Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Male-dominated: Achieving Gender Equality in Tech with Eva Helen

How can you achieve gender equality in a male-dominated industry? In this episode, tech maverick Eva Helen talks about her book Women in Tech — A Book for Guys, sharing her innovative strategies for bringing the genders together to promote women’s advancement and equality. Many men want to help but don’t know how – or if their involvement would even be welcomed. Others mistakenly believe the diversity issue has been solved, or that women need to act more like men to achieve true equality. Tune in to learn more about Eva’s interviews with 60 male leaders mostly from Silicon Valley, and the actions she suggests men take to support women in the workplace.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Eva Helen

Amanda Hammett: Well, good afternoon. I am so excited to have you guys here. We are talking with Kathryn Valentine about the gender pay gap, and my name is Amanda Hammett. Of course and today I am drinking a Zinfandel from the Banshee wineries, which I have it on my desk. actually, let's check it out.

Jeffery Tobias Halter: Very nice!

Amanda Hammett: Alright Jeffery, welcome

Jeffery Tobias Halter: Amanda, I'm very jealous. You know, sometime we're going to have to share a bottle. Today I'm enjoying a nice, uh, Portuguese. rosé, uh, very nice for a late afternoon, kind of sunny out today. So, uh, it's my honor to introduce Kathryn Valentine. Kathryn is the founder of Worthmore Strategies, a consulting firm focused on achieving gender parody in the workplace. By empowering women to ask for what they need to be happy, productive, and successful in their careers. Her work has been featured in fast company, adweek, working mother and Forbes. Kathryn is a graduate of the University of Virginia, where she was a Jefferson scholar and has an MBA from Kellogg School of Management.

Amanda Hammett: Well, Kathryn, welcome to the show. Uh, what, what are you drinking today?

Kathryn Valentine: I am so excited to be here. Thank you for inviting me. Um, we're getting a cold spell right now, so I can't drink anything other than hot tea. There's some lemon in it, but I cannot warm myself up right now. So hot tea all day long for me right now.

Amanda Hammett: All right, very good.

Jeffery Tobias Halter: All right. Well, you know, March 15th, 2020 was equal payday a symbolic day that represents the number of extra days. Women on average must work to earn what men earn on average, as for mothers and women of color. This date falls much later in the year. Kathryn, let's start with a bit of history, definition, and context. I mean the equal pay act of 1963 was designed to outlaw sex based ways discrimination yet we know a gender pay gap, still exists. Talk about the history, talk about what the gender pay gap is.

Kathryn Valentine: Well, the gender pay gap is really a measure, a way to measure the disparity in median earnings between men and women in the workforce. And I think that. Yeah. We're thinking about men and women as two big groups. So systematic things that happen, you know, the, the act that you're referring to eliminate a disparities between me and a person, just like me with a similar background with similar role, but it can, I don't know how it would change what we're dealing with now, which is that women tend to get funneled into lower paying jobs. Um, also as a society, we tend to pay less for quote unquote women's work. So if we think about childcare providers who are easily the most important people in my life, right, they are, we as society, we compensate them lower than say a construction worker, which is a predominantly male field. So, what we're seeing is you have some clients, clients will come to me thinking that because they're a woman, it must be that they're being underpaid. What we see is when you compare to people in similar roles with similar backgrounds, the gap is much, much more narrow. This is much more of a broader societal thing that we're now thinking about. How do we correct? What does that mean? Um, and to your point really haven't seen it changed much in the past 15 or 20 years, despite all of the things that we have been doing. Um, and then as you said, it is, it is worse for other segments of the population. I mean, for African-Americans the equal pay day isn't until August. Um, that's how many days they have to work in, let's say into 2022 to get the same compensation that men did in 2021.

Amanda Hammett: So since you already opened this up, that was going to be my next question is, could you talk us a little bit more through, um, the gender pay gap, as it varies across race, and age maybe?

Kathryn Valentine: Absolutely. Um, so the pay gap by race is 82%. Is that pay gap on average by the genders. Um, for Asian-American women, it's actually 98%, for white women at 79% for black women on average at 64%. And for Spanic women, we're looking at 57%. Um, where we also see Amanda, as you hinted to that, that gap is different by age. Um, some people say the gap grows as you get older. I like to think actually that gap shrinks as your, for the younger generations. Um, so we're looking at, you know, for people. Ages 16 to 24 that gap is about 94%. So you know, much better than the 82. We're still not where we want to be, but better than the 82%, um, for women 55 and over that gap is closer to 75%. Um, what we are hoping is that that means that the gender gap is closing as new new generations enter the workforce. And so over time we will be able to reach that, that we want to reach. The other thing that I find fascinating is that, um, you know, some of the people that I work with say, well, if I just get promoted, like if I just focus on doing a great job. As I get promoted, this will solve itself. Um, and some really interesting work was done by two researchers, Lee and Cray. It showed that the gap actually grows by title. So if the average is 82% and the gap for director level people is 74%. And for a VP level people, it's 55%. So with some of the female CEOs that I'm working with, our executives, I'm working with they're getting paid half Um, what some men in that role traditionally would be paid. Um, and so that's another thing I always think that's just interesting to share so that we don't know if you focus just on promotion, that's important and it's a wonderful thing, but that in and of itself won't inherently solve the problem.

Jeffery Tobias Halter: Kathryn, how can we close the gender pay gap? And I really want you to look at this through three different lenses. Uh, what's the role of the organization. What's the role of managers. And then what's the role of the individual?

Kathryn Valentine: That's a great question. It's the million dollar question, right? It's a great question. Um, I think the first thing I, I want to mention is that I, we, we talked about the gender pay gap because it's measurable. Um, but to a certain extent, we kind of fall to the streetlight effect where we talk about what we can measure. So the gender pay gap is important and we should talk about it. but I actually like to think of the gender compensation gap, which is that. We know let's take, for example, stock options, the gender gap and stock options, absolutely drawers. What we see when we talk about the gender pay gap. So on average, 33% more males than females receive stock options and men get on average $105,000 in stock options and women get 20 So we're looking at such an enormous gap there. Um, and I see this in my work with coaching people is we've done a really good job of talking about the gender pay gap. So now people are aware that we need to be looking at base salary, but what we're seeing is that all those things around base salary. Those gap are really big there. They're even bigger there now. Uh, equity, we see that men are getting 30% more equity, um, signing bonuses, relocation, bonuses, performance, bonuses, all of the things that are a little bit more nebulous, the gap is larger. And so to answer your original, your original question, Jeffery, I think that. You know, for individuals it's helpful to know your market value, which is a really easy thing to say, and a really hard thing to do. places that I would recommend going to our former colleagues, mentors, peers, including people that work the same role at a different company are a good resource. HR is a great resource recruiters, industry associations, career services that your Alma mater.
And of course there's some good internet sources there. And I think the second piece for individuals is to learn how to ask effectively, which I know we'll talk about in our next segment on negotiation. But what we used to see with women was that women weren't asking you had 7% of women asking versus 57% of men. What we see now is that women are asking at the same rate, we've done a great job of encouraging them to ask, but they're only effective half as often. So now what we have is kind of a learning to ask effectively is the gap. Um, Jeff, do you want me to go on and talk about managers and organizations?

Jeffery Tobias Halter: Yeah. If you've got a couple minutes on that yet, please.

Kathryn Valentine: So for managers, um, I think, I think of it as a knowing, doing thing. And when we talk about for managers, both male and female managers, right? So, um, knowing how gender bias presents at work, knowing that societal constructs mean women are often punished for asking, knowing that this prevents women from openly discussing what they need sometimes even prevents us from thinking about it, honestly, Um, and then knowing that men tend to overestimate their value and women tend to underestimate their. So once we know that we can start to think about what to do about it and what managers choose to do about what will be very unique to them, their company, their situation. A few that I've heard that I really liked are um, worked with one manager who realized that most of the new opportunities on his team were going to men because men came in his office and asked for them. Um, and that's a gender bias, right? As women, we have been taught for decades not to go ask. And so what, um, his rule of thumb now is when someone comes and asks, he says, that's such a great opportunity. I want to announce it to the full team on Tuesday. And so by doing that, he noticed that almost overnight opportunities began going more and more to the women who were now now knew that there was an opportunity to put their hand up for it. Right. Um, another one I had. Uh, manager, Jess who came to me because the way that her company did performance evaluations was you submitted a self evaluation and in it, you rated yourself on one to five, but once she knew about the gender bias, that presented itself, she did an analysis of the 60 or so people that reported into her, into her department and she found that women were ranking themselves. On average, about a 3.5 and men were ranking themselves about a 4.6.
Um, and the way that the company culture worked, you actually, you really had to work hard to change the rating, to make it higher than what some of these submitted. So as far as overall result of her work, um, they've now eliminated that self ranking part and you just submit an open form self evaluation, right? So when we talk about managers, I think, you know, the important thing to do is to learn about the gender bias, what you do with it. Um, you were the most powerful person to come up with that solution. Right. And then for organizations, you know, if you're truly committed to equity, you're attracting salary by gender, race, age, ethnicity, um, a bunch of different things, right. And you're doing, there are companies now that are doing really great, equitable case studies come in and do that analysis for you. Um, I, I have. I have been really pleasantly surprised because I never thought I'd been doing work on women in negotiation for 10 years. I never thought a company would hire me to come teach its women to negotiate. And I have been blown away by the multinational companies that are calling and saying, oh, I want to teach my women to do this. This is how we make it fair. So I am really optimistic about the world that we're going into, and the world that we have helped create over the past couple of years. That was a very long answer to your question. Um, what, what do you, what do you think, what are your thoughts about.

Amanda Hammett: Well, Kathryn, let me step in here and just say, this has been a lot of information, but a lot of really good information. And I think that you're right. We have been hearing a lot about the gender pay gap, but there are some missing variables that people aren't quite as aware of. So I hope that the, the listeners, the leaders, the organizations that are listening to Jeffery and I, uh, on a regular basis, they're, they're taking notes here. Um, however, We have more to come with Kathryn, uh, further down the line in another interview that we'll be playing a little bit later in the year. Um, so you are going to have to wait and find out what else she has to share. So what I want to thank you guys for joining us, and I want to thank Kathryn so much for joining us and sharing her knowledge and expertise. Uh, and teaching us about the gender pay gap and the history of it. Um, and you can find more information about Kathryn and her work, and maybe you want to hire her to bring her in, to teach your women how to negotiate. Uh, and you can go to her website at worthmorenegotiations.com. Thank you so much for joining us. And we will see you in the next episode.

Cheers!

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Same work, 20% less pay: What’s up with the gender pay gap? with Kathryn Valentine

On average, American working women earn nearly 20% less than their male counterparts. The numbers are worse when you factor in race and age. This week, Kathryn Valentine answers our questions about the gender pay gap and how we can close it. She encourages us to think more broadly about compensation and outlines a range of actions that organizations, managers and individuals can take to address disparities. Listen now for an eye-opening episode.

Share the LOVE and TWEET about this episode.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Kathryn Valentine

Amanda Hammett: Well, good afternoon. I am so excited to have you guys here. We are talking with Kathryn Valentine about the gender pay gap, and my name is Amanda Hammett. Of course and today I am drinking a Zinfandel from the Banshee wineries, which I have it on my desk. actually, let's check it out.

Jeffery Tobias Halter: Very nice!

Amanda Hammett: Alright Jeffery, welcome

Jeffery Tobias Halter: Amanda, I'm very jealous. You know, sometime we're going to have to share a bottle. Today I'm enjoying a nice, uh, Portuguese. rosé, uh, very nice for a late afternoon, kind of sunny out today. So, uh, it's my honor to introduce Kathryn Valentine. Kathryn is the founder of Worthmore Strategies, a consulting firm focused on achieving gender parody in the workplace. By empowering women to ask for what they need to be happy, productive, and successful in their careers. Her work has been featured in fast company, adweek, working mother and Forbes. Kathryn is a graduate of the University of Virginia, where she was a Jefferson scholar and has an MBA from Kellogg School of Management.

Amanda Hammett: Well, Kathryn, welcome to the show. Uh, what, what are you drinking today?

Kathryn Valentine: I am so excited to be here. Thank you for inviting me. Um, we're getting a cold spell right now, so I can't drink anything other than hot tea. There's some lemon in it, but I cannot warm myself up right now. So hot tea all day long for me right now.

Amanda Hammett: All right, very good.

Jeffery Tobias Halter: All right. Well, you know, March 15th, 2020 was equal payday a symbolic day that represents the number of extra days. Women on average must work to earn what men earn on average, as for mothers and women of color. This date falls much later in the year. Kathryn, let's start with a bit of history, definition, and context. I mean the equal pay act of 1963 was designed to outlaw sex based ways discrimination yet we know a gender pay gap, still exists. Talk about the history, talk about what the gender pay gap is.

Kathryn Valentine: Well, the gender pay gap is really a measure, a way to measure the disparity in median earnings between men and women in the workforce. And I think that. Yeah. We're thinking about men and women as two big groups. So systematic things that happen, you know, the, the act that you're referring to eliminate a disparities between me and a person, just like me with a similar background with similar role, but it can, I don't know how it would change what we're dealing with now, which is that women tend to get funneled into lower paying jobs. Um, also as a society, we tend to pay less for quote unquote women's work. So if we think about childcare providers who are easily the most important people in my life, right, they are, we as society, we compensate them lower than say a construction worker, which is a predominantly male field. So, what we're seeing is you have some clients, clients will come to me thinking that because they're a woman, it must be that they're being underpaid. What we see is when you compare to people in similar roles with similar backgrounds, the gap is much, much more narrow. This is much more of a broader societal thing that we're now thinking about. How do we correct? What does that mean? Um, and to your point really haven't seen it changed much in the past 15 or 20 years, despite all of the things that we have been doing. Um, and then as you said, it is, it is worse for other segments of the population. I mean, for African-Americans the equal pay day isn't until August. Um, that's how many days they have to work in, let's say into 2022 to get the same compensation that men did in 2021.

Amanda Hammett: So since you already opened this up, that was going to be my next question is, could you talk us a little bit more through, um, the gender pay gap, as it varies across race, and age maybe?

Kathryn Valentine: Absolutely. Um, so the pay gap by race is 82%. Is that pay gap on average by the genders. Um, for Asian-American women, it's actually 98%, for white women at 79% for black women on average at 64%. And for Spanic women, we're looking at 57%. Um, where we also see Amanda, as you hinted to that, that gap is different by age. Um, some people say the gap grows as you get older. I like to think actually that gap shrinks as your, for the younger generations. Um, so we're looking at, you know, for people. Ages 16 to 24 that gap is about 94%. So you know, much better than the 82. We're still not where we want to be, but better than the 82%, um, for women 55 and over that gap is closer to 75%. Um, what we are hoping is that that means that the gender gap is closing as new new generations enter the workforce. And so over time we will be able to reach that, that we want to reach. The other thing that I find fascinating is that, um, you know, some of the people that I work with say, well, if I just get promoted, like if I just focus on doing a great job. As I get promoted, this will solve itself. Um, and some really interesting work was done by two researchers, Lee and Cray. It showed that the gap actually grows by title. So if the average is 82% and the gap for director level people is 74%. And for a VP level people, it's 55%. So with some of the female CEOs that I'm working with, our executives, I'm working with they're getting paid half Um, what some men in that role traditionally would be paid. Um, and so that's another thing I always think that's just interesting to share so that we don't know if you focus just on promotion, that's important and it's a wonderful thing, but that in and of itself won't inherently solve the problem.

Jeffery Tobias Halter: Kathryn, how can we close the gender pay gap? And I really want you to look at this through three different lenses. Uh, what's the role of the organization. What's the role of managers. And then what's the role of the individual?

Kathryn Valentine: That's a great question. It's the million dollar question, right? It's a great question. Um, I think the first thing I, I want to mention is that I, we, we talked about the gender pay gap because it's measurable. Um, but to a certain extent, we kind of fall to the streetlight effect where we talk about what we can measure. So the gender pay gap is important and we should talk about it. but I actually like to think of the gender compensation gap, which is that. We know let's take, for example, stock options, the gender gap and stock options, absolutely drawers. What we see when we talk about the gender pay gap. So on average, 33% more males than females receive stock options and men get on average $105,000 in stock options and women get 20 So we're looking at such an enormous gap there. Um, and I see this in my work with coaching people is we've done a really good job of talking about the gender pay gap. So now people are aware that we need to be looking at base salary, but what we're seeing is that all those things around base salary. Those gap are really big there. They're even bigger there now. Uh, equity, we see that men are getting 30% more equity, um, signing bonuses, relocation, bonuses, performance, bonuses, all of the things that are a little bit more nebulous, the gap is larger. And so to answer your original, your original question, Jeffery, I think that. You know, for individuals it's helpful to know your market value, which is a really easy thing to say, and a really hard thing to do. places that I would recommend going to our former colleagues, mentors, peers, including people that work the same role at a different company are a good resource. HR is a great resource recruiters, industry associations, career services that your Alma mater.
And of course there's some good internet sources there. And I think the second piece for individuals is to learn how to ask effectively, which I know we'll talk about in our next segment on negotiation. But what we used to see with women was that women weren't asking you had 7% of women asking versus 57% of men. What we see now is that women are asking at the same rate, we've done a great job of encouraging them to ask, but they're only effective half as often. So now what we have is kind of a learning to ask effectively is the gap. Um, Jeff, do you want me to go on and talk about managers and organizations?

Jeffery Tobias Halter: Yeah. If you've got a couple minutes on that yet, please.

Kathryn Valentine: So for managers, um, I think, I think of it as a knowing, doing thing. And when we talk about for managers, both male and female managers, right? So, um, knowing how gender bias presents at work, knowing that societal constructs mean women are often punished for asking, knowing that this prevents women from openly discussing what they need sometimes even prevents us from thinking about it, honestly, Um, and then knowing that men tend to overestimate their value and women tend to underestimate their. So once we know that we can start to think about what to do about it and what managers choose to do about what will be very unique to them, their company, their situation. A few that I've heard that I really liked are um, worked with one manager who realized that most of the new opportunities on his team were going to men because men came in his office and asked for them. Um, and that's a gender bias, right? As women, we have been taught for decades not to go ask. And so what, um, his rule of thumb now is when someone comes and asks, he says, that's such a great opportunity. I want to announce it to the full team on Tuesday. And so by doing that, he noticed that almost overnight opportunities began going more and more to the women who were now now knew that there was an opportunity to put their hand up for it. Right. Um, another one I had. Uh, manager, Jess who came to me because the way that her company did performance evaluations was you submitted a self evaluation and in it, you rated yourself on one to five, but once she knew about the gender bias, that presented itself, she did an analysis of the 60 or so people that reported into her, into her department and she found that women were ranking themselves. On average, about a 3.5 and men were ranking themselves about a 4.6.
Um, and the way that the company culture worked, you actually, you really had to work hard to change the rating, to make it higher than what some of these submitted. So as far as overall result of her work, um, they've now eliminated that self ranking part and you just submit an open form self evaluation, right? So when we talk about managers, I think, you know, the important thing to do is to learn about the gender bias, what you do with it. Um, you were the most powerful person to come up with that solution. Right. And then for organizations, you know, if you're truly committed to equity, you're attracting salary by gender, race, age, ethnicity, um, a bunch of different things, right. And you're doing, there are companies now that are doing really great, equitable case studies come in and do that analysis for you. Um, I, I have. I have been really pleasantly surprised because I never thought I'd been doing work on women in negotiation for 10 years. I never thought a company would hire me to come teach its women to negotiate. And I have been blown away by the multinational companies that are calling and saying, oh, I want to teach my women to do this. This is how we make it fair. So I am really optimistic about the world that we're going into, and the world that we have helped create over the past couple of years. That was a very long answer to your question. Um, what, what do you, what do you think, what are your thoughts about.

Amanda Hammett: Well, Kathryn, let me step in here and just say, this has been a lot of information, but a lot of really good information. And I think that you're right. We have been hearing a lot about the gender pay gap, but there are some missing variables that people aren't quite as aware of. So I hope that the, the listeners, the leaders, the organizations that are listening to Jeffery and I, uh, on a regular basis, they're, they're taking notes here. Um, however, We have more to come with Kathryn, uh, further down the line in another interview that we'll be playing a little bit later in the year. Um, so you are going to have to wait and find out what else she has to share. So what I want to thank you guys for joining us, and I want to thank Kathryn so much for joining us and sharing her knowledge and expertise. Uh, and teaching us about the gender pay gap and the history of it. Um, and you can find more information about Kathryn and her work, and maybe you want to hire her to bring her in, to teach your women how to negotiate. Uh, and you can go to her website at worthmorenegotiations.com. Thank you so much for joining us. And we will see you in the next episode.

Cheers!

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Hey, Dude. Gender equality isn’t a spectator sport. Suit up. with Brad Johnson

Most companies understand the value of a diverse, equitable and inclusive work environment and its effect on their ability to recruit & retain talent in the current highly competitive environment. It’s an issue that impacts everyone. So, why do so many gender inclusion initiatives focus on changing women, leaving men out of the equation entirely? By creating a category of “women’s issues,” men–often the most powerful stakeholders in organizations–aren’t involved or even aware of the larger impact and aren’t invited to collaborate to create more inclusive workplaces. Guest W. Brad Johnson talks about why and how men have a crucial role to play in promoting equality at work. Don’t miss this frank conversation on male allyship, mentoring, sponsorship along with tips for holding other men accountable.

Share the LOVE and TWEET about this episode.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Brad Johnson

Amanda Hammett: Jeff and I were honored to host Gretchen Carlson on Win(e)d Down Wednesday. just prior to the Senate's passage of the Ending Forced Arbitration of Sexual Harassment Act. It's the first major bill of the MeToo era. And it ushers in some of the most significant workplace reforms in decades. Now as you know, President Biden recently signed this bill into law. So here's the episode for insights on the legislation direct from Gretchen Carlson.

Jeffery Tobias Halter:
Hi, this is Jeff Halter. And thanks for joining us during women's history month, we're focused on how we can break the bias in our workplaces. To forge a more diverse, equitable and inclusive world. Welcome to Win(e)d Down Wednesday. And as you know, we tend to enjoy a beverage while we're winding down. And so, today I'm enjoying a very nice Cabernet from California. And so Amanda, what's your, uh, what's your beverage of choice today.

Amanda Hammett: I am already onto a Pinot Noir from New Zealand called Fifth Bridge. Nice, nice. Yes. So let's talk a little bit about our guests today. Um, our guest today is Gretchen Carlson. She is here for part two of our conversation, which is going to be fantastic. Um, Gretchen is a journalist and author and an advocate for women's rights and workplace equality. Who's 2016 landmark harassment case against Fox news CEO, Roger Ailes helped to ignite the MeToo movement. She was named one of Time Magazine's 100 most influential people in the world. Gretchen is the host of the new daily news podcast called Get the news with Gretchen Carlson and a special contributor to people TV. She's the author of the New York Times bestseller "Be Fierce", and "Getting Real". And she recently co-founded the nonprofit lift our voices to end the silencing of harassment victims through forced arbitration and non-disclosure agreements for toxic workplace issues. She's a graduate of Stanford University and a mom to two teenagers.

Jeffery Tobias Halter: Gretchen welcome back to Win(e)d Down Wednesday. And we're going to continue our conversation today, but first we have to ask. What's your beverage of choice today?

Gretchen Carlson: Yeah. Wow. Both of you doing the red wine? Um, I, I am stewing the coffee in the afternoon, uh, but I always say I really am doing the cream with my coffee. Um, probably the only reason I drink coffee, to be honest with you. Um, and I know it's probably not good for my waistline, but it tastes darn good. So that's what I'm enjoying.

Perfect.

Perfect.

Thank you.

Amanda Hammett: Wonderful. Well, if you did not catch the first episode where we had Gretchen on, she told us a little bit more about her legislation, but this episode, we're actually going to focus on the non-profit that she started lift our voices. So Gretchen, tell us a little bit more about "Lift Our Voices".

Gretchen Carlson: Yeah. You know, it really came about from all the people who lifted me up after my lawsuit back in 2016, I felt so alone and, um, thought that I was experiencing harassment in the workplace. As you know, the only person around me that was, that was feeling that way. And all these women started reaching out to me and I started realizing that it was an epidemic. And, um, so at the same time that it was really horrible to realize how prevalent it was. It was also sort of my safety net. All these women who buoyed my spirits, um, during my dark times, by sharing their own personal experiences with me. And that really, you know, that made me realize I had a friend actually say to me during that time, you know, Gretchen something good is going to come out of this. And I didn't really think that then, but. She she was right. You know, it, it really, um, morphed into me writing the book, be fierce as a tribute to all of these women and a playbook for other people, if they're experiencing harassment in the workplace. Um, and then that led me to speaking all over the world about this issue and then that led to, um, me realizing that, that these clauses and employment contracts are what is keeping the issue silent. And we've learned through this process that the only way to solve this is to talk about it. And so that led me to lift our voices and the creation of it about two years ago. Because I really wanted an umbrella non-profit organization to, to serve with all the advocacy work that I was already doing. And so the mission is really simple. silver bullet to two silver bullet solutions, which is to get rid of forced arbitration clauses for these kinds of issues, as well as non-disclosure agreements that keep all this stuff under wraps.

Jeffery Tobias Halter: Gretchen. In our first episode, you talked about NDAs and forced arbitration and recently many major, I shouldn't say many several Companies organizations have actually implemented and done away with them, including Microsoft. Talk to me about the corporate landscape that you are seeing are more companies expected to follow soon. Or what's our current snapshot on the fortune 500 today.

Gretchen Carlson: Yeah. Thanks for bringing that up. Um, I would say that in the fortune 1000 that maybe about 200 of those companies have gotten rid of arbitration. Um, usually specifically for harassment and assault issues. Um, but as I like to say, when I pitched them for my nonprofit to become a partner with me, you know, it's time to get on the right side of history. So I'm going to pass this legislation. So instead of having to force you to do it, just come over and get on the good side now and do what's right for your employees. And, so, you know, we've been successful with that Microsoft actually did this only two weeks after I first introduced my legislation back in 2017. And then there was a little bit of a tidal wave in the tech world. So if we all remember the Google walkout, we all remember that that happened, but we don't necessarily remember what they were protesting. They were protesting forced arbitration clauses in employment contracts and payouts to predator. So Google then got rid of forced arbitration clauses, and then you had Uber and Lyft and Airbnb and eBay. And so there was a bit of a domino effect in the tech world. Um, then I think, uh, a lot of companies decided not to be self introspective and they just thought that maybe this movement would sort of move away and it was a passing fad. But it's here to stay. And so, there, you know, there are other companies that have joined the fight, like Raytheon, for example, has not had forced arbitration for the last 15 years. So some have been leading the charge for quite some time. Um, but I do think that, um, more and more are going to be getting on the right side. Wells Fargo was the first financial institution, um, to do the right thing on a large scale. you know, and usually it just takes like one in an industry to really set that, that chain reaction. Um, people are always asking me well, who already went first. Right. so I think more and more companies are going to be joining in

Jeffery Tobias Halter: From transparency standpoint are they putting this on their website? Cause you know, it's one of those things you don't want to talk about. Like paying expectancy It's just an assumption. Are you seeing that as well?

Gretchen Carlson: It's a great question because I think that we are so much now in an employee market. I mean after COVID people have their choice of where they want to really want to work more than ever before, at least in the, in this present time. Uh, and, and so I think that that's another reason that I give to companies about why they should do the right thing and advocacy.
Um, one of the things we want to do in our voices is actually create a rating system. For companies that are already doing the right thing and make that very public on our website and across the press, because employees deserve to know if they're going to work for a company that thinks it's okay to silence their people and push away their problems and cover up their dirty laundry. and, and now is the perfect time to be doing that because it is an employee market. Employees have the ability to say, you know, I don't really want to work there cause you you don't treat your employees well, and currently no other institution is rating companies using these metrics. So that's why our work is so important

Amanda Hammett: Absolutely well millennials and gen Z will be all over that. They are very much for employees, but they're also very much for social justice issues. And this definitely is one of those things. Yeah. Switching gears just a little bit. The theme for this year's international women's day is #breakthebias. Now, Gretchen you have been a trailblazer to change the system and to transform the American workplace, making it safer. And of course, more equitable for everyone. This is no small thing to do, but I got to ask what's on your agenda for the rest of 2022.

Gretchen Carlson: Um, changing the world. Um, one little step at a time, you know, it's interesting because I think that, uh, I never aspired to put on my resume. You know, one of the poster children for harassment and workplace, that's not something that you necessarily. Aspire to, but, but one constant in my life has been that when there's a goal in front of me, I go for it and there's so much work to be done in this area. I always explain that that fixing harassment in the workplace is a tangled web. It's not just one thing. It is. Um, it's arbitration and NDAs and taking the secrecy away. It's also leadership, you know, getting to corporate leaders about how to be a more ethical leader and, um, and, and agree that they're going to celebrate people who have the courage to come forward and set that dynamic in the workplace. It makes a huge difference from the top down. Um, it's about educating our young people, especially our young boys. About how to respect women. So I spend a lot of time, um, speaking to boys schools and to reaching out to young boys because they formed their opinions early on. Um, so it's, it's, I could go on and on about all the different areas that I need to focus on to try and make a change. But I think with my nonprofit, I've tried to. Really target, um, in a very focused way. These two issues first with arbitration and NDAs, because I believe that, um, I do believe that's a silver bullet to not only getting rid of harassment and assault in the workplace, but to promoting equity because if companies believe in silencing their people. They probably also don't believe in paying them fairly promoting the right people and putting them in the boardroom. It's just, it's a, it's like a way of doing business. And, um, and I think moving into the future that, um, that employees are really going to be looking for those qualities in the companies that they want to work for.

Amanda Hammett: A hundred percent they are.

Jeffery Tobias Halter: Well, it seems we never have enough time. So, uh, we want to thank Gretchen for coming on. I want to close with just a comment. Um, please go out and buy this book called "Be Fierce". If you're a parent, um, the first two chapters, Gretchen outlines the statistics on what goes on on college campuses. And if you're a father or a mother. The numbers are just jaw-dropping and this is something we have to move into we have to be advocates. I loved your comment about, you know, raising, raising your son, you know, with this work. So, Gretchen, thank you so much for joining us today for our for our listeners Uh, happy women's history month. you'll find Gretchen's books "Be Fierce", and "Getting Real" at your favorite bookseller, you can find out more information on her at gretchencarlson.com and liftourvoices.org. So Gretchen, thank you again for coming out. We appreciate your time.

Gretchen Carlson: Great talking to you both. Thanks for having me.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Out of the shadows: Reforming a workplace that protected harassers with Gretchen Carlson

Gretchen Carlson spoke out and took legal action against a media titan and helped launch the #MeToo movement. She went on to found the nonprofit Lift Our Voices and champion bipartisan legislation to make the workplace a safer place for all. During Women’s History Month, Jeffery and Amanda talk with Gretchen Carlson about how to break the bias in our workplaces to forge a diverse, equitable, and inclusive world.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Gretchen Carlson

Amanda Hammett: Jeff and I were honored to host Gretchen Carlson on Win(e)d Down Wednesday. just prior to the Senate's passage of the Ending Forced Arbitration of Sexual Harassment Act. It's the first major bill of the MeToo era. And it ushers in some of the most significant workplace reforms in decades. Now as you know, President Biden recently signed this bill into law. So here's the episode for insights on the legislation direct from Gretchen Carlson.

Jeffery Tobias Halter:
Hi, this is Jeff Halter. And thanks for joining us during women's history month, we're focused on how we can break the bias in our workplaces. To forge a more diverse, equitable and inclusive world. Welcome to Win(e)d Down Wednesday. And as you know, we tend to enjoy a beverage while we're winding down. And so, today I'm enjoying a very nice Cabernet from California. And so Amanda, what's your, uh, what's your beverage of choice today.

Amanda Hammett: I am already onto a Pinot Noir from New Zealand called Fifth Bridge. Nice, nice. Yes. So let's talk a little bit about our guests today. Um, our guest today is Gretchen Carlson. She is here for part two of our conversation, which is going to be fantastic. Um, Gretchen is a journalist and author and an advocate for women's rights and workplace equality. Who's 2016 landmark harassment case against Fox news CEO, Roger Ailes helped to ignite the MeToo movement. She was named one of Time Magazine's 100 most influential people in the world. Gretchen is the host of the new daily news podcast called Get the news with Gretchen Carlson and a special contributor to people TV. She's the author of the New York Times bestseller "Be Fierce", and "Getting Real". And she recently co-founded the nonprofit lift our voices to end the silencing of harassment victims through forced arbitration and non-disclosure agreements for toxic workplace issues. She's a graduate of Stanford University and a mom to two teenagers.

Jeffery Tobias Halter: Gretchen welcome back to Win(e)d Down Wednesday. And we're going to continue our conversation today, but first we have to ask. What's your beverage of choice today?

Gretchen Carlson: Yeah. Wow. Both of you doing the red wine? Um, I, I am stewing the coffee in the afternoon, uh, but I always say I really am doing the cream with my coffee. Um, probably the only reason I drink coffee, to be honest with you. Um, and I know it's probably not good for my waistline, but it tastes darn good. So that's what I'm enjoying.

Perfect.

Perfect.

Thank you.

Amanda Hammett: Wonderful. Well, if you did not catch the first episode where we had Gretchen on, she told us a little bit more about her legislation, but this episode, we're actually going to focus on the non-profit that she started lift our voices. So Gretchen, tell us a little bit more about "Lift Our Voices".

Gretchen Carlson: Yeah. You know, it really came about from all the people who lifted me up after my lawsuit back in 2016, I felt so alone and, um, thought that I was experiencing harassment in the workplace. As you know, the only person around me that was, that was feeling that way. And all these women started reaching out to me and I started realizing that it was an epidemic. And, um, so at the same time that it was really horrible to realize how prevalent it was. It was also sort of my safety net. All these women who buoyed my spirits, um, during my dark times, by sharing their own personal experiences with me. And that really, you know, that made me realize I had a friend actually say to me during that time, you know, Gretchen something good is going to come out of this. And I didn't really think that then, but. She she was right. You know, it, it really, um, morphed into me writing the book, be fierce as a tribute to all of these women and a playbook for other people, if they're experiencing harassment in the workplace. Um, and then that led me to speaking all over the world about this issue and then that led to, um, me realizing that, that these clauses and employment contracts are what is keeping the issue silent. And we've learned through this process that the only way to solve this is to talk about it. And so that led me to lift our voices and the creation of it about two years ago. Because I really wanted an umbrella non-profit organization to, to serve with all the advocacy work that I was already doing. And so the mission is really simple. silver bullet to two silver bullet solutions, which is to get rid of forced arbitration clauses for these kinds of issues, as well as non-disclosure agreements that keep all this stuff under wraps.

Jeffery Tobias Halter: Gretchen. In our first episode, you talked about NDAs and forced arbitration and recently many major, I shouldn't say many several Companies organizations have actually implemented and done away with them, including Microsoft. Talk to me about the corporate landscape that you are seeing are more companies expected to follow soon. Or what's our current snapshot on the fortune 500 today.

Gretchen Carlson: Yeah. Thanks for bringing that up. Um, I would say that in the fortune 1000 that maybe about 200 of those companies have gotten rid of arbitration. Um, usually specifically for harassment and assault issues. Um, but as I like to say, when I pitched them for my nonprofit to become a partner with me, you know, it's time to get on the right side of history. So I'm going to pass this legislation. So instead of having to force you to do it, just come over and get on the good side now and do what's right for your employees. And, so, you know, we've been successful with that Microsoft actually did this only two weeks after I first introduced my legislation back in 2017. And then there was a little bit of a tidal wave in the tech world. So if we all remember the Google walkout, we all remember that that happened, but we don't necessarily remember what they were protesting. They were protesting forced arbitration clauses in employment contracts and payouts to predator. So Google then got rid of forced arbitration clauses, and then you had Uber and Lyft and Airbnb and eBay. And so there was a bit of a domino effect in the tech world. Um, then I think, uh, a lot of companies decided not to be self introspective and they just thought that maybe this movement would sort of move away and it was a passing fad. But it's here to stay. And so, there, you know, there are other companies that have joined the fight, like Raytheon, for example, has not had forced arbitration for the last 15 years. So some have been leading the charge for quite some time. Um, but I do think that, um, more and more are going to be getting on the right side. Wells Fargo was the first financial institution, um, to do the right thing on a large scale. you know, and usually it just takes like one in an industry to really set that, that chain reaction. Um, people are always asking me well, who already went first. Right. so I think more and more companies are going to be joining in

Jeffery Tobias Halter: From transparency standpoint are they putting this on their website? Cause you know, it's one of those things you don't want to talk about. Like paying expectancy It's just an assumption. Are you seeing that as well?

Gretchen Carlson: It's a great question because I think that we are so much now in an employee market. I mean after COVID people have their choice of where they want to really want to work more than ever before, at least in the, in this present time. Uh, and, and so I think that that's another reason that I give to companies about why they should do the right thing and advocacy.
Um, one of the things we want to do in our voices is actually create a rating system. For companies that are already doing the right thing and make that very public on our website and across the press, because employees deserve to know if they're going to work for a company that thinks it's okay to silence their people and push away their problems and cover up their dirty laundry. and, and now is the perfect time to be doing that because it is an employee market. Employees have the ability to say, you know, I don't really want to work there cause you you don't treat your employees well, and currently no other institution is rating companies using these metrics. So that's why our work is so important

Amanda Hammett: Absolutely well millennials and gen Z will be all over that. They are very much for employees, but they're also very much for social justice issues. And this definitely is one of those things. Yeah. Switching gears just a little bit. The theme for this year's international women's day is #breakthebias. Now, Gretchen you have been a trailblazer to change the system and to transform the American workplace, making it safer. And of course, more equitable for everyone. This is no small thing to do, but I got to ask what's on your agenda for the rest of 2022.

Gretchen Carlson: Um, changing the world. Um, one little step at a time, you know, it's interesting because I think that, uh, I never aspired to put on my resume. You know, one of the poster children for harassment and workplace, that's not something that you necessarily. Aspire to, but, but one constant in my life has been that when there's a goal in front of me, I go for it and there's so much work to be done in this area. I always explain that that fixing harassment in the workplace is a tangled web. It's not just one thing. It is. Um, it's arbitration and NDAs and taking the secrecy away. It's also leadership, you know, getting to corporate leaders about how to be a more ethical leader and, um, and, and agree that they're going to celebrate people who have the courage to come forward and set that dynamic in the workplace. It makes a huge difference from the top down. Um, it's about educating our young people, especially our young boys. About how to respect women. So I spend a lot of time, um, speaking to boys schools and to reaching out to young boys because they formed their opinions early on. Um, so it's, it's, I could go on and on about all the different areas that I need to focus on to try and make a change. But I think with my nonprofit, I've tried to. Really target, um, in a very focused way. These two issues first with arbitration and NDAs, because I believe that, um, I do believe that's a silver bullet to not only getting rid of harassment and assault in the workplace, but to promoting equity because if companies believe in silencing their people. They probably also don't believe in paying them fairly promoting the right people and putting them in the boardroom. It's just, it's a, it's like a way of doing business. And, um, and I think moving into the future that, um, that employees are really going to be looking for those qualities in the companies that they want to work for.

Amanda Hammett: A hundred percent they are.

Jeffery Tobias Halter: Well, it seems we never have enough time. So, uh, we want to thank Gretchen for coming on. I want to close with just a comment. Um, please go out and buy this book called "Be Fierce". If you're a parent, um, the first two chapters, Gretchen outlines the statistics on what goes on on college campuses. And if you're a father or a mother. The numbers are just jaw-dropping and this is something we have to move into we have to be advocates. I loved your comment about, you know, raising, raising your son, you know, with this work. So, Gretchen, thank you so much for joining us today for our for our listeners Uh, happy women's history month. you'll find Gretchen's books "Be Fierce", and "Getting Real" at your favorite bookseller, you can find out more information on her at gretchencarlson.com and liftourvoices.org. So Gretchen, thank you again for coming out. We appreciate your time.

Gretchen Carlson: Great talking to you both. Thanks for having me.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Silenced no more: Gretchen Carlson spearheads the first major legislative response to #Metoo

Gretchen Carlson recently spearheaded the biggest legislative change in labor laws in the past 100 years. It is also the first major piece of legislation in response to the #MeToo movement. Gretchen joins Jeffery and Amanda to discuss the landmark workplace law that forbids companies from forcing sexual harassment and assault claims into arbitration and secrecy – allowing women and men to seek justice in a more equitable way. How will this legislation affect workplace culture going forward? Don’t miss this timely discussion.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Gretchen Carlson

Amanda Hammett: Jeff and I were honored to host Gretchen Carlson on Win(e)d Down Wednesday. just prior to the Senate's passage of the Ending Forced Arbitration of Sexual Harassment Act. It's the first major bill of the MeToo era. And it ushers in some of the most significant workplace reforms in decades. Now as you know, President Biden recently signed this bill into law. So here's the episode for insights on the legislation direct from Gretchen Carlson.

Amanda Hammett: Thank you for joining us. This is Win(e)d Down Wednesday and during women's history month, we are focusing on how to break the bias in the workplace to forge and promote a diverse, equitable, and inclusive workplace. I'm Amanda Hammett, and today I'm drinking my millennials favorite kombucha raspberry. Hibiscus is my favorite favorite choice for this. Jeffrey, what are you drinking today?

Jeffery Tobias Halter: Yeah, I have a delicious 2017 cab from Napa Valley. Um, this actually has some significus. Gretchen and I actually attended an event in Napa Valley called "Women of the Vine" a number of years ago, pre COVID great bunch of men and women looking to advance women in the wine industry and the spirits industry. So we're going to have them on at some point in time. But, right now it's really my honor to introduce today's guest, my friend and colleague Gretchen Carlson. Gretchen is a journalist, author and advocate for women's rights and workplace equality. Her 2016 landmark harassment case against Fox news CEO. Roger Ailes helped ignite the MeToo movement. She was named one of Time Magazine's 100 most influential people in the world. Get the news with Gretchen Carlson and as a contributor to people TV. She is the author of The New York Times bestseller "Be Fierce" This is my copy it is dog ear Gretchen. I use this in my training it is just amazing And also getting real. She recently co-founded the nonprofit "Lift Our Voices" to end the silencing of harassment victims through forced arbitration and non-disclosure agreement for toxic workplace issues. She's a graduate of Stanford University and the mother of two teenage children.

Amanda Hammett: Well, Gretchen, welcome to Win(e)d Down Wednesday. What's your beverage of choice today?

Gretchen Carlson: Well, thanks for that lovely introduction. Um, I have gone off of, uh, diet sodas the last five years. So now I am seltzer drinker. And so, and, and the reason it's green is because I love lime. So lime Seltzer Um, I'll cheer you on the wine. Uh, you're starting early, uh, Jeffery, I know it's the afternoon. As people said it's five, five somewhere, but I can't join your quite yet, but I will at some point.

Jeffery Tobias Halter: That's totally great. So, so we want to jump right in and um, I want to set some context for our listeners. You know, when you join a company on your first day. You sign all kinds of paperwork. And within that is typically an NDA, a nondisclosure agreement. And NDAs are simply agreements to not share your company secrets. but embedded in NDAs. It's a dirty window corporate secret called forced arbitration. Gretchen talk to our listeners about what employees don't know and understand about Forced arbitration clauses, the implications on harassment and assault cases for both men and women and the legislation that you have sponsored.

Gretchen Carlson: Well, thank you. It's a loaded question. Um, first of all, uh, before the pandemic, when I would speak before thousands of people in my first question to them would be raise your hand if you know, whether or not you have a forced arbitration clause or an NDA in your employment contract, and nobody would raise their hands. Uh, specifically with arbitration people have no idea, right? You're just excited to start your job. And, and you're just happy you got employed, and you're not thinking that anything bad might happen to you. So even if you did understand these clauses, you wouldn't be concerned about them. the problem is that they have become their own epidemic. forced arbitration clauses in employment contracts by 2024. 84% of all people working in corporate America will be bound by them. That's almost everyone and NDAs. A third of all Americans currently are bound by them in their employment agreements. Now I want to be clear. I'm not talking about getting rid of NDAs that do protect trade secrets. Every company should have the ability of course, to be able to keep the recipes for the big Mac secret. Right. But what's happened over time is that these non-disclosure agreements have becomes so vast and expansive that they basically cover every single thing that happens to you on the job from not being able to talk about what you're paid. To not being able to talk about if you're sexually harassed or if you're discriminated against. And that has become the huge issue because we're silencing our workers at a rapid rate, you know, just for personal history. When I was at Fox news, they snuck in arbitration clause in my last contract. And, you know, I was very savvy and smart to look at every detail. And I asked my agent at the time, What is this? And she's like, oh, don't worry about it. It's becoming the way of the world. And unfortunately she was right, but I didn't understand the ramifications of what that clause would mean to my lawsuit that I was already thinking about. So how is it simplest to explain. It's that you basically, if you do have a complaint at work, you cannot go to an open court system in front of a jury. This forced arbitration clause makes you go to this secret chamber called arbitration where. The deck is stacked against you almost from the beginning because, uh, the company does a lot of these cases, your, this is your only shot at it. So arbitrators come back for repeat business. The company many times chooses the arbitrator for you. They tell you that it's a simpler process. No one will know about it secret. And, um, and the, and it's cheaper. Um, the problem is you don't get the same amount of witnesses, depositions. It is secret. And so you can't tell anyone. What happened to you, and the biggest, biggest problem that's been happening over the last few decades in our workplace is that predators are allowed to survive and continue to thrive because nobody knows that this is going on. They get to keep their jobs, but the person who has the courage to come forward gets thrown into the secret chamber, never to be heard from ever again. So this is what I'm trying to change at my nonprofit, uh, lift our voices and, uh, also with my legislation, which is now really picking up steam and moving forward.

Amanda Hammett: Wonderful. So let's actually dive into the impact of that legislation for the survivors, specifically of workplace sexual assault and harassment. How does binding arbitration and NDAs silence survivors of workplace sexual assault and harassment?

Gretchen Carlson: Yeah. So I just explained how, how secretive it is. Um, it also, it precludes you from really ever being able to work again. I would say the thousands of people who reached out to me the most, the most awful thing about all of this is that they, they lose the American dream. Because they never ever work again in their chosen profession, because imagine if you were like a VP at a company for 15 years, you have the courage to come forward about something bad that happened with you and you forced him to secret arbitration. Can't tell anyone what happened to you. Now you try and go get another job, a high level job. Right. And they say, well, why did you leave the last place? Well, I can't tell you. Right. You can't, it just precludes you from being able to move on in your career. And that's, what's really propelling me for this change. So my legislation is very simple. It's only two pages long. It's the same in the house and the Senate. It was reintroduced this past summer again, it's bipartisan, which is amazing because nothing's getting done in, in that way. And it basically does not allow companies to force you into this secret chamber of arbitration for assault or harassment. It's very narrow. I did it on purpose because after working in politics in TV for the last 30 years, I understand that it has to be a bipartisan to get done. And in order to get both sides together on this, it has to be very narrow in scope. Um, so. This is what I'm tackling first. Then I may move on to other issues that are affected with arbitration, but, but when this passes, this will be the biggest labor law change in the last 100 years. And it will affect millions of workers. I'm happy to say that in November. Um, I was there in person when it passed unanimously out of the Senate judiciary committee And also two weeks later out of the house judiciary committee and that's where bills go to live or die. If they come out of committee, then they have a chance of getting to the floor. And so right now, um, my bill has, you know, a huge chance of, of getting to the floor because it's come out of committee and, um, I'm really optimistic about it. And I've learned a heck of a lot. I mean, I might even have to write a book on how to pass a bill, um, because I become sort of a, an expert on it without really ever intending to, but really optimistic about the efforts and, and more optimistic about how many people it will help.

Jeffery Tobias Halter: Gretchen. That's great. So what, uh, what are the last hurdles what's, what's hampering this legislation for moving forward?

Gretchen Carlson: There's a big entity that, that, you know, I loved growing up and I used to speak in front of them, um, called the chamber of commerce. Um, they do not like this bill. And so they are, um, they're pretty much against it. Although this time around, they won't publicly come out against it, which I think is fascinating because I've noticed this as well for other people who didn't like the bill when I first introduced it in 2017, I think it's emblematic of, um, how successful this movement has been and the fact that it's not going away. And I think people are starting to realize, you know, oh, whoa, she might actually get this done. Um, so maybe we should get on board right. And get on the right side of history before we're forced to do it. Uh, so, so the chamber has, um, shifted a little bit, um, but they, they don't think that this is going to be good for big business. Um, and, and I completely disagree with that. Um, I don't think again, I asked for a show of hands to members of Congress when I asked this question, um, raise your hand If you're in favor of silencing women and men who are harassed or assaulted at work. I thought so I didn't see any hand. So that's the question I asked the members of Congress. That's the question that I would like to ask to the chamber of commerce. Um, but I would also say Jeffery that, this tends to be more of a, of a democratic issue, but Republicans are, becoming much more comfortable with my legislation because it is so narrow in focus. And I'm happy to say that I have, um, I have many Republicans who have joined forces with me now. And, um, as I said earlier, it has to be bipartisan to get done and the issue is apolitical. So, um, so that's, that's kind of where it stands right now, but, but really optimistic.

Amanda Hammett:
Wow, this has been wonderful. This I've learned so much in just a small, tiny amount of time. It's amazing. The things that you don't realize are going on behind the scenes or that you're signing blindly. So this is, uh, this is the time for everybody to really start becoming aware and follow along with Gretchen and, and support this legislation. Gretchen, thank you so much for being with us. And of course, thank you to our audience and to our listeners. Uh, you can find Gretchen's books. "Be Fierce", and "Getting Real" at your favorite bookseller. And you can also find out more information about Gretchen and her legislation at gretchencarlson.com.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Creating a culture of belonging at work with Ruchika Tulshyan

What role can each of us play to create and promote a diverse, equitable and inclusive workplace? Inclusion strategist Ruchika Tulshyan joins Jeffery Tobias Halter and Amanda Hammett to discuss her new book, “Inclusion On Purpose,” and share tips on how to foster a sense of belonging and inclusion at work. Listen for her top tips for managers to #BreakTheBias.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Ruchika Tulshyan

Jeffery Tobias Halter: Welcome to our show. We are building an international women's days theme. Break the Bias. Today we are continuing our deep dive into inclusion with a focus on the role each of us can play to forge and promote a diverse equitable and inclusive workplace. I'm Jeffery Tobias Halter. And today I'm enjoying a sparkling Pinot Grigio in celebration of bringing my friend and colleague on the show. But first I have to talk to Amanda. Amanda, what are you drinking today?

Amanda Hammett: I'm still celebrating too. I'm drinking some kava that I might have snuck back in my suitcase on the way home from Spain. So I am also delighted today to welcome Ruchika Tulshyan, back to the podcast she was with us last week. If you didn't hear it, I suggest you listen all the way through this week and then go back because my mind was spinning. There were so many questions I wanted to ask. So please, please, please go back and check it out. But Ruchika is the author of Inclusion on Purpose An Intersectional Approach to Creating a Culture of Belonging at Work which came out on March the 1st. She is also the founder of Candor, a Candor, a global inclusion strategy firm. She's also a regular contributor to the Harvard business review and the New York Times. Well, Ruchika, welcome back to Win(e)d Down Wednesday. We're excited to have you back. And of course, what's your beverage of choice today? It has to be champagne because I love celebrating with both of you Amanda and Jeff, thanks so much for having me and Amanda if you have, if you find an additional bottle in your suitcase of that cava do not hesitate to send it this way.

Amanda Hammett: And our earlier segment, we talked about inclusion and focused on the role of leaders in the organization. So let's talk now about the personal impact of what's happening in the workplace and the role that each of us can play to promote a diverse, equitable, and inclusive workplace.

Ruchika Tulshyan: Great question, Amanda. And I'm going to start with this idea that I truly believe that the majority of us, especially those in leadership positions, we do not set out to be exclusionary. We, I, I would like to believe that the majority of us do not have the intention to exclude others. Um, you know, there's no nefariousness going on here. I think what actually ends up happening is a lot of the way bias and exclusion shows up in the workplace is unintentional. I do limit the use of unconscious bias. I think that there are parts of it where we can. Um, you know, identify that we've been conditioned a certain way to leave people out, et cetera. But I think at our core, we just, we do want everyone to belong. We just don't always take personal action and responsibility for it. So I think the personal impact, the personal intentionality is the way that we are going to change the way, women and people of color and people with other overlook. Intersectional identities show up in the workplace, how much we feel like we belong and we can bring our full selves in. Some of the ways that I've seen leaders really taking action is that personal awareness looking around noticing, Hey,how come you know, how come this big project that we're doing for our company doesn't have any women on it or how come people of color aren't represented or, you know, am I the one leading every meeting and talking over everyone? It's those, it's those very intentional, many actions that I think cumulate and compound to create a diverse, equitable and inclusive workplace.

Jeffery Tobias Halter: You know, your book does such a great job about talking about microaggressions and on previous shows, we've talked about this concept of psychological safety. And employees really wanting this. I want you to build on those remarks. Um, your book is full of so many simple practical tips, amplifying, inviting people in. Give us a couple more of those and, and particularly maybe some of your favorites around how you foster a sense of belonging and inclusion, or, or more importantly, how can men or leaders foster that sense of belonging and inclusion?

Ruchika Tulshyan: Yeah, such a great question, Jeff. I think that awareness piece continues to be really important. And one of the ways, you know, we're all excited to speak up. Sometimes we interrupt each other. And one of the very powerful ways that I've noticed, you know, especially men. Or other people in leadership positions, which we know in corporate America is disproportionately white men where I've seen change is where they'll kind of stop and, and kind of take a pause and say, I'm really sorry. I didn't let you finish. Will you please finish? That's a small action that can really cumulate to create a culture where people don't interrupt each other in meetings. So that's one way where I've seen a change. Um, another place where I've I've seen change is when leaders and again, White, white men, even white women who are in leadership positions, positions of privilege is when they, uh, both diversify their social network and people whom they regularly interact with, because that variety of perspectives is very important to build empathy. But another way to do that is also consume different media, right? So if we know again in the United States, You know, the, the media is disproportionately, um, run by and covered by white journalists and white leaders. And so to seek out perspectives that are missing, I really recommend, for example, building empathy by reading fiction from a diversity of authors, um, which by the way, reading fiction has been proven research backed, uh, you know, proven strategy to, uh, foster, a greater empathy for leaders. So read fiction from a variety of diverse, uh, authors from diverse backgrounds. Um, that's these are some of the ways that I've already started seeing change for sure.

Amanda Hammett: Wow. Okay. So that I, the fiction piece, that is something that's new to me. I love that. I love that. So I work with a lot of first-time leaders, middle manager leaders. And what would be one tip that you could give them to help them break the bias.

Ruchika Tulshyan: Yeah, that's, that's such a good question, Amanda. I think my number one tip, and this is I truly in my heart believe it because I've seen it happen in my own life. And my own career inclusion really begins with personal awareness, action and accountability, and there's only one way to motivate your people and also begin an enduring legacy for your career and that's to make inclusion your number one priority. And I think. Especially in the time where in right now, again and again, I hear from, you know, a number of leaders who will say, oh my goodness. I, you know, I've never had to think about diversity, equity and inclusion. I now understand that the such an important priority, this is how we're going to continue being innovative and growing. And so I think for any manager and individual contributor, as someone who is ambitious and ready to get to the next level in their career, Inclusion has to be your number one priority.

Jeffery Tobias Halter: We've talked a lot about business, but, uh, as our time wines down, I want to shift to personal. Um, w uh, we know you're mom, uh, an author, you've endured writing a book during a pandemic, uh, with the three-year-old out of school. Um, talk to our parents of their, about how you managed, uh, maybe some of the difficulties. And maybe a strategy that they, uh, that you use to help them cope.

Ruchika Tulshyan: So, Jeff, I have to say that was the hardest experience I've ever had of writing the book with a kid at school kid out of school. And it gave me tremendous. empathy for what it's like to be a caregiver without a full support system. I also think what it helped me do is reflect on times in my life where I have been exclusionary and biased against other caregivers. Right. Both before I became a caregiver and sometimes. You know, even after I did with the sort of privilege I had to have, um, you know, support with raising my son. And so this experience specifically made me step back and think, you know, my role as someone who has influenced whose voice is, you know, listened to someone. It's important to be able to relay how challenging things are for caregivers and how much leaders need to prioritize support systems for all sorts of workers, all employees, you know, caregivers who are looking after it could be aging parents. It could be their own health issues. Really need to focus on this.

Amanda Hammett: Well, Ruchika, thank you so much for your candor, for your insights on inclusion and just sharing with us your personal experience. That's amazing, and thank you. Um, as always we thank, thank all of you for listening. Um, and if you want to learn more about Ruchika and her work, please, please, please go to rtulshyan.com That's R T U L S H Y A N .com. And you can of course find her books at your favorite bookseller of choice. She has the diversity advantage, fixing gender inequality in the workplace and her latest inclusion on purpose and intersectional approach to creating a culture of belonging at work. Thank you again for joining us, and we will see you in the next episode.

Ruchika Tulshyan: Thank you for having me.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Ruchika Tulshyan: Inclusion is Leadership

Inclusion starts with you. Yes, you! We each have the power to shift workplace culture. We don’t have to wait — #inclusion starts with *you.” This week on Win(e)d Down Wednesday, Ruchika Tulshyan talks about her new book, “Inclusion On Purpose” and shares actionable ways you can #BreakTheBias in order to create a culture of belonging at work.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Ruchika Tulshyan

Amanda Hammett: Today we are talking about inclusion and since international women's day is next week on March the eighth. Today, we're going to be looking at how to break the bias by focusing on the role each of us can play to forge and promote a diverse. Equitable and inclusive workplace. Today's episode will focus on the role of leaders, and how organizations can use their privilege for good by identifying and exposing bias. I'm Amanda Hammett and today I'm celebrating and I am drinking a little bit of bubbly. So what are you drinking today, Jeff?

Jeffery Tobias Halter: Yes, it's a beautiful day down here in, uh, Atlanta, So celebrating women's history month. I've got a very nice Pinot Grigio, and uh, it's it's my absolute honor and privilege to introduce my friend, Ruchika Tulshyan. Uh, I've known Ruchika for a while. This is her second book that's coming out. It just debuted yesterday. She is the author of inclusion on purpose, an intersectional approach to creating a culture of belonging at work. Which was just released March 1st. We're so happy to have her on. She is the founder of Candor, a global inclusion strategy firm. She's a regular contributor to the Harvard business review and the New York times, she was selected to think fifties radar in 2019. Uh, self-declared Singaporean foodie Ruchika has lived in four countries and currently calls Seattle home. Welcome.

Ruchika Tulshyan: Jeff, thank you so much for having me. Thanks, Amanda.

Amanda Hammett: Wonderful. Well, we're very excited to have you on Win(e)d Down Wednesday So Ruchika, tell us what is your beverage of choice today?

Ruchika Tulshyan: Oh my gosh. It has to be champagne. I've always loved champagne, but it feels like this. This is a good week to celebrate.

Amanda Hammett: Uh, yes, it is writing a book like this is, is something to celebrate for all of us. So thank you. So congratulations on that newly published book. I know it just came out yesterday, inclusion on purpose. So what really prompted you to write the book and what conversations and change are you at? Are you hoping to spark with it.

Ruchika Tulshyan: Yeah. And I just wanted to start with this little mini story of how Jeff really encouraged me to write my first book, the diversity advantage. Um, and we've had some long conversations about gender equality, and fixing gender inequality in the workplace. And, um, you know, and, and in, uh, in all those years, since Jeff and I have been connected, it became clear to me that the work that I specifically was doing around gender equality. Was missing and really needed to focus more deeply on that intersection between race and gender. And so, as I started thinking about this book, it became really clear that the focus must be on the experience of women of color in the workplace. You know, a very large demographic, a very diverse demographic, even within this larger subset of women of color. Um, and so it became clear that the next book had to focus on the experiences of women of color and how leaders can really identify their privilege, where they may hold by biases and how to take personal and and really intentional action for change.
Jeffery Tobias Halter: That is such a, such a great setup. Um, and it builds really on your first book. You, you know, the diversity advantage fixing gender inequality in the workplace, you made a great comment in it. Inclusion is leadership is inclusion. Let's talk about leadership and leadership buying-in. How can leaders and organizations use their privilege? And I love that you're calling out that, you know, we talk about privilege, but you know what white men and white women need to use their privilege for identifying as exposing bias. So give us, gives us some thoughts about that.

Ruchika Tulshyan: Yeah, I love this, uh, framing by John Amaechi, who is a fantastic, you know, just a thought leader across the board, um, based in the UK. And he has this really bite-sized nugget that he said for the BBC, which I use all the time. Um, Which says, you know, privilege is basically the absence of impediment. So I think there's a lot of shame associated with, I have privilege and you know, I've had it hard too. And why do I need to think about my privilege of I've struggled with other, you know, challenges in my life, Whereas what John says and I think we all need to think about is this at the end of the day, it's just the absence of impediment. No one is saying to you, you haven't had a hard time. No, one's saying you didn't work hard. What, what the movement for more of us wanting to, you know, encourage leaders to identify their privilege, which really means I've had to identify my privilege. And I really get deep in the book about where I've had absence of impediments. And once you really get clear on that, that's when you can make meaningful change and identify the folks around you who do have those impediments, right. And how the absence of that impediments made change, um, you know, made your life easier and how you can use that for good. Um, and so I think for me, this, when I think about inclusion is leadership is inclusion. Is this idea that it's true. The only thing that I saw in common with all the, you know, leaders I spoke to for my first book around the world, around across industries, across location, um, across size, those that were gender balanced only really had one thing in common and that was leadership buy-in. And so, as I thought about this, you know, second book and conceptualizing it, that became a very strong theme for me. How do I Influence and hopefully, encourage leaders less about shame and blame, but more about influence and encourage and persuade leaders to identify their privilege and take intentional action for inclusion.

Amanda Hammett: That's powerful stuff right there. So Ruchika, Jeff often says that women don't actually need to lean in there's that famous movement, Sheryl Sandberg the whole thing. But what we actually need are our men to engage in DEI initiatives, especially those that focus on advancing women. So let's talk for just a second about how do we dismantle structural bias within organizations?

Ruchika Tulshyan: And this is why Jeff and I are friends because I absolutely. Believe that women, women of color people with other intersectional marginalized identities don't need fixing. Right. We don't need to be told how to be more confident or negotiate better. In fact research again, and again, shows that women ask for raises just as often as men. They're just not given them. Right. And then you add those layers of praise you add the additional layers, socioeconomic class educational privilege, and, um, you know, and then it just, yeah. Essentially women do not need to be fixed. So I think when we think about structural bias within the organization that is really built on individual bias. Right. And a lot of the ways that our systems are set up a lot of the ways that our organizations were set up. We're for, you know, white men in the 1950s with a spouse at home who would run things and they would go out and they would bring home the bacon. And what's interesting is despite all these changes, despite all the technological advancements, despite all the knowledge work, all the innovation that's happened since those days. The way we work, hasn't changed that much. In fact, it's just gotten worse, right? Through digital tools. We're working, you know, more 12, 14 hours a day, constantly on our email, constantly stressed out and that's really structural bias baked into the way that we're doing work. So I think a lot of us need to now take a step back, especially right now, we're still in the middle of a very, or hopefully towards the end of a very, very devastating pandemic. We need to rethink how we're working and how are we supporting, especially women who disproportionately are caregivers.

Jeffery Tobias Halter: I want to add another really great, uh, article that you wrote. It's been downloaded over a million times. It's in the Harvard business view, stop telling women they have imposter syndrome. And, you know, and I've been preaching this and it really want to build on what Amanda just asked this notion of fixed bias, not women, but I want you to take a deeper dive specifically around intersectionality. Of race and gender and what that looks like because you've got so many great examples.

Ruchika Tulshyan: Yeah. Thank you. Yeah. I mean, I think the, the response to the imposter syndrome article, which I co-wrote with Jodi-Ann Burey. Yeah, mind-blowing, we did not expect it to go viral. It also really went viral across countries, which was also very nice to see. Um, and what was, and what was interesting is how much this notion of women's confidence or lack of perceived, lack of confidence actually has a very strong racial element to it. I do unpack this a little bit in my book as well, but for example, for myself as someone who identifies as Asian. There's a lot of, you know, there's this expectation that I'm going to be very meek, that I'm going to not be able to advocate for myself, I'll have imposter syndrome. And when I've spoken to other Asian women, and again, you know, categorization is very broad. Asia is made up of many different countries and, um, you know, cultures, but essentially when I've spoken to Asian women in professionals, in professional industries across sort of technology, et cetera. Um, finance, what we found is there's this expectation that we're supposed to conform to, to be really meek and therefore having an imposter syndrome, narrative fits very nicely into this idea that we're going to lack confidence. And therefore we may, you know, we may be really smart. We may do all the work behind the scenes, but we're not going to be good enough to be leaders. We will lack the confidence. And what's interesting is when people like us. Push against that stereotype. So I don't lack confidence. You know, I'm pretty, I'm pretty outspoken, right? I've made a career of public speaking. When, when I do push back against that trope, people are really surprised and I, and that's also harmed my career in ways. That's also, created, uh, situations where people think, oh, well, you know, you're a little too outspoken for what we expected of you. So what the imposter syndrome narrative, and really talking about fixing structural bias does is it, it prompts more leaders and more organizations to rethink this idea of how women should show up in the workplace. And especially as we think about, you know, the more intersecting identities, you know, black women are unfortunately subject to the trope of the angry black woman, very harmful stereotype. Asian women are subjected to this harmful stereotype of being very submissive. I spoke to a number of women of color from different identities for the book. And again and again, these stereotypes really compound. So white women are expected to show up a certain way. Um, and there, and, and, um, you know, they, they behave counter to the stereotype. Then they're penalized as individuals, but for women of color, our entire group, right. I could be one of three Asian women in my workplace. I show up counter to the stereotype and that same brush is painted on all the other women of color from that, from Asia.

Amanda Hammett: Wow. Um, we could do 2, 3, 5, 10 episodes just on that little piece of information. Um, unfortunately we don't have time for that today. However, I do want to encourage everyone. I want to let everyone know that this is a two part series. We will have Ruchika, back next week. So please tune in. We're going to be talking more about what we've covered today. Ruchika, first of all, congratulations on your book. Second of all, thank you for sharing it with us. And for those of you listening in the audience, thank you guys for being here and thank you for listening. You will find your Ruchika's books, both of them, uh, at your favorite bookseller of choice. And of course you could follow her on Twitter at @rtulshyan that is R T U L S H Y A N on twitter And you can keep up with her insightful work there. Thank you so much for joining us.

Thank you, Amanda. Jeff.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Making the workplace work for everyone with Minda Harts

Shockingly, a recent study found that more than 50 percent of Black employees had a greater sense of belonging during the time they worked from home. We may work at the same place, but often we experience it differently. What does that say about our organizations? We can’t solve what we won’t confront and discuss. How do we create and maintain inclusive cultures across the entire organization? Rather than striving to ‘return to normal’, Minda Harts, author of The Memo and Right Within, suggests that we aim to be better.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Minda Harts

[00:00:00] Amanda Hammett: Welcome to wine down Wednesday. Here are your hosts, Jeffery Tobias Halter, and Amanda Hammett.

[00:00:07] Jeffery Tobias Halter: This is "Wined down Wednesday", a contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equity, and as always enjoyed with your favorite wine down a beverage of choice.

[00:00:24] I'm Jeffrey Tobias halter. And this is my friend and colleague. Amanda Hammett.

[00:00:29] Amanda Hammett: Hi, and welcome back to wine down Wednesday. It is 2022 y'all and I am here with my best cohost ever. Jeffrey Tobias Halter.Jeffrey welcome. There's

[00:00:41] Jeffery Tobias Halter: 2022. Amanda while can you believe that you know, this is our first episode of 2022.

[00:00:49] And you know, even though it's a Wednesday and we're a couple of days past new year's, I managed to find a leftover bottle of champagne. So, so I think it's only appropriate. [00:01:00] That we pop the cork on 2022. So I am going to enjoy this in my house. Well, what are you drinking today?

[00:01:11] Amanda Hammett: I actually tricky a little Prosecco and pomegranate juice.

[00:01:15] Cheers

[00:01:15] Jeffery Tobias Halter: to you and choirs to you. Happy new year. Happy. There's nothing better than bubbles on a Wednesday afternoon. That

[00:01:23] Amanda Hammett: this is absolutely true. Hmm, good stuff. Good stuff. So what are we talking about?

[00:01:30] Jeffery Tobias Halter: Yeah, I think what we're going to do is we're going to take a look ahead at what's coming. It's 20, 22.

[00:01:37] What is the year look like? And so I picked up two ideas, that I think is gonna really be paramount both for employees and employers. And one is the concept of performance. D E N I, and that's these big commitments that companies made quite frankly, a number of years [00:02:00] ago around black lives matter and leaning into advancing women and underrepresented groups.

[00:02:05] Well, you know what? It's been two years and we're seeing a lack of progress. I think there's going to be a call for accountability and transparency and companies are going to be held. Their feet are going to be held to the fire around what have you. Absolutely. And then I think the other big one, and we've talked about this a little bit in 2021, you know, Mackenzie said allyship 14% of companies are doing allyship training, which is woefully low.

[00:02:32] Well come to find out. Allyship was the number one word by dictionary.com last year. And so it's setting this stage. That allyship is going to be a really big deal in 2022. And companies need to figure this out. Those are going to be two topics that we're going to be exploring throughout the rest of the.

[00:02:53] Yeah. What about you? What's on your mind?

[00:02:55] Amanda Hammett: So what I'm looking forward to in 2022, I am [00:03:00] seeing no end to this labor shortage. I hate to be the bearer of bad news every year. Once a year in bonuses are paid out. We always see an uptick involuntary terminations. I think this year we will see an even greater uptick in those because of the things that you just mentioned, the performative DIII and I, the lack of allyship, all of those.

[00:03:22] Pulling together. Plus, how are people treated coming through 20, 20, 20, 21? I think that's going to be a major, major issue, but my concern is, is that companies are so focused on recruiting, recruiting, new people, new people, filling all these 11 million open job openings, but they're not thinking about the employees that they have today, or the ones that they're going to bring in.

[00:03:44] So retention is, needs to be a focus, and company leadership needs to be thinking about that. But let's break this down. Millennials officially more than 50% of the workforce in the US gen Z, right behind them, [00:04:00] massive generation. And they're quickly flooding the workforce. The cultures that attracted baby boomers, gen X-ers, will be outright rejected by a millennial and gen Z.

[00:04:11] So companies need to start taking a long, hard look at what are they offering. Benefit-wise. Yeah. Are they actually asking the questions about what these employees want to get them to stay and do they need to be ready to listen to those answers? The other thing, and we say this all the time. Jeffery, how diverse is your leadership employees?

[00:04:40] Future employees, potential employees, current employees, they're watching. They're watching. So how diverse is that leadership site? How are you, what are you doing to bring up the people of color, women of color through the leadership ranks? So that. Your employee base looks like [00:05:00] your

[00:05:01] Jeffery Tobias Halter: yeah. Well, 20, 22 is certainly going to give us a lot of topics to talk about from our listeners.

[00:05:08] We're going to be exploring all of these over the years. We're going to have some amazing guest stars and authors. And so on behalf of Amanda, raise your glass, and Jeffrey, we just want to say welcome to wine down Wednesdays 20, 22.

[00:05:23] Amanda Hammett: Cheers. Thanks again for joining us for wine down, Wednesdays, it contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equality.

[00:05:37] I'm Amanda Hammett and on behalf of myself and Jeffery Tobias Halter. Thanks so much for joining us and we'll see you in the next episode. Thank you for joining us for"Wined down Wednesday". If you liked this episode, please subscribe to receive more episodes straight to your inbox.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Minda Harts: Do people on your team see you as an ally?

Really? Many of us consider ourselves to be allies, but do our colleagues agree? When was the last time someone benefited from your allyship? Minda Harts found that more than 70 percent of women of color believed that their managers were not invested in their success. Managing a team takes leadership skills, the ability to handle conflict, and the tools to be an effective coach for people to do their best work. In this episode, Minda talks about the core competencies that leaders need to manage diverse talent so that everyone has an opportunity for a seat at the table and to be successful. Don’t miss this candid segment on the intersection of allyship and leadership and the role each of us can play to forge and promote a diverse, equitable, and inclusive workplace.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Minda Harts

[00:00:00] Amanda Hammett: Welcome to wine down Wednesday. Here are your hosts, Jeffery Tobias Halter, and Amanda Hammett.

[00:00:07] Jeffery Tobias Halter: This is "Wined down Wednesday", a contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equity, and as always enjoyed with your favorite wine down a beverage of choice.

[00:00:24] I'm Jeffrey Tobias halter. And this is my friend and colleague. Amanda Hammett.

[00:00:29] Amanda Hammett: Hi, and welcome back to wine down Wednesday. It is 2022 y'all and I am here with my best cohost ever. Jeffrey Tobias Halter.Jeffrey welcome. There's

[00:00:41] Jeffery Tobias Halter: 2022. Amanda while can you believe that you know, this is our first episode of 2022.

[00:00:49] And you know, even though it's a Wednesday and we're a couple of days past new year's, I managed to find a leftover bottle of champagne. So, so I think it's only appropriate. [00:01:00] That we pop the cork on 2022. So I am going to enjoy this in my house. Well, what are you drinking today?

[00:01:11] Amanda Hammett: I actually tricky a little Prosecco and pomegranate juice.

[00:01:15] Cheers

[00:01:15] Jeffery Tobias Halter: to you and choirs to you. Happy new year. Happy. There's nothing better than bubbles on a Wednesday afternoon. That

[00:01:23] Amanda Hammett: this is absolutely true. Hmm, good stuff. Good stuff. So what are we talking about?

[00:01:30] Jeffery Tobias Halter: Yeah, I think what we're going to do is we're going to take a look ahead at what's coming. It's 20, 22.

[00:01:37] What is the year look like? And so I picked up two ideas, that I think is gonna really be paramount both for employees and employers. And one is the concept of performance. D E N I, and that's these big commitments that companies made quite frankly, a number of years [00:02:00] ago around black lives matter and leaning into advancing women and underrepresented groups.

[00:02:05] Well, you know what? It's been two years and we're seeing a lack of progress. I think there's going to be a call for accountability and transparency and companies are going to be held. Their feet are going to be held to the fire around what have you. Absolutely. And then I think the other big one, and we've talked about this a little bit in 2021, you know, Mackenzie said allyship 14% of companies are doing allyship training, which is woefully low.

[00:02:32] Well come to find out. Allyship was the number one word by dictionary.com last year. And so it's setting this stage. That allyship is going to be a really big deal in 2022. And companies need to figure this out. Those are going to be two topics that we're going to be exploring throughout the rest of the.

[00:02:53] Yeah. What about you? What's on your mind?

[00:02:55] Amanda Hammett: So what I'm looking forward to in 2022, I am [00:03:00] seeing no end to this labor shortage. I hate to be the bearer of bad news every year. Once a year in bonuses are paid out. We always see an uptick involuntary terminations. I think this year we will see an even greater uptick in those because of the things that you just mentioned, the performative DIII and I, the lack of allyship, all of those.

[00:03:22] Pulling together. Plus, how are people treated coming through 20, 20, 20, 21? I think that's going to be a major, major issue, but my concern is, is that companies are so focused on recruiting, recruiting, new people, new people, filling all these 11 million open job openings, but they're not thinking about the employees that they have today, or the ones that they're going to bring in.

[00:03:44] So retention is, needs to be a focus, and company leadership needs to be thinking about that. But let's break this down. Millennials officially more than 50% of the workforce in the US gen Z, right behind them, [00:04:00] massive generation. And they're quickly flooding the workforce. The cultures that attracted baby boomers, gen X-ers, will be outright rejected by a millennial and gen Z.

[00:04:11] So companies need to start taking a long, hard look at what are they offering. Benefit-wise. Yeah. Are they actually asking the questions about what these employees want to get them to stay and do they need to be ready to listen to those answers? The other thing, and we say this all the time. Jeffery, how diverse is your leadership employees?

[00:04:40] Future employees, potential employees, current employees, they're watching. They're watching. So how diverse is that leadership site? How are you, what are you doing to bring up the people of color, women of color through the leadership ranks? So that. Your employee base looks like [00:05:00] your

[00:05:01] Jeffery Tobias Halter: yeah. Well, 20, 22 is certainly going to give us a lot of topics to talk about from our listeners.

[00:05:08] We're going to be exploring all of these over the years. We're going to have some amazing guest stars and authors. And so on behalf of Amanda, raise your glass, and Jeffrey, we just want to say welcome to wine down Wednesdays 20, 22.

[00:05:23] Amanda Hammett: Cheers. Thanks again for joining us for wine down, Wednesdays, it contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equality.

[00:05:37] I'm Amanda Hammett and on behalf of myself and Jeffery Tobias Halter. Thanks so much for joining us and we'll see you in the next episode. Thank you for joining us for"Wined down Wednesday". If you liked this episode, please subscribe to receive more episodes straight to your inbox.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Win(e)d Down Wednesday Podcast with Jeffery Tobias Halter and Amanda Hammett

Fostering a sense of belong and inclusion with Dr. Sheila Robinson

During Black History Month we’re looking at the role each of us can play to forge and promote a diverse, equitable, and inclusive workplace. To be successful, organizations need to address diversity, equity, inclusion and belong. In this episode, Dr. Sheila Robinson, founder Diversity Women Media, suggests that we stop the blame game and take a future-focused approach. Listen for her tips on how to foster a sense of belonging and inclusion and how critical communication is at all levels of the organization. Sheila also discusses her new book, Redefining Your Life D.I.E.T.: Transform How You Look, Feel, and Perform.

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

The Transcript - Interview with Dr. Sheila Robinson

[00:00:00] Amanda Hammett: Welcome to wine down Wednesday. Here are your hosts, Jeffery Tobias Halter, and Amanda Hammett.

[00:00:07] Jeffery Tobias Halter: This is "Wined down Wednesday", a contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equity, and as always enjoyed with your favorite wine down a beverage of choice.

[00:00:24] I'm Jeffrey Tobias halter. And this is my friend and colleague. Amanda Hammett.

[00:00:29] Amanda Hammett: Hi, and welcome back to wine down Wednesday. It is 2022 y'all and I am here with my best cohost ever. Jeffrey Tobias Halter.Jeffrey welcome. There's

[00:00:41] Jeffery Tobias Halter: 2022. Amanda while can you believe that you know, this is our first episode of 2022.

[00:00:49] And you know, even though it's a Wednesday and we're a couple of days past new year's, I managed to find a leftover bottle of champagne. So, so I think it's only appropriate. [00:01:00] That we pop the cork on 2022. So I am going to enjoy this in my house. Well, what are you drinking today?

[00:01:11] Amanda Hammett: I actually tricky a little Prosecco and pomegranate juice.

[00:01:15] Cheers

[00:01:15] Jeffery Tobias Halter: to you and choirs to you. Happy new year. Happy. There's nothing better than bubbles on a Wednesday afternoon. That

[00:01:23] Amanda Hammett: this is absolutely true. Hmm, good stuff. Good stuff. So what are we talking about?

[00:01:30] Jeffery Tobias Halter: Yeah, I think what we're going to do is we're going to take a look ahead at what's coming. It's 20, 22.

[00:01:37] What is the year look like? And so I picked up two ideas, that I think is gonna really be paramount both for employees and employers. And one is the concept of performance. D E N I, and that's these big commitments that companies made quite frankly, a number of years [00:02:00] ago around black lives matter and leaning into advancing women and underrepresented groups.

[00:02:05] Well, you know what? It's been two years and we're seeing a lack of progress. I think there's going to be a call for accountability and transparency and companies are going to be held. Their feet are going to be held to the fire around what have you. Absolutely. And then I think the other big one, and we've talked about this a little bit in 2021, you know, Mackenzie said allyship 14% of companies are doing allyship training, which is woefully low.

[00:02:32] Well come to find out. Allyship was the number one word by dictionary.com last year. And so it's setting this stage. That allyship is going to be a really big deal in 2022. And companies need to figure this out. Those are going to be two topics that we're going to be exploring throughout the rest of the.

[00:02:53] Yeah. What about you? What's on your mind?

[00:02:55] Amanda Hammett: So what I'm looking forward to in 2022, I am [00:03:00] seeing no end to this labor shortage. I hate to be the bearer of bad news every year. Once a year in bonuses are paid out. We always see an uptick involuntary terminations. I think this year we will see an even greater uptick in those because of the things that you just mentioned, the performative DIII and I, the lack of allyship, all of those.

[00:03:22] Pulling together. Plus, how are people treated coming through 20, 20, 20, 21? I think that's going to be a major, major issue, but my concern is, is that companies are so focused on recruiting, recruiting, new people, new people, filling all these 11 million open job openings, but they're not thinking about the employees that they have today, or the ones that they're going to bring in.

[00:03:44] So retention is, needs to be a focus, and company leadership needs to be thinking about that. But let's break this down. Millennials officially more than 50% of the workforce in the US gen Z, right behind them, [00:04:00] massive generation. And they're quickly flooding the workforce. The cultures that attracted baby boomers, gen X-ers, will be outright rejected by a millennial and gen Z.

[00:04:11] So companies need to start taking a long, hard look at what are they offering. Benefit-wise. Yeah. Are they actually asking the questions about what these employees want to get them to stay and do they need to be ready to listen to those answers? The other thing, and we say this all the time. Jeffery, how diverse is your leadership employees?

[00:04:40] Future employees, potential employees, current employees, they're watching. They're watching. So how diverse is that leadership site? How are you, what are you doing to bring up the people of color, women of color through the leadership ranks? So that. Your employee base looks like [00:05:00] your

[00:05:01] Jeffery Tobias Halter: yeah. Well, 20, 22 is certainly going to give us a lot of topics to talk about from our listeners.

[00:05:08] We're going to be exploring all of these over the years. We're going to have some amazing guest stars and authors. And so on behalf of Amanda, raise your glass, and Jeffrey, we just want to say welcome to wine down Wednesdays 20, 22.

[00:05:23] Amanda Hammett: Cheers. Thanks again for joining us for wine down, Wednesdays, it contemporary mid-week discussion on current workplace and marketplace issues with a focus on diversity inclusion, intersectionality, and equality.

[00:05:37] I'm Amanda Hammett and on behalf of myself and Jeffery Tobias Halter. Thanks so much for joining us and we'll see you in the next episode. Thank you for joining us for"Wined down Wednesday". If you liked this episode, please subscribe to receive more episodes straight to your inbox.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.