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About ChloeChloe is a Bay Area based Cloud Advocate for Microsoft. Previously, she worked at Sentry.io where she created the award winning Sentry Scouts program (a camp themed meet-up ft. patches, s'mores, giant squirrel costumes, and hot chocolate), and was featured in the Grace Hopper Conference 2018 gallery featuring 15 influential women in STEM by AnitaB.org. Her projects and work with Azure have ranged from fake boyfriend alerts to Mario Kart 'astrology', and have been featured in VICE, The New York Times, as well as SmashMouth's Twitter account. Chloe holds a BA in Drama from San Francisco State University and is a graduate of Hackbright Academy. She prides herself on being a non-traditional background engineer, and is likely one of the only engineers who has played an ogre, crayon, and the back-end of a cow on a professional stage. She hopes to bring more artists into tech, and more engineers into the arts.Links: Twitter: https://twitter.com/ChloeCondon Instagram: https://www.instagram.com/gitforked/ YouTube: https://www.youtube.com/c/ChloeCondonVideos TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: This episode is sponsored in part by our friends at Vultr. Spelled V-U-L-T-R because they're all about helping save money, including on things like, you know, vowels. So, what they do is they are a cloud provider that provides surprisingly high performance cloud compute at a price that—while sure they claim its better than AWS pricing—and when they say that they mean it is less money. Sure, I don't dispute that but what I find interesting is that it's predictable. They tell you in advance on a monthly basis what it's going to going to cost. They have a bunch of advanced networking features. They have nineteen global locations and scale things elastically. Not to be confused with openly, because apparently elastic and open can mean the same thing sometimes. They have had over a million users. Deployments take less that sixty seconds across twelve pre-selected operating systems. Or, if you're one of those nutters like me, you can bring your own ISO and install basically any operating system you want. Starting with pricing as low as $2.50 a month for Vultr cloud compute they have plans for developers and businesses of all sizes, except maybe Amazon, who stubbornly insists on having something to scale all on their own. Try Vultr today for free by visiting: vultr.com/screaming, and you'll receive a $100 in credit. Thats v-u-l-t-r.com slash screaming.Corey: This episode is sponsored in part by Honeycomb. When production is running slow, it's hard to know where problems originate: is it your application code, users, or the underlying systems? I've got five bucks on DNS, personally. Why scroll through endless dashboards, while dealing with alert floods, going from tool to tool to tool that you employ, guessing at which puzzle pieces matter? Context switching and tool sprawl are slowly killing both your team and your business. You should care more about one of those than the other, which one is up to you. Drop the separate pillars and enter a world of getting one unified understanding of the one thing driving your business: production. With Honeycomb, you guess less and know more. Try it for free at Honeycomb.io/screaminginthecloud. Observability, it's more than just hipster monitoring.Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. Somehow in the years this show has been running, I've only had Chloe Condon on once. In that time, she's over for dinner at my house way more frequently than that, but somehow the stars never align to get us together in front of microphones and have a conversation. First, welcome back to the show, Chloe. You're a senior cloud advocate at Microsoft on the Next Generation Experiences Team. It is great to have you here.Chloe: I'm back, baby. I'm so excited. This is one of my favorite shows to listen to, and it feels great to be a repeat guest, a friend of the pod. [laugh].Corey: Oh, yes indeed. So, something-something cloud, something-something Microsoft, something-something Azure, I don't particularly care, in light of what it is you have going on that you have just clued me in on, and we're going to talk about that to start. You're launching something new called Master Creep Theatre and I have a whole bunch of questions. First and foremost, is it theater or theatre? How is that spelled? Which—the E and the R, what direction does that go in?Chloe: Ohh, I feel like it's going to be the R-E because that makes it very fancy and almost British, you know?Corey: Oh, yes. And the Harlequin mask direction it goes in, that entire aesthetic, I love it. Please tell me what it is. I want to know the story of how it came to be, the sheer joy I get from playing games with language alone guarantee I'm going to listen to whatever this is, but please tell me more.Chloe: Oh, my goodness. Okay, so this is one of those creative projects that's been on my back burner forever where I'm like, someday when I have time, I'm going to put all my time [laugh] and energy into this. So, this originally stemmed from—if you don't follow me on Twitter, oftentimes when I'm not tweeting about '90s nostalgia, or Clippy puns, or Microsoft silly throwback things to Windows 95, I get a lot of weird DMs. On every app, not just Twitter. On Instagram, Twitter, LinkedIn, oh my gosh, what else is there?Corey: And I don't want to be clear here just to make this absolutely crystal clear, “Hey, Chloe, do you want to come back on Screaming in the Cloud again?” Is not one of those weird DMs to which you're referring?Chloe: No, that is a good DM. So, people always ask me, “Why don't you just close your DMs?” Because a lot of high profile people on the internet just won't even have their DMs open.Corey: Oh, I understand that, but I'm the same boat. I would have a lot less nonsense, but at the same time, I want—at least in my case—I want people to be able to reach out to me because the only reason I am what I am is that a bunch of people who had no reason to do it did favors for me—Chloe: Yes.Corey: —and I can't ever repay it, I can only ever pay it forward and that is the cost of doing favors. If I can help someone, I will, and that's hard to do with, “My DMs are closed so hunt down my email address and send me an email,” and I'm bad at email.Chloe: Right. I'm terrible at email as well, and I'm also terrible at DMs [laugh]. So, I think a lot of folks don't understand the volume at which I get messages, which if you're a good friend of mine, if you're someone like Corey or a dear friend like Emily, I will tell you, “Hey, if you actually need to get ahold of me, text me.” And text me a couple times because I probably see it and then I have ADHD, so I won't immediately respond. I think I respond in my head but I don't.But I get anywhere from, I would say, ohh, like, 30 on a low day to 100 on a day where I have a viral tweet about getting into tech with a non-traditional background or something like that. And these DMs that I get are really lovely messages like, “Thank you for the work you do,” or, “I decided to do a cute manicure because the [laugh] manicure you posted,” too, “How do I get into tech? How do I get a job at Microsoft?” All kinds of things. It runs the gamut between, “Where's your shirt from?” Where—[laugh]—“What's your mother's maiden name?”But a lot of the messages that I get—and if you're a woman on the internet with any sort of presence, you know how there's that, like—what's it called in Twitter—the Other Messages feature that's like, “Here's the people you know. Here's the people”—the message requests. For the longest time were just, “Hey,” “Hi,” “Hey dear,” “Hi pretty,” “Hi ma'am,” “Hello,” “Love you,” just really weird stuff. And of course, everyone gets these; these are bots or scammers or whatever they may be—or just creeps, like weird—and always the bio—not always but I [laugh] would say, like, these accounts range from either obviously a bot where it's a million different numbers, an account that says, “Father, husband, lover of Jesus Christ and God.” Which is so [laugh] ironic… I'm like, “Why are you in my DMs?”Corey: A man of God, which is why I'm in your DMs being creepy.Chloe: Exactly. Or—Corey: Just like Christ might have.Chloe: And you would be shocked, Corey, at how many. The thing that I love to say is Twitter is not a dating site. Neither is LinkedIn. Neither is Instagram. I post about my boyfriend all the time, who you've met, and we adore Ty Smith, but I've never received any unsolicited images, knock on wood, but I'm always getting these very bait-y messages like, “Hey, beautiful. I want to take you out.” And you would be shocked at how many of these people are doing it from their professional business account. [laugh]. Like, works at AWS, works at Google; it's like, oh my God. [laugh].Corey: You get this under your name, right? It ties back to it. Meanwhile—again, this is one of those invisible areas of privilege that folks who look like me don't have to deal with. My DM graveyard is usually things like random bot accounts, always starting with, “Hi,” or, “Hey.” If you want to guarantee I never respond to you, that is what you say. I just delete those out of hand because I don't notice or care. It is either a bot, or a scam, or someone who can't articulate what they're actually trying to get from me—Chloe: Exactly.Corey: —and I don't have the time for it. Make your request upfront. Don't ask to ask; just ask.Chloe: I think it's important to note, also, that I get a lot of… different kinds of these messages and they try to respond to everyone. I cannot. If I responded to everybody's messages that I got, I just wouldn't have any time to do my job. But the thing that I always say to people—you know, and managers have told me in the past, my boyfriend has encouraged me to do this, is when people say things like, “Close your DMs,” or, “Just ignore them,” I want to have the same experience that everybody else has on the internet. Now, it's going to be a little different, of course, because I look and act and sound like I do, and of course, podcasts are historically a visual medium, so I'm a five-foot-two, white, bright orange-haired girl; I'm a very quirky individual.Corey: Yes, if you look up ‘quirky,' you're right there under the dictionary definition. And every time—like, when we were first hanging out and you mentioned, “Oh yeah, I used to be in theater.” And it's like, “You know, you didn't even have to tell me that, on some level.” Which is not intended to be an insult. It's just theater folks are a bit of a type, and you are more or less the archetype of what a theatre person is, at least to my frame of reference.Chloe: And not only that, but I did musicals, so you can't see the jazz hands now, but–yeah, my degree is in drama. I come from that space and I just, you know, whenever people say, “Just ignore it,” or, “Close your DMs,” I'm like, I want people to be able to reach out to me; I want to be able to message one-on-one with Corey and whoever, when—as needed, and—Corey: Why should I close my DMs?Chloe: Yeah.Corey: They're the ones who suck. Yeah.Chloe: [laugh]. But over the years, to give people a little bit of context, I've been working in tech a long time—I've been working professionally in the DevRel space for about five or six years now—but I've worked in tech a long time, I worked as a recruiter, an office admin, executive assistant, like, I did all of the other areas of tech, but it wasn't until I got a presence on Twitter—which I've only been on Twitter for I think five years; I haven't been on there that long, actively. And to give some context on that, Twitter is not a social media platform used in the theater space. We just use Instagram and Facebook, really, back in the day, I'm not on Facebook at all these days. So, when I discovered Twitter was cool—and I should also mention my boyfriend, Ty, was working at Twitter at the time and I was like, “Twitter's stupid. Who would go on this—[laugh] who uses this app?”Fast-forward to now, I'm like—Ty's like, “Can you please get off Twitter?” But yeah, I think I've just been saving these screenshots over the last five or so years from everything from my LinkedIn, from all the crazy stuff that I dealt with when people thought I was a Bitcoin influencer to people being creepy. One of the highlights that I recently found when I was going back and trying to find these for this series that I'm doing is there was a guy from Australia, DMed me something like, “Hey, beautiful,” or, “Hey, sexy,” something like that. And I called him out. And I started doing this thing where I would post it on Twitter.I would usually hide their image with a clown emoji or something to make it anonymous, or not to call them out, but in this one I didn't, and this guy was defending himself in the comments, and to me in my DM's saying, “Oh, actually, this was a social experiment and I have all the screenshots of this,” right? So, imagine if you will—so I have conversations ranging from things like that where it's like, “Actually I messaged a bunch of people about that because I'm doing a social experiment on how people respond to, ‘Hey beautiful. I'd love to take you out some time in Silicon Valley.'” just the weirdest stuff right? So, me being the professional performer that I am, was like, these are hilarious.And I kept thinking to myself, anytime I would get these messages, I was like, “Does this work?” If you just go up to someone and say, “Hey”—do people meet this way? And of course, you get people on Twitter who when you tweet something like that, they're like, “Actually, I met my boyfriend in Twitter DMs,” or like, “I met my boyfriend because he slid into my DMs on Instagram,” or whatever. But that's not me. I have a boyfriend. I'm not interested. This is not the time or the place.So, it's been one of those things on the back burner for three or four years that I've just always been saving these images to a folder, thinking, “Okay, when I have the time when I have the space, the creative energy and the bandwidth to do this,” and thankfully for everyone I do now, I'm going to do dramatic readings of these DMs with other people in tech, and show—not even just to make fun of these people, but just to show, like, how would this work? What do you expect the [laugh] outcome to be? So Corey, for example, if you were to come on, like, here's a great example. A year ago—this is 2018; we're in 2021 right now—this guy messaged me in December of 2018, and was like, “Hey,” and then was like, “I would love to be your friend.” And I was like, “Nope,” and I responded, “Nope, nope, nope, nope.” There's a thread of this on Twitter. And then randomly, three weeks ago, just sent me this video to the tune of Enrique Iglesias' “Rhythm Divine” of just images of himself. [laugh]. So like, this comedy [crosstalk 00:10:45]—Corey: Was at least wearing pants?Chloe: He is wearing pants. It's very confusing. It's a picture—a lot of group photos, so I didn't know who he was. But in my mind because, you know, I'm an engineer, I'm trying to think through the end-user experience. I'm like, “What was your plan here?”With all these people I'm like, “So, your plan is just to slide into my DMs and woo me with ‘Hey'?” [laugh]. So, I think it'll be really fun to not only just show and call out this behavior but also take submissions from other people in the industry, even beyond tech, really, because I know anytime I tweet an example of this, I get 20 different women going, “Oh, my gosh, you get these weird messages, too?” And I really want to show, like, A, to men how often this happens because like you said, I think a lot of men say, “Just ignore it.” Or, “I don't get anything like that. You must be asking for it.”And I'm like, “No. This comes to me. These people find us and me and whoever else out there gets these messages,” and I'm just really ready to have a laugh at their expense because I've been laughing for years. [laugh].Corey: Back when I was a teenager, I was working in some fast food style job, and one of my co-workers saw customer, walked over to her, and said, “You're beautiful.” And she smiled and blushed. He leaned in and kissed her.Chloe: Ugh.Corey: And I'm sitting there going what on earth? And my other co-worker leaned over and is like, “You do know that's his girlfriend, right?” And I have to feel like, on some level, that is what happened to an awful lot of these broken men out on the internet, only they didn't have a co-worker to lean over and say, “Yeah, they actually know each other.” Which is why we see all this [unintelligible 00:12:16] behavior of yelling at people on the street as they walk past, or from a passing car. Because they saw someone do a stunt like that once and thought, “If it worked for them, it could work for me. It only has to work once.”And they're trying to turn this into a one day telling the grandkids how they met their grandmother. And, “Yeah, I yelled at her from a construction site, and it was love at first ‘Hey, baby.'” That is what I feel is what's going on. I have never understood it. I look back at my dating history in my early 20s, I look back now I'm like, “Ohh, I was not a great person,” but compared to these stories, I was a goddamn prince.Chloe: Yeah.Corey: It's awful.Chloe: It's really wild. And actually, I have a very vivid memory, this was right bef—uh, not right before the pandemic, but probably in 2019. I was speaking on a lot of conferences and events, and I was at this event in San Jose, and there were not a lot of women there. And somehow this other lovely woman—I can't remember her name right now—found me afterwards, and we were talking and she said, “Oh, my God. I had—this is such a weird event, right?”And I was like, “Yeah, it is kind of a weird vibe here.” And she said, “Ugh, so the weirdest thing happened to me. This guy”—it was her first tech conference ever, first of all, so you know—or I think it was her first tech conference in the Bay Area—and she was like, “Yeah, this guy came to my booth. I've been working this booth over here for this startup that I work at, and he told me he wanted to talk business. And then I ended up meeting him, stupidly, in my hotel lobby bar, and it's a date. Like, this guy is taking me out on a date all of a sudden,” and she was like, “And it took me about two minutes to just to be like, you know what? This is inappropriate. I thought this is going to be a business meeting. I want to go.”And then she shows me her hands, Corey, and she has a wedding ring. And she goes, “I'm not married. I have bought five or six different types of rings on Wish App”—or wish.com, which if you've never purchased from Wish before, it's very, kind of, low priced jewelry and toys and stuff of that nature. And she said, “I have a different wedding ring for every occasion. I've got my beach fake wedding ring. I've got my, we-got-married-with-a-bunch-of-mason-jars-in-the-woods fake wedding ring.”And she said she started wearing these because when she did, she got less creepy guys coming up to her at these events. And I think it's important to note, also, I'm not putting it out there at all that I'm interested in men. If anything, you know, I've been [laugh] with my boyfriend for six years never putting out these signals, and time and time again, when I would travel, I was very, very careful about sharing my location because oftentimes I would be on stage giving a keynote and getting messages while I delivered a technical keynote saying, “I'd love to take you out to dinner later. How long are you in town?” Just really weird, yucky, nasty stuff that—you know, and everyone's like, “You should be flattered.”And I'm like, “No. You don't have to deal with this. It's not like a bunch of women are wolf-whistling you during your keynote and asking what your boob size is.” But that's happening to me, and that's an extra layer that a lot of folks in this industry don't talk about but is happening and it adds up. And as my boyfriend loves to remind me, he's like, “I mean, you could stop tweeting at any time,” which I'm not going to do. But the more followers you get, the more inbound you get. So—Corey: Right. And the hell of it is, it's not a great answer because it's closing off paths of opportunity. Twitter has—Chloe: Absolutely.Corey: —introduced me to clients, introduced me to friends, introduced me to certainly an awful lot of podcast guests, and it informs and shapes a lot of the opinions that I hold on these things. And this is an example of what people mean when they talk about privilege. Where, yeah, “Look at Corey”—I've heard someone say once, and, “Nothing was handed to him.” And you're right, to be clear, I did not—like, no one handed me a microphone and said, “We're going to give you a podcast, now.” I had to build this myself.But let's be clear, I had no headwinds of working against me while I did it. There's the, you still have to do things, but you don't have an entire cacophony of shit heels telling you that you're not good enough in a variety of different ways, to subtly reinforcing your only value is the way that you look. There isn't this whole, whenever you get something wrong and it's a, “Oh, well, that's okay. We all get things wrong.” It's not the, “Girls suck at computers,” trope that we see so often.There's a litany of things that are either supportive that work in my favor, or are absent working against me that is privilege that is invisible until you start looking around and seeing it, and then it becomes impossible not to. I know I've talked about this before on the show, but no one listens to everything and I just want to subtly reinforce that if you're one of those folks who will say things like, “Oh, privilege isn't real,” or, “You can have bigotry against white people, too.” I want to be clear, we are not the same. You are not on my side on any of this, and to be very direct, I don't really care what you have to say.Chloe: Yeah. And I mean, this even comes into play in office culture and dynamics as well because I am always the squeaky wheel in the room on these kind of things, but a great example that I'll give is I know several women in this industry who have had issues when they used to travel for conferences of being stalked, people showing up at their hotel rooms, just really inappropriate stuff, and for that reason, a lot of folks—including myself—wouldn't pick the conference event—like, typically they'll be like, “This is the hotel everyone's staying at.” I would very intentionally stay at a different hotel because I didn't want people knowing where I was staying. But I started to notice once a friend of mine, who had an issue with this [unintelligible 00:17:26], I really like to be private about where I'm staying, and sometimes if you're working at a startup or larger company, they'll say, “Hey, everyone put in this Excel spreadsheet or this Google Doc where everyone's staying and how to contact them, and all this stuff.” And I think it's really important to be mindful of these things.I always say to my friends—I'm not going out too much these days because it's a pandemic—and I've done Twitter threads on this before where I never post my location; you will never see me. I got rid of Swarm a couple [laugh] years ago because people started showing up where I was. I posted photos before, you know, “Hey, at the lake right now.” And people have shown up. Dinners, people have recognized me when I've been out.So, I have an espresso machine right over here that my lovely boyfriend got me for my birthday, and someone commented, “Oh, we're just going to act like we don't see someone's reflection in the”—like, people Zoom in on images. I've read stories from cosplayers online who, they look into the reflection of a woman's glasses and can figure out where they are. So, I think there's this whole level. I'm constantly on alert, especially as a woman in tech. And I have friends here in the Bay Area, who have tweeted a photo at a barbecue, and then someone was like, “Hey, I live in the neighborhood, and I recognize the tree.”First of all, don't do that. Don't ever do that. Even if you think you're a nice, unassuming guy or girl or whatever, don't ever [laugh] do that. But I very intentionally—people get really confused, my friends specifically. They're like, “Wait a second, you're in Hawaii right now? I thought you were in Hawaii three weeks ago.” And I'm like, “I was. I don't want anyone even knowing what island or continent I'm on.”And that's something that I think about a lot. When I post photo—I never post any photos from my window. I don't want people knowing what my view is. People have figured out what neighborhood I live in based on, like, “I know where that graffiti is.” I'm very strategic about all this stuff, and I think there's a lot of stuff that I want to share that I don't share because of privacy issues and concerns about my safety. And also want to say and this is in my thread on online safety as well is, don't call out people's locations if you do recognize the image because then you're doxxing them to everyone like, “Oh”—Corey: I've had a few people do that in response to pictures I've posted before on a house, like, “Oh, I can look at this and see this other thing and then intuit where you are.” And first, I don't have that sense of heightened awareness on this because I still have this perception of myself as no one cares enough to bother, and on the other side, by calling that out in public. It's like, you do not present yourself well at all. In fact, you make yourself look an awful lot like the people that we're warned about. And I just don't get that.I have some of these concerns, especially as my audience has grown, and let's be very clear here, I antagonize trillion-dollar companies for a living. So, first if someone's going to have me killed, they can find where I am. That's pretty easy. It turns out that having me whacked is not even a rounding error on most of these companies' budgets, unfortunately. But also I don't have that level of, I guess, deranged superfan. Yet.But it happens in the fullness of time, as people's audiences continue to grow. It just seems an awful lot like it happens at much lower audience scale for folks who don't look like me. I want to be clear, this is not a request for anyone listening to this, to try and become that person for me, you will get hosed, at minimum. And yes, we press charges here.Chloe: AWSfan89, sliding into your DMs right after this. Yeah, it's also just like—I mean, I don't want to necessarily call out what company this was at, but personally, I've been in situations where I've thrown an event, like a meetup, and I'm like, “Hey, everyone. I'm going to be doing ‘Intro to blah, blah, blah' at this time, at this place.” And three or four guys would show up, none of them with computers. It was a freaking workshop on how to do or deploy something, or work with an API.And when I said, “Great, so why'd you guys come to this session today?” And maybe two have iPads, one just has a notepad, they're like, “Oh, I just wanted to meet you from Twitter.” And it's like, okay, that's a little disrespectful to me because I am taking time out to do this workshop on a very technical thing that I thought people were coming here to learn. And this isn't the Q&A. This is not your meet-and-greet opportunity to meet Chloe Condon, and I don't know why you would, like, I put so much of my life online [laugh] anyway.But yeah, it's very unsettling, and it's happened to me enough. Guys have shown up to my events and given me gifts. I mean, I'm always down for a free shirt or something, but it's one of those things that I'm constantly aware of and I hate that I have to be constantly aware of, but at the end of the day, my safety is the number one priority, and I don't want to get murdered. And I've tweeted this out before, our friend Emily, who's similarly a lady on the internet, who works with my boyfriend Ty over at Uber, we have this joke that's not a joke, where we say, “Hey if I'm murdered, this is who it was.” And we'll just send each other screenshots of creepy things that people either tag us in, or give us feedback on, or people asking what size shirt we are. Just, wiki feed stuff, just really some of the yucky of the yuck out there.And I do think that unless you have a partner, or a family member, or someone close enough to you to let you know about these things—because I don't talk about these things a lot other than my close friends, and maybe calling out a weirdo here and there in public, but I don't share the really yucky stuff. I don't share the people who are asking what neighborhood I live in. I'm not sharing the people who are tagging me, like, [unintelligible 00:22:33], really tagging me in some nasty TikToks, along with some other women out there. There are some really bad actors in this community and it is to the point where Emily and I will be like, “Hey, when you inevitably have to solve my murder, here's the [laugh] five prime suspects.” And that sucks. That's [unintelligible 00:22:48] joke; that isn't a joke, right? I suspect I will either die in an elevator accident or one of my stalkers will find me. [laugh].Corey: It's easy for folks to think, oh, well, this is a Chloe problem because she's loud, she's visible, she's quirky, she's different than most folks, and she brings it all on herself, and this is provably not true. Because if you talk to, effectively, any woman in the world in-depth about this, they all have stories that look awfully similar to this. And let me forestall some of the awful responses I know I'm going to get. And, “Well, none of the women I know have had experiences like this,” let me be very clear, they absolutely have, but for one reason or another, they either don't see the need, or don't see the value, or don't feel safe talking to you about it.Chloe: Yeah, absolutely. And I feel a lot of privilege, I'm very lucky that my boyfriend is a staff engineer at Uber, and I have lots of friends in high places at some of these companies like Reddit that work with safety and security and stuff, but oftentimes, a lot of the stories or insights or even just anecdotes that I will give people on their products are invaluable insights to a lot of these security and safety teams. Like, who amongst us, you know, [laugh] has used a feature and been like, “Wait a second. This is really, really bad, and I don't want to tweet about this because I don't want people to know that they can abuse this feature to stalk or harass or whatever that may be,” but I think a lot about the people who don't have the platform that I have because I have 50k-something followers on Twitter, I have a pretty big online following in general, and I have the platform that I do working at Microsoft, and I can tweet and scream and be loud as I can about this. But I think about the folks who don't have my audience, the people who are constantly getting harassed and bombarded, and I get these DMs all the time from women who say, “Thank you so much for doing a thread on this,” or, “Thank you for talking about this,” because people don't believe them.They're just like, “Oh, just ignore it,” or just, “Oh, it's just one weirdo in his basement, like, in his mom's basement.” And I'm like, “Yeah, but imagine that but times 40 in a week, and think about how that would make you rethink your place and your position in tech and even outside of tech.” Let's think of the people who don't know how this technology works. If you're on Instagram at all, you may notice that literally not only every post, but every Instagram story that has the word COVID in it, has the word vaccine, has anything, and they must be using some sort of cognitive scanning type thing or scanning the images themselves because this is a feature that basically says, hey, this post mentioned COVID in some way. I think if you even use the word mask, it alerts this.And while this is a great feature because we all want accurate information coming out about the pandemic, I'm like, “Wait a minute. So, you're telling me this whole time you could have been doing this for all the weird things that I get into my DMs, and people post?” And, like, it just shows you, yes, this is a global pandemic. Yes, this is something that affects everyone. Yes, it's important we get information out about this, but we can be using these features in much [laugh] more impactful ways that protects people's safety, that protects people's ability to feel safe on a platform.And I think the biggest one for me, and I make a lot of bots; I make a lot of Twitter bots and chatbots, and I've done entire series on this about ethical bot creation, but it's so easy—and I know this firsthand—to make a Twitter account. You can have more than one number, you can do with different emails. And with Instagram, they have this really lovely new feature that if you block someone, it instantly says, “You just blocked so and so. Would you like to block any other future accounts they make?” I mean, seems simple enough, right?Like, anything related—maybe they're doing it by email, or phone number, or maybe it's by IP, but like, that's not being done on a lot of these platforms, and it should be. I think someone mentioned in one of my threads on safety recently that Peloton doesn't have a block user feature. [laugh]. They're probably like, “Well, who's going to harass someone on Peloton?” It would happen to me. If I had a Peloton, [laugh] I assure you someone would find a way to harass me on there.So, I always tell people, if you're working at a company and you're not thinking about safety and harassment tools, you probably don't have anybody LGBTQ+ women, non-binary on your team, first of all, and you need to be thinking about these things, and you need to be making them a priority because if users can interact in some way, they will stalk, harass, they will find some way to misuse it. It seems like one of those weird edge cases where it's like, “Oh, we don't need to put a test in for that feature because no one's ever going to submit, like, just 25 emojis.” But it's the same thing with safety. You're like, who would harass someone on an app about bubblegum? One of my followers were. [laugh].Corey: This episode is sponsored by our friends at Oracle HeatWave is a new high-performance accelerator for the Oracle MySQL Database Service. Although I insist on calling it “my squirrel.” While MySQL has long been the worlds most popular open source database, shifting from transacting to analytics required way too much overhead and, ya know, work. With HeatWave you can run your OLTP and OLAP, don't ask me to ever say those acronyms again, workloads directly from your MySQL database and eliminate the time consuming data movement and integration work, while also performing 1100X faster than Amazon Aurora, and 2.5X faster than Amazon Redshift, at a third of the cost. My thanks again to Oracle Cloud for sponsoring this ridiculous nonsense.Corey: The biggest question that doesn't get asked that needs to be in almost every case is, “Okay. We're building a thing, and it's awesome. And I know it's hard to think like this, but pivot around. Theoretically, what could a jerk do with it?”Chloe: Yes.Corey: When you're designing it, it's all right, how do you account for people that are complete jerks?Chloe: Absolutely.Corey: Even the cloud providers, all of them, when the whole Parler thing hit, everyone's like, “Oh, Amazon is censoring people for freedom of speech.” No, they're actually not. What they're doing is enforcing their terms of service, the same terms of service that every provider that is not trash has. It is not a problem that one company decided they didn't want hate speech on their platform. It was all the companies decided that, except for some very fringe elements. And that's the sort of thing you have to figure out is, it's easy in theory to figure out, oh, anything goes; freedom of speech. Great, well, some forms of speech violate federal law.Chloe: Right.Corey: So, what do you do then? Where do you draw the line? And it's always nuanced and it's always tricky, and the worst people are the folks that love to rules-lawyer around these things. It gets worse than that where these are the same people that will then sit there and make bad faith arguments all the time. And lawyers have a saying that hard cases make bad law.When you have these very nuanced thing, and, “Well, we can't just do it off the cuff. We have to build a policy around this.” This is the problem with most corporate policies across the board. It's like, you don't need a policy that says you're not allowed to harass your colleagues with a stick. What you need to do is fire the jackwagon that made you think you might need a policy that said that.But at scale, that becomes a super-hard thing to do when every enforcement action appears to be bespoke. Because there are elements on the gray areas and the margins where reasonable people can disagree. And that is what sets the policy and that's where the precedent hits, and then you have these giant loopholes where people can basically be given free rein to be the worst humanity has to offer to some of the most vulnerable members of our society.Chloe: And I used to give this talk, I gave it at DockerCon one year and I gave it a couple other places, that was literally called “Diversity is not Equal to Stock Images of Hands.” And the reason I say this is if you Google image search ‘diversity' it's like all of those clip arts of, like, Rainbow hands, things that you would see at Kaiser Permanente where it's like, “We're all in this together,” like, the pandemic, it's all just hands on hands, hands as a Earth, hands as trees, hands as different colors. And people get really annoyed with people like me who are like, “Let's shut up about diversity. Let's just hire who's best for the role.” Here's the thing.My favorite example of this—RIP—is Fleets—remember Fleets? [laugh]—on Twitter, so if they had one gay man in the room for that marketing, engineering—anything—decision, one of them I know would have piped up and said, “Hey, did you know ‘fleets' is a commonly used term for douching enima in the gay community?” Now, I know that because I watch a lot of Ru Paul's Drag Race, and I have worked with the gay community quite a bit in my time in theater. But this is what I mean about making sure. My friend Becca who works in security at safety and things, as well as Andy Tuba over at Reddit, I have a lot of conversations with my friend Becca Rosenthal about this, and that, not to quote Hamilton, but if I must, “We need people in the room where it happens.”So, if you don't have these people in the room if you're a white man being like, “How will our products be abused?” Your guesses may be a little bit accurate but it was probably best to, at minimum, get some test case people in there from different genders, races, backgrounds, like, oh my goodness, get people in that room because what I tend to see is building safety tools, building even product features, or naming things, or designing things that could either be offensive, misused, whatever. So, when people have these arguments about like, “Diversity doesn't matter. We're hiring the best people.” I'm like, “Yeah, but your product's going to be better, and more inclusive, and represent the people who use it at the end of the day because not everybody is you.”And great examples of this include so many apps out there that exists that have one work location, one home location. How many people in the world have more than one job? That's such a privileged view for us, as people in tech, that we can afford to just have one job. Or divorced parents or whatever that may be, for home location, and thinking through these edge cases and thinking through ways that your product can support everyone, if anything, by making your staff or the people that you work with more diverse, you're going to be opening up your product to a much bigger marketable audience. So, I think people will look at me and be like, “Oh, Chloe's a social justice warrior, she's this feminist whatever,” but truly, I'm here saying, “You're missing out on money, dude.” It would behoove you to do this at the end of the day because your users aren't just a copy-paste of some dude in a Patagonia jacket with big headphones on. [laugh]. There are people beyond one demographic using your products and applications.Corey: A consistent drag against Clubhouse since its inception was that it's not an accessible app for a variety of reasons that were—Chloe: It's not an Android. [laugh].Corey: Well, even ignoring the platform stuff, which I get—technical reasons, et cetera, yadda, yadda, great—there is no captioning option. And a lot of their abuse stuff in the early days was horrific, where you would get notifications that a lot of people had this person blocked, but… that's not a helpful dynamic. “Did you talk to anyone? No, of course not. You Hacker News'ed it from first principles and thought this might be a good direction to go in.” This stuff is hard.People specialize in this stuff, and I've always been an advocate of when you're not sure what to do in an area, pay an expert for advice. All these stories about how people reach out to, “Their black friend”—and yes, it's a singular person in many cases—and their black friend gets very tired of doing all the unpaid emotional labor of all of this stuff. Suddenly, it's not that at all if you reach out to someone who is an expert in this and pay them for their expertise. I don't sit here complaining that my clients pay me to solve AWS billing problems. In fact, I actively encourage that behavior. Same model.There are businesses that specialize in this, they know the area, they know the risks, they know the ins and outs of this, and consults with these folks are not break the bank expensive compared to building the damn thing in the first place.Chloe: And here's a great example that literally drove me bananas a couple weeks ago. So, I don't know if you've participated in Twitter Spaces before, but I've done a couple of my first ones recently. Have you done one yet—Corey: Oh yes—Chloe: —Corey?Corey: —extensively. I love that. And again, that's a better answer for me than Clubhouse because I already have the Twitter audience. I don't have to build one from scratch on another platform.Chloe: So, I learned something really fascinating through my boyfriend. And remember, I mentioned earlier, my boyfriend is a staff engineer at Uber. He's been coding since he's been out of the womb, much more experienced than me. And I like to think a lot about, this is accessible to me but how is this accessible to a non-technical person? So, Ty finished up the Twitter Space that he did and he wanted to export the file.Now currently, as the time of this podcast is being recorded, the process to export a Twitter Spaces audio file is a nightmare. And remember, staff engineer at Uber. He had to export his entire Twitter profile, navigate through a file structure that wasn't clearly marked, find the recording out of the multiple Spaces that he had hosted—and I don't think you get these for ones that you've participated in, only ones that you've hosted—download the file, but the file was not a normal WAV file or anything; he had to download an open-source converter to play the file. And in total, it took him about an hour to just get that file for the purposes of having that recording. Now, where my mind goes to is what about some woman who runs a nonprofit in the middle of, you know, Sacramento, and she does a community Twitter Spaces about her flower shop and she wants a recording of that.What's she going to do, hire some third-party? And she wouldn't even know where to go; before I was in tech, I certainly would have just given up and been like, “Well, this is a nightmare. What do I do with this GitHub repo of information?” But these are the kinds of problems that you need to think about. And I think a lot of us and folks who listen to this show probably build APIs or developer tools, but a lot of us do work on products that muggles, non-technical people, work on.And I see these issues happen constantly. I come from this space of being an admin, being someone who wasn't quote-unquote, “A techie,” and a lot of products are just not being thought through from the perspective—like, there would be so much value gained if just one person came in and tested your product who wasn't you. So yeah, there's all of these things that I think we have a very privileged view of, as technical folks, that we don't realize are huge. Not even just barrier to entry; you should just be able to download—and maybe this is a feature that's coming down the pipeline soon, who knows, but the fact that in order for someone to get a recording of their Twitter Spaces is like a multi-hour process for a very, very senior engineer, that's the problem. I'm not really sure how we solve this.I think we just call it out when we see it and try to help different companies make change, which of course, myself and my boyfriend did. We reached out to people at Twitter, and we're like, “This is really difficult and it shouldn't be.” But I have that privilege. I know people at these companies; most people do not.Corey: And in some cases, even when you do, it doesn't move the needle as much as you might wish that it would.Chloe: If it did, I wouldn't be getting DMs anymore from creeps right? [laugh].Corey: Right. Chloe, thank you so much for coming back and talk to me about your latest project. If people want to pay attention to it and see what you're up to. Where can they go? Where can they find you? Where can they learn more? And where can they pointedly not audition to be featured on one of the episodes of Master Creep Theatre?Chloe: [laugh]. So, that's the one caveat, right? I have to kind of close submissions of my own DMs now because now people are just going to be trolling me and sending me weird stuff. You can find me on Twitter—my name—at @chloecondon, C-H-L-O-E-C-O-N-D-O-N. I am on Instagram as @getforked, G-I-T-F-O-R-K-E-D. That's a Good Placepun if you're non-technical; it is an engineering pun if you are. And yeah, I've been doing a lot of fun series with Microsoft Reactor, lots of how to get a career in tech stuff for students, building a lot of really fun AI/ML stuff on there. So, come say hi on one of my many platforms. YouTube, too. That's probably where—Master Creep Theatre is going to be, on YouTube, so definitely follow me on YouTube. And yeah.Corey: And we will, of course, put links to that in the [show notes 00:37:57]. Chloe, thank you so much for taking the time to speak with me. I really appreciate it, as always.Chloe: Thank you. I'll be back for episode three soon, I'm sure. [laugh].Corey: Let's not make it another couple of years until then. Chloe Condon, senior cloud advocate at Microsoft on the Next Generation Experiences Team, also chlo-host of the Master Creep Theatre podcast. I'm Cloud Economist Corey Quinn, and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice along with a comment saying simply, “Hey.”Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.Announcer: This has been a HumblePod production. Stay humble.
By connecting organizations' rich histories, employee's personal beliefs, and aspirations for continued meaningful action, brands can foster belonging and community based on shared values. Organizations that invest in spaces that go beyond four walls and function to express shared values and celebrate who they are and, more importantly, what they believe in, will ultimately strengthen their culture and bring their brand to life. In today's episode, we're re-broadcasting a panel discussion that Gensler hosted in partnership with AIGA for this year's DC Design Week. The panel convenes diverse voices across history-rich organizations like WMATA, Armstrong World Industries, and US Army War College, to discuss the increasingly important role brand plays in building culture, storytelling, and getting people back to shared spaces.
Marcia Clarke, pastor and adjunct professor at Fuller Seminary, joins Aaron and Chris to talk about both the need to talk about diversity and why we keep talking about it. Too often in the church we just blindly move past our faults and errors, or worse, ask for forgiveness and act like nothing happened. Discussions about diversity are often too quick to solve an issue without spending the time to really engage with our failures. Marcia helps us understand that we need to not move past our failures too quickly. Should Jonathan Edwards be cancelled because he owned slaves, Karl Barth because he had an long standing affair? Aaron and Chris try to tackle what we do with pastors, theologian, and leaders who have shaped the church, but had immorality in their lives. --- Support this podcast: https://anchor.fm/everydaytheology/support
Today I talked to Sue Unerman about her new book, co-authored with Kathryn Jacob and Mark Edwards, Belonging: The Key to Transforming and Maintaining Diversity, Inclusions and Equality at Work (Bloomsbury, 2020). How is it that $8 billion a year gets thrown at diversity training and yet next-to-nothing changes? One person who isn't giving up is Sue Unerman, who along with her co-authors Kathryn Jacob and Mark Edwards favors a full-court press of changes in order to improve the degree to which women get represented in the ranks of senior management at companies. From how meetings are run, to how teams are built, and of course who gets promoted and receives how much in compensation, the scope of this episode is broad. A particular focus is detrimental “banter” that's hardly as light-hearted as it's made out to be. Add to that the Glass Slipper problem of people trying to fit into a culture that should, instead, be blown wide-open and allow all types, and you've got a feel for how Unerman is urging reforms. Sue Unerman is the Chief Transformation Office at MediaCom, the largest media agency in the UK with over 200 clients. Along with Kathryn Jacob, she is also the co-author of The Glass Wall. Dan Hill, PhD, is the author of nine books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). His new book is Blah, Blah, Blah: A Snarky Guide to Office Politics. To check out his related “Dan Hill's EQ Spotlight” blog, visit https://emotionswizard.com. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/dan-hills-eq-spotlight
Today I talked to Sue Unerman about her new book Belonging: The Key to Transforming and Maintaining Diversity, Inclusions and Equality at Work (Bloomsbury, 2020) How is it that $8 billion a year gets thrown at diversity training and yet next-to-nothing changes? One person who isn't giving up is Sue Unerman, who along with her co-authors Kathryn Jacob and Mark Edwards favors a full-court press of changes in order to improve the degree to which women get represented in the ranks of senior management at companies. From how meetings are run, to how teams are built, and of course who gets promoted and receives how much in compensation, the scope of this episode is broad. A particular focus is detrimental “banter” that's hardly as light-hearted as it's made out to be. Add to that the Glass Slipper problem of people trying to fit into a culture that should, instead, be blown wide-open and allow all types, and you've got a feel for how Unerman is urging reforms. Sue Unerman is the Chief Transformation Office at MediaCom, the largest media agency in the UK with over 200 clients. Along with Kathryn Jacob, she is also the co-author of The Glass Wall. Dan Hill, PhD, is the author of nine books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). His new book is Blah, Blah, Blah: A Snarky Guide to Office Politics. To check out his related “Dan Hill's EQ Spotlight” blog, visit https://emotionswizard.com. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/sociology
Bern tells us about getting into CrossFit in 2007, going from Globo Gym Personal trainer to drinking the Kool Aid that was the CrossFit Methodology. Bern is a black man in a world that is not racially diverse, but the gym was his happy place and all those biases were gone inside those walls until Greg Glassman made a tweat in 2020 Changing everything. Instead of sitting back Bern made the choice to do something about it by creating a competition where everyone was welcome and that is where The Invictus Boston Invitational was born. Now in its third year getting bigger and better and attracting athletes from all over the world. Listen now to see why this was created, what it is trying to accomplish and how Bern plans to make more changes into the future.
SAAA president Dr Kaja Antlej talks about the 5th annual SAAA conference, which will be held on Friday 19th November in Adelaide. This year's theme is: Diversity and Innovation: Celebrating Slovenia's 30th Anniversary. For more information about the conference and to register, visit: https://saaa.si/5th-saaa-annual-conference-online-adelaide-2021-19-november/ - Predsednica Slovensko-avstralskega akademskega društva (SAAA) dr. Kaja Antlej je spregovorila o letošnji 5.konferenci društva pod imenom - Diversity and Innovation: Celebrating Slovenia's 30th Anniversary. Konferenca bo potekala v petek, 19. novembra, gostila ga bo University of South Australia v Adelaidi. Za vse informacije o konferenci in prijave:https://saaa.si/5th-saaa-conference-2021-program/
Happy opening day!!! The NBA is back and its time for Coop and the Diversity daddy to get that male chicken part of Lebron out of their mouths, but sadly we all know that's not going to happen. Another chapter of the Ben Simmons Saga continues like another episode of Dragon Ball Z. Will he actually play basketball this season?!?!?! Find out NOW!!!! Class is in session!! Ignant Team Hunger Force Waffles >>>> Pancakes - Coop Where is the heisman??? --- Support this podcast: https://anchor.fm/ignant-university/support
Just when we think we may be getting a handle on this COVID thing, an uninvited guest shows up to the dinner party. Delta Plus, a sub-variant of the Delta variant, is starting to show up in the UK, and it could prove to be more transmissible -- so we'll go In Depth. A report of human remains found on a trail in a Florida nature preserve could belong to Brian Laundrie, the person wanted for questioning for weeks in the murder of his girlfriend Gabby Petito. And this holiday shopping season is starting to look like a bleak one: retailers and shippers are sounding the alarm on potentially empty store shelves by Christmas. Up in the Bay Area it's In-N-Out versus San Francisco's Public Health Department: the chain's only location in the city is refusing to enforce the indoor vaccinate mandate. The LA Zoo has big expansion plans, which are not sitting well with environmentalists who don't want to see acres of Griffith Park gobbled up. And after years of promises, diversity may finally come to the Grammy Awards. Learn more about your ad choices. Visit podcastchoices.com/adchoices
D'Jon Greer has an awesome story of persistence and perseverance. Our conversation hits so many great topics such as how to start with a union, becoming an inside wireman in order to reach your dream of being a lineman and diversity in the trades. We talk about how being an African American has lead to both struggles and highlights. D'Jon gives some fantastic advice and draws attention to the Edison International Lineworker Scholarship Program. An all expenses paid program geared towards Black or African American's wanting to become journeymen linemen. For Info on the Edison International Lineworker Scholarship Program visit https://learnmore.scholarsapply.org/edisoninternationallineworkerscholarship/ Find this episode of Powerline Podcast on all major podcast platforms including Apple Podcast and Spotify. Show guest: D'Jon Greer | Instagram: @mrmustard__ Show host: Ryan Lucas | Instagram: @ryanwlucas New online Resumes For Lineworkers mini course | powerlinepodcast.com Show Sponsors: Working Athlete and Wilderness Athlete | For 20% store wide use code ** powerlinepodcast ** at checkout. Tallman Equipment Co. | Instagram: @tallmanequipment Linestar Utility Supply | Instagram: @linestarutilitysupply Powerline Podcast merch www.powerlinepodcast.com *Totally revamped with new gear and free shipping*
Join my conversation with New York Times Bestselling author Zakiya Dalila Harris as we discuss her book The Other Black Woman and how we can all choose diversity in our relationships. Connect with Zakiya on Facebook and Instagram. Order a copy of The Other Black Woman. I Choose My Best Life Podcast is one of the Top 20 Christian Women Podcasts I Choose My Best Life Books: Sacred Rest, Come Empty, Set Free to Live Free Connect with Saundra: Twitter: @DrDaltonSmith Pinterest: http://www.pinterest.com/drdaltonsmith Facebook: https://www.facebook.com/DrSaundraDaltonSmith
Chel Wong is a Boston-based video game composter and sound designer. As a freelancer, she has worked on such titles as the music puzzler Kine, the Starfox-inspired Whisker Squadron, and the surreal adventure RPG She Dreams Elsewhere. Not only has she also helped run the Game Audio Boston group, but as a freelancer, she invests […] The post Polygamer #118: Freelance composer & sound designer Chel Wong first appeared on Polygamer - A Podcast of Equality & Diversity in Gaming & Video Games.
This week's episode features Dorianne St Fleur, career and leadership coach, founder of Your Career Girl, a digital career and leadership platform for women of color, and author of her newly released book, Deeper Than Work. Dorianne spent more than 15 years in corporate as an HR and DEI Leader, working for global companies like Goldman Sacks, AT&T, and most recently, Google. Amid the pandemic, Dorianne made the decision to walk away from corporate and dedicate this next phase of her career to scaling Your Career Girl and helping other women design the career of their dreams. Listen as we discuss the experiences throughout Dorianne's corporate HR career that shed light on the need for a platform like Your Career Girl, the ups and downs of transitioning full-time into entrepreneurship, and the actionable strategies and insights for working women of color offered in her new book, Deeper Than Work.
In this podcast, we are back again with host, Jordan Ourada, and neurosurgeon, Dr. Eddie Tsvankin as they discuss an exciting and mind-blowing array of topics pertaining to neurosurgery. Listen as Dr. Tsvankin shares his views on not only the history of neurosurgery, but also the medical, surgical, and engineering advancements that are taking place today. You'll also hear Dr. Tsvankin give intriguing details into how neurosurgeries are performed with cutting-edge technology including the exoscopes that are presently utilized at Swedish Medical Center. Finally, Jordan and Dr. Tsvankin delve into predictions for future advancements in neurosurgery and neurooncology, as well as why cancer seems more prevalent today than ever. The Emergency Medical Minute is excited to announce that we are now offering AMA PRA Category 1 credits™ via online course modules. To access these and for more information, visit our website at https://emergencymedicalminute.org/cme-courses/ and create an account. Donate to EMM today! Diversity and Inclusion Award
The field of technology transfer looks different all over the world, and in today's episode I'm joined by Gilberto Medeiros Ribeiro, the Director of Innovation and Technology Transfer Coordination at UMFG, who is here to talk about the current technology transfer environment in Brazil. The field is faced with a number of challenges, including a high turnover rate, a federal aversion to funding basic science, and a lack of effective processes. Despite this, Gilberto's office is responsible for some impressive successes over the past few years, including the development of a vaccine and a mosquito trap, and a compounded annual growth in revenue of 25%. You can expect to walk away from this episode with a deeper understanding of the dynamic nature of technology transfer in a country that operates very differently to the United States, and for which the future is looking promising! In This Episode: [00:53] What Gilberto's career journey has consisted of up until today. [03:21] How Brazil's university system works. [04:47] Some of the key differences between the technology transfer field in Brazil in comparison to other parts of the world. [06:20] An example of the challenges with the technology transfer process in Brazil. [09:13] The Bayh-Dole Act, and how this differs from Brazil's equivalent. [10:13] Three ways that technology transfer offices are structured in Brazil. [11:51] Why having private employees to license technology is often better for technology transfer offices. [12:24] Benefits of licensing university technologies to companies that professors have started up (as a one-time deal). [14:21] A few of the perks of the Brazilian equivalent of the Bayh-Dole Act. [15:18] Challenges for cooperation between Brazilian universities and the private sector. [17:05] Gilberto explains how his office works with start-ups, and what this environment looks like currently, using an example. [19:30] Macro economic policies which have hindered innovation in Brazil in the past, and how this has changed recently. [21:12] How Gilberto feels about the future of technology transfer. [23:01] A positive impact of the COVID-19 pandemic. [23:30] Gilberto's opinion on IP rights and contracts in technology transfer in university settings. [24:55] Practices that Gilberto sees as critical to handling IP processes at universities. [27:35] How Gilberto's team at UMFG is structured. [29:10] The unexpected highlight of the past year for Gilberto and his team. [29:40] Revenue growth that Gilberto's office is experiencing, and some of their other impressive metrics. [32:58] Factors that Gilberto believes are vital to the success of technology transfer. [34:20] How Gilberto's office deals with foreign companies, and the percentage of patent filings that come from overseas. [36:29] Corporations that Gilberto's office has partnered with. [37:24] Gilberto shares some of the greatest success stories that have come from his office. [38:13] The main challenges that Gilberto's office is facing currently. [39:52] How the federal university programs in Brazil assist unrepresented groups in getting into universities. [41:04] Diversity in Gilberto's team, and the long road ahead for diversity in STEM field as a whole. [43:01] Brazil's version of AUTM. [44:11] Gilberto's view on credentialing, and how this differs from Brazil's view on it. [44:46] Three wishes that Gilberto has for the future of technology transfer. Find Gilberto: Email LinkedIn
GBA Diversity, Equity, and Inclusion Series – Episode #3 – Allies in Diversity, Equity, and Inclusion Summary In this episode of the DEI series, we will be discussing allies in diversity, equity, and inclusions. Allies can be essential to drive systemic improvements to workplace policies, practices, and culture. But what does it mean to be an ally? How can allies impact the recruitment process? What effect does allyship have on the retention of employees? And what can we do to create more allies? Our Guest Charlie Head, PE, PG Founding Principal / Sanborn, Head & Associates, Inc. (https://www.sanbornhead.com/) [Link to Profile] (https://www.linkedin.com/in/charliehead1/) Charlie is a co-founder of Sanborn Head. He serves as the Chair of the company's board of directors and oversees the implementation of the firm's strategic plan. Charlie actively steers initiatives related to the expansion of the firm's services and markets. Charlie remains active in Sanborn Head's professional practice, with particular emphasis on environmental assessment and remediation, including due diligence for clients globally. Charlie received his bachelor's degree in geology from St. Lawrence University, a bachelor's degree in civil engineering from the University of New Hampshire, and a master's degree in civil and groundwater engineering from Colorado State University. For Charlie, the real thrill of working at Sanborn Head is the creative problem solving and collaboration that fosters deep relationships—among staff and with clients. In his current role, Charlie enjoys focusing on the growth and sustainability of the company and helping to create opportunities for the next generation. Charlie is a Professional Engineer in Arkansas, Georgia, Iowa, New Hampshire, Ohio, South Carolina, Tennessee, and Virginia; he is a Professional Geologist in New Hampshire. Topics for discussion include: What does it mean to be an ally? Addressing the “leaky pipeline”. How DEI can affect the recruitment process. The effect an ally can have on the retention of employees. Recruiting more allies. Lessons Learned: Understanding and evaluating our own biases. DEI initiatives should go hand in hand with the recruitment process. There's no shame in making mistakes. Calls-to-action: GEOSTRATA: The Pipeline to Diversity and Inclusion in the Geoprofessions (https://www.readgeo.com/geostrata/november_december_geostrata/MobilePagedArticle.action?articleId=1637554#articleId1637554) Visit the GBA Website at https://www.geoprofessional.org (https://www.geoprofessional.org) for other training resources and reference materials and/or to become a member. Visit https://www.gbapodcast.com (https://www.gbapodcast.com) for future Podcast Episodes Contact us at email@example.com with any podcast-related questions or comments Subscribe * Subscribe to the GBA Podcast https://www.gbapodcast.com/subscribe This episode was produced by the following GBA Members: Veronica DeFreitas, PE (host) (https://www.linkedin.com/in/veronica-t-de-freitas-p-e-25997239/) – Geotechnical Department Manager/Universal Engineering Sciences (https://universalengineering.com/) Ryan White, PE, GE (https://www.linkedin.com/in/ryankwhite/) – Principal Geotechnical Engineer/PBS Engineering and Environmental Inc. (https://www.pbsusa.com/)
The ensemble, TONALITY, is best known for creating choral concerts that focus on issues rarely presented in choral music, including gun violence, homelessness, refugees, climate change, mental health, women's rights, and exercising democratic rights. Dr. Alexander Lloyd Blake joins Garrett to talk about founding TONALITY, queerness in Black spaces, and becoming an artist activist. Scott shines a light on Black Americana, Garrett offers his response to "Fire Shut Up In My Bones", and the guys draw comparisons between law enforcement and arts institutions. TRILLOQUY is made possible, in part, by a generous grant from Springboard for the Arts: https://springboardforthearts.org Playlist: Solo Made - "Freedom for Michael" (https://www.facebook.com/693654909/videos/567477514566233/) Astor Piazzolla - "Oblivion" (perf. Colour of Music Festival: https://www.youtube.com/watch?v=ohasWjnnq_8) Valerie Coleman - "Umoja" Lyles Music - "Worship Music" (https://www.youtube.com/watch?v=-XBegehgd04) perf. Angel Blue - "Natural Woman" Buffalo Nichols - Lost & Lonesome (https://www.youtube.com/watch?v=W_odIZqss4A) Flutronix - "Life Lines" Alexander Lloyd Blake - "1232 Lyfe" Alexander Lloyd Blake - "America Will Be" Philippe Hersant - Pavane for Solo Viola More: TONALITY: https://ourtonality.org Downbeat (Sis. Karon Phillips Testimony): https://www.youtube.com/watch?v=SEKF-1UTrZQ&t=98s Christopher Columbus Statue Sledgehammered in the Bahamas: https://ewnews.com/the-read-archangel-michael-catalyst-or-just-more-chaos Colour of Music Festival to Perform in Sacramento: https://amp.sacbee.com/news/equity-lab/representation/article255049962.html Ryan McQueen Visual Art: https://www.instagram.com/rydo11a/ The Bible: Jeremiah 20:9 Terence Blanchard Interview: https://www.npr.org/2021/09/27/1040126008/terence-blanchard-metropolitan-opera-first-black-composer State Trooper Fired for Speaking Out Against Police Violence: https://www.blackenterprise.com/louisiana-state-trooper-fired-for-speaking-out-on-death-of-a-black-man-after-violent-arrest/?test=prebid
Growing up in a military family, Carlos Sanchez has lived in several locales, both stateside and abroad, such as California, Alabama, Florida, and the Dominican Republic. Having spent 14 years between Tampa and Miami, Carlos calls Florida home – where he graduated with a BA, specializing in Global Media Communication and Anthropology, from Florida International University. He has lived in Chicago for the last 8 years and has truly fallen in love with the city (but not the winters). Carlos has a passion for sports (with football being his favorite), music, and is a serious history buff. For fun he spends his time coaching youth football, playing softball, and sampling different cuisines. Currently, Carlos is an Associate Media Director, the Diversity and Inclusion lead at and presides as the Starcom Belonging Advisory Board (BAB) leader...at Starcom US. This BAB board is a working board, committed to action regarding Diversity and Opportunity Creation, and is the agency's guiding force, striving to drive measurable D&I outcomes and weave our culture of Belonging into the fabric of our agency's DNA, and allowing everyone to be their most authentic self.
Sometimes you feel you're in the eye of the hurricane: so much is happening in terms of our wider society in terms of changing expectations, changing ways of working, changing life choices. Add the potentially explosive compound called ‘Diversity' into all this, and it can start to feel a little hot in here. But, advises this week's special guest and DEIB and L&D expert practitioner Jesse Jackson, CLO for JPMorgan Chase with a special focus on the Wall St's giant's consumer community banking business: when it comes to getting DEIB right, it's not heat you want: it's light. This is a really fascinating chance to find out from a person deep in the midst of all the changes we're talking about, but also deep in a blue-chip financial services firm that always has to see things in terms of achievable ROI. We'll let you decide if you agree that's what Jesse's achieving: us, we're hunkering down in the place where it's always the most interesting… that hurricane's eye. Because that's where change happens.
In this episode, Kaitlyn Allen talks with Jennifer Guidry, Vice President, Global Health, Safety and Environment (HSE) and Environmental Social Governance (ESG) for Precision Drilling, a company known to deliver high performance, high value products and services to its customers in the oil and gas industry. With 25 years of global experience leading change in the upstream oil and gas, heavy construction, and environmental remediation, Jennifer is known for creating industry leading strategies that drive culture change in organizations. Listen as Kaitlyn and Jennifer discuss the evolution of HSE and its connection to ESG. HSE tends to be more compliance-driven; while ESG is more strategic. They share their insights as to how perspectives related to energy transition have shifted in the oil and gas sector. Jennifer also provides updates related to opportunities in oil field services (OFS) to reduce emissions and source alternate forms of energy to power rigs, sharing concrete examples from Precision Drilling's journey. Much of Jennifer's niche expertise centers in her authentic ability to bring to life the ‘S' in ESG. She speaks to the value of ESG programs in a way that motivates leaders and employees to focus on long-term solutions. She is a champion for Diversity & Inclusion (D&I), which she cites as a game changer for businesses seeking to drive innovation, with diversity of thought serving as the fuel. Moreover, she reflects on her own leadership journey, sharing that the key to success as a business leader--and in life--is to treat others with “humanity and grace.” As you listen to Kaitlyn and Jennifer, they sound like long-time friends chatting over coffee. (Listen for Jennifer's story about the sticky note left on her car!) Their shared passion for ESG and travel has been a point of common interest for both through the years. There is a lot that will inform and inspire you in this episode. Subscribe to ESG Decoded where you consume your podcasts and connect via social media to share your perspectives.
Arthur Woods is a social entrepreneur and LGBTQ+ leader, working at the intersection of equity, inclusion and technology. He was named to Forbes 30 Under 30 and 40 Under 40 by BEQ. He is the author of the national best-selling book, Hiring for Diversity; he is a global keynote speaker, having delivered 3 TEDx talks; and has contributed to Harvard Business Review, FastCompany and Forbes. He is the Co-Founder of Mathison, a venture-backed technology platform equipping employers with everything they need to manage their diversity hiring efforts. He is the creator of the first Equal Hiring Index to assess and benchmark inclusive hiring practices. Arthur came from Google where he led operations for YouTube's Education division and oversaw YouTube for Schools. Arthur previously co-founded Imperative, a leading social learning platform; Out in Tech, the largest global LGBTQ technology community; and Social Impact 360, a collegiate social enterprise education program. Arthur studied at Georgetown University, Pontificia Universidad Católica de Chile and HBS online. He is a World Economic Forum Global Shaper, GCT Entrepreneur in Residence, a New York Venture Fellow, SAP.io Foundries Fellow and sits on the Advisory Boards of LIFT and Second Day. *** For Show Notes, Key Points, Contact Info, Resources Mentioned, & More on this episode please visit our website: RockBottom2RockinIt.com. *** Feedback? Questions? Comments? I would love to hear from you! Contact me at us via: Email (firstname.lastname@example.org), LinkedIn (@ericgilbertwilliams), Twitter (@ericgilbertw), or Instagram (@ericgilbertwilliams). EP Tags:
In this week's Immigration Law for Tech Startups podcast, I'm speaking with Beth Scheer, who has an illustrious background in recruiting and HR with her time at Salesforce and Google. For the last six and a half years, she has been at Homebrew, an amazing VC that focuses on mission-driven founders solving large and urgent problems at the seed stage. They have over 70 companies in their portfolio, including some in Canada and Brazil. Beth's role is to teach her founders how to fish. She provides counsel and advises their portfolio companies on everything under the talent umbrella. Today, Beth shares some of her insights on how she educates founders on strategies related to recruiting and compensation, sourcing, the interview process, and diversity and inclusion. Please share this episode with companies, HR and recruiting professionals, startup founders, international talent, or anyone who can benefit from it. Sign up for the Alcorn monthly newsletter to receive the latest immigration news and issues. Reach out to us if we can help you determine the best immigration options for yourself, your company, your employees or prospective employees, or your family whether in the U.S. or abroad. In this episode, you'll hear about: What attracts people to early-stage startups Some challenges startups try to overcome in the recruiting process Investing in a sourcing tool and an applicant tracking system Best practices for attracting and retaining talent Diversity & inclusion and international hiring trends Tips to avoid recruiting missteps Don't miss my upcoming conversations with top Silicon Valley venture capitalists, startup founders, professors, futurists, and thought leaders on Immigration Law for Tech Startups. Subscribe to this podcast here or on Spotify, Apple Podcasts, Google Podcasts, or whatever your favorite platform is. As always, we welcome your rating and review of this podcast. We appreciate your feedback! Resources: www.homebrew.co Alcorn Immigration Law: Subscribe to the monthly Alcorn newsletter Immigration Law for Tech Startups podcast: Episode 73: International Entrepreneur Parole is Back! Episode 81: The Engineers I'm Recruiting Want H-1B Transfers and Green Cards… What Do I Do? Episode 87: All the Ways to Get a Work Permit Immigration Options for Talent, Investors, and Founders Immigration Law for Tech Startups eBook Extraordinary Ability Bootcamp course for best practices for securing the O-1A visa, EB-1A green card, or the EB-2 NIW (National Interest Waiver) green card—the top options for startup founders. Use promotion code ILTS for 20% off the enrollment fee.
Jayzen is thrilled to welcome Karen Horne to the show. With over 20 years of experience in the entertainment industry, she has been recognized as a Diversity and Inclusion pioneer and pipeline builder. Through the programs that she creates and runs, she works to bring voice and opportunity to underserved communities and ensure that what we see as audience members reflects that communities that we live in. Karen has had an amazing career, from getting a job at ABC while in college and working hand in hand with Bob Iger who was an emerging leader at Disney, to an inspirational meeting with Barbara Walters, she shares stories we can all learn from. As an executive, she has worked across many areas of the entertainment industry, and now at WarnerMedia, she touches iconic brands such as CNN, Turner sports, Cartoon Network, and HBO and HBO, Max and Warner Brothers television, Warner Brothers films, Warner Brothers animation and Adult Swim - all with an eye on empowering diverse creators. Guest Bio Karen Horne Senior Vice President, Equity and Inclusion Programs WarnerMedia As a senior executive with over 20 years of experience in the entertainment industry, she has been recognized as a Diversity and Inclusion pioneer and pipeline builder. Since coming to WarnerMedia in March of 2020, Horne has been involved in creating and implementing multiple pipeline programs that aim to amplify the voices of underrepresented communities. These programs give talented individuals, who would otherwise not have the opportunity, access to the entertainment industry to showcase their talent. She has brought expertise gained from her career to create cohesive programs, ranging from entry-level to mid-career, that service the entire enterprise. These programs support expansion in areas that have not traditionally been serviced (i.e., virtual production, games, news and sports, animation, comedy, etc.). Before WarnerMedia, Horne was at NBC Entertainment and Universal Television Studios as Senior Vice President, Programming Talent Development and Inclusion where she was responsible for overseeing in-front-of and behind-the-camera primetime diversity efforts for NBC and Universal Television. While there, she started the Late-Night Writers Workshop in 2013 which changed the landscape of the writers' rooms by increasing the number of women and ethnically diverse men, both of which were lacking. Another extraordinary program she developed was Female Forward, which guaranteed shadowing directors an opportunity to direct an entire episode in addition to the traditional shadowing access. The programs and initiatives she created and/or developed became the industry's gold standard and a blueprint for many other companies. Her background in finding and developing new talent allows her great ease in working with the creative world, while her corporate upbringing and work with C-Suite executives allows her equal comfort in any board room. Horne has always been dedicated to increasing equity and inclusion in the entertainment industry throughout her career. She has been honored with several awards and recognitions for her diversity and inclusion work and her service to underrepresented communities. Horne serves on multiple industry boards and has spoken both nationally and internationally on diversity and inclusion best practices. She serves on the boards of Montclair State University's School of Communication and Media, USC's Annenberg Inclusion Initiative, The Alliance of Women Directors, RespectAbility, and The Urban League of the Greater San Francisco Bay Area. She is a member of several entertainment industry organizations. Links To learn more about Lead With Your Brand and the Career Breakthrough Mentoring program, please visit: LeadWithyYourBrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: JayzenPatria.com
On today's show, recorded in our mobile podcast studio storytella, I sit down with Tiffany Tanaka, of Petite Peso. A creative entrepreneur that's Passionate about Creating businesses that are true to her experience, culture, and how she views the world. =Born and raised in Honolulu, Hawaii. Tiffany grew up watching her lawyer parents do things their way. But it was watching her dad leave law to open up a golf shop, which she lovingly calls “a hip pawn shop” that would really influence Tiffany's future entrepreneurial moves. Although she grew up wanting to be a dentist, She moved to SAm Francisco for art school to study design and fashion. =When she returned home, she realized there weren't many fashion careers on the Island so instead she used the internet to her advantage and opened her first business, an eBay store that she'd run for six years. Selling everything from Vintage pennies, breast pumps, cars to nike SBs. About Claima Stories with Bimma:Former Nike Marketer, Bimma Williams interviews leading and emerging BIPOC creatives about how they were able to break into the notoriously guarded creative and sneaker industries. From these stories, listeners will learn how to claim their dream careers. Featuring Melody Ehsani, Jeff Staple, and James Whitner. Listen and Subscribe now.Subscribe: Instagram: https://www.instagram.com/claimastories/Twitter: https://twitter.com/claimastories
October is Breast Cancer Awareness month and behind it is a reality that affects women first and foremost - directly and indirectly. That's why we're proud to share that we have partnered with Rethink Breast Cancer for a special series on The Brand is Female podcast today and in the coming weeks.Today's guest is Michelle Audoin. Michelle happily wears the hats of wife and mom to two wonderful kids, home baker and doggy mama. She was diagnosed with metastatic breast cancer in 2017. Prior to her diagnosis, Michelle worked for almost 2 decades as a passionate educator in Toronto. She brings an equity lens to Rethink's MBC Advisory Board and as a member of Rethink's Equity, Diversity and Inclusion Working Group. Michelle has been involved in numerous advocacy and awareness campaigns for breast cancer and MBC. Specifically she's participated in Rethink's Queen's Park Advocacy Day and MBC campaigns, was featured in the MCB Time 2020 video, and has written a blog for Rethink about being a young woman with MBC. Most recently, Michelle is proud to have partnered with Rethink to create Uncovered: A Breast Recognition Project. This resource shares the stories and images of Black, Indigenous and women of colour and it shines a light on how women of colour often see their needs overlooked and underrepresented in the cancer care community.Listen to this episode to hear why representation matters and all about her journey from diagnosis to bringing forth change within the breast cancer industry.Rethink Breast Cancer aims to empower, educate, and support all young people impacted by breast cancer. In this series, we will be discussing and re-thinking the narrative around breast cancer in today's world. As part of this series, you will meet women who are making a difference as leading changemakers in the community. Everyone on the Rethink Breast Cancer team is focused on offering relevant and accessible spaces for the new generation of young people affected by breast cancer, and we are so happy we can share their knowledge on this platform.Thanks to our partners at Rethink Breast Cancer for their support of this episode of The Brand is Female. Rethink Breast Cancer is celebrating 20 years of fostering safe and inclusive spaces, and together, the mission is to empower, connect, educate and rethink our conversations around breast cancer and be of support to those impacted. Please visit www.rethinkbreastcancer.com to find out more.This season of The Brand is Female is brought to you by TD Bank - Women Entrepreneurs. TD is proud to support women entrepreneurs and help them achieve success and growth through its program of educational workshops, financing, and mentorship opportunities! Find out how you can benefit from their support!————Visit: TBIF: thebrandisfemale.com //TD Women Entrepreneurs: td.com/ca/en/business-banking/small-business/women-in-business //Follow us on Instagram: instagram.com/thebrandisfemale
When we talk about Diversity Are you thinking individual differences or group differences? You want to say both but what's been your focus? Get your pen and paper ready because we're talking about Diversity in terms of Individual differences and Group Differences In today's show we discuss several things including: An unexpected Danish influence on … Is Your Diversity Approach About Individual or Group Differences? Read More » The post Is Your Diversity Approach About Individual or Group Differences? appeared first on Element of Inclusion.
www.commsolutionsmn.com- It's election season! Of course that doesn't mean much in an odd year, but whatever. There's one reason to have odd year elections; to control the outcome. A small portion of the city votes, so the activists control the turnout. It's important for you to see what these cities are doing, because the trends are the same everywhere. We see endorsements from the same radical activist groups, like Stonewall DFL, Women Winning, Minneapolis Area Regional Labor Federation, and Take Action MN. Cities all over the state do this: St Louis Park, Duluth, Bloomington, Minneapolis, and others. The issues all seem to be the same too. It's climate change, equity, affordable housing, social justice, and Ranked Choice Voting. As usual, Minneapolis is a complete circus. But once you step away from the big, city lights, cities and towns all around the state are losing out by having odd year elections, because the DFL is using this tactic to keep a stranglehold on our local government. We also discuss how Governor Walz is hedging his bets for the upcoming winter cycle of COVID and the submarining approval numbers of Let's Go Brandon. Have you checked out our Spotify playlist? At the beginning of each episode, Jason quotes some song lyrics that have to do with the subject matter of the podcast. Andrew never knows what they are, but now he can… and so can you! We've launched the Spotify playlist: “Community Solutions Music From the Podcast!” You can listen to Roundabout from Yes after listing to Episode 30 on Roundabouts… or kick back and enjoy a rocking playlist just for the thrill of it. We add a new song every week. Subscribe and enjoy! Don't forget that you can also subscribe to our podcast on iTunes, Google Play, and Spotify!
The Nashville LGBT Chamber of Commerce advances common business interests, economic growth, and inclusion in the workplace and society. In an interview with Invest:Insights, Joe Woolley, the Chamber's CEO, discusses the importance of an inclusive environment to Nashville's economic growth and efforts to support members in the face of ongoing challenges. For more information about our interviewee, visit: https://nashvillelgbtchamber.org/ Register to read all Capital Analytics reports for free: https://www.capitalanalyticsassociate...
This week's podcast guest is Joan C. Williams, distinguished Law Professor at the University of California, Hastings College of Law, and Director for the Centre of WorkLife Law, and author of a brilliant new book, Bias Interrupted: Creating Inclusion for Real and for Good. Joan is dedicated to propagating an approach to Diversity and Inclusion that delivers real impact for the business and ensures real change is made.Throughout this episode, Joan and I discuss:How to connect D&I initiatives to business metrics that matter, with case studies from companies around the worldThe five patterns of bias that repeatedly emerge across organisations and industriesThe concept of bias interrupters, what they are and how to use them in everyday scenarios, to reduce the impact of biasThe ethical and legal challenges of measuring diversity data and why these challenges are not a good enough excuse for not doing the workSupport for this podcast is brought to you by Degreed, to learn more visit degreed.com. See acast.com/privacy for privacy and opt-out information.
In this episode, Sarah Larson goes on record with Antoinette Hubbard, diversity and inclusion director at the national law firm Maron Marvel Bradley Anderson & Tardy and a senior member of the firm's Delaware Asbestos Litigation Team. About Antoinette Hubbard You could say that Antoinette has been around the world and back. She is the second child of four and was raised by parents who lacked many educational opportunities. They instilled in her a love of learning and the belief that with hard work, she could achieve the goals that she set for herself. She was born and raised in Philadelphia and attended college and law school in the Greater Philadelphia area. She married her college sweetheart and moved to Boston, where they lived for 12 years. Both of their daughters were born in Boston, so although she is from Philly, she has a special place in her heart for Boston. She and her family moved to Ghana where her husband is from and lived there for five years. When they returned to the U.S., they moved to the Philadelphia area to be near her family. At Maron Marvel, Antoinette has extensive experience in the defense of complex product liability and toxic tort matters and has successfully defended personal injury cases, including wrongful death and severe impairment claims, and numerous commercial cases in both federal and state courts.
On this episode I discuss the Diversity, Equity and Inclusion activities of former Las Vegas Raiders Coach Jon Gruden and a few of his contemporaries in the NFL. We must realize that this type of behind the scenes rhetoric from upper management folks who are seemingly "cool bosses."
Sean is joined by our Equity, Diversity & Inclusion Podcast group to introduce the upcoming podcast and hear about their whys. Meet the team:Kennedra Tucker is a K-12 Health & Physical Education specialist. A 14-year Maryland educator, Kennedra has been recognized as a 2017 Nationally Board Certified Teacher, the 2018 SHAPE Maryland Middle School Physical Education Teacher of the Year (TOY), and a SHAPE Maryland Past President. She is currently a member of the SHAPE EDI (Equity, Diversity & Inclusion) Committee and is presently pursuing an EdD from the University of Maryland, College Park in School System Leadership. Dr. Patricia Morgan is an innovative and passionate educator and leader with a heart for equity, access, inclusion, and social justice. She is an experienced coordinator of Science, Health, and Physical Education programs. In addition to her work in the K-12 sector, she works in higher education as an adjunct professor. In her spare time, she studies and presents on Culturally Relevant Pedagogy, Diversity, Equity, and Inclusion (DEI), and STEM at local, national, and international conferences. Dr. Cara Grant is a supervisor for PreK-12 health and physical education supervisor in the 14th largest school district in the United States. She also supports the University of Maryland College Park Masters Degree with a teaching certificate in Physical Education. Her work infuses and prioritizes equity, diversity, and inclusion so all students are included and welcomed in curriculum, instruction, and teaching practices.Dr. Mara Simon is an assistant professor in the department of physical education and health education at Springfield College. Her research interests include culturally relevant pedagogy in PE and addressing racial inequity and whiteness in PE teacher education.John Strong is an Associate Professor within the HPE Department at Niagara County Community College in Sanborn, NY. He is also the Chief Diversity and Equity Officer at NCCC, and enjoys using his capacity as CDEO to inform his interactions within SHAPE America's EDI Committee.Sue Scheppele is a Doctoral Physical Education Fellow at Springfield College in Springfield, Massachusetts. She taught PreK - 8th Grade Physical Education for seven years and was a lead PE teacher in the Houston Independent School District. In addition, she was a high school Health and Physical Education teacher for three years in Pittsburgh, Pennsylvania. Sue is a certified DEI trainer for the Anti-Defamation League (ADL) and received the Walter Kase Award for teacher excellence in 2017.Sean Nevills is a lifetime member of SHAPE America and current host for the podcast. As a former project director for SHAPE, Sean led the CDC funded COVID-19 initiatives for the 2020-21 school year. Prior to SHAPE, Sean served as Director of Health and Physical Education for the Missouri Department of Elementary and Secondary Education. He is a licensed K-12 physical educator having taught adapted PE, high school PE, and virtual classes throughout his teaching career. Sean's work in education includes curriculum development, employee and community wellness, and educational equity. Sean has nearly 15 years of football coaching experience from the youth level through college and several years coaching track and field. He is an active member of Missouri SHAPE and serves as chair of MOSHAPE's Equity, Diversity, and Inclusion committee.
This week on Order Up, we're celebrating 25 years of MFHA! Diversity, equity and inclusion have become an integral part of the foodservice industry. But it hasn't always been that way. Gerry Fernandez joins us to talk about how his vision has evolved since he first founded MFHA in 1996, why addressing inequities has become the focus of modern businesses, and the importance of incentivizing people of all backgrounds to join the hospitality industry. (01:11) - 25 years of MFHA (04:06) - Creating access (08:42) - Evolution of vision (13:46) - Dish room to board room (17:40) - Pandemic shifts (22:12) - Leaders in diversity & inclusion (25:40) - Passion for the work Nothing in this podcast shall be deemed to create or grant any rights to any third parties. Listeners are encouraged to consider the applicability and suitability of the information provided for their own individual circumstances, and the Multicultural Foodservice & Hospitality Alliance, the National Restaurant Association, the National Restaurant Association Educational Foundation, and their affiliates cannot warrant the applicability of the information to any particular listener or party. Given the rapidly evolving nature of the pandemic, guidance may change as our understanding of unique challenges that COVID-19 poses within each country, state, and locality. If you'd like to receive new episodes as they're published, please subscribe to https://www.restaurant.org/events/learning/podcasts/order-up (Order Up) in https://podcasts.apple.com/us/podcast/order-up/id1511211971 (Apple Podcasts), https://podcasts.google.com/?feed=aHR0cHM6Ly9mZWVkcy5zaW1wbGVjYXN0LmNvbS9IcFhHRHhqVQ (Google Podcasts), https://open.spotify.com/show/3SOAkud8tkbaLCaU8W4Ne5 (Spotify) or wherever you get your podcasts. If you enjoyed this episode, please consider leaving a review in https://podcasts.apple.com/us/podcast/order-up/id1511211971 (Apple Podcasts). It really helps others find the show. https://www.dante32.com/ (Podcast episode production by Dante32.)
Melanie Johnson & Jenn Foster, owners of Elite Online Publishing, interview Dr. Laura Murillo about her new international best selling book Lead in Life, People. Passion. Persistence: Succeed in the New Era of Diversity, Equity, and Inclusion. Dr. Laura Murillo is the President and CEO of the Houston Hispanic Chamber of Commerce. Under her leadership, the Chamber has set unprecedented records in membership and revenue, becoming one of the most influential Chambers in the nation, a clear testament to her exceptional leadership. The youngest of nine children, Laura Murillo was born to Mexican immigrant parents and was raised in Houston's East End/Magnolia, where she began working at age ten at her family's restaurant. She is the proud mother of Marisa and Mia, both graduates of St. John's School in River Oaks. Marisa earned a mechanical engineering degree from Columbia University, in New York City, and is an astrophysics researcher. Mia is a sophomore at Georgetown University in Washington DC and maintains highest honors. Learn More Here Find the Book Here
Danny Guerrero, the vice president of North America Strategy at MMGY Global, always knew he was different. But despite facing tremendous odds in his childhood — including years spent watching his father struggle with substance abuse and feeling out of place as a Latino at an all-white school in San Diego — Guerrero pushed forward on his journey of self-discovery and has since turned many of life's lemons into lemonade. Guerrero's interests and experiences in public relations, multicultural marketing and brand strategy have propelled him to prominence in the travel industry. He's active in the Diversity, Inclusion and Equity (DEI) space, (winning an Outstanding Achievement Award from the World Travel & Tourism Council for Advancing Diversity and Inclusion in the Travel Industry earlier this year), and he's pioneered research for MMGY that places a lens on the needs of underrepresented groups — most recently, Black and Latinx travelers. In this episode of Humans of Travel, Guerrero dives into his journey of cultural connection and self-acceptance. He opens up about being the first person in his family to go to a four-year university, the moment he confronted his sexuality, and how he used his interests in politics and tourism to propel his career forward. He also talks about what's needed in the travel industry to make it a more welcoming and inclusive environment for all. RESOURCES MENTIONED IN THIS EPISODE Inroads: inroads.org MMGY Travel Intelligence: www.mmgyglobal.com Future Leaders in Travel Retreat: www.futureleadersintravel.com Latinx Study: www.mmgyintel.com Danny's LinkedIn: www.linkedin.com ABOUT YOUR HOST Emma Weissmann is the Digital Managing Editor of TravelAge West, a print and online magazine for travel advisors based in the Western U.S. She is also the co-host of Trade Secrets, a podcast created with sister publication Travel Weekly. TravelAge West also produces national trade publications Explorer and Family Getaways, as well as events including the Future Leaders in Travel Retreat, Global Travel Marketplace West, the WAVE Awards gala and the Napa Valley Leadership Forum. ABOUT THE SHOW TravelAge West's podcast, “Humans of Travel,” features conversations with exceptional people who have compelling stories to tell. Listeners will hear from the travel industry's notable authorities, high-profile executives, travel advisors and rising stars as they share the experiences — the highs and the lows — that make them human. See omnystudio.com/listener for privacy information.
Leslie Short is owner of The Cavu Group and a diversity, equity, and inclusion strategist. She has an accomplished background that includes running marketing and PR for FUBU, serving as Corporate Operating Strategist for blueprint + co., and starting several successful international businesses. Leslie has been developing multi-cultural/mosaic marketing and programming as far back as … Continued
In an interview with Roland Frasier, Marcus Lemonis, host of the hit TV show, The Profit, breaks down what really matters most in business. Marcus was scheduled to speak at T&C 2020, but the event never happened. Roland and Marcus still had a chance to sit down and chat though, and this podcast episode revisits that brilliant interview. And exciting news! Marcus will be speaking at Scalable Impact Live in Austin, TX on November 2-3, along with NFL Hall of Fame running back Emmitt Smith and Kendra Scott, who has had a billion dollar exit in her fashion brand. Marcus is known for looking at the 3 Ps—people, product, and process—when he's evaluating a business to invest in. When asked to break that down, he said it's important to first establish the fact that this framework works for everyone. It's an easy way for him to communicate with people on TV about how to think of their business differently. The application is universal. Product, Process, People These are the three things that matter in a business, but you have to rank them in terms of priority, Marcus says. Product is the easiest one to think about. A relevant product or service is something everyone can understand. It's got to be real time, digestible. It has to be able to change when the environment changes, and it's got to be driven by the market, not your emotion. Process is all about how you develop the idea, how you properly document it, build the case study around it, test it, roll it out to people, and continue to improve on it. Where a lot of companies die is that they don't evolve, and you have to. Your process has to evolve and take into account new technology, trend changes, etc. People are the most important. It's easy to say you care about people, but Marcus has started to rev this up a little more recently. Start with yourself. You can't respect other people if you don't respect yourself. 2020 has been a crazy year. It has wreaked havoc and played tricks on people's minds. We've lost a lot and need to take stock in who we are as individuals, family members, community people, and leaders. Then apply that to people who work with you, not for you. We get frustrated with people, and we change our tone. We have this mindset of you work for me, instead of you work with me. We can be collaborative and thoughtful and still be good leaders. “I can go into any business and help them to think differently about themselves and other people,” Marcus says. “If you're not capable of thinking differently, you shouldn't be a leader.” What Is So Attractive About Turn-Arounds? The Profit is all about turning around businesses that are having challenges. What makes someone want to tackle something so difficult? Marcus says he's always just been more at home with looking at things that are broken (processes, products) and really understanding it. “I'm more comfortable with things that are fractured,” he says, “because I like to be the guy with the glue who puts things back together.” How does he decide when to help people and when to cut his losses? He says a lot of people think he's crazy. “Why do you waste your time with knuckleheads?” people ask him. And he does it because of what other people learn while they watch him do it. He invests time in people to prove something to himself, to help others, and he knows it also resonates with the people watching. He wants to raise people's self-awareness about their behavior. How does he deal with people attacking him while he tries to help them? Well, that part isn't much fun. When the cameras leave, those relationships don't always work out. If they're delusional about themselves, they usually don't change. Don't rely on the other person to dictate your behavior, he says. You can't let people take you off your game. The Profit is one of the longest running shows on television today. He's ultimately learning for himself and teaching others to think differently. It would be easy to kick people to the curb, but it's better not to. Marcus thinks of people like himself when he was starting his own business. How would he have wanted people to have treated him while he was struggling? That's what he does for others. The key to business isn't about being the toughest person in the room and having a poker face. We all struggle in our businesses at some point. Businesses closed daily because of Covid. At the end of the day, be transparent about who you are and where you've come from, and don't try to create a fantasy life. Create wealth for yourself that allows you to have freedom and to invest in others. Don't create wealth to separate yourself and have an elitist mentality. A Business Partner Has to Bring Capital, Expertise, or Contacts The important part of a roll-up, Marcus says, is partnering with like-minded people. You don't have to agree on everything, but share goals and vision. A lot of people talk about balance in life, but he doesn't subscribe to that. Any potential business partner has to bring capital, expertise, or contacts to the table. And, honestly, capital is the least important asset of the three. Marcus loves networking. He loves to learn from people like Roland and share his own experiences so people can learn from him. Surround yourself with people who can be additive, he says. What he really wants a partner to bring to the table is a new way of thinking about something. He wants to hire people who are smarter than him, people who can make him better. The Importance of Diversity in Your Business Marcus doesn't do equal partnerships. He won't ever do a deal that's 50/50. He'll either be the minority and let the other person take the lead, or he wants to drive. You can't get in a car and have two people take the wheel. There might be exceptions to the rule, but he won't do it. There's got to be a clear leader. However, when he gets into a deal, even if it's just 10%, he does like to have financial control. “For those people who own 100% of your business,” he says. “I would encourage you not to. I think it's important to have gender and racial diversity. I'm not saying it to check a box. You have to represent your consumers. All of them.” He says you have to truly know your audience. And to know them, you have to reflect who they are, or you'll serve them one thing when they're asking for another. Surround yourself with people who look like your audience. Your audience isn't all middle-aged white guys. You need a diverse team running your business. How Covid Changed His Investment Thesis Marcus used to be very public about not investing in technology, because he didn't understand it. He likes brick and mortar, tangible products. Then someone approached him about a technology-driven fund/deal. They wanted a $2M investment. “They wanted me to think in new ways,” he says, “and they wanted me to partner with them, because I see things differently too.” Now he finds himself only wanting to invest in digital tech stuff. “Covid accelerated my need to change my thinking,” he says. “I realized that the brick and mortar environment we lived in won't exist anymore. Technology is the future of the world. What I do hope happens though is that technology people and digital marketers can lend their credibility and experience to brick and mortar stores.” He says we all come from different places, have different experiences, and we all think about life and business differently. “We don't want to get into a homogenous way of thinking about things,” he says. “The key for me in business is that conflict is healthy. Getting different opinions and learning from other people is essential to growing yourself and your business. The key for me is respect. Respecting others' opinions, no matter how much you disagree. Make me better. I want to make you better too.” OUR PARTNERS: Scalable Impact Live (November 2-3, 2021) Get a free proposal from Conversion Fanatics Get 3% cash back on your ad spend with AdCard
Tiffany Tanaka shares story about the importance of representing Filipino culture authentically through her foodAbout Claima Stories with Bimma:Former Nike Marketer, Bimma Williams interviews leading and emerging BIPOC creatives about how they were able to break into the notoriously guarded creative and sneaker industries. From these stories, listeners will learn how to claim their dream careers. Featuring Melody Ehsani, Jeff Staple, and James Whitner. Listen and Subscribe now.Subscribe: Instagram: https://www.instagram.com/claimastories/Twitter: https://twitter.com/claimastories
In this week's Growth Edge podcast, I sit down for an important conversation with Dr. Diane Dixon about the state of diversity at the highest levels of executive leadership in healthcare. The business case for diversity in the c-suite of any organization is well-documented, but the challenge of achieving diversity in executive representation in organizations and the academic institutions that train future leaders is something that we continue to struggle with. Learn from Dr. Dixon's extensive research on this topic and hear key insights from her book, Diversity on the Executive Path. Listen in. Diane Dixon, EdD - https://www.linkedin.com/in/ddixonorg/ Diane Dixon website - http://www.ddixon.org Diversity on the Executive Path book - https://www.ache.org/learning-center/publications/books/2401I
A new study led by the University of British Columbia provides the first comprehensive look at what climate change, overfishing, and habitat destruction of coral reefs mean for their ecosystem services. For humans, this means how the global decline in coral reefs has affected their ability to provide essential benefits including food, livelihoods, and protection […]
On today's episode we hear from someone who loves remote work despite initial reservations. Plus, we have another custom segment from Fast Co. Works and McKinsey & Company about Diversity, Equity and Inclusion with Lareina Yee, Senior Partner at McKinsey and Company
Technology is making an impact on climate change! Today on East to West, we cover CleanTech Club's new green initiatives, Diversity and Inclusion Discussion history of disability movement, the first televised Boston mayoral debate and more.FEATURING: Veronica Thompson, Katrina Liu, Jit Ping Lee, Bailey Salimes WRITTEN BY: Cici YuEDITED BY: Nellie MaloneyBASED ON DFP PIECES BY: Lindsay Shachnow, Kendall Richards, Claire Zhang, Phil London MUSIC:Acid Trumpet by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/3340-acid-trumpet License: http://creativecommons.org/licenses/by/4.0/Backbay Lounge by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/3408-backbay-lounge License: http://creativecommons.org/licenses/by/4.0/ Ultralounge by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/5010-ultralounge License: http://creativecommons.org/licenses/by/4.0/ Passage by EdoyLink: https://freemusicarchive.org/music/Edoy/progression/passage-1License: http://creativecommons.org/licenses/by/4.0/