Podcasts about dj flex

There are some great DJ mixes from DJ CMG and DJ Love & Bass, and a deep discussion about their music selections and music production occurs throughout the show. Remember to listen to new music, and try new things! ⚡️Like the Show? Click the [Repost] ↻ button so more people can hear it!

There are some great DJ mixes from DJ CMG and DJ Love & Bass, and a deep discussion about their music selections and music production occurs throughout the show. Remember to listen to new music, and try new things! ⚡️Like the Show? Click the [Repost] ↻ button so more people can hear it!

Tracklist: 1. Martin Garrix & Dubvision feat. Shaun Farrugia - Wherever You Are 2. Mesto & Vluarr - Over Soon 3. NUZB & KEYTON - Biohazard 4. Eleganto feat. Kota - Hands Up High 5. Third Party - Believe 6. Vluarr & Crime Zcene - Lunacy 7. Julian Jordan - I Don't Know 8. Summum - Guess What 9. Moksi & Merow - The Mindshaker 10. Sikdope & Blinders - VAMP (Loud About Us! Remix) 11. Swedish House Mafia - It Gets Better (QuickBuck & Billy Taner Flip) 12. Nikko - BETTER4U 13. DJ Flex feat. Denise Belfon - Put Your Back In It (Eauki Remix) 14. Dhuss - OVERN!GHT 15. Ootoro & ZDX - ID 16. Kendrick Lamar - m.A.A.d. City (Bleu Clair Edit) w/ Kage - Downfall 17. Cloverdale & Eleganto - No Stoppin 18. TroyBoi & Diplo - Afterhours (Jaidpit Flip) 19. NUZB & KEYTON - Dancin' 20. Bleu Clair & Ootoro - Beat Like This w/ PRMGH & TAF - Power 21. Autodepth & Noir Foncé - ID 22. RL Grime - Era (Asdek Remix) 23. Moksi - Mud Season 24. camoufly - beggin' u 2 25. TAF - ID 26. ISOxo - MOONSPELL (Darby Remix) 27. Joyryde - 4AM 28. QuickBuck - ID 29. Gorgon City - Rumblah (ANIMATE Flip) 30. Shelhiel - Sayang (Behaved UKG Bootleg) 31. NUZB & QuickBuck - Give All 32. QuickBuck - ID

This week we have special guest DJ Flex on the pod!   Flex has recently skyrocketed on Instagram and Tik Tok with a huge series of viral mashups, taking him from 8000 followers to over 200,000; with his videos regularly hitting no less than 100,000 views each time!   Flex breaks down how he studied the algorithm for just 2 days & applied everything he learnt into his content, and in less than 3 months captured nearly a quarter million followers on IG alone!  Follow our socials!  @TalkoverPod on everything... 

We had the pleasure of interviewing DJ Flex over Zoom video!Taking it straight to the dancefloor from Newark NJ by way of Ghana, ‘Sexie' is a tribute to DJ Flex's influences, seamlessly combining the tough sweatbox bounce of Jersey Club with irresistibly tuneful Afropop. One of the hottest producer/artists on the scene today, DJ Flex has collaborated with such luminaries as Megan The Stallion, Shenseea, Mya, Nija and Nigerian superstar Minz. He has garnered huge editorial playlisting, performed a Boiler Room set and been featured on BBC Radio and OVO Sound Radio. Born in Newark to Ghanaian parents, with a past dappled by tragedy, DJ Flex's unique background has fostered a globe-trotting sound that incorporates elements of Afropop, Jersey Club and Baile Funk. Now signed to Virgin Music Distribution, ‘Odo' is the first track off of an album project out 2024.Growing up in working class Newark, DJ Flex was introduced to dance music and club life by his father, who, in addition to working two jobs as a cab driver and Fedex employee, also made some extra cash as a videographer for big weekend gatherings among the Ghanaian diasporic community. As a small boy, the wide-eyed DJ Flex was able to experience the rhythm of these parties firsthand. Fascinated by the DJ's ability to take the crowd on a journey through the night, Flex started tinkering with rudimentary equipment on his own as a teenager, eventually getting paid gigs throughout the Northeast, and as far-flung as Atlanta and Germany, all the while going to college and working odd jobs to get by.Life became more difficult when his father succumbed to a stroke and DJ Flex had to stay home and care for him, all the while completing his degree and hustling to earn as much as could with his (now viral) productions and DJ gigs. After his father died in the Covid pandemic in 2020, DJ Flex decided to fully embrace music as his career and destiny, inspired by the struggles and sacrifices that his father made to raise little Felix into DJ Flex.We want to hear from you! Please email Hello@BringinitBackwards.comwww.BringinitBackwards.com#podcast #interview #bringinbackpod #DJFlex #NewMusic #ZoomListen & Subscribe to BiBhttps://www.bringinitbackwards.com/followFollow our podcast on Instagram and Twitter! https://www.facebook.com/groups/bringinbackpod

Hop, Mise en Ligne des "Nostalgiques Part 37 », Avec Pour Cette Fois un Mix Composer de Vieux Tube Comme : ABBA, BOB SINCLAR, BONEY M, BRONSKI BEAT, CLAPTONE, DIPLO, DJ FLEX, EMINEM, ENERGY 52, ERIC PRYDZ, EURYTHMICS, EVE, GALA, GIGI D'AGOSTINO, JAIN, KELIS, KENNY COPE, LA BOUCHE, LOU BEGA etc... Que du Vieux son en Version Remixer ! Bonne Ecoute !

Turn Table Talk with Mango Bass Episode 009 Episode Title: Mango Bass 1st Music Release Show Bio: Turn Table Talk with Mango Bass, which consists of the deadly duo DJ CMG and DJ Love & Bass, is a weekly music show where the hosts perform live DJ mixes, share critiques on techniques, cover song selection, and discuss the culture of music. This week's episode: Mango Bass back with a new episode discussing the release of their project titled: Mango Bass The Beat Tape- The Turntable Chronicles. There are some great DJ mixes from DJ CMG and DJ Love & Bass, and a deep discussion about their music selections and music production occurs throughout the show. Remember to listen to new music, and try new things! Track Listing: 1st mix: DJ CMG 1. Kendrick Lamar: N95 2. Jay Rock: Win 3. DJ Flex & DJ Did: Dip Dop Afrobeat 4. Buju Banton & DJ Sliink: Blessed (DJ Sliink Remix) 5. Dai Burger: F***in' it Up 6. Roj & Twinkie feat Ridiculous Rowe, B. Smyth & Willie Ozee: Aye BayBay 7. DJ Flex, A-Star & Edouble: Eggplant Afrobeat 8. Travis World & Marzville: Squat 9. Private Ryan & Preedy: No Standing Up 2nd mix: DJ Love & Bass 1. Nardo Wick ft. Future & Lil Baby: Me or Sum 2. Kodack Black: Usain Boo 3. ASAP Rocky, Tyler the Creator, & Nigo: Lost and Found Freestyle 2019 4. Jack Harlow: Dua Lipa 5. Halsey: Graveyard 6. Ariana Grande & Doja Cat: Motive 7. Disclosure & Raye: Waterfall 8. Disclosure ft. Sam Smith & Schoolboy Q Genre Tags: #house #RnB #hiphop #Dance #jerseyclub #soca

1. Croatia Squad - Give It To Me (Radio Mix) 2. Galo - All Night (Extended Mix) 3. Landis - Like Honey (Extended Mix) 4. Juicy M & Vessbroz - Higher (Low Blow Remix) 5. PEACE MAKER! & Keizer Jelle - Take Your Pills (Extended Mix) 6. SLVR - Push Your Body (Extended Mix) 7. Awiin - Insane (Extended Mix) 8. Twoloud ft. Lena Sue - Don't Push It (Extended Mix) 9. Throttle - For Me (VIP Mix) 10. Mike Candys - Check (Extended Mix) 11. Reebs - ID (ID) 12. Merk & Kremont x Tom & Jame - Big Trouble (Extended Mix) 13. Never Dull x Bucketheads x Crystal Waters - In My Mind (Disco Rave Edit) 14. Snakehips & Promnite - Couple Bandz (Original Mix) 15. Reebs - ID (ID) 16. DJ Flex ft. Denise Belfon - Put Your Back In It (Eauki Remix) 17. Good Times Ahead & JSTJR ft. Jay Mason - Belong (Extended Mix) 18. Reebs - Dissolved (Extended Mix) 19. Snakehips x Tchami - Tonight (Extended Mix)

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow/ ▶ Discover @p-r-o-f-i-t-s TRACKLIST DJ FLEX Houseflora - quicksand Houseflora - udontknomyname Sef - dnt chng DJ PROFITS 1. NSG - Colonization [Sosa Baile Edit] 2. Busta Rhymes - Dangerous (LOVE SIX edit) 3. OKAY (Whats Next - UKG Edit) 4. Fairo Work - Hoodini Club Edit 5. CHOCOLATE DRALING (UKG) - POUNDZ & BACKROADGEE 6. Crank That Remix (Co-Prod Anthony Alston) 7. Ski (Baile Edit) 8. Ashanti - Only U (All Day Ray Solo Tu Remix) 9. tokyo boujee or bad drift (kreshbeatz mash up) 10. Ruff Sqwad X Drake - War (drill edit) 11. SOSA X Borae - Ayo Technology (Edit) 12. yodak mellow 13. das how you feel?? 14. Twist & Turn (Zikomo & DrewsThatDude Remix)-2 15. Already (ft f r a n c h i s e) 16. s l i d e 17. Nobody But You (Edit by Nego) 18. Summer Walker - Stop Playin (Mozes x Jun-iLL Remix) 19. Summer Walker - No Love (Auxy Edit DJ FLEX Dude [Bo Bounce 'Sunny' EDIT] What Happened to that Boy [Bo Bounce 'Searching' EDIT] love nwantiti (ah ah ah) - Jason Imanuel Lovely Edit Ye Knowpa Slaps MH Edit Essence [Bo Bounce EDIT] Soundgasm [Bo Bounce 'Amapiano' EDIT] ANOTHA JT BANGA (ADUBZ EDIT) THE BEACH(JUN TANAKA Edit) NO LETTING GO RIDDIM (DYNE) Peaches (Simen Sez Afro Remix)

“If I couldn't use words to describe myself, listen to this mix” - DJ Flex TRACKLIST Rilla Force - WORK(Quarantini VIP) Beyonce - Me Myself & I (Jerry C Remix) Rilla Force - MILKSHAKE mantineo - late at night Drake - Say Something(IMAI Remix) Don Mayor - U Remind Me (2K20 Version) usher Giveon - THE BEACH(JUN TANAKA Edit) Rilla Force - FREAK REACTION Afro B x Busta Rhymes - Joanna x Dangerous (Melledit) Lumidee - NEVER LEAVE YOU (Rashad Rawkus DROGBA [JONANNA] EDIT) Wizkid - Wizkid -Essence (Channie Remix 2022) Rema; Jarreau Vandal - Dumebi (Vandalized Edit) Bo - Soundgasm [Bo Bounce 'Amapiano' EDIT] Dayebeats - Wasted Remix w/ Satele Post Malone - Wow. [DJ Ruckus Blend] [Dirty] 11A 102 Rashad Rawkus - Bug A Boo x Dumebi kLap - All Nite Thank U Next Austin Marc - No Heart Wantigga - Just Friends - Wantigga Vossi Drop Kevas Edit drop (franchise baile edit) Aaliyah-Are You That Somebody (DJ Milktray Edit) Pasquinel - Are You That Somebody Gniice_ - ARE YOU THAT YUMMY? (GNIICE EDIT) Jack Harlow - WHATS POPPIN (VANDALIZED x DJ Flex Intro EDIT) Brasstracks - My Boo Kehlani - Toxic (Borae Edit) BRII - Destinys Child - SAY MY NAME (BRII EDIT) masaya junior - Untitled Follow DJ Flex https://www.instagram.com/onlydjflex/ https://linktr.ee/onlydjflex www.mnrchy.com

This weeks episode is bringing you the Afrobeat vibes that you love! Featuring music from Rema, Joeboy, Mannywellz, Dj Tunez, Olamide, Dj Flex & introducing newer artists! Fast paced 100+ BPM music to keep you on your feet anywhere you're listening! 

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow/ ▶ Discover @onlydjflex @aaliana @klsrdr @joa_noa @1PrettyRicky DJ FLEX Tracklist Cardi B - Up (Crux Pistols Edit) Roddy Ricch x Mozes x Tomcio & Bonxo - Late At Night (Mozes Edit) Cupidon - Toast Pasquinel x SyncCity - Best Of Me (Edit) Anderson Paak x Trombone Shorty - Come Down [Djé Cobbs Edit] Chance The Rapper - All Night (DJ Kasir Amapiano Edit) Drake - Say Something(IMAI Remix) Justin Timberlake x Rema - ANOTHA JT BANGA (ADUBZ EDIT) Too Short - blow the whistle (druskii edit) Jaël - Buga Baile AALIANA Tracklist Childish Gambino - Redbone (afro edit)- Soulely Sade - Sweetest Taboo (afro edit) - Soulely LUV (Camtrao Edit) -Camtrao Still Ima Do Right Livin' It Up Riddim FS GREEN Shut Up X Go (DEECEEdit) What's Luv Riddim FS GREEN Dju Dju - Classy Lady (Remi Oz Bounce Edit) Dont you - TICKLISH Ludacris - Stand Up (LeMarquis Remix) MJB - OOH (jamesys mix) ILOVEMAKONNEN - Tuesday (Feat. Drake) (Star Slinger House Edit) Usher - You Make Me Wanna... (Tuff & Jam Dance Mix) Hardsoul feat. Ron Carroll - Back Together (DJ Meme Classic Remix) Movin too fast - Bump and Flex Vocal Mariah Carey - Shake It Off (Naken UKG Edit) Stormzy - Audacity (Wantigga Remix) Kelis - Milkshake (Ckrono Bootleg) Rema - Soundgasm (BJF Edit) ginuwine - pony (dj premium timeflex QNTZD edit) Chicago Freestyle w_ tommymontana089 & Golow Erykah Badu - Drama (manuel ricciardi deep mix) KRS.RDR Tracklist Daye Beats - Badu's Spirit w/ West1ne Austin Millz - Sade's Taboo (Intro Edit) brockhampton - sugar (daaliah refix) BRENT FAIYAZ - INSECURE (ANDREW. REMIX) IAMNOBODI - The One Turna - DUCKY Jabair - ERYKAH JOINT Florentino - Feelin u Delano - Lost w: Jimmy Boots Magic Flowers - SING IT BACK Mobb Deep - Shook Ones, Pt. II (Jengi Remix) QLAQUÉ - Understand The Funk Jared Jackson - Could've Been (4x4 Dub) Frank Ocean - White Ferrari (salute Edit) Joa Noa Tracklist Number one - Karyo Austin's Workout Plan – Austin Marc London Bridge X One Thing – Joa Noa Edit What's Luv Riddim – FS Green Barbatuques – El Train One Minute Man – Full Crate remix ODOGWU – Kevin Kofi Bug A Boo – Benaiah remix Panjabi Bounce – Paul Mond Sex Machine (Jengi Club edit) – James Brown Boasty (SMP X Dave Nunes edit) – Jean Tonique, Wiley, Sean Paul Tints – Anderson .Paak Kiss Me more – Jarreau Vandal Tadow Flip – Austin Marc Location – Dave, Burna Boy 1Pretty Ricky Tracklist J Dilla - Think Twice (Instrumental) Souls of Mischief - 93 'Til Infinity (Instrumental) OutKast - ATLiens (Instrumental) Taariq - STEELO (instrumental) Kanye West - Heartbeat (Instrumental) [Bonus Track] Jay-Z feat. Pharrell - I Just Wanna Love U (Give it 2 Me) (Instrumental) Jay Z - Dirt Off The King (f r a n c h i s e. Instrumental Edit) P. Diddy - All About the Benjamins (Instrumental) Brasstracks - In My Feelings Lotso - Señoritaaaaa (Instrumental) DJU DJU - Go With The Flow Aretha Franklin - Rock Steady (Nick Bike's Housin' Mix) (Instrumental) Lucy Pearl - Dance Tonight (Ian Wallace & OP! Instrumental) Latto - Big Energy (Instrumental) De La Soul - Me, Myself & I (Instrumental) Rick James - Give It To Me Baby (Instrumental) Earth, Wind & Fire - Let's Groove Tonight (Knowpa Slaps Instrumental Edit) Ditongo - Atalaya Vhoor - Enjoy MXTT HXLL - Whats Next (Instrumental) DJ FLEX Tracklist DJU DJU - That's My Shit Rihanna - Work Work Work (Double A Flip) Aya Nakamura - DJADJA (Sosa Vibe Edit)

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow/ ▶ Discover @onlydjflex sef - stallion sin cielo Jarreau Vandal - WHATS POPPIN (VANDALIZED EDIT) DNNY KAY - mrsofficer Beyonce - Upgrade U (Smochi & Excez Edit) (1) Justin Beiber - Rashad Rawkus - Yummypop Jarreau Vandal - PEACHES (VANDALIZED EDIT) Arif Omari & Frankliin - JADA RIDDIM Tentendo - S l i d e Bonnie & Whine - CTLYN x LKGD austin marc - shimmy flip Pistols - U Remind Me (Pistols Edit) Don Mayor - U Remind Me (2K20 Version) Magic Flowers - Back To The Future Jengi - 6LACK, J. Cole - Pretty Friday Morning (Jengi Mashup) Boasty - EDIT SICK! do for love (mayor edit) Jabair - F u g e e l a y e w/ Dave Nunes RICHTANNER - NO GUIDANCE Post Malone - Wow. [DJ Ruckus Blend] [Dirty] 11A 102 DYNE - IF I COULD LICK IT - Khia My Neck JUN TANAKA - Jungle(JUN TANAKA Edit) amaarae - LEAVE ME ALONE Lauryn Hill - Doo Wop (DJ FLEX SAX EDIT) Lite Flow Tentendo - Laaaady [107]

Everyone's favourite dance couple, Jane and Yoofi Greene, slid into the studio to talk to Afi and Zuu about China, Ghana jollof and everything in between. Outro song: Mama Dada - Yoofi Greene, DJ Flex & Mr Shawtyme feat. DWP Academy Don't forget to subscribe to the podcast and follow us on Instagram: @staybyplanpod and on Twitter: @staybyplanpod Subscribe to our Youtube channel! Share your thoughts with #StayByPlan! --- Send in a voice message: https://anchor.fm/staybyplan/message

Hop, Mise en Ligne des "Nostalgiques Part 17", Avec Pour Cette Fois un Mix Composer de Vieux Tube Comme : DANI CORBALAN, BOB SINCLAR, ARNO SKALI, DAVID GUETTA, IMANY, MADONNA, BENNY BENASSI, DJ FLEX, ROYAL GIGOLOS, STARSAILOR, USHER, EDDY GRANT etc... Que tu Vieux son en Version Remixer ! Bonne Ecoute ! :)

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow/ TRACKLIST BBHMM (DEECEEdit) DeeDONTCARE - WASTING TIME [FLIP] 90BPM Manalang - u make me wanna edit Beyonce - Me Myself & I (Jerry C Remix) sptmbr yngstr. - it's luv. Koffee - Toast (Jerry's remix) KMB x Don Toliver - No Idea To Call (Lules Blend) Manalang - NEEDED A TRACK STAR KMB - week end (kmb flip) TJ Groover - Lala JUN TANAKA - Stuck On You(JUN TANAKA Edit) KMB - RIDE N BLOW Ciara Smochi - Cameo - Candy (Smochi Grind) Goldlink - Crew xplosive ekany Jarreau Vandal - Goldlink 'Crew' (Vandalized Edit) emergency-edits-volu austin marc - tuesday Foolie URFIN Jus Lovehall - Tropics feat. Master Soul Boy Houseflora - dont apologise

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow/ TRACKLIST 1. tanaka - body get it together edit 2. Justin Bieber ft. Alpha P & Omah Lay - Peaches - (Masterkraft Remix) 3. DeeDONTCARE - gravity-flip 4. Jarreau Vandal x Tom Misch - What You Saying? x Try Again 5. HER - Focus (BRII Edit) 6. drake find your love- mar afrobeats edit 7. Insucre Brent Faiyaz x Profits Remix 8. jms-toast -rage remix 9. Jabair - nobody but you 10. Wavy Bagels - dootdootdoot remix 11. ms-mavy ampfountains real edits 12. Jhené Aiko - The Worst (LOVE SIX edit) 13. Snoh Aalegra - WE DON'T HAVE TO TALK ABOUT IT (Remi Oz Bounce Edit) 14. Love - (TICKLISH remix) 15. brand new whip - local jam 16. 4.montér- to me bumper edit 17. KMB - RIDE N BLOW 18. Cater To You (BRII x f r a n c h i s e Remix) 19. Ty Owens fka Ty.2wo - eXchange. [edit]

Hip-Hop, Rap, Trap, Drill, Rap US, Rap FR, , Jay-Z, Migos, DaBaby, Migos, French Montana, Rick Ross, Drake, Lil Wayne, Megan Thee Stallion, Young Thug, Internet Money, Don Toliver, Lil Uzi Vert, Gunna, Russ Millions, Tion Wayne, Meryl, Red Cafe, Lil Nas X, Jack Harlow, CJ, Future, LPB Poody, Tyga, Dirty Swfit, Davassy, Dj Khaled, Justin Bieber, Quavo, Chance The Rapper, Lil Wayne, Green Montana, Booba, Moneybagg Yo, Lil Wayne, Ashanti, Leto, feat. Tiakola, Tay Money, Fresh LaDouille, MIG, Hamza, Bolémvn, Guy2bezbar, DJ Babs, Bolémvn, Junior Bvndo, , Ninho, Liim's, Baby Keem, Kendrick Lamar, CKay, ElGrande Toto, Dadju, Burna Boy, DJ Flex, NSG, Rexxie, Midas the Jagaban, Zinoleesky, Skales, Aya Nakamura, Rema, Tems, Darkoo, Hardy Caprio, Odeal, MHD, Spinall, Fireboy Dml, 6lack HipHop #Rap #Trap #Drill #RapUS #RapFR # #JayZ #Migos #DaBaby #Migos #FrenchMontana #RickRoss #Drake #LilWayne #MeganTheeStallion #YoungThug #InternetMoney #DonToliver #LilUziVert #Gunna #RussMillions #TionWayne #Meryl #RedCafe #LilNasX #JackHarlow #CJ #Future #LPBPoody #Tyga #DirtySwfit #Davassy #Khaled #JustinBieber #Quavo #ChanceTheRapper #LilWayne #GreenMontana #Booba #MoneybaggYo #LilWayne #Ashanti #Leto #Tiakola #TayMoney #FreshLaDouille #MIG #Hamza #Bolémvn #Guy2bezbar #DJBabs #Bolémvn #JuniorBvndo # #Ninho #Liims #BabyKeem #KendrickLamar #CKay #ElGrandeToto #Dadju #BurnaBoy #DJFlex #NSG #Rexxie #MidastheJagaban #Zinoleesky #Skales #AyaNakamura #Rema #Tems #Darkoo #HardyCaprio #Odeal #MHD #Spinall #FireboyDml #6lack

Join us in the hot topic of dating in the age of social media and be sure to follow my good friend at Thomas Anderson on Facebook, DJ Flex Rated also on Facebook and @djflexxrated on Instagram. Send in you questions for part 2 to me @tqtpodcast on Instagram or send them to him on any of the socials mentioned. --- Send in a voice message: https://anchor.fm/marissa-j/message Support this podcast: https://anchor.fm/marissa-j/support

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow Links: Instagram: www.instagram.com/onlydjflex/ Soundcloud: @onlydjflex TRACKLIST Aaliyah + PyramidPlaza = Are You That Somebody King Most - Jorja Joint nusnce - sunrise whoa city girl (Khaji Edit) fools gold Duncan Gerow - Mariah Carey + Blackstreet = It's Like That omoidé - Janet KAYTRANADA; Tinashe - The Worst In Me Satele - Someone Else (Yet Another Summer Walker Remix kLap - All Nite mattxmcghee - all 4 u west1ne - persian rugs Sass - Much Too Much (Kutcorners Edit) Fat Joe (Ft. Ashanti) - What's Luv (Austin Millz Remix) Kick Push (Double A Flip) Justin Bieber - Peaches ft. Daniel Caesar, Giveon (Wavy Jones Flip) Chicago Nights WYS & Ouska - Airplane (ft Erykah Badu) SLOWED Goldlink - Crew xplosive ekany Ray J - One Wish (Don Mayor Edit) sosa - afro walker Jhené Aiko - On The Way (Borae Edit)

1. Kathy Brown - Never Again (Copyright Club Mix) 2. Kings Of Soul - Satisfy (Kings Of Soul Disco Mix) 3. Lucy Pearl vs Soulizm - Dont Mess With My Man (Soulizm Club Mix) 4. Antoine Clamaran feat. Lulu Hugues - Feel It (12” Vox MIx) 5. Bini feat. Cece Peniston - Eternal Lover (Bibi's Full Vocal MIx) 6. Richard Gret presents New York Soul feat Shernette May - Fallin (Warren Clarke Mix) 7. Dj Rhythm presents Soul Theory - Drama (Warren Clarke Drama Mix) 8. Morris T & Fjrmo feat. Barbra Tucker - Let Me Be (Original Mix) 9. DJ Flex & Sandy Wilhelm - Love For You (Axwell Remix) 10. Mos:co - Mission Possible 11. Saturated Soul feat. Miss Bunty - Got To Release (Ian Carey & Eddie Amoador Club Mix)

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow Links: Instagram: www.instagram.com/onlydjflex/ Soundcloud: @onlydjflex TRACKLIST 1981 tokyo - FSMH Ticklish & SicStyle - Lemon pepper riddim Me & U (ManilaJunkie Edit) Got Somebody (Camtrao Edit) Justin Bieber Ft Daniel Caesar & Giveon - Peaches [Dj Rukus Nivea Edit] Nas ft. Ginuwine - You Owe Me (DJ Kasir x Kaytranada Edit) BeetFarmAssist - Heaven Twista - Overnight Celebrity (Austin Millz Remix) Just Friends (Double A ReDrum) Cam'ron - Oh Boy (Austin Millz Remix) N.O.R.E. - Nothin (Austin Millz Remix) Love (Ticklish Reboot) Nina Sky - Move your body (Remi Oz Remix) ILUMINA - DJU DJU sosa - lofi baile Kehlani - Toxic (Borae Edit) Soulely - Show Me Love (R&B Drill edit) Damge (B.Cause So Gone Edit) manalang - gravity Pasquinel - Eternal Light (Edit) Rock Wit U (Ian Wallace Remix) Ludacris - Stand Up (Benaiahs Amapiano Remix)

IMVNZI & Sovnd Cvrator celebrate their two-year anniversary of hosting KIF Radio with an interview with buzzing Toronto afrobeats producer LeWolf, and a world premiere of his brand new single "Cool Me Down" featuring Kris Hans. This 42nd episode also includes new releases from Jorja Smith, ELHAE, Masego, Kida Kudz, DJ Flex, Angelique Kidjo & many more... #AreYouKiffing *** Time-stamped tracklist available on our website : www.kifrad.io

Fresh the first legal black music station in Leeds and Yorkshire. Fresh is the official voice of Yorkshire and It provides everything within black music and entertainment. Every Tuesday Between 8:00pm - 10:00pm DJ Flex provides you with the latest vibes worldwide from Hip-Hop & R&B to Future Beats. Listen live at tun.in/sePQ4 Follow Fresh Leeds on IG - www.instagram.com/freshfmleeds/ Follow DJ Flex - www.instagram.com/onlydjflex/ Hip HopR&Bfuturebeats

Fresh the first legal black music station in Leeds and Yorkshire. Fresh is the official voice of Yorkshire and It provides everything within black music and entertainment. Every Tuesday Between 8:00pm - 10:00pm DJ Flex provides you with the latest vibes worldwide from Hip-Hop & R&B to Future Beats. Listen live at tun.in/sePQ4 Follow Fresh Leeds on IG - www.instagram.com/freshfmleeds/ Follow DJ Flex - www.instagram.com/onlydjflex/

A huge thank you to Ja Rule for allowing me to DJ on his platform showing him how the UK get down with vibes. Follow me on Instagram at @ONLYDJFLEX

Fresh the first legal black music station in Leeds and Yorkshire. Fresh is the official voice of Yorkshire and It provides everything within black music and entertainment. Every Tuesday Between 8:00pm - 10:00pm DJ Flex provides you with the latest vibes worldwide from Hip-Hop & R&B to Future Beats. Listen live at http://tun.in/sePQ4 Follow Fresh Leeds on IG - https://www.instagram.com/freshfmleeds/ Follow DJ Flex - https://www.instagram.com/onlydjflex/

ScenePodcast.com Twitch.TV/djscene 1) Malaa - Paris 96' 2) Crookers - Love To Edit 3) Nomad - Devotion (Remix) 4) DJ Scene & Four Color Zack - Smash and Grab 5) DJ Flex ft. Denise Belfon - Put Your Back In It (Remix) 6) Cajmere - Brighter Days (Flip) 7) Empire Of The Sun - Walking On A Dream (Treasure Fingers Remix) 8) Risk Assessment - Remember Me 9) The Spinners - Working My Way Back to You 10) Baauer - Cha Cha GAAAS 11) Flume x BeauDamian - Never Be Like You (DJ Scene Edit) 12) Austin Millz - I Choose You 13) THUGLI & Eskei83 - Like This 14) Crystal Waters - Gypsy Woman (Remix) 15) TroyBoi - Bellz 16) Young Thug, Gunna, & Travis Scott - Hot (Sliink Remix) 17) Drewboy - Trap House Bounce 18) Internet Money & Don Toliver - Lemonade (Remix) 19) Kanye West x HOT MESS - Nah Nah Nah (Beatzilla Edit) 20) TroyBoi & Tropkillaz - Corneta 21) ASAP Ferg & Mulatto - In It 22) Cam'Ron - Oh Boy (Flip) 23) The Weeknd - Blinding Lights (DJ Scene Bootleg) 24) Chaka Demus - Forward & Pull Up (Urbandawn Remix) 25) Rome in Silver - Fiore 26) Santino & Nico Oso - Red Pose 27) DJ Scene & JayCeeOh - Damn 28) KRAFTY KUTS - A Wild Krafty 29) Pete Rock & CL Smooth - T.R.O.Y. (Flip) 30) LaTheGoat feat Rick Ross - 8 Bands 31) Sage The Gemini ft iamsu - Gas Pedal (DJ Scene Remix) 32) Q Tip Busta vs Black Moon - Who Got Da Nasty (Edit) 33) Black Sheep - The Choice Is Yours (DJ Scene & Four Color Zack Remix) 34) Nick Catchdubs, Jay Ant, & IamSu! - Bizness 35) A-Trak & YehMe2 - Prayer Hands 36) Aly-US - Follow Me (FCZ Flip) 37) Paul Simon - Call Me Al (Flip) 38) The Brothers Johnson - Stomp! 39) Gwen McCrae - All This Love That I'm Giving 40) Slave - Watching You 41) Alicia Myers - I Wanna Thank You 42) The Blackbyrds - Rock Creek Park 43) Grandtheft & Smalltown DJs - Flying 44) Lionel Richie - Easy Like Sunday (Edit) 45) Claptone - Cream 46) Koffee - Toast (Major Lazer Remix) 47) Curtis Mayfield - Pusherman 48) Marva Whitney - Unwind Yourself 49) Vicki Sue Robinson - Turn the Beat Around 50) Chicago - Street Player 51) Rakim - Let The Rhythm Hit Em (Remix) 52) The Doobie Brothers - Jesus Is Just Alright 53) Chuck Brown & The Soul Searchers - Blow Your Whistle 54) Queen Latifah - Dance For Me 55) Lightnin' Rod - Sport 56) Incredible Bongo Band - Apache 57) DJ Class - Tear Da Club Up 58) Bone x GTA - Thuggish Ruggish Bone (DJ Scene Edit) 59) Gucci Mane - Wake Up In The Sky (DJ Scene Edit) 60) Beastie Boys - The New Style (DJ Scene Remix) 61) Jay Z - Otis (Flip) 62) Foxy Brown - Oh Yeah 63) NWA - Dope Man (Cutso Synth Edit) 64) Q-Tip - Lets Ride (Double A Flip) 65) Austin Millz - Crush 66) Fisher - Wanna Go Dancin 67) Notorious BIG - Big Poppa (Flip) 68) Malaa - Notorious 69) Swedish House Mafia - One (Flip) 70) Chicago - Saturday In The Park 71) Stealers Wheel - Stuck In The Middle With You 72) Yolanda Be Cool & Dcup - Soul Makossa 73) Santana - Oye Como Va (Natema Flip) 74) Panic City - Oakland 75) Shapeshifters - Lola's Theme (DJ Scene Bootleg) 76) Gucci Mane - Lemonade (DJ Scene Remix)

“I have always believed that music is the key to unlock your soul. Play the right song and I guarantee that your soul will vibe out” DJ Flex is a UK based DJ who has a passion for music and the universe. Almost 10 years in the game playing in the clubs but the passion for DJing started 15 years ago playing UKG on his cousins turntables. Inspired by universe, the cosmos and other lifeforms, he runs his own online radio show called Infinite Beats Show which centres around the theme if future beats and crazy edits. DJ Flex has been played on various UK radio waves and podcast shows such as, BBC, DJ City, Fresh FM Leeds as well as radio shows worldwide. Tracklist: Lil Uzi Vert - XO TOUR Llif3 (Brasstracks Cover) Beyonce - Upgrade U (Smochi & Excez Edit) DON MAYOR - Break Ya Formation (ft. Uki) Oops(Uki Dancehall Remix) J.robb - indiansockss Survivor (BAVR "Brass" RMX) Ticklish - Ticklish - 02 Oh Boy 2020 camoufly - freak / famous Ticklish & Qnoe - Break Ya Neck In Da Club (Quinoa Jones Edit) Oochie Riddim - Jabair Snips - Money Doin It’s Thing Chamos - Flashing Lights (Chamos Edit) DC Noises - Element Mashup Magic Flowers - Back To The Future Ticklish - Nice For What (Ticklish & Uki Edit) Manalang - ROC DA MOMENT 4 LYF Be Honest DC Noises Flip Le Rvider - Summer Walker - GIRLS NEED LOVE Ft Drake (Stinhow x Le Rvider Edit) Anderson Paak x Trombone Shorty - Come Down [Djé Cobbs Edit] Already (ft. f r a n c h i s e.) Arif Omari & Frankliin - Livin U Dont Have To Call - Usher (JUN TANAKA Edit) SOSA - HATE IT OR LOVE IT Mahalia - Sober (MOOSE Edit) BURNA BOY - KILLIN DEM X HOMELESS SOSA EDIT Brandy - Wanna Be Down Sosa Edit (FINAL) Magic Flowers - Read Your Mind Sinead Harnett - Be The One feat Col3trane (Remi Oz Bounce Edit) NOT SATISFIED N Tadow in Chicago - Mads Diamond edit Bell Biv DeVoe - Poison (max9k × Borae flip) Popcaan ft. Drake&PARTYNEXTDOOR - TWIST&TURN (JUN TANAKA Edit) Andrew - missy in the bottle SpydaT.E.K (Up. Records) - Ginuwine - So Anxious (SpydaT.E.K 'Baile Funk' Remix) Wantigga - Show Me Love Soulely - Get Ur Freak On (baile Edit) LORKESTRA - Rebound X. Alistair - Without You (flip) sirhairdownoj. kenzel - DRAKE AROUND DRACS www.mnrchy.com

FIRE DRILL: BEST OF 2020 Beenie Man – Do You Wanna Be That Guy Buju Banton – Blessed INCREDIBLE riddim Popcaan – Mamakita Charly Black – Siddung Konshens – Backaz Jada Kingdom – Budum Vybz Kartel & Sikka Rymes – Like I'm Superman Kranium – Gal Policy Jada Kingdom ft Skillibeng – Shake Shenseea – Good Comfort Teejay – Moon Light Shenseea – The Sidechick Song Dexta Daps – Breaking News Koffee – Lockdown Skillibeng – Fifty Bag Alkaline – We Up AIRCRAFT riddim Mavado – Top Shatta Is Back Teejay – Draco Ding Dong – Watch Dem Shenseea – Trick A Treat Govana – Up Front Aidonia – Aircraft Govana – Likkle Bit A Money Dexta Daps – Call Me If Rotimi ft Wale – In My Bed Busy Signal – No Eating (In My Bed rmx) Runtown – International Badman Killa Kida Kudz – 1am Burna Boy – Wetin Dey Sup Burna Boy – Onyeka (Baby) Patoranking – Abule Skip Marley ft H.E.R. – Slow Down (Afro rmx) Wizkid – Mighty Wine HeyChoppi – Captain Machel Montano ft Afro B – Slow Wine Kes – Jamdong POP'S GUITAR riddim Patrice Roberts – Carry On Problem Child – Feel It Machel Montano – Play Harder BAILA riddim Motto – Shots Kes – Boss Lady Skinny Fabulous – Naked BABY BELLS riddim GBM Nutron – Tambourine Sekon Sta – Fire Salty & Sekon Sta – Who Pay KNOCK ABOUT riddim Mical Teja – Birthday Viking Ding Dong – Outside Viking Ding Dong – Inside Ding Dong – Inside Popcaan – Buzz Twani ft Skillibeng – Honda rmx Intence – Yeng K Lion & LR – Private Zess Rebel Sixx & Travis World – Deal Wid It Rondo – Touch Down Teejah – Anyweh Skillibeng – Brik Pon Brik Stylo G – Bamm Bamm Stylo G ft Ajji & Busy Signal – Live For The Summer Stylo G – Too Hot Young T & Bugsey – Don't Rush DJ Neptune ft Joeboy – Nobody Davido – FEM Joeboy – Beginning Afro B ft T-Pain – Condo Tekno – Enjoy Burna Boy – Wonderful Master KG – Jerusalema Kes – Reason To Love (FG RMX) Freetown Collective – Feel The Love Ricardo Drue – Homesick Wetty Beatz & Trinidad Joocie – Bottles Over Head Akaiiusweet ft Adam O – Warming Up Nailah Blackman – More Sokah Teddy Rhymez ft Machel Montano – Stink Behaviour Kerwin DuBois – Stink Face Preedy – Yuh Bad Trinidad Madman – Marrid (Married) Denise Belfon & DJ Flex – Put Your Back In It (rmx) Shal Marshall – Trending (FG RMX) Akaiiusweet – Drop & Roll It Wetty Beats – Ting Go Nice Again

We are back with volume 29 featuring the man DJ FLEX (@onlydjflex), founder of the Infinite Beats Show (@infinitebeatsshow) from Leeds, UK. We were guests on his show last week so thought it was only right to return the favour so DJ Flex can show you what he can do. If you haven't listened to that yet you can check it here. https://soundcloud.com/infinitebeatsshow/infinite-beats-show-054-ft-left-right Tracklisting: Turna (@turna_music) 1st Set Heard Em Say (See Dee Remix) - Kanye West Huit Octobre 1971 - Cortex Carrie Fisher - Depakote constantly (feat. CHRISSY) - lavender Ngai - KDaGreat DJ Flex (@onlydjflex) Lil Uzi Vert - XO TOUR Llif3 (Brasstracks Cover) Montèr Toosie Swipe - Toosie Swipe KNVL - backseat austin marc - shimmy flip Mr. Genius Idiot - Catchup Mos Def - 10-Mos Def mathematics (20syl remix tape 1999) Lotso - Frontin (Remix) JAEL - Jaël - Indian Flute Just Jeff - Up 4 Hours Jay-Z & Kanye West - OTIS (Nick Bike Remix) MADVILLAIN - ALL CAPS (MXTT HXLL EDIT) ESTA. - Bryson Tiller - Don't(esta. remix) Chris Brown - Fine China (Kuma Edition) 10A - Make It Work (Prod. By 10A) Endi idea DJU DJU - Makeda kenzel - i need a girl pt. g GMH x PYHWMECS (SAY3 Edit) MXTT HXLL - Breathe In, Breathe Out Pasquinel - Drake - Money In The Grave (Pasquinel Edit) Austin Marc - bethe1 flip Done Earfquake [Carti's Bounce Edit) Summer Walker - U Say Girls Need Love (DJ Flex Edit) Magic Flowers - Like I Want You Magic Flowera - Lady Aaliyah, DJ Kwamzy - Rock The Boat (Amapiano Edit) Kaytranada - ROOTS - SILENT TREATMENT INTRO Turna (@turna_music) 2nd Set Make It Last Forever - Inner Life MS. NEW BOOTY - RICHTANNER Damage (Turna Remix) - H.E.R. Midnight (feat. Kojey Radical) - Jarreau Vandal Spanish Fly (Remi Oz Bounce Edit) - Eric Benet Work It Out feat. Q Tip - Jabair Crazy - Magic Flowers Awake - KMB Lavida (feat. Sptmbr Yngstr.) - Master a Flat Nterini - Simen Sez Thank you always for listening. Make sure you follow us on SoundCloud and Instagram to stay up to date.

This week's episode covers DJ Flex beef, Fat Shaming, Impeachment, and more. You can also watch this episode via Facebook and Youtube. Please Like, Share, Subscribe to all of our platforms and thanks for your support! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/occasionally-posh/support

(화) 김영철의 파워FM DJ윤시윤 - 오. 일. 발. 라. FLEX~! (황보) - 2021.1.5

Let's begin your journey into outer space… INFINITE BEATS SHOW “Vibes of the soul” Twitter.com/onlydjflex | instagram.com/onlydjflex ▶ All Shows listed @infinitebeatsshow ▶ SoundCloud uploads are Explicit ▶ Listen on Apple Podcast apple.co/33GHMeI ▶ Shows are every week on Sundays ▶ Find us on Instagram: www.instagram.com/infinitebeatsshow

(화) 김영철의 파워FM DJ주시은 - 오. 일. 발. 라. FLEX~! (황보) - 2020.12.29

Robin Axford — артист из Великобритании. Звучание этой страны в миксах — его особый почерк. Он выступает в лучших клубах мира и принимает участие в крупнейших фестивалях наравне с Pendulum, The Prodigy и Die Antwoord, вёл англоязычное шоу на Love Radio и не раз попадал в топы европейских чартов. Послужной список диджея впечатляет любого — то же можно сказать и о его работах. «Я хочу поделиться с вами той стороной моей коллекции пластинок, которую редко удаётся услышать. "Exploration Session One" — это посвящение в ту её часть, что оказала влияние на мою карьеру как диджея и продюсера. Этот микс включает в себя жанры от Afro House до US Garage, его цель — отправить вас в путешествие по великолепным танцевальным пластинкам, записанным на старом пыльном виниле. Мне очень приятно заново пережить воспоминания, которые эти записи дали мне. Я надеюсь, что благодаря моему миксу эта музыка сможет стать особой частью и ваших воспоминаний. Наслаждайтесь.» Tracklist: 1. Nu Rhythmix - Origins 2. Todd Terry - The Music (Dub Mix) 3.Grant Nelson feat. Jean McClain - Step 2 Me (Gee's Disco Sensation Mix) 4. Mario Fabriani - Pimp Radio 5. Hardsoul ft. Ron Carroll - Back Together (Classic Main Mix) 6. DJ Flex & Sandy W. - Love for you (Axwell remix) 7. Julius Papp ‎– Drum De Voodoo 8. Kerri Chandler ‎– Bar A Thym (Foremost Poets Mixes) 9. Unknown - Africa v New York 10.Knee Deep feat. Brooke Russell ‎– I Won't Let You Down 11. 24Hour Experience - Take Me Up To Bed 12. Unknown - (Test Press) 13. 28th Street Crew - "O" (Hilux Mix)

SOCA SESSION 14 CAUTION riddim Skinny Fabulous – Up & Up (M.U.V. Carnival Mix) Skinny Fabulous, Machel Montano & Bunji Garlin – Famalay (FG RMX) Lyrikal – Do Like Dat Nadia Batson – FATT Hollywood HP – Drinkin All Day Mandella Linkz – Tombstone (FG RMX) SUGAR APPLE riddim Trinidad Ghost – Power Of Soca (Dy Zess) Turner – Jouvert Morning Pternsky – Home Boyzie – Need Ah Fete Ricardo Drue – Homesick Teddy Rhymez & Machel Montano – Stink Behaviour Nailah Blackman – Bam Bam Season GLO COCO riddim Blackboy – By Cout Tet Drizzy – Backerz Alone D-Boy - Hard Food Trinidad Madman – Married Hypasoundz – Mizik Hey Choppi – Take It Off YUH BAD riddim Kerwin DuBois – Stink Face Preedy – Yuh Bad Shal Marshall – Trending (FG RMX) DJ Flex ft Denise Belfon – Work (Put Yuh Back In It) Kerwin DuBois ft Mical Teja – Bumper Murder (FG RMX) King Bubba FM – Ride It Freezy – Ride It Blackboy – Wiggle Trinidad Ghost – Touch Your Knee Pitchboy – Shake Up De Ting Klassik Frescobar ft Marzville & Trinidad Madman – Lookin Back rmx Machel Montano – Brace KOMESS riddim Machel Montano – Everytime Motto & Bunji Garlin – Break Ah Branch Skinny Fabulous – Soca Trend Fonando - No Soda DARKSEID riddim Lyrikal – Rukshun Problem Child – Nasty Up Dynamite – Corona Tian Winter - Inside Rumi Jay – Diagnosis Wetty Beatz – Sya Pa Mele Machel Montano, Skinny Fabulous & Iwer George – Conch Shell Iwer George & Kes – Stage Gone Bad DURBAN POISON riddim Gage – Gal Fi Get Tings (FG RMX) Gage – Roll Yuh Belly (FG RMX) King Bubba FM – Pressure Nessa Preppy – Tingo 2020 (FG RMX) Lil Rick – Get Low Problem Child – Oh My Gosh INSIDE OUT riddim Jus D – Pon Di Tip Faith Callender - Werk Peter Ram – Elbow Hypasounds – Bad Gyal Shaquille Gfg – Own Ting Vybz Kartel & Machel Montano – Super Soca CANDY SHACK riddim Patrice Roberts & Kemar Highcon – Start Up Azrayah – Sweetness Konshens – Soda Kerwin DuBois & Destra – Stress Reliever FIG LEAF riddim Lyrikal – Magical Nadia Batson – Counting My Blessings VORTEX riddim Kerwin DuBois – Thanks For The Love Kes - Jamdong BAILA riddim Marzville – Midsection Skinny Fabulous – Naked Kes – Sign Me Up Lyrikal – Quick Stop Crocodile – Jook Jook Nessa Preppy – Bounce It Bunji Garlin – Looking For China Blackboy x Lu City - China Cooyah ft Noah Powa – Bumper Police Frezzy – Back It Up Gal Fatman Scoop – Drop One (FG RMX) Adam O ft AkaiiUsweet – Warmin Up DJ Cheem – Ba Ba Ben Jus D – Touch Bunji Garlin & Fay-Ann Lyons – Bus-A-Wine Machel Montano ft Grandtheft x Wuki Dub – Boasty Brace (FG RMX) Machel Montano ft Grandtheft x Wuki Dub – Dr Mashup (FG RMX) Kes – Savannah Grass (M.U.V. x Grandtheft x Wuki Dub RMX) Master KG ft Nomcebo Zikode - Jerusalema Kes – Reason To Love (FG RMX) Freetown Collective – Feel The Love Voice – By Any Means

Casey is an entertainment and digital media law attorney who helps influencers and creative entrepreneurs who struggle with navigating the legal side of their businesses and brands, specifically as it relates to contracts. She prides herself on helping creatives negotiate fair deals with Fortune 500 companies and leading entertainment brands, all while helping them build legally sound businesses that are built for generational wealth and impact. Here on the podcast, she normally does that through sharing the stories of successful entrepreneurs and influencers to help you learn from their mistakes. But occasionally, like today, switches things up and highlights popular culture.  Subscribe   Website | Apple | Stitcher    4 Key Takeaways   1. When it comes to copyright infringement, it is a balancing act. The purpose of IP law is to cultivate creativity - “Artists usually experiment with works before seeking licenses from rights holders and rights holders typically ask to see a proposed work before approving a license,” the judge wrote. “A ruling uprooting these common practices would limit creativity and stifle innovation within the music industry.” A finding in Chapman’s favor, they argued, “would impose a financial and administrative burden so early in the creative process that all but the most well-funded creators would be forced to abandon their visions at the outset.” The judge agreed, finding that on balance Minaj was protected by the “fair use” doctrine.   2. Know your industry! In this case, seeking permission after the work was created was deemed ok because of industry standards. This may not fly in your line of work. Explicitly expressed intentions and terms are necessary when dealing with anyone (even friends and family) in business.   3. It pays to ask permission before getting into the creative process (that way time is not “wasted” when the end product can not be released)   4. Maintaining confidentiality in the creative process - A dispute remains, however, as to whether Minaj infringed on Chapman’s song by sending “Sorry” to DJ Flex. Chapman’s lawyers asked the judge to find that the distribution constituted copyright infringement as a matter of law, but the judge ruled that the dispute would have to go to a jury.   Show Notes   [6:16] – Update from the Volvo IG Dispute   Volvo’s motion to dismiss was denied.    Jack Schroeder and Britni Sumida in June sued Volvo after it used images from their shoot in the southern California desert in an Instagram story in violation of their rights (copyright and publicity, respectively). Volvo, in its motion to dismiss the complaint, argued that Schroeder granted an implied license by posting the photos on Instagram. The court didn’t analyze a lot of the arguments but it did note that it felt both parties had successfully stated a claim for copyright infringement. It hasn't yet analyzed its argument that Instagram's terms of service provided a license in this situation.   Related Article: https://www.hollywoodreporter.com/thr-esq/volvo-cant-evade-photographers-suit-over-instagram-post      [10:00] – A brief background of the dispute:   Tracy Chapman, a hugely successful singer-songwriter, is suing Minaj (real name: Onika Maraj) for allegedly infringing her own work, "Baby Can I Hold You." Both sides have filed summary judgment papers. And in Chapman's view, this is an easy case. Minaj's actions were "indisputably willful," states the plaintiff's motion seeking a win.   The legal dispute between Chapman and Minaj is a bit different from most copyright cases where litigants quarrel over whether works are substantially similar. Here, there appears to be no controversy that "Sorry" emanates from "Baby Can I Hold You," nor much discussion about whether Chapman's work is actually original enough to merit protection. But that doesn't end matters. When "Sorry" was selected for inclusion on Minaj’s Queen album, Minaj and her reps sought a license to Chapman's composition. One of the clearance specialists put on the task is said to have known that Chapman was on the “do not sample list”— an unwritten list of artists that were well-known for not allowing samples of their works. Minaj's team made efforts anyway, but Chapman rejected a request.   Related article: https://www.hollywoodreporter.com/thr-esq/nicki-minaj-warns-experimentation-at-stake-in-tracy-chapman-copyright-suit   https://www.marketplace.org/2020/09/14/nicki-minaj-tracy-chapman-lawsuit-copyright-sorry-baby-can-i-hold-you/   [14:46] – Current status of the Nicki Minaji lawsuit:   The judge ruled in Nicki’s favor on the primary issue of when artists must seek permission from copyright owners in the creative process. The case is still going because of other issues.    Related Article: https://variety.com/2020/music/news/nicki-minaj-copyright-lawsuit-tracy-chapman-1234772693/   [16:18] – Key Takeaways   Copyright infringement is a balancing act. The law must be balanced with the purpose of the creative process. You need to be intimately familiar with the industry standards that apply to your line of work! In more industries it pays to just ask permission first. Make sure that you maintain confidentiality in your creative process.   Resources mentioned during this episode: NDA Template   Subscribe   Website | Apple | Stitcher 

DJ FLEX is based in Leeds, UK. He performs in clubs across Leeds, Huddersfield, and York and has his own radio show on soundcloud known as Infinite Beats Show. Follow DJ FLEX on Instagram: @onlydjflex See acast.com/privacy for privacy and opt-out information.

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durée : 00:59:53 - Mouv' Live Club : Mara - Tous les mardis entre 22h et 23h, MARA vous propose un mix teinté d’influences Afro, Caraibes et Baile Funk.

It's been an interesting last few weeks and while we're all getting used to the new normal.  In this episode, I'm simply sharing what's on my mind. Productivity, or lack thereof and of course all the random things on these internet streets! Check out my convo with producer Kerry-Ann and Rachel Osbourne as we go deeper on the new work normal on the Carry on Friends Podcast. Also, check a replay of the SocaMom Summit, talking about how Caribbean artists and the music industry will survive COVID-19.   In the News: Protoje's In.Digg.Nation signing with a major U.S. Record Label Teddy Riley vs. Babyface Flop Walshy Fire continues Clash Beenie & Bounty on Digicel Live Jamaica Carnival Virtual Experience PutYour Back In it Challenge ( #putyuhbackinit ) - DJ Flex feat. Denise Belfon Favorites on IG: Majah Hype, Kevin Crown, DJ Boof, D-Nice   Stylin' On: Lounge Wear or Athleisure Vibin' To: Lila Ike - I Spy   Stay connected to Style & Vibes Keep up here: Website | Newsletter | Shop Let's talk here: Support the show (https://glow.fm/thestylevibesandpodcast/)

Zach has the pleasure of chatting with FranklinCovey's Pamela Fuller in this episode themed around the topics of engagement and inclusion. She shares with us why she thinks that we're often talking about unconscious bias rather than just bias, and she also gives us a practical example of what it means to tie inclusion to performance. Listen to the full show to hear Pamela's definition of employee engagement and a whole lot more.Connect with Pamela on LinkedIn and Twitter!Find out more about FranklinCovey via their website or socials: LinkedIn, IG, Twitter, FacebookVisit our website!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, we're back. It's Season 3. It's 2020. You know, you're probably riding in your hover jet or, you know, petting your cloned pig. I don't know what's happening in the future, but, you know, it's 2020 is my point. It's a new year, and, you know what we do. We have authentic conversations that center underrepresented voices in the corporate space--and corporate space is just another word for saying "work," so a 9-to-5 job. So underrepresented voices at work, that's what we do. We amplify those through having authentic conversations with black and brown executives, hiring partners, entrepreneurs, creatives, activists, artists, musicians. Like, anybody, right? And we're having, like, these evergreen conversations. Like, we're taking these evergreen topics rather, but we're centering them on black and brown / underrepresented perspectives, and we have, like, really great guests. Like, Season 1 we had some really incredible guests, Season 2 we had some really awesome guests, and Season 3 is no different. We have with us today Pamela Fuller with FranklinCovey. For more than 15 years, Pamela has worked in both the public and private sector supporting clients and solving complex problems. She currently serves as FranklinCovey's Thought Leader, Inclusion and Bias as well as a Global Client Partner responsible for supporting some of the organization’s most strategic accounts. Her solutions-oriented and client-centric approach has resulted in unique solutions that exceed client expectations and achieve results. Pamela works with clients to match the right solution to organizational strategic priorities and is particularly adept at designing tailored, competency-based programs to solve her client's most pressing needs. Through this work, Pamela has designed programs that have made an impact on hundreds of thousands--yo, hundreds of thousands--of participants to include FranklinCovey’s newest offering, Unconscious Bias: Understanding Bias to Unleash Potential. Prior to her current role, Pamela served as an EEO & Diversity Analyst and Trainer where she conceived and implemented proactive diversity programs to include human capital planning, training on unconscious bias and microaggressions, and statistical workforce analysis. She also served the non-profit community for nearly a decade, executing marketing, communications, special events and fundraising strategies. She is a highly sought-after consultant--I mean, come on, after everything I read, clearly she is a highly sought-after consultant--speaker and strategist, having addressed leaders across the world on leadership topics to include unconscious bias, high potential leadership and building an inclusive and effective culture to include the United Nations System, U.S. federal government and the Fortune 500. My, goodness. I mean, come on, y'all. Like, if that doesn't get you off your seats, if that don't get you paying attention to something, I mean... [ow sfx] Goodness. Pamela, welcome to the show. How are you doing?Pamela: Thank you. Thank you so much for having me. I am good. I don't know if you ever get used to hearing your bio read. I think there's a humility that we're all raised up with that makes that feel so strange. So, um, anyway, I'm just thrilled to be here and engage in this conversation.Zach: Man. You know, let's just get right into it, right? Like, a critical part of any conversation is language and clear definitions. I think, like, you know, the D&I space has been existing for a while, but I feel like that we're seeing a shift in the past handful of years where, I don't know, just the intention around the work is just that, more intentional. And so before we even get into this whole conversation, like, can we get your definition of inclusion and bias?Pamela: Absolutely. I think inclusion--as I think about inclusion, I think we know we're being successful with inclusion when it is a metric of performance. If everyone in the organization feels included, valued, respected, then they are able to perform at their best, and I think that's really important, that connection to performance, because quite often people talk about diversity and inclusion around sort of a moral responsibility or it being the right thing to do, and while I firmly believe all of those things, I think that a conversation about the right thing to do is not as compelling in an organization as the impact on performance. So yes, it's the right thing to do for lots of reasons. Ultimately as a business or an organization, the reason it's most important is to ensure that we are positioning everyone to perform, to meet whatever our goals or results are for the organization, and people can't do that if they feel inhibited or encumbered or disrespected or ignored or tolerated, right? So inclusion is a sense that everyone feels they can contribute their best selves and that they desire to do so, because if I'm not included I don't even want to give you my best ideas, right? And I think bias, as we talk about bias, we define bias at FranklinCovey and in our new offering around--we define it as a preference, a preference that we might have about a person or a place or a thing, a circumstance, and the word preference I think is really important to the definition, because when we think of bias we often think of it being inherently negative. We think biases of prejudice or a stereotype, and if it's inherently negative we get a little bit defensive about it. So people bring up bias and a lot of people in organizations, particularly people who don't feel like they've been on the receiving end of bias, might get really defensive. You know, "I don't have bias," or "I don't have prejudice. I don't have stereotypes. I sort of treat everyone fairly," but if we define it as a preference we speak to what bias really is. It's a natural part of the human condition, of how the brain works, and we have preferences that on their face don't have value, but they impact our behavior, and that behavior has a result that can be negative or positive. So bias is preferences we have about kinds of things, whether your desk is messy or gender or race, you know? Bigger, heavier issues, or the sorts of qualifications people have or where they went to school, where they're from in the country, all kinds of things, and that impacts how we interact with other people, how we handle circumstances, how we make decisions, and those decisions, or that impact, again goes back to performance. So I think that these terms are really valuable when we can tie them to performance, because that's the result of inclusion and bias.Zach: No, and I'm right there with you, right? I think so many times--let me take a step back. So I think premises, discussing premises is really important. So I do believe, in my experience and also from what I've read as well as conversations that I've had with other leaders, [that] a lot of times when we talk about diversity and inclusion it's framed around the comfort of the majority, right? So, like, just now when you framed inclusion around performance, that in itself is a differentiator--this is not even an ad for FranklinCovey by the way, y'all. This is not an ad. I'm just trying to shout--but, I mean, with respect, [laughing] it's a differentiator because with the tie-in to performance there's also, like, an underlying theme of accountability, right? Like, if I'm tying something to performance, I'm tying to something tangible and measurable, that means that there is an outcome that we're looking to achieve. I think a lot of times when we talk about inclusion though specifically they are moreso tied to, like, feelings or, like you said, moral imperatives, and the reality is, like, the world operates today very exclusively. There are plenty of exclusive spaces, and there are plenty of systems that are built off of exclusivity. So I don't know if that angle of positioning as inclusion as, like, the right thing to do is going to win over the masses, because if the moral imperative was that strong and people really vibed with it, we wouldn't have all the work that we have to do. So it's interesting though, kind of on with the idea of inclusion, a popular definition of inclusion is being asked to dance at the party you were invited to, right? And people say it--I'm sure you hear it often, but people say it with such, like--I don't know, like it's just such a [swaggy?] thing to say, and I'm like, "Okay. I mean, it's cool," but can we talk a little bit about the role that power plays in inclusion? Like, do you think that you can have inclusion of underrepresented employees without granting them some authority within the organization that they operate?Pamela: Uh, no. [laughs] In short, right? But I think it sort of goes back to definition. So when we think about the moral imperative, there's a power dynamic in that as well, right? Because what we're saying if we say it's a moral imperative, we're sort of putting it in the same box as charity. Like, "This is a good will," right? "A charitable act that I will do for these underrepresented groups is to bring them into the conversation." So I think that's another reason I feel very strongly about reframing inclusion and bias around performance, because I think it's not a charity, right? There's an actual end result. There's whole populations we're leaving out of organizations, and that is detrimental to performance, because ultimately organizations cannot serve--you know, I do a lot of work in the federal space. The federal government cannot serve the American people if it's not reflective of the American people. That's a big, grandiose example, but the same is true of private sector. Your customers are reflective of a population or a demographic and you can't serve them if you don't reflect them. So I think that power is an important part of this, and another thing that we see as we work with organizations is that organizations are typically more diverse at the front line. It's difficult to get to diversity and inclusion in the senior ranks, and even as we look at the chief diversity officer or the office of diversity and inclusion or diversity, equity and inclusion, or even chief experience officer, right? I think corporations are going through a bit of a vanguard in terms of what that role is even called, but it's interesting to see where that person sits in an organization and where they report, and I think where they sit and where they report is a reflection of how strongly the organization feels about the value of diversity and inclusion efforts and their linked performance.Zach: Well, so where they sit, who they report to, and then also who they are, right? Like, who they actually choose to be in those positions.Pamela: Yeah, because I think that there is a bit of a--I don't know. There's a lot of talk about that across D&I professionals in terms of the identity of the person in that role and does it need to be someone from a marginalized group, and I also think there's a sentiment sometimes, particularly in highly technical organizations, that HR issues generally are people who are, like, not technical enough, and so there's not always a lot of respect in an organization given to the capability of that person who sits in the role, which again goes to your point about power, that if it's not a highly respected role, if it's not seen as highly valued, then the person is limited in the impact that they can make across the organization.Zach: And, you know, it's interesting because I remember a couple jobs ago I was working, and we had the black affinity group, right? And, you know, there were multiple different affinity groups, and each affinity group had a leader, and for all of the other groups, right, military, women, East Asian, LGBTQ, all the leaders were, like, senior managers or directors, right? So low- to mid-level senior leaders, but then for the African-American affinity group it was, like, an experienced hire. Like, someone who has been, you know, working for, like, four or five years. So off top you're like, "Okay, I don't--y'all don't care about this the same way that y'all care about these other spaces," you know what I mean?Pamela: Yeah, and it sort of violates best practice, right? So best practice around employee resource groups or affinity groups or business resource groups--again, sort of an evolution that organizations are going through, and each of those titles has a different contribution to make to the organization--but best practice across any of those structures is that there be executive sponsorship of the group and that the person who is the executive sponsor isn't necessarily part of the group, because there's research that shows that, when we look at diversity and inclusion efforts, if women and people of color are elevating those efforts and pushing them forward, if people in a marginalized group are pushing them forward, it can actually hurt their career over the long-term, because it seems self-serving, right? It seems like, you know, "I'm a black woman, I'm a Latino woman, and, like, we need more diversity in the senior ranks," right? [laughs] It seems like I'm saying, "Hire me," where as when a white man does that same sort of advocacy for issues of diversity and inclusion it seems benevolent, right? Because they don't actually--at least on its face, they don't have anything to gain from that advocacy. So one of the best practices for impacting any sort of whatever the structure is, affinity group, employee resource group or business resource group, is to have an executive sponsor who's not a member of the group so you sort of counteract this research, right? You have an advocate who's not part of the group and who, you know, for lots of reasons is sort of more trusted at the executive level because it doesn't seem self-serving. Zach: And to that point, I think when you talk about inclusiveness--and we've talked about, on Living Corporate, sponsorship and mentorship in the past. Like, to me, like, that's the biggest opportunity strategically, and then just organizationally, when you talk about, like, the next step when it comes to employee resource groups. Right now it's like these ERGs are spaces where others are able to kind of cluster together and either be kind of, like, other with themselves or just kind of be out of the way, but it puts responsibility on underrepresented employees. It fully charges black and brown, LGBTQ, disabled, it fully charges non-white men, non-straight, white men, to be in charge of their own inclusion efforts, right? Like, we're not really connecting the dots between the folks who actually have authority, access, and power with these underrepresented folks. I often see these groups kind of just operate autonomously, almost like they're an island in of themselves as opposed to them being connected to this larger organizational strategy. Is that something that you've seen often, or do you--like, are you seeing a shift in how these ERGs engage and work within the larger leadership structure?Pamela: I see that as well, and I think--you know, I don't see necessarily, like, a wave of engagement in the larger leadership structure. I think some organizations are just better at it than others for lots of--you know, it's either a longer-standing program or sort of the people at play or there are executives who have made it their business to be a part of these groups. I think one of the challenges with employee resource groups is the burden, as you've highlighted, sits with the population, and even the effort that they put towards it, right? Like, we are all in the workplace. We have--you know, everyone I speak to across public and private sector, you know, small, medium, large companies, multi-national companies, everyone is doing two jobs. Everyone is over-worked, and there's just not enough hours in the day. So then you look at demographics for underrepresented groups in corporate structures, and you're thinking, "Wow," and we've, got, like a handful of our high-performers putting additional effort and energy towards making these employee resource groups meaningful, which feels a bit counter-intuitive, right, when you're trying to sort of close the gap and accelerate in the leadership ranks. So I think employee resource groups need to be a part of a larger strategy, because they do serve a purpose. I mean, when I look--so in our program, and to your point not a plug, but just an example that I think--an illustration that I think might be helpful when you think about this is we do an exercise around a network audit and just sort of looking at your network and doing an audit of your personal and professional network in terms of who you choose to go to, like, when you have a problem or when you have a new project or when you're seeking coaching or mentorship about a specific issue, and when I do that activity for myself, I notice that my personal network is very reflective of me. I mean, it's, like, women of color who are college-educated, often have a higher degree, have an MBA, and are sort of in fast-paced jobs, sort of big jobs, and on paper we look very similar, and that serves a purpose. That's valuable for me for my own sense of belonging and sort of ensuring that I'm navigating things the right way and sharing my personal experience and the challenges I have that are specifically related to my role as a working mother of two brown boys in America, right? My professional network is much more diverse. There are many more men in my professional network. There are men in higher-level positions. There are also women. There's a lot more geographic diversity, because FranklinCovey is a global company and because I've worked and lived in other states outside of Washington, D.C., where I currently live--or Virginia, I should say, just outside of D.C., and so I think that--and when I look at that I ask the question, "Where do I have opportunity? Where do I have opportunity to expand my network, both for my own sense of sort of professional growth and development and belonging and inclusion as well as, you know, for the benefit of my network?" And so I think ERGs serve a purpose. Like, it's valuable for me to have a network that is reflective of me, because sometimes, you know, you don't have to explain things. You can say, like, "This happened," and people in your network who reflect you say, "Oh, I know. When that happens, this is what I've done," you know? Where as when people are different then there's a little bit more effort that you have to put in. You have to explain your perspective or explain why that might be problematic or ask the question differently. So I think they serve a purpose. It's valuable to have that network, and we see that organizations who don't have those sorts of networks really struggle to retain diverse talent and to promote diverse talent, but it can't be the only thing, right? Organizations have to have a multi-pronged strategy that doesn't put the burden only on those people to build a network for themselves. So there needs to also be some formal mentoring and coaching opportunities in place. There needs to be engagement of the majority in minority efforts. There needs to be formal leadership development opportunities and, you know, rotational assignments for people, and surveys that indicate what people's experience is, and then response to that survey data, right? Most organizations do do sort of employee engagement surveys. They don't necessarily respond to what they hear and try to bridge those gaps. So I think when ERGs are the organization's only strategy, that's a problem, but as part of a larger strategy I've seen them be really effective, 'cause there's a purpose that that serves, and it's valuable.Zach: No, you're absolutely right. I think the challenge is that for so many organizations ERGs is, like, the beginning and end of their DE&I strategy, right? Like, it's "Okay, we set these things up for y'all to be different over there. So have your happy hours, let us know what the budget it--you've got about $600 for the year--and enjoy yourself," right? [both laugh]Pamela: You can buy one bottle of wine.Zach: Get your one bottle of wine and celebrate your one promotee and enjoy, right? [laughs] But jokes aside--and that really wasn't a joke, but pessimistic commentary aside--[laughs]Pamela: [laughs] Skepticism aside.Zach: Yes, yes, yes. It's interesting because I think what that doesn't also account for is, like, the emotional labor that goes into, like, one even just being a part of an ERG, but then two working and trying to build one up, right? So like you said, we all have these full-time jobs. I'm a consultant, and so it's like, "Okay, I'm already working on the billable engagement, then I have some additional work that I'm doing to, like, sell something else," and then maybe I'm even working on a whitepaper or some research or something else, and then on top of that you want me to lead a whole ERG? Or you want me to participate in one? Like, even participating, right, I think it's really easy--and I had a conversation with some colleagues some months ago, and they were talking about "Well, we're going to judge ERG engagement by how many people show up to events," and I was trying to explain--I was like, "Well, wait a minute. That can't be your only measure for judging engagement or participation, because some people may just--honestly if you just sent out an email once a month with, like, some type of professional tip or did some type of blogging series, or--like, there are people who maybe just like to observe. They might not necessarily want to show up physically and hang around and hang out after a whole week-long of work," because even showing up in spaces where we're the majority can sometimes be performative, 'cause we don't know everybody. Like, "I don't know you." Like, yes, you and I both might be black, but we're not a monolith. Like, I still need to build up trust, and that in itself can be an emotional exercise. So how do we--you know, how do we account for the labor that's involved in just being present in these spaces, right? I'm already exhausted from being present everywhere else, so now I'm going to be present here? This is going to be positive, but we need to make sure that we're accounting for that effort, because it is an effort. It's not just automatic. I think it's really easy, outside looking in, just to think that everybody wants to just pop up to everything or do a happy hour or do insert-whatever-activity it is when it's like, "Man, you know, honestly I would just benefit from somebody just sending me a note," or "I would just benefit from a phone call or just listening on a conference call or," like, again, reading a newsletter. I don't necessarily know if I need to, like, be physically present somewhere on top of all of the things that I'm doing for me, right? Again, I'm not dismissing the reality that these events are great, they can be, but everybody's different and, you know, I've yet to talk to one black person, black or brown person at work, who hasn't, like, significantly dealt with some B.S. at their job that they're actively trying to manage through and smile through, so, like, when you think about that kind of stuff, and then now I gotta kind of do this other thing, it can just kind of be a bit much, you know what I mean?Pamela: Yeah, I agree. And I think personality-wise--so it's hard because, you know, understanding the value that ERGs play and how they are helpful for some people and then, like, being personally an introvert, it's a little bit hard for me. [both laugh] To go back to something I said earlier, they just need to be part of a more holistic strategy, and even I guess how they run. Like, so many times companies are using the term employee resource group and it really is an affinity group. It's a club. And there's sort of a--there's a cliqueyness that can come from clubs that is not helpful. So I think--I believe really strongly in meaningful connection. I think that sometimes the D&I community can sort of become a little bit insular in terms of how it thinks about--you know, you sort of get a group of D&I professionals together and they're like, "This is the answer," right? Because we've seen, you know, it's a decades-old profession, and we haven't seen monumental, humongous shifts in representation, right? So there's a list of best practices, and I think the D&I community--you know, myself included as part of it--it's like we latch onto these things and say, "Well, let's do this," but there is--like, each organizational structure is really different, and it's important to take into account what is gonna work in the organization to solve those specific challenges. I think, you know, we look at, like, Lean Six Sigma, and it's a process that you can apply to processes, you know, process improvement. It's a mechanism you can apply to process improvement to find efficiencies across any number of processes. I don't think diversity and inclusion is the same in terms of, like, having sort of one process that can be applied to everything. I think understanding the organizational culture and context is really important, and then understanding what the people at the organization want is really important. So I think ERGs have their purpose, but I also think I guess in the measure of that it's important to do some evaluation around, like, is this an affinity group, and do the people who are a part of it want it to be an affinity group, or do they want it to be more of an employee resource group that is focused more on mentoring, coaching, and sponsorship? Or more sort of meaningful connection versus safe space, right? I think affinity groups are like safe space. Come to this thing, this happy hour, or here's this sort of best practices or, like, who to go to for what. Employee resource groups are more building your network and influence across an organization, sponsorship, coaching, mentoring, sort of an intense focus on promotion and leadership development, and then business resource groups are very tied to strategy, right? How are we--like, is this, the black business resource group, the BRG, going to, you know, build us a nwe customer channel or a new revenue stream, right, based on their connection to the company? So I think organizations are not always clear on, like, what it is they're actually setting up and is that in alignment with the participants and what they're looking for. I just think it takes some extra work, right? It's easy to say, "Let's set up these things." It's harder to say, "Let's do some analysis around what kind of thing we need to set up and what it needs to do."Zach: You know what? I don't think that I've had any conversations with anyone really--let me take that back, I've had one conversation with someone who has--like, in private, and we were talking off the mic about the difference between an ERG and a BRG, but I don't know if I've ever had someone really articulate the difference between these different groups. I think that a lot of times what I'm seeing is that we're just using these terms interchangeably, right? Like, without any type of thoughtful definition as to what they mean, 'cause I can say that, like, there's one huge tech organization that uses affinity group, and they're doing way more than another tech organization that I know that is using the term BRGs, right? But I just gotta give you a Flex bomb, 'cause I've never heard someone, like, just very simply explain why those terms mean different things and why they matter. So hold on one second. Come on, Sound Man. Drop it for me right here. [Flex bomb sfx] You know what I'm saying? That's a DJ Flex bomb. Do you know Funkmaster Flex?Pamela: Yeah. I like it. I'll take it.Zach: I appreciate it. No problem.Pamela: It's like I've won the podcast. [both laughing]Zach: This has actually been a very, like, sound effect-light podcast, but, you know what, we're gonna pick it up here. So let's do this. Let's talk about diversity within the context of inclusion. In your opinion, can an organization be inclusive and not be diverse? Like, is a white boys' club inclusive?Pamela: I mean, I think this is the age-old diversity of thought discussion. So organizations will say, you know, "We don't look very diverse. Like, on our face we all look the same, but we have so much diversity of thought. We all look at things really differently," and I think--I mean, diversity of thought exists across everyone. Like, there's a reality to we're all individuals who are bringing our own contribution to the table, but I did--so I used to work at the U.S. Department of Defense, and I was facilitating, years ago, this senior executive diversity seminar. So it was a group of senior executives from various agencies because DOD is a big agency with a lot of subordinate agencies within it. So it wasn't people who were working together every day. They were, like, in different places across DOD, and we're facilitating this conversation around diversity and inclusion. It's a couple-day seminar, multi-day seminar. And one of the participants--I will never forget this--stood up. It was a woman. And she said, "For whatever diversity that exists across this group of people," like, whatever identity, diversity exists--and it was pretty diverse gender-wise with, like, one or two black and brown people, but otherwise didn't... you know, they were all about the same age, and everyone seemed like they were able-bodied, at least from my--you know, from what I could see, but she said, "For whatever identity and diversity exists in this group, we're all actually exactly the same person." She said, "If you lined up our resumes, there's sort of a path to becoming a senior executive at the Department of Defense. So we've all, for the most part, had prior military service, and we were all willing to move all over the world to serve in our next post," which is sort of, you know, a thing that's important at the DOD, and she sort of rifled through some things and said, you know, "We've all gone to this sort of handful of institutions, right? Naval Academy, West Point. We all probably maybe started--" A big part of DOD is the recruitment happens in the southeastern U.S., right? So we're all, like, from--she just sort of railed through these things about all of the ways that they were the same, and I think that it was a really just interesting thought in the room around, like, how an organization, as a huge organization, how does the DOD, like, build and grow leaders? They often do so, like many organizations, you sort of build and grow leaders one way, and it's the way that's worked before, so you replicate that, right? You know, you hired an engineer for this role and the engineer did really well, and then you look at the job responsibilities and you decide, "Well, they must have an engineering degree to do this well," even though the job responsibilities don't necessarily require the engineering degree. But then, you know, for the rest of eternity it requires the engineering degree, right? So I think that organizations lean in to what they can attest to, right? What they can say they have. I think inclusivity is about behavior, and so I do think the organization can be inclusive, can behave in a way where everyone feels respected, valued and included, they feel like they can [tie?] to performance, but I would push further to say, "But do those behaviors really exist if it's not a diverse workforce?" Because it means that there's some bar of entry, right?Zach: Right, stated or otherwise.Pamela: Yeah, stated or otherwise. Like, and I think organizations will say, "Well, we're based in Iowa, and it's not that diverse," or, like, "We're a family company, and so we're sort of small and, you know, we're just word-of-mouth," and my question is always, you know, "What is the opportunity?" Right? I did some work in rural Minnesota [laughing] a few months ago, and I was like--I thought it was in, like, the Twin Cities, in Minneapolis, and then, like, two days before they were like, "Okay, when you land we need to pick you up, and it's a 5-hour drive north." I was like, "Oh, my God. We're going to Canada." [both laugh] Like, I was not prepared for that, but it was really fascinating because I had a perception of what it's like to live in rural Minnesota and that it was probably predominantly white people, but there's several large Indian tribes. There's a growing, like, Somali population in the state of Minnesota generally. There's, like, this sort of large [?] Chinese enclave and I think a Vietnamese population, right? So during the course of this session that I was delivering and this conversation we were having, I could easily imagine an organization based in rural Minnesota saying, "Well, we're not diverse because, like, the people aren't here," but in the course of this conversation with their community foundations it's like, "Well, it sounds like there's a lot of different people here," right? So I think the thing that I would push on for an organization saying, "We're really inclusive and we have diversity of thought, you know," or "We're just not--a diverse population isn't interested in working here," or, like, "We've tried to recruit and it doesn't work," or, you know, "Most of our hires are through referral or word-of-mouth," I would just push on that and say, "Is that the best way to source candidates? Is that the best way to bring innovation into your organization? Is that the best way to look at things differently?" Like, there's an opportunity in that that I think organizations don't necessarily claim. They sort of talk it away. Like, no. It's your responsibility as an organization to explore that opportunity in my opinion, particularly again as we tie to performance, because if you're not doing it, then you're not doing everything you can to enhance the performance in the organization.Zach: So, you know, and you've talked about performance quite a bit, like, in terms of you've said the term and you've talked about tying it back. Can you give us, like, a practical example of what it means to tie inclusion to performance?Pamela: The easiest thing for people to relate to is an individual example, is to say, "If I feel encumbered in any way, if I feel--" So I worked for... I'll give you an example personally. So I worked for a woman for a long time who, on its face, identity-wise, we were very similar, and she sort of self-identified herself as my mentor, and I worked with her and I would complete projects for her in briefings. In the federal space briefings are a big deal, so you sort of work on them. They're very detailed, and you know in consulting as well, right? Like, you prep a deck, right, for a presentation, and the details are important, and it gets reviewed by all of the important people, and then someone delivers it. And so at the time I was much more junior and I wouldn't be the person who delivered it, but we'd be in these meetings and, because I'm the one who prepared it, right--the person who prepared it knows all the details. They know why the period is in that specific place--and so there'd be questions, and she clearly wouldn't know the answers to those questions. She'd sort of look at me, and I would answer the question, and then sometimes I would, like, throw in my two cents about it because that is my way. [laughs] And whenever I had--like, whenever I sort of got too big in my boots or, like, had too much of a thought about it, she would stop me in front of everyone and say, "Pamela, as your mentor, I think that's a private conversation we need to have. I need to give you some guidance on that. Let's not--" You know, that kind of thing, and so I think that--Zach: Hold on, hold on, hold on. Before you just fly past that. [both laugh] Had someone said that to me, I'd look at them like [record scratch sfx]. Like, what? You can't just--so what did you say? What did you do?Pamela: I mean, I was--so, you know, power was at play, right? Like, I was a--at that time, in that role, I was a contractor. I wasn't even, like a full-time employee. I was an on-site contractor for this work, and so in front of all these senior leaders and, you know, at the behest of my boss, I didn't really feel like I had an option. I mean, I needed my job. [laughs] So I would sort of shut up and just, you know, "Sorry about that. Look forward to talking to you about it privately," right? And just try to move through and control my facial expressions, but when we think about performance, right, that's very limiting, and so, like, that only had to happen a handful--you know, I'm a quick learner. Like, that only had to happen a handful of times before I understood that I didn't really need to be giving anyone my best ideas, and I frankly didn't need to be putting my best ideas into these briefings. Like, if she was gonna do them and she didn't need my thoughts, right? I think it's the same as, you know, you often hear in diversity, in terms of inclusion and best practices, about amplification, which came out of the Obama White House. The senior policy women realized that they were being skipped over. I mean, that is a direct connection to performance. You've got this idea, or you're all trying to solve a problem, you have a suggestion, and it's ignored. I mean, how many times do you keep doing that before you just decide, like, "You know what? I'm not gonna do it." Like, "It's not worth it," right?Zach: Listen, it takes--and it's funny because, like, the older I've gotten, the shorter my fuse is with that stuff, right? Like, if I take the time and I really put together things--'cause, you know, at a certain point, you know, you live life long enough [and] you don't really need validation on every single thing, so you know if you put a good idea forward and people just glaze over it or they ignore you or they co-opt it in some way, it's like, "Ah, okay. All right, I'll keep those for myself from now on." [laughs] Pamela: So I think these sorts of slights are limiting to performance, and I think that if we were to look at, like, team dynamics, right, the boss who minimizes certain people while elevating other people, that inhibits performance, and you rely on--I mean, management is the highest calling. Like, in a manager's role, you have infinite impact because you're impacting the performance of your entire team, and you're very much a connector, right? When you think of sort of middle management, you're a connector between the front line and then the operational or strategic perspective in the organization, and so you look at a manager who's doing that over the course of their, you know, 20-year career as a manager managing people and what sort of impact does that have on the performance of that team over the long term and how that team interacts with other teams and how we solve problems? So I think--and, you know, you look at retail, and of course, like, the common example, right, is the Starbucks incident a couple of years ago or Sephora last year. I mean, if that's not inhibiting performance, I don't know what it is. The performance in retail is whether you have consumers who are buying, and so if you've got whole groups of the population who you've shown through this mishap and through this behavior that they're not welcome in your space or you're not interested in them consuming, I mean, that has a serious impact on performance. Zach: You know what? And it's interesting because as you say that I think about, like, another really practical--like, a performance indicator, it's just around, like, the retention of your team, right? So, like, in tech there's this--at least from a marketing perspective--there's an ongoing push for these tech spaces to be more inclusive, to be more diverse, to be more welcoming of underrepresented employees, not just at the--at the non-manager levels, but at the manager and senior manager and executive levels as well, and yet, like, we're seeing that, like, these tech companies are just burning--first of all, tech is, like, a high-burn--like, consulting, [?], like, those different groups are high-burn places for everybody, and they're particularly high-burn for underrepresented folks, right? Black and brown women, LGTBQ, of course trans individuals. It's high, high, high, high-burn, high-turnover for these spaces, and it's interesting because I don't know--I'm a manager. Like, I'm the manager at a fairly large tech consulting firm, and retention of my team or, you know, how I'm able to help retain or drive retention of underrepresented folks is not measured. Now, I'm rewarded for recruiting people in. If I can refer somebody and bring 'em in, I have very hefty rewards for that, but what isn't measured, for me anyway, explicitly is how we make sure those people say.Pamela: I think, like, also the other reality of sort of consulting environments and high-burn, high-churn organizations is that we often dismiss people who leave as, like, it's a failing on their part, so we feel like people left 'cause they can't hack it, like, they can't cut it, it's too intense. I think more and more organizations are getting better at this, but I think lots of organizational cultures are designed to say, like, "That's not our responsibility." Like, "I got you here. It's not necessarily my responsibility to keep you." They don't say that. Like, on their face--you know, publicly they talk about the value of retention and strategies to retain people and, you know, exit interviews, but culturally the organization--someone will leave and then everyone else will hear, like, "Oh, they weren't really cut out for this anyway," or, like, "It's okay that they're not here anymore." So I think some of that cultural reality makes it tough too. Zach: There's a dollar value though with turnover. It costs money for people to leave, right? So unless, like, someone is, like, a legal risk to the company, 7, 8 times out of 10 it's cheaper to keep 'em, you know what I mean? And so it's just odd--it's odd to me that we're not... and I don't know. You know, I'm not a lawyer. Maybe we'll bring on somebody later in the season around, like, why is it that the recruitment efforts are so, like, so emphasized and marketed but the retention efforts aren't, because--I mean, I know enough about human resources to know that hiring somebody just to have them leave, like, a year, year and a half later is just, like, a crazy cost, right? And so even if, to your point around the culture, like, if we're not talking about from a moral perspective or even an ethical perspective, even if you just look at it from, like, a dollars perspective, there should be some type of focus on that, and I really want to take that and then get into this next piece. So I think that leads me well into my next question about inclusivity and employee engagement. I think it's fair though, before we get into that, for us to define what employee engagement actually means. So as a subject matter expert and just from your perspective, Pam, how do you define employee engagement?Pamela: So I think a lot of organizations talk about fit, and I think in the realm of diversity and inclusion, and particularly bias, conversations, fit is a bit of a four-letter word, and I think organizations put the burden of fit on the person who works in the organization. So, you know, they have to fit in our team. And I would argue that the burden is actually on the organization to create an environment where people fit, right? Like, where they can lean into their strengths and make a contribution, which I think ultimately what everyone wants to do. I mean, we all go to work for a paycheck, but you have a choice about where you get that paycheck from and how you spend your time. So I think the burden is on the organization to create environments where people can fit regardless of their identity, where their identity is not a hindrance to them fitting, quote-unquote, in the organization, and if such an environment is created, I think that helps employee engagement. I think that is a determining factor to employee engagement. If I feel like I belong in the organization, like I fit, like they've made space for me to be exactly who I am and make a contribution that I find meaningful that also contributes to the bottom line of the organization, then I am engaged, and that includes, you know, everything from organizational policies that tell me that I belong there to how my manager treats me or how my colleagues engage with me. Zach: And, you know, it's interesting because I know that, like, this idea around employee engagement, a lot of times--I did some work with... this was, like, before I was a consultant, but I was a part of this energy company, and Gallup was doing this whole, like, employee engagement survey for them.Pamela: Yeah. "Do you have a best friend at work?" [both laugh] That's their, like, infamous question.Zach: Yo, that's, like--boy. And no shade to Gallup 'cause I want y'all to come on here, but when they asked that at the time--this was some years ago--boy, you would have thought they figured out THE question to ask. I was like, "It's one question. It's one question, guys. Like, it's okay. Yep. We get it. It's not a huge indicator of a lot, but okay, great." But in that work with Gallup I remember that, like, one of the key talking points they had was like, "Look, employee disengagement isn't just, like, when the person is crossing their arms at their desk or always taking vacation or always sick or actively searching for another job on their computer," right? It's earlier than that, right? It's not that extreme. So I'm curious, like, what has your experience and research shown you how employee disengagement manifests and then how it's related to inclusive workspaces?Pamela: I think--like, as a manager, when you look sort of out across your team, there are people who are excited to be there. So I think it's less about--I think, again, sometimes we put the burden of employee engagement on the employee. Like, they're on Facebook at work or they're, like, you know, keeping Amazon in business during working hours, or they're showing up late or whatever, and we turn it into a discussion around, like, employee behavior and etiquette, but I think there's, like, a great--I mean, I think many people have great professional integrity, and they'll be disengaged and wouldn't be so belligerent in their behavior, right? [both laugh] They would, you know, search for their new job after hours on their home computer. And I think it's when they come in--and they would even continue trying to, like, do a good job and make a contribution, but, you know, they're doing what's asked and not necessarily coming to you with additional ideas, and they're not collaborating, right? You assign them something and you--I mean, engaged employees are actively engaged with their team, not only when they're directed to do so. So I think the sort of solitary nature of an employee is an early indicator that they're not engaged, right? Because when I'm engaged and I have something exciting--and I work remotely, so you have to be even more sort of deliberate about how you connect with people, but, you know, when I'm engaged and I'm excited about what I'm working on, I mean, I will call my colleagues just to say, like, "I want to hear what you think about this," or, like, "I just got this exciting--you know, a client just asked me for this thing. I'm sort of excited about it and would like to hear your ideas," or "Can I run this by you," right? I think how they're engaging, not just from an, I don't know, administrative standpoint in terms of, like, do they show up on time? [both laugh] It's more about, you know, are they working in isolation? Or are you seeing them actively engage with other people in the office? Do they have things at their desk that are of a personal nature? You know, I think people who don't feel like it's a right fit are much more cautious about that, right? They don't have pictures of their kids up or their partner, their puppy, right? You know, what do they do at lunch? And what does that behavior look like? So I think it comes across in how they're relating to other people in the organization.Zach: Right? And so when I think about what it means for leaders then to not undermine inclusivity or engagement at work, right? Like, I mean, I believe it calls for a much higher level of emotional intelligence and general empathy than we're giving folks credit for, and I question if organizations are doing everything they need to be doing to develop those muscles for leaders to even be sensitive and aware of those pieces that you just outlined, right? Because everyone has their own motivations, they have their own insecurities, they have their own pressures, and so it's--I empathize with the idea that okay, you have these leaders coming in, and they have these different metrics and things they have to hit, and also they need to be highly astute and aware of where their employee is, if they're paying attention, if they as leaders are creating an environment or opportunities for them to collaborate. If they're modeling collaboration, right? Like, in your work with FranklinCovey, have you had situations where you've had to have those types of conversations with leaders on how they can create more engaging environments?Pamela: I talk about that every day. I mean, I think that's a big thrust of our approach around unconscious bias and really all of our content. So I think emotional intelligence had a moment, right? It had a time, and it was a word that people were using, but it's sort of like self-awareness. Like, people say it's really important that you're, you know, self-aware as a lead, and everyone says, "I'm very self-aware," and then you talk to them for 5 minutes and you're like, "I don't know that you know what self-aware means," right?Zach: "I don't think you are." [both laugh]Pamela: "I don't think you're using that term correctly." So I think emotional intelligence is sort of similar. Like, you know, people know the four dimensions of emotional intelligence. You know, it's sort of like their DiSC profile. Like, they'll say, "I'm an EITJ," or whatever, and it just becomes this, like, default of, like, "I am" or "I am not." I believe emotional intelligence is a skill that you can build, and I think empathy is important, but I also think curiosity is important. You know, our CEO Bob Whitman did an interview recently, and he said curiosity is the #1 leadership competency or quality that he looks for in a person, and I just feel so strongly about that, because I think you can't be empathetic around information that you don't have. Like, I can't just--the goal is not to just be an empath who feels everyone's feelings. The goal is to learn something about someone that helps you relate to them. So as we were prepping, you know, for the interview, I talked about my kids, and you mentioned that you are welcoming a child soon. This is a point of connection. We can have some empathy about that, right? I can immediately think about what it was like when my kids first showed up and how lovely that was and the sort of high emotion of that experience, or, you know, you could hear me talk about my three-year-old and think, "Oh, wow. In three years I'll have a three-year-old." [both laugh] So I think that the curiosity piece is really important, and I think as managers--what I talk to managers quite often about is making the time for that. I think managers feel, particularly first-line leaders, you know, they were in a role as an individual contributor. They get promoted to that first-line leadership level, and they often still continue to do their individual contributor role and try to manage people.Zach: Right, on top of that.Pamela: On top of that, and there's just not enough time to do it. So of course you have to delegate and you have to trust your people, and there are strategies for how you can build trust in your people, build the capability of your people, but that has to be your new focus, and part of that is making some real time to cultivate connection among your team. And so, like, we'll talk with managers. We talk quite often at FranklinCovey about the value and importance of having one-on-ones and having a structure for those one-on-ones so that they're meaningful. It's not just a drive-by at your desk, right? It's not a weekly staff meeting, but actually having a one-on-one with people. And I'll talk to managers and they say, "Well, we have our annual performance review," and it's like... that's ridiculous. You can't have this conversation once, and around a performance document no less, right? So the one time that we engage in a one-on-one meeting, it's gonna be a high-stakes conversation, right?Zach: Where your livelihood is directly on the line.Pamela: Exactly. So I talk to leaders all the time about making the time and also being--you know, there are lots of introverts and lots of people to whom personal engagement doesn't feel natural, particularly at work, 'cause I think we're still fighting a little bit of the battle of, like, "I have a work persona and I have a personal persona," and I just--you know, one of the models we use at FranklinCovey to think about that is the whole person paradigm and just that you don't leave parts of yourself at home, right? You're a whole person all the time, and I really ascribe to that. I believe in that level of authenticity, and I think that we need to work deliberately to build that level of authenticity across teams. Managers need to ensure that they do know what someone's career goals are. Like, where do they see themselves in the future, and what are they interested in, and what are they excited about working on, and who do they really like to work with, and who are they challenged by, and, as a manager, can I find opportunities for them to connect with somebody they're challenged by so that we can improve our total dynamic, right? I worked for--in college, you know, I worked in college, and the best manager I've ever had I worked for in college, and she sort of sat me down and was like, you know, "I know that you work here and we have these goals around what we're doing." I worked in the student activity center, and we did programming around diversity and inclusion actually, and she said, "But you're a college student sort of at the beginning of your career and life, and it's important to not be myopic in terms of how you look at your goals." And so she gave me a little handout, and it had all of these different categories. It was like, finances and health and wellness and relationships and my family, and she said, "Every three months, every quarter, we're gonna sit down and just look at this and look at what your goals are. I'm gonna share with you my goals," right? So there was some vulnerability in it. It wasn't just like, "I will divulge my whole life story and you'll coach me through it." She was also sharing her goals, and particularly at a time--like, in college, my goal was, like, "I do not want to get my cell phone cut off again. I need to find a way to pay this bill," right? [laughs] And hers was "We're gonna buy a house." I was like, "Wow, a house," right? Like, the process of getting through a mortgage. Like, there's just--it's a small example of how a manager built connection with me through curiosity and empathy. She was vulnerable about what her goals were. She took the time to have this quarterly conversation with me. She created a space where I could talk about my whole self and everything I was dealing with at that moment in my life, and I think managers can do that on different scales based on the organizational culture and what is and is not appropriate to discuss and all that, but managers can do something like that with every member of their team, and they should, right? We shouldn't be having one annual performance conversation with your team. You shouldn't also--there are lots of employees who say they only speak to their manager to get assignments, right? So their manager just does drive-bys at their desk or calls them into their office to say, "Here, work on this," and never have, like, a more meaningful--Zach: Really transactional.Pamela: Really transactional, exactly, and for managers--managers will also lean into that. They'll say, "Well, no. It's just that I'm really efficient and I don't like to spend time and chit-chat," and that kind of thing, and it's more than that. It's not chit-chat. It's not--there's substance to having a meaningful conversation with somebody.Zach: That's just so true. So you've talked about bias and, like, you've used the term bias. You've even said unconscious bias. It seems as if the default any time we talk about bias within the diversity and inclusion space is that it's unconscious. Do you think that's a fair observation, and if so, why do you think that, when we talk about bias, we're often talking about unconscious bias and not just bias?Pamela: I think that's fair. I think--you know, really critical to any conversation I have about bias is about bringing the unconscious to consciousness, but also acknowledging that conscious bias exists. So I think unconscious bias can sometimes be used negatively, just like diversity of thought, but diversity of thought is really valuable, but it shouldn't be the reason you don't have diversity in other dimensions. And unconscious bias is really important, and it doesn't negate the reality that there are very conscious biases that exist and impact people's decisions. So I always include that in any conversation that I'm having about bias or any facilitation I'm doing, and the distinction is that conscious bias are things we can state directly. And so, like, once you can say it, it's no longer an unconscious bias. So you'll hear people say, like, "I have an unconscious bias around mothers of young children." Like, "I really just don't want to be hiring mothers of young children."Zach: Right, and that's a conscious bias. You just--you just said it. [laughs]Pamela: Right. Once you've said it it's not unconscious anymore, and it's important for people to reconcile that. You know, you're running interviews, and for all of the candidates of color you're asking them about, like, office etiquette, you know? Appropriate dress attire and showing up to work on time and how to, like, provide good customer service, and then for all of your, like, non-person of color, your white candidates, you're asking them about, like, the substantive job responsibilities, right? And then someone brings it to your attention--because interviews are often done in panel. There's usually more than one person at the interview, which is best practice, and they say, "Hey, I noticed that we spent, like, an inordinate amount of time with some of those candidates talking about what time they need to be at work, and I feel like at this level of a position that's not that significant. And I sort of noticed that you only asked some of them that and not others," and they're like, "Oh. Well, you know, I had this black lady working for me once and she was always late, and I just want to make sure that that doesn't happen again." Right? [laughs] Well, sounds like you've got a bias around that. I mean, once it's been brought to your attention, you don't get to keep doing it. Like, you don't get to keep making decisions through that frame, right? You have to work to mitigate the potential negative impact of that bias. So I think that any conversation around unconscious bias should include discussion about conscious bias and some of the real conscious bias that we have about, you know, employees at work and who should be in roles of authority and power, who should be promoted, or what kind of--you know, whether that is, you know, "We have this big project, but it requires lots of travel. We probably don't want Pamela to do that. She's got those little kids," or "She's taking care of her mother who's sick." Like, there's a bias in that. You should have a conversation with me about that. That affects my employment and my potential and possibilities in the organization. So I just think they come hand-in-hand and one can't be used as an excuse to ignore the other.Zach: No, I think it's just a great point, and I think the reason--so for me, it genuinely grinds my gears, because a lot of times I think D&I is often framed from the context of, again, like, majority comfort. So I believe that there's a lot of language where we kind of--and it's subtle, and it's kind of inserted all across. So diversity of thought, unconscious bias, sometimes in ways to just kind of give folks an out, and so I don't ever--I can tell you I don't ever hear conversations around conscious and unconscious bias. I hear it and it almost just automatically defaults to "unconscious," almost in a way to say, like, "It's not your fault," right? Like, it absolves you of responsibility as opposed to, "Okay, you have some actual biases, and they're true. Like, these are actual real biases that you have and you conduct and you're aware of, and they're not all mistakes," and I think sometimes when you talk about diversity and inclusion, when we're not talking about actual biases--and again, not in a way that tries to make white folks feel bad, but in a way that is just honest, I think that can lead to more productive conversations. We're in an era today where, you know, the 2020 election is coming up. We had a whole--a large part of America came to really see itself four years ago, and I think we have, like, another one of these instances coming up. It's, like, one of the rare times I think in this space that we can start pointing to things and say, "Hey, this is a lightning-rod moment. This is a lightning-rod moment." And I think we would be behooved to figure out a way to be a little bit more honest and intentional with calling out some of these things. I think it's really dope that the way that you frame these conversations is in the context of conscious and unconscious, but I can tell you, like, I have never heard anybody do that.Pamela: Yeah. I think a couple of things as you were talking came to mind. I think, you know, making white folks comfortable is an important part of work around diversity and inclusion, right? I do think we have too many internal conversations that, like, leave out that group of people, and it's important for us to--it's important for them to feel like they can join the conversation and help make progress, right, help make impact, and I think it's a fine line, right? Like, it's a fine line, and I walk it every day in my professional life to ensure that people feel like they can be part of the conversation without being accused of anything, and I work hard to create a space where people feel like they can be vulnerable and sort of divulge biases that they may realize, right, over the course of the conversation that we've had. The other thing that I think is problematic, the other sort of side of this, is, like, the call-out culture, that we don't actually--the more sort of "woke" our culture gets for... you know, lack of--I feel like I date myself when I say "woke." I'm like--Zach: No, it's okay. People will be using "woke" for another 10 years and, you know, most black and brown folks will be off it. It's okay. [both laugh]Pamela: But I think one of the challenges with, like, "woke" culture is that, like, we don't let people make mistakes, and people don't--so I think those two things are counter-balancing. Those things are--like, there's tension there in that, where we want to call things what they are, which I feel--you know, I feel strongly about, like, let's not use euphemisms to describe things. Let's talk about what the challenges are. Like, why is it that even in my unconscious bias work, lots of organizations will say, "Well, we really want to focus on gender diversity," right? Or "We really want to focus on our domestic workforce versus our global workforce." I haven't had, to this point, a single organization... maybe that's not true, but I haven't had very many organizations tell me "We want to talk about race," or, like, "We want to talk about trans people," right? So I think that there are some final frontiers around diversity and inclusion that organizations are not interested in addressing, and we have to get them interested in addressing those things. We have to name that and say, "It's important for us to also talk about race," right? We can't limit-

Estéreos Unidos Episode 054Birthday Episode!Curated by @djalezayInstagram: www.instagram.com/djalezay/-----Follow us onINSTAGRAM: www.instagram.com/estereosunidos/—Also Listen onSPOTIFY: open.spotify.com/show/246MwAncxy2…hpT_K1Blv0Jtp5pQAPPLE: podcasts.apple.com/us/podcast/est%…os/id1460750814SOUNDCLOUD: @estereos_unidos MIXCLOUD: www.mixcloud.com/EstéreosUnidos/------------------------------------------------------------------------------------------**TRACKLIST**1. Snoh Aalegra x Sade - Woah (DJ Baysik Moombah Edit) (Hasan Insane Remix)2. C. Tangana ft Paloma Mami & Alizzz - No Te Debi Besar (HH Clean Intro)3. Jack & Lewis X Dj Punish - Karma4. Wiley, Sean Paul & Stefflon Doon - Boasty (s a n t o s edit)5. Omar Duro - 986. Lemonboi - La de la trompeta7. J Balvin & Bad Bunny - No me conoce cerdooteo (Dam Dam edit )8. Jaca- Quer que eu te chame de Piranha ?9. Fatoumata - Nterini (Rolv.K Flip)10. Alceu Valenca - Morena Tropicana (Flying Buff Bootleg)11. Lauran CoOx - BEBE12. Ozadya - Hoje tem bailao (Prod by YTprod)13. Tropkillaz ft. J balvin & Anitta - Bola Rebola (Omar Duro x Santos Edit)14. Vitus Tribe w/ Kevin Kofii - 151 Rum (Edit)15. Fearz - Elastica16. Lose Control (NOIZ Indian Street Drums Flip)17. HVSN - na supremidade18. Dave feat. Burna Boy - Location (Gafacci & Rolv. K Remix)19. DJ Flex & Wizkid - Joro Afrobeat (Zanku Vibes)20. YG - Go loco (Rapha Dancehall edit)21. Odunsi ft.RAYE - Tipsy (DJ Baysik Club Edit) 22. Smalé - Leave [Wile Out](GCB040)

Episode 39! last show of the year.... last show of the DECADE!! On Episode 39 we are joined by Stackdough, DJ Flex, and Motizzy to go over everything that happened in the past decade when it came to Sports, Music, Everyday life etc. We went for over 2 house so sit back on this day and relax with whatever and ask yourself " WTF DID I MISS??"

Share | Follow | Subscribe It's the bane of our existence but fresh out of college graduates seem to have it worse. Joseph is talking salaries - what's acceptable and what's a spit in the face? Guess which tunes Kwame's serving up on this one. Song Credits Intro Music: Oshe – Reynolds The Gentleman ft. FRA. Bridges: Touchdown (Remix) – Kerwin Du Bois ft. Busy Signal Wo Onane No x Take Over – DJ Flex What She Want – Show Dem Camp ft. Tomi Thomas Anthem – Kwesi Arthur Grind Day – Kwesi Arthur Tempo – Reynolds The Gentleman ft. Efya Outro: Wicked Leaders – King Ayisoba What did you think of our episode? Let us know on: (+233)20 757 5272 Suggestions and feedback welcomed!!

Share | Follow | Subscribe On the very first episode of Sincerely Accra, Joseph Nti (Host) and Kwame Asante Ofori (Producer) introduce us to the anonymous and piercingly honest opinions of Ghanaian millennials about how long they think a man should last in bed. The show is vox pop driven and set in Accra. Fast paced, colorful and heated just like the city, be sure to stay tuned to the newest podcast in town Song Credits Intro Music: Oshe – Reynolds The Gentleman ft. FRA. Bridges: GhanaBoyz Challenge – DJ Flex ft. Manlike Stunna 5 Fingers** – Official Kwame Fronting – Chase Forever Tempo – Reynolds The Gentleman ft. Efya Outro: Bra Menky3n – Reynolds The Gentleman What did you think of our episode? Let us know on: (+233)20 757 5272 Suggestions and feedback welcomed!!

Pregame and  Juneteenth,Onyx Gala,BET Experience Inside info PLUS The Power of Focus! Illustra Records and DJ FLEX

01-Praise Cats - Shined On Me 02-Moloko - Bring It Back 03-Modjo - Lady 04-Madison Avenue - Don't Call Me Baby 05-Alan Brax - Intro 06-Black Legend - You See Trouble In Me 07-Ultra Nate - Free 08-Superfunk - Lucky Star 09-Dr Alban - Sing Hallelujah 10-M People - Movin' On Up 11-Paul Johnson - Get Get Down 12-Superman Lovers - Starlight 13-Tim Deluxe - It Just Won't Do 14-Afro Medusa - Pasilda 15-Lady - Easy Love 16-Booty Luv' - Boogie 2Nite (Seamus Haji Remix) 17-Shapeshifters - Lola's Theme 18-Negro Can - Cada Vez 19-Armand Van Helden ft Duane Harden - You Don't Know Me 20-Stardust - Music Sounds Better With You 21-Kylie Minogue - Can't Get You Out Of My Head 22-Robin'S - Show Me Love 23-Everything But The Girl - Missing 24-Spiller ft Sophie Ellis Bextor - Groovejet 25-The Bucketheads - The Bomb 26-DJ Flex ft Ken Norris - Good Feelin' 27-Daft Punk - One More Time 28-Nerio's Dubwork ft Darryl Pandy - Sunshine & Happiness 29-Mousse T ft Hot 'N' Juicy - Horny 98' 30-Nightcrawlers - Push The Feeling On 31-The Tamperer ft Maya - Can You Feel It 32-Phats & Small - Turn Around ENJOY !!! :-)

Продолжение серии миксов "Music 4 Da Soul vol" как вегда жаркие диско треки в перемешку со сладкой клубичкой!Всем приятного прослушивания и хорошего настроения!   Christian Alvarez feat. Heather - Say Ooh (Olav Basoski Remix). Brad Grobler & Helene Di Firenzi Feat MC Eden - Feu Rouge (Original Mix). Locktown, Alexandra Prince - Alive (Henrik B Remix). Francesco Diaz - Across the Sea (feat. Benjamin Boyce) [Denis the Menace & Jerry Ropero Dub]. Resense - La machine a danser (feat. La Compagnie Creole) [Jerry Ropero & Denis the Menace Remix]. Jerry Ropero, Denis The Menace, Sabor - Coracao (feat. Jaqueline) [Axwell Remix]. Axwell - Feel the Vibe (Denis the Menace & Jerry Ropero Remix). Made, Sax - I'm Coming Up (Kurd Maverick Remix). Dirty Freek, Koe - Music Got Me Movin (Original Mix). Alex Whisper - Keep The Trebles Turning (Original Mix). Christian Hornbostel and Alfred Azzetto - 84 King Street (Original Mix). Sebastian Ingrosso, John Dahlback - Lick My Deck (Original). Dj Monxa - Summer in the Space (Peter Brown Remix). A & P Project - Sunrise (feat. Zemya Hamilton) [Soulproviders Remix]. DJ Flex, Sandy W - Love for You (Axwell Remix). Francesco Diaz, Young Rebels - Hamburg (Original Mix). Bonnie Bailey - Sweetest Night (extended mix).

TRACK LISTING 01. Lauren Pritchard - Not The Drinking (Riva Starr Remix) 02. Karin Nagi - History 2010 (Soulshaker Remix) 03. eSQUIRE Feat Ruth Cullen - Wanna Sing (Club Mix) 04. Dirty Freek Feat Cyndi Lauper - Just Can't Stop (Original Mix) 05. Dirty Freek Feat Cyndi Lauper - Just Can't Stop (Frater & Stent Remix) 06. DJ Flex & Sandy W - Love For You (Axwell Remix) 07. eSQUIRE vs Daft Punk - High Life 2011 08. Steve Westover feat. Jwaydan Moyine - Save Me (Original Vocal Mix) 09. Marc JB vs. Peyton - Keep Believin' (Club Mix) 10. Mark Masters - Piranha (Original Mix) 11. Human Life - Wherever We Are (Original Mix) 12. Evil Nine Feat. EL-P - Stay Up (Original Mix) 13. The Slacksons - Lose Control (House & Boal Mix) 14. Nick Hussey & Sarah Story & Jay Cosgrove & Andy Kay - Make Me Feel Alive (Jeff Daniels Remix)

Проект "Экзотика" уже не один год взрывает московские танцполы своей весьма креативной идеей, ранее нигде не встречающейся в России. Ведь фишка любого мероприятия, проходящего под этим брендом - один dj играет материал только одного музыкального исполнителя!Представляю на Ваш суд свой микс, состоящий из треков и ремиксов мирового известного хаус музыканта - Axwell...Постарался собрать лучшее из того, что нравится мне в звучании этого "папки" house звучания!! 01.Adrian Lux - Teenage Crime (Axwell & Henrik B remade) 02.Axwell - Watch the Sunrise 03.Axwell - Feel the Vibe (Til the Morning Comes) (Vocal Club mix) 04.Axwell & Sebastian Ingrosso - Together 05.Axwell - El Bimbo Latino (Vocal Club mix) 06.Mambana - Libre (Axwell Vocal mix) 07.Mambana - Felicidad (Axwell Vocal mix) 08.Dj Flex & Sandy Wilhelm - Love for you (Axwell remix) 09.Axwell & Sebastian Ingrosso vs. Salem al Fakir - It's True (Provenzano & Promiseland mix) 10.Axwell feat. Errol Reid - Nothing but Love (Axwell vs. Daddys Groove remix) 11.C Mos - 2 Million Ways (Axwell remix) 12.Roger Sanchez & GTO - Turn on the Music (Axwell remix)

The Summer Starts Here with my new Funky mix Break Free, which includes the track I Want You another favourite of mine By Joe Calabro & Pepper MaShay, who recently left me a message on my facebook fan page thanking me for including the track in my mix (WOW). Her voice is one of the most sought after in the whole business today having worked with all the major stars and a true global success. The track has soulful, powerful vocals and a hooky groove all the way through. Also look out for Love for you by Dj Flex remixed by Axwell a fantastic track I must say. Thanks to all that download my mixes and leave feedback. Playlist: •Christian Alvarez - Holdin' On (Amaan Hirshee & Jeff Daniels Remix) •Disco Darlings - Light Up My Love (Original Mix) •Joe Calabro & Pepper MaShay - I Want You (Fresh & Juicy Mix) •Fatback Band - Feel The Fire (Vocal Mix) •Eugene Wilde - Fallin (Bassmonkeys Club Remix) •Bart B More vs. Oliver Twizt - Finally (Simmons & Christopher Extended Mix) •Fatal Attraction - Happyness (Fatal Remix) •DJ Flex - Love For You (Axwell Remix) •Steve Mac & Steve Smith - Lovin' You More (That Big Track) (Esquire Remix) •Housemates - Without You (Eddie Thoneick's Shake Out Mix) •Dennis Christopher - Good Love (Cds More Energy Dub) •Natural Born Grooves - Candy On The Dancefloor (Warren Clarke Remix) •Disco Freaks - Take Me 2 The Sun (Matt Green IbizaSunrise & Boy Freemasons Bootie Mix) •Public DJ Ft Emanuelle - My Night (Kortezman Vocal Extended)

House mix by dj roja. For car and/or home listening. 1. Tom Novy "Your Body" (Original Mix) 2. Blaze feat. Barbara Tucker "Most Precious Love" (Martin Solveig Edit) 3. Dj Flex and Sandy Wilhelm "Love For You" (Axwell Remix) 4. Chanel "My Life" (Seamus Haji Remix Vocal) 5. Therese "Time" (Stonebridge Club Mix) 6. Wonderland Avenue "White Horse" (Original Mix) 7. Holly James "Touch It" (Lee Cabrera Mix) 8. 2Raumwohnung "Ich Weiss Warum" (rmx) 9. Late Night Alumni "Empty Streets" (Seamus Haji and Paul Emmanuel Remix) 10. Martin Solveig "Jealousy" (Dj Hallux edit) 11. Porno vs Hannah Jones "Time 2 Move (Music Power)" (Marascia Elettro) 12. Grace Jones vs Hell "I've Seen That Face Before" (Berlin Mix) 13. Seamus Haji "Last Night a Dj Saved My Life" 14. Madonna "Sorry" (Man With Guitar Mix) 15. Jay Jay Johanson "Because Of You" (Extended Version)