1 00:00:08,160 --> 00:00:12,600 Speaker 1: Welcome to Strictly Business Varieties, weekly podcasts featuring conversations with 2 00:00:12,680 --> 00:00:16,560 Speaker 1: industry leaders about the business of media and entertainment. I'm 3 00:00:16,600 --> 00:00:20,560 Speaker 1: Cynthia Littleton, co editor in chief of Variety Today. My 4 00:00:20,600 --> 00:00:24,599 Speaker 1: guest is Latasha Gillespie. Gillespie has head of Global Diversity, 5 00:00:24,680 --> 00:00:29,040 Speaker 1: Equity and Inclusion for Amazon's Prime Video, Amazon Studios, and 6 00:00:29,120 --> 00:00:33,320 Speaker 1: IMDb units. Gillespie is a major player in setting d 7 00:00:33,360 --> 00:00:36,440 Speaker 1: E and I policy for one of the world's largest corporations. 8 00:00:37,080 --> 00:00:39,680 Speaker 1: This time last year, she led the launch of its 9 00:00:39,680 --> 00:00:43,800 Speaker 1: inclusion policy playbook, with content production guidelines that go right 10 00:00:43,840 --> 00:00:46,120 Speaker 1: to the heart of the creative work done at Prime 11 00:00:46,200 --> 00:00:50,400 Speaker 1: Video and Amazon Studios. It was a significant statement about 12 00:00:50,479 --> 00:00:54,520 Speaker 1: d E and I expectations. One year in, Gillespie says 13 00:00:54,520 --> 00:00:58,320 Speaker 1: there is measurable progress in hiring, especially in low profile 14 00:00:58,360 --> 00:01:02,600 Speaker 1: areas like transportation and support services. The policy playbook is 15 00:01:02,640 --> 00:01:06,399 Speaker 1: open to all to view online. That's important, Gillespie says, 16 00:01:06,440 --> 00:01:10,240 Speaker 1: to ensure access to the playbooks large and growing database 17 00:01:10,360 --> 00:01:14,679 Speaker 1: of BIPOC owned businesses, vendors, and creative talent above and 18 00:01:14,760 --> 00:01:19,000 Speaker 1: below the line. Gillespie has had a few frank conversations 19 00:01:19,040 --> 00:01:22,240 Speaker 1: with producers as the company formalized. It's the E and 20 00:01:22,319 --> 00:01:26,640 Speaker 1: I procedures around content for a company that prides itself 21 00:01:26,720 --> 00:01:31,720 Speaker 1: on being customer obsessed. As Gillespie explains, it's crucial that 22 00:01:31,800 --> 00:01:35,840 Speaker 1: the people behind Amazon shows have the right lived experience 23 00:01:35,959 --> 00:01:39,640 Speaker 1: to tell the stories that they do. Overall, she's been 24 00:01:39,640 --> 00:01:42,560 Speaker 1: impressed at how many people she's encountered are committed to 25 00:01:42,680 --> 00:01:47,480 Speaker 1: meaningful progress. Gillespie also shares her impressions about the entertainment 26 00:01:47,480 --> 00:01:50,600 Speaker 1: business in general from the vantage point of a very 27 00:01:50,680 --> 00:01:55,040 Speaker 1: different business. The Chicago native joined Amazon's corporate ranks in 28 00:01:56,360 --> 00:02:00,120 Speaker 1: after a long career with machinery and equipment manufacturer at 29 00:02:00,120 --> 00:02:11,440 Speaker 1: a Pillar. That's all coming up after this break, and 30 00:02:11,600 --> 00:02:17,680 Speaker 1: we're back with Amazon's Latasha Gillespie. Latasha Gillespie, head of 31 00:02:17,720 --> 00:02:22,360 Speaker 1: Global Diversity, Equity and Inclusion for Prime Video, Amazon Studios, 32 00:02:22,400 --> 00:02:25,440 Speaker 1: and IMDb, thank you so much for joining us today. 33 00:02:26,480 --> 00:02:28,480 Speaker 1: Thank you, Cynthia for having me. It's a pleasure to 34 00:02:28,520 --> 00:02:30,920 Speaker 1: be here. I'm glad that we have the chance to 35 00:02:30,919 --> 00:02:33,720 Speaker 1: talk today because right about now we're at the end 36 00:02:33,720 --> 00:02:37,640 Speaker 1: of May. Here, it has been just one year since 37 00:02:37,680 --> 00:02:41,680 Speaker 1: Amazon unveiled it's very expansive what it calls its inclusive, 38 00:02:42,200 --> 00:02:46,520 Speaker 1: what it calls its Inclusion Policy Playbook, and it was 39 00:02:47,000 --> 00:02:52,799 Speaker 1: a very thoughtful, very comprehensive series of guidelines and objectives 40 00:02:53,040 --> 00:02:56,919 Speaker 1: to guide what every company and entertainment, what every content 41 00:02:56,960 --> 00:02:59,840 Speaker 1: company on the planet has been dealing with is making 42 00:03:00,000 --> 00:03:04,600 Speaker 1: sure that content looks like the audience it serves. And 43 00:03:04,880 --> 00:03:08,720 Speaker 1: that can't be done without bringing in way opening up 44 00:03:08,760 --> 00:03:12,919 Speaker 1: more pipelines, bringing in way more diversity of perspectives, backgrounds 45 00:03:13,040 --> 00:03:15,720 Speaker 1: at all levels of the industry and as a lot 46 00:03:15,760 --> 00:03:17,720 Speaker 1: of people, a lot of companies were grappling with this 47 00:03:17,760 --> 00:03:20,040 Speaker 1: in the last couple of years. Amazon really put some 48 00:03:20,120 --> 00:03:24,160 Speaker 1: things down in black and white on paper. It's the 49 00:03:24,240 --> 00:03:26,000 Speaker 1: and we you know, we have covered that. We covered 50 00:03:26,000 --> 00:03:29,200 Speaker 1: that extensively. At the time it's been one year. Tell 51 00:03:29,320 --> 00:03:32,040 Speaker 1: us what some of the biggest takeaways from this process 52 00:03:32,040 --> 00:03:34,359 Speaker 1: have been in the short time that it's that it's 53 00:03:34,720 --> 00:03:39,200 Speaker 1: that you've really been formalizing it. You know, I appreciate 54 00:03:39,240 --> 00:03:43,160 Speaker 1: the question, because we have had some really interesting learnings 55 00:03:43,200 --> 00:03:46,360 Speaker 1: in this first year. Um, you know, we expected, of 56 00:03:46,400 --> 00:03:49,640 Speaker 1: course that we would see some uptick um, but we 57 00:03:49,720 --> 00:03:51,880 Speaker 1: knew we weren't going to solve all the problems in 58 00:03:51,920 --> 00:03:55,800 Speaker 1: one year. I think we've been pleasantly surprised with what 59 00:03:55,880 --> 00:03:59,000 Speaker 1: you can do with intentionality and and just by really 60 00:03:59,040 --> 00:04:02,760 Speaker 1: being focused in giving people resources. I think is it 61 00:04:02,880 --> 00:04:06,600 Speaker 1: s exceeded our expectation for year one. The second thing 62 00:04:06,640 --> 00:04:12,400 Speaker 1: I think that we've learned, which was also a pleasant surprise, is, UM, 63 00:04:12,440 --> 00:04:15,640 Speaker 1: you know how much diversity we have below the line, 64 00:04:15,680 --> 00:04:20,560 Speaker 1: particularly people with disabilities, UH, the lgbt Q community. I 65 00:04:20,600 --> 00:04:24,760 Speaker 1: don't know that that community below the line community if 66 00:04:24,960 --> 00:04:29,080 Speaker 1: if that's been captured UM in a way that really 67 00:04:29,120 --> 00:04:33,920 Speaker 1: gives uh insight into the breath and depth of diversity 68 00:04:33,960 --> 00:04:37,719 Speaker 1: that's happening below the line. And and I'm so pleased 69 00:04:37,760 --> 00:04:42,200 Speaker 1: to see how many people from those communities are actually 70 00:04:42,200 --> 00:04:44,920 Speaker 1: working on our sets every day, and like it's it's 71 00:04:45,000 --> 00:04:48,599 Speaker 1: so encouraging, UM and I'm so excited about that. But 72 00:04:48,680 --> 00:04:53,360 Speaker 1: it's also making it smarter because we're thinking through things differently, 73 00:04:53,800 --> 00:04:57,640 Speaker 1: specifically around accessibility. Right, how do you make sure that 74 00:04:57,920 --> 00:05:01,920 Speaker 1: everyone has the necessary avery tools to be productive in 75 00:05:01,960 --> 00:05:05,120 Speaker 1: their role every day? And there's so many disabilities that 76 00:05:05,160 --> 00:05:08,880 Speaker 1: are unseen that you shouldn't assume someone doesn't have it. 77 00:05:08,920 --> 00:05:11,320 Speaker 1: And if you think about the impact COVID has had 78 00:05:11,880 --> 00:05:14,800 Speaker 1: and people with long haul COVID like, I think we're 79 00:05:14,800 --> 00:05:16,800 Speaker 1: going to see an increase in that over the next 80 00:05:16,800 --> 00:05:19,640 Speaker 1: couple of years, and how we think through accessibility and 81 00:05:19,640 --> 00:05:24,400 Speaker 1: productivity tools for people with hidden disabilities. We see the 82 00:05:24,480 --> 00:05:28,560 Speaker 1: stats every year when the guilds and industry institutions put 83 00:05:28,560 --> 00:05:32,960 Speaker 1: out their diversity numbers, and it's still staggering, and we 84 00:05:33,000 --> 00:05:35,240 Speaker 1: know that a lot of it is a pipeline, the 85 00:05:35,320 --> 00:05:38,840 Speaker 1: pipeline to opportunity. The talent is there, but the pipeline. 86 00:05:39,160 --> 00:05:41,839 Speaker 1: What have you done things? Have you taken steps to 87 00:05:42,480 --> 00:05:45,240 Speaker 1: open those pipelines to bring more people into the mix, 88 00:05:45,320 --> 00:05:47,800 Speaker 1: to even be considered for those below the line roles, 89 00:05:47,920 --> 00:05:51,840 Speaker 1: the the very junior rung roles, the executive roles, all 90 00:05:51,920 --> 00:05:55,159 Speaker 1: all of the support systems. Have you taken steps to 91 00:05:55,320 --> 00:06:00,000 Speaker 1: bring just to open that pipeline. Absolutely, And I think 92 00:06:00,320 --> 00:06:02,159 Speaker 1: the one thing when I hear the word pipeline, I 93 00:06:02,160 --> 00:06:07,080 Speaker 1: think people automatically think, um, you know, training programs and 94 00:06:07,080 --> 00:06:11,360 Speaker 1: apprenticeships which are super important and relevant and we all 95 00:06:11,360 --> 00:06:14,680 Speaker 1: should be engaged in doing those. But then there's also, 96 00:06:15,160 --> 00:06:17,480 Speaker 1: you know, the shorter ramp pipeline. There are a lot 97 00:06:17,520 --> 00:06:20,680 Speaker 1: of talented and trained people in the world today that 98 00:06:20,839 --> 00:06:24,479 Speaker 1: just don't have access and exposure to our industry. UM. 99 00:06:24,760 --> 00:06:28,120 Speaker 1: You think about simple things like you know someone to 100 00:06:28,200 --> 00:06:30,680 Speaker 1: lead transportation on is said to be the head of transportation. 101 00:06:31,080 --> 00:06:33,960 Speaker 1: How often are we going into local communities and looking 102 00:06:34,000 --> 00:06:40,000 Speaker 1: for our entrepreneurs have chauffeur companies right or car service 103 00:06:40,040 --> 00:06:43,440 Speaker 1: companies and and helping them understand how to get into 104 00:06:43,480 --> 00:06:45,760 Speaker 1: our business. So I think there's when we talk about 105 00:06:45,760 --> 00:06:50,120 Speaker 1: pipelines for us, it's about long term for sure, like 106 00:06:50,160 --> 00:06:53,800 Speaker 1: Howard Entertainment, which is my pipeline program and its third year, 107 00:06:53,880 --> 00:06:57,320 Speaker 1: where we are training HBCU students to be studio executives 108 00:06:57,960 --> 00:07:01,360 Speaker 1: UM so that they understand the power of you know, 109 00:07:01,560 --> 00:07:05,360 Speaker 1: the green light power from a creative development standpoint, from 110 00:07:05,360 --> 00:07:09,760 Speaker 1: a marketing standpoint, a pr standpoint, finance standpoint, a legal standpoint, 111 00:07:09,800 --> 00:07:13,480 Speaker 1: like helping them understand how you green light projects, how 112 00:07:13,480 --> 00:07:17,440 Speaker 1: you separate them through development to execution UM and making 113 00:07:17,480 --> 00:07:22,040 Speaker 1: sure that you do it in in an authentic way. Right. 114 00:07:22,200 --> 00:07:25,000 Speaker 1: But then there's shorter pipelines that were also working with 115 00:07:25,000 --> 00:07:29,760 Speaker 1: with around identifying talented writers who we think have an 116 00:07:29,800 --> 00:07:32,000 Speaker 1: amazing voice and they don't need to go through a 117 00:07:32,000 --> 00:07:35,760 Speaker 1: diversity program, they just need to be high right. We 118 00:07:35,840 --> 00:07:38,320 Speaker 1: are seeing. I'm seeing in in in a lot of 119 00:07:38,360 --> 00:07:41,680 Speaker 1: industry sectors, a lot of programs that a lot have 120 00:07:41,720 --> 00:07:46,280 Speaker 1: been identified that filmmakers, for example, that you can sometimes 121 00:07:46,440 --> 00:07:48,800 Speaker 1: get a lot of heat on that first film. You 122 00:07:48,920 --> 00:07:51,680 Speaker 1: do everything, you max your credit cards, you make that 123 00:07:51,760 --> 00:07:55,760 Speaker 1: first film, you get a festival splash, and you you 124 00:07:55,840 --> 00:07:58,640 Speaker 1: get that first wrong. But then your second film is 125 00:07:58,760 --> 00:08:02,320 Speaker 1: just you just the phone doesn't ring, and you know 126 00:08:03,200 --> 00:08:06,239 Speaker 1: every door is a no and you can't you know, 127 00:08:06,360 --> 00:08:08,640 Speaker 1: every story is different, but when you look at the 128 00:08:08,680 --> 00:08:12,000 Speaker 1: sweep of things, there's a consistency as to who gets 129 00:08:12,040 --> 00:08:15,800 Speaker 1: that second chance, that that that that boost from the 130 00:08:15,840 --> 00:08:18,240 Speaker 1: first movie gets you the second movie, and who and 131 00:08:18,280 --> 00:08:21,480 Speaker 1: who is still struggling to get attention even after a 132 00:08:21,520 --> 00:08:24,160 Speaker 1: buzzy first movie. And so I've seen, I've seen a 133 00:08:24,160 --> 00:08:26,480 Speaker 1: lot of things that are that are meant for that, 134 00:08:27,280 --> 00:08:31,760 Speaker 1: you know, professional or even mid career professional. Have you 135 00:08:32,320 --> 00:08:34,320 Speaker 1: how do you do that kind of stuff, especially when 136 00:08:34,360 --> 00:08:38,439 Speaker 1: you mentioned vendors, that's another huge opportunity, vendors for everything 137 00:08:38,559 --> 00:08:43,360 Speaker 1: from you know, this industry needs literally everything from elephants, elephants, 138 00:08:43,400 --> 00:08:47,520 Speaker 1: you know, trained elephants, to lumber to water bottles. How 139 00:08:47,520 --> 00:08:50,120 Speaker 1: do you do that? Kind of stuff with intention and 140 00:08:50,160 --> 00:08:54,280 Speaker 1: make sure that your vendors are represent diversity. Yeah, and 141 00:08:54,320 --> 00:08:56,920 Speaker 1: that's the purpose of the playbooks. So the policy you know, 142 00:08:57,040 --> 00:08:59,960 Speaker 1: really articulates. You know, here's what we based on the 143 00:09:00,040 --> 00:09:02,000 Speaker 1: you know that's available to us in terms of market 144 00:09:02,040 --> 00:09:06,760 Speaker 1: availability and you know, roles on television and film sets 145 00:09:06,880 --> 00:09:09,160 Speaker 1: um either above the line or below the line. Here's 146 00:09:09,200 --> 00:09:11,720 Speaker 1: what we think good looks like right here here the 147 00:09:11,720 --> 00:09:14,000 Speaker 1: ways in which we think we should be intentional about 148 00:09:14,040 --> 00:09:18,959 Speaker 1: not causing harm through harmful stereotypes and tropes and right, 149 00:09:19,000 --> 00:09:21,640 Speaker 1: So we talk about that in the policy, what good 150 00:09:21,679 --> 00:09:24,520 Speaker 1: looks like. But the playbook is meant to be a living, 151 00:09:24,640 --> 00:09:28,520 Speaker 1: breathing resource, so that as you're trying to accomplish the 152 00:09:28,640 --> 00:09:33,240 Speaker 1: very um specific aspects of the policy, you have a 153 00:09:33,280 --> 00:09:36,880 Speaker 1: resource in the playbook that helps walk you through how 154 00:09:36,880 --> 00:09:39,320 Speaker 1: do I do that intentionally? How do I do that 155 00:09:39,360 --> 00:09:42,800 Speaker 1: without creating harm? You know what vendors and partners are 156 00:09:42,840 --> 00:09:44,720 Speaker 1: out there that I can tap into if I don't 157 00:09:44,720 --> 00:09:47,360 Speaker 1: know how to do this particular thing. Yes, I agree, 158 00:09:47,400 --> 00:09:49,480 Speaker 1: I should be hitting this number or I should be 159 00:09:49,600 --> 00:09:52,240 Speaker 1: doing this thing on my on my show or my film, 160 00:09:52,520 --> 00:09:54,280 Speaker 1: but I don't know where to get started. So the 161 00:09:54,280 --> 00:09:57,400 Speaker 1: playbook is meant to codify some of those resources, um 162 00:09:57,440 --> 00:10:00,000 Speaker 1: and help people with that. And it's one of the reasons, 163 00:10:00,120 --> 00:10:02,240 Speaker 1: you know, people were surprised that we put it up 164 00:10:02,240 --> 00:10:05,240 Speaker 1: on the website, you know, with no restrictions. So we 165 00:10:05,320 --> 00:10:07,360 Speaker 1: put it out there. You don't have to put your 166 00:10:07,400 --> 00:10:10,600 Speaker 1: email address into downloaded or anything like that. And the 167 00:10:10,640 --> 00:10:14,240 Speaker 1: reason why we did that was because we understand that 168 00:10:14,280 --> 00:10:18,360 Speaker 1: we one, we don't have all the answers right too. 169 00:10:19,080 --> 00:10:21,360 Speaker 1: You know, we're not saying, you know that we're the 170 00:10:21,720 --> 00:10:23,679 Speaker 1: we don't ever get it wrong and we're the best 171 00:10:23,720 --> 00:10:26,400 Speaker 1: at it. Like, no, we made it public because it's 172 00:10:26,400 --> 00:10:30,320 Speaker 1: a it's a mechanism to hold ourselves accountable. And then three, 173 00:10:30,760 --> 00:10:35,160 Speaker 1: we're asking not only our creative partners, but our industry, 174 00:10:35,200 --> 00:10:37,280 Speaker 1: you know, like hold hands and do this with us. 175 00:10:37,520 --> 00:10:39,440 Speaker 1: And oh yes, by the way, if you find a 176 00:10:39,480 --> 00:10:42,600 Speaker 1: better way of doing you know, any aspect of this 177 00:10:42,640 --> 00:10:44,880 Speaker 1: policy or playbook, will you please share it back with 178 00:10:45,000 --> 00:10:47,640 Speaker 1: us so that we can continually update it, you know, 179 00:10:47,679 --> 00:10:50,559 Speaker 1: and we all can benefit from the learning. And so 180 00:10:51,200 --> 00:10:53,200 Speaker 1: you know, that's one way in which we're trying to 181 00:10:53,200 --> 00:10:56,920 Speaker 1: to do this and just by making it open, you know, 182 00:10:57,280 --> 00:10:59,200 Speaker 1: and not just open but hopefully a little bit open 183 00:10:59,240 --> 00:11:03,080 Speaker 1: source open source. And just to be clear, the playbook 184 00:11:03,360 --> 00:11:08,280 Speaker 1: is is a true database with like individual company listings. 185 00:11:08,280 --> 00:11:11,160 Speaker 1: This company provides this service. This is a black owned company, 186 00:11:11,200 --> 00:11:13,680 Speaker 1: this is a woman owned company. This is a and 187 00:11:13,760 --> 00:11:17,360 Speaker 1: that is available Scott free, no email at, no emails 188 00:11:17,440 --> 00:11:19,719 Speaker 1: or anything at at. Can you give the u r 189 00:11:19,840 --> 00:11:23,000 Speaker 1: L where that is available? Absolutely, Both the policy and 190 00:11:23,040 --> 00:11:27,120 Speaker 1: the playbook can be found at d e I. So 191 00:11:27,200 --> 00:11:30,760 Speaker 1: it's Diversity Equity Inclusion d e I dot Amazon Studios 192 00:11:30,800 --> 00:11:36,719 Speaker 1: dot com. Great, And that is and hasn't grown. I 193 00:11:36,720 --> 00:11:39,720 Speaker 1: would imagine that that database probably has grown significantly in 194 00:11:39,720 --> 00:11:42,520 Speaker 1: the years since you've put it up. It has and 195 00:11:42,520 --> 00:11:46,200 Speaker 1: and what's really exciting too is UM we launched this 196 00:11:46,280 --> 00:11:49,640 Speaker 1: as a u S policy for wholly owned UM productions 197 00:11:49,679 --> 00:11:52,520 Speaker 1: that we were doing, but our co pros are now 198 00:11:52,840 --> 00:11:56,319 Speaker 1: you know, taking advantage of it and and following it 199 00:11:56,360 --> 00:11:59,000 Speaker 1: as well and trying to hit you know, the goals 200 00:11:59,000 --> 00:12:02,680 Speaker 1: and the policy, which super excited about. Our international locations. 201 00:12:03,360 --> 00:12:06,600 Speaker 1: UM have started adapting and adapting it locally. So that's 202 00:12:06,600 --> 00:12:08,840 Speaker 1: gonna be a big push for us next year to 203 00:12:08,840 --> 00:12:11,800 Speaker 1: to localize the policy and playbook in different regions around 204 00:12:11,800 --> 00:12:15,480 Speaker 1: the world. Um, and they you know, shared that like, hey, 205 00:12:16,000 --> 00:12:17,800 Speaker 1: I took what you did and then this is what 206 00:12:17,880 --> 00:12:20,199 Speaker 1: I learned, and so then I created this other thing 207 00:12:20,640 --> 00:12:23,120 Speaker 1: to make it even more robust. Here added to the 208 00:12:23,280 --> 00:12:24,839 Speaker 1: to the playbook if you want. And I'm like, oh 209 00:12:24,840 --> 00:12:28,040 Speaker 1: my god, this is amazing. And so we're not just 210 00:12:28,200 --> 00:12:31,800 Speaker 1: learning from our industry pears, we're learning from from all 211 00:12:31,840 --> 00:12:35,280 Speaker 1: of our colleagues around the world. Do you have any 212 00:12:35,360 --> 00:12:39,559 Speaker 1: anecdotal sense from some of these individual companies that now 213 00:12:39,640 --> 00:12:42,360 Speaker 1: have been listed on on this document, in this data base, 214 00:12:42,480 --> 00:12:45,160 Speaker 1: if you heard any stories of of you know, what 215 00:12:45,200 --> 00:12:46,959 Speaker 1: it's been like to have people have the phone ringing. 216 00:12:47,000 --> 00:12:50,520 Speaker 1: Now you know, there was there's a Latino woman who 217 00:12:50,559 --> 00:12:54,520 Speaker 1: owns a transportation company, and um, you know, she had 218 00:12:54,559 --> 00:12:58,800 Speaker 1: expressed to our production team that typically she had only 219 00:12:58,880 --> 00:13:03,760 Speaker 1: been called to be a driver. But she was so 220 00:13:03,840 --> 00:13:06,839 Speaker 1: happy to say that She's like, you guys continue hiring 221 00:13:06,880 --> 00:13:10,280 Speaker 1: me to be head of transportation. Which is great because 222 00:13:10,440 --> 00:13:13,000 Speaker 1: she owns her own business, she has her own fleet apart, 223 00:13:13,160 --> 00:13:16,199 Speaker 1: she has her own drivers. Right. And so now that 224 00:13:16,240 --> 00:13:18,679 Speaker 1: we have said, you know, we want at least at 225 00:13:18,760 --> 00:13:21,559 Speaker 1: least of our department heads to be women of color, 226 00:13:22,040 --> 00:13:26,400 Speaker 1: like she's getting those calls now, which is so great 227 00:13:26,480 --> 00:13:29,040 Speaker 1: because it's not Yeah, she can drive, but but she 228 00:13:29,200 --> 00:13:33,720 Speaker 1: also provides jobs and opportunities for other people in her community. 229 00:13:34,920 --> 00:13:39,600 Speaker 1: It's a ripple effect. Let me ask you, is it 230 00:13:39,679 --> 00:13:44,200 Speaker 1: hasn't been hard at all? You know, production producers, showrunners 231 00:13:44,280 --> 00:13:46,720 Speaker 1: can be It's a very intense job. There's you know, 232 00:13:46,720 --> 00:13:50,760 Speaker 1: it's a very specialized job. Have you had any resistance 233 00:13:50,840 --> 00:13:54,560 Speaker 1: or any hurdles on the purely creative side in the 234 00:13:54,640 --> 00:13:59,520 Speaker 1: hiring of writers, directors, producers, cinematographers that those that kind 235 00:13:59,520 --> 00:14:03,680 Speaker 1: of in the kind of that purely creative field. Our 236 00:14:03,720 --> 00:14:07,680 Speaker 1: creative partners have been, you know, great allies and co 237 00:14:07,840 --> 00:14:11,719 Speaker 1: conspirators in this work. So that's that's that's a great thing. 238 00:14:11,760 --> 00:14:14,600 Speaker 1: I haven't run into anyone who who says, I don't 239 00:14:14,600 --> 00:14:17,120 Speaker 1: think this is right, we shouldn't be doing this, you know, 240 00:14:17,200 --> 00:14:20,320 Speaker 1: I don't want any parts of it. However, the devil 241 00:14:20,400 --> 00:14:22,840 Speaker 1: is in the nuance and the details, right, So I 242 00:14:23,440 --> 00:14:27,920 Speaker 1: have run into creators who had good intentions right of 243 00:14:28,040 --> 00:14:33,160 Speaker 1: telling a story a certain way without fully understanding the 244 00:14:33,240 --> 00:14:37,640 Speaker 1: harm that they could have potentially been doing. Without understanding 245 00:14:37,640 --> 00:14:40,960 Speaker 1: the harm that they could potentially be causing based on 246 00:14:41,000 --> 00:14:44,200 Speaker 1: the way they wrote the story or the particular character. 247 00:14:44,960 --> 00:14:48,960 Speaker 1: And so you know, a creation is someone's baby, right, 248 00:14:49,240 --> 00:14:54,040 Speaker 1: so you never call someone's baby ugly. You do have 249 00:14:54,120 --> 00:14:57,880 Speaker 1: to help them understand that. Listen, I understand your intention 250 00:14:57,960 --> 00:15:01,160 Speaker 1: because we all measure ourselves by our attend but others 251 00:15:01,200 --> 00:15:04,280 Speaker 1: measure us by our impact. And so if you're gonna 252 00:15:04,320 --> 00:15:08,080 Speaker 1: tell this story, and you're gonna tell this particular character art, 253 00:15:08,560 --> 00:15:10,440 Speaker 1: we have to make sure we get it right. So 254 00:15:10,480 --> 00:15:13,520 Speaker 1: if you're gonna tell a trans story, then you should 255 00:15:13,520 --> 00:15:16,200 Speaker 1: either have that lived experience or somebody in your writer's 256 00:15:16,240 --> 00:15:19,040 Speaker 1: room needs to have it. If you're gonna tell a 257 00:15:19,120 --> 00:15:22,920 Speaker 1: specific story centering a woman of color, then there needs 258 00:15:22,960 --> 00:15:26,520 Speaker 1: to be women of color in your producing team and 259 00:15:26,560 --> 00:15:29,560 Speaker 1: then your writing team. Right. You need to make sure 260 00:15:29,600 --> 00:15:33,320 Speaker 1: that story is coming across authentically in a way that 261 00:15:33,560 --> 00:15:37,240 Speaker 1: centers the story you're trying to tell the character, uh, 262 00:15:37,280 --> 00:15:39,240 Speaker 1: and not from a point of view that doesn't have 263 00:15:39,480 --> 00:15:42,440 Speaker 1: that authenticity, And so you could be doing more harm 264 00:15:42,440 --> 00:15:45,640 Speaker 1: than good that way. So I appreciate the attention of 265 00:15:45,680 --> 00:15:47,800 Speaker 1: wanting to center those communities, but you have to do 266 00:15:47,840 --> 00:15:50,320 Speaker 1: it right so that they come out as fully nuanced 267 00:15:50,400 --> 00:15:55,640 Speaker 1: characters and not caricatures, right, and so giving people that 268 00:15:55,720 --> 00:16:01,160 Speaker 1: hard feedback sometimes hasn't been easy. Um. And you know, 269 00:16:01,920 --> 00:16:04,920 Speaker 1: because no one wants to No one starts off with 270 00:16:04,920 --> 00:16:07,440 Speaker 1: bad intentions and no and no one wants to do 271 00:16:07,520 --> 00:16:10,760 Speaker 1: harm or thinks that they're doing harm. Uh. And they 272 00:16:10,800 --> 00:16:13,680 Speaker 1: definitely don't want to be a scene as someone who 273 00:16:14,520 --> 00:16:18,080 Speaker 1: um is not inclusive, right, And so there's this fear 274 00:16:18,200 --> 00:16:20,000 Speaker 1: that because they didn't get it right, they're gonna be 275 00:16:20,000 --> 00:16:22,360 Speaker 1: perceived that way. And and and my team is here 276 00:16:22,600 --> 00:16:24,360 Speaker 1: to support you. We don't want you to be seen 277 00:16:24,440 --> 00:16:28,040 Speaker 1: that way either, which is why we're here to help you. Latasha, 278 00:16:28,080 --> 00:16:30,080 Speaker 1: I can tell you you definitely know how to talk 279 00:16:30,080 --> 00:16:33,640 Speaker 1: to writers, because you're absolutely right. Everybody every the words 280 00:16:34,080 --> 00:16:36,360 Speaker 1: that every writer wants to hear. The first words out 281 00:16:36,360 --> 00:16:39,160 Speaker 1: of anybody's mouth after reading a script is great script. 282 00:16:39,600 --> 00:16:41,760 Speaker 1: So I think, I think you've got it, but I 283 00:16:41,800 --> 00:16:44,360 Speaker 1: can but I can absolutely see where that is. You know, 284 00:16:44,760 --> 00:16:47,480 Speaker 1: that's where the you said, the nuances and the details, 285 00:16:47,520 --> 00:16:49,680 Speaker 1: and that is where the hard work. And I'm just thinking, 286 00:16:49,720 --> 00:16:52,800 Speaker 1: like it is so significant that accompany the size and 287 00:16:52,880 --> 00:16:57,400 Speaker 1: scale of Amazon is investing in this at that granular 288 00:16:57,480 --> 00:17:02,840 Speaker 1: level of transportation heads. It's really it's significant. Are there 289 00:17:02,880 --> 00:17:05,360 Speaker 1: any in the in the things that you do? Obviously 290 00:17:05,359 --> 00:17:08,200 Speaker 1: the voice that that you can speak with corporately is immense, 291 00:17:08,280 --> 00:17:11,480 Speaker 1: but is there any aspects of Amazon And it's incredible 292 00:17:11,840 --> 00:17:16,000 Speaker 1: you know, data gathering and analyzing capability that helps you 293 00:17:16,080 --> 00:17:21,880 Speaker 1: in this work. Sure, um. And I'll say this, um, 294 00:17:21,960 --> 00:17:26,520 Speaker 1: the success of our ability to get this granular um 295 00:17:26,560 --> 00:17:32,159 Speaker 1: comes from one Jennifer Saki has been intentional in word 296 00:17:32,600 --> 00:17:37,720 Speaker 1: and action from day one the president of Amazon Studios. Yeah. Yes, uh, 297 00:17:37,760 --> 00:17:41,040 Speaker 1: and she she has been amazing in terms of not 298 00:17:41,119 --> 00:17:44,000 Speaker 1: just what she says, but what she does, and that 299 00:17:44,119 --> 00:17:45,680 Speaker 1: has been a pleasure to work for her. So I 300 00:17:45,720 --> 00:17:48,920 Speaker 1: think leadership matters. And then the second thing is my colleagues. 301 00:17:48,960 --> 00:17:51,680 Speaker 1: I work with a group of people who are who 302 00:17:51,720 --> 00:17:54,680 Speaker 1: we report up to Jennifer, who are just stop full 303 00:17:54,720 --> 00:17:57,440 Speaker 1: incredible leaders. People like Tim Claussen, who is the head 304 00:17:57,440 --> 00:18:01,080 Speaker 1: of worldwide production and an extremely busy the man, especially 305 00:18:01,080 --> 00:18:03,919 Speaker 1: when you're trying to do productions around the world during COVID, 306 00:18:04,359 --> 00:18:06,600 Speaker 1: who is one of who has been one of my 307 00:18:06,640 --> 00:18:10,439 Speaker 1: professors from the beginning in my Howard Entertainment program, Like 308 00:18:10,520 --> 00:18:14,760 Speaker 1: he teaches Howard students every semester on the fundamentals of production, 309 00:18:15,040 --> 00:18:19,400 Speaker 1: like like, this is incredible, right, So it's not surprising 310 00:18:19,520 --> 00:18:21,359 Speaker 1: that we can get down to that level of detail 311 00:18:21,400 --> 00:18:23,440 Speaker 1: when you have those kind of leaders and the data 312 00:18:23,480 --> 00:18:27,200 Speaker 1: piece is so critical, and I love that. Um there's 313 00:18:27,200 --> 00:18:31,199 Speaker 1: two things about Amazon that make my job better or 314 00:18:31,600 --> 00:18:35,159 Speaker 1: or somewhat easier is that one, we we absolutely are 315 00:18:35,280 --> 00:18:41,720 Speaker 1: data driven company. And then to um, we are customer obsessed. Right. 316 00:18:42,280 --> 00:18:45,240 Speaker 1: So for me, in in creating this inclusion policy and 317 00:18:45,280 --> 00:18:47,560 Speaker 1: playbook and and the work that my team does in general, 318 00:18:47,720 --> 00:18:51,800 Speaker 1: we started from the perspective of how are we equitably 319 00:18:51,920 --> 00:18:56,640 Speaker 1: obsessing over customers? Right? So it's not about you know, 320 00:18:57,119 --> 00:19:00,240 Speaker 1: whether or not you know we think one particular show 321 00:19:00,280 --> 00:19:02,120 Speaker 1: is good or bad, but it's asking ourselves, are we 322 00:19:02,240 --> 00:19:05,919 Speaker 1: equitably obsessing over all customers in a way where they 323 00:19:05,920 --> 00:19:09,440 Speaker 1: see their lived experience portrayed in an authentic way and 324 00:19:09,600 --> 00:19:12,960 Speaker 1: or they get a window into someone else's um lived 325 00:19:12,960 --> 00:19:16,240 Speaker 1: experience right through our through our content. And so that 326 00:19:16,320 --> 00:19:22,359 Speaker 1: customer obsession helps us frame it around um it. The 327 00:19:22,440 --> 00:19:25,320 Speaker 1: customer obsession helps us frame it in a language that 328 00:19:25,400 --> 00:19:28,280 Speaker 1: we have all bought into because customer obsession is our 329 00:19:28,359 --> 00:19:31,920 Speaker 1: number one leadership principle. So everyone understands that there's there's 330 00:19:31,920 --> 00:19:34,199 Speaker 1: no debate. It's not a more moral issue. It's not 331 00:19:34,280 --> 00:19:36,640 Speaker 1: a right or wrong thing issue. It's a well, if 332 00:19:36,680 --> 00:19:39,000 Speaker 1: you come to work for Amazon, you've signed up to 333 00:19:39,080 --> 00:19:42,320 Speaker 1: be customer obsessed, and so that helps. And then the 334 00:19:42,320 --> 00:19:44,040 Speaker 1: second problem with the data then is we use the 335 00:19:44,080 --> 00:19:47,760 Speaker 1: data to help us understand are we being customer obsessed? 336 00:19:47,760 --> 00:19:50,600 Speaker 1: Like you look at the numbers, like is it showing up? 337 00:19:51,119 --> 00:19:54,480 Speaker 1: Are we putting out enough content that's appealing to historically 338 00:19:54,520 --> 00:19:59,320 Speaker 1: marginalized communities? Who are we empowering to tell those stories 339 00:19:59,720 --> 00:20:03,520 Speaker 1: of historically marginalized communities, because I think that's also very important, 340 00:20:04,080 --> 00:20:06,560 Speaker 1: um right? And then who are we getting to work 341 00:20:06,640 --> 00:20:08,920 Speaker 1: on those stories, whether it's above the line or below 342 00:20:08,960 --> 00:20:11,679 Speaker 1: the line, to make those stories come to life? And 343 00:20:11,720 --> 00:20:15,680 Speaker 1: so the data, you know, we men, men live, women live, 344 00:20:15,920 --> 00:20:20,600 Speaker 1: data doesn't and are you able to see you know, 345 00:20:20,720 --> 00:20:24,040 Speaker 1: if you if you make gains in an area of 346 00:20:24,320 --> 00:20:27,600 Speaker 1: you know, representation or a different kind of storytelling, can 347 00:20:27,640 --> 00:20:31,239 Speaker 1: you see does the data follow the content? Can you 348 00:20:31,280 --> 00:20:34,760 Speaker 1: see an audience come to a show that that represents 349 00:20:34,760 --> 00:20:38,119 Speaker 1: people that maybe weren't as circulating on the Amazon on 350 00:20:38,200 --> 00:20:41,399 Speaker 1: the Prime platform as they were before. Yeah, we do 351 00:20:41,520 --> 00:20:43,560 Speaker 1: have data that tells us when people come to the 352 00:20:43,600 --> 00:20:46,359 Speaker 1: service for a show. We also have data that tells 353 00:20:46,440 --> 00:20:49,359 Speaker 1: us like if people finish the show right and so 354 00:20:49,560 --> 00:20:51,520 Speaker 1: you know, and and those kind of things are super 355 00:20:51,520 --> 00:20:55,720 Speaker 1: and helpful because what we're finding is when the content 356 00:20:56,000 --> 00:21:01,000 Speaker 1: is very good and specific and authentic, it resonates far 357 00:21:01,040 --> 00:21:04,320 Speaker 1: beyond that community. Marvelous Mrs Maisel is a very good 358 00:21:04,320 --> 00:21:08,000 Speaker 1: example of that very Jewish show that a whole lot 359 00:21:08,040 --> 00:21:12,000 Speaker 1: of people love and bene who are not Jewish, so right, 360 00:21:12,160 --> 00:21:14,760 Speaker 1: but everybody can kind of see their own family in 361 00:21:14,800 --> 00:21:17,439 Speaker 1: her story or see their struggle to break out and 362 00:21:17,480 --> 00:21:20,280 Speaker 1: follow their dreams in her story. And I think the 363 00:21:20,359 --> 00:21:23,879 Speaker 1: more that we lean into that authenticity, the more you 364 00:21:23,960 --> 00:21:28,720 Speaker 1: see it resonate with global audiences. And I do mean 365 00:21:28,760 --> 00:21:31,560 Speaker 1: global because I think some of our best shows are 366 00:21:31,600 --> 00:21:34,160 Speaker 1: shows that that weren't even created in the US. Right, 367 00:21:34,359 --> 00:21:36,439 Speaker 1: we have some great shows coming out of India like 368 00:21:36,880 --> 00:21:40,520 Speaker 1: Made in Heaven and Padda Loock that are doing extremely well. 369 00:21:40,560 --> 00:21:44,320 Speaker 1: September Mornings, which is a black trans woman's story, but 370 00:21:44,359 --> 00:21:47,680 Speaker 1: it's actually not about her being a black trans woman. 371 00:21:47,720 --> 00:21:50,720 Speaker 1: It's about she finds out she has a kid who's 372 00:21:50,760 --> 00:21:54,040 Speaker 1: ten years old that she never knew existed, that she 373 00:21:54,200 --> 00:21:58,119 Speaker 1: fathered before her transition, right, and so like, it's just 374 00:21:58,200 --> 00:22:01,679 Speaker 1: a compelling story that people, you know, get hooked on 375 00:22:01,720 --> 00:22:05,120 Speaker 1: and bite watch. And so I think it's it's those 376 00:22:05,200 --> 00:22:08,240 Speaker 1: kind of things that actually, you know, make you so 377 00:22:08,320 --> 00:22:11,680 Speaker 1: excited about how how that content is resonating with people 378 00:22:11,720 --> 00:22:17,880 Speaker 1: around the world. Don't go anywhere. We'll be right back 379 00:22:17,920 --> 00:22:21,280 Speaker 1: with more insights from Amazon's D E and I playbook 380 00:22:21,359 --> 00:22:32,480 Speaker 1: after this break, and we're back with more from Amazon 381 00:22:32,560 --> 00:22:38,320 Speaker 1: executive Latasha Gillespie. Where do you think the sort of 382 00:22:38,600 --> 00:22:43,760 Speaker 1: biggest opportunities and biggest need to advance the industry's larger 383 00:22:43,880 --> 00:22:46,200 Speaker 1: d E and I goals? Where do you think where 384 00:22:46,200 --> 00:22:51,600 Speaker 1: are the biggest sort of roadblocks for advancement and greater diversity? 385 00:22:51,600 --> 00:22:53,320 Speaker 1: Do you think is is it in production? Is it 386 00:22:53,359 --> 00:22:55,080 Speaker 1: in the executive side? Do you have a Do you 387 00:22:55,119 --> 00:22:57,199 Speaker 1: have a sense after you know, spending a lot of 388 00:22:57,280 --> 00:23:00,080 Speaker 1: the last four or five years really digging into to 389 00:23:00,119 --> 00:23:04,240 Speaker 1: this for Amazon, Yeah, I do. I think, Um, I 390 00:23:04,240 --> 00:23:06,199 Speaker 1: probably think the two things that stick out to me 391 00:23:06,320 --> 00:23:10,439 Speaker 1: most are definitely executives, which is one reason why the 392 00:23:10,480 --> 00:23:14,080 Speaker 1: Howard Entertainment Program was so important to us because there's 393 00:23:14,119 --> 00:23:16,400 Speaker 1: a lot of talent, you know, that has come out 394 00:23:16,400 --> 00:23:20,479 Speaker 1: of Howard University, specifically, whether it's Chadwick Boseman, you know, 395 00:23:20,720 --> 00:23:24,360 Speaker 1: Felicioper Shod, Debbie Allen's roj p Henson did he like, 396 00:23:24,520 --> 00:23:26,280 Speaker 1: there's been a lot of talent that's come out of 397 00:23:26,320 --> 00:23:30,720 Speaker 1: that university. Um, but there's not always people in the 398 00:23:30,840 --> 00:23:33,080 Speaker 1: room when you come to pitch. There's not always people 399 00:23:33,080 --> 00:23:36,520 Speaker 1: in the room who who have your lived experience or 400 00:23:36,560 --> 00:23:40,000 Speaker 1: a different lived experience to help understand whether a particular 401 00:23:40,040 --> 00:23:42,760 Speaker 1: story is going to be you know, a culture mover 402 00:23:42,840 --> 00:23:45,800 Speaker 1: and Jinski always talks about, you know, being on the 403 00:23:45,800 --> 00:23:48,480 Speaker 1: forefront of culture and how do you how do you 404 00:23:48,600 --> 00:23:52,640 Speaker 1: spot and since that story that's gonna be noisy and 405 00:23:52,760 --> 00:23:56,560 Speaker 1: breakthrough culture and just become a part of the site guys, right, 406 00:23:57,480 --> 00:24:00,159 Speaker 1: And so we haven't had enough people in the room 407 00:24:00,160 --> 00:24:03,000 Speaker 1: who could who could link credibility to that authenticity. So 408 00:24:03,080 --> 00:24:05,119 Speaker 1: that's why it was really important for us to make 409 00:24:05,160 --> 00:24:07,640 Speaker 1: sure that we had a pipeline for folks coming into 410 00:24:07,720 --> 00:24:11,000 Speaker 1: the executive seats. So that was one uh and then 411 00:24:11,000 --> 00:24:15,760 Speaker 1: the second thing, in my opinion, it's looking at the 412 00:24:15,880 --> 00:24:22,680 Speaker 1: number of people, um who have overall deals. I think 413 00:24:22,880 --> 00:24:25,800 Speaker 1: when when you look at people who have those big 414 00:24:25,840 --> 00:24:30,440 Speaker 1: overall deals, there's still um I think it's still excused 415 00:24:30,440 --> 00:24:34,240 Speaker 1: towards the usual suspects, right, the folks with the most 416 00:24:34,280 --> 00:24:37,639 Speaker 1: experience and the most the most success. It's definitely it's 417 00:24:37,680 --> 00:24:41,520 Speaker 1: a it's a market based thing. But but but there 418 00:24:41,560 --> 00:24:44,200 Speaker 1: there's there's a there's an imbalance in that market there 419 00:24:44,400 --> 00:24:48,080 Speaker 1: right now that remains and the danger in that is 420 00:24:48,359 --> 00:24:52,040 Speaker 1: by default, then unless those people, and there's some who 421 00:24:52,119 --> 00:24:56,080 Speaker 1: are really great at it, unless those people are actively 422 00:24:56,240 --> 00:24:59,119 Speaker 1: making space and making room at the table for others 423 00:24:59,119 --> 00:25:03,320 Speaker 1: who don't have that opportunity. Uh, if that's not happening. 424 00:25:03,320 --> 00:25:08,959 Speaker 1: And when that's not happening, we are limiting whose story 425 00:25:09,040 --> 00:25:14,240 Speaker 1: we are centering. So when we only give those opportunities 426 00:25:14,240 --> 00:25:16,960 Speaker 1: to the usual suspects, then we are running the risk 427 00:25:17,040 --> 00:25:20,359 Speaker 1: of limiting you know, the story and the perspective and 428 00:25:20,359 --> 00:25:22,880 Speaker 1: the characters we are centering in the content we put out, 429 00:25:23,480 --> 00:25:26,000 Speaker 1: or we run the risk of getting it wrong because 430 00:25:26,040 --> 00:25:29,480 Speaker 1: we're allowing someone else to to tell a story that's 431 00:25:29,480 --> 00:25:33,879 Speaker 1: not theirs. You joined Amazon in from a very different 432 00:25:33,920 --> 00:25:37,720 Speaker 1: business segment. Had been a senior executive at Caterpillar in 433 00:25:37,960 --> 00:25:42,080 Speaker 1: hr tell Us, coming from a business of heavy equipment 434 00:25:42,440 --> 00:25:46,040 Speaker 1: to a business of software entertainment. What what were some 435 00:25:46,119 --> 00:25:48,480 Speaker 1: of the what were some of the funny transitions for you? 436 00:25:48,720 --> 00:25:52,320 Speaker 1: What surprised you about working with Hollywood? How long it 437 00:25:52,400 --> 00:25:55,440 Speaker 1: takes to get a show made. I had no idea, 438 00:25:55,640 --> 00:25:59,159 Speaker 1: Like you thought the actors made it all up. I 439 00:25:59,200 --> 00:26:01,120 Speaker 1: mean like was like, you know, you could have show 440 00:26:01,119 --> 00:26:03,600 Speaker 1: in development for you know, three years between the time 441 00:26:03,680 --> 00:26:05,840 Speaker 1: you buy it and the time it comes out. I 442 00:26:05,840 --> 00:26:08,359 Speaker 1: had no idea took that long to get things made 443 00:26:08,400 --> 00:26:11,440 Speaker 1: and so um, and then the number of things that 444 00:26:11,600 --> 00:26:17,159 Speaker 1: get made that never actually make it to air. I 445 00:26:17,200 --> 00:26:18,920 Speaker 1: have to tell you it used to be a lot worse. 446 00:26:19,000 --> 00:26:21,200 Speaker 1: The R and D level used to be, it used 447 00:26:21,240 --> 00:26:23,840 Speaker 1: the ratio of things made not to get it used 448 00:26:23,880 --> 00:26:26,119 Speaker 1: to be a lot worse. But it is. Yeah, it is. 449 00:26:26,520 --> 00:26:28,880 Speaker 1: That could be daunting for people because it's because people 450 00:26:28,880 --> 00:26:31,160 Speaker 1: put their soul, heart and heart and soul into things 451 00:26:31,200 --> 00:26:35,240 Speaker 1: and and they just don't go. Yeah, it's so funny too, 452 00:26:35,280 --> 00:26:37,840 Speaker 1: because you know, the one great thing about my career 453 00:26:37,880 --> 00:26:41,800 Speaker 1: is that it's been anything but linear. Um. I have 454 00:26:41,920 --> 00:26:46,879 Speaker 1: a finance background, you know, then got into HR with Caterpillar. 455 00:26:46,920 --> 00:26:50,639 Speaker 1: It was a six single black belt, UM, you know, 456 00:26:50,680 --> 00:26:53,440 Speaker 1: it was chief diversity Officer for Caterpillary. Came into Amazon 457 00:26:53,560 --> 00:26:57,760 Speaker 1: Corporate first actually in two thousand seventeen. UH, for seventeen 458 00:26:57,760 --> 00:27:00,479 Speaker 1: and eighteen. I spent those two years UM leading d 459 00:27:00,520 --> 00:27:03,560 Speaker 1: e I for Amazac Corporate. UM that you know from 460 00:27:03,560 --> 00:27:06,840 Speaker 1: an HR perspective, and UM worked closely with Jeff Besos 461 00:27:06,880 --> 00:27:09,879 Speaker 1: and his directs to create an overall strategy for for 462 00:27:09,960 --> 00:27:13,840 Speaker 1: Amazon Corporate and how we were going to scale our 463 00:27:13,960 --> 00:27:16,640 Speaker 1: d I efforts and UH in a way that accrued 464 00:27:16,680 --> 00:27:20,160 Speaker 1: to something that moved the needle across the enterprise, which 465 00:27:20,200 --> 00:27:24,720 Speaker 1: was just daunting but exciting. UM. And then coming down 466 00:27:24,720 --> 00:27:29,160 Speaker 1: at Amazon Studios, you know. So it's it's a it's 467 00:27:29,200 --> 00:27:32,840 Speaker 1: basically uh, the story of my life, which has been, UH, 468 00:27:33,040 --> 00:27:35,000 Speaker 1: someone has asked me to do something that I don't 469 00:27:35,000 --> 00:27:38,480 Speaker 1: know how to do, and I'm like sure, So I 470 00:27:39,560 --> 00:27:41,560 Speaker 1: you know, I'm very honest about what I'm good at 471 00:27:41,600 --> 00:27:43,440 Speaker 1: and what I'm not, what I know and what I don't, 472 00:27:43,720 --> 00:27:46,560 Speaker 1: and then you know, and then lean into the yes 473 00:27:46,600 --> 00:27:49,600 Speaker 1: because I'm always giving advice to other people. If you're 474 00:27:49,600 --> 00:27:51,560 Speaker 1: not living life on the edge, then you're taking up 475 00:27:51,560 --> 00:27:58,360 Speaker 1: too much space. So I like that spirit. Yeah, that's awesome. UM, 476 00:27:58,480 --> 00:28:00,400 Speaker 1: let me take and take a step back out even 477 00:28:00,440 --> 00:28:02,800 Speaker 1: from that and tell us, tell us what was your 478 00:28:02,800 --> 00:28:05,719 Speaker 1: path going into the business world. Where did you grow up? 479 00:28:06,440 --> 00:28:10,639 Speaker 1: I grew up in Chicago area, so I'm a Midwest girl, 480 00:28:10,840 --> 00:28:13,720 Speaker 1: grew up outside Chicago. Um, you know, I went to 481 00:28:13,720 --> 00:28:17,320 Speaker 1: school in Illinois and then you know, and I remember, 482 00:28:17,440 --> 00:28:19,679 Speaker 1: like I was first generation college. So my dad was like, 483 00:28:19,760 --> 00:28:23,040 Speaker 1: you know, go to school and get a degree that 484 00:28:23,080 --> 00:28:24,680 Speaker 1: you know you can get actually get a job, because 485 00:28:24,720 --> 00:28:27,000 Speaker 1: I probably would not have chosen finance, but I had 486 00:28:27,000 --> 00:28:31,480 Speaker 1: one of those fathers. So and uh and I and 487 00:28:31,560 --> 00:28:34,800 Speaker 1: I did a test finance partly because I felt like 488 00:28:34,800 --> 00:28:39,000 Speaker 1: he gave me a science and the discipline, if you will, um, 489 00:28:39,360 --> 00:28:41,000 Speaker 1: in all of the business. I think I started off 490 00:28:41,000 --> 00:28:42,480 Speaker 1: as a management major and I was like, oh, this 491 00:28:42,560 --> 00:28:44,920 Speaker 1: is too general. I need I need a I need 492 00:28:44,920 --> 00:28:48,240 Speaker 1: a I needed a science. And so then I moved 493 00:28:48,240 --> 00:28:51,120 Speaker 1: to finance, which was great. And you know, I think 494 00:28:51,160 --> 00:28:53,360 Speaker 1: about that. I was I was reflecting on that this 495 00:28:53,400 --> 00:28:55,840 Speaker 1: week about how everything in life is preparation for the 496 00:28:55,840 --> 00:29:00,520 Speaker 1: next and I had no idea that the days and 497 00:29:00,560 --> 00:29:04,360 Speaker 1: finance would help me be this comfortable with numbers and 498 00:29:04,480 --> 00:29:09,320 Speaker 1: understanding how they drive television and film consumption. Wouldn't be 499 00:29:09,320 --> 00:29:13,520 Speaker 1: better training for the TV of today for sure, right exactly? 500 00:29:13,760 --> 00:29:17,920 Speaker 1: And then or how all of my HR days UM 501 00:29:18,080 --> 00:29:20,000 Speaker 1: would come back to play, whether it was starting the 502 00:29:20,040 --> 00:29:25,440 Speaker 1: first diversity recruiting function for Caterpillar or living in Singapore 503 00:29:25,600 --> 00:29:29,960 Speaker 1: where I've led HR for Africa, Middle East, Russia and 504 00:29:30,080 --> 00:29:33,719 Speaker 1: Asia Pacific. So like just you know that natural curiosity 505 00:29:33,800 --> 00:29:38,440 Speaker 1: I have around learning, around being around UM and just 506 00:29:39,080 --> 00:29:45,240 Speaker 1: uh just immersing myself into other cultures, right, and how 507 00:29:45,320 --> 00:29:48,440 Speaker 1: that has you know benefited me in this role as 508 00:29:48,840 --> 00:29:50,640 Speaker 1: I go around the world and work with our local 509 00:29:50,640 --> 00:29:55,120 Speaker 1: originals teams UM, you know, to help you know, roll 510 00:29:55,160 --> 00:29:57,520 Speaker 1: out what we feel is, you know, our inclusion policy 511 00:29:57,560 --> 00:29:59,760 Speaker 1: and standards in those parts of the world, and how 512 00:29:59,800 --> 00:30:03,080 Speaker 1: we help UM the writers that we're doing business with 513 00:30:03,160 --> 00:30:05,680 Speaker 1: in territories where we're starting with understand the importance of 514 00:30:06,040 --> 00:30:09,920 Speaker 1: diversity whatever that looks like on a local level, UM 515 00:30:09,960 --> 00:30:12,560 Speaker 1: incorporating that into their writer's room. So like all of 516 00:30:12,600 --> 00:30:21,720 Speaker 1: these things have just like come to us. Thanks for listening. 517 00:30:22,440 --> 00:30:24,880 Speaker 1: Be sure to leave us a review at Apple Podcast, 518 00:30:25,680 --> 00:30:28,160 Speaker 1: then go to Variety to sign up for the Strictly 519 00:30:28,200 --> 00:30:32,640 Speaker 1: Business newsletter, and definitely don't forget to tune in next 520 00:30:32,640 --> 00:30:35,520 Speaker 1: week for another episode of Strictly Business