1 00:00:00,080 --> 00:00:04,240 Speaker 1: I'm calling Chambers. I work at Gallagher in construction broken 2 00:00:04,480 --> 00:00:06,840 Speaker 1: the international team. I'm on the grad scheme. This is 3 00:00:06,880 --> 00:00:07,600 Speaker 1: my second year. 4 00:00:08,039 --> 00:00:10,680 Speaker 2: My name is Tytanakin Louie. I'm a managing director at 5 00:00:10,680 --> 00:00:12,959 Speaker 2: Morgan Stanley and I've been at the firm twenty years. 6 00:00:13,160 --> 00:00:15,720 Speaker 1: I support Chelsea big reasons to put Chelsea because of 7 00:00:15,720 --> 00:00:18,040 Speaker 1: Maco ession. He's a guardian black role model for me. 8 00:00:18,320 --> 00:00:20,759 Speaker 1: A lot of people where I'm from or East London, 9 00:00:20,800 --> 00:00:24,080 Speaker 1: they support Arsenal because of players like Tyrani and they 10 00:00:24,079 --> 00:00:25,680 Speaker 1: want to be a football and play for Arsenal because 11 00:00:25,680 --> 00:00:28,800 Speaker 1: of Tyrory. In the city, definitely, you want to see 12 00:00:28,840 --> 00:00:31,440 Speaker 1: someone that is successful in the city because I feel 13 00:00:31,440 --> 00:00:35,080 Speaker 1: like there's a bit of narrative and stereotypes that the 14 00:00:35,120 --> 00:00:37,600 Speaker 1: city's mainly white people. When you walk in and there's 15 00:00:37,600 --> 00:00:39,959 Speaker 1: a lot of maybe a lack of diversity, people might 16 00:00:40,000 --> 00:00:41,879 Speaker 1: think that from first assumption, but I feel like when 17 00:00:41,880 --> 00:00:44,080 Speaker 1: you get in the city you'll be surprised as well 18 00:00:44,280 --> 00:00:46,599 Speaker 1: because there are black leaders there, so be able to 19 00:00:46,760 --> 00:00:49,120 Speaker 1: identify with those black leaders and relate to them. It's 20 00:00:49,200 --> 00:00:51,879 Speaker 1: really important to feel like you can be successful in 21 00:00:51,880 --> 00:00:53,800 Speaker 1: the city where you are the minority. 22 00:00:54,080 --> 00:00:56,640 Speaker 2: When I look at my career, and when I started 23 00:00:56,680 --> 00:01:00,880 Speaker 2: out decades ago, you know, there wasn't the obvious role 24 00:01:00,880 --> 00:01:03,240 Speaker 2: modeling at senior levels of black heritage, there were not 25 00:01:03,480 --> 00:01:08,400 Speaker 2: that many. Obviously, there's been vast improvements there really identifying 26 00:01:08,440 --> 00:01:11,880 Speaker 2: and training and retaining a black excellent talent, and so 27 00:01:11,920 --> 00:01:15,640 Speaker 2: there's more representation now than there was before. And a 28 00:01:15,680 --> 00:01:17,560 Speaker 2: lot of people who have worked as long as I 29 00:01:17,640 --> 00:01:20,080 Speaker 2: have who have black heritage will have that same feeling 30 00:01:20,200 --> 00:01:23,000 Speaker 2: of not kind of looking around and seeing people who 31 00:01:23,080 --> 00:01:25,759 Speaker 2: might have had a similar path or similar background, especially 32 00:01:25,800 --> 00:01:29,080 Speaker 2: when it comes to ethnicity and culture. But the reality 33 00:01:29,200 --> 00:01:32,520 Speaker 2: is that there's been progression. It's not been linear. There's 34 00:01:32,520 --> 00:01:36,039 Speaker 2: more wood to chop, absolutely, But once you are in 35 00:01:36,080 --> 00:01:40,000 Speaker 2: a place where you have achieved certain things and you 36 00:01:40,000 --> 00:01:42,840 Speaker 2: yourself called an our role model, you begin to role 37 00:01:42,880 --> 00:01:45,480 Speaker 2: model right from the start of your career, and there 38 00:01:45,480 --> 00:01:47,240 Speaker 2: are people who will come to you or you could 39 00:01:47,240 --> 00:01:49,160 Speaker 2: offer advice to about how you've done that in your 40 00:01:49,240 --> 00:01:52,040 Speaker 2: kind of environment. So the role modeling is really about 41 00:01:52,040 --> 00:01:52,720 Speaker 2: paying it forward. 42 00:01:53,040 --> 00:01:55,360 Speaker 1: You won't live the same career that's Tossing has, or 43 00:01:56,320 --> 00:01:58,800 Speaker 1: another black man or a love black lady has, so 44 00:01:58,880 --> 00:02:02,600 Speaker 1: you have to gate and also sort of take responsibility 45 00:02:02,600 --> 00:02:05,680 Speaker 1: of your career and in non different people, take everything 46 00:02:05,680 --> 00:02:08,240 Speaker 1: with a pinch of salt as well, and try and 47 00:02:08,280 --> 00:02:13,720 Speaker 1: relate to where you think their advice will be relevant 48 00:02:13,760 --> 00:02:14,040 Speaker 1: to you. 49 00:02:14,560 --> 00:02:16,680 Speaker 2: If you're going into a work environment where you are 50 00:02:16,720 --> 00:02:18,960 Speaker 2: spending nine, ten, eleven, twelve hours a day could be 51 00:02:18,960 --> 00:02:21,560 Speaker 2: longer depending on what's going on in your industry, to 52 00:02:21,720 --> 00:02:25,160 Speaker 2: have to navigate a performance every day that's not true 53 00:02:25,200 --> 00:02:28,040 Speaker 2: to who you are is absolutely exhausting and takes away 54 00:02:28,360 --> 00:02:30,320 Speaker 2: from you actually performing a job to the best of 55 00:02:30,360 --> 00:02:33,640 Speaker 2: your ability. So when we talk about role models, one 56 00:02:33,639 --> 00:02:37,040 Speaker 2: of the things I would say to people such as yourself, Colin, 57 00:02:37,280 --> 00:02:39,280 Speaker 2: is that when we're looking at role models or a 58 00:02:39,320 --> 00:02:41,360 Speaker 2: skill we want to develop, or something we want to 59 00:02:41,400 --> 00:02:44,320 Speaker 2: hone and perfect, it's looking at the people who do 60 00:02:44,360 --> 00:02:48,119 Speaker 2: it best, whoever they are, wherever they're from. And it's 61 00:02:48,200 --> 00:02:49,679 Speaker 2: great that there are a lot more people of black 62 00:02:49,720 --> 00:02:53,040 Speaker 2: heritage to call on other ethnicities as well within the city, 63 00:02:53,240 --> 00:02:55,200 Speaker 2: But who does it best in a way that resonates 64 00:02:55,280 --> 00:02:57,919 Speaker 2: with me and it's true to me? And now I 65 00:02:57,960 --> 00:02:59,520 Speaker 2: want to find out a bit more about that. 66 00:03:00,320 --> 00:03:02,840 Speaker 1: Live unconscious bi us, I feel like you have to 67 00:03:02,840 --> 00:03:05,680 Speaker 1: be aware of it before you know exists me being 68 00:03:06,200 --> 00:03:09,240 Speaker 1: very young as well and knew in the industry. I 69 00:03:09,280 --> 00:03:11,560 Speaker 1: feel like you're young, you might not know, you could 70 00:03:11,560 --> 00:03:14,919 Speaker 1: be naive. You definitely need to be have a wide 71 00:03:15,000 --> 00:03:17,359 Speaker 1: eye for that and also be aware of that, but 72 00:03:17,720 --> 00:03:21,440 Speaker 1: also know that you can talk to people, make them 73 00:03:21,480 --> 00:03:24,600 Speaker 1: aware of things that you might not agree with and 74 00:03:24,720 --> 00:03:28,400 Speaker 1: things that could be improved in whatever industry you're in. 75 00:03:28,680 --> 00:03:30,320 Speaker 2: One of the things you said that it's so amazing 76 00:03:30,360 --> 00:03:32,720 Speaker 2: and it's great, it actually should not be amazing, is 77 00:03:32,720 --> 00:03:35,400 Speaker 2: that you feel comfortable talking about it, and that's the 78 00:03:35,520 --> 00:03:38,160 Speaker 2: environment you want in a corporate setting, and Monkstani is 79 00:03:38,240 --> 00:03:40,120 Speaker 2: very much the same, and you want to be an 80 00:03:40,160 --> 00:03:42,480 Speaker 2: environment where you can talk about it. And I think 81 00:03:42,480 --> 00:03:45,160 Speaker 2: if you go back thirty forty years there was not 82 00:03:45,240 --> 00:03:47,600 Speaker 2: the narrative, the language, how do you talk about it? 83 00:03:47,680 --> 00:03:50,520 Speaker 2: You know, people were not comfortable talking about race at all. 84 00:03:50,760 --> 00:03:53,320 Speaker 2: There's a lot more comfort in that and people willing 85 00:03:53,360 --> 00:03:56,200 Speaker 2: to kind of make mistakes and be corrected than there 86 00:03:56,360 --> 00:03:59,000 Speaker 2: was thirty forty years ago. So it's great that you 87 00:03:59,080 --> 00:04:01,280 Speaker 2: are perceiving that and feeling power to do that. The 88 00:04:01,320 --> 00:04:03,800 Speaker 2: other thing I would say was when I was starting 89 00:04:03,840 --> 00:04:05,280 Speaker 2: at a lot of the time, there would be some 90 00:04:05,360 --> 00:04:08,720 Speaker 2: form of unconscious bias people would perceive and it would 91 00:04:08,720 --> 00:04:10,560 Speaker 2: be like, oh, I didn't correct it right then and 92 00:04:10,600 --> 00:04:12,320 Speaker 2: there in the moment. The moment has passed. The moment 93 00:04:12,360 --> 00:04:14,680 Speaker 2: has never passed. It's never passed. It could be three 94 00:04:14,720 --> 00:04:17,640 Speaker 2: four days, it could be a while before you realize, oh, yeah, 95 00:04:17,680 --> 00:04:20,640 Speaker 2: that's particularly what made me uncomfortable, and now I want 96 00:04:20,680 --> 00:04:24,040 Speaker 2: to rectify that, address it, discuss it, and that's what 97 00:04:24,360 --> 00:04:28,560 Speaker 2: makes someone feel more comfortable in their environment as well. 98 00:04:28,720 --> 00:04:31,839 Speaker 1: How I see it from my perspective is that I 99 00:04:31,920 --> 00:04:36,240 Speaker 1: have to have the short term uncomfortable conversations as a 100 00:04:36,279 --> 00:04:38,600 Speaker 1: trade off for long term discomfort. 101 00:04:38,839 --> 00:04:40,479 Speaker 2: I do think that one of the things that we 102 00:04:40,600 --> 00:04:42,599 Speaker 2: might miss the mark on in the corporate setting and 103 00:04:42,600 --> 00:04:47,200 Speaker 2: when we look at Black History Month and unconscious bias, etc. 104 00:04:47,480 --> 00:04:49,400 Speaker 2: Any other kind of bias, is that some of it 105 00:04:49,480 --> 00:04:51,839 Speaker 2: is not happening in the workplace. It happens in the 106 00:04:51,839 --> 00:04:54,800 Speaker 2: communities where we live, work, shop, but it's not in 107 00:04:54,839 --> 00:04:58,520 Speaker 2: the office. And for anybody who experiences unconscious bias, they 108 00:04:58,560 --> 00:05:01,159 Speaker 2: can bring that to work on a Monday based on 109 00:05:01,200 --> 00:05:03,320 Speaker 2: something they experienced on the weekend, and it's kind of 110 00:05:03,320 --> 00:05:06,080 Speaker 2: shrouded around them because it's real. And so I think 111 00:05:06,120 --> 00:05:08,800 Speaker 2: this whole concept of having an environment which one can 112 00:05:08,839 --> 00:05:11,440 Speaker 2: talk freely about these challenges, how it makes them feel 113 00:05:11,680 --> 00:05:13,760 Speaker 2: and have a tool kit and understanding of how to 114 00:05:13,839 --> 00:05:17,080 Speaker 2: navigate it is so important to success and resilience. 115 00:05:17,800 --> 00:05:20,040 Speaker 1: Me coming to the city, I just don't wanted to 116 00:05:20,080 --> 00:05:22,200 Speaker 1: be in the city. I just wanted to look smart. 117 00:05:22,440 --> 00:05:25,640 Speaker 1: I wanted to look professional, and I felt like that 118 00:05:25,760 --> 00:05:30,120 Speaker 1: was a sort of ego abuse stuff. I'm being candidly honest. 119 00:05:30,800 --> 00:05:33,159 Speaker 1: So I didn't know what anyone done in the city. 120 00:05:33,320 --> 00:05:35,039 Speaker 1: I just knew it looked like a good thing to 121 00:05:35,080 --> 00:05:37,279 Speaker 1: be in. I do feel like it's hidden from a 122 00:05:37,279 --> 00:05:41,400 Speaker 1: lot of black professionals and ethnic mannorities, not only black professionals. 123 00:05:42,080 --> 00:05:43,720 Speaker 1: No one really knows what goes in the city just 124 00:05:44,000 --> 00:05:47,080 Speaker 1: turns out a lot of money. I feel like educating 125 00:05:47,279 --> 00:05:50,080 Speaker 1: the young professionals as well, having us to treat it 126 00:05:50,120 --> 00:05:53,839 Speaker 1: approach to like outreach programs as well, so reaching different schools, 127 00:05:54,040 --> 00:05:56,200 Speaker 1: not even only schools, because some people they lead square 128 00:05:56,200 --> 00:06:00,720 Speaker 1: at eighteen, So trying to find spaces where you might 129 00:06:00,720 --> 00:06:01,359 Speaker 1: find a talent. 130 00:06:01,760 --> 00:06:04,440 Speaker 2: When you look at our client basis, they're so diverse 131 00:06:04,560 --> 00:06:07,760 Speaker 2: they want diversity of thought, diversity of problem solving, diversity 132 00:06:07,800 --> 00:06:11,120 Speaker 2: of approach. But it also enriches our environment as well 133 00:06:11,160 --> 00:06:15,080 Speaker 2: to have that variation and it represents our society. So 134 00:06:15,120 --> 00:06:16,599 Speaker 2: I think more of the same ethique what I would 135 00:06:16,640 --> 00:06:19,200 Speaker 2: call the entry level, and we see that diversity coming 136 00:06:19,320 --> 00:06:23,320 Speaker 2: to bear in the apprentice programs as well, amazing source 137 00:06:23,320 --> 00:06:25,680 Speaker 2: of talent when we talk about retention, and we go 138 00:06:25,760 --> 00:06:28,560 Speaker 2: back to the cultural piece as well, because it's not 139 00:06:28,600 --> 00:06:32,279 Speaker 2: just ethnicity, there's a cultural aspect as well. I think 140 00:06:32,320 --> 00:06:35,520 Speaker 2: a lot of focus across the financial industry and many 141 00:06:35,560 --> 00:06:39,279 Speaker 2: industries is about the quality and the efficiency of the 142 00:06:39,320 --> 00:06:43,679 Speaker 2: management team. Managers have to manage individuals, not cookie cutter. 143 00:06:44,160 --> 00:06:47,040 Speaker 2: Got to invest in the individual, what motivates them, what 144 00:06:47,080 --> 00:06:49,919 Speaker 2: would be a stretch, what are their aspirations, where are 145 00:06:49,920 --> 00:06:52,599 Speaker 2: they in their life? And you do that by really 146 00:06:52,640 --> 00:06:55,320 Speaker 2: devoting the time to each individual and you get the 147 00:06:55,320 --> 00:06:57,640 Speaker 2: best out of them. And that's agile management and that 148 00:06:57,680 --> 00:07:01,159 Speaker 2: benefits all employees, not just careted. But that's what needs 149 00:07:01,200 --> 00:07:03,920 Speaker 2: to happen, and I think that's the critical piece. Now 150 00:07:04,120 --> 00:07:07,720 Speaker 2: we're getting talented, we need to advance it, retain it. 151 00:07:07,960 --> 00:07:11,160 Speaker 2: As I've got leaders of tomorrow. My advice to someone 152 00:07:11,200 --> 00:07:14,560 Speaker 2: who's exploring a career in the city is be aware 153 00:07:14,720 --> 00:07:19,720 Speaker 2: of forums, networks, organizations. Everything's there now in a way 154 00:07:19,720 --> 00:07:22,200 Speaker 2: it wasn't there, not giving away my age when I 155 00:07:22,320 --> 00:07:24,480 Speaker 2: was at a similar, similar spait where you can just 156 00:07:24,520 --> 00:07:26,520 Speaker 2: go online and find out where people are gathering and 157 00:07:26,520 --> 00:07:29,600 Speaker 2: you can network and you can ask people questions about 158 00:07:29,880 --> 00:07:32,240 Speaker 2: what gets them excited to go to work. 159 00:07:32,680 --> 00:07:36,000 Speaker 1: Definitely, be brave, Be brave in your decisions, be bold. 160 00:07:36,240 --> 00:07:39,360 Speaker 1: Don't hide because you feel like you're the minority. You're 161 00:07:39,400 --> 00:07:41,400 Speaker 1: here for a reason if you're in the city, so 162 00:07:41,760 --> 00:07:44,560 Speaker 1: clearly you have something to show, something to give. So 163 00:07:44,560 --> 00:07:46,400 Speaker 1: I feel like having that faith in yourself and being 164 00:07:46,480 --> 00:07:49,280 Speaker 1: self confident and not trying to hide and just go 165 00:07:49,440 --> 00:07:51,080 Speaker 1: on the arraide, I feel like you've got to be 166 00:07:51,120 --> 00:07:52,800 Speaker 1: brave and put yourself out there.