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Alyssa Calder Hulme: [00:00:00] Welcome to the Women of Ambition podcast. I'm your host, Alyssa Calder Hume, and today we have Whitney Knox Lee. Whitney is a civil rights attorney, an equity and inclusion consultant, a mother and wife, and the host of the Empatrix podcast.  Whitney Knox Lee, Esq.: Yes.  Alyssa Calder Hulme: Thank you so much for being here, Whitney. Tell us a little bit about your podcast, because I think that encompasses a lot of these, uh, these different roles that  you fulfill and passionately. Whitney Knox Lee, Esq.: It really, yeah. It does. So, um, Impostrix podcast, we are going to be affirming the lived experiences of professionals of color who navigate imposter syndrome, white dominant culture, and racial toxicity at work. Um, and so really what that means is we're going to be diving into all that it means to be a professional of color, um, acknowledging that we are working within systems that sometimes were created to exclude us. Um, so we're going to be talking about like, how do we identify when we're [00:01:00] working within these systems and if these systems are like actively working against us and we are being gaslit about that, then what do we do? How do we deal with those types of conversations? Um, we're going to talk about the historical context of race and racism, um, here in the United States. And what that has to do with where we are now, um, as folks of color who are working in professions. And then we're also going to talk about like the science behind how racial traumas. affect us, affect our brains, affect our bodies, and in turn affect how we show up to the workplace, and whether or not and when we might be triggered by circumstances that are happening around us, whether that's within our work environment. Or like for me, it's mostly, uh, external facing when I'm working. Um, so I work as a civil rights attorney in the South and I represent folks who are incarcerated. [00:02:00] And what that means on a day to day is that I'm constantly going to jails and prisons and seeing people who look like me, who are behind bars and living in cages. Um, and so this, the science component I really want to get into to better understand for myself. When I'm leaving these jails and prisons and I'm feeling triggered and worked up and having to, um, Utilize all of these tools to kind of bring myself back to safety, um, why I'm feeling that way. Mm hmm.  Alyssa Calder Hulme: That sounds, I think that's so important that like, it sounds like you're talking about like embodiment, like mindfulness and being aware. And I would venture to say that no HR in America is set up to help people understand those. Pieces of themselves.  Whitney Knox Lee, Esq.: No. And somebody recently asked me, we were talking about like the DEI profession. So diversity, equity, and inclusion. Sometimes there's a B at the end, which means belonging and [00:03:00] why that's important. And this was some, this was coming from a black woman who owned her own law firm. Um, and so she was asking really as an employer, like, why is this important? Why do we need this? Because these days, like. People aren't showing up to work and just being like overtly racist. And, you know, to answer that question, it's really about creating a community or a space within the workplace where we can feel like we belong, where we're seen and where it's psychologically safe for us to show up. And so if I am experiencing being triggered because of the work that I do, feeling safe. To talk about that, to raise that, um, and then having systems in play within our workplace that can support me in that, you know, it's, it's part of. The, the reason or the, the need for D E I B. Do you  Alyssa Calder Hulme: [00:04:00] see, I I've heard a lot of different things about diversity, equity, inclusion, belonging, um, and we'll get to ambition. I always get off track, but I really want to ask you, um, as you know, per the normal way it goes in America. A lot of the times, um, there's a lot of performativity, uh, within the workplace. Um, D I, um. Groups being formed within companies and not really being informed or not being led by the correct people or not being educated Do you are you seeing that trend and is this some is this a another thing? We need to abandon and start over with or is it something we can work with do you think  Whitney Knox Lee, Esq.: I definitely think we can work? with it because Often what I see, so I work in the nonprofit world, um, and it may be different in the corporate world where theoretically there's more money. But what I see is often there are these like voluntary committees, like diversity committees, um, who are [00:05:00] tasked with doing this work. And oftentimes these committees are made of people of color. Who have other whole jobs within the organization and who are taking on this really emotion heavy, um, labor of trying to help this organization do whatever it is that the organization wants to do, whether that's be more inclusive, hire, um, from more diverse communities. Um, or, you know, whatever, whatever the goals are. And so I think it's a start, it's a start that people are talking about diversity or about equity or about inclusion. But I'd say two things. One, that these types of, um, movements within organizations need to be supported by power. Um, they need to be deputized. You know, they need to have resources to [00:06:00] actually be able to follow through with whatever the initiatives are that they're tasked with, I don't know, doing. Um, but also it needs to be supported by by the leadership. And so like they it needs money behind it. It needs recognition behind it. It needs support. So when I say support, I mean, like, I, I think executives We need to be lifting up the efforts of the DEI community or the DEI committee, attending the events, making things mandatory, um, you know, putting, walking the walk. We can't just say, okay, we're going to have a DEI committee, give them like a whole list of things to take care of, but then not give them any money, not give them the power to actually make the decisions. Like if you have a [00:07:00] committee and that committee makes a decision, but in order for the decision to actually be implemented within the organization, it has to go through two or three more layers of approval, then that's not actually giving that there should be no approval process. Exactly. Like that's not giving the committee the power to do anything because what's going to happen is it's going to come up against somebody, um, for approval who has not been a part of these conversations, who is not doing the work who might be removed from like. What the actual need is, um, who may not be a person of color and not saying that all people of color on the same page about this, but like it does require some internal personal work to be on this page of how do we make our environment more inclusive and how do we make our environment psychologically safe for folks of color to come to work here? Um, and then the last thing that I want to say about this is that. This work shouldn't [00:08:00] stop at diversity. Yeah, because it's not enough to have representation of people. And so when we talk about diversity, we're talking about quantity. We're talking about the number of people who are people of color or who are, um, gender non binary or who are LGBT or whatever, you know, the, the group. Um, it's not enough to just to have the numbers. If those numbers don't have any power and don't have any say within the organization. Um, so if. You're working at an organization that hires 50 percent folks of color, but all of those folks of color are in. Um, roles that are underpaid, um, overworked that, you know, maybe receptionists who have a lot of the front end kind of work load, but aren't really valued the same as. An attorney, you know, and in my [00:09:00] field, same as an attorney. So, um, then that's not, that's not inclusion. That's not equity. Um, it doesn't create an environment of belonging. All that you've done is created a diverse work environment. Yeah.  Alyssa Calder Hulme: No, I think, thank you. That's a, that's a really great answer. Is there, is there like a, a place to go to vet different companies and like, does Glassdoor have a diversity, equity, inclusion, quality control element, or is this mostly word of mouth to try and find a good workplace? Whitney Knox Lee, Esq.: You know, I don't know the answer to that question. I think there may Is it indeed? It may be Glassdoor. One of these websites does have like a, where people who work there can provide feedback as to what the culture is like. And then they might say it's, you know, doing well or not doing well. Um, but honestly, you know, I think we learn this through our [00:10:00] interview process. Um, we learn it through our engagement with the organization that we're considering applying for or the company that we're considering applying for. Like what has their impact been on the community? Are they in the community or are they just like sucking resources from the community? Um, who are they hiring when we're talking to The receptionist like what do they look like? Yeah. Um, who are we seeing when we go into the building? Um, not just the website picture, right? Exactly  Alyssa Calder Hulme: And it's hard with online hiring processes.  Whitney Knox Lee, Esq.: It is it is and then asking questions It's totally okay to ask in your interview like So do you have any equity or inclusion initiatives or, you know, stuff like that, what are, what's the breakdown of, of, uh, races that work at your organization? I mean, figure out a nicer way to say it or like a less, I don't know, blunt way, because also [00:11:00] this type of stuff, these types of questions do come with risk. Um, and the risk is they're going to decide that. You care too much. Yeah. And that you're not a good, you know, fit, quote, unquote for the company. Um, and that's fine. Like that's when you know that you don't want to work there. Um, but if it's something where like you need income to support your family, and this is the only interview that you've gotten in three months and you really don't have the luxury or flexibility to not get this job. Um, then yeah, you may not want to ask those questions. Yeah.  Alyssa Calder Hulme: Yeah, that's tough. Okay. Thank you for that. Um, let's shift now to ambition. Uh, we were talking a little bit before we started recording about your experiences with that word and your reflections on that word. Can you tell us a little bit about what that word means to you and what your thoughts, where they've led you? Whitney Knox Lee, Esq.: Yeah, um, I don't think I've [00:12:00] ever thought about that word prior to preparing for this interview, um, and well, and listening to your podcast. And the reason is. Um, I don't think that being ambitious as a black woman is safe. Um, for me, it hasn't been historically being ambitious, wanting to do more than maybe what's expected of me or wanting, um, more of myself. Uh, I don't think that that's safe, and so it's not necessarily that I am not ambitious or that folks of color are not ambitious, but we do what I do, um, consider it just a little bit differently, maybe, um, and I don't, I don't have. a name for it. Um, I know [00:13:00] that I'm somebody that is very mission based and value driven in all of the work that I do. And I know that I'm stubborn. Um, I know that if somebody tells me that I can't do something, then I most certainly will be doing that thing. Um, but when we think about the history of black folks in America, um, it's never been safe for us to do anything other than what we've been told to do. We have never had kind of full ownership over our physical bodies. And so doing things that are outside of what's been prescribed for us to do has. been a threat. Yeah, to white people and to the dominant culture, which is white, white dominant culture. Um, and [00:14:00] so I think culturally, um, like for me and my family, I come from a middle class black family. Um, I grew up in Seattle. My parents. Went to college. They also got, um, advanced degrees. So I'm not like a first generation of anything, really. Everything that I've done before my everything that I've done, my parents have also done. And what I was blessed with as far as my privilege of being a middle class growing up middle class, um, is that I grew up believing that I could do whatever I wanted to do. Um, and that to do whatever I wanted to do, it was going to take some work and some action behind it. Um, but I never, that was never kind of packaged as this idea of being ambitious. Interesting.  Alyssa Calder Hulme: So, [00:15:00] um, in our last episode, I talked to Natalie, who's a Latina woman, um, and talked a lot about how she was brought up to also believe that she could do anything she wanted, but then when she, like, really was a teenager and becoming an adult and was confronted with a lot of the xenophobia and racism things, that was surprising to her, and she's had to work a lot to overcome that, and so she was frustrated that she hadn't been prepared better for that as a child. It sounds like you had some level of preparation and you knew a little bit more about what you were getting yourself into. Is that accurate? Yeah.  Whitney Knox Lee, Esq.: So I do think, yes. Yeah. I think that's accurate as a black person. I don't know how to say this. The experience of black folks and Latinx folks is very different. Obviously, you know, I mean, I'm not telling you anything new, but one of the things I just had a conversation for Impostrix podcast with someone who identifies as Mexican who grew up [00:16:00] here in the United States. And what's clear to me is that for some, uh, Latinx folks, culture, there's almost like a bubble of culture, um, that they may be living within. For black people, for myself, I'll speak for myself only, it wasn't necessarily that. Um, our culture in my family is not very removed from white culture. We do not have. centuries of knowledge of our ancestry. So like, as far as I'm concerned, my family starts. In, you know, two or three generations ago in South Mississippi, I don't know where our family came from. So by the time my parents came of age and had us the culture that I was raised within was this white culture and it was a very, [00:17:00] um, like I knew that I was black. I knew what black people were up against. Um, but I also knew that my parents were able to overcome what they experienced, the racism that they experienced, um, to find what they considered to be success. And so I knew that it would be available to me, but that there were going to be challenges that I would face that white folks might not face.  Alyssa Calder Hulme: Yeah, the Black parents I've spoken with talk a lot about the burden and the absolute essential nature of preparing their children for the world. Walking down the street, going to school, getting jobs, getting pulled over. All of these things that many of us who might live in a bubble or who are part of the dominant culture just have no clue about. Um, so it sounds like survival and, and thriving with an asterisk is, is something that you were prepared to do, um, or, or set [00:18:00] up to do from your upbringing.  Whitney Knox Lee, Esq.: Um, yeah, I would say to some extent, I mean, I do, we're going to get into this, but you know, when thinking about imposter syndrome, I think part of the reason why I experience imposter syndrome and this feeling of not belonging or of being a fake or intellectual phony is because although I knew a little bit of what to expect. I still I look different than the people that I'm interacting with on a daily basis who have power like the ones that aren't behind bars. Yeah. Um, but also I don't have the, um, family history within the institutions that I think that some of. My white colleagues and counterparts have so I don't have that very kind of ingrained culture of privilege that [00:19:00] a lot of a lot of people. Yeah, right, grow up with. Yeah. And so I think to some extent like that still is still surprising to me that I'm still dealing with imposter syndrome when I'm 10 years. into lawyering.  Alyssa Calder Hulme: Okay. So, so from, from the lawyer's perspective, you say you work in these prisons. Um, are you able to speak a little bit about the history of policing and the jailing system? And, you know, we're talking about where belonging and imposter syndrome, like a lot of those institutions were established to capture, recapture enslaved people to make sure that they were staying where they are. Like that is the system that was really built for. Black people that the lawyer world being behind the desk rather than behind the bars like no wonder there's imposter syndrome Because it's literally not Structured for you. Can you do you have more to add to that or I don't know  Whitney Knox Lee, Esq.: Yes, I mean that's the perfect example, right? I mean this is this is like the [00:20:00] conflict that I live with like this is the purpose for imposter X podcast because I It's bizarre. It's a bizarre reality to be for me, for me to be someone that literally all it took was a little bit of luck and like not getting caught doing something that somebody else thought. Might be illegal. Otherwise I could be on the other side of those bars, you know, it's, it's that easy. And so to, to your question about like the history of policing, I mean, you're totally right. So our, um, legal system and our policing system is all based on the recapture. Of enslaved persons, as you said, um, it was never meant to provide safety for black folks.[00:21:00]  It was never meant to be fair for black folks. Um,  Alyssa Calder Hulme: it was about protecting white property, right? Whether that's human people or, you know, shipping things down at the docks, right?  Whitney Knox Lee, Esq.: And that's. You know, our constitution and the, our, our constitutional rights. The right to due process, the right to equal protection under the law, all of these things were never meant for black people. And it took going to court to enforce these rights, to get recognition. And not just black people, it wasn't meant for anybody other than white Europeans. You know, because through the years, there have also been Supreme Court cases where Japanese people are having to establish their citizenship or their right to be here. Um, of course, Native Americans still, you know, are [00:22:00] not afforded all of the rights that  Alyssa Calder Hulme: Others are, um, people that live in a category. They are a, what do they call them? A legal, a legal group organization.  Whitney Knox Lee, Esq.: Yeah. Yeah. Um, you know, people that live in our territories, Puerto Ricans don't have the same rights as people that live in mainland United States. Um, and so this system was never meant to benefit people that look like me. It was always meant to protect white. Um, and it's also this system that created what we know today as these racial categories of, you know, white, black, um, Asian, because before that, like it was just, we were living in our countries just being people. But then in 1619 with the start of the slave trade and the [00:23:00] start, well, not the start, but the start of people coming to what's now the United States. is when white settlers had to create distance. from the dark skinned people that were getting off the boat. And they needed to do that, not only for themselves as the ruling class, but for white indentured servants as well. They needed to create like the upper class, the middle class, who are like the overseers, the slave overseers. And then the lower class, the people that weren't people, you know, the people that counted for Three fifths of a vote, you know, um, and so it's all of this history and context that I think is really important for me, um, when I'm thinking about lawyering and how I'm showing up, um, because many times it really does feel as though I am an agent of this system that was designed to keep me subservient. Um, and so when we're [00:24:00] talking about ambition, I mean, everything I do is ambitious because everything that I do outside of I don't know, get welfare. I don't know, whatever people, whatever the, the dominant culture sees as my place as a black woman, whatever I do is something above and beyond what's been intended for me. And so, um, like for me, that's just living. That's just like life and showing up to work today, um, or showing up to my family today. Um, and it does, as I said, it comes with risk. It's not safe. I don't work. In psychologically safe environments. A lot of the time. Um, my like workplace where I go to do work is fine, but like everywhere else isn't going into courthouses. That's not safe. It's triggering for me. Um, I'm not often. I'm having to prove that I'm an attorney where other people aren't having to prove that their [00:25:00] attorney. I have to dress more professionally than my counterparts. I mean, I can't tell you how many times I I've shown up to court in a suit, which I feel like is appropriate, but there's a white man who's shown up and like wrinkled khakis and a sport jacket. Um, I'm not a part of the club of people that so when you go into courtrooms and if you're there a little bit early, you'll often see that there are attorneys that have like secluded themselves. Um, away from all of us common feet people, um, and they're like having chats, they're bantering and sometimes the judge might be there with them. Um, the bailiffs might be there with them and they're just kind of chilling. Like sometimes in South Georgia, this happens, um, behind closed doors in the hallways, um, leading up to the judge's chambers. Sometimes it happens in the courtroom, but like, I'm not a part of that club. Um, and [00:26:00] part of it is that I I'm a nonprofit attorney. The part of it is that I'm a black woman. And like, if I step into that circle, then the whole mood and tone of that circle changes. So you had asked another question, I think about like. I'm not sure. I think I forgot the second part of that question.  Alyssa Calder Hulme: No, we were just talking about uh, imposter syndrome and feeling of belonging or not and how the systems like literally aren't built for certain people. And so no wonder when we step out of our prescribed roles we're feeling that imposter syndrome because it's not like, it's not a personal insecurity, it's like literally This wasn't meant for you. You were never supposed to be here and yet you are here. And so it sounds like a lot of the work that you're doing is how do we survive and thrive in those spaces and take [00:27:00] care, take care of yourself and like be aware? And it's just so compounded by race. And by, by racial disenfranchisement and like histories and, and even like you're saying like family histories, like your own personal location of like who you are and how you got here. Whitney Knox Lee, Esq.: Yeah, that's right. Because I will say to that in some of our, in some communities of color. Um, the more successful, um, according to the dominant culture, the more successful you are, the further away you are from your culture of origin. Um, and you are kind of considered, um, an outsider or like in the black community, you'll be considered maybe like an uncle Tom or somebody that's a sellout. Um, and so there's also, you know, this pressure from within some of our communities that if we are [00:28:00] being, I don't know, successful, if we earned a seat at the table, then, um, you know, we're, we're somehow selling out and, and, you know, sometimes, not all the time, because obviously there's plenty of times where we are successful and our communities are proud of us. Um, and I think both of those can happen. It's not either and. Yeah, but it's just  Alyssa Calder Hulme: so much more complicated.  Whitney Knox Lee, Esq.: Right, exactly.  Alyssa Calder Hulme: So my, my classic example is like of a white guy that's being introduced and it's like, oh, he's very ambitious. Everyone's like, right on. And if it's a woman, it's like, what does that mean? And I can see how for a person who's, who's not white, then there's even more of that compounding, like, Suspicion or like concern or like it really is that like crossing that line into not following the socially prescribed role and then you're being seen as deviant like that's the sociological word is like, and it's not just, you know, someone who's [00:29:00] breaking a law needs to be thrown in prison, but like you cross that line into social deviance and people are very suspicious. Whitney Knox Lee, Esq.: All of a sudden, right, right and power because you know one of the. Characteristics. So, um, Dr. Tima Okun is the person who's come up with these characteristics of white dominant culture or white supremacist culture. The terms are kind of used interchangeably. Um, and she talks about white dominant culture as this culture where Everything around us is taking on and adopting the value of the white middle class. Um, and so it shapes our institutions, it shapes our media, and it shapes the way that we see each other. And that includes whether we see somebody as good or bad, dangerous or not dangerous, or to your point, ambitious or not ambitious. Um, and so for folks of color, ambition is like a tightrope that you have to [00:30:00] walk, because the moment that You are perceived as a threat to power. Um, the moment You are not, you know, you're not useful anymore. And whether that's, um, somebody who's trying to get a job somewhere and maybe they're the person that holds the position that supervisory to them, um, feels as though they're. out of line for asking questions. Um, I know we all have heard of situations where like a white man basically can get away with some things that a woman can't. Um, and you know, for folks of color, it's even more that like a white man or a white woman can get away with something that a person of color, um, could not because the moment that we ask these questions, then it becomes, you know, people assign a tone to our voice. Thanks. Or, um, attitude, right. Aggression. Yeah. Whereas, you know, for white [00:31:00] folks. That same tone is not assigned. It's thought, like you said, of like a positive quality of, um, being ambitious or being curious or asking the next white question, right question, or, um, you know, it's just framed differently and we, in our society. Um, then this society that, you know, survives on, on capitalism, there's only so much power. And so we have this scarcity mindset. And that's one of these characteristics of white supremacist culture that Dr. Akun talks about is that there's not enough power to go around. And so people who have power have to hoard power and have to keep power. And people who don't have power, we have to keep them there. Because the alternative to this, like, imbalance is that everybody has power. And if everybody has power, then what does power really mean? Um, and so if we [00:32:00] want to keep this system where we have rich people, um, where we have, uh, people that I don't know are better off or are good, then we also have people who are bad and people who are poor and people who are less than. Um, and people are really tied to that, that system. Um, that's the system that our country was founded on. That's the system that's still in play. And, you know, I think what's really important is that capitalism, uh, I believe can't be separated from racialization and this idea of like racial. Um, capitalism where the value, um, so it's a process of deriving social and economic value from the racial identity of another person. And this term racial capitalism, um, was coined by Cedric Robinson [00:33:00] and his book, black Marxism, and it. He's talking about this idea that we can't have capitalism without having, um, exploitation of folks of color, because that's how we got our money, right? That's how we got our power in the United States is through exploiting folks of color. Um, and whether it was their labor or their physical person or their minds or their entertainment, the way that we sing, the way that we dance. Um, and we live in this world where the things that can be exploited from folks of color will be and all of the, you know, struggles or the like real life human issues that folks of color experience, just like white people, um, [00:34:00] is now made just an issue of folks of color. So like poverty, um, criminality. You know, and people use this, the fact that there's a, um, disparate impact that our criminal legal system has a disparate impact on folks of color. And they just say, well, that's because folks of color have a higher, I don't know, what is the word? They, they're more likely to commit crime. Like, that's not true. There's nothing about us that makes that true. Um, so yeah, I think I got a little bit off, off point, but I just really wanted to talk about just this idea of racial capitalism. Oh, yeah.  Alyssa Calder Hulme: I think it's really important and like what you're saying, like, in order for someone to be good or on the right track, it means that other people have to be off of it. And that's like one of these like binary thought processes and that's, you know, that's part of how the racialized system was established was like, [00:35:00] this is what is good and that is what is other. And so there's always that like foil that has to be there in order for the structure to function. And then, yeah, if everyone has power, if there's no foil, then. There is no power and everyone is, you know, no one can control other people. Like it's, it's just so fundamentally there. And, and I think what you're saying about ambition is how that, like being ambitious is putting yourself at risk always. Like that frames it so night, like, so not nicely, this isn't nice. Um, it frames it so accurately. Because you are threatening the system, and you know, we feel those in, you know, there's microaggressions, there's those little tiny interactions that happen. It's so interesting, because it's not like there's some big clash all the time. I mean, there are big clashes, but this is happening in these tiny, tiny moments throughout all of our lives, all the [00:36:00] time. It's like being reified, and like the The social response to being seen as that, like deviating from that path, that, that's like, um, in sociology, we call it enemy. Like it's, um, social punishment. I'm missing the exact word, but like, like people are just trying to get you back into your space constantly. And so if you're stretching beyond what is socially expected, you are putting yourself in greater harm and greater risk constantly, but also. People of color have to do that in order to survive because the system is not set up to support them. And so you are in this, I don't want to say no win situation, because I think there's, there are other pathways out there, but that's the reality if you're gonna be in the capitalism of the United States at this point in history. Whitney Knox Lee, Esq.: Yeah, it just [00:37:00] takes a lot of energy. Yeah. I mean it's very It's an exhausting thing because it does need to be purposeful. Like if we're going to go against like not even capitalism, I don't even have to like, I'm not even saying, you know, whatever, whatever your beliefs are about capitalism is fine. But if we're going to, um, create environments where it's safe for everybody to be ambitious. Um, then that takes effort and like affirmative action it takes when you're seeing something happen where maybe a person of color is being, um, identified as somebody who's aggressive or you know, you're in a boardroom and there's hiring decisions being made or promotion decisions being made and a person of color is getting passed up because they work too hard. You know, our role there as people, you know, if you have privilege is [00:38:00] to speak up and question it and not even say, Oh, you're wrong. That's racist. That's bad. But just to say, Can you tell me more about that? Can you like, I'm trying to follow your thought process. Can you just help me figure out where you're going? And by questioning in that way, and really trying to get the person to identify What their real concern is, you know, you might encourage them to like, say these words out loud so that then they're thinking to themselves, okay, maybe that's not, that doesn't actually sound. That didn't come out how I meant it, you know, when it did, but like, it just doesn't sound very good coming out and so, but allowing that person like engaging that person in conversation may help them to figure out like, what is it that they're looking for? And how can we like one is the thing that they're looking for the thing that actually needs to happen. And if so, like, how can we get there in a way that's more equitable, instead of, you know, putting [00:39:00] these labels on people based on stereotypes based on white fear of losing power, and I'm not wanting to share that power. Yeah.  Alyssa Calder Hulme: Thank you. Um, with all this in mind, is there a space that can be created or is existing or that you've experienced where black ambition, people of color's ambition is safe within certain constraints or certain communities or places? Like, are you, do you, is there a safe place being built?  Whitney Knox Lee, Esq.: I think there are safe places for me. I have a sister circle. Um, you know, bringing it way back down to like the personal level, I have a community of people around me and we celebrate each other. We celebrate each other's accomplishments and we encourage each other to do the next thing if that's what they want to do, whatever that next thing be, [00:40:00] or sorry, whatever that next thing is. Um, I think in organizations like this is a role that the diversity, equity, inclusion, belonging work can can fill is creating a space where black ambition is safe. Um, but I think like. On the larger scale. No, I mean, we, we had a black president and you've seen what that's resulted in. I mean, like, there's no, we were able to elect somebody into office that holds, you know, the most powerful position in the world. And the backlash. We're still living that we will be living the backlash of that. Um, you know, probably throughout our lifetime. And so I don't know. I don't think that black ambition is safe, like on a larger scale. Um, [00:41:00] but I do think that there are communities where it is safe. Um, one of the first places that I found real kind of. I guess I just felt seen was an Essence magazine, um, reading through Essence magazine and reading about people like myself. Like, I don't know. I just felt for a couple of years I had a subscription before, um, COVID and I don't know, I just felt empowered and like I was seen when I was reading through that. Um, and so that's just like, A small example of a, of a space of a community. Um, but I, I mean, we're living in this racialized capitalistic system. So while we have that, no, I don't think that it black ambition is safe.  Alyssa Calder Hulme: How do you mind speaking a little bit to maybe how that's affecting your parenting? I mean, you said you're a mother. Oh, I know. It's like [00:42:00] a whole, a whole thing.  Whitney Knox Lee, Esq.: Yeah, I'm terrified. So everything about being a black woman. Um, can be terrifying and starting with pregnancy and maternal health. Um, and I, I live in Georgia, Georgia has one of the highest rates of black female, um, mortality for people who are pregnant. Um, we also have high rates of black infant deaths. Um, after birth for no reason, I mean, like not, I shouldn't say for no reason because of racism, you know, and medical racism, uh, and, and so, you know, I've had really traumatic births, um, that I still am like finding myself triggered. Now and then when I'm, when I'm speaking to people, um, [00:43:00] and when, and I, and so I also have an autistic son, um, and he's three years old now and he's black. Alyssa Calder Hulme: The whole neurodivergent space is just full of white supremacy, like the, to the craziest degree, IQ testing, support systems, schooling systems. It's, oh my gosh,  Whitney Knox Lee, Esq.: huge. Absolutely. And so that's a thing. And one of the, like. One of the decisions that we had to make last year was whether or not to, um, enroll our son in ABA therapy, applied behavioral, what is it, analysis or something? I don't know. Um, there's all this controversy about ABA therapy. Um, I don't have a position on this controversy. All I know is that I need my son to be As little of a threat to white people as possible and that I saw and my husband saw ABA therapy as a way to help make that happen because he's already a threat. Um, so I have a [00:44:00] neurotypical son and a neurodivergent son and they're already threats because they're little black boys. Um, but if my autistic son. Is not showing up, um, as people are expecting him to, if he is being too quiet, if he's being too loud, if he has explosive tantrums, if he. I don't know looks if he stares off into space if he is not functioning how his teachers expect him to function or how the police expect him to function or any random person, then he's at risk. Yeah, he's at more risk than him.  Alyssa Calder Hulme: Other people's children than white anyone, any other child, probably  Whitney Knox Lee, Esq.: exactly. And so, you know, for us, ABA therapy meant a way to help Royce, our son, um, [00:45:00] I don't want to say conform or assimilate, but how to manage his behavior and how to learn social skills so that. He can basically show up more of how people are expecting, you know, I mean, and that's just the fact of the matter, whether or not I think it should be the case that he should have to do that. All of that stuff doesn't matter because it is what it is. Um, and so to your question about like parenting and racial capitalism and black boys and all of that, like, it's terrifying. It's terrifying. There's no, there's nothing. Like there's nothing to make that sentence better. It's just terrifying.  Alyssa Calder Hulme: Um, have you heard of, um, Trina Green Brown Parenting for Liberation? It's a book. No, I haven't. Um, so I was able to listen to a, a class that she gave, she's also a Black mother, um, [00:46:00] talking about racial trauma, raising children, and Working through her own stuff and trying to let her kids teach them survival skills, but also let them have like liberation and joy. And, um, that's a nonprofit in Southern California, um, that I think is just wonderful, but I I'm reading that book right now. And it's talks a lot about that. Um, and it's geared towards black parents. That's who it's for. Um, but I've been learning a lot through, through her stories there. And yeah, it's a lot, it's a lot.  Whitney Knox Lee, Esq.: It is. There's a lot that goes into. To black parenting because our parents were raised by parents who had children like disappearing with no explanation. I mean like, of course we still have that happening, but We, we were just raised by parents whose parents grew up [00:47:00] in the thick of it, like pre-Civil rights movement. And so what that means is that what our parents learned from their parents and have passed on to us are these ideas of like how survival, these ideas of survival. And that looks like. Staying in line like staying in our place, not acting out. And so, you know, in the legal profession, we see sometimes, um, families who are caught in, um, juvenile court proceedings because they discipline their Children in public. And for black families that might mean spanking, that might mean hitting people with a switch. Um, and while that's not something that I want to do, and frankly, most of the parents that I know that are my age, like, don't want to hit our kids.  Alyssa Calder Hulme: I don't think anyone wants to, but if you think it's going to keep them alive, like, just do it.  Whitney Knox Lee, Esq.: Right, exactly. And that's, that's the thing. It's like, so, I [00:48:00] love, you know, hearing about Parenting for Liberation because What I've learned, um, is that in order to keep our kids alive, we need to discipline them in a way to basically scare them from doing anything out of line. And that can mean using violence. My own parents did not, um, use violence, but my grandparents did use violence on us and then on, you know, on my parents. And so we're also left with like this, okay, so how do we, how do we navigate discipline if we don't want to like hit our children? Um. And so, yeah, I've got a lot to learn in that, in that respect, because I'm a cry it out person. I was like, I can't, and I'm somebody that, um, live with postpartum depression and postpartum anxiety in addition to this trauma. And so like really early on, it was clear to me that like, I just can't handle you. Like I want to hit you. So let me walk away and you go and [00:49:00] cry. Yeah. Um, because I can't do this. So my children are like the timeout kids and they'll go to your room and think about it, kids and like, leave mommy alone kids. Um, because like, I, you know, I have a lot to learn in that area for sure.  Alyssa Calder Hulme: It sounds like a lot of healing and creation and then there's the generational trauma, but then there's also generational healing. And I mean, I see that to agree with my kids or I'm just like passing it on. Like you'll do better than me. And I will do everything I can to set you up for a better life and I'm sorry, I'm doing my best.  Whitney Knox Lee, Esq.: Yeah. Yeah. And just like letting our kids be has really been my husband and I both struggle with that because letting them be means that they might not be safe. Um, and balancing those, those two things. It's hard.  Alyssa Calder Hulme: Yeah. I have, I have neurodivergent children as [00:50:00] well. And it compounds. My concerns for them.  Whitney Knox Lee, Esq.: Did you guys, um, utilize ABA?  Alyssa Calder Hulme: No, we don't have autistic children. Um, Okay, but I have a lot of friends that do we have a lot of other things that so we have ADHD. We have dyslexia we have dysgraphia, dyscalculia, anxiety, depression, I've wondered about autism, but we've never had that diagnosis so far, um, and I, and I originally was just so grateful to have an idea of what was going on and then unpacking, uh, how that diagnosis process comes across and how it's, um, implemented. And I was homeschooling my children at the time and the, the doctor's response to me as a homeschooling mother was just that it was me and that I was doing a bad job and just like. Wow. There's a lot of sexism in Utah, like it's a thing, but, and then going through the school [00:51:00] process and getting support and, and therapies and all kinds of things, um, it's heavy. It's a lot. And it's really under misunderstood. Certain things are like, I think ADHD is getting a little bit more understood, at least for white kids, white boys. Yeah. Um, but. I don't know. I think it's, I think it's an our generational thing that we're trying to heal and get better. At least those are the people I'm choosing to surround myself with. And it means a lot of parenting of our generation are doing it completely differently from the way we were raised. That's a lot of work. And it's a lot of unpacking. A lot of healing work. It is!  Whitney Knox Lee, Esq.: And like, I'm really curious, like, I look forward to hearing about what this is all going to look like when you go back to school. Because, like I'm first of all, I'm not like stay at home mom homeschool mom material like that is not me. I can't do it. I don't want to do it. They drive me crazy. [00:52:00] Um, but adding on this component of like neuro divergence and all that that means. Is a clusterfuck. I mean, it's like, absolutely expensive. Oh my gosh. So expensive. So, so, so expensive. Um, there's so much logistics that go into it. There's so much. I mean, like getting people to where they need to be, um, getting the, the therapies.  Alyssa Calder Hulme: And just trying to like learn your child and they're all different.  Whitney Knox Lee, Esq.: They're like, all the children are different, which is like a trip to me still that like Everett is not the same as Royce and Royce is not the same as Everett. Um, yeah, it's, it's a lot.  Alyssa Calder Hulme: Yeah. So, so we had to reschedule this a couple times because of me and I'm sorry. Um, but part of what's happening right now is we have a really hard time with transitions. lot [00:53:00] of people with autism do. Like we're all neurodivergent over here. It's really stressful. It's really hard. We're, we're getting our house ready to rent. We're finishing our basement right now and we're trying to do a lot of it ourselves. And then my kids just ended school. So we're starting summer. Um, I just ended my schooling. So I'm transitioning from being full time school to now full time stay at home mom again, which. is really hard for me because I, I did homeschool for four years and it was wonderful. And I was very done with it when I was done and, and basically like been working full time being in school and now I'm at home again. And then we're, you know, prepping to not only move, but to move across the country and going from rural Utah to suburban Chicago, uh, is going to be a drastic change. And yeah, we're leaving our doctors and our therapists and our friends and our support networks and our community here in. All of those changes are really big and like the kids that's that's the one Thing that has been the hardest with this move and with [00:54:00] me making my choice of what I want to do with my life and where I want to go to school and None of the other things really matter to me It's my kids that matter the most and it's been really challenging to make this decision I think it will be the best one in the end. Um, but yeah, it's it's a hard thing to manage all of that and I mean, I, I've been the primary caretaker of our children for their whole lives, 12 years now. And so I'm very aware of how this stuff affects them and the mental load and all that. So, uh, yeah, we'll see how, how much time I'll have to actually share and peel back all the layers here and talk about it. Whitney Knox Lee, Esq.: Yeah. I mean, it's. Yeah, but you guys can do it. And, and kids are resilient. Well, I feel like there's so much Royce, my autistic child. I just feel like it's so much more resilient than I ever was. Um, because he, and, and part of it's his [00:55:00] age is that he can learn. Yeah, he can. Adjust if he, if he needs to, but he also is so stubborn and just hold on to his himself, which is amazing. Um, he lets, you know, if he's not pleased,  Alyssa Calder Hulme: such a gift and such a challenge  Whitney Knox Lee, Esq.: it is.  Alyssa Calder Hulme: Yeah. I think it'll be really good for our whole family, but especially my children to be in a more diverse environment. Um, we're homogenous place right now and. There's going to be a lot of really wonderful, wonderful, good things for them to explore and to learn and to create friendships and communities and, um, and bonds with other people that are, that look different from them, that have different beliefs, that, you know, all of those, those things that we've been talking about, that's something I really value. So it's more than just. It'll be a blessing to them. It's just harder to see that on this side of things, you know?  Whitney Knox Lee, Esq.: Yeah. Yeah. So how old is your oldest 12?  Alyssa Calder Hulme: She will be 12 in September. Yeah. So they're still all [00:56:00] elementary school. They'll be close by. We're going to, you know, be able to walk everywhere we need to go, which is really awesome. Whitney Knox Lee, Esq.: And it'll, it's just, it's a big change from what we're used to. It is.  Alyssa Calder Hulme: Okay. Well, so much for being on the podcast. We've covered so much ground, Whitney. Thank you. Um, I really appreciate you. Explaining this and talking through it and delving into, to race and experience your experience as a black woman, I know that's work and effort and labor, and, um, I really appreciate it. I know our listeners do as well. And I know there are many listeners out there who are going to feel really seen because of what you said. Um, yeah, it's making me rethink the way that I approach that word and experiences and just really. Taking a step back and making sure I see more of the big picture and making sure that when I talk to people, I have space for for all of their responses and [00:57:00] experiences. So, so thank you for opening up and sharing with us today. I really appreciate it.  Whitney Knox Lee, Esq.: Yeah, thank you. Thank you for having me. It's been a, it's been a pleasure.  Alyssa Calder Hulme: I always love to talk to other podcasters. It's so much fun. Yeah. To hear where they're coming from and what their passions are because we like to talk and we have passions. Whitney Knox Lee, Esq.: Yes. Absolutely. Absolutely. Thank you so much. Um, yeah. And so people, so the name of the podcast is Impostrix podcast and, um, we are on Spotify and Apple and Amazon. And people can find us at www. impostrixpodcast. com. And then on Instagram at Impostrix Podcasts are the two main, main places. Awesome.  Alyssa Calder Hulme: Okay. Anything else you want to share with us before we close? No,  Whitney Knox Lee, Esq.: I just I hope that, um, you know, these I want to say that these conversations are hard like conversations about race and understanding each other and where we're coming from and how our race impacts like our perspective on even things like ambition, um, can be [00:58:00] difficult to have and I encourage folks to, um, continue to try and push their boundaries around, um, the conversation, um, when it includes race, um, and to To To come. Somebody recently told me not to even assume the best, but just assume nothing like when you're having difficult conversations, whether or not it's about race or whether somebody is giving you critical feedback, um, assume nothing so that you can just hear the words. Um, and, and, you know, use that as a starting point. So that's my, yeah, that's my challenge for folks today is we're thinking about, like we talked about race, we talked about DEI work, we talked about racial capitalism and colonialism, and, um, these are topics that. Folks go through their, you know, normal day, week, month without talking about or thinking about. Um, so to the extent that it's uncomfortable, I encourage people to lean into that. Yeah. Thank  Alyssa Calder Hulme: you. I appreciate that. That's [00:59:00] our ambitious challenge. Stretch yourself. Stretch yourself into discomfort, especially if you are a white privileged person, especially. Awesome. Okay. Thank you so much, Whitney. I really, really  Whitney Knox Lee, Esq.: appreciate it. Thank you.

Bagi kamu-kamu pengguna platform X, akun @jellypastaa mungkin sudah nggak asing lagi ya. Akun ini kerap membagikan trivia-trivia menarik tentang dunia hewan. Salah satu konten mereka yang viral dan fenomenal bercerita soal gajah. Jumlah views-nya sampai tembus jutaan. Alhasil, si @jellypastaa makin populer dan mulai diperhitungkan. Sumber-sumber cuan pun mulai merapat. Siapa sih creator di balik @jellypastaa ini? Gimana caranya bisa dapet duit di platform X? Aline Wiratmaja bakal ngulik-ngulik jawabannya langsung bareng Asta Ebrahim, content creator X, pemilik akun @jellypastaa. Kamu bisa dengerin obrolannya di Uang Bicara episode "Raup Cuan dari Platform X" di KBR Prime, Spotify, Apple podcast, dan platform mendengarkan podcast lainnya.

Love Scam Berkedok Akun Cewek Cantik: Berujung Penipuan Sampai Human Trafficking!? Cerita tersembunyi di balik pesona online dating! Episode podcast kali ini membongkar modus operandi love scam yang menggunakan akun cewek cantik sebagai umpan. Bahasannya akan membawa Anda pada perjalanan mengerikan ke dunia penipuan dan bahaya trafficking yang mengintai. Jangan biarkan diri Anda menjadi korban selanjutnya! ————————————————————— ~Support kami di: *Saweria: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://saweria.co/talk2talk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ *Karyakarsa: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://karyakarsa.com/talk2talk/support⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ~Check and Follow: *Instagram Talk 2 Talk: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/officialtalk2talk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ *Youtube Talk 2 Talk: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/c/talk2talk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ *Facebook Talk 2 Talk: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/officialtalk2talk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram Andriy: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/giovani_andriy

Dunia start up masih diliputi mendung tebal. Musim dingin di sektor teknologi (tech winter) belum berlalu. Padahal di era pandemi, sektor ini hot banget dan jadi idaman tempat bekerja anak-anak muda. Namun, situasi berbalik, banyak start up yang bangkrut dan terjadilah badai layoff yang masih berlangsung sampai sekarang. Dari situ, terkuak realita tentang dapur perusahaan-perusahaan start up yang selama ini tak pernah diketahui publik. Nah, di media sosial, ada akun @ecommurz yang rajin banget ngasih info-info menarik, menggelitik, dan mencengangkan soal per-start-up-an di Tanah Air. Akun ini bahkan jadi rujukan media internasional lho. Gimana sih @ecommurz bisa sedigdaya ini? Dengerin aja obrolan Aline Wiratmaja langsung bersama podcaster at Ecommurz Andriy Hadinata di Uang Bicara episode "Singkap Realita Start Up Bareng Kucing Tengil Ecommurz" di KBR Prime, Spotify, Apple Podcast, dan platform mendengarkan podcast lainnya.

Seseorang yang bergaji seharusnya makin bisa mengatur uangnya untuk investasi. Sayangnya yang mampu dan paham investasi biasanya sudah menerima edukasi keuangan dari keluarganya. Mereka dari kecil sudah punya tabungan dan menata keuangan mereka. [Personal Blog] Buku Perencanaan Keuangan OJK https://lnkd.in/gBqbkKrm Daftar Kode Kliring BCA https://lnkd.in/gw9ma3ui Bebek Kaleyo Behind The Scene https://lnkd.in/gDs6M3ns Rumah Sakit PON pakai BPJS https://lnkd.in/gZD6wXcP Kerja Freelance dari rumah bersama Appen Global https://lnkd.in/gufGtdpz Swift Code Bank https://lnkd.in/gUmXUBgz Tips Download Keuangan Emiten 5 Tahun https://lnkd.in/gi2bFCK3 Bahas Saham https://lnkd.in/gDsxjtA

Dengan membuat pengeluaran bulanan, anda dapat merencanakan pengeluaran Anda dengan lebih baik. Ini membantu Anda memiliki pemahaman yang jelas tentang berapa banyak uang yang masuk dan keluar setiap bulan. Dengan demikian, Anda dapat mengatur keuangan Anda, mengelola tagihan dan kewajiban finansial dengan tepat, serta menghindari kelebihan pengeluaran. [Personal Blog] Buku Perencanaan Keuangan OJK https://lnkd.in/gBqbkKrm Daftar Kode Kliring BCA https://lnkd.in/gw9ma3ui Bebek Kaleyo Behind The Scene https://lnkd.in/gDs6M3ns Rumah Sakit PON pakai BPJS https://lnkd.in/gZD6wXcP Kerja Freelance dari rumah bersama Appen Global https://lnkd.in/gufGtdpz Swift Code Bank https://lnkd.in/gUmXUBgz Tips Download Keuangan Emiten 5 Tahun https://lnkd.in/gi2bFCK3 Bahas Saham https://lnkd.in/gDsxjtA

Berita Koran Tempo hari ini: Pemerintah memilih impor kereta baru ketimbang kereta bekas untuk menutupi kebutuhan armada KRL yang pensiun; Akun pornografi di balik penyebar hoaks dan buzzer politik; BRIN menghentikan berbagai program riset strategis. --- Baca informasi harian komprehensif lainnya melalui website koran.tempo.co atau mengunduh aplikasi Tempo. Kunjungi https://s.id/bacatempo untuk mendapatkan promo berlangganan Rp 99 ribu setahun. Kritik dan saran: podcast@tempo.co.id  

Terapeuttimme Ruusa ja Aku Hentilä keskustelevat podcastissamme vihan tunteesta parisuhteessa. Onko vihaa olemassa, vaikka se ei näy? Voiko kiltti ihminen olla myös vihainen tai päinvastoin? Ruusan ja Akun keskustelussa voi kuulla paljon olennaisia seikkoja vuorovaikutuksesta. Miten reagoimme ja tulkitsemme toisiamme omista tarpeistamme lähtöisin päämääränämme täyttää toisen tarpeita, joita itse asiassa emme voi tietää ellemme kysy. Miksi tyydymme luottamaan kysymättä omaan tulkintaamme? Ehkä emme uskalla kysyä ja tulkitsemme, koska viha pelottaa? Mutta mitä viha todella tahtoo kertoa ja onko viha lopulta hyvä ja hyödyllinen tunne? Podcastiltamme selviää uskaltautuiko vihainen Ruusa haastamaan Akun painiin pellolle. Tutustu lisää osoitteessa www.ihminentavattavissa.fi

1. https://andalpost.com/semangka-buah-segar-pilihan-saat-bulan-ramadhan-kaya-akan-manfaat/ 2. https://andalpost.com/presiden-minta-batas-pemberian-thr-pengusaha-ke-karyawan-maksimal-18-april-2023/ 3. https://andalpost.com/partaisocmed-akun-twitter-penguak-keluarga-pejabat-hedon-di-medsos/

Bersama dengan mimin txtdaribekasi kita ngobrolin banyak tentang sejarah berdirinya akun yang banyak membantu warga Bekasi dalam mendapatkan informasi yang mungkin tidak terjangkau oleh media lokal, ataupun media nasional.Kita juga ngomongin soal Bekasi, dan berbagai pencapaian sebagai akun txt, baik itu yang berimpact langsung kepada masyarakat, ataupun kepada dirinya sendiri sebagai personal.Kira-kira, bagaimana selanjutnya Ia akan mengembangkan akun ini kedepannya? Dan apakah membuat akun seperti ini bisa mendapatkan cuan atau hanya mendapatkan kebahagiaan karena menolong banyak warga Bekasi saja? Dengerin eksklusif di Podcast Hydrant! Hosted on Acast. See acast.com/privacy for more information.

Johannes Teppo kilautti kaukopuhelun Euroopan eteläiseen kärkeen. Puhelu tavoitti nilsiäläisen Matti Kuosmasen, joka tuttuun tapaansa on Espanjassa talvehtimassa yhdessä vaimonsa Marja-Liisa Kuosmasen sekä Aku-koiran kanssa. Tässä haastattelussa päätähteä näyttelee juurikin tuo savolaisten hyvin tuntema hyvän tuulen tuoja, espanjanmastiffi Aku. joka nappasi itselleen suvereenin voiton Viikkosavon perinteisessä "Vuoden kuopiolainen" äänestyksessä. Minkälaisia onnen värähtelyjä nämä voittouutiset ovat Aku-koiralle aiheuttaneet? Muunmuassa siitä tarkemmin kertoo Akun tunteiden tulkki ja isäntä Matti Kuosmanen.

In this episode, we return to MOLIAE Short Stories in“Episode 63: Queen Hagar enters the realm of Orion” with author & Director, Nichel Anderson as host that highlights the royal family and members of the Akuni as well as the young Daniy'el the future King of Kodesh with his Akuni Father Nergal in the the skies of Orion for a major diplomat meeting with the ruler of Orion concerning the forthcoming vote of whom will replace General Hanee high rank position on the council of Unkeno. The next monthly dates will be posted in description to when the next will be and I do still plan to release bonuses. Do follow me on my other podcast show “Surviving Your Journey Towards Success” *Do look out for my objective to package up each season of podcast audios and sell those that the revenue will go into my dream of filming a feature for my book and my other MOLIAE Brand enterprise businesses that will give to special charity causes. If you haven't yet, follow my NFT Collection on twitter and Discord server do so today - twitter.com/moliaeworld   REVIEW OF LAST EPISODE ATLANTIS: We are amongst the Truth Seekers of Akun where the trial vote is underway for those responsible for Metum previous disappearance now returned home to capital of Atlantis resting, while his younger twin siblings, Arinte and Makata is in the secret dome of judgement deep in the ocean below with other dipolmates from around the world and galaxies. The judgement proceeds of them and Cheaowka who is Metum's wife in a dramatic fashion. HIGHLIGHTS FOR TODAY PODCAST EPISODE: In this episode today, Episode 63: Queen Hagar enters the realm of Orion”  to where we will begin the moment that the royal family of Mitsrayim arrives with the Akuni on a mega starship to Orion to speak on who should. The ruler hardly seen of Orion enters the storyline – Wion that seems to know of Queen Hagar since her birth and of her mother, Queen Mother Mami that links the understanding to how Queen Hagar understood the Orion language better than Nontu in the Episode 1 “Before the Time of Princess Aamina”.   SEASON 6 Show Episodes Releases on Monday by 10am EST October 17, 2022  - "Why I emphasis love in my short stories" November 14, 2022 - "Part 8: Atlantis: We are amongst the truth seekers of Akuni"  December 12, 2022 - "Episode 63 'Queen Hagar enters the Reality of Orion"  January 16, 2023 - "Character Breakdown of Atlantis" February 20-24, 2023 - "Power of Reading Week Long Event" releases episodes Mon, Wed, and Fri March 13, 2023 - Director Clip Notes Mahogany Part 4, published 1/14/2019"   April 10, 2023 - "MOLIAE Short Stories Epi #64 Hanee sends a letter to King Mahlon for an Allegiance" May 22, 2023 - FINALE SHOW Season 6 MOLIAE Short Stories Epi #65 King Mahlon speaks of disloyalty before the GODS of Pleiadeans and an Orion is born" - Summer Break 2023 June 26, 2023 July 31, 2023 August 28, 2023 -- FOLLOW MOLIAE on YOUTUBE - livestreaming & giveaways YouTube Channel - subscribe today https://www.youtube.com/moliae --- ANNOUNCEMENTS   NFTs Collection "Pyramid Mystery Temple Reunion" PMTR the MINT date is TBA. Visit official website: MOLIAEWorld.com MOLIAE Token is TBA get ready plans to be utilize on official cryptocurrency, NFTs website MOLIAEWorld.com Follow this MOLIAE Project on twitter.com/MOLIAEWorld & share it. PMTR NFTs collection is of 10,000 classmates that are pixel pyramids on Ethereum blockchain with symbolism and meaning with numerology and astrology as our ancient ancestors did so in Sumner and Ancient Egypt/Mitsrayim. In this collection theme purpose, additionally, the mystery to whom took their swords is uptmost concern, in particular, the 24 HUJTA swords (there are more swords assigned to each pyramid) when the call to vote (for whom will be task to solve the mystery that will launch another NFTs future collection "Aspu Legends of Lions" that will be in 3D) follow the storyline that is the bedrock of intrigue written by no other than the prestige Ms. Nichel Anderson creating the official MOLIAE World from her book "Mitsrayim: A Memoir of A Past Life in Ancient Egypt". The  PMTR NFTs collection Utilities Portfolio will be announce soon as when the website is available for view soon.  --- MOLIAE Music "When Love Was Divine" now available for download as the anticipated wait for the album. -- MOLIAE Comic book series episodes will be announce for the timeline before the podcast series - "The disloyalty amongst the Tribal Leaders" available on Webtoons to catch up on this saga series: Vol 1  "A Deal Was Made In The Cosmos"  -- FOLLOW MOLIAE on Social Media & Share this! Instagram Pages - Follow us, Share this: MOLIAE8 : https://www.instagram.com/moliae8 and… MOLIAEBeauty8 : https://www.instagram.com/moliaebeauty8 — Facebook Production of MOLIAE https://www.facebook.com/moliae SkinCare Beauty brand for Kings and Queens https://www.faebook.com/moliaebeauty Twitter Social Page https://www.twitter.com/moliae Skincare Twitter Page: https://www.twitter.com/moliaeb  -- Tune and follow, share it with someone else and subscribe to MOLIAE enewsletter at moliae.com Buy The Book:  "Mitsrayim: A Memoir of A Past Life In Ancient Egypt" Available on Amazon.com -- Support This Podcast Show - Buy Our T-shirts https://moliae.com/collections/moliae-tshirts-and-hoodies ---- Check Out Brand of Essential Body Oils At: MOLIAE Beauty Shop: Https://moliaebeauty.com   Get Our Signature Body Oil “Ankh Ra 360”: https://moliaebeauty.com/products/moliae-ankh-ra-360-body-oil   GIFT BOX KITS ! You want to send Ancient Egypt in a beautiful one of a kind present treasure chest? Order our gift box kits and be like a Royal ! You remember the times..   https://moliaebeauty.com/collections/gift-box-kits

Gara-gara Elon Musk membeli twitter, banyak yang mulai mencoba (belum tentu pindah) ke Mastodon. Bagaimana sih ceritanya? Apakah Mastodon akan sukses? (koreksi: di video saya mengatakan distributed, harusnya federated) Akun saya di mastodon adalah @rahard (noc.social dan mastodonindonesis.com)

UKPラジオ第122回目のゲストはSPiCYSOL・AKUNさん、PETEさんのお二人！ AKUNさんはvol.20にKENNYさんと共に来てくれた以来、PETEさんは初めての登場です。 “PETE”という名前を付けたのはUKPラジオにも登場してくれたあの人！ まずはそんな初登場のPETEさんについてのあれこれや、AKUNと出会った当時のことなどを聞いていきます。 そして、SPiCYSOLは10月26日にメジャーセカンドアルバム「SEASONS」をリリースしました！ バンド初のクリスマスソング「Holy Night」も収録されています！ アルバム制作の裏側についても。 「SEASONS」はこちらから 【Streaming】 https://spicysol.lnk.to/seasons 【CD】 https://spicysol.lnk.to/2ndAL 11月12日から「SEASONS」を引っ提げた全国ツアーの開催も決まってます！ ファイナルはクリスマスに横浜で！ 11月12日(土) 福岡スカラエスパシオ 11月22日(火) 名古屋CLUB QUATTRO 12月09日(金) 大阪バナナホール 12月17日(土) 札幌ペニーレーン24 12月25日(日) KT Zepp Yokohama チケット一般発売中！ https://spicysol.com/contents/571330 中盤は、SPiCYSOLのメンバーの共通点についてや、AKUNさん、PETEさんそれぞれのプライベートについて。 メンバー全員が共通して好きなもの、茅ヶ崎に住んでいるというお二人がよくやるというバーベキュー事情もたっぷりと。 また、曲作り合宿も行ったとのことで、裏側エピソードも聞いていきます。 合宿でできた曲もアルバム「SEASONS」に収録されているそうですが、その曲とは…？ 終盤は、今までの活動の振り返りと、これからの活動について。 今まで活動する中で印象深かったことは、○○を持って回ったツアー！？ 初めて出演したUKFC on the Roadの話も登場！ 最後はお二人が今後やってみたいことについて聞いていき締めくくります！ PETEさんのレアトークもたっぷりな今回、最後までお楽しみください！ 番組を聴いた感想や質問は、#UKPラジオ をつけてツイート、メッセージフォームに投稿お願いします！ ▼UKPラジオ・メッセージフォーム：https://t.co/uukpF97jG9 ▼UKPラジオ・プレイリスト：https://spoti.fi/2NKXxsy ▼UKPラジオ・Twitterアカウント：https://twitter.com/ukp_radio

Pengalaman melakukan riset konten untuk akun publik terbaru yang saya lakukan. Bisa dicoba ya gengs! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Masih waspada covid-19 ya gaes..

Tällä kertaa mennään kirjaimellisesti ruohonjuuritasolle ja munat turpeeseen, kun puhutaan Kapteeni Aku Saarelaisen kanssa tarkka-ampujakisoista ja ylipäätään ampumaharrastuksesta Suomessa. Selvitetään, että mikä on ampumaharrastusmahdollisuuksien tila Suomessa ja syvennytään enemmän nimenomaan tarkka-ampujakisoihin, kuten Häyhä-kilpailuun. Siinä sivussa puhutaan Sovelletusta reserviläisammunnasta (SRA), ensiavusta, ballistiikasta, ja tietysti reserviläisille sopivista varusteista.Kapteeni Aku Saarelainen on Lapin aluetoimiston vapaaehtoisen maanpuolustuksen (VMP) upseeri, eli työskentelee vahvasti Puolustusvoimien ja reserviläisten rajapinnassa. Somessa Akulla on loistopresenssi, jota voi seurata Twitterissä @Sulkahattu ja Instagramissa @Northstarguideme! Edellisessä jaksossa keskusteltiin Akun kanssa suomalaisesta reserviläisjärjestelmästä.Mighty Finland Podcastia tehdään meidän mahtavien yhteistyökumppaneiden kanssa: Savox - Kriittisen kommunikaation kärkiosaaja - savox.com Varusteleka - Reserviläisen karkkikauppa ja meidän luotettu huoltopiste jo vuosien ajan - Varusteleka.fi Savotta - Huikeita kantojärjestelmiä ja muita varusteita maanpuolustukseen ja ulkonaliikkumiseen - Savotta.fi Studion juomahuollosta vastaa Savonlinnalaisen Olaf Brewingin OTAN (NATO) -OlutOta meihin yhteyttä Instagramin directissä tai laita mailia osoitteeseen mighty.finland1917@gmail.com, jos sulla on aiheideoita, ajatuksia vieraista tai muuten vaan rakentavaa tai ei niin rakentavaa palautetta.Instagram: @mighty_finland_Jakson kuvan on ottanut Aleksi Lumme/@Thepleksi

Gubernur dan Wakil Gubernur DKI Jakarta Anies Baswedan dan Ahmad Riza Patria pamit, guys. Pamit ke warga, pamit ke perwakilan negara kolaborasi, pamit and say thanks sana-sini karena this week mereka berdua selesai masa jabatannya. Meanwhile di hari-hari akhir masa jabatan Anies-Riza Jakarta lagi ngadepin masalah klasik, banjir. Anies menyebut pihaknya berupaya mengatasi banjir agar surut dalam waktu 6 jam. Sementara BMKG merilis potensi cuaca ekstrem pada 9-15 Oktober 2022. Stay safe everyone. Akun Twitter Kanye West di-lock sama Twitter karena Kanye West sempat bikin tweet yang dinilai sebagai ujaran anti-semitic atau anti Yahudi. Tweet itu langsung diilangin dan Twitter pun mengunci akun Kanye dalam periode waktu yang belum bisa dipastikan.

Puhutaanpa vapaaehtoisesta maanpuolustuksesta, kertausharjoituksista ja siitä miten tää meidän järjestelmä oikein toimii. Vieraana Mighty Finlandin tilannekeskuksessa on Kapteeni Aku Saarelainen Lapin aluetoimistosta. Aku tunnetaan myös Aku-setänä tai Sulkahattuna, ja sen myötä verrattomasta viranomaisviestintätyylistään, mutta ennen kaikkea Aku on Lapin aluetoimiston vapaaehtoisen maanpuolustuksen upseeri, eli hän toimii vahvasti PV:n ja reserviläisten rajapinnassa. Jutellaan siis Akun urasta ja työstä ja syvennytään meidän reserviläisjärjestelmään, reserviläisen koulutuspolkuun ja tingataan vähän elämänoppeja Aku-Sedältä.Mighty Finland Podcastia tehdään meidän mahtavien yhteistyökumppaneiden kanssa: Savox - Kriittisen kommunikaation kärkiosaaja - savox.com Varusteleka - Reserviläisen karkkikauppa ja meidän luotettu huoltopiste jo vuosien ajan - Varusteleka.fi Savotta - Huikeita kantojärjestelmiä ja muita varusteita maanpuolustukseen ja ulkonaliikkumiseen - Savotta.fi Studion juomahuollosta vastaa Savonlinnalaisen Olaf Brewingin OTAN (NATO) -OlutOta meihin yhteyttä Instagramin directissä tai laita mailia osoitteeseen mighty.finland1917@gmail.com, jos sulla on aiheideoita, ajatuksia vieraista tai muuten vaan rakentavaa tai ei niin rakentavaa palautetta.Instagram: @mighty_finland_Jakson kuvan on ottanut Puolustusvoimat!

Cara membuat akun email yang profesional. Tonton videonya di youtube Hai Ju.

“Vigilantisme” atau bentuk tindakan main hakim sendiri merupakan sebuah perilaku yang belakangan ini sering ditemukan di ruang digital. Tren menaikkan kasus yang terkait dengan tindakan-tindakan kriminal ke media sosial semakin meningkat bersamaan dengan budaya pengenyahan / cancel culture.

Cek aja langsung di pse.kominfo!!! Biar gak penasaran. --- Send in a voice message: https://anchor.fm/jurnallembu/message

Kita hampir gak pernah kepikiran sama topik ini karena dianggap sebagai kemungkinan yang masih amat jauh. Tapi kalo medsosmu berisi hal-hal yang terlalu privat, data-data yang super-penting, atau followers yang buanyak banget, mikirin nasibnya pasca kamu meninggal malah jadi krusial lho~

Episode kali ini, host kita Andriy akan ngobrol dengan orang dibalik akun @bakchoomie yang ternyata seorang cewek bergelar CFA dengan hobi balet & K-Pop dance! Listen full podcast episode only on Talk 2 Talk... ————————————————————— ~Support kami di: *Saweria: https://saweria.co/talk2talk *Karyakarsa: https://karyakarsa.com/talk2talk/support ~Check and Follow: *Instagram Talk 2 Talk: https://www.instagram.com/officialtalk2talk *Youtube Talk 2 Talk: https://www.youtube.com/c/talk2talk *Facebook Talk 2 Talk: https://www.facebook.com/officialtalk2talk Instagram Andriy: https://www.instagram.com/giovani_andriy Instagram Bakchoomie: https://www.instagram.com/bakchoomie

"Pentingnya orang tua perlu membiasakan anak membaca aturan tertulis sebelum membuat akun di internet."

Berita hari ini: Peretasan akun media sosial aktivis dan mahasiswa kembali terjadi; Diduga terima gratifikasi menonton motoGP, Dewan Pengawas KPK geber pemeriksaan etik terhadap Komisioner KPK Lili Pintauli Siregar; PT KAI bersiap menuntut pengendara minibus yang diduga lalai karena menerobos jalur lintasan kereta di Jalan Rawa Geni, Depok. --- Baca informasi harian komprehensif lainnya dengan mengunjungi website koran.tempo.co atau mengunduh aplikasi Tempo. Saran & kritik: podcast@tempo.co.id

Muncul trend, dibutuhkannya jasa menutup akun medsos yang melayani berbagai kalangan. Tumbuhnya layanan ini nampaknya merupakan akibat adanya kesadaran melindungi data pribadi. Yang ketika terlanjur jadi jejak digital, dapat membahayakan karir, masa depan dan kredibilitas karakter. Bagaimana harusnya melindungi data pribadi? Dan bagaimana data pribadi dapat dimanfaatkan pihak lain untuk merusak kredibilitas seseorang? Mari ikuti perbincangannya.

Minggulibur Podcast Topics edisi pertama diawali dengan hadirnya akun Shitposting musik yang postingan nya selalu membuat anda terpingkal pingkal karena isinya komedi, komedi dan komedi heran saya juga. Akun ini bernama NOTFUSSED, mengawali akun ini di 2017, NOTFUSSED, menjelma dari shitposting musik haha dan hihi sampai menjadi media partner acara brand brand besar dari yang halal sampai yang haram. Di episode ini juga NOTFUSSED berbagi musik apa yang ia dengarkan. So, ladies and gentlemen, this is Minggulibur Podcast Topics: NOTFUSSED Kritik, Saran, Donasi dan Press Release kirim ke Instagram: @minggulibur.podcast Twitter: @mglbr Donasi: saweria.co/mingguliburpodcast E-mail: mglbrpdcst@gmail.com

Episode Summary Talk about a man on a mission and a man with a vision, meet Dr. Kirk Adams. Dr. Adams was one of the fortunate children who happen to be blind and whose parents did not stifle his growth but let him explore his world no matter where it led. As an adult, Kirk worked for a time in the financial world, but later he found that his talents went more toward him working in the not-for-profit world. Today, Dr. Adams leads one of the largest and well-known agencies in the world serving blind people. The AFB today conducts a great deal of research about blindness and explores how to help lead blind persons to be more fully integrated into society. This week you get to experience Kirk's visions and thoughts first-hand. I hope you will come away with a different and more inclusive attitude about what blindness really should mean in our world. If you are an employer, take Kirk's positivity to heart and consider hiring more blind people in your business. About the Guest Kirk Adams, Ph.D. President and CEO American Foundation for the Blind As president and chief executive officer of the American Foundation for the Blind (AFB), Kirk Adams, Ph.D. is a longtime champion of people who are blind or visually impaired and is committed to creating a more inclusive, accessible world for the more than 25 million Americans with vision loss. Dr. Adams has led AFB to a renewed focus on cultivating in-depth and actionable knowledge and promoting understanding of issues affecting children, working-age adults, and older people who are blind or visually impaired. His role involves pursuing strategic relationships with peers, policymakers, employers, and other influencers to engender and accelerate systemic change. Dr. Adams frequently serves as a keynote speaker at conferences across the country, on topics including education, vocational rehabilitation and workforce participation, vision loss and aging, and technology. He has consulted with top leadership at Google, Facebook, Microsoft, as well as key leaders in the finance, public policy, nonprofit, and tech sectors to discuss topics ranging from product and digital accessibility to civil and disability rights. Before joining AFB, Dr. Adams was president and CEO of The Lighthouse for the Blind, Inc. He was a member of the Governor's Task Force on Disability Employment and the Seattle Public Library's Strategic Plan Advisory Committee and served on the boards of the National Industries for the Blind, and the National Association for the Employment of People Who Are Blind. Dr. Adams graduated magna cum laude with a Bachelor of Arts in economics from Whitman College in Walla Walla, Washington, and earned his master's in not-for-profit leadership at Seattle University in Washington. In 2019, he completed his doctorate in Leadership and Change at Antioch University in Yellow Springs, Ohio. In 2020, he was awarded a Doctor of Humane Letters from SUNY Upstate Medical University. About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is an Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favourite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Ad  00:01 On April the 16th at 2pm North American instant time, blind musicians from across the globe are getting together for an online benefit concert for Ukraine. It's called we're with you, and all money raised goes to the World Blind unions unity fund for Ukraine. To learn more, including how to listen and how to perform it were with you visit mushroom m.com/withYou that is mushroomfm.com/withYou   Michael Hingson  00:30 access cast and accessibly initiative presents unstoppable mindset. The podcast we're inclusion, diversity and the unexpected meet Hi, I'm Michael Hinkson, Chief vision officer for accessibility and the author of the number one New York Times best selling book thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion and acceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The Unstoppable mindset podcast is sponsored by excessive B, that's a cc E, SSI, capital B E, visit www.accessibility.com To learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:50 Hi again, and welcome to another episode of Unstoppable Mindset today. I'm really honored and proud and pleased to invite and have someone on the podcast who I've known for a while and he's he's moved up through the world of working with blind persons and disabilities over the years. When I first met Kirk Adams, he was the CEO of the Lighthouse for the Blind in Seattle. He is now the would it be CEO Kirk, President and CEO, President and CEO of the American Foundation for the Blind. But more important than that, I mean, that's just a little thing more important than that. In 2019, he became a PhD he became as my mother used to say a doctor. Anyway, so Kirk Adams, welcome to unstoppable mindset.   Kirk Adams  02:39 Well, it's a pleasure. Thanks for having me.   Michael Hingson  02:42 So you, you have been involved in in the blindness world for a while, tell us sort of maybe some of the early parts about you that that, that you want to talk about growing up and how you ended up being involved in blindness and advocacy and all that stuff?   Kirk Adams  02:59 Well, it's, it's interesting, and I'll just kind of start where I am, and then I'll zip all the way back. But I'm very, very interested in social justice, and a more inclusive society. And of course, the way I come at that is through my lived experience of blindness, and working hard, day and night, to create more opportunities for inclusion for people who are blind in society. And in particular, I'm very interested in employment. As we all know, the workforce participation rate for people are blind is about 30, or 35%, which is about half of the general population. And I say whatever outcomes you're looking at, it's either half as good or twice as bad for people who are blind compared to the general population. As far as employment goes, but, you know, I'm at AFP. Now we're a very much a research focused organization. And when we do research and we look at the factors that lead to successful employment for blind adults, I through good fortune, and mostly not, not on any effort of my own, I lived a life that gave me a lot of those success factors. So it really started when I my retinas detached when I was in kindergarten. I became totally blind within a couple days had a bunch of emergency retinal surgeries that weren't successful. This was pre laser surgery. And so my parents were told Kirk cannot come back to school here at the neighborhood school, he needs to go to the state school for blankets, and we live north of Seattle. My parents visited the Washington State School in Vancouver were not very impressed with what they saw there. They were both teachers just starting out on their careers. And my retinal specialists, you University of Oregon medical school in Portland, said you should check out the Oregon State School and Salem, it's great. They visited, they liked it, they quit their jobs moved. So I could go to Oregon State School. And the success factor here is I was totally blind. There was no question. Does he need to learn braille? Does he need to use a cane? There's there's so many kids with, you know, varying levels of vision that are not, unfortunately, not always given the right instructional curriculum. So kids are using magnification and audio and not learning braille. But there was no question. And we know that strong blindness skills are a strong predictor of successful employment. So I've learned to read and write Braille as a first grader, and type on a typewriter and use a white cane. And a little aside, the one of the happiest days for me is when the Braille book review comes and one came last week, and they're in the children's book section is a book by Michael Hinkson. Running with Roselle anyway. Yeah, so there it is. I put it on my request list. I'll be reading it.   Michael Hingson  06:17 And let me know what you think.   Kirk Adams  06:20 And then, you know, my parents, although they didn't know any blind people we grew up in. I grew up in small towns, we're not connected with with blindness organizations, they instinctively did a couple things, right. One is they had very high expectations of me, they expected me to get good grades, and expected me to participate in sports. Expected expected me to do chores, and I didn't always helped me figure out how to do it. But the high expectations were there. And we see that as well as a predictor that the parents when schools have high expectations of blind kids, they, they they do do well.   Michael Hingson  07:05 Back thinking back on your parents, not telling you how to do it. What what do you think of that? And I'm sure it's different than what you thought at the time. But what do you say experiences?   Kirk Adams  07:16 Well, I'd say I learned how to it was sink or swim. So I learned how to swim. I was in public school, I was the only blind kid and all my schooling, I kind of had to wing it a lot. And I don't I don't think my psycho social deeds were attended to much, but I did, I did learn. And this was another another point, living every day as a blind person, you have opportunities to develop characteristics and some really unique ways and some strengths that the average person may not have around resilience and problem solving and grit and determination and how to work with teams. How to communicate, I got when I when I went to college, and I had some money from the Commission for the Blind to hire readers. So I was 18 years old. I was interviewing and hiring and sometimes firing employees readers and now invoicing and take taking care of the the the the accounts and and those things that my classmates were, we're not doing. The other the other thing I had early work experience. I was really into sports. My dad was a high school basketball coach, I wrestled ran cross country, and I became the sports editor for the high school paper. And the sports editor for the high school paper got to write a weekly high school sports column for the city weekly paper. So I was a I was a 16 year old sports columnist writing a weekly column for the Snohomish Tribune, showing up my timesheet and getting a check and happily spending that minimum wage. Thing was three 325 an hour, something like that. So again, I had some of these early I had some of these success factors that lead to successful employment for people who are blind. And my opportunity at AF B is to create those opportunities for lots of other blind people. So we develop programs that seek seek to level the playing field for people who are blind, we are focused on employment. And I had the experience as a young college graduate with a good track record and school Phi Beta Kappa and Akun laude and a four point in my field of econ and could not you could not get a job like many young blind people. We are the most highly educated, most underemployed disability group as far as college, college graduation, things like that. So I wanted a job in finance, I started applying for jobs, I wanted to live in Seattle, I went to college in Walla Walla needed to live where there was a bus system. I, you know, sent sent in resumes and cover letters, would get a phone interview, would be invited in for the in person interview, and then the employer would be very confused about why a blind person is coming at applying for this job. How in the world could they do it? So you know, disclose disclosing your disability is the thing, when do you do it? So I wasn't disclosing until I walked in with my cane, and my slate and stylus, and some braille paper in a folder. And then I started disclosing in my cover letter playing, I'm totally blind. This is how I do what I do. This is how I'll do the job. And then I wasn't even getting phone interviews. So yeah, I guess cast my net wider and wider and wider. And I applied for a job with a securities firm a sales job selling tax free municipal bonds. And the sales manager had also gone to Whitman College had also been an econ major, like 15 years before me. So he called some of the professors that we had, and they said, Sure, Kurt can sell tax free bonds over the phone. So I did that for 10 years, straight commission 50 cold calls a day every day builds build strong bones. And when I turned 30, had a had an opportunity to make a change. The firm I was with was purchased by another firm and just a good inflection point. And I got the What color's your parachute book, out of the Talking Book and Braille library and read it and did all the exercises and got clear that I wanted to be in the nonprofit sector. And I wanted to be in a leadership role. And I wanted to devote the rest of my working life to creating opportunities for people who are blind. So the next little blind kid could have an easier, easier time of it. And I got very interested in leadership, I went back to school and got a master's degree in not for profit leadership, got involved in nonprofit fundraising, was hired by the lighthouse, Seattle to start their fundraising program and foundation and eventually became the CEO there simultaneous to that. Again, really believing leadership is key to changing our world. I went back to school, as you mentioned, and earned a PhD in leadership and change through Antioch University.   Michael Hingson  13:09 I know the first time the first time I heard you speak was when you came to the National Federation blind convention after just becoming I think the CEO in Atlanta, in Atlanta, I had gone to work for Guide Dogs for the Blind, we were having challenges at gdb because people would not create documentation in an accessible format before meetings. And I recall you talking about the concept of no Braille, no meeting, no   Kirk Adams  13:40 Braille no meeting,   Michael Hingson  13:41 I took right back to them. And it helped a little bit. But it was amazing to see that there was such resistance at such a prestigious organization to hiring and being open to hiring blind people given what they do. And it was, it was a real challenge. Bob Phillips, who was the CEO at the time, created the job that that I had, and I'm sure there will I know there was a lot of resistance to it, but he was the CEO and made it happen. But still, the culture was not oriented toward being open for blind people to to have jobs there. And there are a few blind people working there now, but not even what there was several years ago, which is unfortunate, because there are a lot of things that that could be accomplished by blind people in various aspects of that organization. And as you point out of most organizations, you and I had a lot of very similar life experiences growing up, which is, I think, just evidence of what needs to be done for for kids who are blind and I'm defining blind, as Ken Jernigan used to which was your blind when you lose it If I sight that you have to use alternatives to be able to accomplish tasks and I gather you agree with that. When you were in college, did you have an Office for Students with Disabilities on campus? And if so, how did know?   Kirk Adams  15:14 You didn't know? Yeah. I went to Whitman College, which was small. You know, I graduated from high school in 1979. So I got a, you know, had the four track cassette player and I got is read by volunteers by Recording for the Blind. And the state provided me with a Perkins Brailler, and the cutting edge technology of an IBM Selectric typewriter with a recent. That's, that's what I had.   Michael Hingson  15:46 Well, I asked the question because when I went to, to UC Irvine, we had an office. And Jan Jenkins, early on when I started there, said to me, she lectured me, she said, I want you to understand what I do here, and this is her. She said, I'm here to assist, you need to take responsibility for doing things like going to professor's if you want books in braille, and getting the the books and, and doing the things that you do. But my job here as a principal in the university is if you can't get the cooperation you want, then you come to me, and I'll help you do it, which is such a refreshing attitude, even today. Because in the office is for students with disabilities, mostly today, you come into our office to take a test or we'll get the information for you, we'll get the things for you. And as you pointed out so eloquently, students as a result, don't learn to do it. And and like you I had to hire and fire readers. And and do all of the the same sorts of things that that you had to do. And it's the only way for us to succeed.   Kirk Adams  16:57 Absolutely. And again, if you if you look at research, and you look at what employers say they want employees for the 21st century, its employees who are resilient and flexible and have grit, and are problem solvers, and are creative and know how to analyze and manage risks and know how to work in teams of diverse people. And in my conversation as well. If you're looking to win the talent, war, blind people, by the fact of living everyday lived experience of blindness, learn, learn how to do all those things and develop those capabilities, develop those characteristics.   Michael Hingson  17:39 I think I've told the story on this podcast before but I like you debated often about whether to say that I'm blind when I'm writing a cover letter for a resume. And in 1989, I was looking for a job. And my wife and I were talking and we found this great job in a newspaper. It was perfect. And I said to her I said well, I say in the cover letter that I'm blind and my wife like wives all over can can say this. She said you're an idiot. And I said why? And she said you What is it you've always said that you learn when you took a Dale Carnegie sales course when you started out selling for Kurzweil? Well, she was ahead of me as often is the case. And finally, she said, you've said that you tell every sales person you've ever hired and every person that you've ever managed in sales, turn perceived liabilities into assets. And I think that's the key. Because blindness isn't a liability. It's a perceived liability. And what I did is I went off and I wrote a letter based on that. And I actually said that I'm blind. And the way I did it was I said in the last paragraph, so the letter, the most important thing that you need to know about me is that I'm blind because as a blind person, I've had to sell all of my life just to be able to survive and accomplish anything I've had to sell to convince people to let me buy a house, take my guide dog on an airplane, pre ACA, nada, rent an apartment and all that. So when you're hiring someone, do you want to hire somebody who just comes in for eight or 10 hours a day and then goes home after the job is done? Or do you want to hire somebody who truly understands sales for the science and art that it is and sells as a way of life? So I mean, that that I think is the whole point of perceived liabilities? Well, I did get a phone call from them. They were impressed by that. And I got the job and worked there for eight years. Fantastic. And I think we all need to learn how to win whatever job that we do to take that same sort of approach because I think most any job could adapt that same concept to say why blindness is a perceived liability on the part of the employers and why we're best for the job because of the way we live.   Kirk Adams  19:59 Perfect. Now I'm thinking about Carol Dweck work on the growth mindset versus the fixed mindset. So it all, it all holds together, you know, access strikes based asset, space, philosophy, etc?   Michael Hingson  20:17 Well, it does. And, you know, blindness is a perceived liability, and is all for us only as much of a liability as we allow it to be.   Kirk Adams  20:26 I think that's background expectations, too. As I mentioned, before my parents held high expectations of me, therefore, I hold high expectations of myself. Yeah, I know that not every blind kid is in a family situation like that. I've talked to many blind parents who are Parents of Blind Children, rather, who don't first learning their child is blind or going to be blind, just despair, and, you know, feel that their child has no future. And will, there'll be a caretaker role. And so it's really, really important that the high expectations get established early on. And like I say, not not every point blank kid is born into a family that's going to do that, automatically. So that's, that's an opportunity for all of us who are blind, to talk to parents of blind kids, and something I really enjoy doing, and letting them know that, you know, your, your kiddo can do whatever they want to do, as long as they are given the right tools and supports, and the opportunity.   Michael Hingson  21:36 Yeah, how do we get parents who feel desperation and so on? How do we get them to change their minds?   Kirk Adams  21:48 Well, I think that's exposure. And I think exposure to blind adults, successful blind adults, I am a big advocate for both consumer groups. So if someone's listening and are not connected with plain adults playing people, for the National Federation of blind American Council of the Blind, comes in different flavors, they have chapters and and different groups and affinity groups. And I would suggest checking it out. I think that's one way. I think that's an important way in the same in the workplace. And, you know, again, I'll keep harping on research. You know, it's shown that if a department or a manager hires a blind person, they're much more likely to hire another blind person, you know, then than another department hiring their first blind person. So, you know, familiarity, understanding the capabilities, and understanding that people are people with the same emotions and tribes and hopes and dreams and all the things I will before before I forget, I'm mentioned at work workplace technology study that we just did. And it was very well designed. We did We did focus groups interviewed then created a, an online survey then did in depth, in depth interviews, just to understand the dynamics of technology in the workplace, for people who are applying, what's working, what's not working, what tools do people use for which functions, and it's available on our website, so FB dot o RG? Easy, easy website to remember that we've done. We've done four or five, I think, really important studies in the last couple of years and and all that data is there.   Michael Hingson  23:36 You were talking a little bit earlier about what employers are looking for in terms of being flexible and so on? Where does loyalty fit into all that in today's world? You know, you used to hear about people staying in jobs for most of their whole time. And now it's a lot different. But where does loyalty fit?   Kirk Adams  24:01 That is a super interesting question. And I don't think there's clarity on that. And I was just reading an article this morning about the 10 greatest risks faced by corporate corporate boards, and one of them was the uncertainty of what the workplace is going to look like, in the future. Strategically, how do you build your workforce and your talent pool, not knowing exactly what the workplace is going going to look like? So a couple a couple things that come to mind. One One is that people change careers. I can't cite this. I can't cite the numbers, but something like seven, seven or eight job changes now and a lifetime of work. And the trick is to manage that person's career path. While keeping them in your organization, if you value them, and you find that they're a great contributor, and you don't want to lose them. So it's a different type of conversation, what? You, you try it HR, you don't like it that much, you'd rather be in it, how to recreate a pathway to keep a person within the organization. And then then the next thing we have, we've had the great resignation here with COVID. And so many people, it's been a wake up call for so many people to say, Hey, I'm Life is too short, I want to do something that's meaningful, I want to do I want to live well, I moved from the East Coast back to Seattle, to be closer to closer to family. So people are making those kinds of life based decisions that I think are much greater right now. I would say that the shifting landscape and employment I believe will create more opportunities for people who are blind as remote work, telework and hybrid work situations become normalized. You know, there, there is language in our statutes that says, setting up a person to work with a disability work from home is the accommodation of last resort. That was the, you know, the assumption was that everyone needed to go into the office, and everyone needed to be in a building with their co workers. And to set up a person to work for from home was the the last accommodation that should be considered. And I think that's, that's been flipped. Now. So I'm really, I'm really excited to see what it's going to look like.   Michael Hingson  26:44 I think that it is a, it is a moving target for everyone. And the key is to not allow blind people to be part of that flip. And I think that's that you're exactly right, it will be interesting to see where it goes, I asked you that question, because one of the things that I've often heard is, a blind person who is hired to work somewhere, will tend to be more loyal and want to stay there, rather, and will do a better job as a result rather   Kirk Adams  27:17 than and that's going out of that and that's verifiable. Look at Disability Research, DuPont did a really long longitudinal study 5060s 70s that people with disabilities are, they have less turnover, you have less absenteeism. Morale, in work groups goes up. customer perceptions improve. So there's there's a lot of there's good business cases for employers to include people with disabilities.   Michael Hingson  27:55 Yeah, it makes good sense. And, and, you know, we, we see in so many different ways that there are advantages to being blind, which which all of us also need to learn how to explain. And an emphasize another one that comes to mind. We've used it excessively a fair amount is the concept of brand loyalty, which is a little different. But the Nielsen Company did a study in 2016, talking about the fact that people with disabilities in general, and I'm going to narrow it to blind people tend to be a lot more brand loyalty to the companies online that give them access to their stuff, because they don't have to slave and work so hard to get access to it. And they're going to continue to work with those companies. That make sense to me. It is, it is just absolutely relevant that that we need to to get more of those messages out and make it happen. Of course, that's one of the reasons that we have unstoppable mindset is to hopefully educate people about some of these things, because it makes perfect sense to do. And there's no reason why we can't get get better access. It's just a matter of educating employers and a lot of decision makers who are not blind that we're, we're actually an asset to them.   Kirk Adams  29:16 Yeah, and I again, I'll mention an AFP. I think one of our crown jewels is our annual leadership conference. It'll be May 2 and third in Arlington, Virginia. When I first went to work for the satellite house in 2000, the person who hired me said if you want to get to know the blindness field, you need to go to the AFP conference. So I went to my first in 2001 I've never missed and it's it's fairly unique in that we bring together all the stakeholders so we bring leaders from voc rehab for the the federal agencies, nonprofit CEOs, corporate diversity, inclusion and access ability folks, academic researchers, blindness advocates advocates into the same space. And that's a really interesting thing to do. Because those groups don't often talk to one another. Although they, they would, they would all say they share a common goal in improving employment outcomes for people are blind. There's a really cool research study where they asked VR counselors and HR hiring managers, the same set of questions. And the one that stands out to me was the question was what what is the greatest barrier to successful employment of people who are blind, and the the VR counselor said, attitudes of employers, perceptions of the employer, and the employer said, lack of understanding of our business needs on the point of VR. So, you know, both groups would say they are very dedicated to improving employment outcomes, but but they come at it from from different angles. So, AFP Leadership Conference is a place where we, we bring all those stakeholders together in conversation. So it's, it's pretty cool.   Michael Hingson  31:14 And hopefully, you can get them to communicate a little bit more with each other. Yes. I don't know. It is it is interesting. Do you ever watch the ABC ABC show? What would you do? I have not. Have you ever heard of it?   Kirk Adams  31:30 I don't think   Michael Hingson  31:31 so. Duncan Jonas, has run the show in the summer, every year for a number of years. And one of the the whole premise of the show is that they bring in actors to play roles. And see how the, the people who are around them react. So for example, on one show is actually one of the first shows they brought in a an actor to play a barista at a coffee shop. And this was, I think, put on or created by the Rochester Institute for the Deaf. They brought in two women, deaf people, and there was a job posting and they went in and applied for the job. And the whole process for the decrease barista was to simply say, No, you're deaf, you can't do the job. And, and he did a really good job of that. But these, these two deaf people kept saying, well, we could do the job. This is a kitchen job. You're not asking for me to even interact with customers all the time. And he said, Well, what if there's something I need you to do? Well, you can write it down, or I can read lips, and he just continued to resist, which was great. But during the day that they did this, there were three HR people who came in. And they after listening to all this for a while, pulled the barista aside, and they said, you're handling this all wrong, these people have more rights than the rest of us. Just take the application and write on it. It's not a good fit. But don't don't keep arguing. It was it was fascinating that the HR people did that. So there is a there is a problem with HR. But again, that's what we have to help educate in, in all that we do too. So I'm glad to to see what you're doing and that you are bringing people together. I've I've been to a couple of the leadership conferences, but not not lately.   Kirk Adams  33:34 Well, we'll see. We'll see you in May. But I've got to work that out. But the workplace technology study I mentioned earlier, there's there's real data there from real people. Current so we can show HR managers that, hey, blind people report that part of your recruiting process involves some sort of online exercise or test 60% of your blind and low vision, people are having challenges accessibility challenges with that, you know, 30% of the people you're hiring, are having problems with your employee onboarding processes. So you know, there's anecdotal stories, there's complaints, but now we have real data. So it's really intended for the HR manager, the IT manager, and assistive technology developers to really show what's what's actually happening. You know, how your blind employees are needing to take work home and use their own equipment and work more hours. And, you know, they're having having to ask sighted colleagues to do essential steps in their processes. And I know people hear those stories, but now we've got we've got numbers and we got statistics. And you know, and I HR person doesn't want to say Yeah, 30% of this group of people is having problems with my onboarding process. You know that that's, that's a number that is going to get some attention, we think.   Michael Hingson  35:12 We hope so. And we hope that we can continue to find ways to, to get people to be a little bit more aware of all this, because accessibility to the tools is, is one of the biggest challenges we face. You know, that's why I joined accessibe. B last year, because I saw that there were opportunities and accessibility has even expanded a lot. And is saying that what it does to create internet access, which began with an artificial intelligence system that does a good job with some websites and a significant part of websites, but also doesn't necessarily do everything in an accessible he has now put together additional processes to create human intervention to help with the rest of it. But excessive he also wants to educate people about web access, whether they use excessive these products or not, because the feeling is we've got to do more to educate people in that exactly what makes sense to do.   Kirk Adams  36:13 Yes, and as I mentioned, before, we began our recorded part of our conversation, FB, NFB ACB, and the national rights Disability Network have drafted a joint letter to the Department of Justice, asking them to implement the web and app accessibility regulations that they are empowered to enact. And we have sign on letter. Again, you can go to afp.org, for more information, and we're looking for disability and civil rights organizations who want to join us and Ernie urging the Department of Justice to do that. Because it's so meaningful. I am a I'm not a high tech person. I like you said, I'm brand loyal to a small, small number of retail websites. But we also did a study last year, as part of what Mississippi State National Research and Training Center on blindness was doing. They contracted with AFP, we looked at 30 corporate websites, and we looked at specifically at their recruiting and hiring portals. And there's lots of accessibility issues. So they're there. So   Michael Hingson  37:42 five away compliance for the government. Yeah.   Kirk Adams  37:45 Yes. So whatever we add FB can do to change that landscape to change the way institutions, government, nonprofit corporate address, inclusion, put it under the umbrella of digital inclusion. You know, I think it's somewhat similar to we've more from diversity to inclusion. In our language, I think we've more from the digital divide to digital inclusion, which I think as a much more proactive concept.   Michael Hingson  38:21 A speech I've given for years is actually titled moving from diversity to inclusion, because diversity is doesn't even include us anymore. Which is unfortunate. And so we've got to go to to something that makes more sense. And you're either inclusive or you're not, you can't be partially inclusive, because then you're not inclusive.   Kirk Adams  38:40 There you go. Like it makes I'm sorry, I'm sorry, I'm stealing that one here. Welcome   Michael Hingson  38:46 to have it, it's You go right ahead. Because you either are inclusive, or you're not, it's a quantum jump in you can't be partially inclusive and say you're inclusive. You shouldn't be able to say you're partially diverse. And so you're diverse, because but but you know, that ship has kind of sailed. But I think it is something that that we need to do. And it's all about education. And it's all about finding ways to give kids at a young age the opportunity that you talked about Braille earlier. How do we get the educational world to recognize, again, the value of Braille and what's happening with that? Oh, boy. I know that was a loaded question.   Kirk Adams  39:36 That's that's that's my my personal soapbox, which I can can get oh, I don't know how to do it, other than frame it in terms of literacy. It is a literacy question. Reading is reading listening to something as listening to something writing is reading writing, you know, if if we didn't need to read and write and cited kids wouldn't be taught how to read and write. It's just a matter of efficiency and efficacy and art and being being a human human being in a literate society. So there's some there. There are some numbers embedded in some of our research, that that show the number of employed respondents who are Braille readers or use Braille displays. There are some there were some numbers generated 30 years ago that indicated that 90% of of blind people who are employed read Braille, that doesn't appear to be the case. Now, based on what we can infer from from our surveys. Does that I'm not sure what that means. So I I will say, to answer your question, I don't know. And we need to figure it out. So I will take 10 I think that's some deep research questions. But I would be energized to explore   Michael Hingson  41:15 take what you said to another level, let's let's say your right 30 years ago, 90% of employed blind people were Braille readers. And that number has dropped. Just for the sake of discussion, let's say significantly. The other thing that immediately comes to mind is how far people who are blind especially who are not Braille readers today are advancing as opposed to Braille readers. Because Braille is the, the means of reading and writing, I know so many people who are partially blind, who have grown up, not having the opportunity to learn to read Braille, who are very blunt about saying, if we had only been able to learn to read and write Braille, we would have been a lot better off because it's just so much slower and harder for us today.   Kirk Adams  42:14 Yeah, so I hear people with those same, same regrets. And, again, it's back to what I said earlier that as a, becoming totally blind at age five, there was no question I knew I was going to learn braille, and I was instructed in Braille. And, you know, it wasn't a question or debate. Who, who, you know, who knows what would have happened if I would have had enough usable vision to read with magnification? So I like I guess, along the same lines, is what you mentioned about Doctor turning his definition of blind, you know, if, if a child cannot read at the same rate as their sighted classmate using magnification, they need to learn braille, so they can read read just as fast as their kid at the next desk, you know,   Michael Hingson  43:03 otherwise, why do we teach sighted kids to read just let them watch TV which is, which is another, which is another technology and art form or whatever, that that isn't as creative in some ways as it used to be, but they're also good shows. So I guess we got to cope with that, too.   Kirk Adams  43:24 But yeah, audio description is not not our thing. Although we appreciate it immensely. And I know some other blindness organizations are really carrying the torch to increase the amount of audio description. But that just brings to mind that accessibility and innovation around accessibility for people with with particular disabilities is good for everybody. Yeah, and I know, my, my wife, she's puttering around the kitchen, and there's a movie on, she'll put the audio audio description on, you know, so she can, she can follow it. When I was at the lighthouse in Seattle, we worked with Metro Transit to put larger bus numbers with contrasting colors, because we have had a lot of employees with ARPI. A lot of Dateline, employees with ushers, and they did enlarge the bus numbers and put them in contrasting colors. And they said they had more positive comments from their general ridership about that than anything they've done. Because it made it easier for people with 2020 vision to see if that was their bus coming. Sure. So simple, simple example. But yeah, one of   Michael Hingson  44:45 the things that one of the things that really surprises me still, and I've mentioned it before, and so it's one of my soap boxes is Apple, put voiceover partly because they were compelled To do it, but put VoiceOver on iPhones, iPods, iTunes, you and all that, but on iPhones and iPods and the Mac, they put voiceover, they created it. But I'm very surprised that in the automotive world, they haven't done more to make voiceover a part of the driver experience so that people don't have to go look at screens on their iPhones or whatever. As opposed to being able to use VoiceOver, because clearly, it would be a very advantageous thing. And I also think of like the Tesla, which uses a screen including a touchscreen for everything. And my gosh, yeah, you can do a little bit more of that, because the Tesla has co pilot that allows you to interact in some other ways, although you're still supposed to keep your hands on the wheel and all that, but why aren't they using voice technology more than they are?   Kirk Adams  45:53 That's a good question that I can't answer.   Michael Hingson  45:56 I know, it's, it's, I've never heard a good explanation of it as to why they don't. And it makes perfect sense to do it. The voices are very understandable, much less dealing with Android and so on. But no one is using the voice technology and the voice output to take the place of of screens, which is crazy, much less voice input. So it is it is a mystery. And it is one of those things that it would be great if people would would consider doing more of that the automotive industries missing out and of course, we as blind people are the ones who bring that opportunity to them will take credit.   Kirk Adams  46:34 There you go. Well, you know, when when I was walking around with my four track, cassette player listening to textbooks, I was the, you know, the the oddity in school, and now everyone listens to Audible books. Right, right.   Michael Hingson  46:51 It's a common thing. And now not only that, you can use things like bone conducting headphones, so you can listen to your audio as you walk around and still hear what else is going on. So you're a little bit safer.   Kirk Adams  47:05 Yeah, I don't know how far afield you want to get in this conversation. But you know, indoor wayfinding navigation systems, many people are trying to figure that that out, you know, the GPS systems work pretty well when you're outdoors. But when when you're indoors, what are the wayfinding tools that are that are emerging? And you know, I'm thinking about haptics and, yes, different modes of receiving information than then audibly, because most of the adaptations accommodations for people who are blind tend to be audible. And if you get 234 things going at once you get you get a diminishing marginal utility there. And then at some point, you know, becomes counterproductive if too much is going on audibly. So I'm, I'm I went to Consumer Electronics Show ces for the first time, this past January. And I was very interested, I was very interested in kind of the the emerging use of different modes of conveying information, either through vibration or temperature or airflow, different types of information. So lots of smart people out there, trying to figure out ways to make make us all live better.   Michael Hingson  48:35 Yeah, I will have to hunt down Mike Mae and get him on the show, because he can certainly talk our ears off about indoor navigation integration, you should haven't done that. I've got to get hold of Mike, I think that would be cool. But it is all part of as you said, making all of our lives better. And the whole concept of virtual reality is something that all of us can take advantage of and use. And again, a lot of the things that that come about because of some of these developments actually started with with blindness. I mean, look at Ray Kurzweil with the Kurzweil Reading Machine, he developed the technology to be able to let a camera build a picture of a page of print. And his first choice was to develop a machine that would read out loud of course for blind people. Percy took it further after that, and now OCR is a way of life but it did start with Ray without machine, the Kurzweil Reading Machine for the blind.   Kirk Adams  49:37 Yep. Remember, it becomes a washing machine. Now Yeah, we can just now you can do with your iPhone.   Michael Hingson  49:43 You can and better how much our computer processes have have evolved over the years. It's really pretty incredible, isn't it? It really, really is. And you know, but technology is all around us. And it, it is a it is a good thing. But again, it's all about how we use it and how we envision it being used. So it again, it gets back to the discussion that we had about Braille. You know, people say, Well, you don't need Braille because you can use recordings and all right, well, that's just not true. Why is it that we should be treated differently? Why should our exposure to being able to read and write be different than people who have eyesight because reading and writing with Braille is really equivalent to reading and writing with, with printed page or pens and pencils, or typewriters now that I knew mentioned running with Roselle earlier, I remember, sitting on an airplane going, I think I was flying back to California from somewhere. And we were going through many revisions of running with Roselle at the time and Jeanette Hanscom, who was my colleague in writing that who writes children's books, so she was able to make the words something that we felt would be more relevant for kids, although I gotta tell you more adults by running orthros health and then children do so I've heard. But I spent the entire time flying from the East Coast to the West Coast, going through an editing, running with Roselle. And I was using a computer that talked but I also know that the skills that I learned as a braille reader gave me the ability to catch nuances and so on, that I never would have been able to learn to catch if I hadn't learned how to truly be able to read a book. And we edited the book. And you know, it is where it is today.   Kirk Adams  51:45 Well, it's on its way to me from the Talking Book and Braille library. I look forward to reading it. Congratulations on yet another publication Good on you.   Michael Hingson  51:56 Well, thank you, we're working now towards another one. Writing about fear, and especially with the pandemic all around us. And, gosh, fear has taken on many forms, some of which are understandable, and some of which are ridiculous. But we're we're looking at the fact that well, when I left the World Trade Center, I didn't exhibit fear. And that was because I learned what to do, and approach to the day when an unexpected emergency happen from a standpoint of knowledge. And I had actually, as I realized, over the last couple of years developed a mindset that if something were to occur, I mean, obviously something could happen. And we could have been smashed by something, but but without that happening, I could step back and quickly analyze whatever situation was occurring as we were going down the stairs or getting out. And I could focus on that and let the fear that I had not overwhelm me, but rather instead be a mechanism to keep me focused. So it's developing the mindset. So we're, we're working on it, and we've got proposal out to publishers, so we're hoping that that's going to go well. And, you know, we'll   Kirk Adams  53:18 see. Well, as mentioned earlier, I am president and CEO of the American Foundation for the Blind. And as such, I am scheduled to be on a zoom call with our Finance and Investment Committee of our Board of Trustees.   Michael Hingson  53:33 Well, we're gonna we're gonna let you go. But I'd like you to want to tell us if people want to reach out or if he wherever you want them to go to to learn more about AARP or you and reach out to you yeah,   Kirk Adams  53:45 FB dot o RG is the website. My email address, if you want to email me is my first initial K my last name Adams, K da ms at AFB dot o RG. And AFP and myself are present on social media. And you can find us easily and we'd love to connect. Get your thoughts, share our thoughts. Check out the Leadership Conference, May 2 and third in Arlington, Virginia and go to fb.org and look at our research.   Michael Hingson  54:20 Well, perfect. Well thank you very much for being with us today on unstoppable mindset. We very much appreciate your your time and hope that we'll be able to chat some more.   Kirk Adams  54:29 All right, Michael, keep up the good work.   Michael Hingson  54:32 We'll do it. If you'd like to learn more about unstoppable mindset, please visit www dot Michael hingson.com/podcast Or go to wherever you listen to other podcasts. We have a number of episodes up we'd love to also hear from you. You can reach me directly at Michael H AI that's ni ch AE L H AI at accessibly ACs. c e ss ibe.com. So Michael hai at accessible comm we'd love to hear from you. If you've got suggestions of people you think that we ought to have on the podcast, please let me know. We're always looking for guests if you want to be a guest, let us know about that as well. And most important of all, please, after listening to this, we'd appreciate it if you would give us a five star rating in wherever you're listening to podcasts. The ratings help us and they help us show other people that we're doing something of interest. So if you feel that way, please give us a five star rating. Thanks again for visiting us today. And we'll see you next week with another episode of unstoppable mindset the podcast where inclusion, diversity and the unexpected meet.   Michael Hingson  55:51 You have been listening to the unstoppable mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hinkson.com/podcast. Michael Hinkson is spelled ma ch AE l h i n g s o n y you're on the site. Please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hinkson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hinkson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free ebook entitled blinded by fear. The Unstoppable mindset podcast is provided by access cast an initiative of accessibility and is sponsored by SSP. Please visit www.accessibly.com accessibly is spelled a cc e SSI B E. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

Orkestrasi Penguasa dalam Nyanyian Islamofobia Oleh. Ummu Zamzama (Forum Hijrah Kafah) Voice over talent: Giriyani NarasiPost.Com-Kepala Badan Nasional Penanggulangan Terorisme (BNPT), Komjen Boy Rafli Amar, menyebut ada 199 pondok pesantren terpapar paham teroris. Hal itu disampaikan Kepala BNPT, Komjen Boy Rafli Amar dalam rapat dengan Komisi III DPR, Selasa (25/1). Boy mengungkap, dari total 199 pesantren tersebut, 11 di antaranya terafiliasi dengan jaringan organisasi teroris Jamaah Anshorut Khilafah (JAK), 68 pesantren terafiliasi dengan Jemaah Islamiyah (JI), dan 119 terafiliasi dengan Anshorut Daulah atau simpatisan ISIS. Nyanyian Islamofobia Sebelum nyanyian pesantren radikal ini dirilis, Direktur Keamanan Negara Badan Intelijen Keamanan Mabes Polri, Brigjen Pol. Umar Effendi, menyatakan bahwa Polri berencana memetakan masjid-masjid di Indonesia guna mencegah tindakan ekstremisme dan terorisme. Tak hanya itu, BNPT juga pernah merilis soal temuan 600 akun media sosial yang terindikasi radikal. Akun-akun tersebut langsung di- take down karena dinilai membahayakan. Radikalisme, ekstremisme, dan terorisme seakan menjadi tagline utama sejak pemerintahan Jokowi. Ketiganya bagaikan arransemen program kerja pemerintah, berkolaborasi dengan alunan moderasi yang sangat nyaring diperdengarkan. Alunan moderasi pun datang dari kalangan politisi parpol yang berbasis massa Islam. Ketua Umum PAN, Zulkifli Hasan, menyatakan bahwa Islam jalan tengah perlu menjadi pijakan dalam berbangsa dan bernegara. Islam tengah adalah perwujudan Islam yang mengedepankan moderasi. Melihat situasi Indonesia saat ini, dirinya mengajak umat Islam memperkuat spirit Islam pertengahan. Aktor-aktor politik kebangsaan Islam harus berpegang teguh pada nilai-nilai Islam tengah dan menghindarkan diri dari godaan yang mencoba menawarkan konsep khilafah. (republika.co.id, 29/1) Naskah selengkapnya: https://narasipost.com/2022/02/10/orkestrasi-penguasa-dalam-nyanyian-islamofobia/ Terimakasih buat kalian yang sudah mendengarkan podcast ini, Follow us on: instagram: http://instagram.com/narasipost Facebook: https://www.facebook.com/narasi.post.9 Fanpage: Https://www.facebook.com/pg/narasipostmedia/posts/ Twitter: Http://twitter.com/narasipost

Jumani mengaku menyediakan perempuan panggilan di rumahnya karena adanya peluang.

Datang.. kemudian pergi, barangkali hadir kembali. Masih dengan suara-suara yang tidak tau siapa pemiliknya, dan inilah.. kisah dibalik akun tanpa pasti seorang Tuan. --- Send in a voice message: https://anchor.fm/anala-pilau/message

Saya sering kali deactivated akun medsos saya, cara yang saya gunakan untuk berhenti sementara dari #medsos. --- Support this podcast: https://anchor.fm/andri-psikosomatik/support

apasih yang dicari followers? "biarlah mereka datang dengan sendirinya, tanpa perlu dituntun"

Pada Sesi 10 kita melakukan hal yang sedikit berbeda :) Selama berjalannya acara, para peserta akan memiliki akses kepada sebuah Virtual Board milik bersama. Virtual Board tersebut akan diisi dengan harapan, kesan, pesan, ide, dan berbagai pemikiran dari para peserta selama mengikuti keseluruhan sesi Festival Demokrasi Ekonomi 2021. Harapan panitia adalah kita bisa menyusun langkah bersama setelah #FDE2021 untuk dapat Menyalakan Kembali Mimpi Demokrasi Ekonomi di Indonesia Sesi ini akan dimoderatori oleh: - M. Sena Luphdika (Co-founder Gapatma & Ketua Panitia FDE 2021) Akun media sosial moderator: https://www.instagram.com/msenaluphdika/ Virtual Board dapat dilihat pada tautan berikut: http://bit.ly/VirtualWallFDE2021 #Gapatma #FDE2021 festivaldemokrasiekonomi.id -- 334455 (Gapatma) - Demokrasi Ekonomi? adalah media kolektif berbentuk koperasi yang fokus pada tema Demokrasi Ekonomi dan Koperasi. Mari gabung dan follow akun-akun kami untuk menerima update2 terbaru! Discord group: https://discord.gg/QSvzj2v Instagram: https://www.instagram.com/334455.demeko Medium: https://medium.com/334455-demokrasi-ekonomi Twitter: https://twitter.com/334455Demeko Youtube: https://www.youtube.com/c/GapatmaDemokrasiEkonomi Email: 334455.demeko@gmail.com Facebook: https://www.facebook.com/334455demeko Music: Sos Morse Code by Alexander http://www.orangefreesounds.com/sos-morse-code/ Attribution 4.0 International (CC BY 4.0) --- Send in a voice message: https://anchor.fm/334455-demeko/message

Kali ini Podcast Hydrant ngobrol dengan Febri Aditya Gabe Sigiro atau Pepi Sigiro, Andreas Elias Siahaan alias Elias, dan Frederik Jonatan Sianipar alias Jongket tentang pro kontra Spill di akun sosmed yang mungkin banyak menimpa orang-orang di luar sana. Contoh tersebut bahkan sudah sangat dekat dengan pertemanan kami karena ada kasus yang terkait dengan podcast ini dan berhubungan dengan spill di akun sosmed. Dengerin cerita Putu, Pepi, Jongket, dan Elias hanya di Podcast Hydrant! --- Send in a voice message: https://anchor.fm/podcasthydrant/message Support this podcast: https://anchor.fm/podcasthydrant/support

For the 7th session, we have invited international level speakers and moderator! - Heira Hardiyanti (Co-founder mycoolclass.com & Peneliti LSP2I) - Nathan Schneider (Founder of MEDLab & Author of "Everything for Everyone") - Jose Mari Luzarraga (Founder of Mondragon Team Academy & Ashoka Fellow) - Mustika Indah Khairina (Design Justice Enthusiast & Platform Coop Course alumnus) Akun media sosial narasumber & moderator: https://www.instagram.com/mycoolclass.coop/ https://twitter.com/ntnsndr https://www.instagram.com/mtauniverse/ https://twitter.com/javanesegrl Materi narasumber dapat diunduh pada tautan berikut: https://drive.google.com/drive/folders/1N7SHX1nBXjpfpVP31uyepwDQ0o8aUmYV?usp=sharing #Gapatma #FDE2021 festivaldemokrasiekonomi.id -- 334455 (Gapatma) - Demokrasi Ekonomi? adalah media kolektif berbentuk koperasi yang fokus pada tema Demokrasi Ekonomi dan Koperasi. Mari gabung dan follow akun-akun kami untuk menerima update2 terbaru! Discord group: https://discord.gg/QSvzj2v Instagram: https://www.instagram.com/334455.demeko Medium: https://medium.com/334455-demokrasi-ekonomi Twitter: https://twitter.com/334455Demeko Youtube: https://www.youtube.com/c/GapatmaDemokrasiEkonomi Email: 334455.demeko@gmail.com Facebook: https://www.facebook.com/334455demeko Music: Sos Morse Code by Alexander http://www.orangefreesounds.com/sos-morse-code/ Attribution 4.0 International (CC BY 4.0) --- Send in a voice message: https://anchor.fm/334455-demeko/message

Kali ini Podcast Hydrant ngobrol dengan Febri Aditya Gabe Sigiro atau Pepi Sigiro, Andreas Elias Siahaan alias Elias, dan Frederik Jonatan Sianipar alias Jongket tentang pro kontra Spill di akun sosmed yang mungkin banyak menimpa orang-orang di luar sana. Contoh tersebut bahkan sudah sangat dekat dengan pertemanan kami karena ada kasus yang terkait dengan podcast ini dan berhubungan dengan spill di akun sosmed. Dengerin cerita Putu, Pepi, Jongket, dan Elias hanya di Podcast Hydrant! --- Send in a voice message: https://anchor.fm/podcasthydrant/message Support this podcast: https://anchor.fm/podcasthydrant/support

Jadi podcast ini lebih menceritakan keresahan - keresahan yang saya rasakan.Kalau tidak mau mendengarkan bisa di skip tapi kalau mau mendengarkan semoga menjadi manfaat. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/deliar-noor/message

Nathan Jones is an Australian actor, powerlifting champion, strongman, and former WWE professional wrestler. Standing at 6'11” and 330 lbs of muscle and mayhem, some of his most notable roles in film have included playing David vs. Goliath type villainous characters, like Boagrius facing off Archilles (played by Brad Pitt) in Troy, as Hercules O'Brien fighting Jet Li in Fearless, or wrestling with Stone Cold Steve Austin as Petr in the jungles of The Condemned. Then as the maniacal Rictus Erectus in acclaimed Oscar-winning Australian film Mad Max: Fury Road, son of ‘The Immortan Joe', as his right-hand man and successor, he undoubtedly stands tall and out from the crowd. You can also catch him playing heavy-hitting, full-bodied costumed characters like Akun in Conan The Barbarian with Jason Mamoa, or his role as General Reiko in the 2021 Mortal Kombat film! Prior, he rose upon the World Strongman scene back in 1995. The giant Australian known as “The Megaman,” began his early career in the sport of powerlifting, where he won the World Strongman Challenge at age 26. His career turned towards Professional Wrestling and Sports Entertainment in 2002, where we made his televised World Wrestling Entertainment (WWE) debut on the SmackDown! roster. Nathan most notably appeared alongside The Undertaker at WrestleMania XIX, as well as part of Team Lesnar at Survivor Series 2003.

Eskon vieraaksi Sunnuntaibrunssille saapuu näyttelijä Aku Hirviniemi. Hirviniemen kanssa keskustellaan hänen urakehityksestä ja julkisen ammatin kääntöpuolista. Miltä koomikon leima tuntuu ja minkälaisen matkan Aku on kulkenut suhteessaan alkoholiin. Akun on mukana uudessa Julkisesti tuomitut-podcast sarjassa, josta jutellaan myös. Tervetuloa Sunnuntaibrunssille!

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Sebagai penggiat informasi terupdate, kami menyarankan akun akun penting untuk ada follow

Akun @adearmando1 sempat disuspend #Twitter. Menurut kabar yang beredar, matinya akun #AdeArmando tersebut disebabkan aksi kolektif yang sangat mungkin didanai mereka yang tidak suka dengan postingannya yang gigih melawan penindasan dan diskriminasi terhadap #Tionghoa dan #non-Muslim, khususnya #Kristen. Namun, Dosen #UI tersebut kemudian mengumumkan bahwa akunnya sudah hidup kembali. Jelas ini, berita buruk bagi #RizalRamli #ReflyHarun #RoySuryo dan para pengasong #Khilafah. #MazdjoPray #EkoKuntadhi #Maharani #OPJ #ObrolanPinggirJurang

Check out the review of the Episode 55 Premiere Show - An Akun Brother Speaks Wisdom -  Episode 55 Season 4 2020-2021 with Director, host Ms. Nichel Anderson that discusses the scenes she wrote for these scenes of characters that progresses further into the saga of MOLIAE Production that is of the timeline of her book "Mitsrayim: A Memoir of A Past Life In Ancient Egypt."   Premiere Show - An Akun Brother Speaks Wisdom -  Episode 55 Season 4 2020-2021 in September. Download the full episode, subscribe to this podcast and share it.  Tune and follow, share it with someone else and subscribe to MOLIAE enewsletter at moliae.com --- Buy The Book:  "Mitsrayim: A Memoir of A Past Life In Ancient Egypt" Available on Amazon.com -- Support This Podcast Show - Buy Our T-shirts https://moliae.com/collections/moliae-tshirts-and-hoodies   —   Check Out Brand of Essential Body Oils At: MOLIAE Beauty Shop: Https://moliaebeauty.com   Get Our Signature Body Oil “Ankh Ra 360”: https://moliaebeauty.com/products/moliae-ankh-ra-360-body-oil   GIFT BOX KITS ! You want to send Ancient Egypt in a beautiful one of a kind present treasure chest? Order our gift box kits and be like a Royal ! You remember the times..   https://moliaebeauty.com/collections/gift-box-kits   — Stay Connected With Us On Social Media - Follow, Share this !   Stay Connected With Us:   Instagram Pages - Follow us, Share this:   MOLIAE8 https://www.instagram.com/moliae8   and…   MOLIAEBeauty8 https://www.instagram.com/moliaebeauty8   — YouTube Channel - subscribe today https://www.youtube.com/moliae     Facebook Social Connect With the Production of MOLIAE https://www.facebook.com/moliae and.. https://www.faebook.com/moliaebeauty   Twitter Social Page https://www.twitter.com/moliae   and our skincare line twitter page:   https://www.twitte.com/moliaeb   

Sekularisme Biang Keladi Pencipta Para Penista Oleh. Nur Hajrah (Aktivis Dakwah Nisa Morowali) Voice Over Talent : Armina A NarasiPost.Com-Jagat dunia maya kembali heboh setelah viralnya sebuah akun di salah satu media sosial. Akun tersebut memposting aksi pembakaran Al-Qur'an dan terdapat kata-kata yang tidak pantas ditulis dalam kitab suci umat Islam tersebut. Kepolisian telah menangkap pelaku dalam aksi pembakaran Al-Qur'an tersebut yang ternyata adalah seorang laki-laki, penangkapan dilakukan di daerah Tanjung Duren, Jakarta Barat. Aziz Andriansyah selaku Kapolres Metro Jakarta Selatan membenarkan hal tersebut, bahwa pelaku asli pembakaran Al-Qur'an telah diringkus, hanya saja Aziz tidak menjelaskan lebih jauh tentang kasus tersebut kerena menurutnya jajaran Polda Metro Jaya lebih berhak membeberkannya. Sebelumnya polisi telah melakukan pemeriksaan terhadap perempuan pemilik akun yang diduga sebagai pelaku aksi pembakaran Al-Qur'an. Tetapi sang pemilik akun menyatakan bahwa bukan dia pelaku dalam aksi pembakaran Al-Qur'an tersebut dan bukan dia yang mempostingnya, karena menurutnya akun tersebut adalah palsu yang mengatasnamakan namanya. (detik.com, 25/05/2021) Atas perbuatannya, pelaku asli pembakaran Al-Qur'an dijerat undang-undang informasi dan transaksi elektronik dan dijatuhi hukuman selama 6 tahun di penjara (kompas.com 25/05/2021) Penistaan agama khususnya terhadap agama Islam bukanlah kejadian yang baru terjadi di Indonesia. Sudah sering penistaan agama terjadi di negeri ini, baik dilakukan perorangan maupun kelompok, ada yang tersorot media ada juga yang tidak. Dalam kasus di atas, dilansir dari merdeka.com(25-05-2021), pelaku adalah mantan kekasih pemilik akun, motif pelaku melakukan aksinya kerena ada unsur sakit hati dan ingin membalas dendam. Naskah Selengkapnya : https://narasipost.com/2021/06/08/sekularisme-biang-keladi-pencipta-para-penista/ Terimakasih buat kalian yang sudah mendengarkan podcast ini, Follow us on : instagram : http://instagram.com/narasipost Facebook : https://www.facebook.com/narasi.post.9 Fanpage : Https://www.facebook.com/pg/narasipostmedia/posts/ Twitter : Http://twitter.com/narasipost

Mau Podcast dapet cuan? Daftarin podcast kamu ke podmetrics.co dan gunakan kode referral PodcastHydrant (tanpa spasi). Sebagai seorang wanita yang punya akun alter, Luna merupakan salah satu wanita yang punya banyak fantasi. Di episode ini kita ngebahas banyak hal tentang fantasi seksual dalam diri seorang Luna. Akun twitternya yaitu @allunaism aktif di dunia twitter sudah cukup lama. Bahkan banyak cerita seru yang kita bahas di episode ini, salah satunya cerita tentang partner yang Ia percaya untuk melakukan semua fantasi yang Ia inginkan. Kalau kamu penasaran seperti apa gambaran Luna, silahkan cek sendiri ke akun twitternya. Yang paling menarik pembahasan di episode ini adalah ketika Ia bercerita tentang followersnya yang mendapatkan kesempatan, namun sayangnya tidak sesuai ekspektasi. Mau tau bagaimana kronologi kejadian seru tersebut dan kenapa Luna menjadikan alter di twitter sebagai identitas lainnya? Dengerin hanya di Podcast Hydrant. --- Send in a voice message: https://anchor.fm/podcasthydrant/message Support this podcast: https://anchor.fm/podcasthydrant/support

Eva Mazrieva berbincang dengan Fayanna dari Jakarta dan Patrichia dari Papua, yang terpilih untuk mengambil alih akun-akun medsos para influencer – termasuk Najwa Shihab, Hannah Al Rashid dan Budiman Sudjatmiko – dalam memperingati Hari Anak Perempuan Internasional untuk menyuarakan pikiran mereka.