaker 1: We were at a place where we were getting into 77 00:05:57,520 --> 00:06:04,400 Speaker 1: conversations about pay equity, about childcare, about things that the 78 00:06:04,800 --> 00:06:10,479 Speaker 1: pandemic elevated, and things that were exasperated as to the 79 00:06:10,560 --> 00:06:15,680 Speaker 1: responsibilities that women largely take on not only in their 80 00:06:15,720 --> 00:06:20,279 Speaker 1: household but at work. And we were starting to have 81 00:06:20,520 --> 00:06:26,080 Speaker 1: a very real conversation about that. And now we have 82 00:06:26,240 --> 00:06:31,200 Speaker 1: the far right trying to turn americap into some puritanical, 83 00:06:32,279 --> 00:06:37,039 Speaker 1: you know, woman hating, misogynist society where women have no 84 00:06:37,200 --> 00:06:39,560 Speaker 1: voice and they're going to be once again chained to 85 00:06:39,640 --> 00:06:43,320 Speaker 1: their kitchen tables with you several kids hanging off of 86 00:06:43,360 --> 00:06:46,960 Speaker 1: their bodies because they don't have the ability right to 87 00:06:47,120 --> 00:06:50,560 Speaker 1: choose their own path in life. And so coming up next, 88 00:06:50,720 --> 00:06:54,159 Speaker 1: I'm going to be having a conversation with Sandra Quinns 89 00:06:54,360 --> 00:06:58,800 Speaker 1: from the Paradigm for Parody organization. What we will talk 90 00:06:58,839 --> 00:07:03,359 Speaker 1: about the work that Paradigm for Parody is doing to 91 00:07:03,480 --> 00:07:07,280 Speaker 1: try and create more equity in corporate America and how 92 00:07:07,360 --> 00:07:09,880 Speaker 1: you do that at a time when it is very 93 00:07:09,960 --> 00:07:16,640 Speaker 1: evident that equality is a fading dream. That conversation is 94 00:07:16,720 --> 00:07:23,280 Speaker 1: coming up next, folks. I'm very excited to be joined 95 00:07:23,360 --> 00:07:27,800 Speaker 1: by Sandra Quince who is the CEO of Paradigm for Parody. 96 00:07:28,840 --> 00:07:32,560 Speaker 1: Paradigm for Parody is an organization that is about building 97 00:07:33,400 --> 00:07:38,840 Speaker 1: inclusion and expanding the role of women in corporate America. 98 00:07:39,280 --> 00:07:41,920 Speaker 1: Sandra was selected as one of the fifty Black Women 99 00:07:41,920 --> 00:07:46,120 Speaker 1: for Goldman Sex one million Black Women Impact Grant has 100 00:07:46,160 --> 00:07:51,560 Speaker 1: worked on DI initiatives for most of your career. Sandra, 101 00:07:51,600 --> 00:07:55,480 Speaker 1: I'm very excited to have you on woke F talk 102 00:07:55,520 --> 00:08:00,120 Speaker 1: to me about Paradigm for Parody and your mission and 103 00:08:00,200 --> 00:08:03,960 Speaker 1: why it was started. Yeah, so thank you, Danielle. It's 104 00:08:04,000 --> 00:08:05,800 Speaker 1: such a pleasure to be here with you today. And 105 00:08:06,200 --> 00:08:10,000 Speaker 1: certainly Paradigm for Parody. Our mission really is to see 106 00:08:10,040 --> 00:08:13,640 Speaker 1: that women and men have equal power and status in 107 00:08:13,640 --> 00:08:18,880 Speaker 1: corporate America, and we have developed a coalition of companies 108 00:08:19,120 --> 00:08:22,680 Speaker 1: that are on this journey to achieve gender parity at 109 00:08:22,720 --> 00:08:26,640 Speaker 1: every level of leadership in corporate America. Of course, this 110 00:08:26,720 --> 00:08:29,960 Speaker 1: is with a lens on racial equity, because we understand 111 00:08:30,360 --> 00:08:33,880 Speaker 1: that we need parody for all women of all races 112 00:08:33,920 --> 00:08:38,520 Speaker 1: and all backgrounds, and so certainly that's our focus. So 113 00:08:38,559 --> 00:08:42,280 Speaker 1: how we started, that's such a great opportunity to share 114 00:08:42,320 --> 00:08:47,840 Speaker 1: an amazing story around There were women who had achieved 115 00:08:48,800 --> 00:08:54,599 Speaker 1: CFO ROLESO roles and some CEO roles, right and this 116 00:08:54,880 --> 00:08:58,120 Speaker 1: was six seven years ago, and they were on the 117 00:08:58,240 --> 00:09:01,480 Speaker 1: backsides of their careers and Yelle, and when they looked back, 118 00:09:01,600 --> 00:09:04,360 Speaker 1: they didn't see other women coming along with them. And 119 00:09:04,520 --> 00:09:08,800 Speaker 1: more importantly, these women also had daughters, and they saw 120 00:09:09,000 --> 00:09:14,400 Speaker 1: a place that they felt just wasn't necessarily equitable for women, 121 00:09:15,480 --> 00:09:20,480 Speaker 1: and so they gathered together, brought along some subject matter experts, 122 00:09:20,600 --> 00:09:23,640 Speaker 1: and that's the way that paradigm for parody was formed. 123 00:09:24,280 --> 00:09:27,640 Speaker 1: And so we've been now here for six years and 124 00:09:27,960 --> 00:09:33,480 Speaker 1: really trying to achieve gender parody in corporate America. You know, 125 00:09:33,640 --> 00:09:37,160 Speaker 1: one of the things that I found really interesting when 126 00:09:37,440 --> 00:09:41,599 Speaker 1: I was looking through your website were some of the 127 00:09:41,760 --> 00:09:46,000 Speaker 1: stats that were lifted up, which were that I believe, 128 00:09:46,480 --> 00:09:49,760 Speaker 1: and you tell me if I'm wrong, that only four 129 00:09:49,960 --> 00:09:56,240 Speaker 1: percent of women in executive roles and I mean C 130 00:09:56,440 --> 00:10:00,440 Speaker 1: suite roles in corporate America are black women and women 131 00:10:00,480 --> 00:10:05,079 Speaker 1: of color. That's right, You're absolutely right, And so certainly 132 00:10:05,640 --> 00:10:08,520 Speaker 1: that's why it's so critical for companies when they're thinking 133 00:10:08,559 --> 00:10:12,079 Speaker 1: about gender parity that they sort of peel the onion 134 00:10:12,160 --> 00:10:14,920 Speaker 1: back a bit and not look at just all women, 135 00:10:15,000 --> 00:10:19,120 Speaker 1: but they also look at women of color and by segment. Right, 136 00:10:19,240 --> 00:10:21,640 Speaker 1: So you want to look at black African American women, 137 00:10:21,679 --> 00:10:24,680 Speaker 1: you want to look at Hispanic Latina, and you also 138 00:10:24,720 --> 00:10:27,560 Speaker 1: want to look at Asian women. So you definitely want 139 00:10:27,600 --> 00:10:31,599 Speaker 1: to ensure that you have a strategy in place that 140 00:10:31,800 --> 00:10:35,480 Speaker 1: uplifts all women, you know. So let's talk about that 141 00:10:35,720 --> 00:10:38,040 Speaker 1: because I think that you know, and and and really 142 00:10:38,120 --> 00:10:42,319 Speaker 1: putting on your your your former hat of being in 143 00:10:42,559 --> 00:10:47,280 Speaker 1: a diversity and inclusion in corporate America, which at one time, um, 144 00:10:47,760 --> 00:10:50,840 Speaker 1: you know, was an unheard of role. And then all 145 00:10:50,880 --> 00:10:53,600 Speaker 1: of a sudden, everybody went out, every corporation went out 146 00:10:53,720 --> 00:10:57,959 Speaker 1: and found a d I specialists to come in and 147 00:10:58,400 --> 00:11:03,160 Speaker 1: do an internal essment as to why the demographics of 148 00:11:03,280 --> 00:11:08,040 Speaker 1: their corporations did not necessarily match the demographics of their consumers, 149 00:11:08,360 --> 00:11:12,600 Speaker 1: match the demographics of the country, even if it was global, 150 00:11:12,720 --> 00:11:16,840 Speaker 1: even if it's global. I'm specifically talking about about the US, 151 00:11:17,640 --> 00:11:21,839 Speaker 1: and so, you know, as ADI specialists talk to us 152 00:11:22,440 --> 00:11:25,079 Speaker 1: about the ways in which you have seen kind of 153 00:11:26,000 --> 00:11:31,480 Speaker 1: the role expand and why it is something that is 154 00:11:31,520 --> 00:11:34,760 Speaker 1: important and it isn't just like a rubber stamp that 155 00:11:34,880 --> 00:11:38,520 Speaker 1: a corporation should put, you know, as as a position, 156 00:11:38,960 --> 00:11:42,040 Speaker 1: but why it's something that needs to be thoroughly integrated 157 00:11:42,320 --> 00:11:48,160 Speaker 1: into human resources and into the culture. Yeah. So, Danielle, 158 00:11:48,160 --> 00:11:52,120 Speaker 1: when you think about diversity, equity and inclusion, and you're 159 00:11:52,120 --> 00:11:54,959 Speaker 1: absolutely right. You know, a couple of years ago it 160 00:11:55,160 --> 00:11:59,479 Speaker 1: was the hottest job in the market. Companies were scrambling, 161 00:11:59,640 --> 00:12:02,840 Speaker 1: especially those that had not had a foundation around diversity, 162 00:12:02,880 --> 00:12:06,800 Speaker 1: equity and inclusion. They found themselves in a place where, 163 00:12:06,920 --> 00:12:09,719 Speaker 1: oh my gosh, we have got to do something about this, 164 00:12:10,000 --> 00:12:12,679 Speaker 1: and they started. You're right, so it became a very 165 00:12:13,520 --> 00:12:17,680 Speaker 1: popular role. There are four reasons why companies should engage 166 00:12:17,720 --> 00:12:20,040 Speaker 1: in diversity, equity and inclusion. And this is besides the 167 00:12:20,120 --> 00:12:21,839 Speaker 1: fact that it is just the right thing to do, 168 00:12:22,520 --> 00:12:24,920 Speaker 1: and besides the fact that you said that you know, 169 00:12:25,040 --> 00:12:27,920 Speaker 1: they need to mirror the clients and communities that they serve. 170 00:12:28,720 --> 00:12:31,760 Speaker 1: But if companies do this and they do it right, 171 00:12:32,000 --> 00:12:35,560 Speaker 1: that company is a thirty percent times more profitable than 172 00:12:35,640 --> 00:12:39,960 Speaker 1: companies that don't engage a diversity, equity and inclusion strategy 173 00:12:40,440 --> 00:12:43,080 Speaker 1: in their business strategy, and that data has been out 174 00:12:43,120 --> 00:12:46,400 Speaker 1: there for twenty plus years. The other reason is you 175 00:12:46,480 --> 00:12:51,480 Speaker 1: have more engaged employees, and so you have employees that 176 00:12:51,559 --> 00:12:54,199 Speaker 1: you can retain, you have the best and brightest talent. 177 00:12:54,640 --> 00:12:59,120 Speaker 1: You also have clients who are more satisfied because they 178 00:12:59,280 --> 00:13:02,559 Speaker 1: see themselves reflected in the products and services and in 179 00:13:02,679 --> 00:13:05,520 Speaker 1: the people that they're dealing with. And then, last, but 180 00:13:05,600 --> 00:13:09,000 Speaker 1: not least, your company's more innovative, and so those are 181 00:13:09,120 --> 00:13:14,680 Speaker 1: for very business like type reasons why your company should 182 00:13:14,720 --> 00:13:17,520 Speaker 1: have it. Again, besides the fact that it is the 183 00:13:17,679 --> 00:13:20,679 Speaker 1: right thing to do, but your company will be more 184 00:13:20,800 --> 00:13:26,160 Speaker 1: profitable if you embed diversity, equity and inclusion across your 185 00:13:26,200 --> 00:13:29,080 Speaker 1: business strategy. So I love what you said about HR, 186 00:13:29,440 --> 00:13:33,280 Speaker 1: but companies have to go beyond HR and people processes right. 187 00:13:33,360 --> 00:13:35,439 Speaker 1: They have to think about their marketing, they have to 188 00:13:35,520 --> 00:13:38,600 Speaker 1: think about ESG. They have to think about the products 189 00:13:38,640 --> 00:13:42,160 Speaker 1: and services that they're delivering. How does D and I 190 00:13:42,320 --> 00:13:47,240 Speaker 1: show up in those areas. And again it's everyone's responsibility. 191 00:13:47,360 --> 00:13:50,360 Speaker 1: So while yes, you hire someone to do and lead 192 00:13:50,440 --> 00:13:54,040 Speaker 1: the role in strategy, it belongs to the CEO, his 193 00:13:54,240 --> 00:13:57,920 Speaker 1: or her direct reports and everyone within the company should 194 00:13:57,960 --> 00:14:02,160 Speaker 1: have responsibility around diversity with an inclusion. So you know, 195 00:14:02,679 --> 00:14:06,200 Speaker 1: talk to me about some of the obstacles that you see, 196 00:14:06,240 --> 00:14:08,520 Speaker 1: because I hear you when you say, you know, aside 197 00:14:08,559 --> 00:14:10,760 Speaker 1: from the fact that it just is the right thing 198 00:14:10,840 --> 00:14:14,719 Speaker 1: to do. Right as demographics in this country shift us, 199 00:14:14,920 --> 00:14:17,480 Speaker 1: as we see more of a browning in this country, 200 00:14:17,559 --> 00:14:20,960 Speaker 1: as we recognize what are the interests in terms of 201 00:14:21,160 --> 00:14:24,840 Speaker 1: workplace and culture to Generation Z, the next generation that 202 00:14:25,000 --> 00:14:28,240 Speaker 1: is coming up that that is now entering into the 203 00:14:28,320 --> 00:14:31,000 Speaker 1: work into the workforce. So we know that when we 204 00:14:31,120 --> 00:14:34,240 Speaker 1: have these kinds of massive generations, meaning massive in terms 205 00:14:34,280 --> 00:14:37,560 Speaker 1: of population, that they also ran a type of culture shift. 206 00:14:38,120 --> 00:14:42,560 Speaker 1: Um uh. That that that we we saw with millennials M, 207 00:14:42,640 --> 00:14:45,560 Speaker 1: and we continue to see as as they age and 208 00:14:45,640 --> 00:14:48,440 Speaker 1: then we see now what generation Z. And so what 209 00:14:48,600 --> 00:14:53,160 Speaker 1: are some of the pushback I guess or the obstacles 210 00:14:53,240 --> 00:14:56,280 Speaker 1: that you have seen or that you hear, Because when 211 00:14:56,320 --> 00:14:59,600 Speaker 1: I hear, oh, you can make thirty percent more profit, 212 00:15:00,000 --> 00:15:03,240 Speaker 1: I'm thinking to myself, why isn't everybody just running, you know, 213 00:15:03,440 --> 00:15:06,600 Speaker 1: out right? Because money, we know, is what makes the 214 00:15:06,680 --> 00:15:10,760 Speaker 1: world go around. Capitalism drives everything in this country. So 215 00:15:11,480 --> 00:15:16,320 Speaker 1: what is the obstacle to that very logical, you know thing, 216 00:15:16,440 --> 00:15:20,880 Speaker 1: which is your bottom line? Yeah, so you know how 217 00:15:21,000 --> 00:15:26,800 Speaker 1: much time we got, Danielle, you know that we that 218 00:15:27,040 --> 00:15:29,680 Speaker 1: is that is the question of the day, is what 219 00:15:29,880 --> 00:15:32,480 Speaker 1: are the challenges? Why aren't people doing it? So let 220 00:15:32,560 --> 00:15:35,040 Speaker 1: me start here. Let me start with the basis of 221 00:15:35,480 --> 00:15:38,880 Speaker 1: how we make decisions as humans, and that is unconscious bias. 222 00:15:40,600 --> 00:15:43,000 Speaker 1: So that's one part of it. It's it's what we're 223 00:15:43,080 --> 00:15:46,360 Speaker 1: exposed to, what we believe how we think about other 224 00:15:46,440 --> 00:15:49,720 Speaker 1: people and other cultures and how we see people. And 225 00:15:50,120 --> 00:15:52,320 Speaker 1: so that's one part of it, and we could spend 226 00:15:52,360 --> 00:15:55,680 Speaker 1: a whole I'm sure show talking about unconscious bias, but 227 00:15:55,800 --> 00:15:58,480 Speaker 1: companies have to think about ways that they mitigate and 228 00:15:58,640 --> 00:16:01,520 Speaker 1: eliminate those bias. And that's one of the things that 229 00:16:01,680 --> 00:16:03,840 Speaker 1: we talk about in our five point action plan at 230 00:16:03,880 --> 00:16:08,720 Speaker 1: Paradigm for Parity in helping our companies eliminate bias in 231 00:16:08,800 --> 00:16:11,160 Speaker 1: the moments that matter. And so you have to think about, 232 00:16:11,240 --> 00:16:15,400 Speaker 1: from the moment that I'm attracting talent to my organization, 233 00:16:15,760 --> 00:16:19,200 Speaker 1: am I mitigating bias in those processes all the way 234 00:16:19,280 --> 00:16:22,720 Speaker 1: through retention. That's one area that companies have to pay 235 00:16:22,800 --> 00:16:25,120 Speaker 1: for and that has become a barrier and a challenge. 236 00:16:25,720 --> 00:16:29,280 Speaker 1: Another thing is not focusing on the magic middle. And 237 00:16:29,400 --> 00:16:32,080 Speaker 1: when I say the magic middle, you've heard probably them 238 00:16:32,160 --> 00:16:34,960 Speaker 1: described as the frozen middle, the magic middle. But these 239 00:16:35,120 --> 00:16:40,040 Speaker 1: are your managers and leaders who are opaying your people. 240 00:16:40,160 --> 00:16:45,480 Speaker 1: So whoever has direct reports for an organization, there needs 241 00:16:45,520 --> 00:16:49,760 Speaker 1: to be a massive investment in helping those individuals understand 242 00:16:50,040 --> 00:16:54,600 Speaker 1: how to be inclusive leaders, helping those individuals understand how 243 00:16:54,760 --> 00:16:59,480 Speaker 1: to be culture carriers for diversity, equity and inclusion in 244 00:16:59,600 --> 00:17:03,480 Speaker 1: their goals and really giving them the right tools and 245 00:17:03,640 --> 00:17:08,359 Speaker 1: resources to ensure that they are the right type of leader. 246 00:17:08,800 --> 00:17:12,440 Speaker 1: And for so long in organizations, we've promoted the person 247 00:17:12,560 --> 00:17:15,800 Speaker 1: that has sold the most widgets, but this person is 248 00:17:15,920 --> 00:17:20,880 Speaker 1: leaving dead bodies behind because they are not good leaders. 249 00:17:20,960 --> 00:17:24,320 Speaker 1: And so we have to start to marry performance around 250 00:17:24,440 --> 00:17:26,480 Speaker 1: selling those widgets. Which is great and I think you 251 00:17:26,560 --> 00:17:30,240 Speaker 1: should be promoted, but also what are your core leadership 252 00:17:30,280 --> 00:17:34,120 Speaker 1: skills and capabilities and how can those companies come alongside 253 00:17:34,160 --> 00:17:37,320 Speaker 1: and support So that's an area where companies I feel 254 00:17:37,440 --> 00:17:39,560 Speaker 1: is a challenge and where we need to focus on 255 00:17:39,760 --> 00:17:42,680 Speaker 1: as well. The other thing is you've got to inspect 256 00:17:42,760 --> 00:17:45,800 Speaker 1: what you expect and you have to put parameters around 257 00:17:46,600 --> 00:17:50,840 Speaker 1: goals and set goals. But also how are you holding 258 00:17:51,000 --> 00:17:55,520 Speaker 1: your leaders accountable from the CEO to his or her 259 00:17:55,600 --> 00:17:59,879 Speaker 1: direct reports, how are they being held accountable for ensure 260 00:18:00,600 --> 00:18:04,640 Speaker 1: that we are meeting the targets or goals that we've 261 00:18:04,720 --> 00:18:08,679 Speaker 1: set for ourselves around diversity, equity and inclusion. No one 262 00:18:08,800 --> 00:18:11,760 Speaker 1: shows up at work without a business goal or strategy, 263 00:18:12,440 --> 00:18:14,920 Speaker 1: so why would we throw D and I out there 264 00:18:15,200 --> 00:18:18,920 Speaker 1: without a goal and a strategy. Oh to see that 265 00:18:19,080 --> 00:18:22,480 Speaker 1: is a very interesting point. What are some of the 266 00:18:22,720 --> 00:18:25,680 Speaker 1: things you know? And this is something that is talked 267 00:18:25,680 --> 00:18:28,280 Speaker 1: about in political circles often. I mean, we have been 268 00:18:28,680 --> 00:18:32,160 Speaker 1: trying to push for you know, equal pay for women 269 00:18:32,200 --> 00:18:35,280 Speaker 1: in this country since women enter the workforce, right, Like, 270 00:18:35,480 --> 00:18:38,320 Speaker 1: this has been a thing that we have not seen 271 00:18:39,520 --> 00:18:42,920 Speaker 1: that we are asking for more transparency right when it 272 00:18:43,040 --> 00:18:47,440 Speaker 1: comes to what employers are are seeking or providing in 273 00:18:47,640 --> 00:18:51,000 Speaker 1: terms of salaries, right and what that range looks like. 274 00:18:51,119 --> 00:18:53,959 Speaker 1: And I think that more companies are are becoming more 275 00:18:54,040 --> 00:18:59,200 Speaker 1: transparent in that way. But what do what do you hear? Right? 276 00:18:59,440 --> 00:19:02,639 Speaker 1: Is it just the same refrain of what it is 277 00:19:02,760 --> 00:19:06,440 Speaker 1: that women and then particularly black women and women of 278 00:19:06,600 --> 00:19:11,480 Speaker 1: color need in the workforce to be successful, to be 279 00:19:11,600 --> 00:19:16,359 Speaker 1: able to navigate themselves from the frozen middle into the 280 00:19:16,520 --> 00:19:22,520 Speaker 1: c suite. Yeah, so when you think about women, and 281 00:19:22,680 --> 00:19:26,479 Speaker 1: of course women are not a monolith, but women are 282 00:19:26,680 --> 00:19:30,800 Speaker 1: very different in their needs, especially whether I'm a woman 283 00:19:30,880 --> 00:19:33,119 Speaker 1: and i'm you know, I have a family and I'm 284 00:19:33,200 --> 00:19:36,360 Speaker 1: raising kids and blah blah blah. Right, so we all 285 00:19:36,560 --> 00:19:39,760 Speaker 1: have the various needs. But based on what I've seen 286 00:19:39,840 --> 00:19:43,440 Speaker 1: and what our companies are telling us is a couple 287 00:19:43,520 --> 00:19:50,520 Speaker 1: of things. Number One, women need sponsorship in order to 288 00:19:50,640 --> 00:19:53,320 Speaker 1: make it up and through to the c suite. Women 289 00:19:53,440 --> 00:19:55,800 Speaker 1: need to be sponsored. And so what do I mean 290 00:19:55,880 --> 00:19:58,240 Speaker 1: by that. I'm not talking about a mentor. I'm talking 291 00:19:58,280 --> 00:20:03,119 Speaker 1: about someone who a personally and professionally invested in my 292 00:20:04,800 --> 00:20:08,040 Speaker 1: movement up in that company, who has a seat at 293 00:20:08,080 --> 00:20:11,600 Speaker 1: the table, who is a clear influencer, and who has 294 00:20:11,680 --> 00:20:14,720 Speaker 1: the ability to open doors for me and my career, 295 00:20:15,600 --> 00:20:18,119 Speaker 1: and so who will run air cover from me and 296 00:20:18,160 --> 00:20:21,040 Speaker 1: who will say, Sandra is the person who I feel 297 00:20:21,160 --> 00:20:23,800 Speaker 1: can do this job, and I will stake my personal 298 00:20:23,840 --> 00:20:27,959 Speaker 1: and professional capital on her success. And so women need 299 00:20:28,080 --> 00:20:30,359 Speaker 1: to be sponsored. Now there's a flip side to that. 300 00:20:30,520 --> 00:20:32,480 Speaker 1: I have to be sponsor ready, I have to be 301 00:20:32,920 --> 00:20:36,240 Speaker 1: a great protege. But again that's one of the things 302 00:20:36,320 --> 00:20:39,440 Speaker 1: that women need. Another opportunity that we see out there 303 00:20:39,480 --> 00:20:44,159 Speaker 1: with companies is that women sometimes don't know what's available 304 00:20:44,200 --> 00:20:50,240 Speaker 1: to them. And so having a clear understanding of what's 305 00:20:50,280 --> 00:20:53,240 Speaker 1: available to me and then what do I need to 306 00:20:53,480 --> 00:20:57,640 Speaker 1: do to achieve that are things that women need as well. 307 00:20:57,920 --> 00:21:01,359 Speaker 1: And then the third thing I think is women need 308 00:21:01,480 --> 00:21:06,800 Speaker 1: the opportunity to be encouraged to take on more roles 309 00:21:07,200 --> 00:21:10,760 Speaker 1: that are not just support function roles, so not just 310 00:21:11,200 --> 00:21:15,720 Speaker 1: HR roles, not just administrative officer type roles, but women 311 00:21:15,800 --> 00:21:20,840 Speaker 1: need to be leading business and operational roles within their companies. 312 00:21:21,480 --> 00:21:24,200 Speaker 1: And so these are the things that are going to 313 00:21:24,320 --> 00:21:28,960 Speaker 1: help promote not only women moving up in the workforce 314 00:21:29,000 --> 00:21:33,159 Speaker 1: in workplace, but when you think about pay parity, that 315 00:21:33,320 --> 00:21:36,120 Speaker 1: will also help with that. As women gain more access 316 00:21:36,240 --> 00:21:39,720 Speaker 1: to more C suite roles and roles that are leading businesses, 317 00:21:40,320 --> 00:21:42,920 Speaker 1: then we will see some adjustment in that pay piece 318 00:21:43,040 --> 00:21:47,800 Speaker 1: as well. You know, I want to talk about the 319 00:21:47,840 --> 00:21:50,200 Speaker 1: sponsorship piece because I do think that that is something 320 00:21:50,280 --> 00:21:54,720 Speaker 1: that is incredibly important, and I think that people mistake 321 00:21:54,840 --> 00:21:58,960 Speaker 1: the two mentoring and sponsorship as being one and the same, 322 00:21:59,520 --> 00:22:02,240 Speaker 1: because I think that you tell me if I'm wrong. 323 00:22:02,920 --> 00:22:06,560 Speaker 1: Then in order to be sponsorship ready, it's not just 324 00:22:06,800 --> 00:22:11,639 Speaker 1: about the readiness on your resume or in your presentation, 325 00:22:11,800 --> 00:22:14,720 Speaker 1: but it's also about being in the right place right 326 00:22:14,880 --> 00:22:19,760 Speaker 1: And so a lot of moving up in business in 327 00:22:19,920 --> 00:22:23,800 Speaker 1: corporations in corporate America is about who you know and 328 00:22:23,960 --> 00:22:27,200 Speaker 1: then being a part of your network, liking the same things, 329 00:22:27,280 --> 00:22:31,240 Speaker 1: having the same hobbies and interests. Now, I'm not saying 330 00:22:31,520 --> 00:22:35,240 Speaker 1: that black women and white men don't necessarily have some 331 00:22:36,359 --> 00:22:40,760 Speaker 1: crossover interests, but I would assume that these gaps are 332 00:22:40,880 --> 00:22:45,000 Speaker 1: a bit wider. So what does it look like in 333 00:22:45,280 --> 00:22:51,720 Speaker 1: terms of a cultural fit to get sponsorship? Ready? What 334 00:22:51,880 --> 00:22:55,760 Speaker 1: does it mean to place yourself in the right place, 335 00:22:55,840 --> 00:22:58,840 Speaker 1: at the right time, and in the right circles so 336 00:22:59,119 --> 00:23:03,520 Speaker 1: that you were thought about in that way? Yeah, so 337 00:23:03,720 --> 00:23:05,880 Speaker 1: you are right on track with the way that you're 338 00:23:05,920 --> 00:23:10,880 Speaker 1: thinking about this, and it's it's a few things around. 339 00:23:11,440 --> 00:23:14,920 Speaker 1: Number one, do I know what I want? Because the 340 00:23:15,080 --> 00:23:18,040 Speaker 1: question becomes when someone sits down with you, Danielle, and 341 00:23:18,119 --> 00:23:23,040 Speaker 1: they say, Danielle, what if you could design this, what 342 00:23:23,280 --> 00:23:25,480 Speaker 1: is it that you want? And if Danielle comes back 343 00:23:25,520 --> 00:23:27,640 Speaker 1: and says, I want to be promoted and I want 344 00:23:27,640 --> 00:23:30,800 Speaker 1: to make more money, well, we have to get a 345 00:23:30,920 --> 00:23:34,520 Speaker 1: little bit past that and be able to stay exactly 346 00:23:34,600 --> 00:23:36,680 Speaker 1: what it is that we want. We want a role 347 00:23:36,800 --> 00:23:40,320 Speaker 1: that would allow us to have exposure in this particular area. 348 00:23:41,000 --> 00:23:43,000 Speaker 1: I know that these are some areas where I need 349 00:23:43,080 --> 00:23:45,439 Speaker 1: some additional experience. So I want a role that's going 350 00:23:45,480 --> 00:23:47,720 Speaker 1: to be able to provide me with X, Y, and Z. 351 00:23:48,240 --> 00:23:51,280 Speaker 1: I want the ability to lead a team and do X, 352 00:23:51,480 --> 00:23:54,280 Speaker 1: y or Z right. So we have to understand what 353 00:23:54,480 --> 00:23:57,440 Speaker 1: we want and that's part of being sponsor ready. The 354 00:23:57,600 --> 00:24:01,880 Speaker 1: other thing, as a as a rate protege, you said 355 00:24:01,960 --> 00:24:04,520 Speaker 1: you talked about the networking piece being in the right 356 00:24:04,560 --> 00:24:06,680 Speaker 1: place at the right time. You have to be able 357 00:24:06,760 --> 00:24:12,359 Speaker 1: to not only who you know, but who knows you 358 00:24:12,960 --> 00:24:17,040 Speaker 1: and who knows your skills and capabilities, and so putting 359 00:24:17,119 --> 00:24:20,720 Speaker 1: yourself out there and expanding your network and ensuring that 360 00:24:20,960 --> 00:24:26,119 Speaker 1: you have a networking strategy. It is not just networking 361 00:24:26,160 --> 00:24:28,040 Speaker 1: for networking sake. Oh, I'm just gonna get to know 362 00:24:28,440 --> 00:24:31,560 Speaker 1: put myself on a bunch of people's calendars, But who 363 00:24:31,680 --> 00:24:35,320 Speaker 1: should I get to know? Who's influential in my organization? 364 00:24:35,800 --> 00:24:38,000 Speaker 1: And you can work with your manager and your leader 365 00:24:38,040 --> 00:24:41,159 Speaker 1: to help you define who those individuals are based on 366 00:24:41,840 --> 00:24:44,520 Speaker 1: what it is you want, Where do you see yourself 367 00:24:45,119 --> 00:24:48,280 Speaker 1: and what's available to you in your current organization, and 368 00:24:48,400 --> 00:24:53,160 Speaker 1: so by merging those things and understanding and being able 369 00:24:53,200 --> 00:24:56,040 Speaker 1: to articulate that I think is critical. The other thing 370 00:24:56,160 --> 00:24:58,120 Speaker 1: you have to be able to do is articulate your 371 00:24:58,200 --> 00:25:01,440 Speaker 1: value and your worth, yes, and be able to showcase 372 00:25:02,119 --> 00:25:06,200 Speaker 1: what you've done and how you've led and not just 373 00:25:06,480 --> 00:25:10,600 Speaker 1: what you've done in the office or virtually depending on 374 00:25:10,760 --> 00:25:14,040 Speaker 1: how you work, but also have you been a part 375 00:25:14,200 --> 00:25:17,879 Speaker 1: of a ERG or an employee resource group? Do you 376 00:25:18,080 --> 00:25:21,639 Speaker 1: help lead the company culture and strategy around D and 377 00:25:21,760 --> 00:25:24,399 Speaker 1: I even in your current role without the title of 378 00:25:24,560 --> 00:25:26,680 Speaker 1: D and I behind it. So what are some of 379 00:25:26,760 --> 00:25:29,840 Speaker 1: the other things that you're doing that really helps to 380 00:25:31,320 --> 00:25:36,400 Speaker 1: support sort of your your overarching experience that you've had 381 00:25:37,000 --> 00:25:39,879 Speaker 1: beyond just your day job, right, and so we have 382 00:25:40,040 --> 00:25:43,199 Speaker 1: to get better at that as well. I love all 383 00:25:43,240 --> 00:25:45,760 Speaker 1: of those examples because I think that they're really important 384 00:25:45,800 --> 00:25:48,280 Speaker 1: because what you're laying out here right is exactly what 385 00:25:48,440 --> 00:25:50,960 Speaker 1: you said you need to have a strategy. It isn't 386 00:25:51,040 --> 00:25:53,200 Speaker 1: just about you know, saying hey, let me get this 387 00:25:53,600 --> 00:25:56,320 Speaker 1: coffee meeting or virtual meeting or so you know with 388 00:25:56,520 --> 00:25:59,840 Speaker 1: so and so, it's what is what is your overarching plan? 389 00:26:00,320 --> 00:26:02,120 Speaker 1: What is your goal? And what do you want? Because 390 00:26:02,119 --> 00:26:04,919 Speaker 1: I often think, you know, when I speak to women 391 00:26:05,359 --> 00:26:10,160 Speaker 1: um uh and particularly women of color uh, there there 392 00:26:10,359 --> 00:26:13,520 Speaker 1: is this feeling, right, this sense that I need to 393 00:26:13,680 --> 00:26:18,639 Speaker 1: check every single box before I'm able to talk to 394 00:26:19,000 --> 00:26:22,480 Speaker 1: the CEO, before I'm able to ask for the raise 395 00:26:22,600 --> 00:26:26,119 Speaker 1: before I even apply for this particular job that if 396 00:26:26,160 --> 00:26:30,000 Speaker 1: I have, if I don't meet you know, sixteen of 397 00:26:31,160 --> 00:26:34,560 Speaker 1: the you know, of the twenty bullet points that that 398 00:26:34,760 --> 00:26:37,800 Speaker 1: is listed, then that's not for me. And so I 399 00:26:37,920 --> 00:26:40,639 Speaker 1: think that there's two what you're outlining, there's a bit 400 00:26:40,720 --> 00:26:45,320 Speaker 1: of imposter syndrome still that needs to be overcome in 401 00:26:45,560 --> 00:26:49,760 Speaker 1: order to be able to navigate in the way that 402 00:26:50,040 --> 00:26:53,639 Speaker 1: white male counterparts have been able to navigate. So with 403 00:26:53,840 --> 00:26:56,440 Speaker 1: just a few minutes that we have left, can you 404 00:26:56,600 --> 00:27:00,679 Speaker 1: speak to that, um and providing some advice for people 405 00:27:01,080 --> 00:27:05,240 Speaker 1: who still may feel, you know, that they're quote unquote 406 00:27:05,359 --> 00:27:10,480 Speaker 1: not ready. Yeah. So that's that is That is the 407 00:27:10,800 --> 00:27:14,320 Speaker 1: conversation that many of us have every day as we 408 00:27:14,480 --> 00:27:17,960 Speaker 1: play over in our heads, right should I be here? 409 00:27:18,440 --> 00:27:23,960 Speaker 1: Am I good enough? Um? And because society sometimes our experiences, 410 00:27:24,040 --> 00:27:26,399 Speaker 1: the way we've grown up, how we've been spoken to, 411 00:27:26,680 --> 00:27:30,200 Speaker 1: and sort of what we think about ourselves, UM, play 412 00:27:30,359 --> 00:27:34,480 Speaker 1: into to putting out those what I like to call 413 00:27:34,600 --> 00:27:39,359 Speaker 1: self limiting voices. Right, and so one of the things 414 00:27:39,960 --> 00:27:45,560 Speaker 1: that we have to do is to be bold enough 415 00:27:46,880 --> 00:27:50,080 Speaker 1: and and and sometimes Danielle, it's a matter of speaking 416 00:27:50,119 --> 00:27:56,240 Speaker 1: to ourselves and understanding that I have everything I need 417 00:27:56,359 --> 00:27:59,760 Speaker 1: to be successful. So so I always encourage people to 418 00:27:59,840 --> 00:28:04,080 Speaker 1: do an exercise around number one. My rule of thumb 419 00:28:04,280 --> 00:28:07,560 Speaker 1: is always nail the core. If you're really good at 420 00:28:07,600 --> 00:28:11,399 Speaker 1: what you do, you're ready for the next thing. Ye, 421 00:28:11,680 --> 00:28:13,720 Speaker 1: nail the core. The other thing I tell people to 422 00:28:13,800 --> 00:28:16,160 Speaker 1: do is to sit down and to write down all 423 00:28:16,280 --> 00:28:19,800 Speaker 1: the things that you're really good at. Right, so, what 424 00:28:19,960 --> 00:28:23,119 Speaker 1: are those core skills that you are really good at? 425 00:28:23,160 --> 00:28:25,600 Speaker 1: And keep in mind you can get this information just 426 00:28:25,760 --> 00:28:29,280 Speaker 1: from your own knowledge, but also asking your teammates doing 427 00:28:29,320 --> 00:28:32,840 Speaker 1: a three sixty Many companies offer a three sixty review. 428 00:28:33,240 --> 00:28:37,119 Speaker 1: So take advantage of all those feedback opportunities to start 429 00:28:37,160 --> 00:28:40,880 Speaker 1: to really understand how people see you, how you see yourself. 430 00:28:41,320 --> 00:28:43,560 Speaker 1: But what are those skills that you're really good at? 431 00:28:43,600 --> 00:28:46,320 Speaker 1: And then write down those skills that you feel like 432 00:28:46,480 --> 00:28:48,640 Speaker 1: our challenges for you. And what I like to say 433 00:28:48,800 --> 00:28:50,480 Speaker 1: is it's not that you're not good at them, you 434 00:28:50,600 --> 00:28:53,880 Speaker 1: just need more experience around those areas. And then write 435 00:28:53,920 --> 00:28:56,520 Speaker 1: down what you're really passionate about. And I think what 436 00:28:56,680 --> 00:28:59,680 Speaker 1: you begin to see is people start to see for 437 00:28:59,760 --> 00:29:02,880 Speaker 1: themselves that you know what I am better than what 438 00:29:03,080 --> 00:29:05,800 Speaker 1: I really thought I was, but now it's time for 439 00:29:05,920 --> 00:29:09,160 Speaker 1: me to start marketing that and how do I brand 440 00:29:09,360 --> 00:29:14,440 Speaker 1: myself to under to help people to see that I am. 441 00:29:14,640 --> 00:29:17,640 Speaker 1: The value that I bring and the worth that I 442 00:29:17,760 --> 00:29:22,840 Speaker 1: bring to this organization really gives me the opportunity and 443 00:29:23,000 --> 00:29:25,560 Speaker 1: gives me the right to be able to ask for 444 00:29:26,000 --> 00:29:29,280 Speaker 1: that next thing that I'm looking for. And last, but 445 00:29:29,400 --> 00:29:32,200 Speaker 1: not least, you gotta open your mouth and ask for it. 446 00:29:33,160 --> 00:29:37,560 Speaker 1: I put yourself in the position where if someone asks 447 00:29:37,600 --> 00:29:39,280 Speaker 1: you what it is that you want, you're ready to 448 00:29:39,480 --> 00:29:42,200 Speaker 1: articulate it. What is it that you do for this company? 449 00:29:42,240 --> 00:29:45,080 Speaker 1: You're ready to give that sort of elevator pitch. And 450 00:29:45,280 --> 00:29:49,520 Speaker 1: also understand that your brand precedes you. If you are 451 00:29:49,640 --> 00:29:52,320 Speaker 1: not creating a brand, it is being created for you. 452 00:29:52,480 --> 00:29:54,960 Speaker 1: So you want to be able to control that narrative. 453 00:29:55,280 --> 00:29:58,840 Speaker 1: And I think that that also helps to give women 454 00:29:58,880 --> 00:30:01,240 Speaker 1: the power that they need in order to be able 455 00:30:01,280 --> 00:30:04,120 Speaker 1: to speak up, speak out, and speak on their own 456 00:30:04,160 --> 00:30:08,040 Speaker 1: behalves right to advocate for themselves. Sandra, I think that 457 00:30:08,200 --> 00:30:13,760 Speaker 1: this conversation is going to help so many women, young women, 458 00:30:14,040 --> 00:30:18,160 Speaker 1: women of color, queer women, be able to navigate this 459 00:30:18,560 --> 00:30:21,760 Speaker 1: you know, this world, this working world, this culture, the 460 00:30:21,800 --> 00:30:24,560 Speaker 1: corporate America or whether you're in public service or not, 461 00:30:24,960 --> 00:30:27,520 Speaker 1: to be able to learn how to advocate for yourself 462 00:30:27,800 --> 00:30:31,080 Speaker 1: and create this strategy for people who want to hear 463 00:30:32,480 --> 00:30:36,520 Speaker 1: and find out more about your work with Paradigm for Parody, 464 00:30:36,600 --> 00:30:40,400 Speaker 1: please tell them where they can find you and the organization. 465 00:30:41,400 --> 00:30:45,720 Speaker 1: Absolutely so if you go to Paradigm for the Number 466 00:30:45,760 --> 00:30:49,480 Speaker 1: four parody dot org, you can get to our website, 467 00:30:49,520 --> 00:30:52,400 Speaker 1: which you have already so eloquently stated some of the 468 00:30:52,520 --> 00:30:55,200 Speaker 1: stats that we have out there and provided some information. 469 00:30:55,320 --> 00:30:58,000 Speaker 1: So thank you for doing that. And then also I'm 470 00:30:58,040 --> 00:31:01,680 Speaker 1: on LinkedIn, Sandra quince so pey, please feel free to 471 00:31:01,760 --> 00:31:04,400 Speaker 1: look me up and to send me a LinkedIn request. 472 00:31:04,480 --> 00:31:07,000 Speaker 1: I'd love to connect with anyone out there that is 473 00:31:07,520 --> 00:31:10,400 Speaker 1: that wants to get a hold of me. Wonderful, Sandra, 474 00:31:10,520 --> 00:31:12,480 Speaker 1: thank you so much for making the time for Woke app. 475 00:31:12,560 --> 00:31:15,680 Speaker 1: We appreciate you. Thank you for having me, Danielle. It's 476 00:31:15,720 --> 00:31:23,840 Speaker 1: been a pleasure. That is it for me today, Dear 477 00:31:23,920 --> 00:31:27,920 Speaker 1: folks on woke app as always, power to the people 478 00:31:28,040 --> 00:31:31,400 Speaker 1: and to all the people. Power, get woke and stay 479 00:31:31,840 --> 00:31:32,560 Speaker 1: woke as fuck.