1 00:00:04,960 --> 00:00:06,519 Speaker 1: Welcome to Money Making Conversations. 2 00:00:06,600 --> 00:00:08,400 Speaker 2: It's to show that she is the secrets of success 3 00:00:08,440 --> 00:00:11,960 Speaker 2: experience firsthand by marketing and branding expert Rashan McDonald. I 4 00:00:12,000 --> 00:00:14,400 Speaker 2: will know he's giving me advice on many occasions. In 5 00:00:14,400 --> 00:00:17,400 Speaker 2: the case you didn't notice, I'm not broke, you know 6 00:00:17,480 --> 00:00:21,200 Speaker 2: he'll be interviewing celebrity CEOs, entrepreneurs and industry decision make 7 00:00:21,239 --> 00:00:23,119 Speaker 2: because it's what he likes to do. It's what he 8 00:00:23,239 --> 00:00:25,919 Speaker 2: likes to share. Now it's time to hear from my man, 9 00:00:26,400 --> 00:00:28,680 Speaker 2: Rashan McDonald. Money Making Conversations. 10 00:00:28,960 --> 00:00:29,400 Speaker 3: Here we go. 11 00:00:31,360 --> 00:00:33,880 Speaker 1: Welcome to Money Making Conversation master Class. I'm your host, 12 00:00:33,920 --> 00:00:37,479 Speaker 1: Rashan McDonald. All motto is never allowed age to be 13 00:00:37,520 --> 00:00:40,120 Speaker 1: an excuse because I recognize that we all have different 14 00:00:40,120 --> 00:00:42,840 Speaker 1: definition of success. For you, it may be the side 15 00:00:42,880 --> 00:00:45,479 Speaker 1: of your paycheck. Mine is inspire you to accomplish your 16 00:00:45,520 --> 00:00:48,639 Speaker 1: goals and live your very best life. Because it's time 17 00:00:48,680 --> 00:00:51,280 Speaker 1: to start reading other people's success stories to start living 18 00:00:51,280 --> 00:00:53,960 Speaker 1: your own. People always talk about their purpose or gift. 19 00:00:54,520 --> 00:00:56,240 Speaker 1: If you have a gift, leave with your gift. Don't 20 00:00:56,320 --> 00:00:59,160 Speaker 1: let your friends, family, or coworker stop you from planning 21 00:00:59,440 --> 00:01:02,960 Speaker 1: or living your dreams. My guests. I've been waiting on 22 00:01:03,000 --> 00:01:06,160 Speaker 1: her a long time because it is about HR. DEI 23 00:01:06,480 --> 00:01:09,080 Speaker 1: is Natalie E. Northus. She is the founder and managing 24 00:01:09,120 --> 00:01:12,560 Speaker 1: owner of the Norfice Farm p l LLC, where she 25 00:01:12,640 --> 00:01:16,119 Speaker 1: partners with employers on de I and HR strategies. Now 26 00:01:16,160 --> 00:01:19,000 Speaker 1: they believe there is no one size fits all approach 27 00:01:19,120 --> 00:01:22,759 Speaker 1: to HR or DEI initiatives. She uses a metric based 28 00:01:22,760 --> 00:01:26,640 Speaker 1: model to have organizations develop policies and programs and goals 29 00:01:26,920 --> 00:01:30,080 Speaker 1: that are customized to their needs. Natalie's career has touched 30 00:01:30,120 --> 00:01:33,120 Speaker 1: on many areas of HR and DEI, including having served 31 00:01:33,360 --> 00:01:36,880 Speaker 1: as the chief Diversity officer for multi billion dollar brands 32 00:01:37,120 --> 00:01:41,640 Speaker 1: with responsibility for setting the strategies, vision, and all facets 33 00:01:41,720 --> 00:01:44,880 Speaker 1: of each brand's DEI initiatives. We'll be talking a lot 34 00:01:44,920 --> 00:01:48,520 Speaker 1: about the future of the workplace for both employees and employers. 35 00:01:48,760 --> 00:01:52,680 Speaker 1: Please welcome to Money Making Conversations Masterclass. Natalie E. Northus. 36 00:01:52,680 --> 00:01:54,080 Speaker 1: How are you doing, Natalie. 37 00:01:53,800 --> 00:01:56,080 Speaker 3: I'm doing great. Thanks for having me well. 38 00:01:56,120 --> 00:01:57,880 Speaker 1: First of all, thank you for coming on my show. 39 00:01:57,960 --> 00:02:04,600 Speaker 1: And HR. The game really changed doing COVID because this 40 00:02:04,720 --> 00:02:06,960 Speaker 1: country shut down and we didn't know how to deal 41 00:02:07,000 --> 00:02:11,320 Speaker 1: with employees. Welcous to that walk us up to COVID 42 00:02:11,440 --> 00:02:14,720 Speaker 1: and then COVID, and then then we start our conversation 43 00:02:14,800 --> 00:02:16,920 Speaker 1: after you explained walking up to COVID and did what 44 00:02:17,000 --> 00:02:18,040 Speaker 1: happeneding during COVID. 45 00:02:18,520 --> 00:02:22,280 Speaker 3: Yeah, So, you know, I think the workplace was pretty 46 00:02:22,280 --> 00:02:26,920 Speaker 3: well settled prior to COVID, right, working from home was 47 00:02:27,200 --> 00:02:31,120 Speaker 3: less common. You know, some employers had telework policies and 48 00:02:31,639 --> 00:02:36,079 Speaker 3: allowed folks to work from home when needed, and so 49 00:02:36,280 --> 00:02:40,960 Speaker 3: that meant that HR folks also had, you know, practices 50 00:02:41,000 --> 00:02:43,920 Speaker 3: and procedures that were pretty well settled. Then we were 51 00:02:44,000 --> 00:02:49,240 Speaker 3: hit with the unexpected in twenty twenty and for you know, 52 00:02:50,040 --> 00:02:53,600 Speaker 3: office jobs, folks who worked behind the desk in the computer, 53 00:02:54,200 --> 00:02:57,119 Speaker 3: it shifted right in ways that no one was really 54 00:02:57,120 --> 00:03:02,840 Speaker 3: ready for. So you suddenly had managers managing groups remotely 55 00:03:02,880 --> 00:03:05,119 Speaker 3: and they've never had any kind of training or ability 56 00:03:05,520 --> 00:03:08,320 Speaker 3: or had ever done it before. You had HR folks 57 00:03:08,400 --> 00:03:11,639 Speaker 3: scrambling because you're thinking, Okay, we thought it was two 58 00:03:11,639 --> 00:03:13,200 Speaker 3: weeks and it was going to be four weeks, and 59 00:03:13,240 --> 00:03:15,519 Speaker 3: then here we are three years later and some folks 60 00:03:15,520 --> 00:03:18,800 Speaker 3: still haven't gone back into the office. And it really 61 00:03:19,000 --> 00:03:23,160 Speaker 3: impacted the h part in the human resources because folks 62 00:03:23,160 --> 00:03:25,480 Speaker 3: were going through a lot, and I would say the 63 00:03:25,520 --> 00:03:28,320 Speaker 3: biggest thing that we saw that's so different outside of 64 00:03:28,440 --> 00:03:30,400 Speaker 3: you know, a lot of people working from home is 65 00:03:30,840 --> 00:03:34,040 Speaker 3: they were bringing home to work and so that meant 66 00:03:34,800 --> 00:03:38,440 Speaker 3: literally we're at home working. And also because most of 67 00:03:38,520 --> 00:03:41,720 Speaker 3: us witnessed more sickness and loss than we would in 68 00:03:41,760 --> 00:03:44,360 Speaker 3: a lifetime in the past few years, where we were 69 00:03:44,400 --> 00:03:47,040 Speaker 3: dealing with a lot of mental health issues that again 70 00:03:47,120 --> 00:03:51,600 Speaker 3: people weren't really prepared for. So it's completely changed the workplace. 71 00:03:51,640 --> 00:03:54,520 Speaker 3: And when we look at the workplace now, I think 72 00:03:54,600 --> 00:03:59,560 Speaker 3: there's a huge pendulum shift for employees because there's labor 73 00:03:59,560 --> 00:04:02,040 Speaker 3: shortage is and folks got used to working from home 74 00:04:02,120 --> 00:04:04,840 Speaker 3: and they're like, we're not coming back. So that's presented 75 00:04:04,880 --> 00:04:08,600 Speaker 3: even a whole different layer for HR professionals and how 76 00:04:08,640 --> 00:04:12,560 Speaker 3: to manage keeping folks satisfied enough to stay and do 77 00:04:12,640 --> 00:04:13,080 Speaker 3: good job. 78 00:04:13,640 --> 00:04:16,159 Speaker 1: Well, it's important that you speak like that because of 79 00:04:16,200 --> 00:04:19,600 Speaker 1: the fact that you know, I read a report that 80 00:04:19,720 --> 00:04:22,719 Speaker 1: say it on remote work, seventy to seven percent of 81 00:04:22,720 --> 00:04:25,680 Speaker 1: the young people say they don't want to work remotely. 82 00:04:26,400 --> 00:04:30,880 Speaker 1: And I employ people. I'm in the creative space, I'm 83 00:04:30,880 --> 00:04:34,200 Speaker 1: a marketing, branding company. I don't like my employees to 84 00:04:34,279 --> 00:04:37,039 Speaker 1: even consider that option because creatively, I need to go 85 00:04:37,120 --> 00:04:40,080 Speaker 1: back and forth with you. I need to sometimes look 86 00:04:40,080 --> 00:04:42,400 Speaker 1: over your shoulder, make sure we are on this aligned 87 00:04:42,520 --> 00:04:45,960 Speaker 1: with the same conversation. So let's talk about the resistance 88 00:04:46,120 --> 00:04:48,880 Speaker 1: of the younger generation to working remotely. 89 00:04:49,880 --> 00:04:51,880 Speaker 3: Well, I actually see it the other way. The younger 90 00:04:51,920 --> 00:04:55,680 Speaker 3: generation typically wants to work remotely. There's a resistance to 91 00:04:55,720 --> 00:04:58,359 Speaker 3: them coming into the office. There's a resistance to people 92 00:04:58,400 --> 00:05:01,039 Speaker 3: of all age groups coming into the office. Because the 93 00:05:01,080 --> 00:05:03,559 Speaker 3: last three years proved with a lot of us were saying, 94 00:05:03,600 --> 00:05:08,520 Speaker 3: including myself, that we can be productive from home, and 95 00:05:08,600 --> 00:05:11,839 Speaker 3: so there is definitely value to being in person. And 96 00:05:11,920 --> 00:05:16,920 Speaker 3: I think the difficulty right now is that people again 97 00:05:17,040 --> 00:05:19,960 Speaker 3: of all age generations have seen, Hey, some of our 98 00:05:20,000 --> 00:05:22,560 Speaker 3: companies that the best years they've ever done with us 99 00:05:22,600 --> 00:05:24,760 Speaker 3: working from home. They make the most money they've ever 100 00:05:24,839 --> 00:05:27,560 Speaker 3: made with us working from home. And a lot of 101 00:05:27,640 --> 00:05:32,200 Speaker 3: employers are not really really identifying the value to at 102 00:05:32,240 --> 00:05:35,240 Speaker 3: least coming in person, you know, a couple of days 103 00:05:35,279 --> 00:05:37,960 Speaker 3: a week, and so folks feel like it's a scam, right, Oh, 104 00:05:37,960 --> 00:05:39,680 Speaker 3: you just want me in here because you're paying a lease. 105 00:05:40,040 --> 00:05:41,680 Speaker 3: You don't want me in here, like there's no real 106 00:05:41,720 --> 00:05:43,599 Speaker 3: reason for me to be in here. Or if you're 107 00:05:43,760 --> 00:05:45,839 Speaker 3: you know, some of the bigger companies that own big 108 00:05:45,880 --> 00:05:48,839 Speaker 3: campuses out west, you own all this land and you 109 00:05:48,920 --> 00:05:50,880 Speaker 3: own this huge campus, and you just want us here 110 00:05:50,920 --> 00:05:52,960 Speaker 3: because you don't want to waste your money. And that's 111 00:05:52,960 --> 00:05:56,919 Speaker 3: what most that's what the arguments become. From my perspective, 112 00:05:58,400 --> 00:06:02,040 Speaker 3: we need different options for different people. We all work differently, right, Like, 113 00:06:02,080 --> 00:06:05,880 Speaker 3: we actually had a team call today and two of 114 00:06:05,920 --> 00:06:08,120 Speaker 3: our newer employees were like, we want to do more 115 00:06:08,160 --> 00:06:10,120 Speaker 3: in person or we want to do more team building, 116 00:06:10,520 --> 00:06:12,400 Speaker 3: and I actually applauded them. I was like, I really 117 00:06:12,400 --> 00:06:15,279 Speaker 3: appreciate y' all for taking the initiative because those of 118 00:06:15,320 --> 00:06:17,120 Speaker 3: us who've been here a long time were used to 119 00:06:17,160 --> 00:06:19,599 Speaker 3: just working at home cranking out doing the work. But 120 00:06:20,080 --> 00:06:23,520 Speaker 3: for them to say, hey, we want we want more connectivity, Hey, 121 00:06:23,520 --> 00:06:25,360 Speaker 3: I'm all for it, let's do it. I just think 122 00:06:25,360 --> 00:06:28,000 Speaker 3: you have to really do the analysis to understand what 123 00:06:28,120 --> 00:06:32,279 Speaker 3: works best for your your employees and your what you offer, 124 00:06:32,360 --> 00:06:34,080 Speaker 3: what you do in terms of a business. 125 00:06:34,680 --> 00:06:36,280 Speaker 1: Here's the question I want to ask, now, this is 126 00:06:36,320 --> 00:06:42,279 Speaker 1: really important, Natalie d You know you hear a lot 127 00:06:42,720 --> 00:06:46,159 Speaker 1: in fact. You know, it became a buzzword right after 128 00:06:46,279 --> 00:06:50,760 Speaker 1: George Floyd's death and it just took over the industry. 129 00:06:50,800 --> 00:06:52,640 Speaker 1: You know, it was it was all about equity, all 130 00:06:52,640 --> 00:06:56,520 Speaker 1: about inclusive. I remember every company Fortune five hundred company 131 00:06:56,839 --> 00:06:59,320 Speaker 1: felt there was a need to write or wrong, what 132 00:06:59,480 --> 00:07:04,039 Speaker 1: exactly is DEI diversity, equity and inclusion? What is that? 133 00:07:05,400 --> 00:07:08,480 Speaker 3: So I appreciate you asking that because I think you know, 134 00:07:08,560 --> 00:07:12,240 Speaker 3: when you look at you know, the divisiveness that's out 135 00:07:12,280 --> 00:07:14,160 Speaker 3: there with some of the headlines, you would think it's 136 00:07:14,200 --> 00:07:18,840 Speaker 3: something pretty evil, but it's actually pretty straightforward. So when 137 00:07:18,840 --> 00:07:22,800 Speaker 3: we think about anybody who hears me talk knows I 138 00:07:22,800 --> 00:07:25,680 Speaker 3: love the Dictionary. So when we look at the dictionary 139 00:07:25,720 --> 00:07:29,800 Speaker 3: definition of diversity, it means being composed of differing elements. 140 00:07:30,120 --> 00:07:33,280 Speaker 3: So every single one of us is diverse in some way. 141 00:07:33,720 --> 00:07:36,280 Speaker 3: Where you grow up, food you eat, whether you're an 142 00:07:36,280 --> 00:07:38,400 Speaker 3: only child, you have siblings, are you a parent, are 143 00:07:38,400 --> 00:07:41,560 Speaker 3: you a grandparent? All those little elements make you who 144 00:07:41,560 --> 00:07:44,760 Speaker 3: you are. So when you think about that term and 145 00:07:44,800 --> 00:07:47,239 Speaker 3: applying it to people, we all walk through the door 146 00:07:47,360 --> 00:07:50,640 Speaker 3: with some kind of diversity. Now, when we're talking about 147 00:07:50,640 --> 00:07:52,760 Speaker 3: it in the workplace, we're usually trying to focus on 148 00:07:52,800 --> 00:07:56,600 Speaker 3: the groups that are not represented or marginalized. And so 149 00:07:56,600 --> 00:08:00,400 Speaker 3: there's that piece equity. The most basic death notion of 150 00:08:00,440 --> 00:08:04,480 Speaker 3: equity is fairness. It gets conflated and confused with equality 151 00:08:04,760 --> 00:08:08,600 Speaker 3: all the time. Equity is about removing those barriers to 152 00:08:08,760 --> 00:08:13,760 Speaker 3: access right. You know, some of the most basic examples 153 00:08:13,800 --> 00:08:16,320 Speaker 3: were if you think back to the sixties, before the 154 00:08:16,360 --> 00:08:20,240 Speaker 3: Civil Rights Act was passed, black folks didn't have access 155 00:08:20,280 --> 00:08:22,600 Speaker 3: to that same education or the opportunity to have the 156 00:08:22,600 --> 00:08:25,720 Speaker 3: same education as white folks did. So when we look 157 00:08:25,760 --> 00:08:27,960 Speaker 3: at it in present day, what are some of the 158 00:08:28,000 --> 00:08:32,040 Speaker 3: barriers that certain groups have to entry right, just to 159 00:08:32,080 --> 00:08:35,000 Speaker 3: get through the door and have the access to that opportunity. 160 00:08:35,240 --> 00:08:37,520 Speaker 3: That's what we're looking at with equity and making sure 161 00:08:37,559 --> 00:08:40,640 Speaker 3: your processes and your practices are fair for everyone and 162 00:08:40,679 --> 00:08:42,760 Speaker 3: give everyone the opportunity to succeed. 163 00:08:43,640 --> 00:08:46,400 Speaker 1: Thank you for that response, Natalie, But let's get a 164 00:08:46,400 --> 00:08:50,760 Speaker 1: little more deeper in regards to what diversity inclusion because 165 00:08:50,880 --> 00:08:53,480 Speaker 1: it sounds like a bad word, a bad three letters. 166 00:08:53,600 --> 00:08:57,760 Speaker 1: You know, politicians, you know how it became a political. 167 00:08:59,720 --> 00:08:59,880 Speaker 4: Two. 168 00:09:01,120 --> 00:09:06,480 Speaker 1: The manipulation, that's what like the you manipulation and because 169 00:09:06,520 --> 00:09:10,200 Speaker 1: every time you try to you know, equalize a wrong. 170 00:09:10,800 --> 00:09:14,319 Speaker 1: People feel that the people you're trying to equalize it 171 00:09:14,480 --> 00:09:18,760 Speaker 1: for are saying people step back and go, why you know, 172 00:09:18,840 --> 00:09:20,679 Speaker 1: like the people are you know, your people go, why 173 00:09:20,720 --> 00:09:24,840 Speaker 1: are we celebrating Juneteenth? Why we're worried about reparations? Why? Why? Why? 174 00:09:24,880 --> 00:09:25,120 Speaker 4: Why? 175 00:09:25,160 --> 00:09:27,760 Speaker 1: Why? Why? Why are we concerned about the Japanese being 176 00:09:28,040 --> 00:09:31,320 Speaker 1: put in camps in World War two? Why? Why? So 177 00:09:31,679 --> 00:09:35,600 Speaker 1: they should get over that. But diversity, the equit inclusion 178 00:09:35,720 --> 00:09:38,679 Speaker 1: is trying to fix the attitude of people who said 179 00:09:39,000 --> 00:09:39,960 Speaker 1: you should get over that. 180 00:09:40,120 --> 00:09:45,320 Speaker 3: Correct, yes and right. So I think when you I 181 00:09:45,360 --> 00:09:47,800 Speaker 3: just want to touch on what you're saying. I think 182 00:09:47,840 --> 00:09:51,319 Speaker 3: when people are saying, like, why why are you focusing on, 183 00:09:51,679 --> 00:09:56,640 Speaker 3: you know, certain marginalized groups, there's a fear that it 184 00:09:56,720 --> 00:10:01,560 Speaker 3: somehow attacks their own identity, right that making space for 185 00:10:01,679 --> 00:10:05,480 Speaker 3: folks that have been wronged somehow takes away from you. 186 00:10:06,360 --> 00:10:09,400 Speaker 3: And I just always try to encourage people to realize 187 00:10:09,400 --> 00:10:12,880 Speaker 3: that power is infinite. So when people are thinking about 188 00:10:14,080 --> 00:10:17,240 Speaker 3: why are we worried about Juneteenth, it's almost like if 189 00:10:17,240 --> 00:10:19,600 Speaker 3: I share my power, it takes away from me. But 190 00:10:19,679 --> 00:10:21,720 Speaker 3: I always say, when you share your power, it makes 191 00:10:21,800 --> 00:10:24,880 Speaker 3: us all more powerful. And so kind of getting from 192 00:10:25,160 --> 00:10:28,000 Speaker 3: I just had conversations yesterday. We're not saying fire all 193 00:10:28,040 --> 00:10:30,240 Speaker 3: the white guys and hire all the black people. That's 194 00:10:30,280 --> 00:10:33,520 Speaker 3: not what this is about. But people sometimes have that fear. 195 00:10:34,160 --> 00:10:37,720 Speaker 3: So when you think about diversity, equity, and inclusion, and 196 00:10:37,800 --> 00:10:41,560 Speaker 3: again your show focuses on money. So I'm going to 197 00:10:41,559 --> 00:10:44,600 Speaker 3: focus on money for a second, put aside what your 198 00:10:44,600 --> 00:10:48,920 Speaker 3: heart has in it. Right, the numbers tell you that 199 00:10:49,000 --> 00:10:52,720 Speaker 3: when you have diverse teams who come from different backgrounds 200 00:10:52,720 --> 00:10:55,640 Speaker 3: and have different ways of thinking, you have better innovation. 201 00:10:56,520 --> 00:10:59,959 Speaker 3: Innovation leads to you making more money. There's tons of 202 00:11:00,200 --> 00:11:04,599 Speaker 3: research out there that shows when you have diverse leadership teams, 203 00:11:05,160 --> 00:11:09,440 Speaker 3: you outperform your competitors from a bottom line perspective. So 204 00:11:09,559 --> 00:11:12,600 Speaker 3: to me, it's a business issue to begin with, right 205 00:11:12,640 --> 00:11:15,600 Speaker 3: when we're talking about it from a workplace standpoint. And 206 00:11:15,640 --> 00:11:18,840 Speaker 3: then the second standpoint is because we do live in 207 00:11:18,880 --> 00:11:22,880 Speaker 3: a society that really puts people in boxes, and it 208 00:11:22,920 --> 00:11:26,360 Speaker 3: puts us like you fight for your box. So I'm 209 00:11:26,360 --> 00:11:28,800 Speaker 3: a woman, I have to check woman on boxes. I've 210 00:11:28,800 --> 00:11:31,280 Speaker 3: got to fight for my box. It puts us in 211 00:11:31,400 --> 00:11:35,120 Speaker 3: corners sometimes as opposed to being able to say, what 212 00:11:35,160 --> 00:11:38,720 Speaker 3: do we have in common first, because to be able 213 00:11:38,760 --> 00:11:41,320 Speaker 3: to have these tough conversations you have to have some 214 00:11:41,440 --> 00:11:44,720 Speaker 3: level of trust, and that starts off by saying, like, 215 00:11:44,840 --> 00:11:46,839 Speaker 3: what do we have in common? And then being able 216 00:11:46,920 --> 00:11:49,560 Speaker 3: to get deeper on some of these tougher topics, like 217 00:11:50,120 --> 00:11:52,360 Speaker 3: you know, you know what has it been like to 218 00:11:52,440 --> 00:11:54,880 Speaker 3: be profiled by the police if I knew that about you? 219 00:11:54,920 --> 00:11:56,360 Speaker 3: I don't know if you have, but if you had, 220 00:11:56,679 --> 00:11:58,280 Speaker 3: you may not want to talk about that. If we 221 00:11:58,280 --> 00:12:01,360 Speaker 3: don't have anything any kind of connection trust, And I 222 00:12:01,400 --> 00:12:03,960 Speaker 3: think that's where we work with people a lot, like 223 00:12:04,240 --> 00:12:07,240 Speaker 3: get to know folks, don't get so caught up in 224 00:12:08,400 --> 00:12:11,080 Speaker 3: the terms, because really what this is boiling down to 225 00:12:11,200 --> 00:12:13,480 Speaker 3: is the humanity of it all. People being able to 226 00:12:13,520 --> 00:12:16,360 Speaker 3: show up to work and feel like they're valued and 227 00:12:16,400 --> 00:12:18,720 Speaker 3: that they have a shot at being successful at where 228 00:12:18,840 --> 00:12:20,160 Speaker 3: whatever they've chosen to do. 229 00:12:22,880 --> 00:12:26,480 Speaker 5: We'll be right back with more money making conversations. Masterclass 230 00:12:26,480 --> 00:12:27,760 Speaker 5: with Rashaun McDonald. 231 00:12:28,120 --> 00:12:31,880 Speaker 6: HBCUs represent Black Excellence. If you attend or are an 232 00:12:31,920 --> 00:12:36,040 Speaker 6: alumnus of an HBCU, we want to hear about your story. 233 00:12:36,080 --> 00:12:40,439 Speaker 6: The My HBCU Story Digital Library will allow current HBCU 234 00:12:40,480 --> 00:12:44,480 Speaker 6: students and alumni to share their stories. Registration is open 235 00:12:44,520 --> 00:12:48,600 Speaker 6: to everyone. More information is available at HBCU College day 236 00:12:48,640 --> 00:12:52,400 Speaker 6: dot com. Click my HBCU story next, you can upload 237 00:12:52,400 --> 00:12:55,240 Speaker 6: a photo. The photo can be recent or from when 238 00:12:55,280 --> 00:12:59,280 Speaker 6: you attended your HBCU. Then share your academic or social 239 00:12:59,320 --> 00:13:03,840 Speaker 6: experience at your HBCU and how attending an HBCU changed 240 00:13:03,880 --> 00:13:06,440 Speaker 6: your life. We also want to hear stories if you 241 00:13:06,600 --> 00:13:09,840 Speaker 6: pleasure a fraternity or sorority. The goal is to use 242 00:13:09,920 --> 00:13:14,600 Speaker 6: your my HBCU story to promote and uplift the HBCU brand. 243 00:13:14,760 --> 00:13:18,600 Speaker 6: Your HBCU prepared you for success, and now we want 244 00:13:18,640 --> 00:13:22,440 Speaker 6: everyone to read about your black excellence. More information is 245 00:13:22,480 --> 00:13:26,520 Speaker 6: available at hbcucollege day dot com. You can click my 246 00:13:26,840 --> 00:13:29,200 Speaker 6: HBCU story to share your story. 247 00:13:30,800 --> 00:13:33,920 Speaker 5: Let me tell you about the host of Money Making Conversations, 248 00:13:34,080 --> 00:13:38,080 Speaker 5: Rushan McDonald. He's a social media influencer. Eighty percent of 249 00:13:38,080 --> 00:13:41,720 Speaker 5: his one million plus social media followers or female. Rushan's 250 00:13:41,720 --> 00:13:45,600 Speaker 5: a two time Emmy Award winner, three time NAACP Image 251 00:13:45,640 --> 00:13:50,520 Speaker 5: Award winner, sitcom writer, stand up comic, and former IBM executive, 252 00:13:50,720 --> 00:13:54,480 Speaker 5: and he has a degree in mathematics. More importantly, Rushan 253 00:13:54,559 --> 00:13:58,760 Speaker 5: McDonald will interview his business and celebrity relationships to empower 254 00:13:58,880 --> 00:14:00,160 Speaker 5: you with tips to see. 255 00:14:00,080 --> 00:14:01,000 Speaker 3: Seed in your career. 256 00:14:05,320 --> 00:14:10,240 Speaker 5: Now, let's return to Money Making Conversations Masterclass with Rashaun McDonald. 257 00:14:10,840 --> 00:14:14,080 Speaker 1: Politics. But why is politics dancing in this? Now? You 258 00:14:14,120 --> 00:14:17,000 Speaker 1: know two big states that have really used it is 259 00:14:17,080 --> 00:14:20,880 Speaker 1: Florida and Texas. And it really angers me in a 260 00:14:21,360 --> 00:14:24,040 Speaker 1: not a not a physical way, but it angers me 261 00:14:24,120 --> 00:14:29,200 Speaker 1: because they're they're they're they're stretching the truth, they're extending 262 00:14:29,320 --> 00:14:33,200 Speaker 1: it for potential votes. They're are educating the audience that 263 00:14:33,320 --> 00:14:39,480 Speaker 1: may already have deep rooted values that that that we're 264 00:14:39,520 --> 00:14:43,680 Speaker 1: giving too much to the minority community. Your thoughts. 265 00:14:44,240 --> 00:14:47,720 Speaker 3: So, I think that it's an overreach. I think that, 266 00:14:48,280 --> 00:14:51,720 Speaker 3: particularly in the state I live in, which is Florida, 267 00:14:52,200 --> 00:14:56,360 Speaker 3: there's this desire to overreach for an opponent's candidate base 268 00:14:57,680 --> 00:15:00,240 Speaker 3: voter base. Is really the only sense I can make 269 00:15:00,280 --> 00:15:03,280 Speaker 3: out of this that you've got to talk this talk 270 00:15:03,360 --> 00:15:06,840 Speaker 3: and be tough and divisive to get a voter base. 271 00:15:07,520 --> 00:15:10,520 Speaker 3: But the part that I still cannot figure out after 272 00:15:10,600 --> 00:15:15,320 Speaker 3: lots of research, is the business behind it, right, because 273 00:15:15,320 --> 00:15:18,320 Speaker 3: it doesn't make any business sense. Again, forget about what's 274 00:15:18,400 --> 00:15:20,680 Speaker 3: your heart. We know we all I care about this 275 00:15:20,760 --> 00:15:22,640 Speaker 3: deeply as part of who I am, But I think 276 00:15:22,640 --> 00:15:27,000 Speaker 3: about it from business perspective. It's very anti business because 277 00:15:27,000 --> 00:15:29,160 Speaker 3: when you think about just the fight that's going on 278 00:15:29,200 --> 00:15:32,040 Speaker 3: with Disney, Disney's one of the largest publicly held country 279 00:15:32,280 --> 00:15:35,280 Speaker 3: companies in the world, that one of the largest employers 280 00:15:35,280 --> 00:15:38,520 Speaker 3: in this state, and they have a huge DEI program. 281 00:15:38,920 --> 00:15:41,840 Speaker 3: So when you're picking a fight with a company that 282 00:15:41,880 --> 00:15:45,400 Speaker 3: employees a lot of your constituents over something that no 283 00:15:45,400 --> 00:15:47,680 Speaker 3: one asked you to pick a fight over, it doesn't 284 00:15:48,000 --> 00:15:51,280 Speaker 3: it's hard to make sense out of it. Also deters businesses. 285 00:15:51,320 --> 00:15:54,920 Speaker 3: We were slated down in Miami to get a bunch 286 00:15:54,920 --> 00:15:58,240 Speaker 3: of the tech companies that were formerly based out on 287 00:15:58,280 --> 00:16:00,920 Speaker 3: the West Coast that were coming here. It's like, Okay, 288 00:16:00,920 --> 00:16:02,280 Speaker 3: if we're going to be in the deer are you're 289 00:16:02,280 --> 00:16:05,000 Speaker 3: going to penalize us? Should we come here? Should we not? 290 00:16:05,240 --> 00:16:07,280 Speaker 3: And so I don't get that from the standpoint if 291 00:16:07,320 --> 00:16:11,040 Speaker 3: you want your constituents to have jobs, like, what the 292 00:16:11,080 --> 00:16:13,600 Speaker 3: point is here. I also talk to people all over 293 00:16:13,640 --> 00:16:16,920 Speaker 3: the state, which obviously we always joke about Miami as 294 00:16:16,960 --> 00:16:19,520 Speaker 3: like its own static state. Miami is very different from 295 00:16:19,560 --> 00:16:22,240 Speaker 3: the rest of Florida. But nobody was asking for this, 296 00:16:22,440 --> 00:16:24,600 Speaker 3: so like it's like a thing where you're like, it 297 00:16:24,640 --> 00:16:27,440 Speaker 3: wasn't even something that there were like protests and people 298 00:16:27,480 --> 00:16:32,560 Speaker 3: were fighting against DEI initiatives, so it is very bizarre. 299 00:16:32,680 --> 00:16:34,840 Speaker 3: I have talked to number of Republicans to try to 300 00:16:34,880 --> 00:16:37,800 Speaker 3: get their view on it. So I'm like, because I'm 301 00:16:37,800 --> 00:16:40,320 Speaker 3: a researcher at heart, so i want to understand the position, 302 00:16:40,800 --> 00:16:42,480 Speaker 3: and the best that I've come up with so far 303 00:16:42,680 --> 00:16:45,760 Speaker 3: is worrying about a particular voter base, which again in 304 00:16:45,800 --> 00:16:49,920 Speaker 3: the end, it doesn't track, doesn't make sense in the 305 00:16:49,920 --> 00:16:50,520 Speaker 3: long run. 306 00:16:51,000 --> 00:16:55,560 Speaker 1: So how did you become an expert? Yeah, yeah, I'm not. 307 00:16:56,080 --> 00:16:59,800 Speaker 1: I'm a commentary person, but I am not even a 308 00:17:00,160 --> 00:17:03,800 Speaker 1: experted and being an expert in this area, what are 309 00:17:03,840 --> 00:17:05,640 Speaker 1: the qualifications? 310 00:17:05,680 --> 00:17:09,639 Speaker 3: Such a great question. So for me, I think a 311 00:17:09,680 --> 00:17:11,680 Speaker 3: big part of my start I always say it was 312 00:17:11,720 --> 00:17:16,400 Speaker 3: my own identity. So I'm multiracial. My mom was Jewish 313 00:17:16,480 --> 00:17:19,159 Speaker 3: and her family came over during the Holocaust. My grandparents 314 00:17:19,200 --> 00:17:22,720 Speaker 3: were sharecroppers, moved up north like a lot of black people, 315 00:17:23,200 --> 00:17:25,600 Speaker 3: so my grandfather could work in a steel mill. They're Christian, 316 00:17:26,760 --> 00:17:29,920 Speaker 3: so my whole life was buried in all those different layers, 317 00:17:30,840 --> 00:17:36,360 Speaker 3: and I've studied other cultures, other governments since i started college, 318 00:17:36,480 --> 00:17:40,800 Speaker 3: and so I've been always laser focused on other understanding 319 00:17:41,280 --> 00:17:44,440 Speaker 3: people that are different from me because just fascinating. Then 320 00:17:45,560 --> 00:17:48,640 Speaker 3: my practice area as a lawyer's employment law, which means 321 00:17:48,640 --> 00:17:50,199 Speaker 3: I had to learn a lot about DEI to be 322 00:17:50,200 --> 00:17:51,960 Speaker 3: able to advise my clients and what they can do 323 00:17:52,000 --> 00:17:55,040 Speaker 3: in the workplace. And then once I was in house, 324 00:17:55,800 --> 00:17:58,720 Speaker 3: I became a chief diversity officer for brands that were 325 00:17:58,880 --> 00:18:02,919 Speaker 3: very data driven, which allowed me to learn six sigma 326 00:18:02,960 --> 00:18:06,280 Speaker 3: problem solving, learn how to tell stories with numbers, which 327 00:18:06,320 --> 00:18:09,760 Speaker 3: is a lot more effective than talking about feelings. And 328 00:18:09,840 --> 00:18:14,720 Speaker 3: so I built my sort of DEI practice about firmly 329 00:18:14,800 --> 00:18:18,120 Speaker 3: about ten years ago in that role and since then, 330 00:18:18,200 --> 00:18:20,560 Speaker 3: I mean, we study. We are a bunch of nerds. 331 00:18:20,640 --> 00:18:22,520 Speaker 3: I work with nerds. I'm a nerd. We love to 332 00:18:22,560 --> 00:18:25,280 Speaker 3: study and keep up with the trends. And again, just 333 00:18:25,400 --> 00:18:27,840 Speaker 3: bring the numbers to life, like what are your numbers 334 00:18:27,920 --> 00:18:29,760 Speaker 3: telling you about what you need to be doing with 335 00:18:29,800 --> 00:18:30,560 Speaker 3: your workforce? 336 00:18:31,160 --> 00:18:31,320 Speaker 4: You know? 337 00:18:31,880 --> 00:18:36,919 Speaker 1: So educate me on this diversit equin inclusion. Has that 338 00:18:36,960 --> 00:18:38,600 Speaker 1: been around a long time. 339 00:18:39,200 --> 00:18:41,920 Speaker 3: So in its current state, and how we talk about it. 340 00:18:41,920 --> 00:18:44,520 Speaker 3: It started off with the d with diversity in the 341 00:18:44,800 --> 00:18:48,000 Speaker 3: late nineties. Coca Cola was one of the first companies 342 00:18:48,000 --> 00:18:51,520 Speaker 3: that really sort of put the word diversity to their programming, 343 00:18:52,880 --> 00:18:57,040 Speaker 3: and then it was diversity and inclusion probably in the 344 00:18:57,080 --> 00:19:00,920 Speaker 3: twenty tens, and then now we're diversity put an inclusion. 345 00:19:01,560 --> 00:19:03,800 Speaker 3: But I always say it's a pretty young industry. It's 346 00:19:03,840 --> 00:19:08,399 Speaker 3: about twenty five years old, young adult, right in terms 347 00:19:08,440 --> 00:19:11,879 Speaker 3: of like just the methodology around it. But yeah, so 348 00:19:11,960 --> 00:19:14,800 Speaker 3: not super not not in terms of how we talk 349 00:19:14,840 --> 00:19:16,640 Speaker 3: about it. But I think that there's always been people 350 00:19:16,720 --> 00:19:19,520 Speaker 3: out there from the civil rights movement and beyond focus 351 00:19:19,560 --> 00:19:22,960 Speaker 3: on finding ways in which we all have an opportunity 352 00:19:23,000 --> 00:19:25,320 Speaker 3: to be to live sort of the so called American dream. 353 00:19:25,920 --> 00:19:28,199 Speaker 1: Okay, now I've got time to get personal because I 354 00:19:28,200 --> 00:19:31,880 Speaker 1: implore people. Okay, I imploed people, and I see these 355 00:19:31,920 --> 00:19:36,959 Speaker 1: companies out here sending emails and laying people off via emails. 356 00:19:37,000 --> 00:19:42,000 Speaker 1: So impersonal. And let's talk about the relationship between the 357 00:19:42,040 --> 00:19:47,640 Speaker 1: employer and the employee. Can I I'm miss asking man, 358 00:19:47,840 --> 00:19:51,000 Speaker 1: not saying I do. Can I question the way a 359 00:19:51,040 --> 00:19:52,919 Speaker 1: person dresses at my office? 360 00:19:54,760 --> 00:19:59,960 Speaker 3: Well, so that depends, right, it depends on your workplace. 361 00:20:00,080 --> 00:20:02,359 Speaker 3: If you work in a hotel where you require people 362 00:20:02,400 --> 00:20:05,000 Speaker 3: to wear uniforms and someone comes up out of uniform, 363 00:20:05,040 --> 00:20:08,760 Speaker 3: then you could question what they're wearing. But to the 364 00:20:08,800 --> 00:20:12,159 Speaker 3: point of it being a job necessity. When it comes 365 00:20:12,200 --> 00:20:14,080 Speaker 3: to if you have a work if you have a 366 00:20:14,200 --> 00:20:17,439 Speaker 3: dress code, I'm always encouraging people to make sure your 367 00:20:17,520 --> 00:20:22,680 Speaker 3: dress code isn't biased and doesn't discourage or exclude folks, 368 00:20:22,760 --> 00:20:25,960 Speaker 3: and assuming it doesn't as long as people are within 369 00:20:26,000 --> 00:20:28,280 Speaker 3: your dress code, I always advise not to do that 370 00:20:28,440 --> 00:20:31,800 Speaker 3: because it could lead to other issues. It could you 371 00:20:31,840 --> 00:20:34,359 Speaker 3: could if you're only asking the woman why she's dressed 372 00:20:34,400 --> 00:20:36,399 Speaker 3: a certain way, she might think she's being singled out 373 00:20:36,440 --> 00:20:40,200 Speaker 3: because she's a woman, or that some other nefarious thing 374 00:20:40,280 --> 00:20:42,680 Speaker 3: might be happening. But I'm curious why you'd want to 375 00:20:42,720 --> 00:20:44,640 Speaker 3: ask people about how they're dressed at work. 376 00:20:44,720 --> 00:20:48,040 Speaker 1: Well, I was like, I just know that I feel 377 00:20:48,119 --> 00:20:51,240 Speaker 1: so restrictive and I'm an opinionated person. If I somebody 378 00:20:51,359 --> 00:20:53,399 Speaker 1: come in and I don't like something they wearn I 379 00:20:53,400 --> 00:20:56,120 Speaker 1: can't say I don't like what you wear. I can't 380 00:20:56,119 --> 00:20:56,520 Speaker 1: say that. 381 00:20:56,760 --> 00:20:59,000 Speaker 3: I mean you could, but would that be very inclusive? 382 00:20:59,200 --> 00:21:02,160 Speaker 1: I mean to I might be helping them out. Who knows, 383 00:21:02,280 --> 00:21:06,560 Speaker 1: maybe you know, maybe you know. I'm just saying, but 384 00:21:06,600 --> 00:21:10,600 Speaker 1: that's that's kind of like, you know, just because you're 385 00:21:10,680 --> 00:21:15,240 Speaker 1: paying a person and I can't tell them, hey, hey, hey, 386 00:21:15,280 --> 00:21:18,840 Speaker 1: hey hey, don't wear that tomorrow. That does not that 387 00:21:18,880 --> 00:21:21,800 Speaker 1: doesn't work for you, you know. And that's just a 388 00:21:21,920 --> 00:21:23,960 Speaker 1: simple statement. They can take it where they want to 389 00:21:24,000 --> 00:21:25,800 Speaker 1: take it. I'm not going to go into detail. And 390 00:21:25,840 --> 00:21:27,520 Speaker 1: you said, Rashan, don't do that. 391 00:21:28,040 --> 00:21:30,960 Speaker 3: I would say, don't do that. Then it doesn't interfere 392 00:21:31,000 --> 00:21:31,560 Speaker 3: with the work. 393 00:21:32,600 --> 00:21:34,680 Speaker 1: But then it feels with me. I see it. 394 00:21:34,920 --> 00:21:35,520 Speaker 4: I see it. 395 00:21:36,280 --> 00:21:40,000 Speaker 3: Okay, no on this phone. 396 00:21:40,040 --> 00:21:43,400 Speaker 1: Oh come on, Natalie, Okay, okay, next question I'm going 397 00:21:43,680 --> 00:21:47,280 Speaker 1: I had to ask. Okay, now, how do you handle 398 00:21:47,320 --> 00:21:51,000 Speaker 1: people who come in late all the time to work? 399 00:21:51,160 --> 00:21:54,959 Speaker 3: Yes, ma'am, I mean through performance management? Hopefully you have 400 00:21:55,000 --> 00:21:59,480 Speaker 3: some kind of expectations that first I think that do. 401 00:21:59,400 --> 00:22:03,480 Speaker 1: You you do you like, let them roll a few times, 402 00:22:03,560 --> 00:22:05,560 Speaker 1: and then you are you do you stop at number 403 00:22:05,600 --> 00:22:08,159 Speaker 1: two or number three? You know? 404 00:22:08,800 --> 00:22:09,000 Speaker 4: You know? 405 00:22:09,119 --> 00:22:11,160 Speaker 1: Like I said, let me back up, let me ask 406 00:22:11,200 --> 00:22:14,680 Speaker 1: you a question. If a person, if your work just 407 00:22:14,720 --> 00:22:18,600 Speaker 1: start at eight o'clock, eight o'clock, should I expect them 408 00:22:18,640 --> 00:22:20,760 Speaker 1: to be there and ready to work at eight o'clock 409 00:22:21,080 --> 00:22:23,639 Speaker 1: or do I or should they arrive on time and 410 00:22:24,280 --> 00:22:25,359 Speaker 1: then prep for work. 411 00:22:26,160 --> 00:22:29,800 Speaker 3: It depends on the expectation. You said. Okay, so that's 412 00:22:29,840 --> 00:22:31,400 Speaker 3: I mean, that's what I was saying in the beginning. 413 00:22:31,440 --> 00:22:35,760 Speaker 3: Like I think we're in any any workplace issue. You 414 00:22:35,840 --> 00:22:38,479 Speaker 3: have a rule. Important people know what your rule is, 415 00:22:38,720 --> 00:22:41,720 Speaker 3: and you're care about the expectation. You know I will yep, 416 00:22:41,920 --> 00:22:46,000 Speaker 3: I clearly because you're very opinionated. So then the second 417 00:22:46,000 --> 00:22:48,359 Speaker 3: piece of it is is like once you've set the expectation, 418 00:22:48,600 --> 00:22:51,040 Speaker 3: which I think a lot of employers failed to do 419 00:22:51,560 --> 00:22:53,760 Speaker 3: and they're frustrated, but they never told the person what 420 00:22:53,800 --> 00:22:57,160 Speaker 3: they wanted in the first place. That then when your 421 00:22:57,200 --> 00:23:00,240 Speaker 3: expectation isn't met the first time you have a conversation 422 00:23:00,320 --> 00:23:03,200 Speaker 3: about it. Conversations are not confrontations, which a lot of 423 00:23:03,240 --> 00:23:07,120 Speaker 3: people think. Conversation doesn't mean they're getting fired. It means, hey, 424 00:23:08,280 --> 00:23:10,360 Speaker 3: was there something not clear about the rule? Is there 425 00:23:10,400 --> 00:23:13,280 Speaker 3: something that you know is preventing you from from adhering 426 00:23:13,320 --> 00:23:15,920 Speaker 3: to it so that you're not getting to two, three, 427 00:23:16,040 --> 00:23:19,000 Speaker 3: four or five. I always discourage against waiting because then 428 00:23:19,000 --> 00:23:22,439 Speaker 3: you're really annoyed by the time you talk to the person, 429 00:23:22,880 --> 00:23:26,040 Speaker 3: and then your delivery is often off right because you're like, 430 00:23:26,040 --> 00:23:27,840 Speaker 3: I've just been watching this person. They just what they 431 00:23:27,880 --> 00:23:29,520 Speaker 3: just think they can come in at whatever time they 432 00:23:29,560 --> 00:23:32,000 Speaker 3: want to come in. It's like, talk about it right. 433 00:23:31,880 --> 00:23:36,520 Speaker 1: Away, Rashan, stop it for a bills up now, because 434 00:23:36,520 --> 00:23:38,239 Speaker 1: you're gonna go in there with an attitude and they 435 00:23:38,240 --> 00:23:41,000 Speaker 1: can go right exactly right. Okay, cool, I got that. 436 00:23:41,080 --> 00:23:45,879 Speaker 3: Avoid the attitude you say to it, just stopping so 437 00:23:46,280 --> 00:23:47,119 Speaker 3: I like the idea. 438 00:23:47,600 --> 00:23:51,639 Speaker 1: Okay, you got a dress code, Rushan, that's the situation. 439 00:23:52,000 --> 00:23:54,560 Speaker 1: Do not tell people, hey, just because you don't like 440 00:23:54,600 --> 00:23:57,560 Speaker 1: the way they dress. Don't share your opinion. Okay, let's 441 00:23:57,600 --> 00:24:01,119 Speaker 1: it's address code tied to it at your place a business. Okay, 442 00:24:01,400 --> 00:24:04,080 Speaker 1: got that right there. And seeing so if they come 443 00:24:04,119 --> 00:24:08,520 Speaker 1: in to work late, step in real early and nip 444 00:24:08,600 --> 00:24:10,960 Speaker 1: that in the bud, and also trying to find out 445 00:24:11,000 --> 00:24:13,480 Speaker 1: why are they coming in late. Just don't assume that 446 00:24:13,560 --> 00:24:16,000 Speaker 1: everybody is tied to your lifestyle. 447 00:24:16,520 --> 00:24:19,879 Speaker 3: And there's sometimes there's obstacles, right, Like I mean, you 448 00:24:19,920 --> 00:24:21,879 Speaker 3: have a team, you know, sometimes in your head the 449 00:24:21,960 --> 00:24:24,200 Speaker 3: idea sounds great, like we should do it this way, 450 00:24:24,760 --> 00:24:27,479 Speaker 3: and sometimes like people are afraid to tell you, like 451 00:24:27,880 --> 00:24:29,960 Speaker 3: but what you want can't happen or it can't happen 452 00:24:30,000 --> 00:24:32,119 Speaker 3: that way, and they're trying to figure out how to 453 00:24:32,119 --> 00:24:33,679 Speaker 3: make it happen the way you told them, and they 454 00:24:33,760 --> 00:24:36,440 Speaker 3: might be wasting time. So when you open up the 455 00:24:36,600 --> 00:24:39,280 Speaker 3: conversation and say, you know, is there's some obstacles that 456 00:24:39,320 --> 00:24:41,440 Speaker 3: should be aware of. Sometimes they're going to tell you 457 00:24:41,520 --> 00:24:43,960 Speaker 3: something you're like, oh gosh, I didn't even think about that, right, 458 00:24:44,040 --> 00:24:47,240 Speaker 3: and so maybe you make some adjustments. It's not always 459 00:24:47,280 --> 00:24:48,879 Speaker 3: just your way of the highway. I don't know if 460 00:24:48,880 --> 00:24:52,440 Speaker 3: you might be your way of the highway. But it's doing. 461 00:24:52,240 --> 00:24:54,400 Speaker 1: My club, doing my club, you know. Like I said, 462 00:24:54,440 --> 00:24:55,920 Speaker 1: I've been waiting on dinner because I've been wanting to 463 00:24:55,960 --> 00:24:58,440 Speaker 1: talk to an expert. I do have an XR department 464 00:24:58,600 --> 00:25:01,440 Speaker 1: and she does, you know, keep me alive reshall. You 465 00:25:01,480 --> 00:25:05,360 Speaker 1: can't say that, Jah, you can't do that. So thank you. 466 00:25:04,640 --> 00:25:07,879 Speaker 1: You're saving me and you ever check I pay you 467 00:25:08,040 --> 00:25:11,000 Speaker 1: is a value opportunity to keep our company because you're 468 00:25:11,040 --> 00:25:14,720 Speaker 1: stopping me from doing such a stupid Now are you are? 469 00:25:14,760 --> 00:25:16,960 Speaker 1: You have a great podcast with a great name. Thank you? 470 00:25:17,080 --> 00:25:20,440 Speaker 1: What is the Deal d I e al tell us about. 471 00:25:20,240 --> 00:25:24,640 Speaker 3: That podcast, So what's the deal is diversity, equity, inclusion 472 00:25:24,680 --> 00:25:27,800 Speaker 3: and leadership. We built the podcast because we found that 473 00:25:27,840 --> 00:25:31,960 Speaker 3: in many of our projects, they fall or they succeed 474 00:25:32,040 --> 00:25:34,520 Speaker 3: based on the tone from the top and leaders involvement. 475 00:25:34,960 --> 00:25:36,600 Speaker 3: And a lot of the leaders we deal with want 476 00:25:36,600 --> 00:25:38,159 Speaker 3: to do the right thing, but they don't want to 477 00:25:38,200 --> 00:25:40,480 Speaker 3: say the wrong thing, and they don't want to make missteps, 478 00:25:40,520 --> 00:25:42,520 Speaker 3: which is kind of impossible, right We're all going to 479 00:25:42,560 --> 00:25:45,560 Speaker 3: say something and make a mistake, you know, we have 480 00:25:45,640 --> 00:25:48,879 Speaker 3: to get comfortable with making mistakes. And so we built 481 00:25:48,920 --> 00:25:51,480 Speaker 3: it so we could, in very short periods of time 482 00:25:51,520 --> 00:25:55,560 Speaker 3: fifteen to twenty minutes, give leaders practical tips on how 483 00:25:55,600 --> 00:25:59,520 Speaker 3: to do this work well and how to be advocates, 484 00:25:59,520 --> 00:26:01,680 Speaker 3: how to be allies, how to make sure that their 485 00:26:01,720 --> 00:26:06,160 Speaker 3: company is moving forward DEI in a sustainable way. 486 00:26:09,200 --> 00:26:12,800 Speaker 5: We'll be right back with more Money Making Conversations Masterclass 487 00:26:12,800 --> 00:26:17,560 Speaker 5: with Rushaan McDonald. You are now tuned into the Money 488 00:26:17,560 --> 00:26:21,440 Speaker 5: Making Conversations Minute of Inspiration with Rushaan McDonald. 489 00:26:22,400 --> 00:26:25,520 Speaker 1: I spoke with NBC Today's Show co host Al Roca 490 00:26:25,760 --> 00:26:28,800 Speaker 1: about achieving the life of happiness and success through the 491 00:26:28,840 --> 00:26:31,600 Speaker 1: power of yes, it's not about the money, but more 492 00:26:31,600 --> 00:26:33,440 Speaker 1: about pursuing the opportunity. 493 00:26:33,560 --> 00:26:35,960 Speaker 4: I love what I do to be in this industry. 494 00:26:36,160 --> 00:26:37,800 Speaker 4: People say, oh, you work so hard. I said, you 495 00:26:37,840 --> 00:26:40,119 Speaker 4: know what, My dad drove a bus for eight hours 496 00:26:40,160 --> 00:26:43,080 Speaker 4: a day, worked a lot of overtime. Sometimes we wouldn't 497 00:26:43,080 --> 00:26:45,840 Speaker 4: see him for a couple of days. That's really hard work. 498 00:26:46,040 --> 00:26:48,680 Speaker 4: This is work, But I love what I'm doing. It's 499 00:26:48,680 --> 00:26:51,639 Speaker 4: not a job. It's my passion. So if in the 500 00:26:51,720 --> 00:26:54,080 Speaker 4: long term this is going to bring me something, I 501 00:26:54,080 --> 00:26:56,119 Speaker 4: don't know if it is or not, But all I 502 00:26:56,200 --> 00:26:59,040 Speaker 4: know is that if I give somebody else the opportunity 503 00:26:59,080 --> 00:27:01,040 Speaker 4: to do it, then I don't at that opportunity. So 504 00:27:01,440 --> 00:27:03,639 Speaker 4: I will put in the hours, I will bust my 505 00:27:03,760 --> 00:27:06,800 Speaker 4: thought to do it because I want whatever's going to 506 00:27:06,840 --> 00:27:08,000 Speaker 4: come after it's not somebody else. 507 00:27:08,280 --> 00:27:10,960 Speaker 1: If you want to hear this full interview with Al Rocca, 508 00:27:11,160 --> 00:27:13,760 Speaker 1: visit money Making Conversation dot com. Keep winning. 509 00:27:15,320 --> 00:27:20,320 Speaker 5: Now let's return to Money Making Conversations Masterclass with Rashaun McDonald. 510 00:27:20,600 --> 00:27:24,680 Speaker 1: I'm talking to Natalie Natalie Northus. She is the founding 511 00:27:24,720 --> 00:27:27,119 Speaker 1: and managed in the owner of the Northwest Firm PLLC. 512 00:27:27,640 --> 00:27:29,720 Speaker 1: She's a she is what I would like to say 513 00:27:29,760 --> 00:27:33,919 Speaker 1: a DEI guru. She's been calling expert, she has she 514 00:27:34,000 --> 00:27:37,600 Speaker 1: has pulled my coattail, so to speak, on how I 515 00:27:37,760 --> 00:27:41,720 Speaker 1: may want to present my workspace in HR. And she said, rishon, 516 00:27:41,880 --> 00:27:45,360 Speaker 1: you be shut down in a matter of days if 517 00:27:45,400 --> 00:27:48,000 Speaker 1: you proceed in that direction. But I think that and 518 00:27:48,080 --> 00:27:51,160 Speaker 1: that's what a needed role for you is in this society, 519 00:27:51,240 --> 00:27:54,200 Speaker 1: when we have remote work, when we have people who 520 00:27:54,640 --> 00:27:56,760 Speaker 1: don't see a need to go to college, they want 521 00:27:56,800 --> 00:27:59,439 Speaker 1: to get certificates can make a nice so they can 522 00:27:59,520 --> 00:28:02,040 Speaker 1: make money that the four year institution may have given 523 00:28:02,080 --> 00:28:05,920 Speaker 1: them ten years ago. And so what's next for you? 524 00:28:05,920 --> 00:28:10,480 Speaker 1: You know, you're articulate. You're down there in Miami. You 525 00:28:10,520 --> 00:28:13,280 Speaker 1: know hot Miami, you know, and you're originally from the 526 00:28:13,320 --> 00:28:14,399 Speaker 1: Cleveland area. 527 00:28:14,200 --> 00:28:16,320 Speaker 3: Correct I am? I am? 528 00:28:16,440 --> 00:28:19,560 Speaker 1: Now you know Cleveland, Miami too. Come on now, Midwest? 529 00:28:19,760 --> 00:28:21,720 Speaker 3: Well, and I spent time in I spent half my 530 00:28:21,760 --> 00:28:24,560 Speaker 3: life in DC and I came here from Chicago. So 531 00:28:24,560 --> 00:28:26,960 Speaker 3: I've gotten a chance to live in book Chicago. 532 00:28:27,640 --> 00:28:29,720 Speaker 1: I spent five years there. You can stop talking to you. 533 00:28:29,760 --> 00:28:32,199 Speaker 1: By cold weather, I know it. I got clothes I 534 00:28:32,240 --> 00:28:35,520 Speaker 1: still can't wear. No place to put Chicago. But Miami. 535 00:28:35,560 --> 00:28:37,360 Speaker 1: What is the future for you, my friend? 536 00:28:37,560 --> 00:28:41,240 Speaker 3: So hey, we're going to keep this train moving, spending 537 00:28:41,280 --> 00:28:43,240 Speaker 3: the summer in Europe, which is going to be amazing, 538 00:28:43,360 --> 00:28:47,160 Speaker 3: just to connect with some colleagues there, and again always 539 00:28:47,160 --> 00:28:49,600 Speaker 3: trying to learn, and we're going to keep pushing this 540 00:28:49,720 --> 00:28:52,080 Speaker 3: podcast and making sure we're out here making sure our 541 00:28:52,200 --> 00:28:56,360 Speaker 3: voice is heard. We're very very much for the people 542 00:28:56,520 --> 00:28:58,360 Speaker 3: and want to make sure that we see a lot 543 00:28:58,400 --> 00:29:02,440 Speaker 3: of this work that we're we're doing sustain itself over 544 00:29:02,440 --> 00:29:05,280 Speaker 3: the years and hopefully work us out of jobs, you know, 545 00:29:05,480 --> 00:29:07,680 Speaker 3: and that I don't know that I'll be in our lifetime, 546 00:29:07,720 --> 00:29:09,880 Speaker 3: but you know, hopefully we're to that point where these 547 00:29:09,960 --> 00:29:13,320 Speaker 3: jobs aren't needed because you know, we're working from. 548 00:29:13,120 --> 00:29:16,280 Speaker 1: A you know, you know there's going to be the 549 00:29:16,320 --> 00:29:17,880 Speaker 1: cast system, but there's always if you're all have the 550 00:29:17,880 --> 00:29:19,880 Speaker 1: same color, it's going to be the cast system. Everybody 551 00:29:19,960 --> 00:29:23,280 Speaker 1: wants to be more important than the other person, so inclusion. 552 00:29:23,520 --> 00:29:27,000 Speaker 1: I close on one this thing being that I'm a minority, 553 00:29:27,560 --> 00:29:30,240 Speaker 1: and this is something I've been noticing more. I've noticed 554 00:29:30,320 --> 00:29:33,560 Speaker 1: I'm always trying to compete and I've noticed that the 555 00:29:33,600 --> 00:29:37,760 Speaker 1: word minority is starting to become more associated or maybe 556 00:29:37,800 --> 00:29:40,160 Speaker 1: I just didn't notice it were white women because white 557 00:29:40,200 --> 00:29:44,800 Speaker 1: women are sliding into the minority landscape. When you're talking 558 00:29:44,800 --> 00:29:48,760 Speaker 1: about diversity, equity inclusion, who exactly are you referencing. 559 00:29:49,720 --> 00:29:54,080 Speaker 3: So we don't use the word minority because it to 560 00:29:54,280 --> 00:29:57,240 Speaker 3: us is somewhat white centered, and that it suggests that 561 00:29:57,400 --> 00:30:00,680 Speaker 3: people of color are a minority and we aren't. If 562 00:30:00,720 --> 00:30:03,560 Speaker 3: you look around the world, people of color are the majority. 563 00:30:03,840 --> 00:30:06,560 Speaker 3: So that's why you'll hear me say underrepresented groups are 564 00:30:06,600 --> 00:30:10,160 Speaker 3: marginalized groups because we're not represented in positions of power. 565 00:30:11,200 --> 00:30:16,560 Speaker 3: Diversity in equity inclusion touches everyone. The reality though, is 566 00:30:16,600 --> 00:30:19,720 Speaker 3: that there's certain groups, so meaning like even a fifty 567 00:30:19,800 --> 00:30:22,520 Speaker 3: year old white guy is included in DEI in terms 568 00:30:22,560 --> 00:30:25,080 Speaker 3: of maybe they're more of the ally to folks that 569 00:30:25,120 --> 00:30:28,200 Speaker 3: are not represented. But when we think about it, everyone 570 00:30:28,320 --> 00:30:31,960 Speaker 3: plays a role in DEI. So I mean to your question, 571 00:30:32,400 --> 00:30:35,960 Speaker 3: there are situations where and there's still a lot of 572 00:30:36,160 --> 00:30:41,200 Speaker 3: very male dominated industries where women are underrepresented. So that 573 00:30:41,240 --> 00:30:45,120 Speaker 3: would include white women being underrepresented in some cases. When 574 00:30:45,160 --> 00:30:49,920 Speaker 3: you look at black people in particular, the types of 575 00:30:51,160 --> 00:30:54,480 Speaker 3: inequities that black people have faced since the dawn of 576 00:30:54,520 --> 00:30:57,160 Speaker 3: time in this country have we've just had a really 577 00:30:57,160 --> 00:30:59,480 Speaker 3: hard time on doing them, and so I think that's 578 00:30:59,480 --> 00:31:02,800 Speaker 3: why you you hear a lot of conversation around race 579 00:31:02,880 --> 00:31:05,680 Speaker 3: and black people in particular, because a lot of us 580 00:31:05,680 --> 00:31:07,960 Speaker 3: are still like, we're still waiting for you to fix it, right. 581 00:31:08,040 --> 00:31:11,240 Speaker 3: So I think that's why sometimes these things get completed. 582 00:31:11,320 --> 00:31:14,760 Speaker 3: But at the end, every single person has an obligation 583 00:31:15,360 --> 00:31:19,560 Speaker 3: to take part in some form of DEI effort of 584 00:31:19,720 --> 00:31:23,040 Speaker 3: whether it be from recognizing your privilege and your power 585 00:31:23,360 --> 00:31:26,240 Speaker 3: and being a mentor or a sponsor for someone, whether 586 00:31:26,280 --> 00:31:29,600 Speaker 3: it being using your voice and saying, hey, look, you 587 00:31:29,600 --> 00:31:32,560 Speaker 3: know we're not doing right here. We all have a 588 00:31:32,640 --> 00:31:33,120 Speaker 3: role here. 589 00:31:33,640 --> 00:31:35,920 Speaker 1: Awesome. I really want to thank you for taking the time. 590 00:31:36,040 --> 00:31:36,920 Speaker 3: Thank you for having me. 591 00:31:37,080 --> 00:31:41,840 Speaker 1: What is the deal? DEIL that's a leadership group tied 592 00:31:41,920 --> 00:31:45,400 Speaker 1: to diversity, equity inclusion. I always say that you know 593 00:31:46,240 --> 00:31:48,560 Speaker 1: your purpose. Your sense of purpose is always important. There 594 00:31:48,640 --> 00:31:50,560 Speaker 1: always be a place for it. And that's why I 595 00:31:50,680 --> 00:31:54,120 Speaker 1: really really appreciated you allowing me to be very serious 596 00:31:54,160 --> 00:31:56,160 Speaker 1: and kind of like post fund it myself from an 597 00:31:56,280 --> 00:32:00,720 Speaker 1: HR perspective, because I've learned that people can hear information 598 00:32:00,840 --> 00:32:03,479 Speaker 1: in different ways, and it's important that they hear it 599 00:32:03,560 --> 00:32:06,280 Speaker 1: and accept it as being accurate. And bringing on my 600 00:32:06,360 --> 00:32:10,440 Speaker 1: show Money Making Conversations Masterclass a DEI expert was very 601 00:32:10,560 --> 00:32:13,600 Speaker 1: very important. And again, when you get back from Europe, 602 00:32:13,600 --> 00:32:16,160 Speaker 1: you're out there doing your thing. Let's connect in the 603 00:32:16,200 --> 00:32:19,640 Speaker 1: fall because that's a whole different atmosphere. We'll find out 604 00:32:19,680 --> 00:32:22,680 Speaker 1: how they steal treat DEI in the political world and 605 00:32:22,720 --> 00:32:24,600 Speaker 1: see if we still have a place we can call home. 606 00:32:24,800 --> 00:32:25,960 Speaker 1: But thank you coming on my show. 607 00:32:26,160 --> 00:32:27,880 Speaker 3: Thank you, Thank you have a good one. 608 00:32:28,160 --> 00:32:30,600 Speaker 1: I really appreciate you, I really do good. 609 00:32:31,960 --> 00:32:34,280 Speaker 5: Thank you for joining us for this edition of Money 610 00:32:34,320 --> 00:32:39,960 Speaker 5: Making Conversations Masterclass. Money Making Conversations Masterclass with rough Shan 611 00:32:40,080 --> 00:32:43,200 Speaker 5: McDonald is produced by thirty eight to fifteen Media Inc. 612 00:32:43,480 --> 00:32:46,760 Speaker 5: More information about thirty eight to fifteen Media Inc. Is 613 00:32:46,840 --> 00:32:50,240 Speaker 5: available at thirty eight to fifteen media dot com. And 614 00:32:50,440 --> 00:33:13,320 Speaker 5: always remember to lead with your gifts.