Podcasts about microaggressions

In this episode, Lillian Erdahl, MD, FACS, is joined by Pringl Miller, MD, FACS, from Physican Just Equity, and Christine Heisler, MD, FACS, from the Mayo Clinic Health System. They discuss Drs Miller and Heisler's recent article, “Whether and How Surgeons Took Action Against Workplace Microaggression: Survey of American College of Surgeons Members,” in which the authors found that the most frequent perpetrator roles were surgeon colleagues and supervisors. A total of 57.4% of surgeons took action, with informal reporting to a colleague and/or directly confronting the perpetrator being most common actions taken. Surgeons who took action were less likely to choose a career in surgery again.   Disclosure Information: Drs Erdahl, Miller, and Heisler have nothing to disclose.   To earn 0.25 AMA PRA Category 1 Credits™ for this episode of the JACS Operative Word Podcast, click here to register for the course and complete the evaluation. Listeners can earn CME credit for this podcast for up to 2 years after the original air date.   Heisler, Christine A MD, MS, FACS; Godecker, Amy L PhD, MS; Verran, Deborah MbChB, MHSM; Sinha, Michael S MD, JD, MPH; Byam, Jerome MD; Miller, Pringl MD, FACS. Whether and How Surgeons Took Action Against Workplace Microaggression: Survey of the American College of Surgeons Members. Journal of the American College of Surgeons 242(2):p 390-400, February 2026. | DOI: 10.1097/XCS.0000000000001648   Related work: Primary Study: Heisler CA, Godecker AL, Verran D, Sinha MS, Byam J, Miller P. Workplace microaggressions: results of a survey of the American College of Surgeons members. Am J Obstet Gynecol. 2024 Aug;231(2):265.e1-265.e8.   Secondary Study: Heisler CA, Godecker AL, Verran D, Sinha MS, Byam J, Miller P. Impact of Workplace Microaggressions on Surgeon Career Status and Trajectory: A Cross-Sectional Survey Study.  Accepted to the Annals of Surgery Open on April 30, 2026.     The secondary study was also presented at ACS Clinical Congress 2024: Heisler CA, Godecker A, Verran D, Sinha MS, Byam J, Miller P. Workplace Microaggressions and the Impact on a Surgeon's Career Trajectory: Results of a Survey of the American College of Surgeons Members. J Am Coll Surg. October 2024;239(5):S138-139.   Learn more about the Journal of the American College of Surgeons, a monthly peer-reviewed journal publishing original contributions on all aspects of surgery, including scientific articles, collective reviews, experimental investigations, and more.   #JACSOperativeWord

Episode Notes Welcome back to Disability After Dark! In E428, Andrew invites you into the recording booth for an exclusive, unfiltered sneak peek of Chapter 2 from his upcoming audiobook, Notes From a Queer Cripple: How to Cultivate Queer Disabled Joy and Be Hot While Doing It. We dive deep into the everyday reality of ableist microaggressions, the painful experience of navigating dating apps as a power wheelchair user, and what it really takes to protect your peace and retain your queer crip joy + so much more. Enjoy! Follow and book my audiobook producer, Zak Annette here: www.zakannette.com Pre-order my audiobook, "Notes From A Queer Cripple: How to Cultivate Queer Disabled Joy (and be hot while doing it" wherever you get audiobooks. Episode Sponsors  Buy the new novella Descent here Are you looking for attendant care when you need it at your convenience? Check out your team, on tap www.whimble.ca Get 15% off your next purchase of sex toys, books and DVDs by using Coupon code AFTERDARK at checkout when you shop at trans owned and operated sex shop Come As You Are www.comeasyouare.com Order Notes From a Queer Cripple and hire him to speak on it by e-mailing andrew@andrewgurza.com US: https://us.jkp.com/products/notes-from-a-queer-cripple Canada: https://www.ubcpress.ca/notes-from-a-queer-cripple Support the show with a donation: https://patreon.com/disabilityafterdark This podcast is powered by Pinecast. This podcast is powered by Pinecast.

The studies and articles aren't new. In fact, the first workplace gender research started in the 1960s and 1970s. Men and Women in the Corporation by Rosabeth Moss Kanter was considered one of the first academic studies on gender differences in work behavior and opportunity, and this was in 1977. This conversation is as old as me, but I would like to remind you that women at work is not a construct of the early world wars and industrial revolutions as you may have been taught. Women and men working together started with creation in Genesis 1. Men and women were created to work together. In Genesis 1:26-27, we see the beautiful work of unity in creation. Then God said, ‘Let us make man in our image, after our likeness. And let them have dominion over the fish of the sea and over the birds of the heavens and over the livestock and over all the earth and every other creeping thing that creeps on the earth.' So, God created man in his own image, in the image of God he created him; male and female he created them. When we read the verses about creating man, he created both male and female in his own image. Not men exalted above women or women above men, but creation in his image, in unity. If we don't look to the beginning, it is easy to look at the ways that culture and society have created norms about work. The reality is these are not God's norms for men and women. The next verses in Genesis 1: 28-29 further frame God's plans for man and woman: And God blessed them. And God said to them, ‘Be fruitful and multiply, and fill the earth and subdue it, and have dominion over the fish of the sea, and over the birds of the heavens and over every living thing that moves on the earth.' God gave man and woman an equal command to work in unity. You already know that once sin crept in, this unity was forever broken. Sin impacts this sacred creation in every way, and our cultural norms which have been forming since the 70s continue to impact how men and women work together. What does this sin look like within the context of work? What is causing the continued gender bias issues for women? The answer doesn't start with work; it really begins outside of the office and is part of the cultural and societal brokenness between men and women that has systematically and year after year found its way into our work. With my aim being unity between men and women as advocates to solve this issue, I wondered, who were the leading male voices for gender equality at work. One name that came up was Tony Porter. Tony is the founder and CEO of A Call to Men. He seeks to teach systemic change for between men and women in society. In an article published on his website, “Is your Organization Unintentionally Reinforcing Gender Bias at Work,” Tony states this, “…the workplace is a microcosm of society—a society where men and boys are collectively socialized to view women as objects, as property and as having less value than men.”[1] This blanket statement is not felt by all women, of course, but as a whole, it sums up that sin and the brokenness of not seeing men and women created equally in the image of God is at the root of the issues still facing women today. Fortunately and unfortunately, the Bible is full of cultural examples of both unity and brokenness between men and women. If we look at the Word of God, we will all struggle to understand some of the terrible injustices women faced including being taken by force into marriage, raped, and being cast out of society. Again, at the moment of the fall, the unity and sacred relationship between men and women fell, and it fell hard. But, for every hard-to-read passage of Scripture about injustices for women, there are beautiful examples of how God used women and work for the glory of his kingdom. Women played an important role in the formation of the early church where they not only served the disciples with hospitality but also provided money for the ministry and teaching of the good news to their families. The grandmother and mother of the disciple, Timothy, are mentioned by Paul. 2 Timothy 1:5 reads, I am reminded of your sincere faith which first lived in your grandmother Lois and in your mother Eunice, and I am persuaded, now lives in you also. Today we live in a culture not so different than biblical times. Women around the world still face terrible injustices, not only at work, but in society. Harassment, gender pay gaps, interviews and promotion biases all still exist, but there are people trying to drive change. Another name that came up as an advocate for women at work is the former CEO of Unilever, Paul Polman. He spoke about visiting a tea plantation where female workers were being abused or sexually harassed. When policies failed, he put female supervisors in place so that the women no longer needed to go to an unsafe work environment. This was within the last 5 years. What are some of the more nuanced impacts women face at work? In a Forbes Women article from May 15, 2025, by Eva Epker the continued gaps between men and women at work are highlighted. With parenting and caregiving still being a primary responsibility of the mother, a study found that three years after childbirth, 90% of fathers were in full-time work, versus only 27.8% of new moms. Another study noted 41% of female participants experience discrimination in a hiring process including gender-biased and inappropriate questions. Mental health and the lack of mentorship opportunities for women, continue to be part of this conversation.[2] These examples remind me of some data from the 2023 McKinsey study on “Women in the Workplace” that discussed the large impact microaggressions can have on women at work.[3] Microaggressions are defined as demeaning or dismissing comments or actions rooted in bias, directed at a person because of their gender, race, or other aspects of their identity. Women experience these more than men. For example, a woman is two times more likely to be interrupted in a meeting and spoken over than a male counterpart. We keep having the same conversations, and the results of the studies improve but not in a significant enough way to truly make change. One of my observations is that both secular and faith-based organizations often take a one-gender approach to gender biases. More specifically, women are talking to women about the lasting issues and implications about gender bias at work, and men are rarely part of this conversation. Working women, and more narrowly, Christian working women aren't having the conversations needed to redeem this sacred unity at work, and they aren't having them at church either. I have been to women's leadership conferences, both secular and faith based, and at only one was there a focus on women in the workplace where men were part of the discussion and workshops. This was a faith-based conference. I was able to find one opinion article in Time from July 18, 2023, titled “Modern Gender Equality Must Include Men.” The lead heading “Gender equality can only happen when women and men are advancing toward that goal together.”[4] Shelley Zalis conducted online research about men's attitudes and the results showed that 53% of men believe that workplaces in the US should be doing more to eliminate bias in the workplace. I agree that we need unity between men and women that lead to solutions. As Christian leaders, how do we work on this unity while at the same time navigate the current brokenness in the workplace for women, Christian or not? First, we need to remember we are called to address the issues of the poor and oppressed; we should not turn a blind eye to this matter. Isaiah 58:6-7 exhorts: Is not this the kind of fasting I have chosen: to loose the chains of injustice and untie the cords of the yoke, to set the oppressed free and break every yoke? Is it not to share your food with the hungry and to provide the poor wanderer with shelter—when you see the naked, to clothe them, and not to turn away from your own flesh and blood? Are you hiding yourself by simply being unaware? We are called to care. What are some of the ways we can continue this conversation? Perhaps shining a light on the benefits of women at work can be a start. Companies with gender-diverse leadership show an increase in average revenue. The McKinsey study notes that companies in the top quartile for gender diversity on their executive teams are 25 percent more likely to have above average profitability. Women have always been wise, and, as Christian leaders, we should tell these Bible stories about the working women God used for his kingdom. Perhaps these examples can inspire and show God's plans for women and work to others. And we can see how women and men worked together through their examples. Deborah was a judge and a leader. She worked in unity with Barak to go into war for Israel (Judges 4 & 5). Miriam was a leader of worship and worked in unity with Moses and Aaron to lead the people of Israel during the Exodus (Exodus 15). The Proverbs 31 woman embodies a long list of attributes that benefit her husband including: rising while it is still night to provide for her family, investing wisely, dressing well, being confident in her merchandise, caring for the poor, and being strong and wise. Mary was the first to see the resurrected Jesus and bring word to the male disciples (John 20). Lydia, in Acts chapter 16, was a seller of purple cloth and worked in unity with Paul to help the early church. This is not an exhaustive list! Women have always worked, and they have done so alongside men. I know most of you may not be in a place to share these examples of Bible stories as inspiration at work, but you can start this change within Christian spaces. Men and women can lead by sharing these examples of unity in God's plan with other Christians. We need to start having more conversations about how God used men and women in our faith-based spaces. We can explore these issues together to find ways to lean into and lead the change in our workplaces. Even if we cannot share the stories, we can share facts, and choose to engage: First, pay attention to the data and actually care about the data! All these studies include a what can we do about it section, and the advice centers around providing women resources to engage with including development, mentoring, counseling for stress, benefits that support caregiving, and more. Next, think about how you may be contributing to this issue as a man or a woman. Are you engaging in behavior that may be considered microaggression? Did you know that simply commenting on what another woman is wearing to work can impact her? Or assuming a female colleague's mental state or home situation? If we are honest, as women, we have absolutely contributed to our own issues with gender equality at work simply by tearing each other down. Most importantly, lead with love! As a believer in Jesus Christ, we are called to love our neighbors, and an easy love checklist is found in the fruit of the Spirit in Galatians 5: Love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control. Both women and men can act on this! For the women, engage in a conversation with men about this topic. For men, engage in a conversation with a woman on this topic. Let's lead by the biblical examples of unity! — [1] Kay, M. (2020, August 17). Is Your Organization Unintentionally Reinforcing Gender Bias at Work? A Call to Men. https://www.acalltomen.org/is-your-organization-unintentionally-reinforcing-gender-bias-at-work/ [2] Epker, E. (2025, May 14). What's Holding Back Working Women In 2025? Same Obstacles, More Anxiety. Forbes. https://www.forbes.com/sites/evaepker/2025/05/14/whats-holding-back-working-women-same-obstacles-more-anxiety/ [3] Mckinsey & Company. (2024). Women in the Workplace. McKinsey; McKinsey & Company. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace [4] Zalis, S. (2023, July 18). Modern Gender Equality Must Include Men. Time. https://time.com/6295453/modern-gender-equality-must-include-men/

I told a small, self-deprecating… white lie.To get out of committing to volunteering for a new project.My bad.You see? I had history with this person. Co-founder of an advocacy nonprofit. Small. Neurodivergency-affirming. Big ideas. Little organization.“I'm not sure I'm the right guy for your project. I just can't seem to do something… this big… anymore.” I just want to gracefully bow out. Yet not hurt feelings. Or challenge them.I plough on gamely, “Maybe we can chat once in a while…?”“Sure you can! I know you can do it!” That zeal of a new convert to pop psychology. Rapid-fire words ricocheting out of my headset. “You just have imposter syndrome. I know. Because I do too! I have this book you could read…”I tried to be gentle. “My friend, I don't have a syndrome of any kind. I'm just telling the truth. No need for diagnosis.”It went rapidly downhill from there.Let's say, I felt immediate… unease.While we were talking. But I didn't know why. Yet.But like a persistent smell neurodivergent-dot-me can never ignore… that feeling lingered. Building as I replay the conversation over and over. Then it takes days to recover. Before I can work on my projects again.Because what I experienced? Some label “benevolent ableism.” I call it soft-core discrimination. Trying to look like… kindness.I'll never know their motivation. I won't risk the pain of asking.You see? “Kind” words can do real damage.All you really gotta do to cause pain? Simply speak in the grammar of help… then act out the logic of condescension.That's it.Some research supports this… catch-22. Patronizing support? It's one of the most common, damaging, and invisible acts one human can perpetrate on another disabled human. That I know.Cuz it's deniable. So at best, socially dangerous to challenge. A lot like an unwanted, ambiguous… intimate… gesture. From an acquaintance. And queasiness has only gotten worse for me with every ambiguous human interchange.The weapon and pain metaphors I use in the performance piece? Intentional.Cuz the escalation you may experience?These. Are. My. Reality.This ain't about an additional diagnosis. Or a personality flaw. It is about me being autistic-as-fuck me.Yeah. I may be a tad more sensitive to condescension than the Average Bear. Just like I need sunglasses. Even on many cloudy days.Which ought to be actually advocated for. Not patronized. By an advocate. Or employer. Or loved one.Cuz this is not something I can self-help-guru my way out of. Or be trained to control through Cognitive Behavioral Therapy.Like I need one more thought to exhaustingly monitor. Monitoring that could never “cure” my sensory issue with smells. Or my freaking balance problems. Least of all my condescension trauma…So, the only guiding principle I must remember when I navigate social or professional waters…“I must honor my limits. Or they will disable me.”One last thing…I wrote this about my real experiences as an autistic professional. In a world unkind to difference.But my guess? Folks from any “disadvantaged” background may see themselves in it.Let's build on that kinship. Maybe make a change. Together.IntroContent Note: Contain”IntroContent Note: Contain”IntroContent Note: Contains descriptions of everyday condescension… and opinions. That may resonate uncomfortably for autistic, neurodivergent, and… other people.The Cruelest Knife Leaves No ScarYou never feel the cruelest knife Poison-tipped with a pat on the head A smugly… gentle… smile Words so softly, warmly… said.He only said… “You're flourishing. Even with autism. Good on you.”Judgment is like napalm Dropped benignly… safely… from on high Burning invisibly… under my skin.She casually said… “You got imposter syndrome. I got this book…?”Or some radiant dirty bomb Parachuting slyly… tenderly… Silently melting my guts inside.The manual simply read… “Neurodivergents think outside the box. That makes them perfect… for certain tasks.”Leaving a foul smell in the air Mustard gas masquerading… Like piercing gas-station incense Labelled... blindingly, “Stay Calm.”Stealth Weapons of Mass Humiliation Or casual toxic caring Preening in plain sight Don't breed even sullen gratitude Just resentment. Rebellion. Sometimes? The worship of tyrants. You never feel the cruelest knife No, Not right away. A slice so sharp it leaves no scar So weird… that instant shapes my life.More autistic lived experience: If this resonated for you, I share more pieces like this on AutisticAF Out Loud.Readings for Your Deeper DiveNot exhaustive. Just sources that made me think.Benevolent Ableism* “Consequences of Confronting Patronizing Help for People with Disabilities” Harvard Kennedy School Government and Applied Psychology Lab · January 2023https://gap.hks.harvard.edu/consequences-confronting-patronizing-help-people-disabilities-do-target-gender-and-disability-type* “Misguided Gestures of a Condescending Kindness” Radical Accessible Communities · July 2013https://radicalaccessiblecommunities.wordpress.com/2013/07/10/misguided-gestures-of-a-condescending-kindness/Ableist Microaggressions* “Ableist Hostility Disguised as Friendliness” Real Social Skills · January 2016https://realsocialskills.org/2016/01/08/ableist-hostility-disguised-as-friendliness/* “Ableist-Microaggressions Towards People with Disabilities” REDIS / CEDID · n.d.https://redis.cedid.es/index.php/redis/article/download/1161/568/Discriminatory Gaslighting vs. Imposter Syndrome* “Imposter Syndrome, Or Something Else? Historian Talks Discriminatory Gaslighting” NPR · May 2021https://www.npr.org/2021/05/09/995172973/imposter-syndrome-or-something-else-historian-talks-discriminatory-gaslighting* “Imposter Syndrome in Neurodiversity” The Rowan Well · December 2024https://www.therowanwell.co.uk/blog/imposter-syndrome-in-neurodiversityPerformative Allyship & Movement Co-optation* “Performative Neurodiversity – the Appropriation and Watering Down of a Human Rights Movement for Profit” Therapist Neurodiversity Collective · May 2024https://therapistndc.org/performative-neurodiversity-the-appropriation-and-watering-down-of-a-human-rights-movement-for-profit/* “Performative Allyship Within Capitalist Systems” Neurodiverging · January 2024https://www.neurodiverging.com/performative-allyship-within-capitalist-systems/Autistic Identity, Masking & Ableism (Research)* “Understanding Autistic Identity Contingencies” PubMed Central · December 2025https://pmc.ncbi.nlm.nih.gov/articles/PMC12804416/* “The Division Between Neurodiversity Advocates and The Rest of the World” Neuroclastic · January 2026https://neuroclastic.com/nd-nt/Counterpoint / Complicating Perspectives* “Make Neurodiversity Boring” Boston Review · June 2025https://www.bostonreview.net/forum/the-future-of-neurodiversity/make-neurodiversity-boring/* “The Definitional Problems at the Heart of the Neurodiversity Movement” STAT News · November 2025https://www.statnews.com/2025/11/24/neurodiversity-movement-neurotypical-definitional-problems/Weapon Metaphor & Language (Supporting Context)* “The Metaphor as Weapon” Harvard Political Review · February 2015https://harvardpolitics.com/metaphor-weapon/* “Weaponizing Words: War Metaphors and Public…” UIN Malang e-Journal · June 2025https://ejournal.uin-malang.ac.id/index.php/humbud/article/view/32376Connect:* Drop a comment… How do you experience… condescension?* How have you answered it?* Hit the “subscribe” box for new releasesGet the Chapbook:Press enter or click to view image in full sizeevery clock is a handgun pointed at my head, art, poetry, and raw neurodivergent truth. Thirteen pieces. One autistic life, unfiltered. Available on AmazonSubscribe to AutisticAF Out Loud… free or paid… and get the full PDF in your inbox. On me. #AutisticAF Out Loud Newsletter: One Voice. Raw. Real. Fiercely Autistic.I'm an autistic poet and spoken word performer, diagnosed at 63. Now in my 70s. I've been publishing AutisticAF Out Loud since 2019… work that refuses to be packaged.My spoken word piece , every clock is a handgun pointed at my head, was published in Wordgathering, a journal of disability poetry & literature. In 2022, I spoke at the UN World Autism Acceptance Day about my illustration work rooted in autism & ADHD.I live in a rural Indiana trailer… across the courtyard from my wife's trailer… with my 2 dogs & cat. Occasionally I shave… to face Walmart.The algorithms hate me. I must be doing something right.#SpokenWord #AutismAcceptance #AutisticPoetry#AutisticAF Out Loud Newsletter is a reader-supported publication. Click below to receive new posts… free. To support my ongoing work, consider a paid subscription.Support AutisticAF.me with a one-time tip here: Paypal · Ko-Fi · Facebook Pay “Johnny Knapp Âû”https://ko-fi.com/autisticaf This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit johnnyprofaneknapp.substack.com/subscribe

When does curiosity turn into a microaggression? We break down the Sabrina Carpenter Coachella moment, celebrity accountability and what we can all learn.

Send us Fan MailA tiny comment can hit like a gut punch, and the worst part is how easy it is to doubt yourself afterward. We pick up Microaggressions Part Two by focusing on the person on the receiving end: what you feel, what your nervous system does in real time, and how to respond in a way that protects your dignity without turning every moment into a fight.We break down the stress response (fight, flight, freeze, or fawn) and why microaggressions can trigger frustration, confusion, self-doubt, anxiety, and emotional exhaustion even when the “intent” is fuzzy. Then we get practical: the 3-3-3 reset (three things you hear, three you see, move three body parts), simple paced breathing, and mindful pauses that bring you back to the present so you can choose your next move.From there, we share real-world scripts for handling workplace microaggressions, family comments, and social situations: clarifying questions that stay neutral, I statements that describe impact without accusing, educational responses when someone truly doesn't get it, and boundary-setting when direct is best. We also talk about when it's valid to say nothing, how to process the emotional residue afterward, and the bigger therapy truth that you can't control other people, only yourself and your choices about access.You'll also hear our Winner of the Week story, plus a quick spotlight on Happy, an adoptable pup. If this helped, subscribe, share it with a friend, and leave us a review so more people can find the show.Recorded 4-6-26FIND ME:My Website: https://motorcityhypnotist.com/podcastMy social media links: Facebook:  https://www.facebook.com/motorcityhypnotist/YouTube: https://www.youtube.com/channel/UCCjjLNcNvSYzfeX0uHqe3gATwitter: https://twitter.com/motorcityhypnoInstagram: motorcityhypnoFREE HYPNOSIS GUIDEhttps://detroithypnotist.convertri.com/podcast-free-hypnosis-guidePlease also subscribe to the show and leave a review.(Stay with me as later in the podcast, I'll be giving away a free gift to all listeners!)Change your thinking, change your life!Laugh hard, run fast, be kind.  David R. Wright MA, LPC, CHTThe Motor City Hypnotist

Send us Fan MailA compliment that makes your stomach drop is still a problem, even if the speaker “meant well.” We unpack microaggressions, those subtle comments and behaviors that communicate bias, and we explain why they're called micro even though the impact can be anything but small. Along the way, we give real examples you've heard at work, in public, and online, like “you're so articulate,” “you're surprisingly confident,” “I don't see color,” and the passive aggressive habit of not bothering to learn someone's name.We also talk about what repeated microaggressions do to your mental health. Think of them like paper cuts: one is annoying, but daily paper cuts create real pain. That buildup can lead to anxiety, self doubt, emotional fatigue, and the exhausting inner debate of “Did I imagine that?” We get into why this happens so often, including unconscious bias and learned mental shortcuts, and why good intentions don't cancel the harm.Then we turn it practical. If you're on the receiving end, we walk through steps to pause, validate what you felt, and name the issue so a real conversation can happen. If you realize you've said something that landed wrong, we lay out a clean repair: listen without defensiveness, apologize without qualification, and learn and adjust. Plus, a winner of the week story about a guide dog named Jerry who helps detect a dangerous blood clot, and a quick spotlight on Rio who needs a home. Subscribe, share this with a friend, and leave us a review so more people can find the show.Recorded 4-6-26FIND ME:My Website: https://motorcityhypnotist.com/podcastMy social media links: Facebook:  https://www.facebook.com/motorcityhypnotist/YouTube: https://www.youtube.com/channel/UCCjjLNcNvSYzfeX0uHqe3gATwitter: https://twitter.com/motorcityhypnoInstagram: motorcityhypnoFREE HYPNOSIS GUIDEhttps://detroithypnotist.convertri.com/podcast-free-hypnosis-guidePlease also subscribe to the show and leave a review.(Stay with me as later in the podcast, I'll be giving away a free gift to all listeners!)Change your thinking, change your life!Laugh hard, run fast, be kind.  David R. Wright MA, LPC, CHTThe Motor City Hypnotist

Is banter just harmless fun — or is something deeper going on beneath the surface?Joel, Stu and Tim open with Easter reflections, including JoelChristian humour, banter and friendship, male friendship theology, tall poppy syndrome Australia, hegemony church, belonging and identity, Andrew Huberman friendship, banter church community, shock absorber podcast, soul revival church, church leadership podcast, intergenerational ministry, Christian culture Australia, microaggression, theology of joy, fruit of the spirit joy, church and culture, adolescent belonging, Easter baptism, Christian banter baptising his own son at the river service, before diving into a clip from Andrew Huberman's podcast about male friendship and the role of humour in building trust and loyalty.What starts as a straightforward conversation quickly gets complicated: tall poppy syndrome, hegemony, the Cronulla riots, a bucks party gone wrong, a proverb about flaming arrows, and the question of whether Jesus ever actually made a joke.This is one of the most honest and wide-ranging conversations the Shock Absorber has had. If you've ever wondered how to think Christianly about humour, banter and belonging, especially with young people, this is worth your time.Timestamps00:00 Welcome and Easter reflections09:30 Andrew Huberman on male friendship — does banter build trust and loyalty?13:00 Tim's cautions: power imbalances, adolescent vulnerability and passive aggression17:00 Stu's story: family of origin, words of affirmation and learning banter as a foreign language20:30 NT Feather, tall poppy syndrome and the Australian pressure to cut people down27:00 The bucks party: stocks, a hacksaw and being expelled from the group40:00 Hegemony, racism and the Cronulla riots — the darker thread in Australian banter culture48:00 Does Jesus ever make a joke? What does God's laughter mean?54:00 Tim's takeaway — joyfulness, the fruit of the Spirit and what redeemed humour looks likeDiscussed on this episodeCultivating Awe & Emotional Connection in Daily Life | Dr. Dacher Keltner and Andrew HubermanNT Feather on tall poppy syndromeMiroslav Volf's Exclusion and EmbraceChester Pierce on microaggressionsGramsci's concept of hegemonySubscribe, leave a review, and send your thoughts to Joel at joel@shockabsorber.com.au

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This week on “Crina and Kirsten Get to Work”, we dig into the 2025 *Women in the Workplace* report—the largest study of women in corporate America, spanning 280+ companies and over 1 million employees—and ask a hard question: what happens when women stop wanting the next rung?  SHOW NOTES For over a decade, this report has tracked slow, incremental progress. Women now make up nearly 30% of the C-suite, up from 17%. But the underlying systems? Largely unchanged.   And now, a new shift: women's ambition is declining.   What We're Seeing (Again) Some findings won't surprise you—but they should still frustrate you:   The “broken rung” persists: for every 100 men promoted to manager, only 93 women are—dropping to 82 for Asian women and Latinas, and just 60 for Black women.   Representation shrinks at every level: from ~48% at entry level to ~28% in the C-suite.   Microaggressions remain common: 30–40% of women report daily bias.   The double burden is real: women continue to carry more unpaid labor at home.   Flexibility helps—but comes with penalties: remote women are less likely to be promoted.   Performance systems still favor men: women are less likely to be rated “excellent.”   Most companies still aren't doing the full set of things that actually work.   What's New (and Concerning) This year's report introduces a real shift:   The ambition gap is growing: women are now less likely than men to want promotions (80% vs. 86%), with sharper gaps at entry and senior levels.   Corporate commitment is slipping: only 50% of companies prioritize women's advancement—and many are rolling back programs.   Burnout is peaking for senior women: 60% report burnout, higher than men at the same level.   Flexibility stigma is measurable: remote women are advancing less, while companies reduce hybrid options.   So… What Gives? If the system hasn't meaningfully changed—and in some cases is backsliding—opting out starts to look less like a personal choice and more like a rational response.   What Needs to Happen   For companies and managers: Fix promotion pipelines with real data and accountability.   Invest in sponsorship (not just mentorship).   Address microaggressions in real time, not just in training decks.   Support managers so they can actually develop people.   Normalize flexibility without career penalties.   Stop quietly backing away from diversity commitments.   For individual women: Track your impact and advocate clearly for advancement.   Build networks and sponsorship relationships.   Make bold career moves—even before you feel “100% ready.”   Push for equity at home as well as at work.   The Bottom Line The issue isn't that women lack ambition—it's that the cost of ambition remains too high.  

"You don't look autistic." Four words that might seem like a compliment but can deeply invalidate an autistic person's identity and lived experience.   In this bonus episode, I'm unpacking why these well-meaning comments are actually microaggressions: small, accumulating emotional paper cuts that affect not just autistic individuals, but their partners, families, and friends too.   I'm drawing from 20+ years in the field and my own experience raising an autistic daughter to explain how outdated stereotypes, confirmation bias, and gaps in professional training lead to widespread misdiagnosis and dismissal. I'm also diving into masking—why autistic people learn to mask, and the real cost it carries.   Autism doesn't have a look, but it does deserve to be seen.

Punch Macaque: Punch is taking over the world and we are all the better for it. All hail Punch-kunThe Burbs TV Show: Jim watched The Burbs TV show, so you don't have to! Corey Feldman cameo and all!Corey Awkward Interview: As if there are any other types of Corey interviews, Jason Fraley delivers us a doozy.COREY FELDMAN!, SHOW STOPPER!, LET'S JUST TALK!, DON CHEADLE!, BOOGIE NIGHTS!, JIM AND THEM IS POP CULTURE!, PO BOX!, SHOUT OUTS!, REAL ONES!, HACKAMANIA!, PROMO CODE THEM!, REAL ONES!, ALL DAY GOONS!, MACAQUE!, PUNCH!, PUNCH-KUN!, ORAN-MAMA!, MONKEY!, JAPANESE ZOO!, MAH-COCK!, DISCIPLINE!, HIERARCHY!, NATURE!, BIPED L!, MOGGING!, HOMOSAPIEN MAXXING!, PO BOX!, LVL UP EXPO!, ALAMO DRAFTHOUSE!, NYC!, SCREENING!, Q&A!, EPSTEIN FILES!, THE BURBS!, TOM HANKS!, KEKE PALMER!, PEACOCK!, REMAKE!, MICROAGGRESSION!, PICKET FENCES!, JACKET!, RICKY!, CAMEO!, DESPERATE HOUSEWIVES!, FRIDGERATOR!, BODY!, HUSBAND!, MYSTERY!, INTERVIEW!, JASON FRALEY!, CAT!, ADRIEN SKYE!, INTERVIEW!, CRINGE!, FRIDAY THE 13TH!, ROB REINER!, MURDER!, NIC REINER!, STAND BY ME!, AWKWARD!, EAR!, NFT!, BITTERSWEET!, SPECIAL NIGHT!, DAVID LYNCH!, MIKE TYSON!, HOLYFIELD!, TRUMP!, TRAUMA!, TRAINWRECK!, ANNOUNCEMENTS!, PAIMON!, JASON PATRIC!, COREY'S TWITTER!, RANTS!, GANGSTALKING!, GASLIGHTING!, ADRIEN SKYE!, CHOPPER!, ONE PIECE!, GROK ARGUMENT! You can find the videos from this episode at our Discord RIGHT HERE!

The hosts of “Lifting, Running, and Living” welcome back Joy Parrish, a longtime podcaster and mental health therapist. After a brief discussion about Joy's recent donkey run, they dig into how to evaluate wellness/fitness figures when their names or associations surface in scandals, using Peter Attia's appearance in the Epstein files as context. Joy emphasizes ethics, “do no harm,” bystander responsibility, and accountability, critiques Attia's PR response, and explains why his medical background (including not being board certified) matters in public perception. The conversation broadens to locker-room talk, microaggressions, and ingroup/outgroup bias, then closes with how the hosts draw firmer lines with influencers and prioritize values and accountability over persona.00:00 IRL Pod Reunion01:28 Meet Joy Parrish05:57 Attia and Epstein Files19:14 PR Breakdown Takeaways25:00 Locker Room Talk Rant30:51 Microaggressions and Bystanders34:44 Waiting For The Facts38:06 Calm Confrontation Tactics40:25 Ingroup Bias And Identity42:48 Drawing Lines With Experts45:06 Influencer Worship And Grifts53:46 Fitness Claims And Vulnerability54:52 Manifestation Coaching Critique58:44 Tyra Banks And Accountability01:01:26 Closing Thoughts And Wrap UpFollow the pod at ⁠⁠⁠@liftingrunninglivingpod⁠⁠⁠Email us at ⁠⁠⁠liftingrunninglivingpod@gmail.com⁠⁠⁠Follow JK at ⁠⁠@coachjkmcleod⁠⁠Follow Kelly at ⁠⁠⁠@runningklutz ⁠

Send a textDiscrimination and minority stress can create a chronic nervous-system load: not only dealing with the moment, but also anticipating bias, managing risk, and constantly scanning for safety and belonging. In this episode, we explore minority stress as an accumulation of experiences—overt discrimination, microaggressions, stereotyping, exclusion, and the invisible effort of code-switching or masking. Using simple polyvagal-informed language, we look at how chronic vigilance can keep the body in mobilised protection or shutdown, and we offer practical ways to support regulation without minimising the reality of the environment. We close with a short grounding practice focused on orienting to neutral and welcoming cues, and anchoring a sense of belonging in the self.In this episode, you'll learnA clear definition of minority stress and why it belongs in a trauma-types seriesHow accumulation and anticipation create chronic nervous-system strainPolyvagal-informed patterns: hypervigilance and shutdown in response to “not-safe-enough” environmentsThe “double load” of code-switching, masking, and constant self-monitoringCommon signs (non-diagnostic): tension, sleep disruption, avoidance, over-performing, numbnessWhat helps: low-demand belonging, boundary micro-skills, resourcing after exposure, supportive validationA grounding practice designed for belonging and present-moment safety cuesGrounding practice (2–3 minutes): “Orient + Belonging Cue”Find one neutral objectFind one welcoming cue (colour, light, texture)Supportive posture with feet on the  floorPhrase: “I belong to myself” (or “I'm allowed to take up space”)Longer exhale releaseCheck the website for the free resources offered for both those affected by trauma and those supporting them.What's next: Society-Shaped Trauma (Part 2): Poverty, Insecurity & Social ExclusionSupport the show

Why have "Risky Conversations"? Because everything worthwhile is on the other side of one. In this episode, I sat down with Dr. Cristina Alcalde, professor at Miami University in Ohio, gender and women's studies scholar, anthropologist, and leadership coach, to pull back the curtain on institutionalized bias. Recorded in December 2025—just before the devastating events of Operation Metro Surge in Minnesota—this conversation provides a hauntingly timely framework for understanding the transition from systemic exclusion to institutional violence. In this episode, we explored: Beyond "Us vs. Them": Why addressing institutional whiteness isn't about attacking people, but about fixing the hidden systems that block everyone from equity.The "Illusion Bubble": Why the status quo feels so "natural" to some, while creating moving goalposts for high-achieving women of color.Feminist Curiosity: How to stop being "complicit" and start asking the risky question: "Who actually benefits from the status quo?" Agency in the Heavy Moments: Navigating institutional hate while holding onto our internal authority and resistance.Connecting the Dots: How historical exclusions—like redlining—continue to build the workplace barriers we see today.Mentioned in this episode: Connect with Dr. Cristina Alcalde on LinkedIn: https://www.linkedin.com/in/m-cristina-alcalde-ph-d-24b71b8b/Dr. Cristina Alcalde's Faculty Webpage: https://miamioh.edu/profiles/cas/m-cristina-alcalde.htmlDr. Cristina Alcalde's Website: https://www.crisalcalde.com/Donate to Support our St. Paul Public Schools Community Fund https://my.cheddarup.com/c/support-our-st-paul-public-schools-community/itemsLearn more about Jamie's Executive Coaching Services: https://www.jamieleecoach.com/applyText me your thoughts on this episode!Enjoy the show? Don't miss an episode, listen and subscribe via Apple Podcasts or Spotify. Leave me a review in Apple Podcasts. Connect with me Book a free hour-long consultation with me. You'll leave with your custom blueprint to confidence, and we'll ensure it's a slam-dunk fit for you before you commit to working with me 1:1. Connect with me on LinkedIn Email me at jamie@jamieleecoach.com

Send us a textTo be unprofessional isn't always a choice, let alone a liberating one. Because when the system was never built with you in mind, speaking up and challenging the status quo comes with great risk and privilege – and it's something Black women had to learn very early on.The brilliant Dr. Tieren Scott joins me this week for a raw and honest conversation about what it means to be Black in the world of work. She generously shares her experience of professional masking, the exhaustion of code-switching to appease others, and what it feels like to mold yourself within a misaligned system, while carry the weight of your community on your shoulders.This conversation is a vital reminder that some professional masks weigh heavier than others, and why choosing authenticity over palatability is a radical act of unprofessionalism.Find out about:Tieren's professional experience as a Black woman in AmericaThe daily self-censorship and masking that Black women face in professional settingsThe biases and microaggressions that show up in places of work for Black peopleThe importance of uplifting minority groups, by putting them in the room – and promoting them when they're not thereWhy white colleagues need to get curious and ask more questions, to be better allies at workLinks:WebsiteLinkedInSupport the show✨✨✨You can now find the podcast on Substack, where your host Dr. Myriam Hadnes is building a club for you to find fellow listeners and peers: https://myriamhadnes.substack.com/

【Podcast】「勇敢的人先享受世界」英文怎麼說？

In this episode we break down Chapter 5 of Nedra Glover Tawwab's Set Boundaries, Find Peace and show you exactly what boundary violations look like in real life. We walk through micro and macro boundary violations, microaggressions, oversharing, guilt trips, enmeshment, codependency, trauma bonding and counter dependency, using real examples of toxic relationships, emotional manipulation, mixed messages, people pleasing and walking on eggshells in dating, marriage, family, friendships and at work. You will hear scripts and phrases to call out gaslighting and guilt tripping, how to say no without over explaining, how to shut down trauma dumping and microaggressions, and how to stop drowning for people who refuse to stand in three inches of water.If you are a people pleaser, recovering codependent, or stuck in a toxic relationship, this conversation will help you recognize red flags, set clear boundaries and reclaim your time, energy and peace. We close with powerful reflection questions on how your life will change with healthy boundaries and challenge you to pick one relationship where you finally stand your ground instead of being the ground they walk on, then share your biggest boundary struggle and what you're doing to work on it in the comments so your story can help someone else. Keywords: boundaries, boundary violations, healthy boundaries, people pleasing, codependency, enmeshment, trauma bonding, counter dependency, microaggressions, guilt trips, toxic relationships, emotional abuse, gaslighting, Nedra Glover Tawwab, Set Boundaries Find Peace, relationship advice, healing journey, personal growth.Disclaimer: We are not professionals. This podcast is opinioned based and from life experience. This is for entertainment purposes only. Opinions helped by our guests may not reflect our own. But we love a good conversation.Become a supporter of this podcast: https://www.spreaker.com/podcast/2-be-better--5828421/support.

In this insightful interview, director Neeraj Ghaywan and cast members Ishaan Khatter and Vishal Jethwa discuss the themes of classism and casteism explored in the Netflix movie 'Homebound.' They share personal experiences and reflections on how caste and class discrimination still permeates Indian society today, despite assumptions that such issues are outdated. The conversation delves into the impact of systemic discrimination, the importance of education for marginalised communities, and the transformative experiences the cast underwent while preparing for the film. 00:00 Introduction: Is Classism Still an Issue? 00:19 Personal Experiences with Class and Caste 01:14 Understanding Caste in India 02:31 The Impact of Caste on Identity 05:16 Experiences of Discrimination 08:20 Exploring Caste in Rural India 13:03 Moments of Unity and Generosity 15:33 Navigating Social Expectations 16:02 The Privilege of Career Choices 16:43 Survival vs. Ambition 18:29 Microaggressions and Their Impact 19:03 Taking Back Power and Dignity 20:14 Identity and Social Capital 25:32 Education as a Path to Empowerment 26:29 Challenging Assumptions and Division 28:06 Final Thoughts and Reflections

Microaggressions might be more frustrating to deal with than outright, obvious discrimination. Support the showNew Website: badattitudespod.comBad Attitudes Shop: badattitudesshop.etsy.comBecome a Member: ko-fi.com/badattitudespod Follow @badattitudespod on Instagram, Facebook, Threads, and BlueSkyBe sure to leave a rating or review wherever you listen!FairyNerdy: https://linktr.ee/fairynerdy

In this bonus episode of Selective Ignorance, Mandii B opens with a candid breakdown of how the recent government shutdown has thrown travel into chaos—from delayed flights to system failures—setting the stage for a conversation rooted in both humor and frustration [00:00 Government Shutdown and Travel Chaos]. She shares her own travel nightmare, using the experience to highlight how political decisions trickle down to everyday inconveniences, especially for frequent travelers. The episode transitions into the delicate territory of weight gain in relationships, where Mandii discusses how partners often struggle with honesty, sensitivity, and boundaries when broaching the topic [18:29 Navigating Weight Conversations in Relationships]. She unpacks the emotional complexity behind body changes, emphasizing communication over criticism and the importance of approaching loved ones with empathy rather than judgment. As the conversation deepens, Mandii explores family dynamics during the holidays, especially for queer individuals navigating acceptance, identity, and the pressure of returning home to families who may not fully understand or respect their experiences [29:14 Family Dynamics and Queer Identity During Holidays]. She reflects on the emotional labor that marginalized people often carry during these gatherings and encourages listeners to honor their own comfort and boundaries. The episode concludes with a thoughtful discussion on microaggressions and diversity in the workplace, where Mandii breaks down the subtle biases that marginalized employees encounter and how companies frequently fall short in fostering truly inclusive environments [36:40 Microaggressions and Workplace Diversity Issues]. She stresses the need for accountability, open dialogue, and intentional change—both in corporate culture and in personal interactions. “No Holes Barred: A Dual Manifesto Of Sexual Exploration And Power” w/ Tempest X!Sale Link Follow the host on Social MediaMandii B Instagram/X @fullcourtpumps Follow the guest on Social Media @jayjurden Follow the show on Social MediaInstagram @selectiveignorancepodTiktok @selective.ignoranceX/Twitter @selectiveig_podSee omnystudio.com/listener for privacy information.

Oly, Ron and MoHugs discuss Microaggression, Moving on from toxic friendships, and Brotherhood.

In this episode, Brittany and Windsor delve into the complexities of microaggressions, exploring their definitions, implications, and the societal norms that perpetuate them. They discuss the impact of implicit bias, the myths surrounding meritocracy, and the nuances of cultural assumptions. The conversation highlights the importance of understanding intent versus impact in communication and the need for greater awareness of societal issues.

Dr. Sara Ailshire, an anthropologist and Evidence Based Birth® Research Team member, and her husband, Dr. Siavash Samei, an environmental archaeologist, share the story of welcoming their rainbow baby after loss. In this episode, Sara and Siavash open up about navigating miscarriage care in the wake of changing abortion laws in Ohio, the anxiety and hope of pregnancy after loss, and Sara's experience with developing preeclampsia near the end of her pregnancy. They describe how they worked with a supportive midwifery team, hired a doula for advocacy and comfort, and ultimately experienced an induction that honored their preferences for a low-intervention birth. Their story also sheds light on the realities of discrimination in healthcare, the importance of community support, and the resilience found in becoming parents after loss. (01:58) Facing Miscarriage in Ohio and Barriers to Care (07:35) Pregnancy After Loss: Anxiety, Detachment, and Hope (13:04) Finding Midwifery Care in Kentucky and Planning a Low-Intervention Birth (20:29) Preparing for Birth: Classes, Doulas, and Advocacy Concerns (22:37) Early Signs of Preeclampsia and Navigating Blood Pressure Monitoring (30:33) Deciding on Induction at 38 Weeks (36:39) Laboring with Support and Moving Through Transition (42:43) Birth of Ferdous and Unexpected Placenta Complications (49:34) Advocacy, Microaggressions, and the Role of the Doula (54:23) Advice for Expecting Parents: Finding Calm, Support, and Autonomy   Resources Learn more about preeclampsia: www.preeclampsia.org Miscarriage Care Instructions from Kaiser Permanente: healthy.kaiserpermanente.org Dobbs-Era Abortion Restrictions and Miscarriage Care: kff.org Navigating Miscarriage Management Post-Dobbs: whijournal.com Emotional Coping After Miscarriage: americanpregnancy.org An Account of a Miscarriage at Home: miscarriageassociation.org.uk Supply List for a Miscarriage at Home: miscarriagematters.org.nz Learn about the Jada System: organonpro.com The Birthing Spa in Stanford, Kentucky: thebirthingspa.com   For more information about Evidence Based Birth® and a crash course on evidence based care, visit www.ebbirth.com. Follow us on Instagram and YouTube! Ready to learn more? Grab an EBB Podcast Listening Guide or read Dr. Dekker's book, "Babies Are Not Pizzas: They're Born, Not Delivered!" If you want to get involved at EBB, join our Professional membership (scholarship options available) and get on the wait list for our EBB Instructor program. Find an EBB Instructor here, and click here to learn more about the EBB Childbirth Class.

Send us a text Autistic adulting workplace drama? In this raw ramble on Adulting with Autism, host April (autistic OT) chats with psychologist John O'Brien, Ph.D., on beating rudeness, microaggressions, and burnout for neurodivergent wins. From "Bowling Alone" fragmentation (social media, politics, pandemic) to employer policies that actually work, John shares why incivility costs billions ($2B/day!) and how to bridge neurotypical-neurodivergent gaps without coddling. Transcript gems: Microaggressions for autistics (directness misread as rude), inclusive training (not just anti-bullying—accountability for leaders), healthcare burnout death spiral (COVID isolation + staffing shortages), and mentoring revival (disclose if safe, accentuate strengths). For autistic young adults navigating jobs, parents spotting toxic vibes, or OT squad fighting turnover, this is your 'what the actual?' toolkit—no psycho-babble, just science-backed civility rehab. Timestamps:  0:00 - Intro: Workplace Chaos & John's Journey  2:30 - Rise of Rudeness (Pandemic Perfect Storm)  8:45 - Microaggressions for Neurodivergents  15:20 - Employer Policies & Inclusive Training  22:10 - Burnout in Healthcare (Death Spiral?)  30:00 - Mentoring & Support Hacks  40:00 - Final Advice & Resources  50:00 - Outro Sub on Apple Podcasts or Spotify for unmasked tips—reviews build the squad! Linktree for full eps, John's Rudeness Rehab book (Amazon), activatesuccess.org (coaching/speaking), and Adulting with Autism merch: 'Dynamite' tees for civility sparks or 'Magic Shop' hoodies for squad resilience. Your microaggression story? Comment! Follow @adultingautismbts on TikTok for clips. #AutisticAdultingTips #WorkplaceRudeness #NeurodivergentWork #AutisticBurnout #AdultingWithAutism #BTSNeurodivergent #MicroaggressionsAutism #OTTips #RudenessRehab #WorkplaceIncivility #AutisticJobs #HealthcareBurnout #MentoringAutism #PsychologyHacks #CivilityTraining https://linktr.ee/adultingwithautism | https://podcasts.apple.com/us/podcast/adulting-with-autism/id1726252789 | https://open.spotify.com/show/3x5XAhD6vUr9vyxwo7PUrn | https://activatesuccess.org/# | Rudeness Rehab Autistic adulting chaos? My MFish Dragon Charger slays—sleek, bold design with soul (no Apple boredom!), powers phone/laptop through BTS sessions. Daily obsession for my neurodivergent brain—ordering more! Quick pre-roll from Adulting with Autism. Affiliate link below (I earn from purchases—thanks!) Get fierce for fall with the Empowerment Collection and Power in the Frequency! Bold colors, ultimate comfort, and designs made for neurodivergent pride. Shop now to support the show and join the Alliance—find your new favorite at the link in show notes. mfish: Organize. Simplify. Win Eco-friendly, high-quality tech tool to simplify school, work and life Find Your Fierce This Fall: Empowerment Shop now to support the show and join the Alliance—find your new favorite at the link in show notes. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you. Support the show @adulting_autism adultingwithautism.podcast@outlook.com Hosted on Acast. See acast.com/privacy for more information.

  What if a childhood trauma followed you into the boardroom? In this powerful episode, Wall Street Journal bestselling author and DEI leader Mita Mallick shares the story of her long hair being burned as a “joke” when she was a little girl. She thought bullying ended on the playground, but learned the painful truth that bullies follow you into Corporate America. Mita, a top LinkedIn Voice and contributor for Harvard Business Review, has built her brand by tackling tough topics head-on. She joins us to share insights from her two bestselling books, including her latest, The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses. Key Takeaways: How to spot a toxic boss and understand their impact on your career. The surprising link between being a bad boss and becoming a great leader. How to handle microaggressions like having your name changed by colleagues and reclaim your identity. Strategies for navigating pregnancy discrimination and theft of your ideas in the workplace. The secret to building a culture of integrity and accountability. Practical ways to recover from burnout and find work-life balance. Connect with us: Learn more about our guest, Mita Mallick, on LinkedIn at https://www.linkedin.com/in/mita-mallick-2b165822/ and https://www.mitamallick.com/. Follow our host, Samorn Selim, on LinkedIn at https://www.linkedin.com/in/samornselim/. Get a copy of Samorn's book, Career Unicorns™ 90-Day 5-Minute Gratitude Journal: An Easy & Proven Way To Cultivate Mindfulness, Beat Burnout & Find Career Joy, at https://tinyurl.com/49xdxrz8.  Ready for a career change?  Schedule a free 30-minute build your dream career consult by sending a message at www.careerunicorns.com.   

Join Simma, the Inclusionist, as she hosts an illuminating conversation with Dr. Nneka and Dr. Angela, two Nigerian-born, U.S.-based doctors and authors. They discuss their empowering book, 'Voices of Triumph: Stories of African Women Immigrants in America,' which chronicles challenges and triumphs faced by African women immigrants. Delve into personal anecdotes of overcoming adversity, the significance of community, cultural impact, and the importance of recognizing self-worth. This episode is a must-listen for anyone interested in bridging cultural divides and celebrating resilience.   00:00 Introduction and Podcast Overview 01:09 Meet the Guests: Nigerian Doctors and Authors 02:08 The Journey of Writing 'Voices of Triumph' 03:10 Challenges and Triumphs of Immigrant Women 07:03 Navigating Workplace Politics and Racism 20:41 Microaggressions and Imposter Syndrome 26:35 Embracing Identity and Overcoming Adversity 28:52 The Power of Community 32:03 Embracing Technology and Overcoming Fear 37:33 Cultural Impact and Responsibilities 47:05 Balancing Cultural Expectations and Self-Care 50:39 Empowerment and Resilience 53:17 Final Thoughts and Contact Information   Guest Bio:Dr. Angela Ikeme holds a Doctor of Nursing Practice degree from the University of San Francisco in Executive Leadership, a Master's in Nursing Education Degree from Grand Canyon University, and a Bachelor of Nursing Science degree from the University of Phoenix. She is a Nurse Executive Board Certified. She holds a California Registered Nurse Licence, has spent over 30 years in clinical and administrative nursing, and is a professor at the University of San Francisco, California. She has spent most of her career advocating for high-quality education for nurses and ensuring that nurses provide evidence-based, high-quality, and safe patient care. She is a compassionate, passionate, transformational leader, an advocate for equity and social justice, a mentor, and an entrepreneur. Dr. Angela is an enthusiastic and authentic leader with a strong passion for respect for others. She is committed to building community through partnership and collaboration, hence her love and commitment to providing high-quality nursing education to students at Merit College of Nursing Sciences Orlu, Imo State, Nigeria, where she is a co-founder and the Executive Provost of the school. Dr. Nneka Chukwu holds a Doctoral Degree in Nursing with an emphasis in Healthcare Systems Leadership, a Master's degree in Business Administration, a certification as an Advanced Nurse Executive, and a certification as a Legal Nurse Consultant. She has over 20 years of experience in the healthcare industry, including Maternal Child Health, Critical Care, Leadership, Academia, and Quality/Risk Management. Dr. Nneka is currently the Director of Women and Children's Services and an Adjunct Faculty in the University of San Francisco Graduate Nursing Program. She is a published author, a mentor, a motivational speaker at the local and international level, and a seasoned leader who is well-versed in developing programs, leading projects, and team building.   Click here to DONATE and support our podcast All donations are tax deductible through Fractured Atlas. Simma Lieberman, The Inclusionist, helps leaders create inclusive cultures. She is a consultant, speaker, and facilitator. Simma is the creator and host of the podcast, Everyday Conversations on Race. Contact Simma@SimmaLieberman.com to get more information, book her as a speaker for your next event, help you become a more inclusive leader, or facilitate dialogues across differences. Go to www.simmalieberman.com and www.raceconvo.com for more information Simma is a member of and inspired by the global organization IAC (Inclusion Allies Coalition)    Connect with me: Instagram Facebook YouTube Twitter LinkedIn Tiktok Website    Previous Episodes Black Health Matters: Community, Data, and the Journey to Wellness with Kwame Terra What Might Be: Friendship, Race, and Transforming Power Global DEI: Apartheid to Equity Loved this episode?  Leave us a review and rating

Send us a textDownload Your FREE Complete Guide to Verbal Judo ScriptsYou walk into the boardroom prepared to present your strategic recommendations to the executive team. The CEO looks up and says, "Oh good, can you grab us some coffee while we wait for everyone to arrive?" You're the Senior Product Manager with four years of leadership experience and three successful product launches under your belt. Sound familiar?What This Episode Is About:This episode teaches you "Verbal Judo" - powerful communication techniques that help women leaders handle microaggressions and workplace challenges with confidence and grace. Host Kele Belton shares strategies to maintain your authority, demonstrate your expertise, and respond professionally when your leadership is inappropriately questioned.What You'll Learn:The unexpected technique that turns challenging comments into opportunities to demonstrate your leadershipWhy your ideas get ignored and the proven strategy that ensures proper credit every timeReady-to-use language for the most common situations that undermine women leadersThe strategic mindset shift that transforms you from defensive to commandingHow to protect your energy while building unshakeable confidence in challenging workplace dynamicsKey Takeaways:✓ Practical scripts you can use immediately in workplace situations ✓ How to establish ownership of your ideas proactively✓ Strategic timing for when to respond vs. when to let things go ✓ Energy management techniques to prevent burnout from constant navigation of workplace dynamicsResources Mentioned:Free download: Complete Guide to Verbal Judo ScriptsIgnite Your Leadership Power Accelerator (registrations opening next week)About Your Host:Kele Belton is a communication and leadership facilitator, coach, and consultant who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with Kele for more leadership insights:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

Send us a textMicroaggressions aren't just about race—they can happen to anyone who feels marginalized. Master Certified Coach Cheryl Procter-Rogers reveals how these subtle slights create "little cuts that become bigger wounds" over time, affecting everything from workplace dynamics to personal confidence.Drawing from over 40 years of experience, Cheryl shares her powerful "3P Framework"—Pause, Process, Proceed—that gives both coaches and clients a structured approach to navigate these challenging moments. Through compelling personal examples, including her own experience with a business colleague who couldn't comprehend that a Black woman held a senior executive position, she illustrates how microaggressions manifest in everyday interactions.For coaches, this conversation provides crucial insights into recognizing when clients are experiencing microaggressions. Listen for phrases like "something felt off in that meeting" or "I don't know if I'm being too sensitive." Many clients presenting with imposter syndrome or unexplained fatigue may actually be suffering from the cumulative impact of these subtle forms of discrimination. Cheryl offers specific coaching strategies that avoid re-traumatizing clients while helping them develop effective responses.The most transformative insight? Focus on intent rather than impact. This simple shift helps clients process their experiences without personalizing them, creating space for healing and growth. Whether you're a coach working with clients navigating difficult workplace dynamics or someone experiencing microaggressions yourself, this episode provides practical frameworks to transform these moments into opportunities for deeper understanding. Connect with Cheryl Proctor-Rogers on LinkedIn to continue this important conversation and explore more of her thought leadership on coaching through challenging situations.Watch the full interview by clicking here. Find the full article here.Learn more about Cheryl Procter-Rogers here.Grab your free issue of choice Magazine here - https://choice-online.com/

In this episode of A2 THE SHOW, we sit down with Don Rob — writer, interviewer, and documentary creator with a decade of experience in leadership, business, and creative ventures. From helping build a multimillion-dollar startup to guiding global teams and managing top YouTube creators, Don has mastered the art of clarity and direction. Together, we dive into Lebanon's relationship-driven culture, the balance of humor and sensitivity across societies, and the transformative power of forgiveness, gratitude, and self-awareness. We also unpack how masculinity, emotional expression, and cultural challenges shape both personal growth and community.

Delanie Fischer is joined by Billie Lee—comedian, activist, and the first openly transgender cast member on BravoTV's Vanderpump Rules—and Dr. Gina Torino, psychologist and microaggression expert, to share insights from their book, Why Are You So Sensitive?: Navigating Everyday, Unintended Microaggressions. They discuss why microaggressions aren't “micro” at all, the devastating impact they can have on wellbeing, livelihood, and safety, how to raise our own awareness to become better allies, and practical tips for handling unintended microaggressions with grace—whether you're the receiver, the giver, or a bystander. This conversation is judgment-free, we've all committed and experienced microaggressions, whether we realize it or not.Plus:+ The #1 Thing to Do Before Taking Action on Someone's Behalf+ Assumptions We Make Based on Gender, Age, Race, and More+ 3 Common Microaggressions Disguised as ComplimentsWhy Are You So Sensitive?: Navigating Everyday, Unintended Microaggressions: https://www.simonandschuster.com/books/Why-Are-You-So-Sensitive/Billie-Lee/9781524873493Self-Helpless on Patreon: https://www.patreon.com/selfhelplessYour Host, Delanie Fischer: https://www.delaniefischer.comEPISODES RELATED TO THIS TOPIC:Cultural Appropriation vs. Cultural Appreciation with Trevia Woods: https://www.delaniefischer.com/selfhelplesspodcast/episode/2505c934/cultural-appropriation-vs-cultural-appreciation-with-trevia-woodsSpiritual Activism with Racial Justice Educator, Rachel Ricketts: https://www.delaniefischer.com/selfhelplesspodcast/episode/255a24cd/spiritual-activism-with-racial-justice-educator-rachel-rickettsCancel Culture vs. Accountability with Sonya Renee Taylor: https://www.delaniefischer.com/selfhelplesspodcast/episode/38432784/cancel-culture-vs-accountability-with-sonya-renee-taylorThe Body Positivity Movement: What's Working vs. What's Not? with Jessamyn Stanley: https://www.delaniefischer.com/selfhelplesspodcast/episode/e814d362/the-body-positivity-movement-whats-working-vs-whats-not-with-jessamyn-stanleySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Microaggressions interfere with the learning process and damage class community. In this episode, Kaija Hoyt joins us to provide a student's perspective on microaggressions and strategies to address them. Kaija graduated from SUNY Oswego in May 2025 with a major in Human Resource Management and a minor in Mathematics. She completed an honors thesis on “Mitigating Microaggressions in the Workplace.” and recently provided a workshop presentation on microaggressions to SUNY-Oswego faculty and staff. A transcript of this episode and show notes may be found at http://teaforteaching.com.  

It's time to build your family's future on a foundation of true health and freedom. Join us at Future Foundations—because your future generations deserve the best start to the mission that will outlive us… Check it out here. Use code FREEDOM25 for 25% off!  Whether you're looking for tinctures, topicals or teas or a deeper connection to your INNATE healing capacity, Noble Task Homestead is here to serve you. Join the movement. Visit NobleTaskHomestead.com/noblestan today and enjoy a 10% discount on your order. San Diego area residents, take advantage of our special New Patient offer exclusively for podcast listeners here. We can't wait to experience miracles with you!   Welcome to a new episode of the Future Generations podcast! In this episode, Dr. Stanton Hom sits down with Dr. Richard Blake, a leading expert in conscious connected breathwork and the principal investigator of the largest randomized controlled trial on this transformative practice. Dr. Blake shares his journey from traditional psychotherapy to pioneering breathwork, discusses the science behind altered states of consciousness, and explores the limitations of conventional mental health approaches. This episode is a must-watch for parents, health practitioners, and anyone interested in holistic healing, mental resilience, and optimizing human potential.   Highlights: “Conscious connected breathwork is not just a placebo, it's doing real things in the body and brain.”   “The best outcomes come from balance and moderation, not from extremism on either side.”   “Problems only change when people enter these pivotal mental states, talking about them isn't enough.”   “I want to be a voice of reason and truth, free from bias, and help people find real solutions.”   Timestamps: 00:00 – Introduction 04:18 – From Psychotherapy to Breathwork: Dr. Blake's Personal Healing Journey 05:40 – When Talk Therapy Isn't Enough 09:42 – Designing a Landmark Study: Real Results for Anxiety with Group Breathwork 13:33 – Altered States and Safety: Why Breathwork Needs Skilled Facilitation 19:39 – Masks, Mandates, and the Theatrics of Safety During COVID 22:05 – Coddling, Microaggressions, and the Unintended Harm of Therapy Culture 28:25 – When Mental Health Experts Are Struggling Too: The Echo Chamber Problem 39:22 – Breathwork as a Tool for Resilience, Insight, and Lasting Change 53:49 – Practical Breathwork Resources for Families and Practitioners   Resources:   Remember to Rate, Review, and Subscribe on iTunes and Follow us on Spotify!   Learn more about Dr. Stanton Hom on:   Instagram: https://www.instagram.com/drstantonhom  Website: https://futuregenerationssd.com/    Podcast Website: https://thefuturegen.com Twitter: https://twitter.com/drstantonhom  LinkedIn: https://www.linkedin.com/in/stanhomdc  Stay Connected with the Future Generations Podcast:   Instagram:  https://www.instagram.com/futuregenpodcast  Facebook: https://www.facebook.com/futuregenpodcast/    Links:    https://www.thehivemethod.co/ https://www.instagram.com/thehivemethod.co   About Dr. Richard Blake: Dr. Richard L. Blake holds a PhD in Psychology and led the largest randomized controlled trial on Conscious Connected Breathwork (CCB) to date. His work bridges science and somatic healing, challenging mainstream assumptions about mental health. He recently gained widespread attention for questioning whether therapy is always beneficial, pointing to unintended harms such as increased family estrangement. Dr. Blake advocates for a more individualized, integrative approach to well-being that includes but is not limited to traditional talk therapy.   The desire to go off grid and have the ability to grow your own food has never been stronger than before. No matter the size of your property, Food Forest Abundance can help you design a regenerative layout that utilizes your resources in the most synergistic and sustainable manner. If you are interested in breaking free from the system, please visit www.foodforestabundance.com and use code “thefuturegen” to receive a discount on their incredible services.   Show your eyes some love with a pair of daylight or sunset (or both!) blue-light blocking glasses from Ra Optics. They have graciously offered Future Generations podcast listeners 10% off any purchase. Use code FGPOD or click here to access this discount, and let us know how your glasses are treating you!   One of the single best companies whose clean products have supported the optimal wellness of our family is Earthley Wellness. Long before there was a 2020, Kate Tetje and her team have stood for TRUTH, HEALTH and FREEDOM in ways that paved the way for so many of us. In collaboration with this incredible team, we are proud to offer you 10% off of your first purchase by shopping here.   Are you concerned about food supply insecurity? 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Episode Highlight: On this episode of the Embracing "Only" podcast, we come together for an emotionally honest conversation about fear, bias, and what it means to be seen as suspicious simply for existing. We explore how microaggressions, implicit bias, and systemic racism continue to shape the lived experience of women of color and what it really means to advocate, to listen, and to lead with courage.Key Discussion Points:01:10 Real-Life Racial Profiling Experience: Archita shares a moment of racial profiling on her morning walk and how the aftershock reverberated through her sense of safety and belonging.05:41 The Toll of Constant Vigilance: There is an emotional and physical toll that comes with constantly being on high alert for bias and microaggressions. The best action you can take is not to engage.10:34 Stop Explaining Away Oppression: Don't explain someone's pain away. Believe people when they tell you what happened, even if it makes you uncomfortable.12:07 Understanding Who Is Responsible for Your Fear: This is a challenge for adults to examine the source of their fear rather than projecting it onto others. And to help the next generation not inherit this fear.19:26 Calling Out Bias in the Workplace: When you see bias happening in the workplace, you owe it to your employees to call it out.23:53 The End of Grace for Willful Ignorance: People who choose not to care and not to understand bias just because it doesn't apply to them are willfully ignorant.In Summary: Olivia and Archita delve into the complexities of experiencing and addressing racial bias and microaggressions. They highlight the importance of recognizing and interrupting bias and educating children about diversity without fear.Resources from this episode:Story of Now by Shelina JanmohamedIf you happen to be a woman of color and you are looking for a community of like minded women, join Olivia here: https://www.mysistersshoulders.com/.Ready to make a change?→ If you are struggling to navigate your corporate career but are ambitious and have goals you want to accomplish quickly, Olivia is the coach for you. She can help you reach your goals. Reach out to her on LinkedIn or visit oliviacream.com.→ If you are ready to transition out of Corporate and want to start building a profitable portfolio career as a business owner, board member or more, but you're unsure of the next steps, Archita can guide you through a successful transition to entrepreneurship. Reach out to her on LinkedIn or visit architafritz.com.Connect with your hosts:Follow Embracing Only on LinkedIn, Instagram, and Facebook, or check out the website._________Produced by IdeablossomsReady to make a change?→ Struggling with your corporate career but have big goals? Reach out to Olivia on LinkedIn or visit oliviacream.com.→ Ready to leave corporate or start a side venture? Archita can guide your next steps.Reach out to her on LinkedIn or visit architafritz.com.

When most people think about workplace safety, they imagine hard hats, ergonomic chairs, or maybe active shooter drills. What rarely comes up—but absolutely should—is how people feel at work. And that's where psychosocial hazards come in.These aren't just buzzwords or boxes to check. Psychosocial hazards are the silent threats that show up in how power is distributed, how people are treated, and what's tolerated in the day-to-day culture of an organization. And yet, too often, they go unacknowledged—until someone breaks down, quits, or worse.Dr. I David Daniels joined me on DEI After 5 to dig into this topic, and what he shared should have every workplace paying attention.What Are Psychosocial Hazards, Really?Psychosocial hazards are the workplace conditions that can mess with your mental and emotional well-being. Things like:* Bullying or harassment (yep, still happening in 2025)* Excessive workload and unrealistic expectations* Micromanagement and lack of control over your own work* Isolation, exclusion, or lack of social support* Microaggressions (subtle, but cumulative and harmful)* Discrimination—overt or covertThese aren't just "bad vibes." These are real risk factors that impact how people think, engage, and show up at work. And if we're being honest, they're often written off as personal problems or interpersonal drama instead of being seen as organizational liabilities.Microaggressions: The “Small” Thing That Adds Up FastLet's talk about microaggressions—those quick jabs people might not even realize they're throwing. A joke about someone's name. A comment about someone's tone. A backhanded compliment about someone's hair or clothes. These small moments are heavy for the person on the receiving end, especially when they pile up over time.If people are spending energy trying to decode whether they're safe in a meeting or if it's “worth it” to speak up, that's not a thriving culture. That's a hazard.Toxic Workplaces Don't Just Happen. They're Built.A toxic work environment is often the result of unchecked psychosocial hazards. Maybe it's a culture of fear. Maybe it's leadership looking the other way when inappropriate behavior happens. Maybe it's the team dynamic that subtly punishes people for being “too different” or “too direct.”Whatever the case, the result is the same: employees disengage, mental health declines, and performance suffers. Burnout isn't always about doing too much—it's often about being in an environment that takes too much out of you, with too little support in return.So, What Can Organizations Actually Do?Addressing psychosocial hazards takes more than a wellness webinar or a ping pong table in the break room. Here's where to start:* Take a real look at the culture. What's being allowed? What's being ignored?* Train leaders to recognize and respond to harmful behavior. Silence is complicity.* Reinforce policies with action—not just paperwork. If people don't trust the system, it doesn't work.* Create real feedback channels. And act on what you hear.* Prioritize psychological safety. Not just for show—but because it matters.Leadership Sets the ToneThis isn't just an HR issue—it's a leadership responsibility. Leaders shape culture, whether intentionally or not. If they're not actively creating safety, then they might be passively reinforcing harm. Listening, transparency, and accountability are all leadership behaviors that reduce psychosocial hazards. It's time we stop thinking of those things as "soft skills" and start calling them what they are: critical safety tools.If your team is struggling, your retention is dipping, or people are showing signs of burnout—don't just look at the workload. Look at the environment. Psychosocial hazards may be the root cause.If you're ready to dig into what's really going on in your workplace and want support assessing and addressing psychosocial hazards, schedule a call with our team. We'll help you build a culture that's not just productive—but safe, sustainable, and truly inclusive. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

What if thriving at work wasn't a nice-to-have, but a human right?

This is Aviate with Shaesta, and we're opening Season 7 with a force of clarity, grit, and hard-earned wisdom. Sharon Preszler—trailblazer, retired Air Force fighter pilot, and advocate—joins us for a rare and brutally honest conversation on gender, performance, and the cost of systemic resistance in aviation today. As the first woman to become combat-ready in the F-16, Sharon didn't just break a barrier—she carried the weight of proving an entire generation's worth. In this conversation, she opens up about the pressure, the skepticism, the “death by a thousand cuts” moments—and why we need to push back against the narrative that DEI lowers standards. We talk performance, bias, representation, and the reality facing women in uniform now, as DEI programs are pulled back, stories are erased, and long-earned progress is threatened. If you've ever been told you're “just a diversity hire,” if you've felt the need to outperform just to be accepted, or if you care about building a military and aviation community that truly reflects the best this country has to offer—this episode is for you. Major Themes & Concepts ✅ Belonging must still be proven through performance ✅ DEI removes barriers—not qualifications ✅ Sharon's journey from fighter pilot to advocate ✅ Being the “first” means constant scrutiny ✅ Inclusion is key to retention and trust ✅ DEI rollback is harming readiness and morale ✅ Legacy systems exclude qualified talent ✅ Systemic bias still shapes who advances ✅ We need facts—not fear—in these debates ✅ Leadership pipelines still favor familiarity ✅ Historic bias still shapes modern outcomes ✅ Progress is fragile—but worth defending Chapter Breakdown 00:00 – You must change the system yourself 01:27 – Why this conversation matters right now 04:46 – Flying the F-16 under pressure and protest 08:03 – What inclusion really looks like in uniform 10:19 – Who defines “qualified” in aviation today? 13:59 – DEI rollbacks and historical erasure 18:35 – Data reveals who's truly advancing 22:46 – Is the system neutral—or just comfortable? 29:18 – Microaggressions and lasting emotional cost 36:44 – Advice: Define success, perform relentlessly Connect with Sharon Preszler Website: sharonpreszler.com LinkedIn: Sharon Preszler Follow Shaesta Waiz Website: shaestawaiz.com LinkedIn: Shaesta Waiz Instagram: @shaesta.waiz TikTok: @shaestawaiz   Shaesta Waiz on YouTube YouTube (Aviate Platform) Production, Distribution, and Marketing By Massif Studio & Production & The Tallawah Group www.massifsp.com LinkedIn: Massif Studio & Production Website: www.TallawahWorldwide.com LinkedIn: The Tallawah Group For inquiries about sponsoring the podcast, email hello@MassifKroo.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

  In honor of AANHPI Heritage Month and Mental Health Awareness Month, join us for an inspiring conversation with Dr. Noel Ramirez, Founder & Director of Mango Tree Counseling & Consulting, an AAPI mental health resource center in Philadelphia.  This episode delves into the unspoken realities of intergenerational trauma, racial microaggressions and macroaggressions, exploring the complex relationship between work, identity, and self-worth for Asian Americans, Native Hawaiians, and Pacific Islanders.  Dr. Ramirez shares powerful insights on how cultural narratives around labor and gratitude impact mental health, the struggle to find language for self-care and boundaries in Asian languages, and the vital importance of witnessing and validating shared experiences.  Discover pathways to belonging, resilience, and finding harmony in a world that often questions our "enoughness." Key topics covered: Navigating racial microaggressions, betrayal trauma, and toxic workplace dynamics for AANHPI individuals and communities. Dissecting the "good enough to work, but not good enough to cultivate" narrative for Asian Americans. Understanding compulsive behaviors rooted in societal expectations and "toxic indebtedness" within AANHPI communities. Examining the absence of self-care and boundary language in some Asian cultures and its impact on well-being. Recognizing the critical impact of racial violence and the power of community healing for Asian Americans. Challenging the "not Asian enough" or "not American enough" identity struggle and cultivating wholeness. Addressing mental health disparities and the vital need for culturally sensitive mental healthcare. Connect with us: Learn more about Noel at https://mangotreecc.com/, via email at noel at mangotreecc.com, or Instagram @mangotree.counseling. Follow Samorn on LinkedIn at https://www.linkedin.com/in/samornselim/. Get a copy of Samorn's book, “Belonging: Self Love Lessons From A Workaholic Depressed Insomniac Lawyer” at https://tinyurl.com/2dk5hr2f.  Get weekly career tips by signing up for our advice column at www.careerunicorns.com. Schedule a free 30-minute build your dream career consult by sending a message at www.careerunicorns.com.

What if your family background feels like something you've had to escape—like you came from bad cloth—and now you're trying to build a life from something new?

Ryan Rogers joins Something For Everybody this week. Ryan is a clinical mental health counseling intern. He is also author of The Woke Mind and host of the Reality Therapy podcast. In this conversation, Ryan and I explore the rise of activism in academia, the impact of social movements, and the implications of social justice ideology on mental health. We discuss the concept of privilege walks, the demonization of hard work, and the search for meaning and belonging among individuals, particularly young boys. The conversation also delves into the complexities of masculinity, the state of wokeness in society, and the controversial topic of gender affirming care.  - Timestamps:  00:00 Overcoming Darkness 06:03 Understanding Mental Health 12:03 Navigating Modern Challenges 18:00 Wokeness in Therapy: A Critical Examination 30:28 The Rise of Activism in Academia 32:14 The Impact of Social Movements 34:21 Understanding Privilege Walks 36:25 The Demonization of Hard Work 38:08 The Search for Meaning and Belonging 40:16 Addressing the Crisis in Young Boys 44:34 The State of Wokeness in Society 47:27 The Controversy of Gender Affirming Care 50:54 The Role of Rational Compassion in Therapy 54:09 The Mental Health Implications of Social Justice Ideology 56:08 Microaggressions and Their Misinterpretations - See discounts for all the products I use and recommend: https://everybodyspod.com/deals/ - Shop For Everybody  Use code SFE10 for 10% OFF

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Vegas Unstripped 2025 is just around the corner — and we'll be there — so we're bringing back our most popular episode that dives into last year's Unstripped, plus a whole lot more.On Today's Reheated Menu:John goes semi-viral (again) for calling Tony Hsieh a “drug-addicted creep”Private membership clubs — worth it or nah?Vegas Unstripped recap + behind-the-scenes local gossipThe CWOSSAIIIINTS bracket is unveiledMead spots you need to try in Las VegasAsh's Microaggression of the Week™Restaurants lacking adult supervision (aka why your dinner service might feel like a middle school group project)Listener Q&A (shoutout to @JoshAndRachel and their YouTube channel!)Food News You Can Use:Evan Glosson's new Italian venturePatio Wine Garden closes, Bank Thai coming to Spring MountainVital Vegas leaks Bazaar Meat closure?! John gets the scoop from José Andrés himself…And more culinary tea.We'll be back soon with a brand-new episode — but in the meantime, enjoy this all-time fan favorite.Send us your hate mail, fan mail, or pressing questions: cheers@eattalkrepeat.com.Thanks for tuning into today's episode! If you enjoyed this episode, subscribe to the show, & make sure you leave us a 5-star review. Visit us at⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Eating Las Vegas⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ &⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Eat. Talk. Repeat.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow us on social:X/Twitter:⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@EatTalkRepeat⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@EatingLasVegas⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@WhatsRightSam⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, &⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@AshTheAttorney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram:⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@EatTalkRepeatLV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@JohnCurtas⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@WhatsRightSam⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, &⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠@AshTheAttorney

Welcome to episode #979 of Six Pixels of Separation - The ThinkersOne Podcast. Dr. Kurt Gray is a social psychologist whose work couldn't be more relevant to our times. As a professor at UNC Chapel Hill, director of the Deepest Beliefs Lab and the Center for the Science of Moral Understanding, and the author of the new book Outraged - Why We Fight About Morality and Politics and How to Find Common Ground, he's helping reshape how we understand conflict in a divided world. In this conversation, Kurt unpacked why it's not that we're wired differently across political lines - it's that we perceive harm differently. He introduces ideas like the “exhausted majority,” the dangers of elite-driven outrage, and the evolutionary roots of our hypersensitivity to perceived threats. We also explore the surprising role of personal narratives in reducing division, the generational shift in how people approach morality, and how resilience - not avoidance - is what we really need when engaging across differences. His work dismantles the myth that we're hopelessly divided and instead offers a path forward - one grounded in empathy, humility, and the science of human connection. If you're feeling overwhelmed by the volume of moral outrage around you, this episode just might restore a little hope. Enjoy the conversation... Running time: 55:13. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. Check out ThinkersOne. or you can connect on LinkedIn. ...or on X. Here is my conversation with Dr. Kurt Gray. Outraged - Why We Fight About Morality and Politics and How to Find Common Ground. Deepest Beliefs Lab. Center for the Science of Moral Understanding. UNC Chapel Hill Follow Kurt on X. Follow Kurt on LinkedIn. Chapters: (00:00) - Introduction to Outrage and Its Relevance. (03:07) - Understanding Political Outrage and Connection. (05:55) - The Role of Elites in Political Discourse. (09:14) - The Exhausted Majority and Misconceptions. (12:05) - Moral Perception and Human Nature. (15:04) - The Evolution of Morality and Fear. (18:08) - Tribalism and Moral Progress. (21:01) - The Impact of Words and Microaggressions. (24:03) - Generational Perspectives on Discourse. (28:18) - Understanding Generational Perspectives on Misinformation. (30:02) - The Challenge of Political Centrism. (31:58) - Navigating Independent Ideologies. (33:53) - The Impact of Technological Change on Society. (35:40) - The Role of Personal Stories in Bridging Divides. (39:34) - The Power of Personal Experiences in Conversations. (42:19) - The Competing Narratives of Victimhood. (46:51) - Moral Ambiguity in Victimhood and Survival. (49:18) - The Momentum of Change and Hope. (55:27) - Building Resilience in Difficult Conversations.

What can your workplace do to celebrate holidays like Women's History Month the “right” way? Whether you're proud of how your organization shows support for marginalized groups in the workplace or feel like it could be doing more, my conversation with DEI educator and Ampersand Workspace founder Veronique Porter is just as (if not more) relevant today as when it first aired in May of 2023. Veronique shares what her experience as a Black American woman, her education in international development and American studies and culture, and her work as a facilitator has taught her about the best way to approach this often fraught topic—a way to create company events and initiatives for heritage holidays that uphold both company and employee values and stand to make a real difference.Learn how your organization can host outstanding and inclusive cultural events:Why workplace wokeness doesn't detract from the financial bottom line (and actually does the opposite);The significance of spending money and resources on heritage events;Why it's vital to give every employee the chance to get involved;The importance of getting clear on the company's values before diving in.Related Links:McKinsey: These Women Experience the Highest Levels of Microaggressions - https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/chart-of-the-day/these-women-experience-the-highest-levels-of-workplace-microaggressionsNew York Times, “Google Calendar Deletes Women's History Month and Other Cultural Events” - https://www.nytimes.com/2025/02/12/technology/google-black-history-womens-history.htmlThe Art of Gathering by Priya Parker - https://bookshop.org/p/books/the-art-of-gathering-how-we-meet-and-why-it-matters-priya-parker/588739?ean=9781594634932&next=tThe Bossed Up Sports Reference case study - https://www.bossedup.org/forteamsMorgan Freeman on why he doesn't want a 'Black History Month' - https://www.youtube.com/watch?v=MpnpIhqSLtoEpisode 304, White Fragility, White Women's Tears, and Dismantling White Supremacy - https://www.bossedup.org/podcast/episode304Connect with Veronique Porter on LinkedIn - https://www.linkedin.com/in/veroniqueporter/Learn more about Ampersand Workspace - https://ampersand-workspace.com/LEVEL UP: a Leadership Accelerator for Women on the Rise - https://www.bossedup.org/levelupBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/

What if the microaggressions are windows into profound personal growth? This eye-opening exploration reveals how the subtle comments and behaviors that cause harm can become unexpected catalysts for self-awareness, emotional resilience, and spiritual refinement.When someone directs a microaggression toward you, they're unknowingly offering a glimpse into their true beliefs. When a microaggression lands with force, it's often touching on something you're already sensitive about. This presents a valuable opportunity to strengthen your relationship with that part of yourself. Not to accept their judgment, but to own your narrative and do the inner work that helps you feel secure. Similarly, these moments can expose harmful socialized beliefs you might have unconsciously internalized, allowing you to break free from limiting expectations.----------------------------------------------------------------------------------------------------If this podcast has benefited you, imagine the value of a one-on-one meeting with me! Click below to schedule your FREE consultation. Discover solutions with no obligation.https://www.islamiclifecoachschool.com/appointments

Recognizing microaggressions is one thing—responding to them is another. In this episode, we break down the art of addressing microaggressions with assertiveness, wisdom, and emotional control. Whether you gently correct someone (call-in) or firmly set a boundary (call-out), the goal isn't to prove a point—it's to protect your peace.The 3-Step Framework for Responding to Microaggressions: Emotional Regulation – How to ground yourself before responding Choosing Your Approach – The difference between calling in and calling out Holding Your Ground – Maintaining dignity, self-respect, and clarityEvery response you give teaches people how to treat you. The way you hold yourself in these moments determines whether you stay in cycles of silent harm or step into self-respect and empowerment.This isn't easy work. You'll have moments of doubt, but your voice matters, and your boundaries are valid. In this episode, we share real-life examples of firm yet compassionate responses and explore the balance between strength and empathy.----------------------------------------------------------------------------------------------------If this podcast has benefited you, imagine the value of a one-on-one meeting with me! Click below to schedule your FREE consultation. Discover solutions with no obligation.https://www.islamiclifecoachschool.com/appointments

Microaggressions might seem small and insignificant in isolation, but they function as seeds of harm that, when left unchecked, will grow into deeper patterns of emotional distress and damaged relationships. This episode builds on our previous discussion by providing a comprehensive framework for identifying distinct categories of microaggressions that might be affecting your life.The power of recognition cannot be overstated. When you develop awareness of these patterns, you begin to see where you've been allowing harm into your lives and relationships. This episode offers specific examples within each category, from the invasive questioning so common in Muslim communities .----------------------------------------------------------------------------------------------------If this podcast has benefited you, imagine the value of a one-on-one meeting with me! Click below to schedule your FREE consultation. Discover solutions with no obligation.https://www.islamiclifecoachschool.com/appointments

This is Part 1 of a 4-part series on microaggressions, framed through the lens of spiritual purification in preparation for Ramadan.Microaggressions may seem subtle and harmless, but they are anything but. These small, everyday slights accumulate into patterns that erode confidence, distort self-worth, and set the stage for bigger harms, whether in relationships, communities, or even within ourselves.This episode explores:What microaggressions are and how they differ from overt discrimination.The spectrum of awareness—from calculated subtle attacks to unintentional biases.How microaggressions shape the brain and train us to tolerate disrespect.Why these behaviors are not “just jokes” or “small annoyances” but the early signs of emotional harm.The impact of microaggressions in marriage, community, and personal relationships.How to recognize, name, and interrupt microaggressions before they become the foundation for toxic dynamics.You'll walk away with a clear understanding of why microaggressions matter, how they impact you long-term, and the power of awareness to break the cycle.----------------------------------------------------------------------------------------------------If this podcast has benefited you, imagine the value of a one-on-one meeting with me! Click below to schedule your FREE consultation. Discover solutions with no obligation.https://www.islamiclifecoachschool.com/appointments

Exploring Systemic Trauma and Relational Privilege with BIPOC and LGBTQI Couples: An interview with Akilah Riley-Richardson Curt and Katie chat with Akilah Riley Richardson, MSW about the challenges therapists face when working with BIPOC and LGBTQI couples. Akilah discusses the impact of systemic trauma, how it affects relationships, and the importance of creating therapeutic models tailored to marginalized communities. She introduces The PRIDE Model for therapy and The BIOME Stance for therapists, offering actionable strategies for inclusive, trauma-informed care. Transcripts for this episode will be available at mtsgpodcast.com! In this podcast episode, we talk with Akilah Riley-Richardson about what therapists get wrong when working with BIPOC and LGBTQI couples Too often, couples counselors take traditional models and make slight tweaks for couples from marginalized backgrounds, with little success. Akilah Riley-Richardson has developed a stance and a new model to help support therapists in doing more effective work with these couples.   Understanding Systemic Trauma in Therapy Defining systemic trauma: Chronic, unpredictable, and disenfranchised trauma caused by systemic forces (education, legal, and healthcare systems). Examples of systemic trauma: Microaggressions, mispronounced names, assumptions about authority roles, and misgendering. Effects on individuals and relationships: Reduced sense of safety, rejection sensitivity, emotional disconnect, and difficulty setting boundaries. Challenges in Therapy with BIPOC and LGBTQI Couples Common therapist mistakes: Ignoring systemic realities and the impact of privilege. Adapting existing models without acknowledging their white, cishet origins. Failing to create trauma-informed, inclusive frameworks. Importance of relational privilege: Self-acceptance, social acceptance, and feeling protected in relationships. The PRIDE Model & The BIOME Stance from Akilah Riley-Richardson PRIDE Model for Therapy: Relational curiosity: Actively exploring the client's lived experiences. Setting intentions: Creating space for safety and vulnerability. Trauma work: Addressing systemic trauma's long-term impact on relationships. BIOME Stance for Therapists: Bravery: Facing discomfort in recognizing privilege. Intimacy: Fostering deep emotional connections. Openness: Being receptive to client experiences. Micro-liberatory movements: Small but impactful actions toward social justice. Epistemic embracing: Validating client knowledge and lived experiences. How Therapists Can Engage Clients in Systemic Trauma Work Transparency in therapy: Clearly communicating the goal of liberation. Allowing resistance: Accepting client pushback as an assertion of power. Embracing uncertainty: Being comfortable with not having all the answers. Participating in decolonization conversations: Learning through community engagement and allyship. Stay in Touch with Curt, Katie, and the whole Therapy Reimagined #TherapyMovement: Our Linktree: https://linktr.ee/therapyreimagined Modern Therapist's Survival Guide Creative Credits: Voice Over by DW McCann https://www.facebook.com/McCannDW/ Music by Crystal Grooms Mangano https://groomsymusic.com/  

You know that irrational hatred some women trigger in you? Same. And in this episode, we're talking about why. From celebrity drama to the sneaky ways societal conditioning shows up in our everyday lives, I'm taking you through the deeper reasons women criticize other women—and how we can stop.What You'll Hear in This Episode[00:00] Why this episode almost didn't happen (hello, self-doubt!).[03:30] Big names, big triggers: Why certain women (like Meghan Markle or J.Lo) bring out big feelings.[08:45] Media double standards: Why women have to be either perfectly poised or total messes.[15:00] The root of the hate: How anxiety, inadequacy, and internalized sexism play into it all.[22:00] My personal struggles with judgment, societal expectations, and feeling like I always had to prove myself.[32:40] The fix: How to audit your own biases, shift the narrative, and create more supportive spaces.[40:00] Final thoughts: Let's stop judging ourselves and each other—it's time to rewrite the story.Links referenced:Book your own free reinvention strategy call here: https://allisonhare.com/schedule Be sure to rate, review, and follow this podcast on your player and also, connect with me IRL for more goodness and life-changing stuff.Sign up for the free Reinvention Roadmap weekly emailAllisonHare.comFollow me on Instagram, LinkedIn, Facebook, and YouTube.Schedule a FREE breakthrough call with me Want to take these ideas and apply them to your life? Let's do it!DOWNLOAD the free PDF - 40 Simple Ways to Add Energy To Your Day- get a quick burst of energy right now and KEEP IT!Reb3l Dance Fitness - Try it at home! Free month with this link.Personal Brand - need help building yours? Schedule a call with me here and let's discuss.Feedback and Contact:: allison@allisonhare.com