Speaker 1: Good morning, peeps, and welcome to okay f Daily with
Speaker 1: Meet your Girl Danielle Moody, recording from the Home Bunker. Folks,
Speaker 1: two of my friends were on cable news on the
Speaker 1: same panel on the Medi Hassan Show on MSNBC this weekend,
Speaker 1: and both Ellie Mistol and my co host of Democracy
Speaker 1: ish wajahat Ali laid out very plainly the problem with
Speaker 1: where we are in our democracy, the problem with where
Speaker 1: we are with Donald Trump and Ronda Santis both vying
Speaker 1: for the GOP role as destroyer in chief of our democracy.
Speaker 1: Which is this The media never took accountability or responsibility
Speaker 1: for the fact that Donald Trump wouldn't have become what
Speaker 1: he is without their help. Now, folks will say, well,
Speaker 1: you know we need to cover Donald Trump. He of
Speaker 1: course his news. Yes you do, but it's the how
Speaker 1: you decide to cover Donald Trump. What the media did
Speaker 1: and continues to do is to normalize his very abnormal
Speaker 1: and disgusting behavior and make it a part of our politics.
Speaker 1: The reason why you've had the Kerry Legs and the
Speaker 1: doctor Ozes and all of these different folks become household
Speaker 1: names with their lies, with their discrimination, with their overt
Speaker 1: racism is because the mainstream media allow Donald Trump to
Speaker 1: become normalized and its tactics and oh he uses nicknames, No,
Speaker 1: they are racial slurs when he's talking about people, right like, oh,
Speaker 1: you know, Donald Trump will probably come up with a nickname.
Speaker 1: A nickname is something that you actually like, right, A
Speaker 1: racial slur as something else. And so there was a
Speaker 1: way and continues to be a way that you're able
Speaker 1: to cover these people and cover what it is that
Speaker 1: they are doing. And contrast it to the agreed to
Speaker 1: contract that we have in America, which is to uphold democracy,
Speaker 1: which is to uphold every citizens ability to pursue their
Speaker 1: level of happiness, which is to uphold people's rights to assemble,
Speaker 1: to uphold the freedom of speech so long as right
Speaker 1: it doesn't go to harm other people. So what I
Speaker 1: find right now as we are witnessing this duel that
Speaker 1: the Republican Party is playing out with both Rhnda Santis
Speaker 1: and Donald Trump, is that they are creating these figures
Speaker 1: as if they are normal, as if they are regular Republicans.
Speaker 1: Go After being chosen as the Democratic frontrunner for the
Speaker 1: twenty twenty four election, Rhonda Santis is a Christo fascist.
Speaker 1: Rhonda Santis is turning the state of Florida into a fascist,
Speaker 1: white supremist haven. Everything that he's doing, from the Don't
Speaker 1: Say Gay Bill to the white Comfort Bill, to the
Speaker 1: attacks on Disney, to the banning of books, to the
Speaker 1: criminalizing of librarians, to the criminalizing of parents of transgender children,
Speaker 1: to criminalizing doctors, to lessening abortion to six weeks, to
Speaker 1: dismantling black sororities and fraternities on college campuses, to restricting curriculum.
Speaker 1: I can go on, flies in the face of what
Speaker 1: freedom and democracy actually are and stand for. But that's
Speaker 1: not how the media is playing it out. It's oh,
Speaker 1: he is lighter than Trump. Oh he is better than Trump.
Speaker 1: No he is not. He's actually crueler, more dangerous than
Speaker 1: Donald Trump is. And why can a rond de Santis
Speaker 1: do what he's doing in Florida unabated Because the media
Speaker 1: made Donald Trump seem fucking normal, right, Seem like the
Speaker 1: actions that he has taken, the words that he's using,
Speaker 1: the policies that he's put out are totally normal in
Speaker 1: a functioning democracy. When they are not. You can cover
Speaker 1: Donald Trump without creating the climate of normalcy around him,
Speaker 1: his campaign and any of the people around him by
Speaker 1: turning right the doors at these cable news network into
Speaker 1: a revolving door from the Trump administration, right straight onto camera,
Speaker 1: knowing good, god damn well that those people spent four
Speaker 1: fucking years lying to the American people and still are
Speaker 1: doing it. So I find it incredibly frustrating that we
Speaker 1: are here because the media refuses to learn any lessons
Speaker 1: because there's no accountability, there's no responsibility, and so we'll
Speaker 1: just those of us with open eyes will continue to
Speaker 1: watch the destruction of our democracy, not just at the
Speaker 1: hands of the Republican Party, but also at the hands
Speaker 1: of their accomplices in mainstream media. The other piece that
Speaker 1: is really troubling to me, which I will talk about
Speaker 1: with my next guests today, is all of the advancements
Speaker 1: that women have made in this country over the last
Speaker 1: several decades. The Republican Party is working over time to erace.
Speaker 1: We were at a place where we were getting into
Speaker 1: conversations about pay equity, about childcare, about things that the
Speaker 1: pandemic elevated, and things that were exasperated as to the
Speaker 1: responsibilities that women largely take on not only in their
Speaker 1: household but at work. And we were starting to have
Speaker 1: a very real conversation about that. And now we have
Speaker 1: the far right trying to turn americap into some puritanical,
Speaker 1: you know, woman hating, misogynist society where women have no
Speaker 1: voice and they're going to be once again chained to
Speaker 1: their kitchen tables with you several kids hanging off of
Speaker 1: their bodies because they don't have the ability right to
Speaker 1: choose their own path in life. And so coming up next,
Speaker 1: I'm going to be having a conversation with Sandra Quinns
Speaker 1: from the Paradigm for Parody organization. What we will talk
Speaker 1: about the work that Paradigm for Parody is doing to
Speaker 1: try and create more equity in corporate America and how
Speaker 1: you do that at a time when it is very
Speaker 1: evident that equality is a fading dream. That conversation is
Speaker 1: coming up next, folks. I'm very excited to be joined
Speaker 1: by Sandra Quince who is the CEO of Paradigm for Parody.
Speaker 1: Paradigm for Parody is an organization that is about building
Speaker 1: inclusion and expanding the role of women in corporate America.
Speaker 1: Sandra was selected as one of the fifty Black Women
Speaker 1: for Goldman Sex one million Black Women Impact Grant has
Speaker 1: worked on DI initiatives for most of your career. Sandra,
Speaker 1: I'm very excited to have you on woke F talk
Speaker 1: to me about Paradigm for Parody and your mission and
Speaker 1: why it was started. Yeah, so thank you, Danielle. It's
Speaker 1: such a pleasure to be here with you today. And
Speaker 1: certainly Paradigm for Parody. Our mission really is to see
Speaker 1: that women and men have equal power and status in
Speaker 1: corporate America, and we have developed a coalition of companies
Speaker 1: that are on this journey to achieve gender parity at
Speaker 1: every level of leadership in corporate America. Of course, this
Speaker 1: is with a lens on racial equity, because we understand
Speaker 1: that we need parody for all women of all races
Speaker 1: and all backgrounds, and so certainly that's our focus. So
Speaker 1: how we started, that's such a great opportunity to share
Speaker 1: an amazing story around There were women who had achieved
Speaker 1: CFO ROLESO roles and some CEO roles, right and this
Speaker 1: was six seven years ago, and they were on the
Speaker 1: backsides of their careers and Yelle, and when they looked back,
Speaker 1: they didn't see other women coming along with them. And
Speaker 1: more importantly, these women also had daughters, and they saw
Speaker 1: a place that they felt just wasn't necessarily equitable for women,
Speaker 1: and so they gathered together, brought along some subject matter experts,
Speaker 1: and that's the way that paradigm for parody was formed.
Speaker 1: And so we've been now here for six years and
Speaker 1: really trying to achieve gender parody in corporate America. You know,
Speaker 1: one of the things that I found really interesting when
Speaker 1: I was looking through your website were some of the
Speaker 1: stats that were lifted up, which were that I believe,
Speaker 1: and you tell me if I'm wrong, that only four
Speaker 1: percent of women in executive roles and I mean C
Speaker 1: suite roles in corporate America are black women and women
Speaker 1: of color. That's right, You're absolutely right, And so certainly
Speaker 1: that's why it's so critical for companies when they're thinking
Speaker 1: about gender parity that they sort of peel the onion
Speaker 1: back a bit and not look at just all women,
Speaker 1: but they also look at women of color and by segment. Right,
Speaker 1: So you want to look at black African American women,
Speaker 1: you want to look at Hispanic Latina, and you also
Speaker 1: want to look at Asian women. So you definitely want
Speaker 1: to ensure that you have a strategy in place that
Speaker 1: uplifts all women, you know. So let's talk about that
Speaker 1: because I think that you know, and and and really
Speaker 1: putting on your your your former hat of being in
Speaker 1: a diversity and inclusion in corporate America, which at one time, um,
Speaker 1: you know, was an unheard of role. And then all
Speaker 1: of a sudden, everybody went out, every corporation went out
Speaker 1: and found a d I specialists to come in and
Speaker 1: do an internal essment as to why the demographics of
Speaker 1: their corporations did not necessarily match the demographics of their consumers,
Speaker 1: match the demographics of the country, even if it was global,
Speaker 1: even if it's global. I'm specifically talking about about the US,
Speaker 1: and so, you know, as ADI specialists talk to us
Speaker 1: about the ways in which you have seen kind of
Speaker 1: the role expand and why it is something that is
Speaker 1: important and it isn't just like a rubber stamp that
Speaker 1: a corporation should put, you know, as as a position,
Speaker 1: but why it's something that needs to be thoroughly integrated
Speaker 1: into human resources and into the culture. Yeah. So, Danielle,
Speaker 1: when you think about diversity, equity and inclusion, and you're
Speaker 1: absolutely right. You know, a couple of years ago it
Speaker 1: was the hottest job in the market. Companies were scrambling,
Speaker 1: especially those that had not had a foundation around diversity,
Speaker 1: equity and inclusion. They found themselves in a place where,
Speaker 1: oh my gosh, we have got to do something about this,
Speaker 1: and they started. You're right, so it became a very
Speaker 1: popular role. There are four reasons why companies should engage
Speaker 1: in diversity, equity and inclusion. And this is besides the
Speaker 1: fact that it is just the right thing to do,
Speaker 1: and besides the fact that you said that you know,
Speaker 1: they need to mirror the clients and communities that they serve.
Speaker 1: But if companies do this and they do it right,
Speaker 1: that company is a thirty percent times more profitable than
Speaker 1: companies that don't engage a diversity, equity and inclusion strategy
Speaker 1: in their business strategy, and that data has been out
Speaker 1: there for twenty plus years. The other reason is you
Speaker 1: have more engaged employees, and so you have employees that
Speaker 1: you can retain, you have the best and brightest talent.
Speaker 1: You also have clients who are more satisfied because they
Speaker 1: see themselves reflected in the products and services and in
Speaker 1: the people that they're dealing with. And then, last, but
Speaker 1: not least, your company's more innovative, and so those are
Speaker 1: for very business like type reasons why your company should
Speaker 1: have it. Again, besides the fact that it is the
Speaker 1: right thing to do, but your company will be more
Speaker 1: profitable if you embed diversity, equity and inclusion across your
Speaker 1: business strategy. So I love what you said about HR,
Speaker 1: but companies have to go beyond HR and people processes right.
Speaker 1: They have to think about their marketing, they have to
Speaker 1: think about ESG. They have to think about the products
Speaker 1: and services that they're delivering. How does D and I
Speaker 1: show up in those areas. And again it's everyone's responsibility.
Speaker 1: So while yes, you hire someone to do and lead
Speaker 1: the role in strategy, it belongs to the CEO, his
Speaker 1: or her direct reports and everyone within the company should
Speaker 1: have responsibility around diversity with an inclusion. So you know,
Speaker 1: talk to me about some of the obstacles that you see,
Speaker 1: because I hear you when you say, you know, aside
Speaker 1: from the fact that it just is the right thing
Speaker 1: to do. Right as demographics in this country shift us,
Speaker 1: as we see more of a browning in this country,
Speaker 1: as we recognize what are the interests in terms of
Speaker 1: workplace and culture to Generation Z, the next generation that
Speaker 1: is coming up that that is now entering into the
Speaker 1: work into the workforce. So we know that when we
Speaker 1: have these kinds of massive generations, meaning massive in terms
Speaker 1: of population, that they also ran a type of culture shift.
Speaker 1: Um uh. That that that we we saw with millennials M,
Speaker 1: and we continue to see as as they age and
Speaker 1: then we see now what generation Z. And so what
Speaker 1: are some of the pushback I guess or the obstacles
Speaker 1: that you have seen or that you hear, Because when
Speaker 1: I hear, oh, you can make thirty percent more profit,
Speaker 1: I'm thinking to myself, why isn't everybody just running, you know,
Speaker 1: out right? Because money, we know, is what makes the
Speaker 1: world go around. Capitalism drives everything in this country. So
Speaker 1: what is the obstacle to that very logical, you know thing,
Speaker 1: which is your bottom line? Yeah, so you know how
Speaker 1: much time we got, Danielle, you know that we that
Speaker 1: is that is the question of the day, is what
Speaker 1: are the challenges? Why aren't people doing it? So let
Speaker 1: me start here. Let me start with the basis of
Speaker 1: how we make decisions as humans, and that is unconscious bias.
Speaker 1: So that's one part of it. It's it's what we're
Speaker 1: exposed to, what we believe how we think about other
Speaker 1: people and other cultures and how we see people. And
Speaker 1: so that's one part of it, and we could spend
Speaker 1: a whole I'm sure show talking about unconscious bias, but
Speaker 1: companies have to think about ways that they mitigate and
Speaker 1: eliminate those bias. And that's one of the things that
Speaker 1: we talk about in our five point action plan at
Speaker 1: Paradigm for Parity in helping our companies eliminate bias in
Speaker 1: the moments that matter. And so you have to think about,
Speaker 1: from the moment that I'm attracting talent to my organization,
Speaker 1: am I mitigating bias in those processes all the way
Speaker 1: through retention. That's one area that companies have to pay
Speaker 1: for and that has become a barrier and a challenge.
Speaker 1: Another thing is not focusing on the magic middle. And
Speaker 1: when I say the magic middle, you've heard probably them
Speaker 1: described as the frozen middle, the magic middle. But these
Speaker 1: are your managers and leaders who are opaying your people.
Speaker 1: So whoever has direct reports for an organization, there needs
Speaker 1: to be a massive investment in helping those individuals understand
Speaker 1: how to be inclusive leaders, helping those individuals understand how
Speaker 1: to be culture carriers for diversity, equity and inclusion in
Speaker 1: their goals and really giving them the right tools and
Speaker 1: resources to ensure that they are the right type of leader.
Speaker 1: And for so long in organizations, we've promoted the person
Speaker 1: that has sold the most widgets, but this person is
Speaker 1: leaving dead bodies behind because they are not good leaders.
Speaker 1: And so we have to start to marry performance around
Speaker 1: selling those widgets. Which is great and I think you
Speaker 1: should be promoted, but also what are your core leadership
Speaker 1: skills and capabilities and how can those companies come alongside
Speaker 1: and support So that's an area where companies I feel
Speaker 1: is a challenge and where we need to focus on
Speaker 1: as well. The other thing is you've got to inspect
Speaker 1: what you expect and you have to put parameters around
Speaker 1: goals and set goals. But also how are you holding
Speaker 1: your leaders accountable from the CEO to his or her
Speaker 1: direct reports, how are they being held accountable for ensure
Speaker 1: that we are meeting the targets or goals that we've
Speaker 1: set for ourselves around diversity, equity and inclusion. No one
Speaker 1: shows up at work without a business goal or strategy,
Speaker 1: so why would we throw D and I out there
Speaker 1: without a goal and a strategy. Oh to see that
Speaker 1: is a very interesting point. What are some of the
Speaker 1: things you know? And this is something that is talked
Speaker 1: about in political circles often. I mean, we have been
Speaker 1: trying to push for you know, equal pay for women
Speaker 1: in this country since women enter the workforce, right, Like,
Speaker 1: this has been a thing that we have not seen
Speaker 1: that we are asking for more transparency right when it
Speaker 1: comes to what employers are are seeking or providing in
Speaker 1: terms of salaries, right and what that range looks like.
Speaker 1: And I think that more companies are are becoming more
Speaker 1: transparent in that way. But what do what do you hear? Right?
Speaker 1: Is it just the same refrain of what it is
Speaker 1: that women and then particularly black women and women of
Speaker 1: color need in the workforce to be successful, to be
Speaker 1: able to navigate themselves from the frozen middle into the
Speaker 1: c suite. Yeah, so when you think about women, and
Speaker 1: of course women are not a monolith, but women are
Speaker 1: very different in their needs, especially whether I'm a woman
Speaker 1: and i'm you know, I have a family and I'm
Speaker 1: raising kids and blah blah blah. Right, so we all
Speaker 1: have the various needs. But based on what I've seen
Speaker 1: and what our companies are telling us is a couple
Speaker 1: of things. Number One, women need sponsorship in order to
Speaker 1: make it up and through to the c suite. Women
Speaker 1: need to be sponsored. And so what do I mean
Speaker 1: by that. I'm not talking about a mentor. I'm talking
Speaker 1: about someone who a personally and professionally invested in my
Speaker 1: movement up in that company, who has a seat at
Speaker 1: the table, who is a clear influencer, and who has
Speaker 1: the ability to open doors for me and my career,
Speaker 1: and so who will run air cover from me and
Speaker 1: who will say, Sandra is the person who I feel
Speaker 1: can do this job, and I will stake my personal
Speaker 1: and professional capital on her success. And so women need
Speaker 1: to be sponsored. Now there's a flip side to that.
Speaker 1: I have to be sponsor ready, I have to be
Speaker 1: a great protege. But again that's one of the things
Speaker 1: that women need. Another opportunity that we see out there
Speaker 1: with companies is that women sometimes don't know what's available
Speaker 1: to them. And so having a clear understanding of what's
Speaker 1: available to me and then what do I need to
Speaker 1: do to achieve that are things that women need as well.
Speaker 1: And then the third thing I think is women need
Speaker 1: the opportunity to be encouraged to take on more roles
Speaker 1: that are not just support function roles, so not just
Speaker 1: HR roles, not just administrative officer type roles, but women
Speaker 1: need to be leading business and operational roles within their companies.
Speaker 1: And so these are the things that are going to
Speaker 1: help promote not only women moving up in the workforce
Speaker 1: in workplace, but when you think about pay parity, that
Speaker 1: will also help with that. As women gain more access
Speaker 1: to more C suite roles and roles that are leading businesses,
Speaker 1: then we will see some adjustment in that pay piece
Speaker 1: as well. You know, I want to talk about the
Speaker 1: sponsorship piece because I do think that that is something
Speaker 1: that is incredibly important, and I think that people mistake
Speaker 1: the two mentoring and sponsorship as being one and the same,
Speaker 1: because I think that you tell me if I'm wrong.
Speaker 1: Then in order to be sponsorship ready, it's not just
Speaker 1: about the readiness on your resume or in your presentation,
Speaker 1: but it's also about being in the right place right
Speaker 1: And so a lot of moving up in business in
Speaker 1: corporations in corporate America is about who you know and
Speaker 1: then being a part of your network, liking the same things,
Speaker 1: having the same hobbies and interests. Now, I'm not saying
Speaker 1: that black women and white men don't necessarily have some
Speaker 1: crossover interests, but I would assume that these gaps are
Speaker 1: a bit wider. So what does it look like in
Speaker 1: terms of a cultural fit to get sponsorship? Ready? What
Speaker 1: does it mean to place yourself in the right place,
Speaker 1: at the right time, and in the right circles so
Speaker 1: that you were thought about in that way? Yeah, so
Speaker 1: you are right on track with the way that you're
Speaker 1: thinking about this, and it's it's a few things around.
Speaker 1: Number one, do I know what I want? Because the
Speaker 1: question becomes when someone sits down with you, Danielle, and
Speaker 1: they say, Danielle, what if you could design this, what
Speaker 1: is it that you want? And if Danielle comes back
Speaker 1: and says, I want to be promoted and I want
Speaker 1: to make more money, well, we have to get a
Speaker 1: little bit past that and be able to stay exactly
Speaker 1: what it is that we want. We want a role
Speaker 1: that would allow us to have exposure in this particular area.
Speaker 1: I know that these are some areas where I need
Speaker 1: some additional experience. So I want a role that's going
Speaker 1: to be able to provide me with X, Y, and Z.
Speaker 1: I want the ability to lead a team and do X,
Speaker 1: y or Z right. So we have to understand what
Speaker 1: we want and that's part of being sponsor ready. The
Speaker 1: other thing, as a as a rate protege, you said
Speaker 1: you talked about the networking piece being in the right
Speaker 1: place at the right time. You have to be able
Speaker 1: to not only who you know, but who knows you
Speaker 1: and who knows your skills and capabilities, and so putting
Speaker 1: yourself out there and expanding your network and ensuring that
Speaker 1: you have a networking strategy. It is not just networking
Speaker 1: for networking sake. Oh, I'm just gonna get to know
Speaker 1: put myself on a bunch of people's calendars, But who
Speaker 1: should I get to know? Who's influential in my organization?
Speaker 1: And you can work with your manager and your leader
Speaker 1: to help you define who those individuals are based on
Speaker 1: what it is you want, Where do you see yourself
Speaker 1: and what's available to you in your current organization, and
Speaker 1: so by merging those things and understanding and being able
Speaker 1: to articulate that I think is critical. The other thing
Speaker 1: you have to be able to do is articulate your
Speaker 1: value and your worth, yes, and be able to showcase
Speaker 1: what you've done and how you've led and not just
Speaker 1: what you've done in the office or virtually depending on
Speaker 1: how you work, but also have you been a part
Speaker 1: of a ERG or an employee resource group? Do you
Speaker 1: help lead the company culture and strategy around D and
Speaker 1: I even in your current role without the title of
Speaker 1: D and I behind it. So what are some of
Speaker 1: the other things that you're doing that really helps to
Speaker 1: support sort of your your overarching experience that you've had
Speaker 1: beyond just your day job, right, and so we have
Speaker 1: to get better at that as well. I love all
Speaker 1: of those examples because I think that they're really important
Speaker 1: because what you're laying out here right is exactly what
Speaker 1: you said you need to have a strategy. It isn't
Speaker 1: just about you know, saying hey, let me get this
Speaker 1: coffee meeting or virtual meeting or so you know with
Speaker 1: so and so, it's what is what is your overarching plan?
Speaker 1: What is your goal? And what do you want? Because
Speaker 1: I often think, you know, when I speak to women
Speaker 1: um uh and particularly women of color uh, there there
Speaker 1: is this feeling, right, this sense that I need to
Speaker 1: check every single box before I'm able to talk to
Speaker 1: the CEO, before I'm able to ask for the raise
Speaker 1: before I even apply for this particular job that if
Speaker 1: I have, if I don't meet you know, sixteen of
Speaker 1: the you know, of the twenty bullet points that that
Speaker 1: is listed, then that's not for me. And so I
Speaker 1: think that there's two what you're outlining, there's a bit
Speaker 1: of imposter syndrome still that needs to be overcome in
Speaker 1: order to be able to navigate in the way that
Speaker 1: white male counterparts have been able to navigate. So with
Speaker 1: just a few minutes that we have left, can you
Speaker 1: speak to that, um and providing some advice for people
Speaker 1: who still may feel, you know, that they're quote unquote
Speaker 1: not ready. Yeah. So that's that is That is the
Speaker 1: conversation that many of us have every day as we
Speaker 1: play over in our heads, right should I be here?
Speaker 1: Am I good enough? Um? And because society sometimes our experiences,
Speaker 1: the way we've grown up, how we've been spoken to,
Speaker 1: and sort of what we think about ourselves, UM, play
Speaker 1: into to putting out those what I like to call
Speaker 1: self limiting voices. Right, and so one of the things
Speaker 1: that we have to do is to be bold enough
Speaker 1: and and and sometimes Danielle, it's a matter of speaking
Speaker 1: to ourselves and understanding that I have everything I need
Speaker 1: to be successful. So so I always encourage people to
Speaker 1: do an exercise around number one. My rule of thumb
Speaker 1: is always nail the core. If you're really good at
Speaker 1: what you do, you're ready for the next thing. Ye,
Speaker 1: nail the core. The other thing I tell people to
Speaker 1: do is to sit down and to write down all
Speaker 1: the things that you're really good at. Right, so, what
Speaker 1: are those core skills that you are really good at?
Speaker 1: And keep in mind you can get this information just
Speaker 1: from your own knowledge, but also asking your teammates doing
Speaker 1: a three sixty Many companies offer a three sixty review.
Speaker 1: So take advantage of all those feedback opportunities to start
Speaker 1: to really understand how people see you, how you see yourself.
Speaker 1: But what are those skills that you're really good at?
Speaker 1: And then write down those skills that you feel like
Speaker 1: our challenges for you. And what I like to say
Speaker 1: is it's not that you're not good at them, you
Speaker 1: just need more experience around those areas. And then write
Speaker 1: down what you're really passionate about. And I think what
Speaker 1: you begin to see is people start to see for
Speaker 1: themselves that you know what I am better than what
Speaker 1: I really thought I was, but now it's time for
Speaker 1: me to start marketing that and how do I brand
Speaker 1: myself to under to help people to see that I am.
Speaker 1: The value that I bring and the worth that I
Speaker 1: bring to this organization really gives me the opportunity and
Speaker 1: gives me the right to be able to ask for
Speaker 1: that next thing that I'm looking for. And last, but
Speaker 1: not least, you gotta open your mouth and ask for it.
Speaker 1: I put yourself in the position where if someone asks
Speaker 1: you what it is that you want, you're ready to
Speaker 1: articulate it. What is it that you do for this company?
Speaker 1: You're ready to give that sort of elevator pitch. And
Speaker 1: also understand that your brand precedes you. If you are
Speaker 1: not creating a brand, it is being created for you.
Speaker 1: So you want to be able to control that narrative.
Speaker 1: And I think that that also helps to give women
Speaker 1: the power that they need in order to be able
Speaker 1: to speak up, speak out, and speak on their own
Speaker 1: behalves right to advocate for themselves. Sandra, I think that
Speaker 1: this conversation is going to help so many women, young women,
Speaker 1: women of color, queer women, be able to navigate this
Speaker 1: you know, this world, this working world, this culture, the
Speaker 1: corporate America or whether you're in public service or not,
Speaker 1: to be able to learn how to advocate for yourself
Speaker 1: and create this strategy for people who want to hear
Speaker 1: and find out more about your work with Paradigm for Parody,
Speaker 1: please tell them where they can find you and the organization.
Speaker 1: Absolutely so if you go to Paradigm for the Number
Speaker 1: four parody dot org, you can get to our website,
Speaker 1: which you have already so eloquently stated some of the
Speaker 1: stats that we have out there and provided some information.
Speaker 1: So thank you for doing that. And then also I'm
Speaker 1: on LinkedIn, Sandra quince so pey, please feel free to
Speaker 1: look me up and to send me a LinkedIn request.
Speaker 1: I'd love to connect with anyone out there that is
Speaker 1: that wants to get a hold of me. Wonderful, Sandra,
Speaker 1: thank you so much for making the time for Woke app.
Speaker 1: We appreciate you. Thank you for having me, Danielle. It's
Speaker 1: been a pleasure. That is it for me today, Dear
Speaker 1: folks on woke app as always, power to the people
Speaker 1: and to all the people. Power, get woke and stay
Speaker 1: woke as fuck.