Speaker 1: UM, you probably recognize that there is a quickly moving
Speaker 1: bt O resurgency like back to office. Companies are going
Speaker 1: back to office AP think Apple announced it yesterday or today,
Speaker 1: depending on when you're listening to this. Apple recently announced
Speaker 1: they want the people back in the office. UM. Is
Speaker 1: that dangerous to this conversation of UM, diversity in the
Speaker 1: in the workplace. I think it's really interesting. Um. There's
Speaker 1: a couple of different points to it. One, I think
Speaker 1: the cats out of the bag. Frankly, in terms of
Speaker 1: people saying, hunt, do I really have two hours of
Speaker 1: my day or three hours of my day to be
Speaker 1: commuting In an era where you have housing prices rising
Speaker 1: and folks can't afford to live near yor city center,
Speaker 1: that's even more of an issue. And it affects black
Speaker 1: books in particular. If I'm in Mississippi or if I'm
Speaker 1: in Georgia, if I'm in Atlanta, not only do I
Speaker 1: have amain in Atlanta based companies, but I'm attracting attention
Speaker 1: from all over the country. Why would I want to
Speaker 1: leave Atlanta? Um? If you enjoy that community. I think
Speaker 1: the other side of it gets interesting, is UM. Oh yeah,
Speaker 1: And what I think the other side of it is,
Speaker 1: um how do companies that used to be in office
Speaker 1: and who are going hybrid or fully remote, how are
Speaker 1: they managing the mentorship and sponsorship of new employees, particularly
Speaker 1: black and brown employees. Here's how it works. If it's
Speaker 1: always if it had been in an office and it's
Speaker 1: a little bit of dry by and so forth, meetings
Speaker 1: or lunches or whatever. Hey, I'd love to get like
Speaker 1: a coffee with you and you get some informal mentoring
Speaker 1: and so forth, that's awesome. If you move to hybrid,
Speaker 1: how does that happen? It doesn't just automatically. Has to
Speaker 1: have an intention, and so a company would have to say,
Speaker 1: we understand that, and we're committed to either having identifying
Speaker 1: our star folks or emerging talent and getting them back
Speaker 1: in that office for a week a quarter so that
Speaker 1: we can kind of get that that trust building that
Speaker 1: happens person to person or place of pace to face um,
Speaker 1: or we do some other rotation system. If there was
Speaker 1: a remote person who isn't getting that kind of manatorship
Speaker 1: and the culture supports it face to face, they are
Speaker 1: at a deficit. So one would have to be thoughtful
Speaker 1: about setting that up. It's black tech. Green Money shared
Speaker 1: this podcast with the people you're closest to.