Lost Tapes: Navigating racism & sexism in the workplace

[00:00:00] Again, I say video is not always the best teacher. You have to get in people's face

[00:00:05] times and let them know that look bottom line is if you're caught doing this, you will.

[00:00:10] This will be your last day.

[00:00:12] Welcome back folks to another episode of Safe Talk. This is episode eight. We're going

[00:00:17] to be discussing racism and sexism at the workplace. We're excited for this episode.

[00:00:24] But before we introduce our wonderful guest, Brian, how are you doing today, sir?

[00:00:29] I am doing good. Thank you, sir. I'm very well. I'm excited about these subjects. It's

[00:00:33] tough subjects. I like this show because we get to tackle these tough subjects and I want

[00:00:38] to thank you and welcome Jeanie for being a brave guest to give us a first person perspective

[00:00:44] on these things. And we can talk about racism, but the female sexism I've never experienced.

[00:00:50] Looking forward to hearing some examples from real life about these things, these challenging

[00:00:54] subjects.

[00:00:55] Yeah.

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[00:02:00] Perfect said way with that being said, we have our wonderful guest on Jeanie Morel.

[00:02:05] She's based out of California. She is a self described Aero nerd with Aero passion.

[00:02:12] That's right. That's right. I remember your headline is very memorable because when

[00:02:17] you sent me your profile, I was like, Oh, I know this headline. I've read this before.

[00:02:21] So I'm excited about when people want to talk about payroll. I'm like, Oh, yes, let's sit

[00:02:26] down and discuss. Oh, gosh. So tell us how you got into payroll.

[00:02:31] I actually got thrown into it. It wasn't something that I sought out. I had a boss

[00:02:36] who was very instrumental in helping me to understand my worth and helping me to

[00:02:42] understand what I brought to the table. Because when you're surrounded by people that know their

[00:02:48] jobs and they're really good about it, what they do, you get a little bit of intimidation,

[00:02:53] especially being a black woman. And I sat and she told me, she said, You underestimate

[00:02:58] yourself. You can do whatever you want to do as long as you put your mind to it.

[00:03:02] And I appreciate her for that because she has allowed me to step into different arenas

[00:03:07] that I never would have thought that I was worthy of stepping into.

[00:03:11] So I lightly, I was working for her at a very one of the Fortune 500 companies and I told

[00:03:18] her she started hiring contractors and she goes, Jeannie, I need someone to manage the

[00:03:22] payroll. And I was like, Manage payroll. I don't know how to do that. I've never

[00:03:25] done that. That's people's livelihoods. I don't want to be responsible for that.

[00:03:29] And she goes, No, I think you can do it. She said, So here you go handle it.

[00:03:32] And I'm like, OK. So I was really concerned and I started doing some research.

[00:03:38] I was reaching out to people that I knew were in the payroll industry and was asking

[00:03:43] questions. I was in Georgia at the time and I just really sound out.

[00:03:48] I found out about the American Payroll Association by WIM and I called them

[00:03:54] and I started asking a lot of questions and how do I do overtime?

[00:03:57] How do their contractors do we have specific things we have to pay?

[00:04:01] Just standard questions based off of what my checks look like.

[00:04:06] And that's how I got thrown into it.

[00:04:07] And I was like, this is neat.

[00:04:10] I think I want to do this and I want to learn how to do this even more in depth.

[00:04:13] And I just really started again, researching, learning, trying to find out

[00:04:19] from other people that are in the industry going to different podcasts,

[00:04:23] going to different meet and greets, just asking a lot of questions.

[00:04:27] And one lady told me one time, she goes, you ask a lot of questions.

[00:04:31] Are you sure you're in payroll?

[00:04:32] I said, I know I'm in payroll because I am asking a lot of questions.

[00:04:36] That's just what we have to do with payroll changes every night.

[00:04:39] That's right. We have to be educated.

[00:04:42] And if we're not educated and that we can make some really bad

[00:04:45] mistakes for a company and make some liabilities go extreme.

[00:04:49] Yes, said. Yes.

[00:04:50] Yes, I love it.

[00:04:52] I love we're excited to have you on.

[00:04:54] We're going to get right.

[00:04:55] Thank you. I'm excited to be here.

[00:04:58] Yeah, this is awesome.

[00:04:59] So the first section that we're going to start with is the racism piece.

[00:05:05] And then when I get into this piece, right?

[00:05:07] So as we know, racism and sexism are pervasive issues in many workplaces.

[00:05:13] They negatively affect individuals and undermine a positive work environment.

[00:05:20] Right. They can really impact the overall experience for the employee.

[00:05:25] Absolutely. In some cases, the door.

[00:05:27] So this we would like its ideal for everyone to create every employer

[00:05:33] to create a inclusive and equitable workplace.

[00:05:38] And it's essential that these things are addressed immediately.

[00:05:42] So I'm going to get right into it.

[00:05:44] I'm going to start out with the stat and what we're getting to the do's

[00:05:46] and don'ts of some stuff.

[00:05:48] And then we're going to probably share some personal experiences

[00:05:51] that we may have experienced in the workplace.

[00:05:53] OK, so as far as the racism, two thirds are 66 percent of employees

[00:06:00] for marginalized and racial ethnic groups said that they have experienced

[00:06:05] racism at work during their careers.

[00:06:07] Like that number seems high.

[00:06:10] But when you think about it, it's not surprising, right?

[00:06:13] Sixty six percent of people from marginalized groups

[00:06:17] say they has felt some type of discrimination at work or racism.

[00:06:22] I would love to see what the other percentage answers were,

[00:06:25] because maybe it's one of the hits I don't want to talk about

[00:06:27] because I would imagine 100 percent.

[00:06:28] But I think it would be a lot higher as well.

[00:06:31] Oh, wow. OK, OK.

[00:06:32] So the people found that more than half or fifty two

[00:06:36] percent of respondents said they had experienced racism in their current job.

[00:06:42] So that on the job there are now over half of them said,

[00:06:45] yeah, I've experienced racism even in this current job that I'm at right now.

[00:06:49] And the survey was based in different countries,

[00:06:52] Australia, US, UK, Africa.

[00:06:55] So it's all over the place.

[00:06:56] It's not just in the US that everybody's feeling this racism.

[00:07:00] So you want to start off with these dudes, right?

[00:07:02] And then we'll let Jeannie do the don'ts.

[00:07:06] All right. OK. OK.

[00:07:10] All right. So the things that we should be doing

[00:07:13] are number one, promote diversity, encourage diverse workforce

[00:07:18] and ensure representation at all levels of your organization.

[00:07:22] What's interesting is that they recently

[00:07:25] changed the what was it called the law that was that was affirmative action

[00:07:31] affirmative action. Thank you.

[00:07:32] They recently changed that ruling and in court.

[00:07:36] That's right. That's a big it could go very different ways at that point.

[00:07:41] So it really is on the employer to promote diversity and be intentional about it.

[00:07:47] Number two is train and educate, provide diversity and inclusion,

[00:07:50] training to all employees to raise awareness and combat biases.

[00:07:54] Yeah, it's sad that we have to do this.

[00:07:56] But yeah, I guess so.

[00:07:58] Number three is listen actively, create a safe space.

[00:08:01] This is one for employees to share their experiences

[00:08:04] and actively listen to their concerns. That's tough.

[00:08:07] I don't know if you could do that at work.

[00:08:09] What? Listen actively. No, create a safe space for employees

[00:08:13] to share their experiences and active.

[00:08:15] That's it. Boom. Actively listen, of course, that costs nothing.

[00:08:18] But I don't know if you can do that at work.

[00:08:21] Sit folks around. Oh, absolutely.

[00:08:24] I think you could.

[00:08:25] I think it has to be well thought out.

[00:08:29] Because what if it goes wrong against that employer?

[00:08:31] What if they start saying, Bill in this department last week,

[00:08:34] like what if it becomes a complaint, a slew of complaints?

[00:08:37] And now you have that's a part of the active listening, right?

[00:08:40] That's listening actively.

[00:08:41] That's why you would do it, right?

[00:08:43] It's to find out those things, is to discuss those issues.

[00:08:46] And that's the point of creating the safe space, right, Brian?

[00:08:49] Is to talk about those things, to have those hard discussions.

[00:08:52] Yeah, that would be the place to discuss those things.

[00:08:56] Now, I don't know that I have to disagree a little bit

[00:08:59] because I think in certain environments,

[00:09:02] especially if you are experiencing active racism,

[00:09:06] a lot of individuals will not want to voice the concerns

[00:09:10] due to retaliation or some type of differential

[00:09:14] in how they're being treated.

[00:09:16] And I don't I know I've been in situations where I didn't want

[00:09:20] to openly speak to racism, especially when I'm experienced.

[00:09:25] And sometimes you experience it right there in that room

[00:09:27] where they call the safe place and you tend to tend to step back a little bit

[00:09:32] for fear of losing your job or for fear of being mistaken

[00:09:37] if your verbiage being mistaken and taking the wrong way.

[00:09:40] Yeah, yeah.

[00:09:43] It's tough. It's tough.

[00:09:44] It's tough, man.

[00:09:46] Because I think about my life.

[00:09:48] I can't I don't know if I would feel safe doing that work

[00:09:51] because it's like the anonymous survey, right?

[00:09:54] Oh, we're sending out an anonymous survey at the end of the day.

[00:09:57] Good. And they can see if they wanted to.

[00:09:58] They could see who that is there.

[00:10:01] There's no way so that I guess gave with that.

[00:10:04] OK, so that was number three. Listen, actively.

[00:10:08] Number four is implement reporting mechanisms,

[00:10:11] establish clear and confidential reporting channels for incident racism.

[00:10:16] Yeah, that would also be ideal.

[00:10:20] Right? This is all tough.

[00:10:22] This is really you guys.

[00:10:24] Yes, it's up.

[00:10:25] Oh, OK.

[00:10:26] Number five is take action, address racism properly

[00:10:29] and appropriately when when it occurs,

[00:10:32] regardless of the involved parties and positions.

[00:10:35] Yes, all tough things.

[00:10:37] But these are the best practices, right?

[00:10:39] If you're a company or an organization that's going to be intentional

[00:10:42] about change and correction, these are the ones.

[00:10:46] Jeanie is going to do the don'ts.

[00:10:48] Don't do these things.

[00:10:50] And as you go along, that we should not do.

[00:10:54] Yes. And as you go along, Jeanie,

[00:10:56] if anything pops to mind about real life, you go ahead and share it.

[00:10:59] Absolutely. The first don't is ignoring the problem.

[00:11:03] You don't ignore or dismiss racism

[00:11:05] when it's brought to your attention.

[00:11:08] Yeah, I agree with that.

[00:11:10] But sometimes, especially with people of color, I think we tend to

[00:11:16] we've gotten so accustomed to it and I'm not saying that we tolerate it,

[00:11:20] but it's such a old hat for us that we tend to

[00:11:26] not really dismiss it, but not really recognize it the first time.

[00:11:31] We tend to say, no, that's not what's happening.

[00:11:33] I don't think that's going on.

[00:11:34] You don't want to ever believe that's what's happening.

[00:11:37] But unfortunately, when it happens again and again, you're like,

[00:11:41] wait, I mean, I should have said something the first time.

[00:11:44] But you don't want to ever have to be the person to point that out.

[00:11:48] And unfortunately, in this day and time, we still dip with it.

[00:11:52] We deal with it every day.

[00:11:54] The second is tolerating microaggressions.

[00:11:58] You don't tolerate microaggressions or racially

[00:12:02] insensitive comments, even if they appear minor again back to what I said.

[00:12:07] You just say, yep, that's right.

[00:12:10] Sometimes we just don't really want to believe that it's happening.

[00:12:13] And this is why we tend to say, OK, I'm going to let this one go.

[00:12:17] I'm going to let this one slide.

[00:12:19] Retaliation, this is the big one.

[00:12:21] This is the big one.

[00:12:22] You want to avoid any form of retaliation against those who report

[00:12:26] racism or discrimination.

[00:12:28] This is where people that fear factor comes in.

[00:12:31] People get intimidated and they feel like I need to pay my bills.

[00:12:35] I finally got the job that I wanted.

[00:12:37] You may not be being treated well, but you finally have that job,

[00:12:41] that salary, that position that you envied over your life and you get it.

[00:12:45] And then you find out you get racism slapped in your face.

[00:12:49] And a lot of people won't say nothing.

[00:12:50] And they go into that tolerance level to just deal with it

[00:12:53] so that they don't have to be retaliated against.

[00:12:56] Number four, we have serial typing.

[00:13:00] Oh, wow. This is a big one.

[00:13:02] Never stereotype or make assumptions about someone based on their race

[00:13:07] or ethnicity. Yes.

[00:13:09] Yeah. I will let that speak for itself.

[00:13:13] Yes, yes, yes.

[00:13:14] Silence in voices.

[00:13:16] Don't silence or undermine the voices of marginalized employees.

[00:13:21] Listen and support them.

[00:13:23] Yeah, I think these are important.

[00:13:25] These are very important.

[00:13:26] But I think we have to have the right type of personalities in these roles

[00:13:32] that know how enforce these type of situations and these rules

[00:13:36] on how to manage these types of issues because a lot of people don't understand.

[00:13:42] Most people that are in, how do I say it?

[00:13:44] Management roles that are C level and above

[00:13:49] don't really have the people skills to understand how to manage

[00:13:53] and navigate through these types of issues.

[00:13:56] You're absolutely right.

[00:13:57] And it reminds me of a story that I shared in one of the many episodes

[00:14:01] that we've done here in my own experiences with racism in corporate America.

[00:14:06] And I remember I had a manager,

[00:14:08] payroll manager who I had known for years and I thought we had a rapport

[00:14:14] and everything and come to find out.

[00:14:16] Long story short, I came across an email that he sent my here

[00:14:20] basically stating that black people don't know anything or black people are dumb.

[00:14:24] Oh, wow.

[00:14:26] Yeah. It's crazy.

[00:14:27] I found out about it.

[00:14:28] I escalated it to HR and nothing ever came of it.

[00:14:32] I remember and I remember the feeling that I felt

[00:14:36] it was a feeling of like feeling deflated, defeated and insignificant

[00:14:40] because I remember that they all crowded around the CFO's desk at this place

[00:14:46] and they were all laughing and talking about the situation.

[00:14:49] Oh, wow. The CFO, the VP of HR,

[00:14:52] like everybody that you think would be that should do something.

[00:14:56] I remember that as a black man, I felt, wow, this is really a mess.

[00:15:01] And I felt like I didn't have any power or any anybody to stick up for me

[00:15:06] in that moment. So I just let it go because I was like, hey,

[00:15:09] I need this job at that current time.

[00:15:11] It was paying my bills, living paycheck to paycheck.

[00:15:13] And it was difficult to try to get through.

[00:15:16] So I don't know if either of you have experienced anything like that.

[00:15:18] But it just reminds of those things that I saw my voice was silence.

[00:15:24] Yeah, it's a very emasculating move to because you are the head of your family.

[00:15:29] And this is what you use to take care of your family

[00:15:32] and make sure that your family has what it needs.

[00:15:34] And it's to me, it's very emasculating when a man can go to

[00:15:39] superior and try to express his concerns and looking for some type of guidance.

[00:15:44] And they basically just laugh at his face.

[00:15:47] I think it's very disrespectful.

[00:15:49] But this happens every day.

[00:15:50] And unfortunately, people of color, we deal with this

[00:15:55] so often that we tend to have to pass it up sometimes

[00:15:59] because we don't want to take on the fight a lot of times.

[00:16:02] He's just going to say you got to pick your battles.

[00:16:04] Absolutely. And it's unfortunate.

[00:16:06] And even I don't care what the smallest micro-nism racism is,

[00:16:11] it's not fair and it's not OK.

[00:16:13] Exactly. It's not OK. Exactly.

[00:16:15] And we get the I get the you people a lot because now because I'm Puerto Rican too,

[00:16:19] because we're Puerto Rican, the loud and with this and with that.

[00:16:23] I get the you people all the time.

[00:16:24] And I experienced that not on the workplace.

[00:16:27] I get I've gotten the we so aggressive.

[00:16:30] You so aggressive. I'm aggressive, but this one's passionate.

[00:16:33] We just said the same thing at the same level.

[00:16:35] Where do you draw the line?

[00:16:36] Yeah, what's the difference?

[00:16:37] How does that work?

[00:16:39] And and for me, I've really I didn't really even

[00:16:44] it wasn't I didn't understand racism until I moved to the South.

[00:16:48] I lived in New York till I was 12, 13, 14, somewhere in there.

[00:16:52] This seventh grade and the seventh grade I moved to North Carolina.

[00:16:56] Shout out to Eden, North Carolina.

[00:16:59] And but it was very small town only black and white.

[00:17:03] I think there was like one Chinese family, one Indian fan.

[00:17:06] And then my family is still the only Puerto Rican family in the town.

[00:17:10] OK, and.

[00:17:13] They I was an anomaly.

[00:17:14] I can't they were like, what are you?

[00:17:16] And they saw my parents and my father's a black Puerto Rican.

[00:17:20] My mom's a white Puerto Rican.

[00:17:22] So they're like, you're half breed.

[00:17:24] And I was like, what?

[00:17:25] What in the world are you talking about?

[00:17:27] So you're Puerto Rican from New York, you're reekin.

[00:17:29] But equal, I would say it was good.

[00:17:30] And then they're like, no, you're half breed.

[00:17:32] I was like, well, wow.

[00:17:33] Oh, yeah. Oh, yeah.

[00:17:35] No, it was and this is like one of that's when I learned

[00:17:39] about being black and white.

[00:17:40] I was like, what?

[00:17:41] I didn't need it because in New York, it's it's such a melting.

[00:17:44] We're all black and white, brown shades, every shade.

[00:17:48] Anymore melting pot.

[00:17:49] They knew this is what I'm saying.

[00:17:51] So we didn't yet in I didn't there was none of that.

[00:17:54] So it was very different.

[00:17:56] That's when I got, oh my God, I am black and white,

[00:17:59] but I'm still Puerto Rican.

[00:18:00] So and that's when I learned my culture more and understood how.

[00:18:03] But yes, it's that I get the subtleties at work.

[00:18:06] I get the very subtle.

[00:18:08] Oh, yeah. Yeah.

[00:18:09] He's black and it is very as if it's a very subtle treatment.

[00:18:12] But it's nonetheless that I get the like the micro aggressions.

[00:18:16] That's what I get.

[00:18:16] It's micro and stereotyping.

[00:18:19] And just to wrap this up before we and we can of course,

[00:18:21] we could share more.

[00:18:22] We want to just say to four employers,

[00:18:25] we need to you all need to establish clear anti racism policies

[00:18:29] and little bit older employees are aware of them.

[00:18:32] Right. Be intentional.

[00:18:34] Support and promote employee resource groups.

[00:18:37] If you're going to create a safe space,

[00:18:38] that safe space has to be amongst your employees and off site.

[00:18:42] Absolutely.

[00:18:44] And then maybe we'll get there.

[00:18:46] And then for a employee home, they do everything with alcohol.

[00:18:50] That's just I know people always tell me on the top.

[00:18:53] Jeannie, why you never have a drink

[00:18:55] because I don't drink with Michael or so I work.

[00:18:58] And I do. I'm at a work event.

[00:18:59] And I do that.

[00:19:01] Yes. If you listen to the holiday show,

[00:19:04] oh, I don't know where we shared.

[00:19:05] Maybe I shared it only here on safe.

[00:19:07] But yeah, it was just here.

[00:19:08] I had a horrible experience young in my career

[00:19:11] because alcohol and the holiday part like and I get it.

[00:19:14] And I keep telling people that, hey, it's a work event.

[00:19:17] This is a work event.

[00:19:17] This is a work event.

[00:19:18] Don't forget it's a work event.

[00:19:20] That can feed in to those stereotypes.

[00:19:23] Right. Absolutely.

[00:19:24] You get lit all see all.

[00:19:26] Of course.

[00:19:27] Of course.

[00:19:27] You got to be on the hook.

[00:19:28] Yes. Of course.

[00:19:29] Exactly.

[00:19:29] Walt Jeannie, they got losing.

[00:19:32] I saw those people act.

[00:19:33] You know how that was going to go.

[00:19:35] Yeah, exactly.

[00:19:36] So yes, exactly.

[00:19:38] And then for employees, we want to engage in anti-racism

[00:19:42] training and seek allies in your workplace.

[00:19:44] And yeah, engage in anti-racism training

[00:19:47] and seek allies in your workplace.

[00:19:49] I don't know.

[00:19:50] I think that I think that I think the employer has to lead that right.

[00:19:53] Yeah. Yeah.

[00:19:54] And that has to be by somebody who is killed

[00:19:58] in diversity training.

[00:20:00] Yes.

[00:20:01] They have to be almost a PhD in diversity training because

[00:20:05] you're right.

[00:20:05] It's I don't care about a class or a certification that you got.

[00:20:08] I want to know.

[00:20:10] I need to see that you really understand how important this is.

[00:20:14] Yes. Yes.

[00:20:15] Yeah, we need I think that we need to see that authenticity

[00:20:18] when it comes around these subjects.

[00:20:19] Absolutely.

[00:20:21] Report instances of racism to the appropriate channels.

[00:20:23] Yeah. If the employer is set up the right channel, then yes.

[00:20:27] Hopefully that that can be done.

[00:20:30] I saw it was funny.

[00:20:31] I just saw I watched SWAT.

[00:20:33] I had recently got into SWAT with Shamar Moore.

[00:20:36] And so it was on Netflix.

[00:20:37] So I was like, oh, I like Shamar Moore.

[00:20:39] I liked him from the other show or whatever.

[00:20:41] And they did a show about it.

[00:20:43] They had some they did a real they had a lot of good shows.

[00:20:45] But one of them was about that in a real time and another cop

[00:20:49] had to make a hard decision.

[00:20:51] Am I going to report these fellow cops because they got

[00:20:54] that blue wall and all that stuff and that camaraderie

[00:20:57] in that brotherhood and he had to make a decision because

[00:21:00] Shamar Moore was his boy and these cats were going at him

[00:21:02] and he's all when they thought he had to make that hard decision.

[00:21:05] Yeah, I'm using TV, but look, that's it is a great example.

[00:21:09] Yeah, that's what those stories come from.

[00:21:11] They come from real life instance.

[00:21:13] They're yes, it's real.

[00:21:15] Yeah.

[00:21:15] Tough one.

[00:21:16] But the stereotype in peace for me, do you think that is

[00:21:21] strictly for people of color or can groups like white people?

[00:21:24] Oh, that's immediately what I thought.

[00:21:27] What about so I have?

[00:21:28] Yeah, I've had I have insulted folks by accident because ignorance

[00:21:34] right thinking, oh stereotype and racism was only for brown people.

[00:21:39] Uh-oh, I think I did it like one of like through all that's how

[00:21:42] you people do anyway.

[00:21:44] Awesome stuff.

[00:21:44] Yeah.

[00:21:45] And yeah.

[00:21:46] And they weren't there.

[00:21:47] I feel like it's because I have a Jewish friends, a lot of Jewish

[00:21:50] friends and friends more kind of who knows where I sent it to.

[00:21:53] And they didn't take it right.

[00:21:54] But they're like what?

[00:21:56] And I was like, oh, and then again, that's a learning moment for me.

[00:21:59] It's not just black.

[00:22:00] I would I just did this to somebody who was not like, yeah.

[00:22:05] I think it's even worse with women.

[00:22:07] We tend to do it to other women, to other women that are in

[00:22:11] in tired or positions that are sort of the seats weak positions.

[00:22:15] And I hate when it's another woman of color that does it to

[00:22:20] another woman of color.

[00:22:21] It drives me insane because it feels like I've surpassed you.

[00:22:25] So now you're beneath me.

[00:22:27] So now I can treat you the way they treated me when I was on my

[00:22:30] way and I don't like that.

[00:22:33] And I have had to put a few sisters in their place.

[00:22:35] Wow.

[00:22:36] And intelligence let them know that just because you there,

[00:22:40] you're there now.

[00:22:41] But let's see how long you're kept there.

[00:22:43] Like one of them always looked me.

[00:22:45] She said, don't ever mess with people on your way up because

[00:22:49] yeah, they're coming back down that ladder.

[00:22:50] That's that's why it will be nice and flingery.

[00:22:55] Yes.

[00:22:56] Play, you know, catch a lot of splinters coming back down.

[00:22:59] You know, I've had situations where people have I've worked for

[00:23:02] people in one company and they've had to come to another company

[00:23:07] and they run into me and they have to work with me and I am

[00:23:10] their superior.

[00:23:11] Oh, you know, I was karma something.

[00:23:16] But you know what the best thing to do when addressing

[00:23:18] that be good.

[00:23:19] It's nothing.

[00:23:20] That's right.

[00:23:21] Nothing.

[00:23:21] That's right.

[00:23:22] You treat them as professionally as the next

[00:23:25] means would have treated them like you don't even know them

[00:23:27] and they'd be sitting there wondering what they hands on

[00:23:29] the big legs.

[00:23:30] What is she going to what she got to say?

[00:23:32] What is she going to do?

[00:23:33] I get my revenge by watching him be more paranoid.

[00:23:36] So yeah, that's right.

[00:23:37] That's right.

[00:23:38] Let karma take care of it.

[00:23:39] I tell you, I just let tell my family all the time.

[00:23:41] Let's just let karma take care of it.

[00:23:43] We go we don't have to act out revenge.

[00:23:45] Yeah, absolutely.

[00:23:47] The universe will take care of that.

[00:23:48] You reap what you saw man.

[00:23:50] Yeah.

[00:23:51] And as we talk about this, we'll write into it.

[00:23:53] Sexism is the other subject we'll talk about here.

[00:23:57] 2022 rants that report found that 72% of women

[00:24:01] had either encountered or witnessed inappropriate behavior

[00:24:04] from male colleagues at work.

[00:24:06] The report also found that 34% of women

[00:24:09] who work mainly with men say their gender has had a negative impact.

[00:24:15] Wow.

[00:24:15] Oh, long.

[00:24:16] Yeah.

[00:24:17] Gender inequality in the workplace can also

[00:24:19] present itself in more nuanced ways, like fewer opportunities

[00:24:23] for women who are mothers and higher incidents of burnout

[00:24:27] in women.

[00:24:28] What do you think about?

[00:24:29] I think we have to work a lot harder.

[00:24:31] I think women do have to work a lot harder.

[00:24:33] I think I totally believe because I have two brothers.

[00:24:37] I have nephews and I have heard the stories

[00:24:40] with my brothers and my nephews because I do have a HR background

[00:24:43] in my family.

[00:24:43] We talk about these types of things all the time

[00:24:46] and it's unfortunate.

[00:24:48] I mean, my nephews and my brothers have said certain things that

[00:24:52] I'd be like, oh, really?

[00:24:53] You incur you experienced that?

[00:24:55] Wow. And they haven't done anything like that.

[00:24:57] And he's, oh, no, it's just the norms.

[00:24:59] And with me as a woman, I've seen a lot

[00:25:04] and I'm seeing things done to people and that Leo in me

[00:25:07] always comes out and says, I'll fight for the underdog.

[00:25:10] And if I see something, I want to say something.

[00:25:13] I'm going to say something.

[00:25:14] And that's where I say that I'm vocal.

[00:25:17] I feel like right is right.

[00:25:19] And if you're seeing something and that it's not OK

[00:25:22] and somebody's being treated, put yourself in that position

[00:25:24] and say, you know what?

[00:25:25] I want somebody to say something for me.

[00:25:27] And my just want to say anything, even if I don't say it

[00:25:31] boldly to a group of people, I'm going to go to that person

[00:25:34] who's causing that pain and say, you know what?

[00:25:38] I need to let you know that you're not right.

[00:25:40] You know what you're doing. It's not.

[00:25:42] So I just want you to know that you do what you want.

[00:25:44] But I'm just telling you, I'm not down with this.

[00:25:46] I don't like this. Wow. Yeah.

[00:25:49] Yeah. Wow.

[00:25:51] Thank you for sharing that, Jeannie. Yep.

[00:25:53] So we're going to get into the dues and doubts of sexism.

[00:25:57] OK, the dues is equal pay and opportunities.

[00:26:01] Yes. It is sure that all employees resolve

[00:26:05] equal pay for the equal work and equal opportunities

[00:26:08] for advancement. Absolutely. Yes.

[00:26:11] I don't hear what your gender, what your skill level is.

[00:26:15] Especially now you guys correct me if I'm wrong.

[00:26:17] I'm going to take you here.

[00:26:19] You have individuals like myself who were not really

[00:26:23] professionally trained in payroll.

[00:26:26] None of us work, but go ahead.

[00:26:28] But they want me to train someone who has the five degrees

[00:26:33] and the 85 certifications

[00:26:36] bringing them in above six salaries.

[00:26:38] Yeah. But you're meeting me.

[00:26:40] Yep. But you want me to train them and Jeannie,

[00:26:42] make sure you get them trained well and show them everything.

[00:26:46] And then this person gets promoted over me.

[00:26:50] That I do not like.

[00:26:52] I do not like.

[00:26:52] So I have changed my perspective on that and I have decided, OK,

[00:26:57] let me if this is what's going to take place because I see it happening,

[00:27:00] I'm going to hand in my binder and I'll let you have my binder

[00:27:04] and have at it like I had at it. That's right.

[00:27:07] That's it. This is what I did.

[00:27:09] And if you have questions, just ask me.

[00:27:10] How about that?

[00:27:11] But the thorough trainings I don't engage in those anymore.

[00:27:14] Number two, challenge stereotype.

[00:27:16] Encourage an environment where stereotypes about gender roles

[00:27:20] are challenged and dismantled.

[00:27:23] Yes, I think that is a plus.

[00:27:25] It's a definite mentorship and sponsorship programs for

[00:27:30] underrepresented of genders.

[00:27:31] I think that's perfect.

[00:27:33] I think that's great.

[00:27:34] I think we don't have a lot of mentorship in the business.

[00:27:36] Yeah, that's true.

[00:27:37] Don't yeah.

[00:27:39] Yeah, families, family friendly policies,

[00:27:41] implements family friendly policies such as flexible work hours

[00:27:45] and parental Lee. Yes.

[00:27:47] Yeah. Oh, yes.

[00:27:49] Yep. Because it showed a lot of businesses

[00:27:53] that payroll can be done anywhere.

[00:27:56] That's right. Yes, ma'am.

[00:27:57] Yeah. So many.

[00:27:59] We have so many app friendly platforms.

[00:28:02] We have so many things that have progressed in payroll

[00:28:06] where we can do things from home.

[00:28:08] We don't have to be sitting at your desk to manage your payroll.

[00:28:12] If it's done, I say that the purpose is yes.

[00:28:17] Number five, we have address harassment.

[00:28:20] Take all forms of sexual harassment seriously

[00:28:23] and have a clear procedure for reporting and addressing it.

[00:28:27] I agree with that.

[00:28:28] I think a lot of companies have implemented harassment

[00:28:32] anti harassment policies and programs

[00:28:36] and they have you watch the four hour training.

[00:28:39] Yeah, and things of that nature.

[00:28:41] But I think harassment training should be also implemented

[00:28:45] outside of a video.

[00:28:47] I think there needs to be some close to base.

[00:28:49] There needs to be some understanding

[00:28:51] that it's not going to be tolerated in any form.

[00:28:53] Yep. I totally agree with you.

[00:28:56] And I don't know if both of you agree with me on this point,

[00:29:00] but I feel like some companies have gone away from that video training.

[00:29:05] I haven't seen it as much like in recent years

[00:29:09] when I've gone to job, they really haven't addressed it.

[00:29:12] It's in the handbook.

[00:29:13] Right. Well, I put a lot of contracting.

[00:29:16] I do a lot of contracting and I've been I'm still seeing it.

[00:29:19] I'm still seeing it.

[00:29:20] It's like a video training and you have to it's actually a part of the handbook.

[00:29:25] You not real you have 90 days to take this training

[00:29:28] if you don't take the training.

[00:29:29] A lot of times they offered you.

[00:29:31] So I see what the implementation of it is being enforced.

[00:29:36] However, again, I say video is not always the best teacher.

[00:29:40] You have to get a roll based times and let know that look.

[00:29:44] Bottom line is if you're caught doing this, you will.

[00:29:48] This will be your last day.

[00:29:49] Yeah, yeah, that's right.

[00:29:51] All of this stuff, it's got it's got to be repeat,

[00:29:54] repetitive on a good cadence and.

[00:29:58] Constant reinforcement. Absolutely.

[00:30:02] Yeah, I work for one place where they made us do it.

[00:30:04] They had us do it every year.

[00:30:06] We had to. Yeah, you should every year.

[00:30:09] You should. You should.

[00:30:13] Yeah, so I'm going to get into the adults.

[00:30:15] Yes, we're going to go from there.

[00:30:17] So number one, discrimination.

[00:30:19] Don't discriminate guys in hiring, promotions.

[00:30:22] Don't do people wrong because they're different.

[00:30:26] They talk to a little different,

[00:30:28] especially when it comes to the gender.

[00:30:30] Come on, don't do that.

[00:30:32] Have you guys experienced that?

[00:30:33] I know I have.

[00:30:34] I've been in roles where I've been discriminated for being a woman.

[00:30:38] I've been discriminated for against for being a woman.

[00:30:41] And my salaries are salaries were vastly different

[00:30:44] and how they thought I was never going to see that do a payroll

[00:30:47] was amazing to me. That's just going to say like I can do the payroll.

[00:30:50] I see what this person, my equal is making. Hello.

[00:30:54] I actually had a I'm sorry, real quick.

[00:30:56] I had an example of the reverse, which was great when I walked into a job.

[00:31:00] I became someone's boss.

[00:31:03] But our overarching boss told me right out the gate.

[00:31:06] He said, hey, listen, when you see this one salary, please understand

[00:31:11] they've been here for 20 plus years.

[00:31:13] Their salary is commensurate.

[00:31:14] It's more than yours.

[00:31:15] And I was like understood as it should be.

[00:31:18] And it was a female, you know what?

[00:31:20] And you know what? As if it was a brown female.

[00:31:22] So I was like, as it should be, you know what I mean?

[00:31:25] And you are her boss, but she made more than you.

[00:31:28] And that's and I was good with that.

[00:31:31] Yeah, sometimes that happens.

[00:31:33] And she should be the guy for me years.

[00:31:36] And the best you can help.

[00:31:39] There's some great shirt, Brian.

[00:31:41] That's a great story to what Jeannie asks us

[00:31:43] if we experienced that based on our gender.

[00:31:47] I've experienced like the microaggression part of it, right?

[00:31:51] Say there's a one who has us,

[00:31:53] a woman or a different gender that has a feeling about men.

[00:31:58] And they say, oh, men are trash.

[00:32:00] Men are this, men are that, men are terrible.

[00:32:02] And that came through.

[00:32:05] On the job and they gave every man a certain attitude.

[00:32:10] Hey, I said good morning to you and roll their eyes

[00:32:13] and make all these little slick comments and stuff in meetings.

[00:32:15] Like, oh, you're a man and just not even in a joking way.

[00:32:19] But just a guy like, quickly, don't man explain me.

[00:32:22] Don't man.

[00:32:23] Yeah, just diminish those things so I can work.

[00:32:25] Like they definitely can work both ways.

[00:32:28] So yeah, like I've gotten it.

[00:32:31] I've gotten it to a little subtle, like I remember once

[00:32:33] I went out with our CFO for lunch or whatever.

[00:32:37] And mind you, I report to the CFO, the team reports to me.

[00:32:42] But we were males, the rest of the team, females and they took it away.

[00:32:47] It honestly was just a building between us.

[00:32:50] A new boss for me.

[00:32:52] It was a bonding moment for us.

[00:32:54] It had nothing to do with gender.

[00:32:56] Yeah.

[00:32:57] But yet I came back and boys club I see and I was like, oh, no, that's not.

[00:33:01] No, that's not what it was.

[00:33:02] I mean, we're just getting to trying to get to know each other.

[00:33:04] But and then we quickly followed up with a team lunch and bonding and all that stuff.

[00:33:11] And they were fine.

[00:33:11] They were like, all right, cool.

[00:33:12] It wasn't boys club.

[00:33:13] No, it was not.

[00:33:14] But they didn't hesitate.

[00:33:16] That was in New York.

[00:33:17] I probably experienced it and don't even know.

[00:33:19] I haven't.

[00:33:19] I wasn't always good at picking up on subtleties.

[00:33:22] So who knows what I've been to and didn't even know it.

[00:33:27] But yeah.

[00:33:29] Number two, gender based comments.

[00:33:32] Avoid making gender based comments or jokes

[00:33:35] that make other people feel uncomfortable.

[00:33:36] Yes.

[00:33:37] Yeah.

[00:33:38] So, yeah.

[00:33:39] So, right?

[00:33:40] Number three.

[00:33:41] Well, I go at what you say.

[00:33:42] Yeah, I think it just highlights a basic HR rule in general.

[00:33:46] Because if people say, oh, but what's offensive then?

[00:33:49] If somebody is offended by it, then it was offensive.

[00:33:53] It doesn't have to make sense to you.

[00:33:55] You have to think about it before you say it.

[00:33:57] It's going to be offensive.

[00:33:58] There you go.

[00:33:59] Yes.

[00:33:59] There you go.

[00:34:00] Thank you.

[00:34:00] Thank you, Jeanie.

[00:34:01] Yes.

[00:34:01] Yes.

[00:34:02] Number three, ignoring harassment.

[00:34:05] Don't ignore or tolerate.

[00:34:08] Again, don't ignore or tolerate any form of sexual harassment.

[00:34:15] People don't understand.

[00:34:16] I work for people who thought, oh, I didn't touch her.

[00:34:19] It's not about your culture.

[00:34:20] So mighty.

[00:34:21] You could be words.

[00:34:23] It could be a look.

[00:34:25] You could just like be body language.

[00:34:27] There's somebody up and down.

[00:34:28] Absolutely.

[00:34:28] They feel like, yes.

[00:34:30] What do they say you've undressed me with your eyes?

[00:34:34] Yes.

[00:34:34] And people do that.

[00:34:35] And I said, I think you have to be mindful of all that.

[00:34:39] Heck, yeah.

[00:34:40] Number four, gender stereotyping or your stereotype based on a person's gender.

[00:34:46] Like you said before, oh, you're a man.

[00:34:48] This is all up with these.

[00:34:50] You must be this or whatever.

[00:34:51] Yeah.

[00:34:52] You're a man of color.

[00:34:53] I'm going to love you.

[00:34:54] You're a woman of color.

[00:34:55] You're this or you're non-binary.

[00:34:56] I'm going to call up you with this.

[00:34:57] Whatever you are, I'm going to love you in this way and stereotype you

[00:35:02] based on my own experience.

[00:35:04] Absolutely.

[00:35:05] So don't do that.

[00:35:06] And then number five, unequal treatment.

[00:35:10] Don't treat employees differently based on their gender.

[00:35:14] Provide the same opportunities and the same support.

[00:35:17] So the way that Brian treats me should be the same way that he treats

[00:35:22] Jeannie, right?

[00:35:23] Wait, the way that Jeannie treats me should be the same way that she

[00:35:26] treats Brian or someone else.

[00:35:29] Right.

[00:35:29] Absolutely.

[00:35:30] Based on any of their choices outside because at the end of the day,

[00:35:34] we're here to do a job and we're a team and we're here to work together.

[00:35:38] And we should not be harassing anyone or judging anyone based on their choices.

[00:35:44] Right?

[00:35:44] Absolutely.

[00:35:46] All right.

[00:35:46] So for employers, conducts regular pay equity analysis to ensure gender

[00:35:52] pay gaps are addressed.

[00:35:54] Create clear anti-sexism policies that includes reporting and support mechanisms.

[00:36:01] Sometimes I think employers where they miss the markets that they have some

[00:36:04] verbiage, but they don't explain that.

[00:36:06] Hey, if you have an event, this is what you should do.

[00:36:10] This is how you should do it.

[00:36:11] They don't tell you anything.

[00:36:13] They say, oh, just don't do this.

[00:36:14] And that's it.

[00:36:15] They don't explain.

[00:36:16] Operational channels and stuff like that you can go through and who

[00:36:19] can provide support to you.

[00:36:21] All right.

[00:36:21] For the employees, support and advocate for gender equality within the workplace.

[00:36:27] Report any instances of sexism or sexual harassment promptly.

[00:36:33] Sometimes somebody else might not want to say anything because they don't

[00:36:37] want to lose their job.

[00:36:38] There's that fear of retaliation like you.

[00:36:40] Yes.

[00:36:41] Right?

[00:36:42] But it may take someone else speaking up for the other person to say, hey,

[00:36:45] this happened, right?

[00:36:47] This happened.

[00:36:48] I remember there was a case with me where I had it was my birthday

[00:36:52] and this woman made a comment like, hey, you want me to jump out of a cake.

[00:36:57] But naked.

[00:36:57] Oh my God.

[00:36:58] I want they said that.

[00:36:59] Yes, yes.

[00:37:00] That one.

[00:37:01] God.

[00:37:02] And then the one lady that was with her was girl, what are you doing?

[00:37:05] What do you did you just say that?

[00:37:06] And everybody would just like, oh my God, I can't believe that she said that.

[00:37:10] For real.

[00:37:11] My goodness.

[00:37:12] Yeah, like out loud.

[00:37:13] I was just like, yeah, you know what I'm saying?

[00:37:14] So Brian, I'll see you write some notes here.

[00:37:16] What do you want to say?

[00:37:17] I didn't want to forget that thought about a few times now as far

[00:37:20] as pay equity is concerned, the gap is closing.

[00:37:23] As far as survey says that the gap is closing and we're getting there.

[00:37:27] But the sad part is we're not there yet, right?

[00:37:29] We should be there.

[00:37:31] And then one of the things that's helping with that is the

[00:37:33] pay transparency laws that are getting implemented across states, right?

[00:37:37] Where folks have to where jobs have to post the range for that job.

[00:37:43] Does not mean the learning stages of that.

[00:37:46] They are still in these stages of this.

[00:37:48] They they are you're right.

[00:37:50] I put out all the toning for open positions and just to see what's out there.

[00:37:54] See what market.

[00:37:55] Absolutely.

[00:37:55] Yep.

[00:37:56] And unfortunately, a lot of employers have not reached that goal yet

[00:38:02] where they are starting to disclose what those salary ranges are.

[00:38:06] Me, I feel like this is still steep.

[00:38:08] Yes.

[00:38:09] Already we already in the payroll business, we're already miscategorized

[00:38:13] when it comes to different positions.

[00:38:16] They want to bring all of your payroll knowledge, your binder,

[00:38:20] your every training that you had to their to their business.

[00:38:24] Yeah.

[00:38:24] And what a pay you $26 an hour.

[00:38:27] And that's not okay.

[00:38:29] It's we need to make sure that businesses are educated on what role fits

[00:38:34] what category and what level of payroll.

[00:38:38] They need to understand that what a play, what a payroll clerk does,

[00:38:41] what a payroll specialist that's what a paper administrator,

[00:38:44] administrator, manager, manager, all of those people,

[00:38:46] the all of those roles, there's their different levels for a reason.

[00:38:50] Yep.

[00:38:51] Hey, people appropriately.

[00:38:53] Yes.

[00:38:54] I had to tell a boss once in negotiations, I said, look, the titles payroll manager,

[00:38:59] but I'm pricing you at director.

[00:39:03] You can call me the janitor for I care, but you're getting priced at director.

[00:39:08] Absolutely.

[00:39:09] And it's because of that, Jenny, right?

[00:39:11] It's because the titles, it's not like the like in accounting,

[00:39:15] there's more like a set, a hierarchy of things.

[00:39:17] Right.

[00:39:18] You're a staff accountant, you're a junior staffer,

[00:39:20] you're a senior staffer.

[00:39:21] Yes.

[00:39:22] You're an assistant controller, controller.

[00:39:25] Everybody knows in the industry what those titles are, where that level is.

[00:39:29] But when you get into payroll, you're a payroll administrator,

[00:39:32] coordinator, specialist, clerk, analyst.

[00:39:37] Those five could be the same exact job.

[00:39:39] Exactly.

[00:39:40] Manager, director VP could be the same exact job.

[00:39:44] Exactly.

[00:39:45] So it's really understanding how those titles are in and that's a whole

[00:39:50] another show because we talked about it a bunch and I'm sorry, you get worked up folks.

[00:39:54] I'm sorry.

[00:39:55] I feel your pain.

[00:39:56] I feel you.

[00:39:56] My bad walk.

[00:39:57] Go ahead.

[00:39:57] Yes.

[00:39:58] I just want to point out those two things that we're getting there.

[00:40:01] We're getting there, but it's still not there yet and that's the sad part.

[00:40:05] So in conclusion, addressing racism and sexism at work is crucial for creating

[00:40:13] inclusive and equitable work environment.

[00:40:16] Employers, employees must work together to combat these issues through education,

[00:40:23] policy implementation and active support for those affected by said discrimination.

[00:40:31] By following these do's and don'ts,

[00:40:33] workplaces can become more diverse, respectful and productive environments for everyone.

[00:40:38] Absolutely.

[00:40:39] Because how many people have left their job?

[00:40:42] Yeah.

[00:40:42] Oh, gosh, yes.

[00:40:43] Because of being discriminated against.

[00:40:46] My niece just went through this.

[00:40:48] My niece just went through this and like you said, it was from another brand on the woman.

[00:40:53] Yes.

[00:40:54] And she was so hurt by this experience.

[00:40:59] Her hair was getting judged.

[00:41:01] She literally said when she went in the first day where her hair straight,

[00:41:06] the boss was like, oh my gosh, what a difference.

[00:41:09] Like complimenting that.

[00:41:11] Yeah, complimenting that but not the curly hair that she was.

[00:41:16] What?

[00:41:17] But she was hurt, man.

[00:41:19] It was a very tough experience for her.

[00:41:21] It's true.

[00:41:21] It could be very traumatic things and people don't understand that it's a level of trauma

[00:41:27] that we deal with with people of color.

[00:41:30] We have that trauma that we deal with every day.

[00:41:32] Every day.

[00:41:33] Every day.

[00:41:33] That happens to us.

[00:41:34] What's going to happen today?

[00:41:35] What do we have to be challenged with today?

[00:41:38] And now I come to work.

[00:41:40] You're telling me that my hair is not good enough.

[00:41:42] Come on.

[00:41:43] And women, we do this especially I'm going to say black women,

[00:41:46] we tend to change our hair every day.

[00:41:48] I know I do.

[00:41:49] I'm a licensed cosmetologist so I do it all the time.

[00:41:53] My hair might be blonde today and then I might have tresses rolling down my back.

[00:41:57] I might have braids third day.

[00:41:59] So get used to that because it's called diversity.

[00:42:02] It's called diversity.

[00:42:03] It's called, I might have a wig on tomorrow.

[00:42:06] You might see a lot of different versions of genie.

[00:42:09] Don't be concerned about my exterior.

[00:42:12] Worry about what I bring to the role and how I produce

[00:42:16] and pretty much grow your business.

[00:42:18] Concentrate on that.

[00:42:19] Quit worrying about what I look like and what I'm going to,

[00:42:22] what kind of hair I'm going to be wearing tomorrow.

[00:42:24] We still have this, you still see cases in the news today

[00:42:28] about folks being discriminated against because of their hair

[00:42:31] at work, at school.

[00:42:33] That's crazy right?

[00:42:35] Children at school.

[00:42:36] People that were like, what are you looking about?

[00:42:41] The only thing that I could say that needs to be addressed

[00:42:43] in social settings is hygiene.

[00:42:46] Yeah, absolutely.

[00:42:47] Hygiene.

[00:42:49] It affects the entire environment.

[00:42:52] It affects everyone around you.

[00:42:53] So I totally agree.

[00:42:54] Wrong cologne right?

[00:42:56] You're wearing a wrong cologne.

[00:42:57] Whoa.

[00:42:58] All right Rico Swab.

[00:42:59] Yes man and then sometimes people can feel harassing it

[00:43:06] based on what somebody else wears.

[00:43:09] Right?

[00:43:09] So you can make some of that.

[00:43:10] That's right.

[00:43:11] That's right.

[00:43:11] All right, what you have on.

[00:43:13] If you were talking to revealing,

[00:43:15] there was this one guy I worked with,

[00:43:16] they used to call him Mr. Tightpants

[00:43:17] and everybody could see his business.

[00:43:19] Well hold on.

[00:43:20] He's the one guy.

[00:43:20] Do you know what I'm saying?

[00:43:21] Yeah.

[00:43:21] But like, and that made people on call to me.

[00:43:25] Yes.

[00:43:26] Absolutely.

[00:43:27] Yes.

[00:43:27] Err, like you got to get that fit.

[00:43:29] Like go that way dude.

[00:43:31] Yeah, like go on then.

[00:43:32] Like sir, I do not want to see that.

[00:43:34] Here we go up with people's sizes here.

[00:43:36] No, no, no.

[00:43:37] That's just that it would be a women's time to work

[00:43:39] with the tight skirts so on and you know,

[00:43:41] it's like you can barely breathe.

[00:43:43] They can barely breathe and it's okay,

[00:43:44] sister, you can be cute.

[00:43:46] You don't have to come in here

[00:43:47] and breathe out through your clothes

[00:43:49] and everything.

[00:43:49] You jack at two sizes too small.

[00:43:52] Let's be, let's respect ourselves.

[00:43:54] And you come in here with some self-respect

[00:43:57] and then present yourself.

[00:43:58] My mother always told me,

[00:44:00] don't give people a reason to mess with you.

[00:44:02] That's right.

[00:44:02] You go and you do your job and do it well.

[00:44:05] That's what I try to say my kids now.

[00:44:06] Yep.

[00:44:06] Absolutely.

[00:44:07] Go in there and present yourself

[00:44:10] what you want to be presented,

[00:44:12] but at the same time,

[00:44:14] get a full-length mirror

[00:44:15] before you leave out of that house

[00:44:16] because I know you saw what you look like.

[00:44:18] That's right.

[00:44:19] I've seen it.

[00:44:20] Yep.

[00:44:20] That's right.

[00:44:21] And I've been places

[00:44:22] that we've had to implement dress codes

[00:44:24] because of that.

[00:44:25] Yes.

[00:44:26] Because this is people like whoa,

[00:44:28] holy cow, when other women see,

[00:44:31] when other women making that call,

[00:44:32] that person is way out of line.

[00:44:35] I just think it's a lot of us.

[00:44:36] You have a woman that's very well put together.

[00:44:39] She's voluptuous and I'm a voluptuous woman.

[00:44:41] So I understand how hard that can be

[00:44:43] and how challenging that can be

[00:44:45] to put on the right outfits

[00:44:47] and things of that nature.

[00:44:48] But you have to be mindful of the facts

[00:44:51] that you cannot come to work offensively.

[00:44:54] You have to make sure

[00:44:55] that your clothes are fitting enough

[00:44:57] to where you're not seeing every single line,

[00:45:00] every single curve.

[00:45:01] Exactly.

[00:45:01] We're not there for that.

[00:45:03] We're not there for that.

[00:45:04] My wife talks sometimes

[00:45:06] and they only wear scrubs, right?

[00:45:08] But sometimes they're too tight.

[00:45:10] So they have a phrase called club scrubs.

[00:45:12] They're not going to the club.

[00:45:13] Club scrubs.

[00:45:14] Club scrubs, yes.

[00:45:17] I was gonna say,

[00:45:17] I've seen some scrubs that were really tight.

[00:45:19] They need to be like,

[00:45:21] oh, my God.

[00:45:21] And then, oh.

[00:45:22] And then, oh.

[00:45:22] We're on those.

[00:45:23] Yeah.

[00:45:24] She's the manager.

[00:45:25] So she's had to send people home

[00:45:26] because sometimes if it's in white

[00:45:28] and you don't wear underwear,

[00:45:31] what are you doing?

[00:45:32] You're doing well.

[00:45:32] And you are like, what are you doing?

[00:45:35] Absolutely.

[00:45:36] Like you said, you didn't look at them.

[00:45:37] No, no, no.

[00:45:37] You didn't look in the mirror when you were.

[00:45:39] I know you saw that.

[00:45:41] I saw it.

[00:45:41] I saw it before you left.

[00:45:43] Because I mean that when women wear tight clothing,

[00:45:46] a lot of times they are very comfortable

[00:45:49] in their own skin.

[00:45:50] They are very proud of their bodies.

[00:45:53] Sure.

[00:45:53] So when you are dressing in the morning,

[00:45:56] if you did not turn around

[00:45:57] and do that little pivot

[00:45:59] to make sure that everything was there,

[00:46:01] it's just to go back home and start over.

[00:46:03] That's right.

[00:46:03] Trust me.

[00:46:04] It's not gonna work today.

[00:46:05] It's not gonna work.

[00:46:06] It's not it.

[00:46:07] Oh, guys.

[00:46:08] Any I love?

[00:46:09] I know I loved having you.

[00:46:10] Thank you so much for being a part of the show.

[00:46:12] Thank you.

[00:46:12] I enjoyed the show.

[00:46:13] I enjoyed the show.

[00:46:13] Good guys.

[00:46:14] Oh, you have an open invitation.

[00:46:16] So we'll stand in touch.

[00:46:17] Thank you.

[00:46:18] Yeah.

[00:46:18] Come on back.

[00:46:20] We need to be on our side.

[00:46:20] This is the kind of thing I love.

[00:46:21] I love doing this kind of stuff.

[00:46:23] So I would love to come back again.

[00:46:25] This is amazing.

[00:46:26] I enjoyed myself.

[00:46:27] Absolutely.

[00:46:28] Yeah.

[00:46:28] We'll keep in touch in a few weeks now.

[00:46:30] We'll get the next subject.

[00:46:31] And maybe you could come on the main show too.

[00:46:32] That we would keep it.

[00:46:33] Would you keep it lighthearted?

[00:46:35] Love it.

[00:46:35] Yeah, yeah.

[00:46:36] Come on the main show.

[00:46:37] Love it.

[00:46:38] All right.

[00:46:39] Awesome.

[00:46:39] Awesome.

[00:46:40] Thank you.

[00:46:40] Thank you so much, Jeannie.

[00:46:41] We'll give you a big thank you.

[00:46:42] Thank you.

[00:46:43] Have a great day.

[00:46:45] You guys have a good day.

[00:46:46] Okay.

[00:46:47] Thank you too.

[00:46:47] All right.

[00:46:48] Bye.

[00:46:49] Before we sign off,

[00:46:51] here are a couple quick things.

[00:46:52] Don't forget to follow it's about

[00:46:54] payroll on LinkedIn.

[00:46:55] And it's about your paycheck on Facebook and TikTok.

[00:46:59] Thank you for being part of our payroll community.

[00:47:02] And thank you for being a part of this journey with us.

[00:47:05] Until the next time, keep learning,

[00:47:07] keep growing, and most importantly, keep going.