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Speaker 1: Good morning, keeps, and welcome to wok F Daily with

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Speaker 1: Meet your Girl. Daniel Moody recording from the home Bunker. Folks,

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Speaker 1: I can't express to you how fucking done I am.

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Speaker 1: Like it is one of those weeks where at just Tuesday,

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Speaker 1: but let me be honest with you, I was done

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Speaker 1: at probably noon on Monday, when Donald Trump once again

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Speaker 1: skirts the law, gets a get out of jail free

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Speaker 1: card with the lowering of the bond that he has

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Speaker 1: to pay in the Tiss James fraud case fraud as

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Speaker 1: it pertains to his real estate from four hundred and

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Speaker 1: fifty four million to one hundred and seventy five million.

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Speaker 1: There is no one that skirts the law, that finds

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Speaker 1: the loopholes that is enabled than Donald Trump. And what

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Speaker 1: I will say is what everyone has been saying on

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Speaker 1: social media, is that like, I'm over it, I'm not

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Speaker 1: following anymore. Do you know what I'm saying? Because these

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Speaker 1: cases are never going to come to fruition. Donald Trump

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Speaker 1: has been able to do this dirty dealing for the

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Speaker 1: last what forty fifty years of his life, no accountability,

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Speaker 1: no nothing. He is rich, he is white, and he

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Speaker 1: is powerful, and every single system bows to him. And

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Speaker 1: you know, for anyone who wants to say, well, oh,

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Speaker 1: this is customary in these types of cases, do you

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Speaker 1: know what's not customary? Donald Trump? Do you know what

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Speaker 1: is not the norm? Having a fascist, misogynistic, racist, homophobic, xenophobic, transphobic, islamophobic,

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Speaker 1: confirmed guilty of sexual assault person running for president of

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Speaker 1: the United States having a fifty to fifty chance of

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Speaker 1: becoming president. And at this point there isn't a system

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Speaker 1: that you an agency that you can point to that

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Speaker 1: is not working in lockstep with Donald Trump. So whether

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Speaker 1: it is just recently Roni McDaniel leaving the RNC as

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Speaker 1: their head liar in chief and being able to be

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Speaker 1: welcomed with open arms into mainstream media with a contract

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Speaker 1: where three hundred thousand dollars with NBC, Like, it's just

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Speaker 1: I'm fucking over it because I sit around, I spit facts,

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Speaker 1: I yell, I'm indignant, and nothing ever changes. And so

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Speaker 1: at what point do we all just decide, you know what,

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Speaker 1: fuck it? You want to take this country back, take it,

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Speaker 1: you want to run it into the ground, run it.

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Speaker 1: You want to give tax breaks to billionaires and millionaires, great,

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Speaker 1: you want to get rid of social safety nets, wonderful.

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Speaker 1: You wanna you know, lock LGBTQ people up in an

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Speaker 1: open air camp. Great, you want to kill all black people?

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Speaker 2: Okay?

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Speaker 1: You know, at what point do we just say fuck

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Speaker 1: it and move on and get out because the constant

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Speaker 1: battle to win nothing on our side. Ever, I'm exhausted,

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Speaker 1: and today is yet another one of those days where

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Speaker 1: I'm just like, I'm exhausted. I'm over it, And you're

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Speaker 1: not gonna spin this into something being good or this

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Speaker 1: is just normal, because you see, systems need to change

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Speaker 1: in order to match the people that they are dealing with.

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Speaker 1: I wish that Donald Trump was treated by the justice

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Speaker 1: system the way that innocent black people are treated like shit, right.

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Speaker 1: I wish that there was, you know, no time for appeal,

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Speaker 1: no nothing you can do that from jail, even if

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Speaker 1: you are innocent. Everywhere, white supremacy and wealth reign supreme.

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Speaker 1: And I just am over it, you know, which is

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Speaker 1: why in today's show, I took a break from just

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Speaker 1: straight politics and had a conversation with a friend of mine,

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Speaker 1: Malia Lazoo, who has a new book out entitled From

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Speaker 1: Intention to Impact, a Practical Guide to Diversity, Equity and

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Speaker 1: Inclusion that came out earlier this year. Malia is an

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Speaker 1: award winning tenured strategist and diversity and inclusion and a

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Speaker 1: lecturer in Technological Innovation, Entrepreneurship and Strategic Management Group at

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Speaker 1: MIT Sloan School of Management. She is former EVP and

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Speaker 1: Regional President of Berkshire Bank and the creator of several

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Speaker 1: accelerators designed to support minority owned businesses in the Boston area.

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Speaker 1: The conversation with Malia, we get into it about the

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Speaker 1: attacks on Dee and I, what it's like to do

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Speaker 1: this work in this moment, and whether or not it

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Speaker 1: will serve vibe Folks. I am very excited, super honored too.

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Speaker 1: And I don't know if this is the first time

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Speaker 1: or it's just been a very long time, but let's

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Speaker 1: say to longtime friend Malia Lazoo, welcome to OKF Daily.

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Speaker 1: Malia is an award winning tenured strategist in diversity and

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Speaker 1: inclusion and a lecturer in the Technological Innovation, Entrepreneurship and

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Speaker 1: Strategic Management Group at MIT soul In School of Management.

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Speaker 1: And she is Folks, the author of the new book

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Speaker 1: From Intention to Impact, a Practical Guide to Diversity, Equity

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Speaker 1: and Inclusion. I could say that Wow, is this timely AF?

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Speaker 1: This kind of book? Malia? Talk to us about the

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Speaker 1: journey of the book, because I would argue that when

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Speaker 1: you started, diversity, equity and inclusion wasn't under attack. We

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Speaker 1: were in a place of expansion. How can company be better?

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Speaker 1: How can schools be better? How can diversity, equity and

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Speaker 1: inclusion be better integrated into our learnings and our dealings

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Speaker 1: in different industries and spaces. Fast forward, your book comes

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Speaker 1: out and every other headline is about Dee and I

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Speaker 1: C suite folks, leaders, teachers being fired, Let go investigated.

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Speaker 1: Talk to us about this precarious moment and how your

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Speaker 1: book fell in it.

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Speaker 2: Well, you know, you're so right in, Danielle.

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Speaker 3: It's so great to be on and to see you

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Speaker 3: and hello, woke AF folks. I'm a woke AF folks.

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Speaker 3: So it's fun to be on this side of the microphone.

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Speaker 3: But you know, when I first started writing this book,

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Speaker 3: we had rights to our body that we don't have now. Right,

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Speaker 3: the attack wasn't as I mean, it was coming. It

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Speaker 3: was inevitable, right, but it wasn't as vicious and as

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Speaker 3: whole as it is now. And so you know, I

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Speaker 3: feel like my book came at the right time to

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Speaker 3: talk about the importance of D and I and how

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Speaker 3: you get there. So even if you have to call

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Speaker 3: it something else, you still have to deconstruct the white

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Speaker 3: supremacy within your company. And that's really what my book

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Speaker 3: aims to do. I was laughing with mit President, the publisher.

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Speaker 3: I said, could we have like picked a better year

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Speaker 3: right to have this conversation? And traveling around the country,

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Speaker 3: it's been interesting. You know. The people in Florida wanted

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Speaker 3: to talk politics, right, the people in San Francisco wanted

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Speaker 3: to talk models, right. And we are in so many

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Speaker 3: different places with this, but the one thing that has

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Speaker 3: been steadfast is people are still really desperate to find

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Speaker 3: ways to be interconnected with one another. You know, I

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Speaker 3: think with the fascism and racism and sexism that's so overt, most.

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Speaker 2: People are actually saying, wait, no, that's not me, right.

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Speaker 3: I might not want my daughter to marry one, right,

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Speaker 3: but this is all too much. And so you know,

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Speaker 3: this book and these conversations have really given me a

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Speaker 3: chance to intervene right with some people who think, oh,

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Speaker 3: we may have to give it up, to be like, no,

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Speaker 3: you just have to do this, right, You just have

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Speaker 3: to get curious.

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Speaker 2: You just have to get empathetic, you know.

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Speaker 1: And I think that that is that's a really important

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Speaker 1: thing to state and say. And I'm really grateful for

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Speaker 1: the fact that you are the one who is offering

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Speaker 1: up the ways that we need to maneuver and be

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Speaker 1: nimble in this moment, because I think that that is

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Speaker 1: what this political climate requires, is a level of nimbleness, imagination,

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Speaker 1: and curiosity that is not linear. Right. And so in

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Speaker 1: your book you outline what you refer to as seven

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Speaker 1: stages from intention to impact. Can you walk us through

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Speaker 1: what those are and how you developed the seven stages

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Speaker 1: and why? Because I talk about you know, we can

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Speaker 1: both understand that people need steps and also understand that

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Speaker 1: the work is not linear. So I want you to

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Speaker 1: have an opportunity to speak to both of that.

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Speaker 3: Yes, and that's why I did these seven stages right,

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Speaker 3: because I didn't want them to be steps, right. I

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Speaker 3: wanted to then be stages because at the end of

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Speaker 3: the day, you can go from one to seven.

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Speaker 2: You don't have to.

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Speaker 3: Do two, three, four, five, six if you just want

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Speaker 3: to work on equity, right, And so you know, these

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Speaker 3: steps were deed and stages were developed watching and working

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Speaker 3: with companies and seeing what it actually took to go

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Speaker 3: from an intention to an outcome, to an impact, to

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Speaker 3: a higher to a policy change, right to a higher.

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Speaker 2: Ring, whatever whatever that goal might be.

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Speaker 3: And you know, you see these themes and a lot

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Speaker 3: of companies stay in the first three four stages right

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Speaker 3: in the first three stages are the honeymoon phase, right

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Speaker 3: that you realize, you know, first stage, you can do

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Speaker 3: something about the problem.

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Speaker 2: We can sign a pledge, right, we can make a donation. Yeah, right,

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Speaker 2: look at us.

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Speaker 3: Go, so we sign that pledge. Well, now we have

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Speaker 3: to do trainings, right, because we're going to make this work.

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Speaker 3: We're excited. So now we start doing trainings.

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Speaker 2: Right.

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Speaker 3: Then we decide we can take action on low hanging fruit.

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Speaker 3: We're making a higher we should make that person diverse, right,

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Speaker 3: And then you start taking action on low hanging fruit.

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Speaker 3: And that's when you start seeing substantial pushback, right. And

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Speaker 3: stage four is what I like to call devil's advocate, right,

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Speaker 3: like this idea that I'm pushing back, but it's for

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Speaker 3: the good of the company. It's not you know, it's

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Speaker 3: not bad. It's not because I disagree with equity. I

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Speaker 3: just don't know if we can get this through compliance,

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Speaker 3: all right, And five is so you get it, you know,

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Speaker 3: you answer compliance questions, but they're still pushback, right, like, oh, well,

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Speaker 3: you know, I'm not sure if this is a real

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Speaker 3: cultural fit, right, I'm not sure if we have the

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Speaker 3: time right. And at that stage is when you have

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Speaker 3: to start wondering is this pushback legitimate, right, and you

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Speaker 3: start seeing it might not be right, this might this

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Speaker 3: actually might be all deliberate speed right, this actually might be.

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Speaker 2: Slowing down of the process. And stage six is naming

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Speaker 2: it and.

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Speaker 3: Saying, I think that this pushback is actually racist, bias, sexist,

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Speaker 3: whatever it might be. And I think there's no problem

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Speaker 3: with hanging a sign on a bathroom that says everybody.

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Speaker 2: I don't actually think we have to go through compliance.

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Speaker 2: I don't.

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Speaker 3: I think I just have to buy a sign, and

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Speaker 3: I think I just have to put it on the

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Speaker 3: bathroom and then everyone will know they're welcome in this bathroom. Right,

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Speaker 3: you have to actually name and then get to stage Sepman,

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Speaker 3: which is you just buy the sign, right, you just

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Speaker 3: make the higher you you know, you just decide that

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Speaker 3: you're going to act with integrity, and that's when you

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Speaker 3: can actually have impact. But often most businesses do one

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Speaker 3: through for they get the pushback. They don't want to

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Speaker 3: go through the pushback, so they wait until four years later,

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Speaker 3: there's another George Floyd, they make another commitment. There's another

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Speaker 3: Pulse Nightclub, they make another commitment, right, And and that's

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Speaker 3: how the cycle of equity for a lot of companies

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Speaker 3: and corporations are. And so I wanted to be able

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Speaker 3: to say these stages so that people could see what

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Speaker 3: they were getting.

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Speaker 2: Hung up on.

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Speaker 3: And I also wanted to delegitimize the pushback because what

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Speaker 3: I have found with these companies is the pushback oftentime

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Speaker 3: is culture not legal. We make it legal right because

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Speaker 3: we you know, we don't actually want to push it

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Speaker 3: back right. We don't actually want to maybe get an

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Speaker 3: outside council to look at it right. We don't want

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Speaker 3: to do those extra steps. So it's just easier to

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Speaker 3: cover your ass and just you know, wait till you

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Speaker 3: have to go to stage one again and just let

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Speaker 3: things down in stage four.

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Speaker 1: You know, I think too, where the struggle comes is

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Speaker 1: honestly that nobody wants to struggle, right, Because what I

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Speaker 1: realize about getting woke about reaching a level of consciousness

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Speaker 1: is that that requires work. Right, it is much easier

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Speaker 1: to just hire within my network of people who look

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Speaker 1: like me, pray like me, you know, love like me,

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Speaker 1: and so on and so forth. Right, and the easier

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Speaker 1: that things can be made, that is always going to

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Speaker 1: be the default that corporations, organizations revert to. So now

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Speaker 1: basically where we are politically is that the Supreme Court

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Speaker 1: has made it easier once again to discriminate. Right, they

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Speaker 1: have said, oh, you know, all that work you've been

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Speaker 1: doing over the last forty somemighty years, fuck it. You know,

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Speaker 1: you don't really need to to do it, so just

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Speaker 1: you know, wash your hands of the whole thing. And

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Speaker 1: as a matter of fact, if you even have the

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Speaker 1: word dee n I together, right, we're coming after you.

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Speaker 1: This is the plan of the right wing.

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Speaker 2: Right.

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Speaker 1: So, whether it's a black woman's VC company, right, knowing

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Speaker 1: that black women get zero point one percent of VC funding,

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Speaker 1: so they come up with a fund that can fund

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Speaker 1: black women entrepreneurs, and now they're being sued by white

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Speaker 1: supremacists for being racist. The cat is out of the bag.

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Speaker 1: So if now it's been now legalized, discrimination is back

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Speaker 1: in vogue. How do you even begin to incentivize people

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Speaker 1: who were already lazy to begin with in their work

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Speaker 1: around consciousness.

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Speaker 3: That's exactly right, Danielle. And you know the worst part

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Speaker 3: about everything you said, besides it being true, all right,

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Speaker 3: is that the Supreme Court case was only about education.

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Speaker 2: Right, And we were so we meaning.

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Speaker 3: The US, not we as an individuals, but as a country,

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Speaker 3: we were so ready to cast this into the garbage

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Speaker 3: right that we didn't even need to work through the

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Speaker 3: nuance because the right was ready, you know, the I

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Speaker 3: mean the left, we're reeling off a book ba right

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Speaker 3: off of the fifty ways they're doing this right now.

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Speaker 3: And companies, as you said, a lot of them don't

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Speaker 3: want this smooth, right. A lot of them feel as

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Speaker 3: straight white men, am I becoming irrelevant? But this is

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Speaker 3: where you know, I think it's important for us to

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Speaker 3: sit in facts, science, and even their own data, right,

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Speaker 3: because at the end of the day, when we're talking

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Speaker 3: about DEI, we're talking about the way I like to

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Speaker 3: call it is it's civil rights for corporations, all right,

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Speaker 3: Like that's basically.

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Speaker 4: What DEI is, and what people are understanding is that

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Speaker 4: it's not about it's nice to do it's about it's profitable, right,

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Speaker 4: And in business, none of us show up to business

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Speaker 4: to not get paid, right, So I don't need people

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Speaker 4: in business to like me to whatever.

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Speaker 3: Right. I need to bring in my value and I

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Speaker 3: need to get a return on that value that I

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Speaker 3: bring into a company. And what we know is that

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Speaker 3: diverse teams are thirty four percent more profitable.

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Speaker 2: Right.

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Speaker 3: What we know is that women led teams get twenty

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Speaker 3: one percent more patents in Silicon Valley. And what we

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Speaker 3: also know and smart CEOs know this, right. And I'm

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Speaker 3: not just saying the ones who hire me, but there

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Speaker 3: are other ones I talk about in this book. What

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Speaker 3: they know is that right now, politics, employees and consumers

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Speaker 3: are very different groups of people. And if you're going

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Speaker 3: to say that, well, our country is fifty to fifty

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Speaker 3: because you're looking at voting, what you're not understanding And

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Speaker 3: you and I know this, and you know a lot

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Speaker 3: of your listeners know this. Right. We're talking about half

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Speaker 3: of the half of a half of the American population, yep. Right.

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Speaker 3: If you're running a company, you care about who can

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Speaker 3: buy and who can work. Yet it's a very different

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Speaker 3: demographic then who goes out and votes on the first

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Speaker 3: Tuesday of November, and I think the smarter companies and

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Speaker 3: what we're going to see just like the smarter states. Right,

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Speaker 3: what we see is, you know, countries and states that

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Speaker 3: are more progressive have higher GDPs. Right, this is a

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Speaker 3: UN study, Right. What we're going to see is these

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Speaker 3: companies aren't going to be able to keep up and

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Speaker 3: they're not going to be able to compete in a

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Speaker 3: global economy where a majority of a country is brown

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Speaker 3: and non English speaking unless they actually have people who

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Speaker 3: don't only come to work black, but be at work

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Speaker 3: black and bring that. You know, they don't only come

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Speaker 3: to work bround, but they be brown when they're at work.

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Speaker 3: That's how you're going to get the products, services, and

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Speaker 3: top notch talent to maintain. You know, a competitive edge technology.

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Speaker 3: AI is not going to save you the people who

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Speaker 3: help you know how to use AI so that you

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Speaker 3: can sell something there. You're cutting edge there, your competitive advantage.

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Speaker 1: You know. I want to go down what I often

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Speaker 1: do here and forgive me a dark path for a moment,

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Speaker 1: which is that I'm not so sure that the right

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Speaker 1: wing I'm just staying on politics for a minute, actually

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Speaker 1: give a damn about anyone being profitable outside of their donors.

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Speaker 1: And I wonder if what is appealing to us as

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Speaker 1: both consumers and workers, which is to be in a

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Speaker 1: place of diversity, equity and inclusion, right, Like what do

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Speaker 1: they say about gen Z right and you know the

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Speaker 1: numbers that.

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Speaker 2: You know they take a pay cut, they'll.

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Speaker 1: Take a pay cut to work and a place that

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Speaker 1: is mission aligned, right that they will they'll make less

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Speaker 1: because they already know they're not buying the house like

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Speaker 1: their like their parents did, because they can't afford it, right,

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Speaker 1: So their their values are very different than what gen X,

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Speaker 1: the boomers and up you know, were I wonder, however,

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Speaker 1: with the policy decisions that we're seeing rolled out in

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Speaker 1: these red right wing states and the attacks that we're seeing,

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Speaker 1: if they are still all about money even though that

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Speaker 1: they're white supremact Like, it doesn't make sense. So help

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Speaker 1: me make it make sense. Because what I have been

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Speaker 1: talking about here on this show and others is America

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Speaker 1: is about to experience a brain drain, that's right. And

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Speaker 1: I want you to be able to talk about hip

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Speaker 1: us to why this doesn't seem to necessarily register with

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Speaker 1: the people who are on the attack, who require workers

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Speaker 1: in order to make the wealth that allows them to

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Speaker 1: fly high.

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Speaker 2: Well, that's exactly right.

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Speaker 3: Right. So I have a section in my book that

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Speaker 3: asked the question, are we greedy or are we racist?

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Speaker 2: Right? Because we're told as capital isn't in both the

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Speaker 2: d right.

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Speaker 3: Because we're told right, Well, the thing about capitalism is

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Speaker 3: just about greed. It's about the almighty dollar, right, da

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Speaker 3: da da da da. Well, if that's the case, then

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Speaker 3: you should want women led teams. Right. If that's the case,

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Speaker 3: If it is just about your greed, because that's what

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Speaker 3: you do.

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Speaker 2: You don't worry about race, sex or whatever.

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Speaker 3: Men, you should start worrying about race or sex because

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Speaker 3: that actually helps your greed.

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Speaker 2: Right now, is greed good? We can have that conversation

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Speaker 2: on another time. Right.

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Speaker 3: But what we're seeing right is this break with the

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Speaker 3: right and business. Right, Bob Iger never thought in a

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Speaker 3: million years that he was going to have the governor

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Speaker 3: of Florida come for him.

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Speaker 2: Right, he bought that man.

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Speaker 3: Probably right, I'm sure we could go back and look

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Speaker 3: at the checks and right. These are politicians that had

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Speaker 3: already been bought and sold, and now they're pushing back

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Speaker 3: on things that are bad for business. Disney can't become homophobic.

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Speaker 3: Bob Iger knows that, right. And what Bob Bieger also

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Speaker 3: knows is that Ron DeSantis can't afford to build a

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Speaker 3: jail next to the most magical spot on Earth.

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Speaker 2: Right. And so folks CEOs.

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Speaker 3: Like Bob Iger right, who are who are getting attacked.

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Speaker 3: The ones who come out most successfully are the ones

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Speaker 3: who are standing up.

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Speaker 2: To those right wing politicians. Right.

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Speaker 3: You know, you look at Budweiser, right, they decided to capitulate,

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Speaker 3: and what happened They got all of us mad. Right.

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Speaker 3: At first you just had the homophobe was mad, but

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Speaker 3: then you decided to capitulate, So then we all had

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Speaker 3: to get mad at you and backup Dylan right, and

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Speaker 3: again this separation. You know a lot of CEOs that

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Speaker 3: I know, yeah, they're you know, they like to say

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Speaker 3: they're fiscally conservative, right, they're not fascist, right, and they

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Speaker 3: don't want to be. They don't want their daughters out

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Speaker 3: or sons asking them why they're fascist.

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Speaker 2: And those are the CEOs.

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Speaker 3: That are going to succeed, right, Those are the CEOs

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Speaker 3: that are going to keep running their companies. And so,

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Speaker 3: you know, your point is such an important one because

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Speaker 3: we remember in the civil rights movement, right, rather than integrating,

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Speaker 3: they burnt down.

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Speaker 2: The place, yep.

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Speaker 3: And that's what they're doing with the country now, right,

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Speaker 3: Yah got elected and they're like burned down the whole thing.

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Speaker 3: But I don't know if everyone's going to let them

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Speaker 3: do that, right, And I don't know if business is

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Speaker 3: going to business has a lot invested in America as

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Speaker 3: a country.

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Speaker 2: And I don't know if they're going to.

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Speaker 3: Allow our economy to become a pivotal economy, to become

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Speaker 3: a regional economy like Russia. Right.

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Speaker 2: You know, they're already calling us a pivotal power.

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Speaker 3: Right. Businesses don't like that, right, And so now finding

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Speaker 3: that journey is going to be hard because they're not

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Speaker 3: well practiced.

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Speaker 2: Right, What do they know of liberation?

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Speaker 3: Right?

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Speaker 2: They don't right, right, But what they know is.

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Speaker 3: That there's more Spanish and French speaking people in this

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Speaker 3: world than there are straight white men, and that those

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Speaker 3: people need to wear sneakers and need you know, and

401
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Speaker 3: are making choices about what dis showed to buy, right,

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Speaker 3: And and so that struggle is real.

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Speaker 2: You know.

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Speaker 3: One of the examples that I talk about in my book,

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Speaker 3: and actually, Danielle, you and I I think we're working,

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Speaker 3: you know, working together. At the time was all these

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Speaker 3: business folks started responding for George Floyd like we have

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Speaker 3: never seen that, right, Oscar Grant, Michael bron Like.

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Speaker 2: It was a state civic people.

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Speaker 3: Conversation, right, and businesses sort of just minded their business.

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Speaker 3: But when George Floyd happened, we had no government support, right.

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Speaker 3: There was like I mean even Reagan came out during

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Speaker 3: Rodney King, right, but instead we had a president who

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Speaker 3: came out and both sided the issue. And business understood

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Speaker 3: at that point that they had to be the adult

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Speaker 3: in the room, right, that they were the power. So

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Speaker 3: now you have Jamie Diamond taking a knee, putting his

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Speaker 3: fists up in the air, right, and then three weeks

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Speaker 3: later he's going to tell his shareholders to vote against

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Speaker 3: the Civil rights on it.

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Speaker 4: Right.

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Speaker 3: But they knew at that moment that they had to

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Speaker 3: stop the burning, and they would have preferred government to

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Speaker 3: do it, but government wasn't doing it. But they couldn't

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Speaker 3: have natives be restless. And I think that are that's

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Speaker 3: what we have to That's an opening for us. It's

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Speaker 3: an opportunity because whether they believe it or not, from

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Speaker 3: the minute they decided we were chattel, we were inextrictedly

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Speaker 3: linked to their economy.

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Speaker 1: Let me ask you this last question because I think

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Speaker 1: that we're in a in a quandary, right, We're in

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Speaker 1: a we're in a moment, right. And you you have

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Speaker 1: work shoulder to shoulder with civil rights leaders, you have

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Speaker 1: built movements and social accelerators, and now you are, you know,

435
00:26:19,359 --> 00:26:22,639
Speaker 1: looking at the future, looking at the present space that

436
00:26:22,800 --> 00:26:26,400
Speaker 1: D and I is in, but also looking to the future.

437
00:26:26,520 --> 00:26:32,959
Speaker 1: So tell us, in your view, right, what does the

438
00:26:32,960 --> 00:26:37,040
Speaker 1: future of D and I look like? You know, can

439
00:26:37,080 --> 00:26:40,320
Speaker 1: you paint a picture for us? And not only what

440
00:26:40,359 --> 00:26:42,760
Speaker 1: does it look like, but what does it feel like?

441
00:26:43,320 --> 00:26:48,119
Speaker 1: Because right now it does not feel good or possible.

442
00:26:49,080 --> 00:26:50,320
Speaker 2: That's right, that's right.

443
00:26:50,440 --> 00:26:55,280
Speaker 3: And you know I think so DEI for me is inevitable, right.

444
00:26:55,280 --> 00:26:56,880
Speaker 3: And the reason why I say that is because that's

445
00:26:56,960 --> 00:27:00,360
Speaker 3: just how how we're making babies right now, all right,

446
00:27:01,040 --> 00:27:03,440
Speaker 3: It's how we're achieving as black women right now.

447
00:27:03,520 --> 00:27:03,680
Speaker 4: Right.

448
00:27:03,720 --> 00:27:05,920
Speaker 3: If you you know, if you want to only hire

449
00:27:05,920 --> 00:27:08,440
Speaker 3: people with college degrees, we'll guess what the most educated

450
00:27:08,440 --> 00:27:10,359
Speaker 3: demographic are black women. So you're going to have to

451
00:27:10,440 --> 00:27:15,160
Speaker 3: hire us, right, And does that mean that America makes

452
00:27:15,160 --> 00:27:18,399
Speaker 3: it through right that those are our larger you know, conversations.

453
00:27:18,400 --> 00:27:21,760
Speaker 3: But as far as DEI, women aren't going anywhere in

454
00:27:21,800 --> 00:27:24,800
Speaker 3: the workplace, Black people aren't going anywhere in the workplace.

455
00:27:25,359 --> 00:27:28,159
Speaker 2: You know, we are going to we may call it

456
00:27:28,200 --> 00:27:28,800
Speaker 2: something different.

457
00:27:28,880 --> 00:27:32,040
Speaker 3: Right. When I started this work, it was called affirmative action, right,

458
00:27:32,320 --> 00:27:33,840
Speaker 3: and then it was called diversity, and then it was

459
00:27:33,840 --> 00:27:36,280
Speaker 3: called diversity inclusion, and now it's de I b A

460
00:27:36,359 --> 00:27:37,000
Speaker 3: blah blah blah.

461
00:27:37,080 --> 00:27:39,000
Speaker 2: Right, the same journey as LGBTQ.

462
00:27:39,200 --> 00:27:43,520
Speaker 1: Right, we become more and more precise right about, right.

463
00:27:43,600 --> 00:27:45,600
Speaker 2: About what we mean. And that's important.

464
00:27:45,640 --> 00:27:49,600
Speaker 3: And you know, we may have to call it wink wink, nudge, nudge, right,

465
00:27:49,600 --> 00:27:51,240
Speaker 3: but whatever we're going to call it, we're gonna call

466
00:27:51,240 --> 00:27:54,520
Speaker 3: it that. And we're going to continue to fight for

467
00:27:54,640 --> 00:27:58,159
Speaker 3: our value to be seen in this in this country

468
00:27:58,200 --> 00:28:02,080
Speaker 3: that we build. You know, I want to say, you know,

469
00:28:02,119 --> 00:28:04,959
Speaker 3: to your point about the brain drain, I want us

470
00:28:04,960 --> 00:28:05,720
Speaker 3: to lean into that.

471
00:28:05,840 --> 00:28:05,959
Speaker 2: Right.

472
00:28:06,000 --> 00:28:07,679
Speaker 3: I want part of d E and I to be

473
00:28:08,320 --> 00:28:12,560
Speaker 3: us being you know, h a privileged diaspora. How we

474
00:28:12,600 --> 00:28:16,439
Speaker 3: go out and help other diasporas humbly, right and with

475
00:28:16,600 --> 00:28:21,800
Speaker 3: humility in finding our own liberation through leaving right. But

476
00:28:21,880 --> 00:28:24,360
Speaker 3: you know, Marcus Garvey wasn't able to sell out. Neither

477
00:28:24,440 --> 00:28:26,560
Speaker 3: was Harriet Tubman. So I don't know if that's a

478
00:28:26,600 --> 00:28:29,520
Speaker 3: realistic journey for us as a people, but I do

479
00:28:29,560 --> 00:28:32,439
Speaker 3: think it's a realistic journey for us as individuals, and

480
00:28:32,480 --> 00:28:35,199
Speaker 3: we should think about that, you know, I don't I

481
00:28:35,200 --> 00:28:38,080
Speaker 3: don't think we need to use our resiliency for Jim

482
00:28:38,160 --> 00:28:44,240
Speaker 3: pro fascism, come on, right, So you know, I I

483
00:28:44,320 --> 00:28:47,560
Speaker 3: don't want us, you know, us to have to mammy

484
00:28:47,600 --> 00:28:48,560
Speaker 3: this country to.

485
00:28:50,400 --> 00:28:51,560
Speaker 2: You know, back to health.

486
00:28:51,760 --> 00:28:56,959
Speaker 3: But I do think that this country will inevitably be brown,

487
00:28:57,800 --> 00:29:01,680
Speaker 3: will be more Spanish, right, be more Asian, and will

488
00:29:01,680 --> 00:29:05,280
Speaker 3: be more progressive. And whether it does that with or

489
00:29:05,320 --> 00:29:08,880
Speaker 3: without the government, you know, we have many examples, right,

490
00:29:08,920 --> 00:29:13,000
Speaker 3: whether that's Russia or you know, South Africa, right, we

491
00:29:13,320 --> 00:29:18,080
Speaker 3: have examples of countries deciding to change and not to change, right,

492
00:29:19,040 --> 00:29:21,560
Speaker 3: And that really is going, you know, is going to

493
00:29:21,640 --> 00:29:24,120
Speaker 3: be up to these young people, which is really what

494
00:29:24,120 --> 00:29:26,880
Speaker 3: I'm happy for, because God knows they have a better

495
00:29:26,960 --> 00:29:30,640
Speaker 3: grasp on liberation than anything we're putting forth right.

496
00:29:30,520 --> 00:29:36,760
Speaker 1: Now, Lord Jesus, Well, my friend Malia Lazou, let me

497
00:29:36,800 --> 00:29:39,840
Speaker 1: tell you something. It has been far too long since

498
00:29:39,880 --> 00:29:43,160
Speaker 1: we've been in conversation. I'm always grateful for you, but

499
00:29:43,240 --> 00:29:47,560
Speaker 1: I'm very grateful for this book, this work, this conversation

500
00:29:48,160 --> 00:29:51,560
Speaker 1: that you are having, Folks. It is from intention to impact,

501
00:29:51,640 --> 00:29:55,400
Speaker 1: a practical guide to diversity, equity and inclusion. And if

502
00:29:55,400 --> 00:29:57,400
Speaker 1: you were looking for a way, if you were in

503
00:29:57,440 --> 00:29:59,960
Speaker 1: this field, if you're in any field and you're looking

504
00:30:00,040 --> 00:30:02,920
Speaker 1: for a way to navigate this moment, this is the

505
00:30:02,960 --> 00:30:08,160
Speaker 1: book for you, Malia. Thank you, and I hope that

506
00:30:08,200 --> 00:30:11,240
Speaker 1: it will not be years until you join us again.

507
00:30:12,160 --> 00:30:12,600
Speaker 2: Thank you.

508
00:30:18,240 --> 00:30:21,360
Speaker 1: That is it for me today, Dear friends, on wokef

509
00:30:21,560 --> 00:30:25,920
Speaker 1: as always power to the people and to all the people. Power,

510
00:30:26,120 --> 00:30:28,440
Speaker 1: get woke and stay woke as fuck.