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Speaker 1: On this week's episode of Cultivating her Space, I want.

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Speaker 2: Folks to feel like you are not crazy. There's nothing

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Speaker 2: wrong with you, right. We are all going through the

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Speaker 2: experience of being silenced, the experience of feeling unseen, the

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Speaker 2: experience of being tone policed. It is unfortunately a rite

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Speaker 2: of passage for us as black women, particularly when thinking

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Speaker 2: about our experiences and academic spaces in the workplace. And

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Speaker 2: so I just hope that hearing this conversation just continues

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Speaker 2: to empower those of us who constantly feel like we

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Speaker 2: are up against the world by ourselves.

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Speaker 3: Hey, lady, have you ever felt like the world just

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Speaker 3: doesn't get you? Well, we do.

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Speaker 1: Welcome to Cultivating her Space, the podcast dedicated to uplifting

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Speaker 1: and empowering women like you.

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Speaker 3: We're your hosts, doctor Dominique Russard and educator in psychology.

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Speaker 1: And Terry Lomax, a techie and transformational speaker.

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Speaker 3: Join us every week for authentic conversations about everything from

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Speaker 3: fibroids to fake friends as we create space for black

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Speaker 3: women to just be.

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Speaker 1: Before we dive in, make sure you hit that follow

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Speaker 1: button and leave us a quick five star review. Lady.

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Speaker 1: We are black founded and black owned and your support

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Speaker 1: will help us reach even more women like you.

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Speaker 3: Now let's get into this week's episode of cultivating her Space.

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Speaker 1: If you want more speaking engagements, collaborations, or visibility for

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Speaker 1: your brand, I gotta tell you the truth. This is

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Speaker 1: Terry Lomax and I've been a public speaker for over

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Speaker 1: twelve years. I've lended national media, a TED Talk, and

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Speaker 1: six figure collaborations without a publicist or a big social

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Speaker 1: media following. And here's what most people don't hear. You

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Speaker 1: don't need a publicist or a massive audience to get booked.

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Speaker 1: Most people are waiting to feel establish first, and that

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Speaker 1: waiting is costing them visibility. How many times have you

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Speaker 1: looked up and seeing people with less experience getting opportunities

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Speaker 1: you were fully qualified for. Here's the truth. Opportunities don't

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Speaker 1: go to the most qualified. They go to the people

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Speaker 1: who can clearly communicate their value. Once I learned how

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Speaker 1: to organize my story and position my expertise using a framework,

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Speaker 1: everything changed. If you want my exact pitch emails, word

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Speaker 1: for word, my winning subject lines, and the Saucy Solutions framework,

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Speaker 1: visit get that pitch dot com for a limited time.

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Speaker 1: Use cold her Space for a special listener discount. If

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Speaker 1: this is your year to stop hiding and start getting booked,

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Speaker 1: I'll see you inside. Visit get that Pitch dot com

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Speaker 1: or click the link in our show notes. Lady, if

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Speaker 1: you've been watching DEI rollbacks and wondering what this means

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Speaker 1: for your job, or you felt the tension shift in

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Speaker 1: your workplace but no one's naming it, this conversation is

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Speaker 1: for you today. We're joined by doctor Marisko we and Greer,

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Speaker 1: scholar and leader whose work centers social identity, critical consciousness,

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Speaker 1: and leadership. She holds degrees from UC Irvine and NYU,

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Speaker 1: and she earned her PhD in Urban Education policy from USC.

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Speaker 1: She's also spent her career researching and navigating the racialized

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Speaker 1: experiences of black professionals and students. She served in higher education,

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Speaker 1: nonprofit leadership and now works as an assistant vice president

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Speaker 1: for People, Purpose and Policy. I like that, by the way,

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Speaker 1: it has little ring to it. And she also co

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Speaker 1: leads Greer Consulting. There is so much more we can

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Speaker 1: say about doctor Marisico, but we want you to hear

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Speaker 1: from her. Marisico, welcome to cultivating her space.

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Speaker 4: Thank you so much for having me such an honor, and.

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Speaker 3: We are really looking forward to this conversation in light

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Speaker 3: of the times that we are currently living. And so

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Speaker 3: I am going to jump in with our quote of

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Speaker 3: the day. Now, Marisico, these words may sound familiar to

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Speaker 3: you because as we were doing our research, we came

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Speaker 3: across a previous podcast interview, and this quote is from

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Speaker 3: that interview. We cannot talk about DEI in broad categories

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Speaker 3: in order to dive deeply and give the people the

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Speaker 3: confidence that they need to be good colleagues and stewards

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Speaker 3: of this work. We need to be specific and engage

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Speaker 3: in the unique experiences of various communities and identities. Now,

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Speaker 3: that was a mouthful, so I'm going to say it

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Speaker 3: one more time to make sure the folks in the

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Speaker 3: back really hurt this quote. We cannot talk about DEI

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Speaker 3: in broad categories in order to dive deeply and give

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Speaker 3: people the competence they need to be good colleagues and

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Speaker 3: stewards of this work, We need to be specific and

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Speaker 3: engage in the unique experiences of various communities and identities. So, Marisako,

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Speaker 3: when you hear your words reflected back to you, what

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Speaker 3: comes up for you?

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Speaker 2: Well, first, wow, you really did your research. Yeah, you

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Speaker 2: know what that quote, I think comes from so many

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Speaker 2: aspects of my own experiences. Part of what brought me

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Speaker 2: to this work is, you know, similar to many people,

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Speaker 2: which is really exploring my own identity and recognizing the

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Speaker 2: complexities and intersections within my own you know, social identities

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Speaker 2: and my life. And so that comes from years of

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Speaker 2: frustration of feeling like oftentimes we think of DEI and

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Speaker 2: we just think of black people, or we just think

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Speaker 2: of queer folks, or we don't really understand that you know,

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Speaker 2: there there's so much depth that comes with each set

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Speaker 2: of identity, with each human being, and so that's where

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Speaker 2: it really comes from. And really being a practitioner doing

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Speaker 2: this work, I've really taken pride in the importance of saying,

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Speaker 2: each time that we talk about a community of folks,

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Speaker 2: let's dive deeply.

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Speaker 4: Let's not just stay at the surface level.

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Speaker 2: Let's really make sure that if you're a person of

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Speaker 2: that community, that you come into that space and feel seen,

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Speaker 2: but also feel validated knowing that we didn't talk about

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Speaker 2: you as a b broad category, but that we talked

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Speaker 2: about you through the lens of intersectionality, through thinking about

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Speaker 2: the ways that we are all different even within that category.

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Speaker 2: So sorry, that's a long winded way of sort of

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Speaker 2: responding to your question, but yeah, it's taken years for

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Speaker 2: me to sort of get to that place and that conclusion.

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Speaker 1: That was a perfect answer. Thank you for that. That

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Speaker 1: was really good. And before we dive in a bit deeper,

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Speaker 1: thinking about the black women that are listening right now,

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Speaker 1: right they might be navigating work, identity and uncertainty and

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Speaker 1: all the other things that we have on our shoulders.

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Speaker 1: What do you hope she walks away with after this conversation.

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Speaker 2: I think that whenever I'm in a space having a

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Speaker 2: conversation with black women, thinking about the experiences of black women,

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Speaker 2: I just want folks to feel validated. I want folks

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Speaker 2: to feel like you are not you know. I don't

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Speaker 2: want to use able as language, but you're not crazy,

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Speaker 2: You're not someone who you know, there's nothing wrong with

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Speaker 2: you right like we are all going through, you know,

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Speaker 2: the experience of being silenced, the experience of feeling unseen,

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Speaker 2: the experience of being tone policed.

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Speaker 4: It is unfortunately a right.

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Speaker 2: Of passage for us as black women, particularly when thinking

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Speaker 2: about our experiences in academic spaces, in the workplace, and

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Speaker 2: so I just hope that hearing this conversation just continues

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Speaker 2: to empower those of us who constantly feel like we

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Speaker 2: are up against the world by ourselves. Like we may

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Speaker 2: not all be in one place, but we are all

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Speaker 2: sort of confronting these sets of this issue. And the

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Speaker 2: more that we can have this conversation, the more that

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Speaker 2: we can all feel empowered, you know, to confront them

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Speaker 2: and not feel afraid.

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Speaker 3: Thank you for that, And I do hope that our

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Speaker 3: listeners do walk away feeling validated and feeling empowered after

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Speaker 3: this conversation. So, Marisco, we're going to back it up

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Speaker 3: just a little bit. So one of the things that

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Speaker 3: you mentioned earlier that led you into this work was

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Speaker 3: the expiration of your own identities. So let's talk about

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Speaker 3: your origin story. How did you get to be the

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Speaker 3: doctor Morisco Wheaton Greer that sits in front of us today.

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Speaker 2: Oh man, well, that's a long story. But really, you know,

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Speaker 2: I think that when I think about the accomplishments and like,

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Speaker 2: what I've constantly been searching for throughout my life is

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Speaker 2: just constantly feeling the need to prove something to myself.

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Speaker 2: And so, you know, I grew up both my parents

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Speaker 2: were very involved in my life. But I really grew

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Speaker 2: up in a single parent household with my mom, and

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Speaker 2: you know, my mom worked, you know, like many folks,

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Speaker 2: my mom worked multiple jobs to take care of me

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Speaker 2: and my brother.

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Speaker 4: And just watching her really confront so much.

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Speaker 2: I mean, she was labeled as, you know, the angry

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Speaker 2: black woman at work, and you know, she just confronted

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Speaker 2: a lot. And so throughout my life never really felt smart.

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Speaker 2: I never felt smart. I always struggled academically. I just

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Speaker 2: didn't learn like everyone else or like many other folks

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Speaker 2: in the traditional classroom space, and so I really struggled.

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Speaker 2: And I think that through my journey of going to

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Speaker 2: community college, I learned that so much of where my

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Speaker 2: empowerment came from was recognizing that again, I'm not the

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Speaker 2: only one who struggles in the academic space, and that

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Speaker 2: those are things to be embraced. That coming from the

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Speaker 2: kind of household that I came from, coming from a

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Speaker 2: working class background, experiencing the challenges that I did throughout

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Speaker 2: my life, that those are things to be embraced in

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Speaker 2: that while we may be while we may be taught

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Speaker 2: to feel that those are disadvantages, and many of them

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Speaker 2: are systematically that those are actually things that empowered me.

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Speaker 2: So I really got involved with social movements on campus.

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Speaker 2: I really became a student activist, became involved on campus

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Speaker 2: with other black students, you know, other communities of color,

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Speaker 2: really advocating for first gen students, advocating for historically marginalized

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Speaker 2: students of all backgrounds. And I think through that journey,

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Speaker 2: that's how I became an academic, through the curiosity and

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Speaker 2: the desire and passion to want to deconstruct the way

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Speaker 2: that we think about who has access to certain spaces.

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Speaker 2: And so without taking you all through that long journey,

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Speaker 2: that's really what led me to continuing my education, to

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Speaker 2: my masters, to my PhD. Was really just this constant

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Speaker 2: yearning of wanting to understand how we can challenge structures

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Speaker 2: to be more inclusive and to really think about who

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Speaker 2: we're not serving, and that people like me could have

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Speaker 2: You know, I could have easily fallen through the cracks.

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Speaker 2: People like me always fall through the cracks when I

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Speaker 2: think about, you know, who I am and the statistics

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Speaker 2: that I represent. I could have easily fallen through the cracks.

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Speaker 2: But it was really only because of mentors and folks

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Speaker 2: who stood in the gap for me so that's kind

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Speaker 2: of what led me to doing this work, is just

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Speaker 2: seeing all the ways in which I could have fallen

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Speaker 2: through and wanting to make sure that I can do

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Speaker 2: that for other people, whether it be through research, whether

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Speaker 2: it be through my practitioner work or now you know,

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Speaker 2: my consulting work.

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Speaker 4: So hopefully that answers question.

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Speaker 1: Yes, that is so amazing. Thank you so much for

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Speaker 1: the transparency as well, because I don't think enough people

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Speaker 1: talk about the fact that some of us fuck, we

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Speaker 1: learn differently from others and don't feel smart. That is like,

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Speaker 1: so that's that's just so sobering to hear. So thank

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Speaker 1: you so much for the honesty and transparency. And I

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Speaker 1: love to know do you have or have you had

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Speaker 1: any I want to say, practices or rituals or anything

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Speaker 1: that helped you along the journey, you know when it

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Speaker 1: comes to learning, or anything that supported you along the

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Speaker 1: journey so that you could I know you were you

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Speaker 1: were very academically inclined and you were pursuing these different degrees.

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Speaker 1: But is there anything else that you use to kind

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Speaker 1: of help you be able to, I guess, hold your

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Speaker 1: ground in those rooms and give you more confidence.

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Speaker 4: Yeah.

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Speaker 2: Absolutely, And this is something that I live by. But

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Speaker 2: when I think about every single accomplishment or milestone that

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Speaker 2: I've been able to have in my life, it's always

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Speaker 2: through community. It's always through affinity spaces. It's always through

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Speaker 2: routine and thinking about what do I need to get

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Speaker 2: through each day. So you know, when I was in college,

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Speaker 2: I was you know, really involved in you know, student organizations,

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Speaker 2: and I had mentors who really made sure that I

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Speaker 2: was accountable to getting certain things done right, Like, I

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Speaker 2: create the accountability for myself through other people, through sharing

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Speaker 2: that space and making sure that we're accountable to one another.

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Speaker 2: And I did the same thing when I was in

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Speaker 2: graduate school when I did my PhD. You know, I

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Speaker 2: helped to create and start the affinity spaces in my

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Speaker 2: PhD program, not just for Black students, but also for

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Speaker 2: Asian American Pacific Islander students, for Latino students, and even

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Speaker 2: in my current full time role, I.

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Speaker 4: Am leading affinity spaces.

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Speaker 2: And you know, three years ago, when I became a mom,

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Speaker 2: I started a mom group, right, Like, I know that

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Speaker 2: in order to do hard things, I need to surround

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Speaker 2: myself with people who are on that same path and

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Speaker 2: who are you know, able to go lock and step

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Speaker 2: with me and really that we can do this together,

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Speaker 2: that we are accountable to one another. So I have

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Speaker 2: never done anything alone, and I don't believe I ever will.

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Speaker 2: I always need to have people around me, surrounding me,

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Speaker 2: pouring into me, reminding me of who I am and

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Speaker 2: what I'm capable of when I'm ready to give up.

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Speaker 4: So yeah, I.

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Speaker 3: Love that because I think that that's a reminder that

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Speaker 3: for the majority of us who are from communities, of

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Speaker 3: the global majority, being in community, being in the village

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Speaker 3: is what sustains us, is what really helps us to

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Speaker 3: survive and thrive in spaces that aren't necessarily built for us. So,

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Speaker 3: Lily Mariziko, can you tell us about you've You've started

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Speaker 3: telling us about how you got into this work, but

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Speaker 3: can you tell us a little bit more about your

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Speaker 3: journey into focusing on equity and inclusions, specifically in organizational

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Speaker 3: and educational spaces.

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Speaker 4: Yeah. Absolutely.

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Speaker 2: I mean I think when I first started working full

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Speaker 2: time professionally, I saw the gap in my department working

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Speaker 2: in higher rat As a practitioner, you know, I would

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Speaker 2: be the person to like volunteer to, you know, put

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Speaker 2: this space together or put this event together for you know,

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Speaker 2: folks color or for you know, you know, volunteer at

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Speaker 2: the Multicultural Center, I was I could see that my

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Speaker 2: colleagues who were coming from you know, first gen or

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Speaker 2: folks of color, like coming from marginalized backgrounds, that we

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Speaker 2: needed community.

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Speaker 4: We felt alone.

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Speaker 2: And so throughout my career I noticed that professionals like

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Speaker 2: me just needed that extra layer of support because we

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Speaker 2: know that structurally, many you know, institutions just do not

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Speaker 2: provide the resources and support that we need to thrive.

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Speaker 2: And so that's kind of what pushed me to want

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Speaker 2: to pursue a PhD. And you know, because I wanted

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Speaker 2: to research it, I wanted to understand it, and I

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Speaker 2: ended up actually doing my dissertation work on you know,

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Speaker 2: the racialized experiences of student activists, and that really opened

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Speaker 2: the door for me to begin to talk about not

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Speaker 2: just my own personal experience, but to say, this is

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Speaker 2: what the research says, this is what you know, my

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Speaker 2: study was able to reveal. And that alter led to

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Speaker 2: you know, me doing consulting work and me working with

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Speaker 2: you know, institutional leaders to really talk about some of

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Speaker 2: the strategies and best practices. You know, I don't want

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Speaker 2: to say best practices, but you know, strategies to really

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Speaker 2: think about interventions that could be utilized to support both students, faculty,

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Speaker 2: and administrators. So that's just kind of how I ended

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Speaker 2: up doing the work. And you know, it's just evolved,

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Speaker 2: It's evolved over time. It started out very higher ED specific,

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Speaker 2: very focused on students and administrators, and you know, throughout

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Speaker 2: my career it's kind of evolved beyond just the higher

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Speaker 2: ED space.

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Speaker 1: Okay, so as we're talking in Risico, I feel like

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Speaker 1: I'm noticing a theme in your journey and if I

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Speaker 1: had to create like a tagline for you, I feel

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Speaker 1: like it would be more Riscico to plug and the

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Speaker 1: gap filler. That's what I'm That's what I'm gathering. So

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Speaker 1: I have to ask you, right, we have so many

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Speaker 1: women who tune into the podcast, and I'm like, y'all,

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Speaker 1: y'all like my sisters and my friends in my head,

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Speaker 1: like I live in this place and I don't see

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Speaker 1: a lot of women. So you got to give us

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Speaker 1: inside scoop. What are about three to five heavy on

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Speaker 1: the five tips or strategies to create spaces of community

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Speaker 1: when you're in a space where you don't see a

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Speaker 1: lot of people who look like you, or people who

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Speaker 1: have a common experience, people who are creating that community

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Speaker 1: now who feel lonely, what are like three to five?

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Speaker 1: I guess best practices are strategies and if you can

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Speaker 1: also kind of talk about delegation and maintaining. So I

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Speaker 1: think sometimes we all start things and then it's like

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Speaker 1: now I'm burnt out, and now I got to end

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Speaker 1: it like what it? Because you are the person to

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Speaker 1: come to for this. What do we do?

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Speaker 3: Well?

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Speaker 2: You know I've definitely burnt out many times, so I'm

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Speaker 2: guilty of that.

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Speaker 4: We all are.

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Speaker 2: But you know what, one of the models that I

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Speaker 2: think I have really started to embrace in the last

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Speaker 2: few years is if there's a gap, just feel it.

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Speaker 4: Just don't wait on anybody else.

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Speaker 2: Don't wait on somebody else to start the you know,

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Speaker 2: to start the affinity space or to start the weekly lunch.

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Speaker 4: You know. I like to key key at work.

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Speaker 2: That's how I connect with folks, and I think that

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Speaker 2: that's also how I disarm folks at work, right, is

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Speaker 2: to show bits and pieces of my authentic self.

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Speaker 4: I can't show all of it if I'm going to

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Speaker 4: be honest.

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Speaker 2: For me as a black woman, I don't have the

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Speaker 2: luxury to show all of myself all the time, Right,

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Speaker 2: But I do try to make sure that I'm as

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Speaker 2: authentic as possible in moments of being vulnerable with a colleague. Right,

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Speaker 2: if we're having a moment just me one on one,

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Speaker 2: and you know, I want to be able to build

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Speaker 2: that relationship, I will choose to be vulnerable or be

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Speaker 2: open about something so that I can create that trust.

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Speaker 2: And so that's one one strategy, right is to disarm

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Speaker 2: folks by finding moments of vulnerability where it's safe and

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Speaker 2: where you feel that you can do that right and

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Speaker 2: not risk too much. And oftentimes that's with other black women,

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Speaker 2: if there are other black women or other folks who

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Speaker 2: I know are feeling marginalized in this space. And then,

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Speaker 2: like I said, just start it right, Like I have

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Speaker 2: been the person to just start an affinity group. Like

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Speaker 2: in my PhD pro I was like, y'all we have

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Speaker 2: Like when I came in, I was the only person

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Speaker 2: who felt really inadequate.

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Speaker 4: I felt like I did not belong.

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Speaker 2: I was like, I need like a weekly time where

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Speaker 2: just us black folks can just get together and just talk.

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Speaker 2: And we just ended up saying, hey, let's when this

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Speaker 2: new cohort of students comes in, let's specifically invite the one, two,

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Speaker 2: three black students who are in this cohort, and let's

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Speaker 2: just start the tradition. So we just started the tradition

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Speaker 2: of hey, y'all. Every year, new black students who come

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Speaker 2: into this program, they're going to get an introduction by

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Speaker 2: the existing PhD Black students. And that turned into an

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Speaker 2: entire institutional project that still continues today. They have funding,

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Speaker 2: they have faculty support, they have you know, right, and

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Speaker 2: we know that sometimes when things get institutionalized, there is

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Speaker 2: an level of authenticity that gets taken away. But the

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Speaker 2: reality is, at least now the institution knows they are

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Speaker 2: responsible for maintaining something for these students, right. And then

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Speaker 2: I think really making sure that.

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Speaker 4: There is.

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Speaker 2: A routine for how you take care of yourself, right,

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Speaker 2: Like I know that I need to exercise or go

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Speaker 2: on a walk, or you know, I need my therapy,

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Speaker 2: right Like. I think it's important that as we're engaging

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Speaker 2: and pouring in to community and we're doing this to

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Speaker 2: create synergy, that we are also thinking about the ways

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Speaker 2: that our cup is filled. For some of us, the

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Speaker 2: cup is filled by being in that space.

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Speaker 4: For some of us.

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Speaker 2: The cup needs to be filled in an external place, right,

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Speaker 2: You guys know this better than me. But you know,

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Speaker 2: those are just a few ways that I think I

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Speaker 2: have really tried to fill in the gap. And usually

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Speaker 2: it's just because I'm being selfish, Like I usually tell

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Speaker 2: people that they're like, oh, thank you so much for

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Speaker 2: putting this together, and I'm always like, this was for me.

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Speaker 2: You just benefited from it, Like I just did this

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Speaker 2: for me, And so I think that that's important for

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Speaker 2: us to do, right, Like, if you need something, create

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Speaker 2: it for yourself, because one hundred percent of the time,

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Speaker 2: there is always someone else who will be so appreciative

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Speaker 2: that you did that everybody else wants to benefit from it.

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Speaker 3: Thank you for that, and thank you for that reminder,

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Speaker 3: that important reminder that even if it feels selfish for you,

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Speaker 3: there is always someone else who is going to benefit

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Speaker 3: from your work.

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Speaker 1: Hey lady, real quick, before we keep going, we want

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Speaker 1: to put you onto something that we're supporting behind the scenes,

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Speaker 1: especially when it comes to personal health. We want to

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Speaker 1: share one of their products called Soaking Wet.

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Speaker 3: Now, before we go any further and you start clutching

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Speaker 3: your pearls, don't let the name fool you. This product

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Speaker 3: is really about total vaginal health and daily support exactly.

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Speaker 1: It's a doctor formulated oral probiotic made with specific strains,

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00:21:59,720 --> 00:22:04,440
Speaker 1: does design to support vaginal balance, not just general gut health, and.

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Speaker 3: Something we always want to be clear about. We only

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00:22:07,720 --> 00:22:12,359
Speaker 3: promote products we personally try and feel confident recommending. So

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Speaker 3: when it comes to vaginal health, you need very specific probiotics.

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00:22:18,320 --> 00:22:20,719
Speaker 1: Okay, let's get into this. Okay, So Soaking Wet from

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Speaker 1: VP Health packs a punch with a blend of probiotics,

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Speaker 1: the spa if spies also guarantee better sex. This isn't

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Speaker 1: just about health, It's about pleasure. Increase wetness check, total

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Speaker 1: vaginal health check. And after taking this consistently down, I

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Speaker 1: just want to tell you it works. Okay, lady, if

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Speaker 1: you know, you know, I'm not gonna put all my

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00:22:46,480 --> 00:22:49,000
Speaker 1: business in the streets, but listen, it works.

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Speaker 3: So if you want to know more, you can visit

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Speaker 3: soakingwet dot com and use cold her space for ten

413
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Speaker 3: percent off, or click the link in the show. And

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Speaker 3: now let's get back to the conversation. Now, Marisic. Part

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Speaker 3: of being multifaceted and authentic means that we truly get

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Speaker 3: to see multiple aspects of ourselves. And so today we

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Speaker 3: are going to transition into our ou Blatchet segment, and

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Speaker 3: I'm going to turn it over to Terry to further

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Speaker 3: talk about how we're going to do this segment.

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Speaker 1: Because we value and appreciate the multi faceted black woman,

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Speaker 1: we believe that it's okay tod bougie. We believe that

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Speaker 1: you can be elegant and dance to strip club music.

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Speaker 1: We want to invite you to the ou Blatchet segment.

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Speaker 1: Do you take on the challenge? I guess I do? Yeah, yes, okay,

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Speaker 1: we got it, we got it. Okay. So what we're

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Speaker 1: going to do is we are going to ask you

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Speaker 1: three different questions that are not like interview questions. We're

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Speaker 1: going to then share three sentence completions, and then we

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Speaker 1: have three photos pulled up a few and we want

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Speaker 1: you to choose a number out of one and three,

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Speaker 1: and we're going to reveal one of those photos, and

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Speaker 1: we want you to give us some context about the

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Speaker 1: photo that we would not know just by looking at it.

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Speaker 4: And that's it.

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Speaker 1: So I'm going to ease into the segment. We'll ease

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Speaker 1: in and the first question is what is the best

437
00:24:23,080 --> 00:24:25,240
Speaker 1: piece of a wisdom or advice you've ever received?

438
00:24:27,119 --> 00:24:32,199
Speaker 2: Oh? Wow, that is I've received a lot of good wisdom.

439
00:24:32,640 --> 00:24:35,960
Speaker 2: There's so many pieces of advice, but I guess what

440
00:24:36,040 --> 00:24:38,399
Speaker 2: I'll say is one that my mom just told me

441
00:24:38,440 --> 00:24:42,200
Speaker 2: this morning, which is, there's never going to be the.

442
00:24:42,200 --> 00:24:44,199
Speaker 4: Right time for anything, so just do it.

443
00:24:44,240 --> 00:24:44,440
Speaker 1: Now.

444
00:24:45,200 --> 00:24:47,960
Speaker 2: You know, I'm always I'm a planner, i live on

445
00:24:48,000 --> 00:24:50,480
Speaker 2: a calendar, I'm very organized. I have a lot of

446
00:24:50,480 --> 00:24:53,360
Speaker 2: type A energy, and so I'm always trying to think

447
00:24:53,359 --> 00:24:57,240
Speaker 2: of the best time to execute something. And my mom

448
00:24:57,359 --> 00:24:59,879
Speaker 2: just reminded me. She was like, there's always going to

449
00:24:59,920 --> 00:25:03,320
Speaker 2: be something in the way. Life is always happening, so

450
00:25:03,600 --> 00:25:06,639
Speaker 2: just do it, and you will make the time and

451
00:25:06,720 --> 00:25:10,359
Speaker 2: you will prioritize accordingly. And I appreciate my mom having

452
00:25:10,400 --> 00:25:12,320
Speaker 2: that giving me that advice, and I think that's the

453
00:25:12,320 --> 00:25:15,040
Speaker 2: way she's raised me. And that's why I can look

454
00:25:15,080 --> 00:25:17,440
Speaker 2: back at so many milestones and say, I'm so glad

455
00:25:17,440 --> 00:25:18,239
Speaker 2: I just did it.

456
00:25:18,480 --> 00:25:19,640
Speaker 1: Excellent piece of vice.

457
00:25:20,119 --> 00:25:26,240
Speaker 3: I love that that's such sage wisdom. Yeah, and this

458
00:25:26,400 --> 00:25:30,800
Speaker 3: next question is not nearly as close to the sage

459
00:25:30,840 --> 00:25:37,800
Speaker 3: wisdom of that first question. However, however, the response can

460
00:25:37,840 --> 00:25:43,360
Speaker 3: still apply here. So you're at a party, maybe it's

461
00:25:43,359 --> 00:25:46,639
Speaker 3: a work function. Maybe you're with your friends and the

462
00:25:46,760 --> 00:25:52,879
Speaker 3: music comes on, and you have two options twerk or

463
00:25:52,920 --> 00:25:55,040
Speaker 3: two step? Which one are you doing?

464
00:25:55,640 --> 00:26:00,280
Speaker 2: Oh my gosh, this is good. I mean, honestly, it depends.

465
00:26:00,320 --> 00:26:03,800
Speaker 2: It depends on who's there. Is my husband right there,

466
00:26:03,920 --> 00:26:06,760
Speaker 2: maybe we're working. Is it me and my girls out?

467
00:26:06,880 --> 00:26:09,760
Speaker 2: It's probably a two step, you know. I mean, I'm

468
00:26:09,760 --> 00:26:11,679
Speaker 2: more of a two stepper to be honest, though, Like

469
00:26:11,720 --> 00:26:13,919
Speaker 2: I really have to be into the song to like

470
00:26:14,400 --> 00:26:15,200
Speaker 2: go full out.

471
00:26:15,240 --> 00:26:18,560
Speaker 4: But yeah, I'm open to the twerk.

472
00:26:19,359 --> 00:26:21,119
Speaker 1: We love a good twerk or a two step. We

473
00:26:21,400 --> 00:26:23,679
Speaker 1: appreciate it. But it definitely depends on the environment. So

474
00:26:23,760 --> 00:26:27,040
Speaker 1: we totally understand that. Our last question of this segment

475
00:26:27,200 --> 00:26:35,560
Speaker 1: is what is the sexiest item you own? Her face like, ooh.

476
00:26:33,720 --> 00:26:35,200
Speaker 4: Oh my gosh.

477
00:26:35,920 --> 00:26:39,560
Speaker 2: You know, I this isn't much of this isn't like

478
00:26:39,760 --> 00:26:42,040
Speaker 2: something that I would wit like I would wear it.

479
00:26:42,080 --> 00:26:45,879
Speaker 2: But I think my perfume that my husband by, like

480
00:26:45,920 --> 00:26:50,320
Speaker 2: he's really into smells and sense and he always buys

481
00:26:50,400 --> 00:26:53,760
Speaker 2: me this amazing, like just amazing sense and I think

482
00:26:53,960 --> 00:26:57,640
Speaker 2: I definitely feel sexy when I put on and don't

483
00:26:57,680 --> 00:26:58,280
Speaker 2: ask me the name.

484
00:26:58,320 --> 00:27:02,159
Speaker 4: I'm terrible. I literally I'm like, just put it on.

485
00:27:02,600 --> 00:27:05,760
Speaker 1: Put it on. That's a good one. I don't think

486
00:27:05,760 --> 00:27:08,280
Speaker 1: we've had that response before you. That's a really good one.

487
00:27:08,840 --> 00:27:11,240
Speaker 1: Scent is everything, so it really is.

488
00:27:11,600 --> 00:27:14,480
Speaker 3: Yes, And I will say from the times that we've

489
00:27:14,560 --> 00:27:18,280
Speaker 3: hung out, yes, you have. The perfumes are like yes,

490
00:27:18,359 --> 00:27:24,120
Speaker 3: I'm loving them. And so our sentence completion. One question

491
00:27:24,320 --> 00:27:28,240
Speaker 3: or topic I wish people ask me about more often is.

492
00:27:29,000 --> 00:27:31,800
Speaker 2: I wish people ask me more often what I'm cooking

493
00:27:31,880 --> 00:27:36,479
Speaker 2: up because I'm always cooking something like not food, but

494
00:27:36,640 --> 00:27:42,399
Speaker 2: like ideas, like I'm I am always in my brain

495
00:27:42,760 --> 00:27:46,359
Speaker 2: innovating something new. What's my next project, what's my next like,

496
00:27:47,080 --> 00:27:51,000
Speaker 2: what's my next hobby? Like I'm always cooking something up

497
00:27:51,040 --> 00:27:52,160
Speaker 2: more than people realize.

498
00:27:52,840 --> 00:27:57,800
Speaker 1: Well, you're not gonna believe this, because our next sentence

499
00:27:57,840 --> 00:28:00,919
Speaker 1: completion is what I'm cooking up that I'd love to

500
00:28:00,920 --> 00:28:02,040
Speaker 1: share with you is.

501
00:28:02,680 --> 00:28:05,800
Speaker 2: Wait, I don't think I realized about what you cooking

502
00:28:05,880 --> 00:28:11,600
Speaker 2: that Marizico, Well, I am cooking something up right now.

503
00:28:11,880 --> 00:28:18,040
Speaker 2: I can't share it publicly just yet, but it is

504
00:28:18,760 --> 00:28:24,560
Speaker 2: an opportunity for me and Vince, my husband, to really

505
00:28:25,320 --> 00:28:30,919
Speaker 2: showcase more of what we're passionate about, which is bringing

506
00:28:30,960 --> 00:28:34,520
Speaker 2: people together. You know, we love we love a good

507
00:28:34,520 --> 00:28:38,400
Speaker 2: house party, we love a good event to host, and

508
00:28:38,480 --> 00:28:42,320
Speaker 2: so we are I'm working on something where I would

509
00:28:42,320 --> 00:28:45,160
Speaker 2: have an opportunity to do that on a on a

510
00:28:45,200 --> 00:28:49,120
Speaker 2: grander scale, more more frequently, and I'm excited for that.

511
00:28:51,040 --> 00:28:53,200
Speaker 1: Easy. Okay, we to get the tea on that.

512
00:28:56,560 --> 00:28:58,160
Speaker 4: Yes, you are definitely welcome.

513
00:28:58,720 --> 00:29:04,400
Speaker 3: Okay, listen, We'll be there, and so our final sentence completion.

514
00:29:05,680 --> 00:29:08,920
Speaker 3: What I love most about myself is.

515
00:29:09,320 --> 00:29:15,000
Speaker 2: What I love most about myself is my generosity. Not

516
00:29:16,400 --> 00:29:20,160
Speaker 2: I mean, sure, am I generous with material things, Sure,

517
00:29:20,320 --> 00:29:23,280
Speaker 2: like I love to give, But I believe that my

518
00:29:23,400 --> 00:29:26,880
Speaker 2: generosity mostly shows with how I'm willing to give my

519
00:29:27,040 --> 00:29:31,320
Speaker 2: time and how I'm willing to be open and honest

520
00:29:31,360 --> 00:29:35,120
Speaker 2: and vulnerable with the hope of really giving someone something

521
00:29:35,200 --> 00:29:38,240
Speaker 2: that they've been searching for a lot of times, like

522
00:29:38,280 --> 00:29:41,520
Speaker 2: one thing that I'm really grateful for is my LinkedIn connection.

523
00:29:42,040 --> 00:29:45,000
Speaker 2: Because of you know, the work that I've done, I

524
00:29:45,200 --> 00:29:48,640
Speaker 2: have had so many black women connect with me, reach

525
00:29:48,680 --> 00:29:51,240
Speaker 2: out to me, ask me for thirty minutes or an

526
00:29:51,320 --> 00:29:54,000
Speaker 2: hour on just to talk, just to talk about their

527
00:29:54,040 --> 00:29:57,680
Speaker 2: career journey or talk about, you know, a challenge in

528
00:29:57,720 --> 00:30:01,920
Speaker 2: the workplace. And I I love to be generous and

529
00:30:02,000 --> 00:30:06,240
Speaker 2: be honest and just support folks as they're trying to

530
00:30:06,280 --> 00:30:09,080
Speaker 2: figure out what their next steps are. And so I'm

531
00:30:09,160 --> 00:30:14,080
Speaker 2: really proud of that because I've really built an incredible

532
00:30:14,120 --> 00:30:16,960
Speaker 2: network because of my willingness to be open in that way.

533
00:30:18,880 --> 00:30:21,120
Speaker 1: That is so amazing. It's such a great attribute to

534
00:30:21,160 --> 00:30:23,280
Speaker 1: have that. I know you talked about community earlier and

535
00:30:23,720 --> 00:30:25,160
Speaker 1: just kind of goes back to what you shared about

536
00:30:25,160 --> 00:30:27,080
Speaker 1: the importance of community and how you're like, I'm building

537
00:30:27,120 --> 00:30:30,520
Speaker 1: community wherever I go. Okay, my Risico the gap filler

538
00:30:30,560 --> 00:30:33,440
Speaker 1: and the plug over here. So I appreciate that. I

539
00:30:33,560 --> 00:30:36,560
Speaker 1: love that, Yes, seriously, yeah, I see it. I love

540
00:30:36,600 --> 00:30:38,840
Speaker 1: that so much. I appreciate that. And we have these

541
00:30:38,840 --> 00:30:42,080
Speaker 1: pictures pulled up Masco. So you have so many amazing

542
00:30:42,120 --> 00:30:44,280
Speaker 1: pictures on your Instagram. It was so hard to choose,

543
00:30:44,320 --> 00:30:45,760
Speaker 1: but I think we have a good we have a

544
00:30:45,760 --> 00:30:47,160
Speaker 1: good three solid three right now.

545
00:30:47,200 --> 00:30:47,959
Speaker 3: So what I want to do.

546
00:30:48,040 --> 00:30:51,240
Speaker 1: I'm scared they're not They're not too. They're not too bad,

547
00:30:51,320 --> 00:30:53,720
Speaker 1: but they're beautiful. They're not too bad, but they're beautiful. Okay,

548
00:30:53,800 --> 00:30:55,680
Speaker 1: So we want you to choose a number. I'm looking

549
00:30:55,720 --> 00:30:57,040
Speaker 1: at the big screen, looking at the photos. We want

550
00:30:57,040 --> 00:30:59,040
Speaker 1: you to choose a number out of one in three.

551
00:30:59,600 --> 00:31:01,840
Speaker 1: Choose the number, and I'll share the picture and you

552
00:31:01,840 --> 00:31:04,440
Speaker 1: can give us the context behind the photo. Describe the

553
00:31:04,480 --> 00:31:06,960
Speaker 1: photo for folks who are not tuned in, and then

554
00:31:07,160 --> 00:31:09,560
Speaker 1: that'll complete the oh you blatchet segment.

555
00:31:10,080 --> 00:31:12,240
Speaker 4: Okay, I guess I'll choose too.

556
00:31:13,400 --> 00:31:18,880
Speaker 1: Number two. Oh, this is cute. Okay, let's see. Let's

557
00:31:18,920 --> 00:31:22,320
Speaker 1: see all right, here we go. Let me make sure

558
00:31:22,320 --> 00:31:26,200
Speaker 1: I share the right screen with you. Okay, here is

559
00:31:26,280 --> 00:31:30,800
Speaker 1: so I'm sharing the carousel. So like this was the

560
00:31:30,840 --> 00:31:33,440
Speaker 1: first one. It's so cute, So describe it and then

561
00:31:33,440 --> 00:31:35,880
Speaker 1: give people context about the photo.

562
00:31:36,080 --> 00:31:41,200
Speaker 2: Okay, So this photo was taken in a beautiful restaurant.

563
00:31:41,200 --> 00:31:42,920
Speaker 4: I'm forgetting the name of it right now.

564
00:31:43,160 --> 00:31:50,120
Speaker 2: It's a new black owned restaurant and I think West Hollywood, Hollywood, everybody, Linden, London, Yes, okay,

565
00:31:50,280 --> 00:31:54,360
Speaker 2: it was taken in London. It was my friend Zosha's

566
00:31:54,600 --> 00:31:58,080
Speaker 2: fortieth birthday party. She had a private party in there

567
00:31:58,800 --> 00:32:03,400
Speaker 2: and so beautiful, beautiful, you know, crowd of black people,

568
00:32:03,800 --> 00:32:07,400
Speaker 2: multi generational, and she's an actress, so you know, there

569
00:32:07,440 --> 00:32:10,880
Speaker 2: were lots of folks you know, from throughout her career

570
00:32:11,000 --> 00:32:13,560
Speaker 2: who have done different projects with her, and of course

571
00:32:13,600 --> 00:32:17,680
Speaker 2: family and friends. But yeah, I'm wearing this chocolate, you know,

572
00:32:17,960 --> 00:32:22,280
Speaker 2: sexy chocolate halter top. I was feeling cute that night.

573
00:32:22,400 --> 00:32:25,760
Speaker 2: My sister always takes the best photos of me. She

574
00:32:25,960 --> 00:32:28,920
Speaker 2: has an eye and so I always love every photo

575
00:32:28,960 --> 00:32:29,520
Speaker 2: she takes of me.

576
00:32:29,640 --> 00:32:31,640
Speaker 4: So yeah, that's that.

577
00:32:31,880 --> 00:32:33,880
Speaker 2: I just thought I would be cute and take a

578
00:32:33,880 --> 00:32:37,240
Speaker 2: few photos at the booth and you know, throughout the night,

579
00:32:37,360 --> 00:32:40,520
Speaker 2: and surprisingly, I got a lot of folks liked these photos.

580
00:32:40,560 --> 00:32:42,040
Speaker 2: I mean I just kind of thought, oh, these are

581
00:32:42,040 --> 00:32:44,920
Speaker 2: just some cute little but yeah, these were a hit.

582
00:32:46,200 --> 00:32:48,800
Speaker 1: I love that. Okay, you got the in house photographer,

583
00:32:48,800 --> 00:32:50,600
Speaker 1: Thank you for the overview there. There was also a

584
00:32:50,640 --> 00:32:53,440
Speaker 1: really cute picture of you and your husband under the stars.

585
00:32:54,320 --> 00:32:55,520
Speaker 1: Were going to choose that one. I don't know if

586
00:32:55,560 --> 00:32:57,920
Speaker 1: you know, but he was like a red geek? Are

587
00:32:57,920 --> 00:32:59,200
Speaker 1: you at this is so amazing?

588
00:32:59,280 --> 00:33:00,920
Speaker 4: But do you know what I think?

589
00:33:00,920 --> 00:33:04,840
Speaker 2: That was like Palm Springs or Josh like the side

590
00:33:04,840 --> 00:33:08,160
Speaker 2: of the road somewhere the perfect backdrop.

591
00:33:08,240 --> 00:33:09,680
Speaker 1: It looks like I'm like, is this ai or is

592
00:33:09,720 --> 00:33:10,040
Speaker 1: this real?

593
00:33:10,120 --> 00:33:13,440
Speaker 2: It's so amazing that photographer was incredible. Those were our

594
00:33:13,480 --> 00:33:14,600
Speaker 2: engagement photos.

595
00:33:14,880 --> 00:33:17,120
Speaker 1: Really, Oh okay, I have to go back and look

596
00:33:17,160 --> 00:33:19,800
Speaker 1: at them after the conversation. But thank you so much

597
00:33:19,840 --> 00:33:23,680
Speaker 1: for participating in the ou Bleatchet segment. It's really important

598
00:33:24,120 --> 00:33:27,440
Speaker 1: to us to highlight the multifaceted woman. We've had everyone

599
00:33:27,640 --> 00:33:30,200
Speaker 1: like ministers on and we asked the same questions and

600
00:33:30,400 --> 00:33:33,600
Speaker 1: being able to see the just the different layers of people,

601
00:33:33,680 --> 00:33:36,000
Speaker 1: right and like, we're not our careers, We're not these titles.

602
00:33:36,000 --> 00:33:38,479
Speaker 1: We are whole people. And so we really appreciate you

603
00:33:38,520 --> 00:33:41,360
Speaker 1: playing along with us. And wanted to just hop back

604
00:33:41,360 --> 00:33:43,160
Speaker 1: into a couple other questions for you. And one of

605
00:33:43,160 --> 00:33:44,880
Speaker 1: the questions I wanted to ask is for the black

606
00:33:44,920 --> 00:33:50,160
Speaker 1: women who feel that DEI shifts have made work unsafe

607
00:33:50,160 --> 00:33:53,680
Speaker 1: for them, are there any practical ways that you can

608
00:33:54,040 --> 00:33:56,640
Speaker 1: think of that she can protect herself professionally right now?

609
00:33:57,400 --> 00:34:00,080
Speaker 2: You know that's such a tough question, you know, I

610
00:33:59,800 --> 00:34:06,960
Speaker 2: think for me, what I've learned as someone who deeply

611
00:34:07,000 --> 00:34:11,160
Speaker 2: cares about equity in the workplace cares about black women

612
00:34:11,320 --> 00:34:15,759
Speaker 2: and our safety in the workplace. Is protecting myself through

613
00:34:16,000 --> 00:34:18,040
Speaker 2: documentation of all forms.

614
00:34:18,360 --> 00:34:19,680
Speaker 4: I don't mean just like I'm.

615
00:34:19,480 --> 00:34:21,799
Speaker 2: Documenting this and so I'm going to send this to HR,

616
00:34:21,920 --> 00:34:26,920
Speaker 2: but documenting moments that are fleeting sometimes that we know

617
00:34:27,440 --> 00:34:32,600
Speaker 2: are often coded as microaggressions, you know, threats, you know,

618
00:34:32,719 --> 00:34:37,160
Speaker 2: moments of being invalidated right. Finding ways to document that,

619
00:34:37,320 --> 00:34:40,680
Speaker 2: whether it's in your personal journal, whether it's a quick

620
00:34:41,120 --> 00:34:44,040
Speaker 2: suite follow up email that says, hey, just you know,

621
00:34:44,160 --> 00:34:47,080
Speaker 2: want to check check in on this, right, or circling

622
00:34:47,120 --> 00:34:50,560
Speaker 2: back and referencing it right, like in a conversation with

623
00:34:50,600 --> 00:34:53,560
Speaker 2: your supervisor. And it doesn't always mean that that you

624
00:34:53,640 --> 00:34:57,400
Speaker 2: were trying to create you know, I don't want to.

625
00:34:57,560 --> 00:34:59,239
Speaker 2: I don't want to like fall into the trap of

626
00:34:59,400 --> 00:35:01,719
Speaker 2: sounding like an black women. But it doesn't mean that

627
00:35:01,760 --> 00:35:05,200
Speaker 2: you're always trying to document for the purpose of challenging

628
00:35:05,360 --> 00:35:12,160
Speaker 2: your workplace, but documenting so that people know that you're

629
00:35:12,640 --> 00:35:16,480
Speaker 2: you're noticing these things, you're observing, you are questioning, you

630
00:35:16,560 --> 00:35:20,399
Speaker 2: are you're naming right, and you can still maintain good

631
00:35:20,440 --> 00:35:24,239
Speaker 2: relationships and trust even when you call those things out

632
00:35:24,239 --> 00:35:26,799
Speaker 2: and I've I've you know, it takes some sophistication. It's

633
00:35:26,800 --> 00:35:29,480
Speaker 2: taken me, you know, my twenty year career to figure

634
00:35:29,480 --> 00:35:34,440
Speaker 2: out the most gentle, loving ways to give feedback. But

635
00:35:34,520 --> 00:35:37,960
Speaker 2: I think that that's a really important aspect of how

636
00:35:38,000 --> 00:35:42,920
Speaker 2: we how we protect ourselves so that people know, Hey,

637
00:35:43,040 --> 00:35:43,640
Speaker 2: I saw that.

638
00:35:43,840 --> 00:35:44,640
Speaker 4: We're still cool.

639
00:35:44,760 --> 00:35:47,359
Speaker 2: I'm fine, but I saw that, and so let's make

640
00:35:47,360 --> 00:35:48,760
Speaker 2: sure that doesn't become a pattern.

641
00:35:50,040 --> 00:35:51,560
Speaker 1: Oh I like the way you did that.

642
00:35:51,640 --> 00:35:55,920
Speaker 3: Okay, now, yeah, come on, yes, I like that. I

643
00:35:55,960 --> 00:36:02,160
Speaker 3: appreciate that. And one things that is important I think

644
00:36:02,200 --> 00:36:06,600
Speaker 3: also for us to note is that as we're documenting

645
00:36:06,640 --> 00:36:10,080
Speaker 3: these things for ourselves and then some of these things

646
00:36:10,080 --> 00:36:14,680
Speaker 3: we're sharing out with people that we're interacting with in

647
00:36:14,719 --> 00:36:21,160
Speaker 3: the reality, it's the onus is on our employers to

648
00:36:21,360 --> 00:36:26,120
Speaker 3: make the systemic and systematic changes within the workplace when

649
00:36:26,800 --> 00:36:33,120
Speaker 3: employees are consistently reporting these experiences. And so, what are

650
00:36:33,200 --> 00:36:39,960
Speaker 3: some of the practices or policies that have actually made

651
00:36:40,080 --> 00:36:45,200
Speaker 3: workplaces more inclusive that you've seen over your career, specifically

652
00:36:45,200 --> 00:36:45,880
Speaker 3: for black women.

653
00:36:47,040 --> 00:36:51,080
Speaker 2: Yeah, well, I think in order to answer that question,

654
00:36:51,160 --> 00:36:53,360
Speaker 2: we have to we have to name the things that

655
00:36:53,400 --> 00:36:57,440
Speaker 2: we all know which are we get you know, evaluated

656
00:36:57,680 --> 00:37:01,160
Speaker 2: more harshly than everyone else. We don't get paid as

657
00:37:01,239 --> 00:37:04,319
Speaker 2: much as everyone else, we don't get promoted as much

658
00:37:04,320 --> 00:37:05,000
Speaker 2: as everyone else.

659
00:37:05,040 --> 00:37:06,439
Speaker 4: We're seen as a threat. Right.

660
00:37:06,840 --> 00:37:11,000
Speaker 2: And so, knowing that those are the challenges and obstacles

661
00:37:11,040 --> 00:37:14,040
Speaker 2: that we're going up against, how do we backtrack to

662
00:37:14,080 --> 00:37:17,880
Speaker 2: think the ways in which those things happen, how do

663
00:37:17,920 --> 00:37:18,640
Speaker 2: we intervene?

664
00:37:18,719 --> 00:37:18,919
Speaker 3: Right?

665
00:37:19,040 --> 00:37:21,960
Speaker 2: And so you know, I'm no one to say what

666
00:37:22,040 --> 00:37:26,279
Speaker 2: I think absolutely works, But what I will say is

667
00:37:26,320 --> 00:37:30,439
Speaker 2: that it's I have found in moments where I have

668
00:37:30,560 --> 00:37:34,239
Speaker 2: a platform or influence, I really try to make sure

669
00:37:34,280 --> 00:37:39,319
Speaker 2: that we are acknowledging parts of people's jobs that are

670
00:37:39,360 --> 00:37:44,800
Speaker 2: not always seen in a performance evaluation right, or valued

671
00:37:44,880 --> 00:37:48,520
Speaker 2: in a performance evaluation right, making sure that those things

672
00:37:48,520 --> 00:37:52,279
Speaker 2: are getting acknowledged for black women because we know that

673
00:37:52,320 --> 00:37:55,520
Speaker 2: we are. Oftentimes people come to us and we do

674
00:37:55,560 --> 00:37:58,320
Speaker 2: more emotional labor, we do more physical labor. Sometimes we

675
00:37:58,920 --> 00:38:02,000
Speaker 2: take on more right, and sometimes we make it look

676
00:38:02,160 --> 00:38:05,799
Speaker 2: easy because we don't complain. We don't talk about the

677
00:38:05,840 --> 00:38:09,399
Speaker 2: many things we're carrying while all doing more than more

678
00:38:09,400 --> 00:38:10,400
Speaker 2: work than many folks.

679
00:38:10,520 --> 00:38:10,719
Speaker 4: Right.

680
00:38:11,239 --> 00:38:18,839
Speaker 2: And so I try to make sure that when we're

681
00:38:18,880 --> 00:38:24,120
Speaker 2: talking about performance evaluations, promotion opportunities. How can we include

682
00:38:24,880 --> 00:38:27,160
Speaker 2: you know, if someone is doing affinity group work, or

683
00:38:27,200 --> 00:38:30,560
Speaker 2: if someone has been helping mentors someone who they don't

684
00:38:30,600 --> 00:38:34,440
Speaker 2: directly supervise, or you know, are they start is their

685
00:38:34,480 --> 00:38:36,680
Speaker 2: pay is starting off at the same place as this

686
00:38:36,719 --> 00:38:39,400
Speaker 2: other person. Yes, this person might work in finance, and

687
00:38:39,440 --> 00:38:44,399
Speaker 2: we don't value the you know, professional development department as

688
00:38:44,440 --> 00:38:47,920
Speaker 2: much as the finance department. But what this person is

689
00:38:47,920 --> 00:38:50,759
Speaker 2: doing is making sure that your organization is stable. So

690
00:38:50,800 --> 00:38:52,720
Speaker 2: how do we make sure that they are still getting

691
00:38:52,719 --> 00:38:55,600
Speaker 2: compensated even if it doesn't look like the same bottom

692
00:38:55,640 --> 00:38:59,640
Speaker 2: line that we may value as an organization. Right, and

693
00:39:00,080 --> 00:39:03,000
Speaker 2: that's an uphill battle, right. Not every company is gonna

694
00:39:03,040 --> 00:39:05,480
Speaker 2: work place is gonna see things in that way, But

695
00:39:05,560 --> 00:39:09,279
Speaker 2: at least naming them will help folks to deconstruct and

696
00:39:09,320 --> 00:39:12,560
Speaker 2: be more sensitive to the ways that black women in

697
00:39:12,600 --> 00:39:14,960
Speaker 2: our labor are so invisibilized.

698
00:39:15,800 --> 00:39:18,880
Speaker 4: So I hope that answers that is.

699
00:39:18,800 --> 00:39:21,440
Speaker 1: So important, so important, And one of the other questions

700
00:39:21,480 --> 00:39:24,160
Speaker 1: I wanted to ask you about is just looking back

701
00:39:24,200 --> 00:39:25,960
Speaker 1: at your own journey, what are some of the key

702
00:39:26,040 --> 00:39:29,000
Speaker 1: lessons you wish that every black woman entering the workforce

703
00:39:29,040 --> 00:39:33,319
Speaker 1: knew and if we could start with maybe I want

704
00:39:33,320 --> 00:39:35,080
Speaker 1: to say the way you said that, you know, I

705
00:39:35,120 --> 00:39:37,719
Speaker 1: saw that we're good. I'm okay that I think even

706
00:39:37,719 --> 00:39:41,000
Speaker 1: giving a little script on how to navigate a situation

707
00:39:41,040 --> 00:39:43,239
Speaker 1: where you saw someone do something petty and you want

708
00:39:43,280 --> 00:39:48,719
Speaker 1: to tactfully let them know, like yeah, you know, like what,

709
00:39:48,960 --> 00:39:50,920
Speaker 1: let's start with there and then any other lessons that

710
00:39:50,920 --> 00:39:52,279
Speaker 1: you can think of, because I love the way you

711
00:39:52,320 --> 00:39:52,640
Speaker 1: did that.

712
00:39:54,080 --> 00:39:57,680
Speaker 2: You know, it's I think there was like a it

713
00:39:57,719 --> 00:40:00,440
Speaker 2: was like a trend on TikTok for a while talking

714
00:40:00,480 --> 00:40:05,120
Speaker 2: about particularly the relationship between black women and older and

715
00:40:05,160 --> 00:40:06,879
Speaker 2: you know, I don't want to say older, but more

716
00:40:06,920 --> 00:40:10,400
Speaker 2: seenior white women. And there was just a lot of

717
00:40:10,440 --> 00:40:15,600
Speaker 2: folks having testimonies on TikTok talking about this. And I've

718
00:40:15,640 --> 00:40:17,800
Speaker 2: had that experience, not just with white women in particular,

719
00:40:17,840 --> 00:40:21,320
Speaker 2: but I think that we are seeing as a threat

720
00:40:21,440 --> 00:40:25,200
Speaker 2: when we are you know, young, accomplished black women, and

721
00:40:25,280 --> 00:40:27,719
Speaker 2: even when we come in and we've got great ideas

722
00:40:27,760 --> 00:40:30,319
Speaker 2: and we're taking on more work and doing you know,

723
00:40:30,440 --> 00:40:33,800
Speaker 2: above and beyond we you know, it's that whole theory

724
00:40:33,840 --> 00:40:36,279
Speaker 2: pet to threat, right, Like we're seeing as you know,

725
00:40:36,320 --> 00:40:38,239
Speaker 2: people want to lift us up and prop us up

726
00:40:38,320 --> 00:40:40,759
Speaker 2: and tokenize us and say, oh, look at this black

727
00:40:40,800 --> 00:40:43,200
Speaker 2: woman doing all this great stuff. But the moment that

728
00:40:43,239 --> 00:40:47,080
Speaker 2: we make someone feel insecure, right, make as in they

729
00:40:47,120 --> 00:40:47,760
Speaker 2: feel insecure.

730
00:40:47,800 --> 00:40:48,839
Speaker 4: There's nothing we're doing right.

731
00:40:48,840 --> 00:40:52,760
Speaker 2: But the moment that we say something or make someone

732
00:40:52,840 --> 00:40:56,680
Speaker 2: feel like we have become an actual threat in the workplace,

733
00:40:56,719 --> 00:40:58,760
Speaker 2: that we could take their job, we can do things

734
00:40:58,760 --> 00:41:00,239
Speaker 2: better than them, we can be.

735
00:41:00,200 --> 00:41:03,720
Speaker 4: More efficient, right, that's when the dynamic shifts.

736
00:41:03,880 --> 00:41:08,240
Speaker 2: And I have experienced that in several workplaces and environments,

737
00:41:08,239 --> 00:41:10,719
Speaker 2: and it's almost like I have an intuition at this point.

738
00:41:10,760 --> 00:41:13,239
Speaker 2: I know when it's coming, and so usually I try

739
00:41:13,239 --> 00:41:16,239
Speaker 2: to lean into that and really, you know, make sure

740
00:41:16,280 --> 00:41:18,760
Speaker 2: this person knows, hey, we're on the same team.

741
00:41:19,200 --> 00:41:21,440
Speaker 4: But inevitably, the tides always turned.

742
00:41:22,080 --> 00:41:25,440
Speaker 2: And so yeah, I think when I think about some

743
00:41:25,520 --> 00:41:29,120
Speaker 2: of the moments I've had with folks, I really just say, hey,

744
00:41:29,719 --> 00:41:32,920
Speaker 2: we're on the same team. I'm here to support you, girl,

745
00:41:33,120 --> 00:41:35,600
Speaker 2: Like I don't say, girl, but you know I'm here,

746
00:41:35,719 --> 00:41:38,120
Speaker 2: you know you, but like you know, we're we're on

747
00:41:38,160 --> 00:41:40,439
Speaker 2: the same team. I'm just here. I'm trying to learn

748
00:41:40,440 --> 00:41:43,040
Speaker 2: from you. You have a lot of experience. I have

749
00:41:43,080 --> 00:41:44,640
Speaker 2: a lot that I want to do to support the

750
00:41:44,680 --> 00:41:46,960
Speaker 2: work that you're already doing. But I just need you

751
00:41:47,040 --> 00:41:48,920
Speaker 2: to know I don't feel I don't feel safe, I

752
00:41:48,920 --> 00:41:50,960
Speaker 2: don't feel secure, I don't feel that I can be

753
00:41:51,000 --> 00:41:53,360
Speaker 2: the best version of myself when you speak to me

754
00:41:53,480 --> 00:41:55,520
Speaker 2: that way or when you undermine me in that way,

755
00:41:55,760 --> 00:41:57,120
Speaker 2: And so I just want to make sure we're good

756
00:41:57,200 --> 00:41:59,000
Speaker 2: on that, like, let's can we shift?

757
00:41:59,080 --> 00:42:01,400
Speaker 4: Can we shift the way that interact. I've had that

758
00:42:01,480 --> 00:42:02,920
Speaker 4: conversation in many different.

759
00:42:02,680 --> 00:42:05,000
Speaker 2: Ways, and usually it goes really well because I think

760
00:42:05,000 --> 00:42:08,600
Speaker 2: people don't expect for you to be as direct, right,

761
00:42:08,760 --> 00:42:11,280
Speaker 2: especially if you're kind and you have a great, fun

762
00:42:11,760 --> 00:42:14,719
Speaker 2: light personality, people are always a little thrown off when

763
00:42:14,760 --> 00:42:18,480
Speaker 2: you come very directly. And so I've had that conversation

764
00:42:18,520 --> 00:42:21,239
Speaker 2: where I've said, Hey, we have a great relationship, but

765
00:42:21,280 --> 00:42:23,880
Speaker 2: I just want you to know you can't speak to

766
00:42:23,920 --> 00:42:24,520
Speaker 2: me that way.

767
00:42:24,680 --> 00:42:27,719
Speaker 4: That won't work. That won't work. That kind of.

768
00:42:27,600 --> 00:42:30,400
Speaker 2: Communication doesn't work well with me. And I'm always going

769
00:42:30,480 --> 00:42:33,160
Speaker 2: to respect you. I always stay in my lane, and

770
00:42:33,200 --> 00:42:34,960
Speaker 2: so I need to stay in your lane as well.

771
00:42:35,000 --> 00:42:36,319
Speaker 2: And that's the way that we're going to work the

772
00:42:36,360 --> 00:42:41,880
Speaker 2: best together. And you know, it's h usually.

773
00:42:41,680 --> 00:42:47,799
Speaker 1: Goes, well, lon't it the professional motherfucking read Okay, yes, period, Yes.

774
00:42:48,200 --> 00:42:52,239
Speaker 3: We are here for that. And as you were saying that,

775
00:42:52,280 --> 00:42:54,720
Speaker 3: one of the things that you mentioned was this pet

776
00:42:54,760 --> 00:43:00,680
Speaker 3: to threat theory, right, and oftentimes we know that what

777
00:43:00,719 --> 00:43:04,799
Speaker 3: can happen is once as black women were viewed as

778
00:43:04,800 --> 00:43:12,000
Speaker 3: a threat, then then starts the trend where we are somebody,

779
00:43:12,080 --> 00:43:16,160
Speaker 3: whether we're transitioning out of this job or they're putting

780
00:43:16,239 --> 00:43:20,560
Speaker 3: us on a plan to get us out. Something shifts.

781
00:43:21,640 --> 00:43:25,640
Speaker 3: And so you and your colleague, doctor Jen Wells developed

782
00:43:25,880 --> 00:43:30,120
Speaker 3: the Black woman employee life cycle. So can you tell

783
00:43:30,160 --> 00:43:33,880
Speaker 3: our audience about this life cycle and give us some

784
00:43:34,040 --> 00:43:36,880
Speaker 3: examples of what happens in the various stages.

785
00:43:38,200 --> 00:43:43,200
Speaker 2: Yeah, absolutely so, Jen, doctor Jen Walls and I we

786
00:43:43,200 --> 00:43:45,920
Speaker 2: were just sort of talking and wanting We had done

787
00:43:45,960 --> 00:43:48,480
Speaker 2: some consulting work together, and we who that we wanted

788
00:43:48,520 --> 00:43:51,000
Speaker 2: to create a model because we were it was during

789
00:43:51,000 --> 00:43:54,319
Speaker 2: the time where we were seeing in the headlines black

790
00:43:54,400 --> 00:43:58,160
Speaker 2: women just you know, just one story after the next,

791
00:43:58,280 --> 00:44:01,920
Speaker 2: seeing at various stages right of being terminated from their

792
00:44:02,000 --> 00:44:04,440
Speaker 2: jobs all the way to you know, unfortunately taking their

793
00:44:04,480 --> 00:44:08,480
Speaker 2: own lives. So we were really wanting to create something

794
00:44:08,560 --> 00:44:12,320
Speaker 2: to express how black women were feeling at that time,

795
00:44:12,440 --> 00:44:15,880
Speaker 2: and so we decided to create this infographic and it

796
00:44:15,920 --> 00:44:18,560
Speaker 2: was a very quick process because we just, you know

797
00:44:18,640 --> 00:44:22,400
Speaker 2: the experience of you know, knowing what it's like to

798
00:44:22,440 --> 00:44:24,480
Speaker 2: go into a workplace and go through this life cycle.

799
00:44:25,160 --> 00:44:27,719
Speaker 2: It was so easy for us to articulate. So we

800
00:44:27,800 --> 00:44:31,080
Speaker 2: just started with with how we how we felt early

801
00:44:31,120 --> 00:44:34,840
Speaker 2: on in our careers as new black professionals, feeling excited

802
00:44:34,880 --> 00:44:37,399
Speaker 2: about our work and we sort of so we called

803
00:44:37,400 --> 00:44:41,480
Speaker 2: that the recruitment and onboarding stage, where you know, when

804
00:44:41,800 --> 00:44:43,720
Speaker 2: all of us we're excited when we get a new job,

805
00:44:44,000 --> 00:44:46,440
Speaker 2: we're excited to be there show off what we have

806
00:44:46,560 --> 00:44:51,000
Speaker 2: to offer. And oftentimes we see some of the signs, right,

807
00:44:51,120 --> 00:44:53,360
Speaker 2: we see some of those red flags early on, but

808
00:44:53,840 --> 00:44:55,920
Speaker 2: we know that that's the reality that we live. So

809
00:44:56,200 --> 00:44:58,520
Speaker 2: sometimes you can make a decision to say I'm not

810
00:44:58,560 --> 00:45:00,560
Speaker 2: going to go there because there's too many reds. But

811
00:45:00,640 --> 00:45:02,360
Speaker 2: sometimes we see them and we say, you know what,

812
00:45:02,960 --> 00:45:04,239
Speaker 2: I'm just going to suck it up. I'm just going

813
00:45:04,320 --> 00:45:06,960
Speaker 2: to enter that environment because I need this job, I

814
00:45:07,000 --> 00:45:09,960
Speaker 2: need this experience. Right, But some of those red flags

815
00:45:10,000 --> 00:45:13,200
Speaker 2: can look like being tokenized in an interview process or

816
00:45:13,520 --> 00:45:17,040
Speaker 2: knowing that you're getting paid less, getting offered less than

817
00:45:17,040 --> 00:45:19,960
Speaker 2: someone else. And actually, my husband and I have actually

818
00:45:20,000 --> 00:45:23,400
Speaker 2: done that intentionally, where when he's not even looking for

819
00:45:23,440 --> 00:45:26,200
Speaker 2: a job, when I was looking for a job, he

820
00:45:26,320 --> 00:45:29,759
Speaker 2: will apply for a job, we will both interview get

821
00:45:29,800 --> 00:45:33,120
Speaker 2: through the same process. And there have been multiple times,

822
00:45:33,239 --> 00:45:36,439
Speaker 2: multiple and we won't call them out, but multiple organizations

823
00:45:36,480 --> 00:45:39,200
Speaker 2: where we have applied where they have started him at

824
00:45:39,200 --> 00:45:44,240
Speaker 2: a significantly higher higher pay than me, not an offer,

825
00:45:44,280 --> 00:45:46,880
Speaker 2: but in the initial interview process saying oh, this is

826
00:45:46,880 --> 00:45:49,359
Speaker 2: where the job starts. And there have been moments where

827
00:45:49,400 --> 00:45:52,120
Speaker 2: I have said, hey, I actually thought that it started

828
00:45:52,160 --> 00:45:54,160
Speaker 2: at this number, and they would say, we don't have

829
00:45:54,200 --> 00:45:56,520
Speaker 2: the budget for that. But when my husband would do

830
00:45:56,560 --> 00:45:59,360
Speaker 2: the interview process, they would start him at that number

831
00:45:59,400 --> 00:46:02,160
Speaker 2: that they indicate and he wasn't even interested in the job.

832
00:46:02,440 --> 00:46:07,160
Speaker 2: We have very comparable you know, credentials experiences. There's nothing

833
00:46:07,719 --> 00:46:12,520
Speaker 2: that would make us have a very different pay scale. Right,

834
00:46:12,960 --> 00:46:16,040
Speaker 2: So we've seen that happen. We know black women experience that,

835
00:46:16,640 --> 00:46:18,440
Speaker 2: but oftentimes we just go with it.

836
00:46:18,560 --> 00:46:18,759
Speaker 4: Right.

837
00:46:19,040 --> 00:46:21,840
Speaker 2: The next section was the optimistic employee, Right, like you

838
00:46:21,920 --> 00:46:23,680
Speaker 2: go there, you know there's some red flags, but you

839
00:46:23,760 --> 00:46:26,239
Speaker 2: make the best of it, and you're optimistic, and so

840
00:46:26,719 --> 00:46:29,759
Speaker 2: you go in still trying to show the best version

841
00:46:29,800 --> 00:46:33,719
Speaker 2: of yourself. But as people are interacting with you, we

842
00:46:33,760 --> 00:46:37,439
Speaker 2: know that we're confronting or we're coming up against stereotypes.

843
00:46:37,600 --> 00:46:41,600
Speaker 2: So your expertise may be discounted. Right, Black done cracks,

844
00:46:41,600 --> 00:46:43,480
Speaker 2: So they usually think we're younger than we are and

845
00:46:43,560 --> 00:46:46,920
Speaker 2: don't have as much experience. Right, we're doing the invisible

846
00:46:47,160 --> 00:46:50,880
Speaker 2: emotional labor of people microaggressing us and having to be

847
00:46:51,040 --> 00:46:53,719
Speaker 2: kind and gracious in response to it, or you know,

848
00:46:54,160 --> 00:46:56,600
Speaker 2: even other and it's not as there's no knock on this,

849
00:46:56,760 --> 00:47:00,800
Speaker 2: but even as folks who are going into leader positions

850
00:47:00,800 --> 00:47:03,759
Speaker 2: as black women, oftentimes you'll go to a place and

851
00:47:03,840 --> 00:47:06,759
Speaker 2: you will have a bunch of black folks who will

852
00:47:06,760 --> 00:47:08,880
Speaker 2: come to you and want to talk to you about

853
00:47:08,920 --> 00:47:11,200
Speaker 2: all the challenges that they've had in that workplace. And

854
00:47:11,280 --> 00:47:14,760
Speaker 2: I welcome that. And at the same time, it is labor.

855
00:47:15,040 --> 00:47:18,080
Speaker 2: It is emotional labor that you were taking on that

856
00:47:18,200 --> 00:47:22,000
Speaker 2: other people are not right, and so that is another

857
00:47:22,120 --> 00:47:24,160
Speaker 2: aspect of it. And then of course, you know, just

858
00:47:24,280 --> 00:47:26,240
Speaker 2: your legitimacy being questioned.

859
00:47:25,880 --> 00:47:26,480
Speaker 4: All that stuff.

860
00:47:27,040 --> 00:47:30,520
Speaker 2: Burnout is what you enter next after you've tried to

861
00:47:30,560 --> 00:47:34,600
Speaker 2: be optimistic. Now the organization has torn you down, and

862
00:47:34,960 --> 00:47:37,680
Speaker 2: you know, reality has set in and you're feeling burnt out.

863
00:47:37,960 --> 00:47:41,239
Speaker 2: You're feeling the reality of people tone policing you and

864
00:47:41,520 --> 00:47:44,680
Speaker 2: people hyper monitoring whether or not you're doing what you're

865
00:47:44,680 --> 00:47:46,600
Speaker 2: supposed to do. And you know, I know for me,

866
00:47:47,080 --> 00:47:49,360
Speaker 2: there's been many places where I've worked, you know, just

867
00:47:49,400 --> 00:47:51,719
Speaker 2: because of being the only black person, or you know,

868
00:47:51,800 --> 00:47:54,560
Speaker 2: wearing my hair natural or whatever it is, people notice

869
00:47:54,600 --> 00:47:55,359
Speaker 2: when I'm not there.

870
00:47:55,680 --> 00:47:58,080
Speaker 4: I can be sitting in a meeting for two hours

871
00:47:58,120 --> 00:48:00,000
Speaker 4: and people, where have you been? I haven't seen you all?

872
00:48:00,680 --> 00:48:03,120
Speaker 4: Why are you worried about my whereabouts? Right?

873
00:48:03,480 --> 00:48:07,040
Speaker 2: No one else is getting that, but black women in particular.

874
00:48:07,120 --> 00:48:10,040
Speaker 2: I find that we are hyper monitored, not just in

875
00:48:10,160 --> 00:48:13,360
Speaker 2: our work, but just in the ways that people question,

876
00:48:13,719 --> 00:48:14,480
Speaker 2: what are you doing?

877
00:48:14,560 --> 00:48:17,440
Speaker 4: Where are you? Did you take a long lunch? Did

878
00:48:17,480 --> 00:48:18,200
Speaker 4: you leave early?

879
00:48:18,440 --> 00:48:20,880
Speaker 2: Right? Like, those are things that one a lot of

880
00:48:20,920 --> 00:48:22,640
Speaker 2: other folks don't have to confront.

881
00:48:22,719 --> 00:48:22,919
Speaker 3: Right.

882
00:48:23,600 --> 00:48:26,840
Speaker 2: And then the last section, which is unfortunately the reality

883
00:48:27,000 --> 00:48:29,680
Speaker 2: is a lot of folks either stay and they just

884
00:48:29,760 --> 00:48:32,040
Speaker 2: deal with it. They just suck it up, they grin

885
00:48:32,160 --> 00:48:34,279
Speaker 2: and bear it, or they just say I'm going to

886
00:48:34,320 --> 00:48:36,880
Speaker 2: stay and I'm going to just do the bare minimum,

887
00:48:37,520 --> 00:48:40,759
Speaker 2: or we decide to leave, but when we leave, we

888
00:48:40,880 --> 00:48:42,200
Speaker 2: know that it's going to be a repeat.

889
00:48:42,239 --> 00:48:44,239
Speaker 4: It's going to be an exit and a repeat. Right.

890
00:48:44,320 --> 00:48:46,839
Speaker 2: We know that no place is perfect, and you can

891
00:48:46,840 --> 00:48:49,320
Speaker 2: go to the next place and it may be slightly

892
00:48:49,320 --> 00:48:52,320
Speaker 2: better in different ways, but the reality is you are

893
00:48:52,600 --> 00:48:56,160
Speaker 2: likely going to experience many of the same challenges that

894
00:48:56,200 --> 00:48:57,320
Speaker 2: you did in the last place.

895
00:48:57,800 --> 00:48:59,319
Speaker 4: And so that's how we kind of ended up hearing.

896
00:48:59,360 --> 00:49:02,120
Speaker 2: At first, it was like, at first that last section

897
00:49:02,320 --> 00:49:05,080
Speaker 2: was you exit, and then we were like, we.

898
00:49:05,120 --> 00:49:05,920
Speaker 4: Know that's not true.

899
00:49:06,239 --> 00:49:09,359
Speaker 2: It's you say and you grin and Barrett or you

900
00:49:09,440 --> 00:49:12,759
Speaker 2: exit and you repeat the cycle. Right, So that's kind

901
00:49:12,760 --> 00:49:14,520
Speaker 2: of how we ended up doing this. And I mean,

902
00:49:14,600 --> 00:49:17,520
Speaker 2: as you all know, the reception was wild. I mean

903
00:49:17,560 --> 00:49:20,600
Speaker 2: I just still just a couple of years later, still

904
00:49:20,640 --> 00:49:24,160
Speaker 2: having folks message me about it because it resonated so deeply.

905
00:49:26,040 --> 00:49:29,200
Speaker 1: Thank you so much, Moresico for just all the work

906
00:49:29,239 --> 00:49:33,720
Speaker 1: that you do and continue to just pour into the community.

907
00:49:33,719 --> 00:49:35,479
Speaker 1: I think about the conversation we had today, you dropped

908
00:49:35,520 --> 00:49:37,440
Speaker 1: so many gems. We just we really appreciate you We're

909
00:49:37,440 --> 00:49:39,160
Speaker 1: looking forward to what you and your husband are working

910
00:49:39,160 --> 00:49:41,320
Speaker 1: on as well, so we may need to have a

911
00:49:41,360 --> 00:49:44,640
Speaker 1: part two conversation about that when that's public. But we

912
00:49:44,719 --> 00:49:46,480
Speaker 1: just appreciate you so much. Is there anything that you

913
00:49:46,520 --> 00:49:50,160
Speaker 1: want to lead our listeners to while we have them here,

914
00:49:50,239 --> 00:49:53,200
Speaker 1: or anything else that you want them to do to support.

915
00:49:52,719 --> 00:49:56,319
Speaker 2: No, I just I honestly am just so grateful that

916
00:49:56,360 --> 00:50:00,239
Speaker 2: you all have this beautiful platform that pours in to

917
00:50:00,360 --> 00:50:03,160
Speaker 2: so many folks, and I'm just so honored that you

918
00:50:03,239 --> 00:50:07,000
Speaker 2: invited me. I mean, I admire the work that you're

919
00:50:07,000 --> 00:50:10,720
Speaker 2: doing individually and collectively, and I'm just always so grateful

920
00:50:10,760 --> 00:50:15,040
Speaker 2: when black women take time to come together and allow

921
00:50:15,160 --> 00:50:17,680
Speaker 2: us to pour into one another. So thank you for

922
00:50:17,760 --> 00:50:20,360
Speaker 2: the honor and privilege of inviting me to the space.

923
00:50:22,160 --> 00:50:25,680
Speaker 3: Well, it was definitely our honor and our pleasure.

924
00:50:25,320 --> 00:50:26,040
Speaker 4: To have you.

925
00:50:26,280 --> 00:50:30,799
Speaker 3: And we know that as our listeners are soaking up

926
00:50:30,960 --> 00:50:34,040
Speaker 3: all of the nowls that you're sharing, a lot of

927
00:50:34,040 --> 00:50:36,240
Speaker 3: them are going to want to reach out and connect

928
00:50:36,280 --> 00:50:38,720
Speaker 3: with you and maybe have one of those thirty minute

929
00:50:38,719 --> 00:50:41,480
Speaker 3: calls with you. And so can you share with our

930
00:50:41,560 --> 00:50:45,280
Speaker 3: listeners where they can find you, how they can connect

931
00:50:45,280 --> 00:50:45,520
Speaker 3: with you.

932
00:50:46,920 --> 00:50:49,120
Speaker 2: Yes, Well, The beautiful thing about my name is I

933
00:50:49,160 --> 00:50:52,719
Speaker 2: am the only one, so you can find me Marisico

934
00:50:52,800 --> 00:50:55,560
Speaker 2: at gmail, LinkedIn slash Marisico.

935
00:50:56,360 --> 00:50:58,080
Speaker 4: Just make sure you get the spelling correctly.

936
00:50:58,719 --> 00:51:01,760
Speaker 2: I do have a consulting page with Vince, my husband

937
00:51:01,840 --> 00:51:06,320
Speaker 2: on Instagram. It's just at Greer Consulting. But yeah, I welcome.

938
00:51:06,440 --> 00:51:09,480
Speaker 2: I truly welcome and invite folks to connect reach out.

939
00:51:09,760 --> 00:51:12,200
Speaker 2: I will always make time for someone who wants to

940
00:51:12,280 --> 00:51:14,879
Speaker 2: just chat. So yeah, it's an open door.

941
00:51:16,480 --> 00:51:17,520
Speaker 1: Thank you so much.

942
00:51:19,600 --> 00:51:20,080
Speaker 4: Thank you.

943
00:51:21,360 --> 00:51:24,360
Speaker 3: It's doctor dom here from the Cultivating her Space podcast.

944
00:51:25,320 --> 00:51:28,279
Speaker 3: Are you currently a resident of the state of California

945
00:51:28,960 --> 00:51:34,040
Speaker 3: and contemplating starting your therapy journey? Well, if so, please

946
00:51:34,080 --> 00:51:37,920
Speaker 3: reach out to me at doctor Dominique Brusard dot com.

947
00:51:38,400 --> 00:51:43,239
Speaker 3: That's d R D O M I N I q

948
00:51:43,560 --> 00:51:48,960
Speaker 3: U E b R O U ss ar D dot

949
00:51:48,960 --> 00:51:53,919
Speaker 3: com to schedule a free fifteen minute consultation. I look

950
00:51:53,960 --> 00:51:58,560
Speaker 3: forward to hearing from you. Thanks for tuning into Cultivating

951
00:51:58,600 --> 00:52:04,200
Speaker 3: her Space. Remember that while this podcast is all about healing, empowerment,

952
00:52:04,280 --> 00:52:08,880
Speaker 3: and resilience, it's not a substitute for therapy. If you

953
00:52:09,200 --> 00:52:13,000
Speaker 3: or someone you know need support, check out resources like

954
00:52:13,120 --> 00:52:17,160
Speaker 3: Therapy for Black Girls, or Psychology Today. If you love

955
00:52:17,200 --> 00:52:20,160
Speaker 3: today's episode, do us a favor and share it with

956
00:52:20,200 --> 00:52:24,040
Speaker 3: a friend who needs some inspiration, or leave us a

957
00:52:24,120 --> 00:52:27,640
Speaker 3: quick five star review. Your support means the world to

958
00:52:27,760 --> 00:52:30,120
Speaker 3: us and helps keep this space thriving.

959
00:52:30,640 --> 00:52:35,360
Speaker 1: And before we meet again, repeat after me. I release

960
00:52:35,440 --> 00:52:39,040
Speaker 1: the old with gratitude and prepare for the new with intention.

961
00:52:40,560 --> 00:52:43,640
Speaker 1: Keep thriving, lady, and tune in next Friday for more

962
00:52:43,760 --> 00:52:48,319
Speaker 1: inspiration from cultivating her Space. In the meantime, be sure

963
00:52:48,360 --> 00:52:51,960
Speaker 1: to connect with us on Instagram at her Space Podcast.