WEBVTT - The Fading Dream of Equality 0:00:11.840 --> 0:00:14.560 Good morning, peeps, and welcome to okay f Daily with 0:00:14.680 --> 0:00:19.959 Meet your Girl Danielle Moody, recording from the Home Bunker. Folks, 0:00:20.320 --> 0:00:23.279 two of my friends were on cable news on the 0:00:23.280 --> 0:00:27.040 same panel on the Medi Hassan Show on MSNBC this weekend, 0:00:27.640 --> 0:00:31.400 and both Ellie Mistol and my co host of Democracy 0:00:31.560 --> 0:00:37.040 ish wajahat Ali laid out very plainly the problem with 0:00:37.080 --> 0:00:39.600 where we are in our democracy, the problem with where 0:00:39.600 --> 0:00:43.120 we are with Donald Trump and Ronda Santis both vying 0:00:43.280 --> 0:00:49.520 for the GOP role as destroyer in chief of our democracy. 0:00:49.800 --> 0:00:54.640 Which is this The media never took accountability or responsibility 0:00:54.680 --> 0:00:57.320 for the fact that Donald Trump wouldn't have become what 0:00:57.400 --> 0:01:02.840 he is without their help. Now, folks will say, well, 0:01:03.040 --> 0:01:05.120 you know we need to cover Donald Trump. He of 0:01:05.120 --> 0:01:08.560 course his news. Yes you do, but it's the how 0:01:08.840 --> 0:01:12.119 you decide to cover Donald Trump. What the media did 0:01:12.600 --> 0:01:17.080 and continues to do is to normalize his very abnormal 0:01:17.920 --> 0:01:23.400 and disgusting behavior and make it a part of our politics. 0:01:24.200 --> 0:01:27.440 The reason why you've had the Kerry Legs and the 0:01:27.560 --> 0:01:32.800 doctor Ozes and all of these different folks become household 0:01:32.920 --> 0:01:37.480 names with their lies, with their discrimination, with their overt 0:01:37.640 --> 0:01:42.200 racism is because the mainstream media allow Donald Trump to 0:01:42.240 --> 0:01:46.800 become normalized and its tactics and oh he uses nicknames, No, 0:01:47.040 --> 0:01:52.600 they are racial slurs when he's talking about people, right like, oh, 0:01:52.640 --> 0:01:55.280 you know, Donald Trump will probably come up with a nickname. 0:01:55.280 --> 0:01:59.520 A nickname is something that you actually like, right, A 0:01:59.680 --> 0:02:03.920 racial slur as something else. And so there was a 0:02:03.960 --> 0:02:06.360 way and continues to be a way that you're able 0:02:06.400 --> 0:02:08.680 to cover these people and cover what it is that 0:02:08.720 --> 0:02:13.120 they are doing. And contrast it to the agreed to 0:02:13.400 --> 0:02:18.120 contract that we have in America, which is to uphold democracy, 0:02:18.639 --> 0:02:24.720 which is to uphold every citizens ability to pursue their 0:02:24.800 --> 0:02:29.760 level of happiness, which is to uphold people's rights to assemble, 0:02:30.040 --> 0:02:34.440 to uphold the freedom of speech so long as right 0:02:34.680 --> 0:02:39.320 it doesn't go to harm other people. So what I 0:02:39.440 --> 0:02:45.880 find right now as we are witnessing this duel that 0:02:46.080 --> 0:02:51.960 the Republican Party is playing out with both Rhnda Santis 0:02:51.960 --> 0:02:55.120 and Donald Trump, is that they are creating these figures 0:02:55.120 --> 0:02:59.560 as if they are normal, as if they are regular Republicans. 0:02:59.720 --> 0:03:04.600 Go After being chosen as the Democratic frontrunner for the 0:03:04.639 --> 0:03:08.799 twenty twenty four election, Rhonda Santis is a Christo fascist. 0:03:09.480 --> 0:03:13.520 Rhonda Santis is turning the state of Florida into a fascist, 0:03:13.639 --> 0:03:19.960 white supremist haven. Everything that he's doing, from the Don't 0:03:20.000 --> 0:03:23.520 Say Gay Bill to the white Comfort Bill, to the 0:03:23.600 --> 0:03:27.400 attacks on Disney, to the banning of books, to the 0:03:27.440 --> 0:03:32.680 criminalizing of librarians, to the criminalizing of parents of transgender children, 0:03:33.000 --> 0:03:38.360 to criminalizing doctors, to lessening abortion to six weeks, to 0:03:38.840 --> 0:03:44.720 dismantling black sororities and fraternities on college campuses, to restricting curriculum. 0:03:44.880 --> 0:03:50.120 I can go on, flies in the face of what 0:03:50.680 --> 0:03:56.880 freedom and democracy actually are and stand for. But that's 0:03:56.920 --> 0:04:00.840 not how the media is playing it out. It's oh, 0:04:00.880 --> 0:04:04.400 he is lighter than Trump. Oh he is better than Trump. 0:04:04.880 --> 0:04:09.520 No he is not. He's actually crueler, more dangerous than 0:04:09.560 --> 0:04:11.960 Donald Trump is. And why can a rond de Santis 0:04:12.000 --> 0:04:15.720 do what he's doing in Florida unabated Because the media 0:04:16.000 --> 0:04:21.360 made Donald Trump seem fucking normal, right, Seem like the 0:04:21.400 --> 0:04:24.200 actions that he has taken, the words that he's using, 0:04:24.320 --> 0:04:27.400 the policies that he's put out are totally normal in 0:04:27.440 --> 0:04:31.919 a functioning democracy. When they are not. You can cover 0:04:32.080 --> 0:04:38.880 Donald Trump without creating the climate of normalcy around him, 0:04:39.000 --> 0:04:41.880 his campaign and any of the people around him by 0:04:41.960 --> 0:04:47.240 turning right the doors at these cable news network into 0:04:47.320 --> 0:04:51.640 a revolving door from the Trump administration, right straight onto camera, 0:04:51.920 --> 0:04:54.520 knowing good, god damn well that those people spent four 0:04:54.640 --> 0:04:58.320 fucking years lying to the American people and still are 0:04:58.400 --> 0:05:05.600 doing it. So I find it incredibly frustrating that we 0:05:05.640 --> 0:05:09.640 are here because the media refuses to learn any lessons 0:05:09.720 --> 0:05:13.719 because there's no accountability, there's no responsibility, and so we'll 0:05:13.800 --> 0:05:17.520 just those of us with open eyes will continue to 0:05:17.560 --> 0:05:20.479 watch the destruction of our democracy, not just at the 0:05:20.560 --> 0:05:25.760 hands of the Republican Party, but also at the hands 0:05:25.760 --> 0:05:33.000 of their accomplices in mainstream media. The other piece that 0:05:33.200 --> 0:05:37.080 is really troubling to me, which I will talk about 0:05:37.120 --> 0:05:44.560 with my next guests today, is all of the advancements 0:05:44.600 --> 0:05:48.320 that women have made in this country over the last 0:05:48.320 --> 0:05:54.160 several decades. The Republican Party is working over time to erace. 0:05:55.200 --> 0:05:57.479 We were at a place where we were getting into 0:05:57.520 --> 0:06:04.400 conversations about pay equity, about childcare, about things that the 0:06:04.800 --> 0:06:10.479 pandemic elevated, and things that were exasperated as to the 0:06:10.560 --> 0:06:15.680 responsibilities that women largely take on not only in their 0:06:15.720 --> 0:06:20.279 household but at work. And we were starting to have 0:06:20.520 --> 0:06:26.080 a very real conversation about that. And now we have 0:06:26.240 --> 0:06:31.200 the far right trying to turn americap into some puritanical, 0:06:32.279 --> 0:06:37.039 you know, woman hating, misogynist society where women have no 0:06:37.200 --> 0:06:39.560 voice and they're going to be once again chained to 0:06:39.640 --> 0:06:43.320 their kitchen tables with you several kids hanging off of 0:06:43.360 --> 0:06:46.960 their bodies because they don't have the ability right to 0:06:47.120 --> 0:06:50.560 choose their own path in life. And so coming up next, 0:06:50.720 --> 0:06:54.159 I'm going to be having a conversation with Sandra Quinns 0:06:54.360 --> 0:06:58.800 from the Paradigm for Parody organization. What we will talk 0:06:58.839 --> 0:07:03.359 about the work that Paradigm for Parody is doing to 0:07:03.480 --> 0:07:07.280 try and create more equity in corporate America and how 0:07:07.360 --> 0:07:09.880 you do that at a time when it is very 0:07:09.960 --> 0:07:16.640 evident that equality is a fading dream. That conversation is 0:07:16.720 --> 0:07:23.280 coming up next, folks. I'm very excited to be joined 0:07:23.360 --> 0:07:27.800 by Sandra Quince who is the CEO of Paradigm for Parody. 0:07:28.840 --> 0:07:32.560 Paradigm for Parody is an organization that is about building 0:07:33.400 --> 0:07:38.840 inclusion and expanding the role of women in corporate America. 0:07:39.280 --> 0:07:41.920 Sandra was selected as one of the fifty Black Women 0:07:41.920 --> 0:07:46.120 for Goldman Sex one million Black Women Impact Grant has 0:07:46.160 --> 0:07:51.560 worked on DI initiatives for most of your career. Sandra, 0:07:51.600 --> 0:07:55.480 I'm very excited to have you on woke F talk 0:07:55.520 --> 0:08:00.120 to me about Paradigm for Parody and your mission and 0:08:00.200 --> 0:08:03.960 why it was started. Yeah, so thank you, Danielle. It's 0:08:04.000 --> 0:08:05.800 such a pleasure to be here with you today. And 0:08:06.200 --> 0:08:10.000 certainly Paradigm for Parody. Our mission really is to see 0:08:10.040 --> 0:08:13.640 that women and men have equal power and status in 0:08:13.640 --> 0:08:18.880 corporate America, and we have developed a coalition of companies 0:08:19.120 --> 0:08:22.680 that are on this journey to achieve gender parity at 0:08:22.720 --> 0:08:26.640 every level of leadership in corporate America. Of course, this 0:08:26.720 --> 0:08:29.960 is with a lens on racial equity, because we understand 0:08:30.360 --> 0:08:33.880 that we need parody for all women of all races 0:08:33.920 --> 0:08:38.520 and all backgrounds, and so certainly that's our focus. So 0:08:38.559 --> 0:08:42.280 how we started, that's such a great opportunity to share 0:08:42.320 --> 0:08:47.840 an amazing story around There were women who had achieved 0:08:48.800 --> 0:08:54.599 CFO ROLESO roles and some CEO roles, right and this 0:08:54.880 --> 0:08:58.120 was six seven years ago, and they were on the 0:08:58.240 --> 0:09:01.480 backsides of their careers and Yelle, and when they looked back, 0:09:01.600 --> 0:09:04.360 they didn't see other women coming along with them. And 0:09:04.520 --> 0:09:08.800 more importantly, these women also had daughters, and they saw 0:09:09.000 --> 0:09:14.400 a place that they felt just wasn't necessarily equitable for women, 0:09:15.480 --> 0:09:20.480 and so they gathered together, brought along some subject matter experts, 0:09:20.600 --> 0:09:23.640 and that's the way that paradigm for parody was formed. 0:09:24.280 --> 0:09:27.640 And so we've been now here for six years and 0:09:27.960 --> 0:09:33.480 really trying to achieve gender parody in corporate America. You know, 0:09:33.640 --> 0:09:37.160 one of the things that I found really interesting when 0:09:37.440 --> 0:09:41.599 I was looking through your website were some of the 0:09:41.760 --> 0:09:46.000 stats that were lifted up, which were that I believe, 0:09:46.480 --> 0:09:49.760 and you tell me if I'm wrong, that only four 0:09:49.960 --> 0:09:56.240 percent of women in executive roles and I mean C 0:09:56.440 --> 0:10:00.440 suite roles in corporate America are black women and women 0:10:00.480 --> 0:10:05.079 of color. That's right, You're absolutely right, And so certainly 0:10:05.640 --> 0:10:08.520 that's why it's so critical for companies when they're thinking 0:10:08.559 --> 0:10:12.079 about gender parity that they sort of peel the onion 0:10:12.160 --> 0:10:14.920 back a bit and not look at just all women, 0:10:15.000 --> 0:10:19.120 but they also look at women of color and by segment. Right, 0:10:19.240 --> 0:10:21.640 So you want to look at black African American women, 0:10:21.679 --> 0:10:24.680 you want to look at Hispanic Latina, and you also 0:10:24.720 --> 0:10:27.560 want to look at Asian women. So you definitely want 0:10:27.600 --> 0:10:31.599 to ensure that you have a strategy in place that 0:10:31.800 --> 0:10:35.480 uplifts all women, you know. So let's talk about that 0:10:35.720 --> 0:10:38.040 because I think that you know, and and and really 0:10:38.120 --> 0:10:42.319 putting on your your your former hat of being in 0:10:42.559 --> 0:10:47.280 a diversity and inclusion in corporate America, which at one time, um, 0:10:47.760 --> 0:10:50.840 you know, was an unheard of role. And then all 0:10:50.880 --> 0:10:53.600 of a sudden, everybody went out, every corporation went out 0:10:53.720 --> 0:10:57.959 and found a d I specialists to come in and 0:10:58.400 --> 0:11:03.160 do an internal essment as to why the demographics of 0:11:03.280 --> 0:11:08.040 their corporations did not necessarily match the demographics of their consumers, 0:11:08.360 --> 0:11:12.600 match the demographics of the country, even if it was global, 0:11:12.720 --> 0:11:16.840 even if it's global. I'm specifically talking about about the US, 0:11:17.640 --> 0:11:21.839 and so, you know, as ADI specialists talk to us 0:11:22.440 --> 0:11:25.079 about the ways in which you have seen kind of 0:11:26.000 --> 0:11:31.480 the role expand and why it is something that is 0:11:31.520 --> 0:11:34.760 important and it isn't just like a rubber stamp that 0:11:34.880 --> 0:11:38.520 a corporation should put, you know, as as a position, 0:11:38.960 --> 0:11:42.040 but why it's something that needs to be thoroughly integrated 0:11:42.320 --> 0:11:48.160 into human resources and into the culture. Yeah. So, Danielle, 0:11:48.160 --> 0:11:52.120 when you think about diversity, equity and inclusion, and you're 0:11:52.120 --> 0:11:54.959 absolutely right. You know, a couple of years ago it 0:11:55.160 --> 0:11:59.479 was the hottest job in the market. Companies were scrambling, 0:11:59.640 --> 0:12:02.840 especially those that had not had a foundation around diversity, 0:12:02.880 --> 0:12:06.800 equity and inclusion. They found themselves in a place where, 0:12:06.920 --> 0:12:09.719 oh my gosh, we have got to do something about this, 0:12:10.000 --> 0:12:12.679 and they started. You're right, so it became a very 0:12:13.520 --> 0:12:17.680 popular role. There are four reasons why companies should engage 0:12:17.720 --> 0:12:20.040 in diversity, equity and inclusion. And this is besides the 0:12:20.120 --> 0:12:21.839 fact that it is just the right thing to do, 0:12:22.520 --> 0:12:24.920 and besides the fact that you said that you know, 0:12:25.040 --> 0:12:27.920 they need to mirror the clients and communities that they serve. 0:12:28.720 --> 0:12:31.760 But if companies do this and they do it right, 0:12:32.000 --> 0:12:35.560 that company is a thirty percent times more profitable than 0:12:35.640 --> 0:12:39.960 companies that don't engage a diversity, equity and inclusion strategy 0:12:40.440 --> 0:12:43.080 in their business strategy, and that data has been out 0:12:43.120 --> 0:12:46.400 there for twenty plus years. The other reason is you 0:12:46.480 --> 0:12:51.480 have more engaged employees, and so you have employees that 0:12:51.559 --> 0:12:54.199 you can retain, you have the best and brightest talent. 0:12:54.640 --> 0:12:59.120 You also have clients who are more satisfied because they 0:12:59.280 --> 0:13:02.559 see themselves reflected in the products and services and in 0:13:02.679 --> 0:13:05.520 the people that they're dealing with. And then, last, but 0:13:05.600 --> 0:13:09.000 not least, your company's more innovative, and so those are 0:13:09.120 --> 0:13:14.680 for very business like type reasons why your company should 0:13:14.720 --> 0:13:17.520 have it. Again, besides the fact that it is the 0:13:17.679 --> 0:13:20.679 right thing to do, but your company will be more 0:13:20.800 --> 0:13:26.160 profitable if you embed diversity, equity and inclusion across your 0:13:26.200 --> 0:13:29.080 business strategy. So I love what you said about HR, 0:13:29.440 --> 0:13:33.280 but companies have to go beyond HR and people processes right. 0:13:33.360 --> 0:13:35.439 They have to think about their marketing, they have to 0:13:35.520 --> 0:13:38.600 think about ESG. They have to think about the products 0:13:38.640 --> 0:13:42.160 and services that they're delivering. How does D and I 0:13:42.320 --> 0:13:47.240 show up in those areas. And again it's everyone's responsibility. 0:13:47.360 --> 0:13:50.360 So while yes, you hire someone to do and lead 0:13:50.440 --> 0:13:54.040 the role in strategy, it belongs to the CEO, his 0:13:54.240 --> 0:13:57.920 or her direct reports and everyone within the company should 0:13:57.960 --> 0:14:02.160 have responsibility around diversity with an inclusion. So you know, 0:14:02.679 --> 0:14:06.200 talk to me about some of the obstacles that you see, 0:14:06.240 --> 0:14:08.520 because I hear you when you say, you know, aside 0:14:08.559 --> 0:14:10.760 from the fact that it just is the right thing 0:14:10.840 --> 0:14:14.719 to do. Right as demographics in this country shift us, 0:14:14.920 --> 0:14:17.480 as we see more of a browning in this country, 0:14:17.559 --> 0:14:20.960 as we recognize what are the interests in terms of 0:14:21.160 --> 0:14:24.840 workplace and culture to Generation Z, the next generation that 0:14:25.000 --> 0:14:28.240 is coming up that that is now entering into the 0:14:28.320 --> 0:14:31.000 work into the workforce. So we know that when we 0:14:31.120 --> 0:14:34.240 have these kinds of massive generations, meaning massive in terms 0:14:34.280 --> 0:14:37.560 of population, that they also ran a type of culture shift. 0:14:38.120 --> 0:14:42.560 Um uh. That that that we we saw with millennials M, 0:14:42.640 --> 0:14:45.560 and we continue to see as as they age and 0:14:45.640 --> 0:14:48.440 then we see now what generation Z. And so what 0:14:48.600 --> 0:14:53.160 are some of the pushback I guess or the obstacles 0:14:53.240 --> 0:14:56.280 that you have seen or that you hear, Because when 0:14:56.320 --> 0:14:59.600 I hear, oh, you can make thirty percent more profit, 0:15:00.000 --> 0:15:03.240 I'm thinking to myself, why isn't everybody just running, you know, 0:15:03.440 --> 0:15:06.600 out right? Because money, we know, is what makes the 0:15:06.680 --> 0:15:10.760 world go around. Capitalism drives everything in this country. So 0:15:11.480 --> 0:15:16.320 what is the obstacle to that very logical, you know thing, 0:15:16.440 --> 0:15:20.880 which is your bottom line? Yeah, so you know how 0:15:21.000 --> 0:15:26.800 much time we got, Danielle, you know that we that 0:15:27.040 --> 0:15:29.680 is that is the question of the day, is what 0:15:29.880 --> 0:15:32.480 are the challenges? Why aren't people doing it? So let 0:15:32.560 --> 0:15:35.040 me start here. Let me start with the basis of 0:15:35.480 --> 0:15:38.880 how we make decisions as humans, and that is unconscious bias. 0:15:40.600 --> 0:15:43.000 So that's one part of it. It's it's what we're 0:15:43.080 --> 0:15:46.360 exposed to, what we believe how we think about other 0:15:46.440 --> 0:15:49.720 people and other cultures and how we see people. And 0:15:50.120 --> 0:15:52.320 so that's one part of it, and we could spend 0:15:52.360 --> 0:15:55.680 a whole I'm sure show talking about unconscious bias, but 0:15:55.800 --> 0:15:58.480 companies have to think about ways that they mitigate and 0:15:58.640 --> 0:16:01.520 eliminate those bias. And that's one of the things that 0:16:01.680 --> 0:16:03.840 we talk about in our five point action plan at 0:16:03.880 --> 0:16:08.720 Paradigm for Parity in helping our companies eliminate bias in 0:16:08.800 --> 0:16:11.160 the moments that matter. And so you have to think about, 0:16:11.240 --> 0:16:15.400 from the moment that I'm attracting talent to my organization, 0:16:15.760 --> 0:16:19.200 am I mitigating bias in those processes all the way 0:16:19.280 --> 0:16:22.720 through retention. That's one area that companies have to pay 0:16:22.800 --> 0:16:25.120 for and that has become a barrier and a challenge. 0:16:25.720 --> 0:16:29.280 Another thing is not focusing on the magic middle. And 0:16:29.400 --> 0:16:32.080 when I say the magic middle, you've heard probably them 0:16:32.160 --> 0:16:34.960 described as the frozen middle, the magic middle. But these 0:16:35.120 --> 0:16:40.040 are your managers and leaders who are opaying your people. 0:16:40.160 --> 0:16:45.480 So whoever has direct reports for an organization, there needs 0:16:45.520 --> 0:16:49.760 to be a massive investment in helping those individuals understand 0:16:50.040 --> 0:16:54.600 how to be inclusive leaders, helping those individuals understand how 0:16:54.760 --> 0:16:59.480 to be culture carriers for diversity, equity and inclusion in 0:16:59.600 --> 0:17:03.480 their goals and really giving them the right tools and 0:17:03.640 --> 0:17:08.359 resources to ensure that they are the right type of leader. 0:17:08.800 --> 0:17:12.440 And for so long in organizations, we've promoted the person 0:17:12.560 --> 0:17:15.800 that has sold the most widgets, but this person is 0:17:15.920 --> 0:17:20.880 leaving dead bodies behind because they are not good leaders. 0:17:20.960 --> 0:17:24.320 And so we have to start to marry performance around 0:17:24.440 --> 0:17:26.480 selling those widgets. Which is great and I think you 0:17:26.560 --> 0:17:30.240 should be promoted, but also what are your core leadership 0:17:30.280 --> 0:17:34.120 skills and capabilities and how can those companies come alongside 0:17:34.160 --> 0:17:37.320 and support So that's an area where companies I feel 0:17:37.440 --> 0:17:39.560 is a challenge and where we need to focus on 0:17:39.760 --> 0:17:42.680 as well. The other thing is you've got to inspect 0:17:42.760 --> 0:17:45.800 what you expect and you have to put parameters around 0:17:46.600 --> 0:17:50.840 goals and set goals. But also how are you holding 0:17:51.000 --> 0:17:55.520 your leaders accountable from the CEO to his or her 0:17:55.600 --> 0:17:59.879 direct reports, how are they being held accountable for ensure 0:18:00.600 --> 0:18:04.640 that we are meeting the targets or goals that we've 0:18:04.720 --> 0:18:08.679 set for ourselves around diversity, equity and inclusion. No one 0:18:08.800 --> 0:18:11.760 shows up at work without a business goal or strategy, 0:18:12.440 --> 0:18:14.920 so why would we throw D and I out there 0:18:15.200 --> 0:18:18.920 without a goal and a strategy. Oh to see that 0:18:19.080 --> 0:18:22.480 is a very interesting point. What are some of the 0:18:22.720 --> 0:18:25.680 things you know? And this is something that is talked 0:18:25.680 --> 0:18:28.280 about in political circles often. I mean, we have been 0:18:28.680 --> 0:18:32.160 trying to push for you know, equal pay for women 0:18:32.200 --> 0:18:35.280 in this country since women enter the workforce, right, Like, 0:18:35.480 --> 0:18:38.320 this has been a thing that we have not seen 0:18:39.520 --> 0:18:42.920 that we are asking for more transparency right when it 0:18:43.040 --> 0:18:47.440 comes to what employers are are seeking or providing in 0:18:47.640 --> 0:18:51.000 terms of salaries, right and what that range looks like. 0:18:51.119 --> 0:18:53.959 And I think that more companies are are becoming more 0:18:54.040 --> 0:18:59.200 transparent in that way. But what do what do you hear? Right? 0:18:59.440 --> 0:19:02.639 Is it just the same refrain of what it is 0:19:02.760 --> 0:19:06.440 that women and then particularly black women and women of 0:19:06.600 --> 0:19:11.480 color need in the workforce to be successful, to be 0:19:11.600 --> 0:19:16.359 able to navigate themselves from the frozen middle into the 0:19:16.520 --> 0:19:22.520 c suite. Yeah, so when you think about women, and 0:19:22.680 --> 0:19:26.479 of course women are not a monolith, but women are 0:19:26.680 --> 0:19:30.800 very different in their needs, especially whether I'm a woman 0:19:30.880 --> 0:19:33.119 and i'm you know, I have a family and I'm 0:19:33.200 --> 0:19:36.360 raising kids and blah blah blah. Right, so we all 0:19:36.560 --> 0:19:39.760 have the various needs. But based on what I've seen 0:19:39.840 --> 0:19:43.440 and what our companies are telling us is a couple 0:19:43.520 --> 0:19:50.520 of things. Number One, women need sponsorship in order to 0:19:50.640 --> 0:19:53.320 make it up and through to the c suite. Women 0:19:53.440 --> 0:19:55.800 need to be sponsored. And so what do I mean 0:19:55.880 --> 0:19:58.240 by that. I'm not talking about a mentor. I'm talking 0:19:58.280 --> 0:20:03.119 about someone who a personally and professionally invested in my 0:20:04.800 --> 0:20:08.040 movement up in that company, who has a seat at 0:20:08.080 --> 0:20:11.600 the table, who is a clear influencer, and who has 0:20:11.680 --> 0:20:14.720 the ability to open doors for me and my career, 0:20:15.600 --> 0:20:18.119 and so who will run air cover from me and 0:20:18.160 --> 0:20:21.040 who will say, Sandra is the person who I feel 0:20:21.160 --> 0:20:23.800 can do this job, and I will stake my personal 0:20:23.840 --> 0:20:27.959 and professional capital on her success. And so women need 0:20:28.080 --> 0:20:30.359 to be sponsored. Now there's a flip side to that. 0:20:30.520 --> 0:20:32.480 I have to be sponsor ready, I have to be 0:20:32.920 --> 0:20:36.240 a great protege. But again that's one of the things 0:20:36.320 --> 0:20:39.440 that women need. Another opportunity that we see out there 0:20:39.480 --> 0:20:44.159 with companies is that women sometimes don't know what's available 0:20:44.200 --> 0:20:50.240 to them. And so having a clear understanding of what's 0:20:50.280 --> 0:20:53.240 available to me and then what do I need to 0:20:53.480 --> 0:20:57.640 do to achieve that are things that women need as well. 0:20:57.920 --> 0:21:01.359 And then the third thing I think is women need 0:21:01.480 --> 0:21:06.800 the opportunity to be encouraged to take on more roles 0:21:07.200 --> 0:21:10.760 that are not just support function roles, so not just 0:21:11.200 --> 0:21:15.720 HR roles, not just administrative officer type roles, but women 0:21:15.800 --> 0:21:20.840 need to be leading business and operational roles within their companies. 0:21:21.480 --> 0:21:24.200 And so these are the things that are going to 0:21:24.320 --> 0:21:28.960 help promote not only women moving up in the workforce 0:21:29.000 --> 0:21:33.159 in workplace, but when you think about pay parity, that 0:21:33.320 --> 0:21:36.120 will also help with that. As women gain more access 0:21:36.240 --> 0:21:39.720 to more C suite roles and roles that are leading businesses, 0:21:40.320 --> 0:21:42.920 then we will see some adjustment in that pay piece 0:21:43.040 --> 0:21:47.800 as well. You know, I want to talk about the 0:21:47.840 --> 0:21:50.200 sponsorship piece because I do think that that is something 0:21:50.280 --> 0:21:54.720 that is incredibly important, and I think that people mistake 0:21:54.840 --> 0:21:58.960 the two mentoring and sponsorship as being one and the same, 0:21:59.520 --> 0:22:02.240 because I think that you tell me if I'm wrong. 0:22:02.920 --> 0:22:06.560 Then in order to be sponsorship ready, it's not just 0:22:06.800 --> 0:22:11.639 about the readiness on your resume or in your presentation, 0:22:11.800 --> 0:22:14.720 but it's also about being in the right place right 0:22:14.880 --> 0:22:19.760 And so a lot of moving up in business in 0:22:19.920 --> 0:22:23.800 corporations in corporate America is about who you know and 0:22:23.960 --> 0:22:27.200 then being a part of your network, liking the same things, 0:22:27.280 --> 0:22:31.240 having the same hobbies and interests. Now, I'm not saying 0:22:31.520 --> 0:22:35.240 that black women and white men don't necessarily have some 0:22:36.359 --> 0:22:40.760 crossover interests, but I would assume that these gaps are 0:22:40.880 --> 0:22:45.000 a bit wider. So what does it look like in 0:22:45.280 --> 0:22:51.720 terms of a cultural fit to get sponsorship? Ready? What 0:22:51.880 --> 0:22:55.760 does it mean to place yourself in the right place, 0:22:55.840 --> 0:22:58.840 at the right time, and in the right circles so 0:22:59.119 --> 0:23:03.520 that you were thought about in that way? Yeah, so 0:23:03.720 --> 0:23:05.880 you are right on track with the way that you're 0:23:05.920 --> 0:23:10.880 thinking about this, and it's it's a few things around. 0:23:11.440 --> 0:23:14.920 Number one, do I know what I want? Because the 0:23:15.080 --> 0:23:18.040 question becomes when someone sits down with you, Danielle, and 0:23:18.119 --> 0:23:23.040 they say, Danielle, what if you could design this, what 0:23:23.280 --> 0:23:25.480 is it that you want? And if Danielle comes back 0:23:25.520 --> 0:23:27.640 and says, I want to be promoted and I want 0:23:27.640 --> 0:23:30.800 to make more money, well, we have to get a 0:23:30.920 --> 0:23:34.520 little bit past that and be able to stay exactly 0:23:34.600 --> 0:23:36.680 what it is that we want. We want a role 0:23:36.800 --> 0:23:40.320 that would allow us to have exposure in this particular area. 0:23:41.000 --> 0:23:43.000 I know that these are some areas where I need 0:23:43.080 --> 0:23:45.439 some additional experience. So I want a role that's going 0:23:45.480 --> 0:23:47.720 to be able to provide me with X, Y, and Z. 0:23:48.240 --> 0:23:51.280 I want the ability to lead a team and do X, 0:23:51.480 --> 0:23:54.280 y or Z right. So we have to understand what 0:23:54.480 --> 0:23:57.440 we want and that's part of being sponsor ready. The 0:23:57.600 --> 0:24:01.880 other thing, as a as a rate protege, you said 0:24:01.960 --> 0:24:04.520 you talked about the networking piece being in the right 0:24:04.560 --> 0:24:06.680 place at the right time. You have to be able 0:24:06.760 --> 0:24:12.359 to not only who you know, but who knows you 0:24:12.960 --> 0:24:17.040 and who knows your skills and capabilities, and so putting 0:24:17.119 --> 0:24:20.720 yourself out there and expanding your network and ensuring that 0:24:20.960 --> 0:24:26.119 you have a networking strategy. It is not just networking 0:24:26.160 --> 0:24:28.040 for networking sake. Oh, I'm just gonna get to know 0:24:28.440 --> 0:24:31.560 put myself on a bunch of people's calendars, But who 0:24:31.680 --> 0:24:35.320 should I get to know? Who's influential in my organization? 0:24:35.800 --> 0:24:38.000 And you can work with your manager and your leader 0:24:38.040 --> 0:24:41.159 to help you define who those individuals are based on 0:24:41.840 --> 0:24:44.520 what it is you want, Where do you see yourself 0:24:45.119 --> 0:24:48.280 and what's available to you in your current organization, and 0:24:48.400 --> 0:24:53.160 so by merging those things and understanding and being able 0:24:53.200 --> 0:24:56.040 to articulate that I think is critical. The other thing 0:24:56.160 --> 0:24:58.120 you have to be able to do is articulate your 0:24:58.200 --> 0:25:01.440 value and your worth, yes, and be able to showcase 0:25:02.119 --> 0:25:06.200 what you've done and how you've led and not just 0:25:06.480 --> 0:25:10.600 what you've done in the office or virtually depending on 0:25:10.760 --> 0:25:14.040 how you work, but also have you been a part 0:25:14.200 --> 0:25:17.879 of a ERG or an employee resource group? Do you 0:25:18.080 --> 0:25:21.639 help lead the company culture and strategy around D and 0:25:21.760 --> 0:25:24.399 I even in your current role without the title of 0:25:24.560 --> 0:25:26.680 D and I behind it. So what are some of 0:25:26.760 --> 0:25:29.840 the other things that you're doing that really helps to 0:25:31.320 --> 0:25:36.400 support sort of your your overarching experience that you've had 0:25:37.000 --> 0:25:39.879 beyond just your day job, right, and so we have 0:25:40.040 --> 0:25:43.199 to get better at that as well. I love all 0:25:43.240 --> 0:25:45.760 of those examples because I think that they're really important 0:25:45.800 --> 0:25:48.280 because what you're laying out here right is exactly what 0:25:48.440 --> 0:25:50.960 you said you need to have a strategy. It isn't 0:25:51.040 --> 0:25:53.200 just about you know, saying hey, let me get this 0:25:53.600 --> 0:25:56.320 coffee meeting or virtual meeting or so you know with 0:25:56.520 --> 0:25:59.840 so and so, it's what is what is your overarching plan? 0:26:00.320 --> 0:26:02.120 What is your goal? And what do you want? Because 0:26:02.119 --> 0:26:04.919 I often think, you know, when I speak to women 0:26:05.359 --> 0:26:10.160 um uh and particularly women of color uh, there there 0:26:10.359 --> 0:26:13.520 is this feeling, right, this sense that I need to 0:26:13.680 --> 0:26:18.639 check every single box before I'm able to talk to 0:26:19.000 --> 0:26:22.480 the CEO, before I'm able to ask for the raise 0:26:22.600 --> 0:26:26.119 before I even apply for this particular job that if 0:26:26.160 --> 0:26:30.000 I have, if I don't meet you know, sixteen of 0:26:31.160 --> 0:26:34.560 the you know, of the twenty bullet points that that 0:26:34.760 --> 0:26:37.800 is listed, then that's not for me. And so I 0:26:37.920 --> 0:26:40.639 think that there's two what you're outlining, there's a bit 0:26:40.720 --> 0:26:45.320 of imposter syndrome still that needs to be overcome in 0:26:45.560 --> 0:26:49.760