Podcasts about nsbe

Mr. David Broaden is a lifetime NSBE Member, retired professional engineer, mentor, husband, and father. Our conversation highlights Mr. David's professional experiences, including his work in wastewater treatment, smoke control systems, and mentoring roles. Tune in for shared insights on innovative teaching methods for math and the importance of exposing young students to various STEM opportunities. The discussion also touched on NSBE's involvement with professional organizations and the mission to promote diversity in engineering --- Support this podcast: https://podcasters.spotify.com/pod/show/asher-tchoua0/support

Welcome to Season 3!!!! Our theme this year is "FREEDOM" Thank you for tuning in to another episode of the Quotes Light & Motivation Podcast with William H (@williamh412). All music produced by Mysterious (@mysteriouspgh) Positive Black Story of the week: A Black Journey in Tech by Dwight D. Jones Sr Street Tech the movie: https://www.gofundme.com/f/street-tech-movie-the-inspirational-true-story Motivation / Inspiration for the week: NSBE 50, Healthcare Industry Mixer @ The Gathering Spot --- Support this podcast: https://podcasters.spotify.com/pod/show/quoteslightmotivation/support

Donna Berry, Deputy Director for Project Delivery and Chief Engineer at Caltrans since 2022, leads over 11,000 employees in managing California's transportation projects. With a Civil Engineering degree from UC Davis and over 25 years at Caltrans, her career spans multiple leadership roles, focusing on project management and stakeholder collaboration. An advocate for diversity in STEM, she is an active member of NSBE and WTS, where she was recognized as 2020's Woman of the Year. A licensed civil engineer in California, Donna exemplifies commitment to excellence and mentorship in the transportation sector.  Donna will be recognized as NABWIC's Woman in the Spotlight during NABWIC's Billion Dollar Luncehon in Transportation Opportunities.  The luncheon will be held virtually on Friday, January 26, 2024 at 11.30 am EST. Contact:  Donna Berry |Chief Engineer/Deputy Director for Project Delivery |California Department of Transportation | (916)416-2384 | donna.m.berry@dot.ca.gov |https://www.linkedin.com/in/donna-m-berry-1195b8196/ ___________________________ NABWIC's Vision: The Vision of the National Association of Black Women in Construction (NABWIC) is to build lasting strategic partnerships with first-rate organizations and individuals that will provide ground-breaking and innovative solutions for black women in construction and their respective communities.| NABWIC.ORG  

This week I got to sit down with the members of the NSBE Charlotte Professionals E-Board Cryserica Jeter, JustOne Crosby and Taiwan Brown! NSBE supports and promotes the aspirations of collegiate and pre-collegiate students and technical professionals in engineering and technology! The Charlotte Professionals' Chapter discusses their personal journey through NSBE and how they wish to see the Chapter evolve in the future!Be sure to check us out on Apple and Spotify as well!Apple: https://podcasts.apple.com/us/podcast...Spotify: https://open.spotify.com/show/7e9jhcb...Visit our website to purchase Get Right Then merch: https://www.getrightthen.com/merch

Andre Boykin, PE joins Dr. James Bryant to share hard-won lessons on succeeding in both your career and personal life. Discover principles to excel in the technical elements of your work without giving up relationships, health, or humanity in the process. Andre tackles how to maintain continuous growth amid the daily grind, the transformational wisdom of mentors, and why obtaining your professional engineering license is so pivotal yet overlooked.   [00:00 - 08:13] - Success Principles and Mentorship Compete against yourself, not others Mentors provide invaluable wisdom and guidance Be both a mentee and a mentor   [08:14 - 14:48] - Professional Licensure and Giving Back Licensure legitimizes being called an engineer Aim to inspire more young engineers to pursue licensure Volunteer with NSBE to guide and support students   [14:49 - 23:17] - Achieving Work-Life Harmony Unplugging and family time rejuvenates Rest allows you to be at your best Perfectionists can struggle with balance   [23:18 - 30:47] - Parting Words of Wisdom Don't get complacent - continue growing and giving back Stay hungry and humble as a young engineer Solution-focused mindset > complaints without action _______________________   Year End Review Audio Course: https://bit.ly/47lZhiV   If this content impacts you, please subscribe for more access to the empowering conversations from me and guests working to help you engineer your success!   Use this link to drop a question or a topic that you would like to see covered on a future episode: Questions or topic suggestions.   Let's connect! Find me on my LinkedIn, Facebook, and Instagram. I'd love to hear from you.   Sign Up for the Email List: https://bit.ly/3QFzcWW   You have the strength of a hero within you. Check out my website, www.engineeryoursuccessnow.com, and learn how to unlock your potential and achieve success both in business and in life.   Key Quote: "You can't make any complaints about the world if you aren't trying to change it." - Andre Boykin  

Andre Boykin, PE joins Dr. James Bryant to share hard-won lessons on succeeding in both your career and personal life. Discover principles to excel in the technical elements of your work without giving up relationships, health, or humanity in the process. Andre tackles how to maintain continuous growth amid the daily grind, the transformational wisdom of mentors, and why obtaining your professional engineering license is so pivotal yet overlooked.   [00:00 - 08:13] - Success Principles and Mentorship Compete against yourself, not others Mentors provide invaluable wisdom and guidance Be both a mentee and a mentor   [08:14 - 14:48] - Professional Licensure and Giving Back Licensure legitimizes being called an engineer Aim to inspire more young engineers to pursue licensure Volunteer with NSBE to guide and support students   [14:49 - 23:17] - Achieving Work-Life Harmony Unplugging and family time rejuvenates Rest allows you to be at your best Perfectionists can struggle with balance   [23:18 - 30:47] - Parting Words of Wisdom Don't get complacent - continue growing and giving back Stay hungry and humble as a young engineer Solution-focused mindset > complaints without action _______________________   Year End Review Audio Course: https://bit.ly/47lZhiV   If this content impacts you, please subscribe for more access to the empowering conversations from me and guests working to help you engineer your success!   Use this link to drop a question or a topic that you would like to see covered on a future episode: Questions or topic suggestions.   Let's connect! Find me on my LinkedIn, Facebook, and Instagram. I'd love to hear from you.   Sign Up for the Email List: https://bit.ly/3QFzcWW   You have the strength of a hero within you. Check out my website, www.engineeryoursuccessnow.com, and learn how to unlock your potential and achieve success both in business and in life.   Key Quote: "You can't make any complaints about the world if you aren't trying to change it." - Andre Boykin  

Welcome Dr. Christina Carrington, an Assistant Professor of Human-Computer Interaction in the School of Computer Science at Carnegie Mellon University who works at the intersection of interaction design and health and racial equity. Listen as she shares her journey from her mom driving her three hours to participate in NSBE to her focus on the development of products to support older adults, individuals with differing abilities, and historically excluded groups.

SPECIAL THANKS TO DR. RAMONA RUCKER, DR. TERRENCE FREEMAN and DR. RICHARD BROUSSARD / AUDIO: Copyright Disclaimer under Section 107 of the copyright act 1976, allowance is made for fair use for purposes such as criticism, comment, news reporting, scholarship, and research.

Special Thanks To Our Guests :: Ronald Moore, Dr. Terrence Freeman and Dr. Ramona Rucker -- LISTEN ON IHEART RADIO, SPOTIFY, APPLE, GOOGLE, AMAZON MUSIC, AUDIBLE, ALEXA ... +WHEREVER MUSIC IS HEARD

On today's episode of Black Girl Fly, we speak with Arthur Edge, National Professional Chair at NSBE. We take a deep dive into the tech industry, specifically layoffs and the Great Resignation. Arthur also drops a few gems on the importance of reinventing yourself and gives advice to college students and early career professionals. Tashuanda, Tenisha, and Arthur give their take on the importance of multiple peer groups and instant gratification. You can find Arthur at: Instagram: @arthuredgeLinkedIn: www.linkedin.com/arthuredgeEPISODE HIGHLIGHTS[:23] Introduction[1:53] Arthur explains NSBE and their work[2:56] Why is Arthur on the podcast[5:00] Layoffs and the Great Resignation[9:23] Ad: All business, no boundaries[10:13] Importance of reinventing yourself [12:40] Advice for college students[20:43] Peer groups ad careers [25:00] Investing in real estate and house hacking[26:45] Microwave Culture [27:30] Biggest Takeaways and Final WordsCONNECT WITH USWebsite: www.blackgirlflyofficial.comEmail: hello@podcast2impact.comInstagram:  @blackgirlflyofficialBGF Products hereJoin Robinhood with my link and we'll both pick our own free stockI'm using Acorns and I love how easy it is to save and invest for my future. Join me and you'll get a free $5 investment!Click here to receive Southwest Rapid RewardsClick here to learn more about Gusto PayrollMortgage Connects, an MGIC Podcast

The answer to how to solve the packaging and processing workforce crisis often remains incomplete. PepsiCo, the largest food company in the U.S., is doing its part to tackle workforce issues head-on, sponsoring many programs targeting the next generation of workers, like PACK EXPO's PACK Challenge. PepsiCo R&D Sr. Director, Global Beverages Packaging Pat Finlay joins the unPACKed podcast to discuss additional PepsiCo work, like the Million-Girl Moonshot to engage one million more girls in STEM learning opportunities and direct initiatives with SWE, Society of Women Engineers and NSBE, the National Society of Black Engineers. Support the show

In this episode Gabi talks to "Q" Queneesha about learning to live and love life. Q talks to us about how she followed her dreams to open an award winning bakery and what it takes to make that happen while raising three duaghters.  She talks about what led up to her divorce and how she learned to live and love again afterwards.  Quotable: "The best thing a woman can wear is confidence."  Learn more about Q:  Owner Queneesha Meyers was born in Brooklyn New York where her love for baking started when she was 11 years old. She found a recipe for chocolate chip cookies on a bag of flour at her grandmother's house. She used her allowance to purchase additional ingredients, baked the cookies and gave them to the kids in her neighborhood in Brooklyn. After serving 10 years in the Air Force, she started baking for friends and family. In 2009 she rented a commercial kitchen space to bake out of for her clients. In 2013, ALBUQUERQUE the magazine featured her cupcake bouquet and red velvet cheesecake in their mother's day guide. Her business took off and she was named a top five bakery without having a physical bakery. In 2014 she opened her storefront. ​​Q is known for putting a unique spin on classic desserts. She has a line of “comfort food cakes” that incorporates classic comfort foods into cake form. She currently has 26 flavors to include, peach cobbler, green Chile caramel apple, and the churro to name a few. Her bakery has won numerous awards and she's been featured in national magazines such as Party Style and she was in the promo commercial for Bite Club on the food network with Tyler Florence. Facebook has also featured her bakery in billboards in Albuquerque, DC and via commercials on Facebook, instagram and YouTube. Additionally, she uses her bakery to give back to the community. She hosts a drive for Distributing Dignity which provides bras with tags and feminine hygiene products to homeless women, she also works with the local NSBE jr chapter and helps to raise funds for their regional and national conferences. She has been on the Great Food Truck Race and Good Morning America. She's also used her space as a business incubator for another upcoming bakery and an all natural body products line. Q's Cakes have won numerous awards throughout Albuquerque and was featured in the Wall Street Journal. Queneesha is the mother of 3 daughters. She's also an ordained minister and has been a member of Bethesda Community Church since arriving in NM. Visit her website: https://www.qcakes.com/ Connect with Gabi: https://www.facebook.com/gabrielle.anaya.5 https://www.instagram.com/gabi.garland/   Ticket to Sweatpants and Chill event: https://sweatpantsandchill.eventbrite.com/?aff=gabi    This podcast is produced and edited by: Resilient Heart Media. 

Electricity utility Eskom says the measures announced by President Cyril Ramaphosa will enable it to intensify its maintenance efforts to drive improvements to the energy availability factor (EAF) across its coal fleet, where the performance has been “disappointing”. In a statement released to express its support for the interventions announced on July 25, Eskom said it was placing significant emphasis on recovering the EAF. Ramaphosa announced that Eskom would, over the next 12 months, increase the budget allocated for critical maintenance to increase the reliability of its generation capacity. “We are cutting red tape that has made it difficult for Eskom to buy maintenance spares and equipment within the required period to effect repairs,” the President added. It was also announced that the utility was recruiting skilled personnel, including former senior Eskom plant managers and engineers from the private sector, to “help to ensure that world-class operating and maintenance procedures are reinstated”. In a statement, Eskom said the measures announced by the President would enable it to intensify its maintenance efforts to drive improvements in the EAF. The utility confirmed that it had already reached out to the National Society of Black Engineers (NSBE) to determine if its members were interested in assisting Eskom to bolster its skills. During a recent meeting between Eskom and NSBE, the utility highlighted that it had a shortage of technical skills to conduct maintenance and refurbishments on the aging coal fleet. Eskom also made a commitment to putting concrete plans in place to improve staff morale, and it was agreed that plans to bring back retired artisans and engineers would be carefully managed “with buy in from current employees and unions”. Ahead of the President's speech, Public Enterprises Minister Pravin Gordhan denied that he had specifically approached Solidarity for a list of skilled personnel and insisted that he had made a call to all organisations for skills to support Eskom, regardless of race. Meanwhile, Eskom said the reforms announced by the President, many of which had been raised by CEO André de Ruyter as possible remedies earlier in the year, would go a long way towards easing the power generation constraints the country had been grappling with for some 14 years. The utility described as “particularly pleasing” that it would be empowered to speedily acquire additional generation capacity from existing independent power producers (IPPs) with excess capacity, as well as to acquire spares and equipment from original equipment manufacturers. “Eskom's efforts to acquire battery energy storage systems (BESS) are already at an advanced stage, with further tranches of BESS roll-out to follow imminently. “Furthermore, as the President announced, Eskom has already released land with grid connections for long-term leases by independent power producers, with more to follow in the near future.” Meanwhile, Eskom argued that the move to remove limits to private sector electricity generation would help unlock investments, create jobs during the construction and help lower the cost of electricity in the long term. Eskom confirmed that it had significantly shortened the time required for IPPs to obtain cost estimate letters and budget quotes for grid access and said it was committed to optimising the process even further.

In this episode, you will hear from Tim Cole, president of the Milwaukee Area Professionals Chapter of NSBE. We discussed his journey into tech and how being an extrovert has helped him into leadership roles.  He talked about how NSBE is a safe space and resource for engineers that are looking to connect with other engineers and the Milwaukee community.  If you would like to join our Milky Way Tech Hub community to stay connected with anything events that we may have check out our website: https://milkywaytechhub.com/To learn more about the Milwaukee Area Professionals Chapter of NSBE, visit their page below:https://www.facebook.com/MilwaukeeAreaProfessionalsNSBE/

On this week's episode of Match Volume, Contributor Halee Anderson sits down with Taylor Hill-Miles, Logan Norman, and Ryan Driver to talk about her trepidation after doom scrolling TikTok, and why Black Americans need to explore opportunities in the Metaverse. Hill-Miles is a biomedical engineering major. As the chair of the campus NSBE Pre-Collegiate Initiative (PCI),  she is helping to advance Game Change 25, a national strategy to increase the pool of Black engineers. Norman, a computer science major and an NSBE member, entered the blockchain/web3/NFT space recently and describes how Black Americans are already making waves with these new technologies. Driver is a business major at Marshall. He's a “veteran” in the NFT space, with some early success leveraging the unique non-fungibles. He explains how the community aspect of the metaverse makes it extremely accessible and primed for  growth.

In this episode, Mark speaks with Jevon and Victoria about the National Society of Black Engineers and their experience at the National Conference. We dive into the benefits of finding a community for Black students in engineering and career opportunities that NSBE offers!

In this SWE Diverse episode, Karen Horting, CEO for the Society of Women Engineers, sits down with Janeen Uzzell, CEO of NSBE, the National Society of Black Engineers. Janeen talks about her background in engineering and her incredible career at General Electric, Wikipedia, and now NSBE.

On episode 2 of CASE Underground, CASE Marketing Interns Braiden Wade and Christian McDonald discuss the theme of this year's Black History Month, Black Health and Wellness. Plus, they speak with the president of MU's National Society of Black Engineers (NSBE), Janell Mason. Mason tells us about the importance of having NSBE on MU's campus and what her role is as the president. 

Bio:Jayton Harps is the President & Chair of the NSBE Professionals - San Diego Chapter. In his role, he oversees activities related to providing services, programs, mentorship, funding, and goals for the Professionals Chapter. Jayton helps establish multiple workshops, sessions, and specialized-knowledge topic discussions for hundreds of engineers in the San Diego community and beyond.Jayton has over 10 years of experience in leadership, management, personal and professional development. Jayton also led a monthly networking event called First Tuesdays, which brought 50+ entrepreneurs, business owners, investors, professionals, and more to share knowledge and venture opportunities. During the day, he geeks out as a Software Integration Engineer II for Northrop Grumman Corporation by performing multiple tasks such as requirement analysis, unit testing, integration and development for the Aeronautics and Space Systems. At night, Jayton is also the CEO of Zero To Necessary, a company that delivers STEM education through DIY home robotic kits to youth in underserved communities. He's mentored, empowered, and inspired 60+ students to build and program their first robot.Jayton's undergrad journey was filled with activities as he was involved with organizations on and off campus at San Diego State University (SDSU). He was Treasurer for the Afrikan Student Union, Secretary for the Beta Gamma Nu Fraternity, and finally President for the National Society of Black Engineers (NSBE). He continued his involvement with NSBE as a professional and held roles such as a STEM GALA coordinator, Communications, Programs director, and Chairmen.Jayton holds a Bachelor's degree in Computer Science at SDSU and a Masters of Science in Management Information Systems from National University and a Masters of Science in Entrepreneurship and Innovation from the University of Southern California.Instrumental to the San Diego Black community, Jayton continues to provide resources, tools, and career opportunities to like-minded individualsConnect with Jayton Harps! Website: www.zerotonecessary.comEmail: ceo@zerotonecessary.comTwitter: https://www.twitter.com/jharps007Facebook: https://www.facebook.com/jayton.harpsInstagram: https://www.instagram.com/jharps07/LinkedIn: https://www.linkedin.com/in/jayton-harps-274b9513/ Booklist:How to Stop Hurting The People Who Love You - https://www.amazon.com/Choices-Program-Stop-Hurting-People/dp/0692722327/ref=sr_1_1?crid=1JC656TJWBIMR&keywords=how+to+stop+hurting+the+people+who+love+you&qid=1642837699&sprefix=how+to+stop+hurting+the+people+who+love+you%2Caps%2C120&sr=8-1 7 Habits of Highly Effective Peoplehttps://www.amazon.com/Habits-Highly-Effective-People-Powerful/dp/1982137274/ref=sr_1_3?crid=1UZFMR1FKMFDW&keywords=7+habits+of+highly+effective+people&qid=1642837744&sprefix=7+hab%2Caps%2C129&sr=8-3 5 Love Languageshttps://www.amazon.com/Five-Love-Languages-Secret-Lasts/dp/B079B7PJMV/ref=sr_1_2?crid=3IO8MNI1DHW65&keywords=5+love+languages+by+gary+chapman&qid=1642837783&sprefix=5+love+languages%2Caps%2C148&sr=8-2 No B.S. Time Management for Entrepreneurs: The Ultimate No-Holds-Barred Kick-Butt Take-No-Prisoners Guide to Time Productivity and Sanityhttps://www.amazon.com/B-S-Time-Management-Entrepreneurs-Take-No-Prisoners/dp/B0812BNW7G/ref=sr_1_1?crid=1QGK9U1K4F0SG&keywords=no+bs+time+management+for+entrepreneurs&qid=1642837814&s=audible&sprefix=no+bs%2Caudible%2C122&sr=1-1  

Let's Keep It Moving On The Podcast By: Patriots NSBE Jr. Chapter Episode 8: Learn About the Patriots NSBE Jr. Chapter eSports Tournaments  Co-Host: Asia Matthews - Kendall Howell - Holland Hubert - Justin Graves Produced by: Elite Conversations Podcast Media https://podcastbillboard100.com/

Janeen Uzzell is the CEO of NSBE, the National Society of Black Engineers. She previously served as Director of Healthcare Programs in Africa and Head of Women in Technology for General Electric and as COO of the Wikimedia Foundation. --- Send in a voice message: https://anchor.fm/yfm/message

The National Society of Black Engineers, NSBE, is a professional society that aims to have 10,000 black Engineers graduate from college by 2025. By engaging the youth as early as 3rd grade in STEM, NSBE helps students and professionals develop the skills needed for a successful professional career.We learn more about NSBE from Tony Stanford and Quincy Smith, the president and vice president of the NSBE's Charlotte chapter.  They touch on the most significant benefit from NSBE is the networking, which played a large role in their career success.  You will find the details about their unique experience on how they started and the journey with NSBE.  In this episode, you also learn about NSBE's initiatives, such as their Walk for Education, and  The Summer Engineering Experience for Kids  (SEEK).  SEEK is NSBE's yearly summer program for 3rd to 5th graders, and it became a three-week virtual program during COVID, for future black engineers to learn about drones, robotics, and coding. The program is one of many initiatives by NSBE to foster the development of future black engineers. Learn more about NSBE Charlotte http://www.nsbecharlotte.org/To know more about Tony Stanford: https://www.linkedin.com/in/tonystanf...To know more about Quincy Smith: https://www.linkedin.com/in/qjsmith/ You can also watch this episode by subscribe YouTube Channel: Joint STEM Initiative

This episode is a conversation with Dr. Kimberly Douglas of the Society of Hispanic Professional Engineers (SHPE), Clif Morgan of the National Society of Black Engineers (NSBE), Dr. Kathy DeerInWater of The American Indian Science and Engineering Society (AISES), and Dr. Roberta Rincon of the Society of Women Engineers (SWE). We discuss their goal of graduating 50,000 diverse engineers annually by 2025 and how collective impact can bolster the success of change initiatives that are jointly led by different organizations. When you listen, please do these three (3) things for me:Take a moment to SUBSCRIBE, leave a 5-STAR RATING, a GREAT REVIEW, and SHARE with others.Follow me and #EngineeringChangePodcast  on Twitter.Visit engineeringchangepodcast.com for more information and to connect with me.

Let's Keep It Moving On The Podcast By: Patriots NSBE Jr. Chapter Episode 5: Spotlighting Patriot NSBE Jr. Chapter Alumni Members Co-Host: Kendall Howell - Patriots NSBE Jr. Chapter - Reporter - Roosevelt HS Co-Host: Asia Matthews - Patriots NSBE Jr. Chapter - Treasurer - Elizabeth Seton HS Co-Host: Holland Hubert - Patriots NSBE Jr. Chapter - Reporter - Oxen Hill HS Guest: Candace Dillard - Electrical Engineer Guest: Madison King - Student at St. John's University Produced by: Elite Conversations Podcast Media https://www.eliteconversations.com/mypodcast.html

K & K invites Macky Cisse, acting NSBE president to the studio to talk about his overall journey through four years of college and how his various actions and ambition to make his family proud and his dreams come true has inspired him to take various chances towards success. He credits his well-being towards God's doings and a strong work ethic in general. Make sure to leave a review/comment!

CCG Media presents High-Tech Sunday. On today's episode of High-Tech Sunday, our hosts, Dr. Mark Vaughn and Lango Deen sit down with Program Engineering Manager for General Motors, Charles Muse, for a conversation on putting in the work.  Since joining GM in 2011, Muse has excelled in various assignments, each growing in scope and responsibility. In his current role, Muse works on the Cruise Origin, which is a future autonomous ridesharing vehicle and collaborative project. Through his dedication to taking on complex projects, Muse was a recipient of the Most Promising Engineer in Industry Award at the 2021 BEYA STEM Conference.  Muse is a huge advocate of minorities pursuit of STEM and has dedicated himself to paying it forward by supporting the youth and mentoring through various programs. Muse is a member of Philadelphia's Urban Youth Racing School, NSBE, and Chevrolet's Discover the Unexpected, just to name a few.    Keep up with Charles here:  LinkedIn Facebook   Career Communications Group's High-Tech Sunday looks at professional development in technology through the lens of spiritual philosophies. In a time when digital information is critical more than ever, this weekly program is produced by and for CCG's community of alumni and professionals in science, technology, engineering, and math (STEM) fields, thought leaders, and aspiring students, to bring a concentrated discussion around technological advancements and achievements based on universal moral principles. The one-hour podcasts will be streamed every Sunday. The podcasts can be accessed through the BEYA Facebook page, Women of Color Facebook page, and CCG YouTube page ​in addition to Apple Podcasts, Google Podcasts, Podbean, and Spotify. Please join us next time.

Let's Keep It Moving On The Podcast By: Patriots NSBE Jr. Chapter Episode 2: Explore The STEM Activities For Youth at Patriots NSBE Jr. Chapter Co-Host: Kendall Howell - Patriots NSBE Jr. Chapter - Reporter Co-Host: Asia Matthews - Patriots NSBE Jr. Chapter - Treasurer Produced by: Elite Conversations Podcast Media

Episode 21 Part 1 covers the incredible journey of Kameelah-Samar Majied from her time in the Prime program where she was introduced to STEM to the different engineering roles she's worked within in packaging industry. Kameelah shares her progression through college, how she fell in love with NSBE, and how she began to grow as a leader. She also describes the many engineering roles she has served in for big companies such as L'Oréal and Bath and Body works! Along with her professionals roles, Kameelah shares some of the hurdles she overcame in her early career and provides impactful advice on how young professionals can navigate hurdles within their own career. You don't want to miss this informative and amazing episode of the STEMusic Podcast! STEMusic Website: https://www.thestemusic.com/ Society of Women Engineers Wichita Engineering Expo: https://wichitaengineeringexpo.org/ SWE EXPO Supply Kit Registration: https://wichitaengineeringexpo.org/expo-supplies-request NSBE National Convention: https://convention.nsbe.org/ NSBE National Convention Registration: https://connect.nsbe.org/Meetings/Meeting.aspx?ID=4792 Follow Us! Instagram: @thestemusic Facebook: thestemusic Twitter: @thestemusic STEMusic YouTube Channel: https://www.youtube.com/channel/UChOQXJ6Ggz-U5uXR86OKsGg

In this SWE Diverse episode, we wrap up Black History Month with Nikia Brown, African-American Affinity Group Black History Month Lead, and Louvere Walker-Hannon, SWE African-American Affinity Group Lead and MathWorks Senior Application Engineer. Listen as Louvere and Nikia discuss the challenges faced by Black women in STEM, the importance of mentoring and volunteering in communities of color, and how societies like SWE and NSBE are helping diversify the engineering industry.

In this episode, we continue our conversation with Courtney Powell, President of AceApplications, LLC. We learn what scares him about being an entrepreneur, what it's like working with is wife and how he became an overnight success in just 20 years! Driven by a passion to succeed and become a successful entrepreneur, Courtney Powell founded AceApplications as a provider of top tier technology solutions including software, web and mobile application development and IT consulting and staffing services to businesses, schools, public and government agencies. AceApplications, is a certified Minority-Owned Business Enterprise  and DBE certified in 11 states. 

The Scott Thompson Show Podcast Prime Minister Trudeau announced a tentative agreement with the U.S. company NovaVax that could see Canada producing its own vaccines by the fall. That is good news! However, was such an agreement delayed longer than it could have – or should have – been?  Guest: Tim Powers, Vice-Chairman, Summa Strategies, Managing Director of Abacus Data, President of Rugby Canada - The U.S. will see vaccines against the virus that causes COVID-19 shipping to pharmacies in the near future, addressing the problem of distribution. In Canada, our issue is with supply. How do these two situations affect our respective nations’ industries? Guests: Jim Krasula, CBS News Correspondent Marvin Ryder. Business Professor, DeGroote School of Business, McMaster University - We have now seen new variations of SARS-Cov-19 – the coronavirus that causes COVID-19 – arrive appear in Canada. Scott welcomed Dr. Isaac Bogoch to the show, to explain how variant strains of viruses spread, as well as discuss what they mean for Canadians. Guest: Dr. Isaac Bogoch, Staff Physician, General Internal Medicine and Infectious Diseases Associate Professor, Dept. of Medicine, University of Toronto - McMaster University’s engineering program and the McMaster chapter of the National Society of Black Engineers announced a new scholarship for black students. President of the NSBE Feyisayo Enuiyin joined Scott to talk about the importance of this scholarship in the engineering community. Guest: Feyisayo Enuin, President of the National Society of Black Engineers - Kamil Karamali joined the show to speak with Scott about the new Global News 5-part series on anti-black racism in 2021. Guest: Kamil Karamali, digital broadcast journalist with Global News See omnystudio.com/listener for privacy information.

A Scott Thompson Show bonus podcast! McMaster University’s engineering program and the McMaster chapter of the National Society of Black Engineers announced a new scholarship for black students. President of the NSBE Feyisayo Enuiyin joined Scott to talk about the importance of this scholarship in the engineering community. Guest: Feyisayo Enuin, President of the National Society of Black Engineers Subscribe to the Scott Thompson Show Podcast wherever you get your favourite shows, and keep up with the important stories in Hamilton, Ontario and across Canada! https://curiouscast.ca/podcast/189/the-scott-thompson-show/   See omnystudio.com/listener for privacy information.

In this episode, Courtney Powell, President of AceApplications, LLC (and my tech bae), spills the tea on his journey from Jamaica and his passion for computers. Born in Kingston, Jamaica, Courtney migrated to Miami, FL when he was 14 years old. We met while attending the University of Florida and the rest is history! AceApplications is an information technology solutions firm, based in Orlando, FL, offering custom software and web development, cloud applications, IT consulting, and IT staffing services for businesses, schools and government agencies.

Tara began her quest building rockets in 2008 as a Systems Engineer working on Space Launch System (SLS). Currently, she supports the Systems Engineering Integration and Test capability with component verification in Huntsville, AL. She has, also, supported the Avionics and Software team with verification of component requirements and constructing new specifications. An important part of her role is to ensure the suppliers who are developing the components understand the requirements and are able to verify how the requirements will be met (Verification) and also that the component operates as outlined in the requirements document (Validation). Prior to her adventures in space exploration, Tara designed control systems via writing rungs of ladder logic and developing Human Machine Interface (HMI) screens as a Controls Engineer at Arnold AFB, TN. This AFB in particular, is a simulation test facility operating 32 aerodynamic and propulsion wind tunnels, rocket and turbine engine test cells, space environmental chambers, arc heaters, ballistic ranges and other specialized units. Her task was to design the control system specific to the tests performed in a certain test cell. Tara obtained a Bachelor of Science in Electrical Engineering from The Alabama A&M University and a Master's of Science in Management (Acquisitions and Contracts Management) from Florida Institute of Technology. Shortly after graduating from AAMU, Tara was an Engineering intern with the Department of Energy in New Orleans, LA. traveling to various petroleum storage sites and analyzing power related issues with the relay system within the substations. In her spare time, Tara is the Chief Financial Officer of a 501c3 non profit organization handling payroll, contracts, pricing and facilities maintenance.

2CGMH S3 Ep 3 - The Social Dilemma - Season 3 Episode 3 has the 2CGMH crew turn into movie critics by giving their thoughts about the Netflix documentary The Social Dilemma. Al "The Architect", P-Wil aka Drip Chronicles, WB Come Fly with Me discuss: their opinions about The Social Dilemma, their views on technology, the power of data/technology, the basics of product development, and the psychological/social effects. We hope that you all enjoy this episode and encourage you all to watch The Social Dilemma. We also suggest you go check out books like The Lean Startup by Eric Reis and The Lean Product Playbook by Dan Olsen. The crew wants to educate and inform people so we all can think differently and grow. We appreciate your support and look forward to hearing your feedback on this episode. “There are only two industries that call their customers 'users': illegal drugs and software” — Edward Tufte #2CGMH #thesocialdilemma #socialmedia #NSBE #awakening 2 Chi Guys a Mile High (2CGMH)A podcast about personal growth, development, and prosperity from the perspective of 3 Black men in STEM trying to win.www.2cgmh.comIG: @2chiguysamilehighTwitter: @2chiguysamilehi#2CGMHAudio Mix and Edits by @MarcuCertified

The GenSTEM team is on fire with back to back weeks of episodes! On this episode, Kevin and Ryan had the opportunity to chat with the Executive Director of the National Society of Black Engineers, Karl Reid. Tune in to hear: -Karl's personal experience as a black man in the STEM world-his personal experiences that drove him to become involved with NSBE-The mission of the National Society of Black Engineers-how NSBE champions minorities in engineering-how the BLM movement has affected and emboldened their mission-why it's important for all people in engineering to support NSBE All this and more, on Generation STEM! Want to see more from the Generation STEM team? Check us out on social media @genstempodcast, or visit us at our website at www.genstempodcast.com This podcast is powered by Black & Veatch - www.bv.com

It's the CEO's birthday month so we decided to give yall a bonus episode this week!! This week on PTBNTP Podcast, we feature the Marvelous Marilyn Louis! Marilyn is not only a MBA candidate, a VP at a non-profit in Boston, a Business Capabilities Manager headquartered in Cambridge, Massachuetts, but also a single mother who is raising a future superstar daughter during this pandemic! Marilyn and I connected via Linkedin after one of the articles I wrote. #JevicStory and have stayed connected since. She speaks about getting over her imposter syndrome and being unapologetically BLACK!! Check out NSBE.org for a few events they have coming up this month that she mentions :) Please be sure to follow us on IG and Spotify @PassTheBatonNotThePatron and give us a 5-Star Review on Apple Podcast!Enjoy!

Growth can be uncomfortable, but it has the potential to make us better neighbors, siblings, friends, and most of all: engineers. On this episode of The Study Break, Ritika and Drew speak with Samie Ahmed, president of the Texas A&M Chapter of the National Society for Black Engineers (NSBE), and Anais Baca, president of the Texas A&M Chapter of the Society of Hispanic Professional Engineers (SHPE) about diversity, unity, and how to make our campus a better place.Learn more about NSBE: https://www.tamunsbe.org/ and SHPE: https://www.tamushpe.org/.

Dana & Annessa host Black at Work's first ever (pre-recorded) show for the National Society of Black Engineers annual conference #NSBE46 Engineering the Revolution. In this bonus episode, the ladies interview guests Catelyn and Kristoffer Bridges about life as a Black engineer, getting involved in #NSBE and why we need to create our own spaces in higher education.

Kendra Allen is a PhD student in Energy Science and Engineering at the University of Tennessee and is the National Finance Chair for NSBE (National Society of Black Engineers). Prior to doctoral school, she received her bachelors in Biological Systems Engineering from University of Wisconsin-Madison and received he masters in Bioplastics and Biocomposites from Iowa State University. In this episode, Kendra talks about her journey to a PhD as well as managing PhD life while managing partnerships for NSBE and a multi-million dollar operating budget. If you'd like to connect with Kendra, feel free to reach out to her via LinkedIn: https://www.linkedin.com/in/kendraaallen/ Support this podcast

Today’s guest, Tyrone Jacobs, Jr., is an electrical engineer and speaker. He is also heavily involved in the National Society of Black Engineers (NSBE); he recently became the Region VI Professionals chair. I’m interested to hear more about his journey in engineering thus far, his involvement in NSBE, and public speaking, of course. Check Tyrone out on Instagram (@mrpositivevibes) and Twitter (@jststaypositive). TEACH THE GEEK teachthegeek.com anchor.fm/teachthegeek youtube.teachthegeek.com @teachthegeek (FB, Twitter) @_teachthegeek_ (IG)

John speaks with Dr. Karl Reid, the Executive Director of the National Society of Black Engineers, about the importance of creating a pipeline of Black engineers into the workforce, the way that K-12 schools can help stimulate excitement in Black students, and what the trends are regarding Black student engagement in STEM fields. You can check out the work of NSBE here: https://nsbe.org/home.aspx (https://nsbe.org/home.aspx). You can donate to them here: https://connect.nsbe.org/fundraising/generaldonation.aspx (https://connect.nsbe.org/fundraising/generaldonation.aspx).

I do not offer solutions but like so many in my STEM community, I wanted to at least share where my head and heart were. All I offer is a moment of reflection and a desire to learn more about this topic. I want to thank the following folks for having the conviction and courage to post and share where you are at. NSBE and SHPE Chapters across the country Fernando Ceballos and Brianne Martin Nena Lara Joni Floyd Melissa Pierce Josue Ramirez Braulio Reyes Clips in Podcast Episode Clip 1: https://www.facebook.com/foxcarolinanews/videos/622824581668380/?vh=e Clip 2: https://youtu.be/sG0yrng0eY4 --- Send in a voice message: https://anchor.fm/manny-de-la-cruz3/message

This interview with Jayton Harps, Systems Engineer at Northrop Grumman takes us in a path of discovery into how a student led organization may CHANGE you're entire life and career. We learn about his love for video games and the influence it had in his career selection since an early age. Connect with Jayton Harps from Northrop Grumman via LinkedIn: https://www.linkedin.com/in/jayton-harps-274b9513 Share...subscribe...like!!! #successinnovation #leadership #NSBE #northropgrumman #empower #PERSISTENCE #dedication #preparation

Episode 9 covers Marlin Tisdale's STEM journey from when he first got excited about STEM as a fifth Grader to his current role as an Electrical Engineer. Marlin shares stories of his struggles and triumphs during his time as a college student. He also tells of his love for NSBE and how he ultimately brought me into the organization. Midway through this episode, we take a deep dive into my personal NSBE story due to the fact that I wouldn't have a NSBE story without Marlin (and Lovey). Towards the end of our discussion, Marlin shares details about his current role as an electrical engineer and how he is fulfilled with the work that he is doing. This episode ends with an incredible music conversation around authentic Hip-Hop and an R&B Classic. You don't want to miss this STEMusic Podcast Episode! Follow STEMusic: Instagram: @thestemusic Facebook: @thestemusic YouTube: The STEMusic Website: www.roymoye3music.com/stemusic

Transcript: Stephanie: Hi there. You're listening to Gear Up Season 2, where we bring you the Career Centers' own career advisers to talk about a variety of summer internship experiences. Today we're talking to Jen, who advises STEM jobs at the Career Center. Jen A.: Hi, I'm Jen Agor. I am one of the undergraduate career counselors here in the Career Center and I focus on STEM careers, energy and environment as well. Stephanie: So within your career area, you know, focusing specifically on summer internships. When do usually advise students to start preparing, looking for summer internships for an upcoming summer? Jen A.: Pretty much in any of the areas that I work with. It's all year long. So if I'm working with tech, it's goingto be a little bit closer to the fall for the big companies. But the rest of the time, for startups and other positions, it's all year. And then engineering, certainly same kind of thing. It's most people don't get started until the spring. So I would saythat's probably the best time to start looking for stuff that's going to be available in the summer. Stephanie: And so what are, I guess just a we're alike on the same page. What are some like examples of students who have done X internship that you've advised within engineering within STEM? Jen A.: Well, I had a student go to iRobot a few years ago, an ECE students. Well, we have students that go to like Boeing and aerospace companies. We have some students at GM and other automotive companies, G.E., some of the energy stuff. We have students who do Stanback fellowships or we also they go to all kinds of government positions. And then some of the other sciences, when you're talking research positions like that, they go to the NIH, they go to the CDC and all kinds of different places like that. Stephanie: So what are some resources that you usually tell students or places for them to start looking for these internships either online or here at the Career Center.Jen A.: Yeah. So with engineering, I would say that their biggest resource honestly is the North Carolina State Engineering Fair. Every fall it's two full days and both days have completely different employers and it's strictly geared towards engineering. So it's a really great resource. If students can get over there and they can take advantage of that in the spring it's one day, but it's still a huge amount of employers. So I think that's a really good opportunity. And then outside of CareerConnections and the career fair here, professional organizations, if you're involved with NSBE or SWE or SHPE or any of those organizations, they all have job boards and conferences, which are a great place to network. And then, you know, when my portfolio area is so broad, so I'm trying to answer for everything but things like biopharma, or biotech and pharma and things like that. North Carolina Biotech Center has a great job board that focuses on jobs around here. But there are all kinds of job boards like that for places all over the country. Stephanie: So, you know, let's say students find positions that they want. They go into the interview process. Are there any specific skills or qualities, you know, broadly speaking, for like STEM, for engineering that you think students should be looking to showcasewithin interviews that you think employers are looking for specifically? Is there more technical skills required, I assume? Jen A.: Well, I think across all functions of what I do for a portfolio area, critical thinking skills, problem solving skills, some data and quantitative skills are usually pretty helpful when you're doing research or trying to figure out projects, stuff like that, being able to track them and really focus on that data piece is important. And technical skills. You know, I see a lotof students who use a lot of Matlab, SolidWorks, any coding R and Strata. Again, if you're going into research and then Python, Java, all that kind of stuff, if you're in tech and honestly sometimes with

Shit gets heated in the sandwich fandom again, as Two Brown Guys get their first guest! Enter, MeGeorge [redacted] of Jiggy Juice LLC., creator of that extra fine, sweet music you now hear in all of our episodes. Join us as we brave the unknown in quarantine, misinforming about AIDS, COVID-19, licking things and opening up old wounds (#NSBE). Yeah, yeah, we're late again, but donate and maybe we'll do better. Great to have a new voice though, isn't it? Shoutout to McGeorge of Jiggy Juice LLC. https://linktr.ee/jiggyjuicee Join us on Telegram: https://t.me/twobrownsandaguypodcast --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/2bgaap/support

In this episode, in honor of Black History Month, we talk to Julius Hudson, who is a civil engineer, a STEM Advocate, and the National Professionals Chair at the National Society of Black Engineers (NSBE). Julius talks about how NSBE has helped him in his career and what it means to be culturally responsible. Engineering […] The post TECC 223: Celebrating Black History Month With Engineer Julius Hudson of NSBE appeared first on Engineering Management Institute.

In this installment of the Detroit Worldwide Podcast, Marquis connects with emerging scholar, thought leader, engineer, and STEM advocate , Matthew Nelson about the importance of goal setting and what it means to persevere over life challenges.   Matthew also discusses his lived experience attending the University of Michigan as an adult learner as well as his transition into leadership roles within the world of STEM.    About Matthew:   Matthew Nelson is the National Chairperson Emeritus of the National Society of Black Engineers. As National Chair from 2018-2019, he led the efforts to increase the number of undergraduate engineering degrees earned by black students annually from roughly 3,500 to 10,000 by the year 2025. During his tenure, NSBE grew its membership base by 26%, significantly increased the number of NSBE Jr. chapters, improved its fiscal forecasting and management capabilities and successfully executed two of the highest attended Annual Conventions in the history of the Society.   A graduate of Frank Cody High School, Matthew's collegiate journey began at the University of Michigan in 2002, where he struggled just to maintain a below-average GPA. After falling out of the engineering pipeline, Matthew spent several years working to return to higher academia. Matthew returned to Lansing Community College in 2011, where he made the President's List with a 3.91 GPA and received induction to Phi Theta Kappa Honors Society. At that point, Matthew decided to return to Michigan to finish his journey and to share his testimony. Matthew earned University Honors, made the Dean’s List, earned the College of Engineering Distinguished Leadership Award, and was awarded the first-ever Center for Engineering and Outreach (CEDO) Legacy Award for his work in Engineering Diversity.   Matthew earned his Bachelor of Science in Industrial and Operations Engineering with a minor in Multidisciplinary Design and a Master of Science in Design Science, and is currently pursuing a PhD in the latter. As a Bridge to the Doctorate Fellow and Rackham Merit Fellow, Matthew researches the integration of design heuristics and data analytics into human capital management practices. Matthew currently works as a consultant for the Michigan Louis Stokes Alliance for Minority Participation as well as the Center for Socially Engaged Design and the Center for Education Design, Evaluation and Research.   Matthew continues to advocate for increased resources for non-traditional and minority students, as well as inspire those considering returning to college. Matthew frequently engages in public speaking, encouraging both young and old to pursue Science, Technology, Engineering, and Math professions. Matthew also works with a number of Fortune 500 organizations to improve their diversity recruitment and retention outcomes.   Matthew is a proud native Detroiter, and credits his success to early exposure to science and technology he received through Detroit Public Schools, as well as programs such as DAPCEP (Detroit Area Pre-College Engineering Program) and Generation of Promise. Matthew founded Orisa Design, a consulting firm that uses design principles to address organizational climate and culture issues. Matthew attends Northwest Unity Missionary Baptist Church, where he also serves as Trustee. Matthew and his beautiful wife Breanna, also a native Detroiter, have been married for eight years.   Connect with Matthew: Email: mnelson@orisadesign.com Twitter: @STEMLifestyle    Instagram: @TheSTEMLifestyle            LinkedIn:  www.linkedin.com/in/STEMLifestyle                                                                                                                                                                

DeVaris is a product manager and engineer specializing in building high growth, scalable products. Through strategic vision and technical expertise, DeVaris helps start-up to large companies and brands realize their vision by providing optimal solutions that allows each client to surpass their goals.With an unwavering ideology that technology should be accessible to everyone, DeVaris helps those who want to pursue a career in computer technology. He’s spoken around the world at conferences and worked with countless non-profit organizations including NSBE, Black Girls Code, Hack the Hood and many more, to democratize access to technical resources and education.DeVaris studied Math and Computer Science at the University of Illinois, participating in research fields of security, high performance computing and compilers. His passion and education for this industry has led him to work at Zendesk, Klick Push, Microsoft, Intel, Cisco, and currently VSCO. When he’s not sitting in front of a computer, you can find DeVaris behind a camera capturing moments in time or behind a set of turntables, moving a sea of people through music. http://www.devaris.com/http://www.trilliconvalley.com/

On this episode we held a financial literacy workshop at the National Society of Black Engineers Region IV Conference in Grand Rapids, Michigan. We spoke to an audience of young incoming engineers from universities all over the country about financial freedom and what it takes to achieve it. Listen in as we go in depth as to what steps are necessary to retire early and as we dispell common financial myths among society.If you enjoyed this episode please rate it 5 stars on Apple Podcasts, this allows us to grow and reach even more people!Follow us on Instagram @moneymonopolizers and Twitter @TheMonopolizersCheck out our website for more resourceful content www.moneymonopolizers.com

Listen to Amauche (2020) talk about internship at an aerospace engineering company last summer. Transcript: Stephanie: You're listening to Gear Up, The Duke Career Center's podcast showcasing real students summer internship experiences. My name's Stephanie Mayle. And today we're talking to Amauche. About her aerospace engineering internship. Stephanie: All right. So can you introduce yourself? Amauche: Hi. My name's Amauche Uzoigwe. I'm a senior electrical computer engineering major and I'm from Atlanta, Georgia. Stephanie: Cool. So where did you work this past summer? Amauche: So this past summer, I was in Los Angeles, California, working as a circuit engineer for the Aerospace Corporation, which is the nonprofit government contracting company for aerospace. Stephanie: And how did you find that job? Amauche: On campus, I’m a part of a organization called NSBE, which means the National Society of Black Engineers and they have conferences with career fairs bi annually. So at one of the conferences I was able to speak with the recruiter and get insight on the job and I set up an interview and get the jobs. Stephanie: Congrats. Amauche: Thank You. Stephanie: So what kind of stuff were you doing day to day for work? Amauche: So for my position, I was working in the Powers Systems Department, which just means working for the things that powers spacecraft. Stephanie: That’s pretty cool. Amauche: Yeah, it was pretty cool. My job particularly, I would just run simulation of electrical circuits. I got to build some electrical circuits and I just got to learn about the company in general and a lot of other positions that I wasn't doing. So that was nice. Stephanie: And did you like the work? How did you feel about it? Amauche: The work was very interesting, but I think personally that that type of work I was doing wasn't necessarily what I was that interested in. So there's a lot of technical computer, also laboratory work. And I think doing that made me realize that I might like the logistics big picture business side of engineering more than I do like the technical hard core work. So I'm glad I got to experience that so I could see maybe what I don't want to do in the future. Stephanie: So how did you like kind of the company culture? Amauche: Oh, I love the company culture. It was very different because that was my first internships. I've never experience working a full day, a 9 to 5 job. There are also a lot of interns, so there are a lot of events geared towards us just to get us to know each other, to get us more comfortable, get us to know more about the company. So I did like the culture. Everyone was very nice. We had lanyards and the interns were like a different color lanyard. So it was always like you always knew who was an intern, who was not. People that worked at the company loved to just get to know us and be a resource to us because they knew that they would know that we're there learning as well. They were interns from all years. I think there was even a high school. There was a high school interns,. Stephanie: Getting them Young! Amauche: Yeah, from there to graduate school interns. So it was a really nice company culture. They really do push work, balance life work life balance. I'm sorry and yeah, it was really laid back. I think in terms of engineering jobs, it's really just working on your projects and making sure you get those done in a timely manner. So I never felt like I was on a set schedule every day. So I did like that. Stephanie: So besides kind of learning that it's not what you want to do. Amauche: Yeah! Stephanie: Was there any other big takeaways or big skills that you you left? Amauche: Yeah so, just being able to communicate. Amauche: So at the end of that internship. We gave presentations to the whole division. So I just learned how to, you know, present my work in an organized and in a manner that was impressive to my bosses and what not communicatio

Zach speaks with Lionel Lee, Zillow Group's Head of Diversity Engagement, and they discuss his unique personal career journey up to this point. Lionel details what influence and coalition-building look like in his position, and he also shares some of the things that he's been able to do at Zillow that he believes have helped to improve the sense of belonging and inclusiveness for black and brown folks in the workplace.Connect with Lionel on LinkedIn!TRANSCRIPTSheneisha: Hey, y'all. Sheneisha here with Living Corporate. As you know, we're about having real talk in a corporate world. With that in mind, before we get into this amazing discussion with Lionel Lee, we want to let you know this content makes mention of violence, which may be upsetting, so if you're listening with some little ones, discretion is advised. Zach: What's up, y'all? It's Zach with the Living Corporate podcast, and of course you know what we do. We have interviews, conversations, right, that serve to amplify the voices of black and brown folks at work. And what do I mean by that? I mean we typically have black and brown folks, leaders, executives, creatives, entrepreneurs, you name it, on the show, having real conversations about real topics, and today is no different. We actually have with us today a very special guest. I'm very excited to speak with this person. I've been in contact with him for a little while, and I'm excited just to, like, get him on the show, 'cause, like, we've been texting, and then we talk on LinkedIn, and then, you know, we've been trying to coordinate. Even today we were coordinating back and forth. Lionel Lee. Lionel Lee is the head of diversity engagement at Zillow Group. He provides career development support to underrepresented employees and works with executives to develop equity and belonging policies to improve employee experiences. He also serves as a connecter between employees and community organizations. Prior to joining Zillow Group, he worked in talent acquisition, sourcing candidates across technology and banking industries. Okay, so really quick y'all, all of that to say he's by the people, for the people, you see what I'm saying? Okay. Helping communities has always been a constant throughout his life. Lionel has created and developed community groups that promote health and wellness. He's worked with HIV/AIDS education groups, substance abuse/addiction organizations, as well as health groups for youth. Lionel immigrated to the United States from Korea at age 5. His experiences growing up in south-central Los Angeles and later in the projects of Honolulu, Hawaii--I'm gonna ask a question about that in a little bit--helped nurture his passion for community building. With all that being said, Lionel, welcome to the show. How are you doing?Lionel: I'm doing well, man. Thank you. Appreciate it.Zach: Now, look, you know, of course I've got all of these questions for you and everything, but the first thing I gotta ask - you talked about the projects of Honolulu. Hawaii has projects?Lionel: Yeah. Oh, yeah. Yeah, Honolulu has projects, and growing up there in the '70s and partial '80s, yeah, it was kind of rough, 'cause most people don't know about that, 'cause what they see about Honolulu and hear about Honolulu is it's just a paradise, but it's not really a paradise for all. You know, the level of poverty there, still to this day, is [amazing?], but back then it was like--where I grew up, in Kalihi--Kalihi is a town right outside of Waikiki, and it's--the projects are called Kuhio Park Terrace. We call it KPT, or Killer Park Terrace. Kill People Today. That's what it was, and I lived on the 16th floor, and I had to actually walk up the stairs to get to my apartment because there was a young lady that got her head cut off in the elevator, so the parents and kids, you know, catch the elevator. And then, you know, you have the same stuff that you have in a lot of different projects. You know, you have a lot of drug abuse, and, you know, you have people defecating in the stairwells. So that was the smell you walked into every single day. The crazy thing is that the dude that cut off the woman's head lived two doors down from me. And he kept it. Kept the head. Zach: What?!?!!!!!!????????????Lionel: He kept the head. But, um...Zach: Whoa, whoa, whoa. I'm sorry. Wait, wait, wait. You said he kept the head?Lionel: He kept the head. He was--he was a Cambodian dude, and he was just mentally disturbed, you know? He just had some serious stuff going on, and he kept the head, and we found out, like, you know, two weeks after it had happened, you know? That was--it was a very different kind of place. Very violent. You can still look up--actually, you can go on YouTube and look up videos from Kuhio Park Terrace, and they'll show you videos of what it's like at KPT to this day.Zach: To this day. That is--that is--wow, that is shocking. I'ma tell you, you know, Lionel, in your short 3 minutes of being on the Living Corporate podcast, you have given us the most gangsta introduction we've ever had. And I'm not making light of anything. I'm just taken--I'm very taken aback by this. Wow.Lionel: Yeah, I don't have the typical--you know, I don't have the pedigree of someone that's in my position, definitely. I'm not--you know, I just wasn't raised like that. I wasn't--you know, I didn't think I was gonna go to college. I didn't go to college. I didn't get a degree. You know, I had to work and do all of that kind of stuff. It's just I was given certain opportunities and took advantage of every single one, you know? Made the very best that I could, and I've always had a tremendous work ethic, you know? Just, you know, been out of my house since I was 17 years old. I've lived in my car for, like, three days, just so I can be out here, you know, just doing my thing. You know, just doing my thing and just trying to keep it moving.Zach: Wow. Well, kind of to start there, let's talk a little bit about that. So you've started on that path, but kind of talk to us about your journey from Hawaii to the head of diversity and engagement at Zillow. What did that look like?Lionel: I was a gogo dancer at one time. That was pretty weird. I've done everything, man. Like, I can do stuff around my house--like, right now I'm remodeling my house, and my kids will be like, "Where'd you learn how to do that?" And I'm like, "Man, it wasn't nothing about learning. I just had to survive." Zach: Wait, wait, wait. So let's take a step back. You said you were--you were a what dancer?Lionel: I was a gogo dancer for a little bit. [Zach laughs] Yeah, when I was, like, young, you know, and that kind of stuff. So I was raised extremely religious. My grandfather is a Baptist minister, and I was raised in the church, so we didn't go out and do that kind of stuff a lot, you know? And I went to, like, school dances every once in a while, and I always liked to dance, so as soon as I got out of my house and, you know, I didn't have nobody telling me what I could and could not do, you know, I got caught up in the dance club scene for a while, and I was going there a lot, and the dude that owned the club, you know, he asked me one day if, you know, I'd want to just come in and, you know, get paid for it, right? But it was like--I don't know if you remember. I don't know how old you are, but--Zach: 29.Lionel: There was this one dance that I was really good at. It was The Prep. I don't know if you remember what The Prep is.Zach: Nah, what's The Prep?Lionel: It's just a dance that, you know, like, a lot of black folks did, you know, back then. You know, I'd have to show it to you in order for you to know what it was, but people around my age group, they know what that dance is, and I was really good at it. You can be extremely creative with it, you know? So the dude just kind of, you know--and I didn't paid, like, a lot. It was--like, that was my part-time gig. My full-time gig was, you know, managing the Church's Fried Chicken, which was down the street from the club, right? So after work at Church's Fried Chicken I would shoot over there, and back then they would throw some, you know, neon sweater or some shit on me, and then I'd get on there and, you know, do my thing. [both laugh] So yeah, that's a snippet of my background, but the way that I got into where I'm at now is--the funny thing is I met a dude on a basketball court, right, like, when I was in my late twenties, and it was one of those stereotypical things, you know? I got into a fight with this dude on the basketball court, you know? Like, you know, you get into a fight on the basketball court, they find out you can fight, and then all of a sudden everybody wants to be your friend, right? So dude wanted to be my friend. He was a white dude, and I had never had too much interaction with white people honestly, and definitely not on a personal, you know, like, friendship level. That just wasn't the way I was raised. So I was kind of cautious, and at that time I worked for an organization called Street Outreach Services, and it was an HIV/AIDS prevention organization. It was led by this amazing sister from Brooklyn. Her name was Amani Wood. She recently passed, like, a couple years ago, and I consider her one of the strongest individuals I've ever met and was lucky enough to have her as a mentor for a very large portion of my life. But anyway, she and I were working together, and then I came up with this crazy idea that what we should be doing is we should be documenting, you know, crack addicts and crack dealers under the age of 18, 'cause that's a group that we were not capturing. So the city of Seattle liked the idea. My organization liked the idea. So I ended up doing that for about 2.5 years. So I was going into crack houses and stuff, like, you know, at 3:00 a.m., you know, 4:00 a.m., and dealing with a whole bunch of kids, and I dealt with the kids--I mean, I had one sister, her name was Beautiful, literally, and she was 13 years old, you know? She was 13 years old with a baby and she was a crack addict, and she was a crack dealer. So, you know, I had to deal with that, and that kind of stuff is emotionally extremely taxing, and the--I just couldn't do it as--I couldn't put as much of myself into it as I was, so I was starting to get burnt out, and dude--you know, he was a recruiter, this white dude that I had met, right? He was like, "Hey, you ever thought about, like, recruiting?" And I was like, "I don't even know what that is, man." And he brought me up to his office to show me what he did, and, like, a lot of young black men and young black women and kids that come from, you know, lesser economic areas, you know, when I saw a computer I thought, "Nah, I can't do that," you know? 'Cause, you know, "Computers are magic, right?" They're not meant for me. They're meant for, like, geniuses, right? You know, "Black kids can't do math." You know, "Black kids can't do this kind of stuff," and I bought into a lot of that. I bought into a lot of that kind of stuff. But I had a two-year-old child, so I had to do something, you know? 'Cause I wasn't making enough money, and I wanted him to have a better lifestyle than I did growing up. So I took him up on it, and, you know, I shot across the bridge over into Bellevue from Seattle, and then--I don't know if you know Seattle, but in Seattle you have east side and west side, and when you go across that bridge, man, it's completely different. Extremely affluent. Very, very white. You know, as a brother back in the, you know, '90s, you couldn't be on that side if you weren't an athlete, right, or somebody else, you know, that they recognized, because if you were a black person that they didn't recognize, the cops would give you a hard time. Like, literally. They would follow you around and stuff, right? But I went over there and I interviewed, and I interviewed with, like, nine blonde-haired, blue-eyed women, man, sitting around the table. I was like, "Man, I don't know if I want to do this," and they offered me the job, you know? And I was like, "Whoa, what do I do now?" And at that same time I was actually interviewing with the fire department, and walking out of that office--I drove, like, this beat up 1984 Volvo, you know? And when I say it was beat up, I mean it was *beat up*. There was 100 and something thousand miles on it. The paint was peeling, you know? That kind of stuff, you know? I put on the best clothes that I had at that time.Zach: That was a bucket.Lionel: It was a bucket. Man, it was a buck-et. And I'm walking out, and every car in the parking lot was like Mercedes, Audis, BMWs, you know, that kind of stuff, and I was like, "I don't know, maybe I can do this." And so I accepted and started there, and struggled, man--I struggled a lot. I mean, I struggled so bad the first three months. There's a very large organization. It's called EDP Contract Services. Now I think they're called TAC Worldwide, and it's one of the largest recruiting organizations in the world. At that time, I forget exactly how many people they had, but I know that at one time I was ranked, like, something like 2000th or something out of the company of recruiters, and by the time--I had to make a decision at one point because--you know, because I was basically told that I could be pretty successful in this if I got the street out of my voice, right? So I started [?]--you know, I went home and was, like, frustrated over it, you know? And my girl at that time, she was pretty hood too, so she was like, "[BLEEP] them. You know, we can sue them. Blah, blah, blah, blah," you know? But I went to bed with my two-year-old son, you know, and I was like, "Man, I've got to do something." So I made up my mind. You know, I made up my mind that okay, well, this is what I'm gonna do, and I walked into the office the next day--I got there at 6:00 in the morning. Nobody was there. And I didn't leave until, like, 8:00 at night, and then I did that for, like, a whole year, and I became #2 in the company, and my income went up something like 300% in a year. Zach: Goodness gracious.Lionel: Mm-hmm. And so I figured out that yeah, I can do this. And then I went to--excuse me, sorry. I went to San Francisco right after that. I got recruited by a staffing firm there. I didn't like them too much, so I started my own staffing firm. We did $2.5 million in our second year of business, and that was just, like, you know, three of us, right? And then we added some people on and that kind of stuff. Then I came back to Seattle and, again, you know, got recruited by another company and became the manager for recruiting for a startup during the dot-com era. I was killing it there, then the dot-com bubble burst, and then I went to Washington Mutual as their diverse executive recruiter, and that was probably one of the worst work experiences I've ever had, 'cause what happened--what happened was they wanted this person, but one of the head people in this department didn't want this person. They didn't feel the need for a diversity executive recruiter. So they waited for her to go on maternity leave and then, behind her back, hired me, right? So my first day of work I'm walking down the hall and this woman walks up to me and she goes, "Who are you?" And I said, "Oh, I'm Lionel Lee." And she goes, "Well, what do you do?" And I said, "Well, you know, I run diversity executive recruitment here," and she just looked at me, and I got this, like--it was chilling. Like, this look was crazy, and then the next thing I know, man, like, seven months later or eight months later, you know, maybe close to a year later, you know, the whole group was disbanded and we all had to leave and, you know, go do our own thing. And it was kind of crazy too. The way that they told you was, you know, they asked you to come in for an early morning meeting. I went in for an early morning meeting and they had HR there, and they said it's disbanded.Zach: So where does Zillow come into play?Lionel: 2007 hit, man. 2007, 2008, 2009, you know, and I went through all of my money, and I had to get back to work, you know? So I joined a really small recruiting firm that was, you know, bullshit. They didn't know what they were doing. [both laugh] But then there was this other recruiting firm that I really wanted and I went and joined them, and they were amazing, and--that's one of the crazy things too, the dude that hired me--he's, like, this really young--comparatively. I think he's, like, you know, close to 40 now--Republican white dude, right? And he hired me on to the company, and I go in there and I'm on the phone the first day, and he said "Hey, Lionel, can I [?] you for a second?" And I was like, "Yeah, what's up?" And he goes, "Man, who the hell is that on the phone?" And I was like, "What are you talking about?" He goes, "Do you know you sound white?" And I was like, "What?" He goes, "Yeah. When you talk to me normally, you know, we're fine, but whenever you get on the phone you sound white," and it's because of what I learned in the earlier part of my career.Zach: Code switching, man. Yeah.Lionel: I was code switching. And I told him, "Well, you know, that's how--" And he goes, "Nah, man. I don't think that's why you're successful. I would really love to see you be you. I got enough white dudes in my office. That's why I hired you." [Zach laughs] And I was like, "Oh, okay," and then I started really, like, trying to understand what just happened, and the reason I ended up here at Zillow Group--I stayed there for, like, five years, six years, right? And I ended up killing it there. I was always either #1 or #2. And the reason I ended up here is that the person who had hired me on at Washington Mutual, she became the vice president of talent acquisition here at Zillow, and she--I started my own company after a while, again, right, and she was one of my clients, and she asked me to come in, and she said, "Lionel," you know--this was, like, 2016. "Lionel, we're really trying to do this diversity thing, man, but we don't know what we're doing." You know, "Would you want to help us?" And I said, "Well, I can put something together." You know, I talked about it with them a little bit. They wanted me to do it. I couldn't dedicate time to it 'cause I had my own staffing firm at that time and my staffing firm was doing extremely well, but what happened was that it kind of grabbed a part of me that I didn't know really existed. My experience in tech as a black man was horrible. I mean, it was horrible, so I decided that, you know, by doing this I would be given an opportunity to better the experiences of other people that are underrepresented in the tech space, right? 'Cause when I was starting out, you know, there was no other. You know, there was me. There was me, and I was probably the only one that I knew with the exception of, like, one or two that worked in other agencies. But it was me, right? And it was horrible. I hated it. I mean, I couldn't--there was no way that I could tell somebody that "Yeah, this is a good day." I woke up every single day begrudging going to work, and eventually I was able to push down to the point where I didn't realize that, you know, there was a part of me that was always anxious, right? And that's when I got a chance to change, you know, within this organization, and then what I'm hoping for is that this organization will be--you know, will be, like, a beacon for others to take a look at, right? Like, "What did they do to make a difference?" Right? 'Cause we did. We changed how we are as a company. We've changed the way that we're perceived. You know, people want to come to work here, you know? That kind of thing, and, you know, the brown and black folks here are much happier now than they were. We know that because I'm very data-driven, and we took some surveys and things like that that let us know that the things we're doing are working. But that's how I ended up in this position. And I was a consultant at first, and they--you know, we talked about 20 hours a week. 20 became 40. It became 60. It became an obsession, you know? Because I--you know, I was like, "Ooh, I get a chance to--"Zach: Really move the needle in some way, yeah.Lionel: Yeah. Not just move the needle, but, you know, just--you know, we talk a lot in those kind of terms, right? Like, "move the needle," you know, that kind of stuff, and the way that I looked at it was never really like that, you know? The way that I was looking at it was, you know, "Improve the day-to-day experience of the underrepresented worker going into the tech space." That was my--that's my driver, right? The way that I describe what I do is that my job is to make sure that everybody that comes to work is happy and feels like they belong. That's my job. That is my job, and I--I don't like to say I love my job, because I don't think in that way, but I'm extremely proud of what we've done here at Zillow Group. I'm extremely proud, and I'm hoping to continue on this path and, you know, continue to make us an employer of choice.Zach: [applause sfx] I mean, what can I say? I mean, I hear you. This is incredible. Look, I have another question, but I want to get into this really quick though. You talked about some of the things that y'all are doing here and, like, they've been serving well. What are some of those things that you've been able to do at Zillow that you believe have helped to improve the sense of belonging and inclusiveness for black and brown folks? Lionel: Well, that was the thing, right? 'Cause one of the things that they had asked me to do was go out and find best practices, and the crazy thing is that there were no best practices 'cause nobody was really killing it. Nobody's numbers said that they were killing it, right? So I had to come up with my own stuff, but what that gave me was green fields. So I could do a couple things. So one of the first things that I did is I was walking through the office one day--and we had this wall of speakers, right? And the speakers--I looked at that wall, and it's a pretty big wall of all of these, you know, headshots of all of these speakers that we've had come into the office, and I was like, "Damn, every single person on there is white." Like, literally. Like, every single person on there is white except for one brother that we had, and of course he was a football player, right?Zach: Of course. Of course.Lionel: Right? And I was like, "Come on, man." You know? So I changed that immediately. That was one of my goals, to change that, and I did that. You know, we brought in people like Van Jones. We brought in people that were from the Islamic community. We brought in people from the Latinx community. Totally changed that whole landscape, right? And then we started talking about, like, just simple things like events, you know? Because that's one of the things that tech companies are known for, right? We have these crazy-ass parties where everybody has a good time, but not everybody gets down like that, you know what I mean? Like, I didn't grow up that way, you know? I don't go out and--you know, I'm not one of those people that like to [imbibe?] in that way and that's how I party. That's not how I do. I like the music. I like to dance. I like that kind of stuff, you know? And I'm not saying that we're all the same, but there are certain foundational pieces that make us a little bit the same. [?], right? And so we started throwing, like, parties, but I would tell the dudes that came in--I started going out and creating relationships with external organizations that were representative of underrepresented groups within our company. So we had professional organizations that I went and made agreements with, and then they would come in and they would throw the parties. And they asked me, they said, "Well, how black do you want this to be?" [both laugh] And I was like, "I want it to be as black as you want to make it."Zach: Right. It needs to be black black, with a Q.Lionel: It needs to be, 'cause you have people here from, you know, predominantly black areas, right? You've got a kid that grew up in a predominantly black area. He goes to an HBCU, you know, does really well there, and then all of a sudden he's thrown into this, right, where he's one of--I think we're at, like, 9% or something like that, right? We're still improving in that area, right? And then he's just got to, like, hang out and do what these guys do? You know, why don't we give him some of what he had back home? You know, why don't we create a sense of community for him, you know what I mean? And we did that, and then we started taking a look at some of the things--and it's all from my own experience, right? One of the things that really bothered me is, like, when all of the brothers was getting shot, you know, I felt completely alone in the office, and I had nobody to talk to about it, right? And what we did is we started--we created a forum here where people can--when things like that happen, for example when the El Paso shooting happened recently, you know, we had a forum here inside the office where people from the Latinx community could get together, along with people that were not from that community but allies that were in positions of power and strength here at the company, we all got together and we had a conversation, and we, you know, basically video-taped everybody in from all the other offices, and we had this, you know, straight up conversation about what this feels like, and that made a difference in people's experience, right? And then we talked about "How do we do our recruiting?" We started taking a look at--I started taking a look at how we do the recruiting in the first place, right? Many of our people that come on board come on from internships, so how do we effect that? Well, we start creating more relationships with organizations that are representative of us. So we started a relationship with NSBE, the National Society of Black Engineers. We started a relationship with SHPE, Society of Hispanic Professional Engineers, right? And then we put into practice talking to the CTO, the chief technology officer, who is just--you know, he's cool, he's just really cool, and I gave him an a-ha moment when I took him to AfroTech, like, two years ago.Zach: Oh, yeah. Shout-out AfroTech. Shout-out Blavity. Yeah, yeah, yeah.Lionel: Yeah, by Blavity, right? And I took him--he was one of the only white dudes there, and I was like, "Look, you know, I'm gonna introduce you to some people. You're gonna have some good conversations, and then we're gonna talk about it afterwards," and he was like, "Cool," but he walks in and there's THOUSANDS of black people, man. Where people were telling him, "Oh," we can't be found, which is bullshit. Zach: It is, man. No, it is. It is so annoying, Lionel. Well, it's annoying and it's insulting and it's racist, right? So you said, "Well, we can't find this talent"--like, we're all over, and, like, look, AfroTech is an obvious one, but man, there are also, like, a lot of, like, local, like, groups, right? Like, there's all--if you go to any major city, there's some grassroots coding group that is black and brown, right? And honestly, even if you just take the time and look in the PWIs that you're recruiting, if you just look one more time, they're there too. Like, we're here. Lionel: Right, right. So what we did--he saw that, and we came back and he was like, "What do we do?" And I said, "Well, let's figure out some strategies," and what we started doing is we started making--'cause Boeing has doing been this forever, but Boeing's been going to NSBE and making offers on the spot, right? And so it was like, "Okay, well, let's do that," and we started doing that, and we started increasing our numbers because of that, right? And then those kids that were coming in as interns, we started converting them to full-time, and then on top of it their experience as workers here is real cool because, like, I'll walk by, you know, and I'll talk to 'em and be like, "Hey, what's happening, brother?" You know? "How you doing?" And they'll look at me like--Zach: Even that alone, which is small, right? It's huge to them.Lionel: It's small. It's really, really small, but it's so important, right? People gotta feel like they feel belong. People gotta feel like they're appreciated, right? That's what has to happen, and that's what we started doing. That's one of the things. I could go on and on, man. We've done--when I say I'm proud of the work that we've done here, I'm extremely proud of the work that we've done here.Zach: Rightfully so.Lionel: Yeah. The executives have been fully on board. You know, we also do this other thing where we understand the C-level, the C-Suite, has to be on board. So we do a thing called the MB Learning Series, which is twice a month. You know, we get together, myself, the senior VP of community and culture, and some other key individuals that are well-versed in this space. We'll get together with a bunch of people from the C-Suite, and we'll sit down and we'll talk for about an hour, an hour and a half, about whatever it is, right? It could be a current event that has impacted an underrepresented group, or it could be about something that they've encountered themselves, right, that they want to know more about, right? So we work with them, and they get to learn, they get to learn what's happening, and it changes their perspective and it changes the way that they go out and approach things and make decisions, right? We have our CEO--our CEO is, like, one of the only CEOs where, you know, in his signature file, you know, he has his pronouns, right? Because that's important, you know, to understand that not everybody identifies in that way. Understanding that people identify differently is extremely important, 'cause it puts you in a different place in your learning, in your journey, and that's how we got here. I mean, there's--you know, I could go on and on, but that would take up your whole segment.Zach: No, no, no. This is great, and look, Lionel, we'll just have you back. It's not a problem, man. We'll just have you--[both laugh] You'll just come on back. But it's interesting, really quickly, about the pronoun point, right? So, you know, some research that Living Corporate has been doing, you know what I'm saying, on our whitepaper--if you check us out on the website, you know, you'll see us on there, and we talk about the fact that, you know, 14% of millennials identify as trans or non-binary, right? So it's a real statistic.Lionel: Oh, it's a real statistic. It's real. And, you know, there's so many different groups of other people that do not feel like they belong. You know, they just--you know, especially with the current climate in our country today. That kind of stuff, the divisiveness of our country today, and, you know, we just--we want to make sure, in our company--and we've been voted, like, one of the best places to work forever, right? ["ow" sfx] Forever. But what was not being considered was that not everybody felt that way. It was not the best place to work for everyone. We found that out through our data, you know? We pulled some data that showed us that. So our goal is to make this the best place to work for everyone, and we don't--I mean, we look at everyone and make sure that they're taken care of. And we started our ERGs here two years ago. We dedicated a lot of resources to it. It has its own program manager that manages everything. That's his full-time gig. That's what he does to make sure that, you know, they're good. You know, we have all of the infrastructure in place for that. They're fully capitalized. Yeah. We do--you know, we do a lot of stuff here that a lot of companies don't do, and I think a lot of it just has to do with the fact that we've been following best practices. 'Cause, like I said, we didn't find any, so we had to create our own.Zach: No, that's incredible, and you're absolutely--this is the thing. It's so interesting because as commercialized and, I'm gonna say it, colonized as diversity and inclusion has become, right, like, as a space, when it comes to actually delivering and doing the work, we're still very much so in our infancy, right? Like, there's not a blueprint for anything.Lionel: No. No, there isn't, and that's--yeah, I would agree with you that there is a lot of stuff in our space that, you know, I kind of, like, look at three or four times too, you know? Like, "Really? That's what we're gonna do now?" [Zach laughs] But that's the thing, you know? Let's be creative, you know? Let's figure it out, and for me it was very personal, you know? That's why, you know, a lot of the stuff that we did here was me imagining me, you know, sitting there at work. You know, what would I want? You know, when I first started in this stuff, what would I want? I'd want to be able to come into work and feel like I can be the best me possible, right? But I don't have to, like, play by nobody else's rules about how I talk, how I walk, and all of those kinds of things. I don't believe that people should or can bring their whole selves to work. I don't believe in that. I think that, you know, there's some shit you need to leave at home, right? [both laugh] I don't believe--you know, like, my grandmother used to tell me, you know, "Tell some. Keep a lot." You know what I mean? You don't need people knowing everything, right?Zach: Yeah, keep going.Lionel: You should be able to be comfortable when you go to work. You shouldn't have to code switch as much. You shouldn't, you know, have to wonder about your place there as much, you know what I mean?Zach: I do. You're 100% right, yeah. Lionel: Yeah, that's what we did. Zach: You said, "Share a little bit. Keep a lot." But you're right though, and some of that, Lionel, is cultural, right? So, like, I would say black and brown folks--and I'll just speak for my experience. Like, I was raised, you know, you keep your business to yourself, right? Like, there's certain things, where as then, you know, there's stereotypes that white folks love to just tell everything they got going on. They'll talk about the medication they're taking, if they're depressed, you know? They'll share everything. But you're right, like, I'm not tripping on--I don't necessarily--my quote-unquote "whole self," like, I don't have to do that, but I should feel comfortable--right, I should not feel uncomfortable and dread going to work or feel like, man, just so otherized to the point where I can't even function.Lionel: Exactly, and being othered is real, and it's difficult for people to see that, you know? Like, "Oh, we're paying you," you know? "I don't know why you don't feel appreciated," you know? It's that kind of stuff, and it's like, "Man." You know, if I'm coming into work and I can't wait to get home--not because, you know, I just don't want to be at work for whatever reason, but just because I don't feel comfortable and when I get home is when I feel comfortable? Or I'm dreading going to a company event because I don't feel comfortable? You know, that's a problem. That's a problem. That's why there's more brothers and sisters that are consultants than full-time employees in the tech space.Zach: Man... listen. Oh, my goodness. So look, Lionel, you gonna have to come back, because I've got, like, four more topics we can talk about, [laughs] but you're 100% right, right? Like, you think about, like, it's these temporary, transient roles, right, that give you space, but then also, like--they give you space to kind of move around and not get too uncomfortable in these environments. Man, not to mention the pattern where I'm seeing a lot of black and brown folks are in these, like, non-client-facing positions. Like, they'll typically in, like, the security tech roles, but let me not even--let me not step on too many toes today. Let's keep going though. I want to respect your time. Let's get into how you and I connected. So of course, you know, I'm on LinkedIn. I'm active active on there, but I seen you on there, and you sent me a link about a project you're working on, which really got my attention, and I'd love to--I'd love for you to talk a little bit about that as well as--and just kind of your passion and interest as to why you're doing the work that you're doing on it.Lionel: Yeah. I think you're referring to the microaggressions survey that we sent out.Zach: That's right. Lionel: So Rebekah Bastian is the VP of Community and Culture here. She's my boss, right? I have a direct line to her and then a [?] line to the chief people officer. She and I sit right next to each other. It's an open kind of space. And she's a contributing writer for Forbes. So she was writing this thing on microaggressions, and I was like, "Let me read that," and I read it, and it talked about microaggressions towards women, right, and more microaggressions towards women, and I was like, "Man, that's crazy," you know? Because we suffer from microaggressions. And she was like, "You do, I know that." And I was like, "Yeah, I know you know that, but, you know, there's no data around it. Why don't we do our own survey?" You know, 'cause we couldn't find no data, right? We did the research and whatever, and she was like, "Yeah, I would love to write something on that, but, you know, I can't find any data," and I said, "Well, let's create our own data, you know?" So she put a survey together, and I sent it out to my network, which is pretty broad, and then many of my--that's one thing I want to thank everybody for, including yourself, you know? Many of them sent them out to their networks too. Like, "Hey, you know, this is happening. Let's talk about this." Right? And yeah, I came back and--I think we're gonna try and do this, like, yearly, and try to go even deeper, 'cause I think that it was a great introduction, but I think that we could have covered a couple areas that, you know, people really don't want to cover. But it's important, right? 'Cause I know that I suffer for them still today on a daily basis. I have to check somebody in a meeting or, you know, I also have to be mindful about certain things, right, you know, that they don't have to, you know? When I say them, I mean, like, white folks that are in my same position or at the same level that I'm at, right? And yeah, we still go through it, and it's difficult. You know, it's difficult, and we had to put that information together ourselves 'cause we couldn't find any.Zach: Well, to that point though, why do you think that I&D programs--so I have a bevy of my own theories, right, but why do you think, when we talk about diversity, equity, and inclusion, we don't zoom in on black male or brown male experiences specifically?Lionel: I don't think people really want that wake-up call yet, you know what I mean? I think that people want to imagine that "Hey," you know, they got to this particular spot in their career, you know, they're making this particular amount of money, you know, they should be happy, right? But they don't know that for a lot of us--I mean a lot of us, man, a lot of us--you know, we have to deal with [BLEEP] on a daily basis that they never have to deal with, they never have to deal with. But nobody really wants to put light on that, you know? 'Cause then that would mean that we have to do some more work, and I think people don't want to do that, you know? I think that, you know, people try and find the easiest and fastest way to get to a certain point, right? But when we're talking about something that's this complicated and this nuanced, it's gonna take some work. It's gonna take some serious work, and--what is it--the implicit bias trainings and all of those kinds of things, you know, that's, like, the tip of the iceberg. Nobody wants to.Zach: No, they don't. And it's aggravating too, because even--so I've talked to--so in my current job, and then at previous jobs too, but, like, I have mentors here, and I've [?]--you know, what I find frustrating about us always running into implicit bias is that it makes the presumption that all bias is accidental or unconscious, right? And it's like, "No." Some of y'all actively don't want black and brown people here. Like, come on. It is 20--it is the age of our Beyonce, 2019. We know the deal. [both laugh] We know where people align politically. Like, more than ever we have direct insight into political idealogies, beliefs, and points of view on race, gender, sex, religion, sexuality. Like, we know all these things, so, like, let's not act like everything is "Oh, I stumbled across this racist thing." Like, come on. That's not the reality. So let me ask you this as we kind of wrap up. What are some of the challenges that you've come across as a black executive leader within an I&D space? 'Cause you're the second person. You're only the second person in one of these positions that I've met that is a black man. So you're in this position, right? Typically I see folks in this position are white women and maybe even white women who identiy as LGBTQ, right? As a black man, what does influence and coalition-building look like in your position?Lionel: Influence and coalition-building in my position? Well, one is--you know, one, you've got to have allies. I don't believe that we're in a position right now, that we have the power right now, to be able to make the change that we need to make without powerful allies, right? But at the same time, those powerful allies are working with biases themselves, so you need to make sure that you're training them up, mentoring up with them, to make sure that when they are supporting you that they're supporting you effectively and they know where it's coming from. I agree with you in many ways that, yeah, I don't necessarily think--well, let me change that. I don't believe that bias is a strong enough word for one thing. Two, I don't believe that it is all implicit. I do think that some people are just that way, and they just believe, you know, all of the propaganda and rhetoric that has been going on in the United States forever about us, right? And coalition-building really means getting rid of some of that, you know? Doing the, you know, behavioral change and thought change is important, you know? That kind of thing has to happen before people can really try to support you, because they have to understand that they are being affected, and their actions are being affected, by things that they've been taught for most of their lives in the United States, you know? The United States, man, we're--this is a country built on racism. This is a country that's, you know, built on the backs of us, you know? Whether you're Asian, Latino, Native-American, you know, that's what this country is built on. [to this day sfx]Zach: Straight up.Lionel: To this day.Zach: To this day!Lionel: To this day, right? To this day, and we have to get to a place where we recognize that. We have to get to a place where we're not okay with it. It is something that we're ashamed of, but it's something that we're gonna admit, right? That this is what's going on with us, and we need to move forward from here. That's coalition-building, you know? Getting people to really understand the mistakes that were made. Fess up to them. Own up to them. Make some changes, right? [?]Zach: [Flex bomb sfx] Man, I love it. And, you know, this is the thing--you're the first person who I've had a conversation with who talks about the fact that coalition-building is not only bringing things in but also pushing things away, right? It's both. I love that. I love that. Well, look, let's do this. If you had three points of advice for any leader seeking to specifically recruit and engage black men, what would they be?Lionel: Make sure that what you want to invite them to is welcoming of black men. Do that, right? I mean, don't ask me to come to your house if your house is falling apart. Don't do that. Like, make sure your outline's right first, right? Make sure that you work with recruiting to help them to understand that, yes, they are out there, you're just gonna have to work a little bit harder. Make sure that you work with your executive staff to make sure that they're on board with whatever programs that you put in place so that you can make sure that you keep people once they get there. Zach: I love it. Just like that. And listen, y'all, you heard Lionel's advice, so we looking at you now. So you're gonna come around trying to invite black and brown men to your organizations, and we're looking back at you like [haha sfx]. Look, don't play yourself. Pay attention. This has been great, Lionel. Before we get out of here, any parting words or shout-outs?Lionel: No, man. Thank you for having me. You know, we've got a lot of work to do. You know, we're nowhere near where we could be, and a lot of this is about the economic divide, the wealth gap, and it's just gonna get wider and wider and wider. We've got to get on, you know, our bikes, man. We've got to get to work, you know, 'cause--we've got to get to work. We've got to get to work.Zach: Well, they're projecting that the median wealth of black families from a household perspective will be zero dollars, like, by 2050 or so, so you're absolutely right. We gotta--man, Lionel, this has been--like, no shade to everybody else, y'all, this has been top two dopest conversations we've had on Living Corporate. Thank you so much for being a guest. We very much so want to have you back. We'll talk about that offline. Until next time, y'all, this has been Zach. You've been listening to Lionel Lee at the Zillow Group. Make sure you check out all of his information. Links in the show notes. Catch y'all next time. Peace.

Today, Ms. Keisha says Hello to Arnold K, her overall favorite student. They talk about his involvement on campus, spotlighting NSBE and ASU, as well as his humble beginnings.

Contrary to popular belief, engineers are def creative so we brought together a panel of NSBE creative entrepreneurs to share why they pursued their business, their creative process and advice for others. Live from NSBE Annual Convention in Detroit.

On today's show, Zach and Ade discuss and expand on last week's D&I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.Connect with us on IG, Twitter, and Facebook!https://www.instagram.com/livingcorporate/https://twitter.com/LivingCorp_Podhttps://www.facebook.com/livingcorporatepodcastCheck out our website!https://linktr.ee/livingcorporateTRANSCRIPTZach: Oh, man. What's going on, y'all? It is Zach.Ade: And Ade.Zach: And you're listening to Living Corporate.Ade: Sho are.Zach: [laughs] Yes, they are. Now, listen. It's funny. You know, we've been around for over a year, and--[both laugh] we've yet to explicitly talk about diversity and inclusion. I mean, our podcast is about--essentially about diversity and inclusion, right? But we've yet to talk about it, like, explicitly on this podcast, like, as a subject, and I find that kind of--kind of weird.Ade: Super weird. Super odd.Zach: Okay. Yeah, it's kind of odd. I mean, you would think it's kind of low-hanging fruit. It's, like, right there, you know? You know, we start off with these concepts and, you know, every-man topics, and we didn't really, like, go straight at it, you know? I don't know why we are just now getting into this. I don't know. Anyway, diversity and inclusion. Ade, what is--what is diversity and inclusion? Like, when we use the words "diversity and inclusion," like, what do we typically think of? Like, what are we--what are we talking about?Ade: We're talking about an actual effort by an organization, big or small, to ensure that their workplace, their groups, their team members, are representative of the world at large, that their spaces are not these homogeneous microcosms, and that they are really and truly including everybody in their missions. I think that would be my personal definition of diversity and inclusion.Zach: Well, you know, it's fire because you said homogeneous and microcosms back to back.Ade: Bloop. Get at me.Zach: Bars. [both laugh] No, I agree with that. You know, it's funny though, because often times I do believe that's the definition in theory, but a lot of times the term "diversity and inclusion" is just kind of used to make sure that folks don't get sued, right? Like, "We're not racist and we don't discriminate against people, so we're gonna use the term diversity and inclusion." You know what I'm saying? Like, if you look--I've seen some organizations--listen, I can't go into all of the details, but I've walked into a variety of companies, okay? And organizations can be as homogeneous as a pot of peas, okay?Ade: As a pot of peas...Zach: As a pot of peas. They all look the same. Everybody looks the same. [laughs] That's right. I'm country. I said it. A pot of peas. But on their website, oh, boy... boy, they got all the--all the jargon, all the lingo.Ade: Every stock photo of every [?] you can imagine.Zach: I see the same five black people in all of these diversity and inclusion photos.Ade: I mean, at least they have the common sense to actually have photos of people that they actually employ on their website. I have seen some egregious cases of literally stock photos on these websites.Zach: That's what I'm saying. That's what I've seen. I've seen the same--oh, I see what you--you thought I was saying the same black people on one website. No. Well, I've seen that too, but I'm saying I've seen the same stock photo images across multiple companies.Ade: Wow. Like, have you no shame? Have you no decency?Zach: [laughs] My goodness. There's millions of us out here. My gosh.Ade: There's literally billions, but I think the additional point, though, is that, like, it tells me what you value as an organization when you're willing to put more time and effort into planning your happy hours than you are into truly representing, not just racially but with the gender diversity makeup, the disability diversity makeup, with--like, there's so much that goes into thinking through what it means to have a diverse organization, and y'all will blow your HR budget on beer. And not even good beer.Zach: Not even good beer, lowkey.Ade: It drives me nuts that the conversation that we have about diversity and inclusion is about making it more palatable for everybody else as opposed to being like, "No, let's center this on what the truth of the matter is and what reality is as opposed to let's center this on what makes people comfortable."Zach: That's real. You're kind of jumping the gun a little bit, but I feel you. I feel you.Ade: My bad.Zach: No, you're good. You're good. I'm excited. I mean, like, now I'm activated, you know what I'm saying? I'm here. Let's go. [both laugh]Ade: Get active.Zach: But no, you're absolutely right, and it's interesting because--so I had, like, a crazy idea, right? So we know that companies actively--you know, like, when you look at black and brown unemployment, disabled unemployment, it is drastically higher, right, than majority unemployment. It would be dope though if companies, when they interviewed people and, like, they know--you know you're not about to hire that black or brown person, so you say, "Hey, listen, I'm not gonna hire you, but I'd love to take your picture for some of our diversity and inclusion stock photos."Ade: Excuse me? First of all, lawsuit. I'm not even gonna say anything. I'll just nod, smile, and, like, put Voice Memo on on my phone and just--Zach: [laughing] I couldn't even say that with a straight face, but it's--but you know what, though? There's some money in there somewhere, man. There's some business in there somewhere.Ade: All right. If you're done being ridiculous, let's focus.Zach: No, I'm not--listen, I'm not really being ridiculous, because as an--as an aside, y'all, I just read some article at random about this little 12-year-old white kid who was getting six-figure deals to create dances for rap songs, and then people buy the dances, and then, like, they pay him. But he's not doing--he's not doing new dances though.Ade: These dances he's creating are a compilation of dances that black people came up with.Zach: Black dances. Yes, yes.Ade: I just also--I think this is a separate conversation actually, but I wanted to have a conversation about what it means to monetize blackness divorced of black people.Zach: I'm here for it. Well, this is--so I feel like I'm--Ade: We're going down this rabbit hole.Zach: [laughs] We are, but no, seriously though, the reason I was being--I was, like, making a joke--it's kind of a joke, it's kind of not--is like, people are out here monetizing and getting bread off of this, off of the concept of D&I, without actually doing any D&I, right? And so I'm just saying, like, at least if you did that, you--at least some of these black people who are unemployed that have a little bit more money in their pocket while they look for their next job. I mean, something--I don't know. There's something there, but anyway. Okay, cool. So we've talked a little bit about what we think D&I is. We've done some research, right?Ade: Oh, actually, I also want to have another example of this.Zach: Yes, keep going.Ade: Did you see recently that Twitter Detroit posted a picture of their office space? And all white people. Every single person in that photo.Zach: Mm-mm, did not see that.Ade: Yeah, every single person in that photo was white. Now, I think it later came out that the--all of the black people that they had employed at Twitter Detroit was at NSBE, although I don't quite--I don't quite know the truth of that statement, but it was just a really striking photo, that you are in Detroit, a city that is 84 or 85% black...Zach: Detroit is black black.Ade: Blackity-black as hell.Zach: Detroit's the kind of black that makes other people, you know, kind of uncomfortable. [laughs] Like, it's black. It's a lot of black people.Ade: Kind of. Detroit--up until, like, three, four years ago, Detroit was the kind of black that these type of white people were not going into.Zach: I mean, to be--to be honest, that's true. That's true.Ade: Anyway, I say all of that--Zach: So they said all of the black people was at NSBE?Ade: I don't know if--again, this is not something that I did a ton of research into, because they posted an apology tweet attached to that first image... and I can read the tweet to you actually. It says, "We hear you on the lack of diversity. We're committed to making our company reflect the people we serve, and that includes here in Detroit. We've got a lot more work to do. We have a team at NSBE now, and we look forward to connecting with the amazing people there." I just have two questions. The first is there are three, four, five, six, seven, eight, nine maybe people in here, all of whom are white-presenting. There are a couple of people who are out of the photo or they have their backs turned, so I don't know necessarily how true that is, but it's incredible to me the--because I was able to see that photo, and obviously a lot of people were able to see that photo, and immediately see the problem, but what does it say of your organizations that you are so deeply homogeneous that you don't recognize right off the bat that, "Hey, we're in Detroit. Every single one of us in here is white. What does that say about this organization?Zach: Well, you know what they're gonna say. They're gonna say it's about diversity of thought, Ade. Diversity of thought.Ade: That's cute.Zach: [laughs]Ade: And let me not poo-poo that idea out the gate. Let us treat that as a serious, intellectual argument. Okay, so you were saying that diversity of thought is more important than physical diversity, gender diversity, et cetera, et cetera, ad nauseum. However, what does it say that you think the only diversity that matters, diversity of thought that matters, is the kind of diversity of thought that represents you? Because there's no way you're telling me that you have the exact same thoughts and the exact same experiences and the exact same lens as, say, a black queer man who grew up in Detroit. There's just no--I don't believe that could ever be the case. Like, if you are from--if you're a queer man from midtown Chicago, you don't have the same thoughts as a queer man from Detroit. So I don't understand how that is even an argument that anyone could make, but I say all of that to say that diversity is important. So is inclusion, because it would suck even more if the person taking that photo had been a person of color or had been the only disabled person in the office or had been the only neuro-divergent person in the office, and they're not even included in the photo. You see what I'm saying? Like, there's--Zach: Oh, I hear you. Yeah. I'm letting you cook.Ade: There's so many different--[laughs] there's so many different--thank you, friend--there's so many different layers of complexity to that that on the one hand, why don't you have any of these--any of these types of diversity represented in your office? But also I don't know that it would be a safe space for anybody to walk up and say, "Oh, I'm the only black person in here." Having to represent at all times, that just sounds exhausting. So it's just--it's a very difficult conversation for me to--for me to really think through. Do you have some thoughts, friend?Zach: You know, I do, I do, and I appreciate you actually, like, slowing us down a little bit, 'cause I was gonna say that, you know, we did some research, right, and we've read a few things--just a couple thinkpieces, you know what I'm saying? Some Gallup data from the civil rights movement and some other things, you know what I'm saying? And labor data all around what does it really mean to be diverse and inclusive in an organization. And, you know, we've seen, like, you know, five things organizations are doing wrong, the top three reasons why D&I doesn't work, you know, what makes an effective D&I organization, what makes an effective D&I strategy, da-da-da-da-da, and so, look, as opposed to us reading all of our--all of the findings that we've had and just kind of reading it to you--boring, right--we decided--we, Living Corporate, right, Zach and Ade--decided to give y'all our own list of what you need to know about diversity and inclusion so that you can actually have an effective diversity and inclusion strategy. Yo, JJ. Drop the Flex bomb. Whoa.Ade: Not the flex bomb. [sighs]Zach: [laughs] Boom.Ade: I'm really looking forward to you being a dad, because you're just so equipped, and I'm tired of hearing your dad jokes.Zach: Nah, drop the Flex bomb. [dropping] In fact, JJ, drop it again. Yes.Ade: JJ, please stop. [he stops] Thank you.Zach: Nah, but it's--you know, it's important. So this is what we're gonna do. We're gonna give y'all some game for free. We're gonna give you some of our thought leadership for nothing at all. All y'all gotta do is listen. I mean, come on. I ain't trying to brag, but I'm saying, like, we're pretty dope, right? Am I wrong, Ade?Ade: I mean, no.Zach: Okay, here we go. So how many of these do we have? We've got five, right?Ade: I mean, something like that, but you know we can always expand on our lists if we start riffing off each other, et cetera, et cetera. We got five. We got five on it.Zach: All right, we got five. We have five on it. We're not messing with that endo weed, because it's not federally legal, but we do have five on it. [both laugh] Okay, here we go. First things first. [Ade continues laughing] You're really laughing. That's funny. First things first, diversity and inclusion are two different things. I know.Ade: Bars.Zach: Bars, I know. Diversity and inclusion are two different things. Often enough times, we kind of just throw the terms "diversity" and "inclusion," like, we just smack 'em together, but they're actually very different, right? So a lot of us understand what diversity is. Diversity is the concept of having a variety of experiences, perspectives, in gender representation, ethnic representation, able-bodied representation, sexual orientation representation, right? Like, geographic representation. Having different types of perspectives in a space. Like, that's the concept of--Ade: Pause.Zach: Go ahead.Ade: Pause.Zach: Go ahead.Ade: [?] Sorry.Zach: It's good. Hey, JJ. Just cut all that out. That part is diversity, right? Inclusion though is different, right? Inclusion is not just about--it's not just about having people have a seat at the table, but making sure that those voices are actually heard at the table. And so a lot of times we'll say, "Well, inclusion means making sure people feel included." Inclusion means the power not only to sit at the table but to speak and have your voice equally heard at that table, right? And so it's not just enough to have a variety of voices at a table if only a certain number of voices or a certain type of voice is gonna be heard. Then it just kind of becomes, like, a dog and pony show, right? So no, I mean, that's really what it means, all right? Inclusion is all about making sure that those voices that have a seat at the table actually are heard, and typically, because of the hierarchical natures of these companies, voices that are not high on the totem pole are not heard, right? So it's about making sure that those voices are actually supported and given authority and access so that their ideas can be mobilized, right? I think a lot of times when we talk about inclusion it's like, "Oh, we have you in the room," but you're, like, over in the corner, or you're just kinda--and it also just kind of makes you feel tokenized, right? It's about actually making sure you have a voice. So that's the first one. Diversity and inclusion is--the first one is people don't really understand that diversity and inclusion are two different things, and they don't understand what those words mean.Ade: My turn. So beyond, you know, expanding the table and inviting people to eat--that's one of the phrases that I've used to describe, or that I've heard used to describe, diversity and inclusion, empowering people. I also would like to make the point that it's not the responsibility of marginalized people to diversity your workplace. What I've seen happen time and time again is that these embattled corporations where people realize "Oh, no, we treated diversity and inclusion as an afterthought, and now everybody looks like [trash?]. What do we do?" And they will hire somebody, usually a high-profile person, black person or a queer woman, they'll bring these people in and do nothing to change the fact that the culture that fostered this homogeneity continues, and so--and in so doing make it the responsibility of this person that they invited into this hostile workplace, make it their responsibility to improve everything. And then when said person starts making points like, "Yeah, you really shouldn't be making rape jokes during our lunch hour. You shouldn't be making them at all, but it's especially not appropriate in the work space," or saying things like, "Yeah, I'm actually not gonna let you touch my hair, Karen. I don't want to do that, and you don't have my permission to do that, so great talk." They're treated as though they are the problem, and we don't address the institutional racism. We address the black women talking about the institutional racism. We don't address the institutional--just general lack of respect for people with disabilities, and it's something that you would know if you spoke to the people who are experiencing these things, but it is instead more expedient to pat yourselves on the back for your awesome allyship and employing someone in a wheelchair and doing nothing to ensure that this person in a wheelchair is safe, comfortable, and can do their job without feeling belittled or patronized or outright ignored. So to restate my point, it is not the responsibility of the marginalized person to do the work of diversity and inclusion. It's not their job. It is everybody's job to ensure that the workplace is open and accessible.Zach: That's good. That's good.Ade: Bars.Zach: Bars. [both laugh] You like that. That makes you--that makes you giggle. Bars makes you laugh. I've noticed that over the past few episodes here. Okay, my turn. So in the spirit of your last point, my third--the third entry here is that diversity and inclusion will only go as far as the majority allows it to go, okay? So I'ma say it again. Diversity and inclusion will go...Ade: Bars.Zach: Only [laughs] as far as the majority allows it to go. So what do I mean by this? Let me give y'all some statistics from some Gallup polls back in 1961, in the throes of our U.S. civil rights movement. I'm gonna give y'all a few data points. Here we go. Do you approve--and this is a poll, right, a Gallup poll, given to white folks in 1961, again, in the middle of the civil rights movement. Here we go. "Do you approve or disapprove of what the Freedom Riders are doing?" 22% approved, 61% disapproved, 18% had no opinion. Here's another one. "Do you think sit-ins at lunch counters, freedom buses, and other demonstrations by Negroes will hurt or help the Negroes' chance of being integrated in the south?" 57% said they believe it will hurt, 28% said it will help, 16% said no opinion. Here's the last one, okay? This is the [Survey Research Amalgam?]. This is April, 1963. "Some people feel that in working for equal rights for Negroes, Reverend Martin Luther King is moving too fast. Others think he is not working fast enough. What do you think?" 8% said he's moving too fast. 71% said he's moving at the right speed. 21% said he isn't moving fast enough. And so, you know, when we talk about--when we talk about, like, historically, right, civil rights, not just for African-Americans, but it's the easiest one for us to point to because historically, like, when you kind of--like, there's the most data points around it, and, you know, really, if we were to go by the data and the survey data and what people were really comfortable with, then we would still probably not really be--I mean, we're not really integrated, but we wouldn't have even the civil rights laws we have, right? And I think an uncomfortable reality is when you talk about diversity and inclusion and you talk about creating a truly diverse and inclusive working environment, it can only go as far as the majority is comfortable with it going, right? And when you think about the fact that--like, when you look at the civil rights laws, and you especially look--if you look at our present, right, like, we're fighting to maintain some very basic civil rights laws that we achieved over 50 years ago, just over 50 years ago, like, and we haven't really made, in terms of legislation, much progress since then. In fact, again, we're fighting just to keep what we established 50 years ago, and really, if you think about historically, what we fought to get 50 years ago, we should have already had, like, 50 to 60 years before that. And so, you know, I think that's--like, again, just kind of pointing to your point--like, really reinforcing your point around the fact that, like, it's not--it's not about making people comfortable. It's not about, like, just kind of checking a box, and ultimately, it's gonna take all of us, but the majority, to drive and make sure that we're actually moving forward. It can't be the responsibility of the marginalized to move the needle. We don't have the numbers. We don't have the power.Ade: Facts.Zach: So that's number three. I'm volleying it back to you.Ade: Okay. I think I'm gonna expand on a point that I made at the end of my last--my last rant. So diversity and inclusion is all of our responsibility. It is not a position. It is not--the term Chris Moreland used was a function, and it's also not about how good it makes individual people feel. It's not about the money that it makes for the organization. Like, sure, yes, there are stats out there that show how good it is to have a diverse workplace, but--and I'm starting to realize that it's really not a common thing or a common opinion anymore to do things because they're the right thing to do. There has to be a cost-benefit analysis on this, and that's trash.Zach: That's really trash.Ade: Yeah, I don't--I don't know what's happening. Maybe I shouldn't say that. I know what's happening. It's capitalism.Zach: Right.Ade: But the point is that diversity and inclusion is about you as the individual respecting the whole of other people who are individuals in your workspaces and recognizing when there are individuals who aren't welcome in your workplace and doing something to change that. Even beyond what it means to be an ally. You are actively doing the work of being a good human being and encouraging others in your workplace to do the same. I think I--when we were working on the Disabled At Work episode, I read a story about a guy who got a job working at one of these big tech companies, and he just knew it was gonna suck, right? Because when he had interviewed there, he did not see anybody who was wheelchair-bound as he was, and he had a very large electric wheelchair, and he was like, "I can't turn it down because of the money, but I feel like this is not going to be great." But he then told stories of how everybody was inclusive. They would ensure that he could get his scooter up and down these hills in San Francisco. They would ensure that he wasn't just stuck being wet when it rained or that he could have a standing desk as opposed to the lower desk that wouldn't work for his electrical chair. So there were all of these different parts of what it means to be inclusive, and not just empowering and recognizing the diversity in your coworkers, but also saying--taking it a step further and being like, "I'm right there with you." Like, "Whatever it is that you need in order to feel comfortable in this space, in order to feel human in this space--" Like, we gotta be here at least 8 hours a day, dogg. Like, the least we can do is ensure that you are your whole self while you're here, and I think that is such a significant thing to highlight. It's such a significant thing because it very, very easily goes unspoken that you have a responsibility to your coworkers to not just be kind but be supportive.Zach: You know, I think a large part of diversity and inclusion just comes--like, a large part of it is driven by empathy, right? Like, really--and I know that Chris talked about this too in the interview. It was just about, like, understanding someone's story. Like, building a connection with them. Like, really understanding them. It's challenging for me though, because, like--and I really--I love what Chris is doing, not only at Vizient but with his own start-up--with his own start-up at Storytellers, you know, but I don't have to hear your story, right, like, for me to treat you and recognize that you're a human being, you know what I'm saying? Like, I shouldn't have to. I get it. I get it from a relationship-building perspective. Maybe I need to hear your story for us to, like, really build trust, but I shouldn't have to hear your story for us to, like--for me to just empathize and recognize that you breathe--you're breathing and walking, or--you're breathing and existing and having a human experience just like me. It's heartbreaking, to be honest, when I think about it like that. But okay, cool. So last one. I think I'm--I think it's on me.Ade: Most definitely.Zach: All right. So really kind of pigging--piggy-backing off of my first point, but it's really important. Ayo, if you don't have inclusion, you don't have diddly. Say it again. If you don't have inclusion, you don't have diddly. Listen, it's not enough for organizations just to hire non-majority people, right? Because often times if you look at the turnover rate of non-majority employees, they're significantly higher than majority employees, and if you do a cross-analysis with non-majority turnover and minority representation, you'll see some connections--you'll see some connections there, right? Like, you'll see in organizations that are not truly inclusive, that do not have representation and some level of power, distribution of power for non-majority people, those organizations struggle to retain non-majority talent, and I think something to continue to keep in mind--organizations, I'm talking to y'all--listen, man, these gener--like, millennials and these Generation Z, the people coming behind us, we're aware. Like, we pay attention, and we're sensitive to that. Like, we peep game. Like, we're gonna look and be like, "Oh, there's no--there's none of me here. I don't see myself here. Okay, so I know I probably got only so much time to go before I gotta find somewhere to be," or when something goes wrong or they feel like they're not getting the coaching that they need or they're not getting the development that they need or they're getting passed over for promotion, if they don't feel like they can talk to somebody and they're not represented in the decision--in that pool of people that actually make the decisions and make the company grow and grow, then they're not gonna feel like they can talk to anybody, and they're gonna leave, right? They're gonna be even more discouraged to, like, even try to stay, because they'll be like, "For what? I'ma be the--I'm the only person here." They're not gonna be as comfortable when it comes to networking and trying to build relationships and--Ade: Correct.Zach: Right? Because they don't know who they can talk to. Like--and then, like, many of us, we're the first people from our families in Corporate America. That's my story. Ade, is that your story?Ade: Like, only one.Zach: Exactly. [laughs]Ade: Solo dolo.Zach: Solo dolo, and so, like, ayo, like, inclusion is important, and I guess part B to this one is listen, diversity of thought by itself is not real. Okay? That's right. I'm giving y'all two, so we got six now. Diversity of thought is not--diversity of thought on its own is not real. It's a term that some group of people in some laboratory made up just to kind of pat themselves on the back and create diversity where there really isn't any.Ade: Not a laboratory.Zach: [laughs] They made crack and diversity of thought in the same place. What's up?Ade: I am...Zach: JJ, give me them air horns right here. [laughs]Ade: Okay. Okay, [?].Zach: Nah, but for real though, like, it's not real. Like, so diversity of thought is as relevant as diversity of experience, and if you look at American history, experiences are sharply divided along racial, gender, and sexual orien--lines of sexual orientation. Ade, you got another one?Ade: Just a final thought.Zach: Do your thing.Ade: I think that paying lip service to diversity is almost worse than not doing anything and not paying attention to diversity and inclusion in the first place, because you--when you pay lip service to diversity, you delude people into thinking your workplace is a safe space and that they can come to your jobs and bring their own selves and come and do what they love to do for you. When you don't even pretend, it lets everybody know who to avoid. When you pay lip service and you end up being these ultra-toxic, ultra-just all around disgusting places for people, it's almost heartbreaking, right, because people want to come into these places and do good work and go home and love their families, and instead they come into these places, you gaslight them, pretend that nothing is actually happening when, you know, they're facing all of these micro-aggressions, they are being passed up for promotions, their careers are stalling, and they have no allies and no way out. It's a pretty abusive relationship, I'd call that, and even further than that I would say that, you know, you're actively oppressing them in that scenario. So I say all of that to say that if you know that you have no investment whatsoever in diversity and inclusion and the success of everybody--and the growth, too, of all of these folks, then just leave us alone. Love us or leave us alone. That's all I ask.Zach: No, real talk though. No lukewarm DM--no lukewarm stuff, right? Be hot or cold. Either you're in or you're out.Ade: The man came through with a word from the church for y'all.Zach: [laughs]Ade: Don't think I didn't notice, Zachary.Zach: [laughs] Man, okay. Well, y'all, so this has been a dope B-Side, just sharing our thoughts about the interview with Chris Moreland. Really enjoyed him, and yeah. Ade, anything else? Do we want to do Favorite Things? Are we good?Ade: My Favorite Thing right now--we can if you have something.Zach: I got something. Go ahead, yeah.Ade: Okay. Okay, so my current Favorite Thing is the voice of a young reggae artist known as Koffee. Love, love, love--I have just been listening to her on repeat lately and finding out--finding her music, where I can find her, but amazing. I love her.Zach: That's what's up.Ade: That's it for my Favorite Things.Zach: Okay. Okay, okay, okay. Yeah, you know--Ade: Oh, wait. I lied.Zach: Keep going. Go crazy.Ade: Sorry, one other Favorite Thing. I have this book I'm currently reading. It is the AWS Certified Solutions Architect Study Guide.Zach: Okay. [laughs]Ade: Yeah, it's my second Favorite Thing. It's just a personal--as a reminder to myself to keep working.Zach: I respect that. Okay, okay. I have one Favorite Thing, and this Favorite Thing, it's--you know, it's something that I partake in every day. It's actually a beverage, and this beverage--this beverage is called kombucha.Ade: Oh, I thought you were gonna say water. I was about to be like--Zach: [laughs] No, no, no. I definitely do drink water every day though, and shout-out--ayo, if you're listening to this, go ahead and get yourself some water. I don't care what time it is. Ayo, get some water and take a sip.Ade: Take a sip.Zach: Take a sip.Ade: Take a sip.Zach: Take a sip. Okay, so--[both laugh] Okay, so--Ade: Some ASMR peer pressure for your head top.Zach: That was incredible. Yo, we should actually do an ASMR episode of us just, like, drinking water quietly. [whispering] "Ah." [like his thirst was quenched, laughs]Ade: No. Let's move forward. [laughs]Zach: "Ah, these ice cubes." We could, like--no, but seriously though, 'cause we got these--these mics are pretty good. Like, we could just take--like, make sure the ice hits the glass. Clink, clink, clink. You know what I'm saying? It's, like, all soft. All right, so listen here. Kombucha--and please don't--y'all, don't kill me in the comments if I'm saying it wrong. I'm country. Forgive me. It is a fermented, slightly--only slightly--alcoholic green or black tea drink, okay? It is so good. Like, think about it like--it's like a soda. It's like a healthy soda, right? And there's--Ade: [?]Zach: Say it again?Ade: I wouldn't go that far, a healthy soda.Zach: You wouldn't go that far? It's like a healthy soda.Ade: No, it's not.Zach: It's carbonated. It has some bite to it.Ade: You know what? You're right. Who are me to disagree with your Favorite Thing? My bad.Zach: [laughs] It's so good though, y'all, and it's like--and so, like, you know, it comes in all kinds of flavors. You can--and it's a fermented tea, right? So you take the tea, and it's fermented, and then you put, like--you know, you can put whatever you want in there to flavor it. So, like, I'll--my favorite flavor is ginger-ade. It's like ginger and lemon and honey and fermented, like, fermented with the kombucha. Man, it is so good, and it's low-calorie, right? So, like, a bottle--like, the same amount of this drink that would be, like, I don't know, 200 calories in soda is, like, 50 calories. And it's good for your digestion, so it helps keep you regular. That's right, we're talking about health. We talk about wellness on this podcast, so part of wellness is making sure that you're regular. Come on, Ade. You know what I'm talking about.Ade: Please leave me out of this narrative.Zach: [laughs] But it's important, y'all. It's important. It's important to be regular, and so anyway, kombucha, it helps. It has those live cultures and bacteria for your stomach, and it's just delicious. It's just so good. So yeah, that's my Favorite Thing. I don't have a brand, 'cause we don't have no sponsors for kombucha yet, just like, you know, Capital City Mambo Sauce ain't wanna show us any love, but we still love y'all. It's okay, it's okay, but I'm not giving no more free ads, okay? So I'm not gonna talk about the brand. I'ma just say I like kombucha. Or is kam-buka? What is it?Ade: I'm pretty sure it's kombucha.Zach: Okay, cool. I just wanted to make sure I said it right.Ade: But then you said it really, really wrong, so I really don't know if you saying it right in the first place even counts.Zach: [laughs] Dang, that's jacked up. You're supposed to be my peace.Ade: No, sir, I'm not. Candice would have my head.Zach: [laughs]Ade: I just--first of all, that was a setup. Secondly--I forgot everything I was about to say because I was--I was so startled and taken aback at that--at that statement, wow. Candice, if you're listening to this, I don't want [?]. That is all.Zach: Candice gonna show up--Candice gonna show up to D.C. with that Yao Ming on her all 'cause of me being silly, and I apologize.Ade: All of the choppas just aimed in my direction, and I want none of it. I'm good.Zach: Yeah, nah, 'cause I'm joking. It's jokes, it's jokes. Candice don't listen to this podcast.Ade: Wait a minute. Now [?].Zach: [laughs]Ade: All right, y'all. That does it for us on Living Corporate. Thank you so much for joining us on this podcast. Please make sure to follow us on Instagram @LivingCorporate, on Twitter @LivingCorp_Pod, and please subscribe to our newsletter through www.living-corporate.com. If you have a question for us that you'd like us to read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. We're also taking any wins that you've had lately. We're taking any [refuse?], any thoughts that you'd like to share with us. That's it for us. This has been Ade.Zach: And this has been Zach.Ade and Zach: Peace.

On this episode of the Blacks In Technology BITTechTalk podcast we sit down and talk with Daigo Fujiwara, Founder of Baseball Hack Day. Baseball Hack Day is a one day hackathon for sports enthusiasts, coders, builders and creatives. The annual event is held in 10 different cities across the United States! Check out http://www.baseballhackday.com/.

On this episode of the Blacks In Technology BITTechTalk podcast we sit down and talk with Daigo Fujiwara, Founder of Baseball Hack Day. Baseball Hack Day is a one day hackathon for sports enthusiasts, coders, builders and creatives. The annual event is held in 10 different cities across the United States! Check out http://www.baseballhackday.com/.

“In the man law justice system, our men are represented by two separate but equally important groups: our culture who investigates crime, and the people who shame the offenders. These are our stories.” DUN DUN!! . Episode 24, Punishable by Man Law, is now available on iTunes and Soundcloud and on your favorite streaming apps. . . Listen today, share this post and rate us to let us know what you think! Responses to this episode can be sent to mentalmatterspodcast@gmail.com. Link: https://linktr.ee/mentalmatterspodcast __________________________________ __________________________________ #mentalmatterscommunity #podcast #NSBE #hbcu #masculinity #shetoostem #mentalhealth #BLM #therapy #henryhealth #blackmen #manup #blackboyjoy #mentalwellness #SelfCare #BlackMenCope #nphc #shookone #blackpodcastnetwork #Detroit #NSBE45 #DetroitvsEverybody #therapyforblackmen #STEM #podsincolor #blackmindsmatter #manlaw #shareblackstories

Today, we speak with Trevis G, where he goes into NSBE, MU Smash, and other great details about himself.

It’s time to Properly Redefine How to “Man Up” in 2019. Join us on Episode 22 as we start the discussion on what Real Men do and don’t look like in our community, I prelude to cancelling #rkelly, a conversation starter our role when it comes to Protecting Black Women, and our focus for the year. Listen today, share this post and rate us to let us know what you think! Responses to this episode can be sent to mentalmatterspodcast@gmail.com. Link: https://linktr.ee/mentalmatterspodcast ________________________ ________________________ #mentalmatterscommunity #podcast #NSBE #hbcu #masculinity #shetoostem #mentalhealth #BLM #therapy #henryhealth #blackmen #manup #survivingrkelly #blackboyjoy #mentalwellness #SelfCare #BlackMenCope #nphc #shookone #blackpodcastnetwork #Detroit #NSBE45 #DetroitvsEverybody #therapyforblackmen #STEM #hbcu #podsincolor #gentleman #blackmindsmatter #GQ

African American Women Engineers' Silent Struggle Against Indifference I had a hard time finding a title for this post. I wanted to come up with something that would speak to what people were already searching for. So I went to Google Trends and entered "black women in engineering". The results showed zero interest over the past 5 years. I tried "African American women in engineering". Again, no one was searching for these terms, according to Google. I tried narrowing the search to just the United States. Still, there was nothing. It takes me an average of about 4 hours to produce each podcast episode. This includes curating the news, writing the news summaries, recording the interview, editing the interview, writing the script for the show, recording the show, and a host of other tasks. Suddenly I found myself spending 45 minutes on the title alone. I thought that perhaps I wasn't entering the correct search terms, or that something was wrong with Google's algorithm. Then, after a longer period of time than it probably should have taken, I realized that this is exactly the problem.  I concluded that the lack of search inquiries for "African American women in engineering" over half a decade is further proof of an epidemic. African American women engineers are almost completely invisible. To make matters worse, no one cares. My Google Trends results for "African American women in engineering" But you're going to find out today that only part of my conclusion was true. While African American women engineers are indeed working in near-anonymity, my guest today does care about them. Nicole Yates cares about the dearth of African American women engineers and she wants to do something about it, which is why she edited a recent paper entitled Ignored Potential: A Collaborative Roadmap for Increasing African American Women in Engineering. The paper pulls together insights from some of the best minds working on improving diversity, inclusion and retention in Science, Technology, Engineering and Math.   The paper is solutions-focused, but its recommendations address two central statistics: African Americans comprised just 4% of engineering degrees awarded in 2015, which is down a full percentage point, from 5%, in 2006. The number of engineering bachelor's degrees awarded to African American women has declined from 1,100 in 2005, to 809 in 2011 (Slaughter, J. B., Tao, Y., & Pearson, W. (2015). Changing the face of engineering: The African American experience. Baltimore, MD: Johns Hopkins University Press). I hope you'll take some time to explore this issue further and include Nicole and her colleagues in your efforts. Bio Nicole Yates is the National Society of Black Engineers' Senior Research Analyst and Applications Specialist. In this role, she conducts training, produces original research, and coordinates with an external network of researchers who support NSBE's mission.   Nicole holds a Master's degree in Psychology from Stanford University. Her original thesis research focused on the dearth of women in STEM fields, an issue that personally concerns her. Nicole also completed her undergraduate degrees at Stanford (B.A., Psychology and B.A., Drama), where she participated in numerous activities including political advocacy, volunteer tutoring, and service-oriented trips. Prior to joining NSBE, Nicole served as an adjunct faculty member at Grand Canyon University in her hometown of Phoenix, Arizona. Resources Reports Ignored Potential: A Collaborative Road Map for Increasing African-0American Women in Engineering edited by Nicole Yates (NSBE, 2017) Websites National Society of Black Engineers 10K Black Engineers Annually by 2025 Books Working Smarter Not Just Harder by Carl Reid Changing the Face of Engineering  edited by Dr. John Brooks Slaughter, Yu Tao and Willie Pearson, Jr. News Roundup The Department of Homeland Security and FBI issued a joint report warning that hackers have penetrated the computer networks of companies that operate nuclear power plants. Ellen Nakashima at the Washington Post confirmed on Saturday that government officials have officially attributed the hacks to Russia. Russia has taken down entire electric grids in Ukraine, leaving hundreds of thousands without power. At this time, however, U.S. officials are not reporting an imminent threat to civilians as the hacks were executed against administrative and business systems rather than nuclear power operations. However, the hack could be part of larger scale planning operations. Further, the report came with an amber alert, which is the second highest threat level. The U.S. is gradually lifting its laptop ban on flights into the U.S. from majority-Muslim countries. Qatar Airways announced last week that the U.S. government has lifted the laptop ban against it. Qatar Airways joins Emirates, Turkish Airlines, and Etihad Airways on the list of airlines on which the U.S. has lifted its laptop ban. The laptop ban on direct flights originating in Egypt, Morocco, Jordan, the United Arab Emirates, Saudi Arabia, Kuwait, Qatar and Turkey is still in effect on passengers traveling with Royal Jordanian, Kuwait Airways, EgyptAir and Royal Air Maroc. Amazon and Reddit have joined the list of companies that will be participating in an organized, online protest on July 12th against the FCC's proposed measure to repeal the Obama-era net neutrality rules. Details of what the protest will entail have been kept under wraps. However, Etsy, Mozilla and others will also be participating. Microsoft has announced more layoffs. The company, which is in the midst of a reorganization, announced last week that it would be cutting some 18,000 sales jobs.  This is in addition to the nearly 3,000 jobs the company announced it would be cutting last July.The company is shifting its focus and strategy to cloud-based services according to a memo leaked to the press back on June 30th. Diane Bartz at Reuters reports that President Trump is supporting Apple in the company's appeal against a European Union decision ordering it to pay 13 billion euros ($14.8 billion) in back taxes to Ireland. The Trump administration filed an application to intervene in the appeal which is likely to take place in 2018. The European Commission ruled last year that Ireland granted Apple illegal tax subsidies. District Judge Yvonne Gonzalez Rogers of the Northern District of California is allowing Twitter's lawsuit against the United States government to proceed. The U.S. government routinely makes data requests in the course of criminal investigations but only allows Twitter and other tech companies to report to the the public the number range of requests it has received from the feds rather than the exact number. For example, if the government made 2, 700 data requests from Twitter, Twitter might only be able to disclose to the public that the government made between 2,000 and 3,000 data requests. Twitter is arguing, among other things, that this is tantamount to a prior restraint on free speech and that it should be allowed to disclose the exact number of data requests the government has made. The phrase "only in New York" has special meaning for Uber and Lyft. Noam Scheiber at The New York Times reported that the ride sharing companies may have been ripping off their drivers by manipulating their collection of sales tax in New York City. Actual ride receipts show Uber deducted New York State sales tax from what drivers were paid rather than passing the sales tax on to passengers, which is what is required by law. Uber argues the sales tax is built into the base fare. But taxi advocates aren't buying it because receipts from other states show Uber added sales tax to the passengers' final bill. A local investigation into Uber's taxi receipts also showed Uber used the same base rate in both New York City and Connecticut even though Connecticut has different tax laws. The FCC has a new Chief Economist. Jerry Ellig was a Senior Fellow at the conservative Mercatus Center at George Mason University where he had worked since 1996. The Department of Homeland Security is delaying a rule that would help make it easier for foreign entrepreneurs and investors to enter the United States. The rule -- the International Entrepreneur Rule-- was set to go into effect on July 17, but DHS announced today that it's pushing it back at least until March 14, 2018. DHS claims this will give it enough time to solicit comments from the public on the new rule. Harper Neidig in the Hill has the story.    

Live Coverage of the NSBE43 Kansas City Missouri Convention attended by 11,000 Black Engineers

Learn all about the National Society of Black Engineers @ NSBE.Org   Listen to our live coverage of the conference, competition, workshops, innovation programs and networking events all week. References: Pittsburgh State University Graphic Imaging Technology Program Musictronics, New York play-well.org Lego Doctor H20 Digital Story Telling Center of Kansas City Department of Physics and Astronomy at UMKC Kansas speedway http://www.pitsco.com Institute of Black Inventions and Technology Inc. TibitInc@aol.com or www.Tibit.biz 816-550-3585   www.kansascity.com/news/business/technology/article112590978.html www.asteamvillage.org 

#NSBE43 Broadcast from NSBE National Conference in Kansas City, Mo The National Society of Black Engineers (NSBE), is one of the largest student-run organizations in the United States, with core activities centered on improving the recruitment and retention of Black and other minority engineers.

Persistent, Intellectually Curious, Courageous, Entrepreneurial, Innovative—these are all familiar entrepreneurial terms that are used by our guests to describe folks that are engineers. Mr. Ronald Moore and Dr. Terrence Freeman represent the St. Louis Chapter of the National Society of Black Engineers or NSBE. NSBE’s mission is the same today as it was over 40+ years ago—to help improve the recruitment and retention of black engineering students who excel academically, succeed professionally and positively impact the community. NSBE is a highly respected, premiere African-American organization that is community focused with STEM (science, technology, engineering and math) programming. They create opportunities for children as young as elementary school all the way through post-graduate studies. In this conversation, hear about the positive impact they have had on entrepreneurs they’ve worked with as well as the the millionaires and billionaires that are NSBE members. What’s even more exciting is their 43rd Annual NSBE Conference that will be held March 29-April 2nd in Kansas City MO. At events like these, they have had great speakers and notables such as Arnold Donald, CEO of Carnival Cruise Line; General Darren McDew, Transcom, Commander US Airforce; Richard Mark, CEO of AmerenUE Illinois; Lieutenant General Joseph Ballard; former Corps of Engineers Commander and many other community figures that attend and participate. Dr. Freeman shares his personal journey where instead of basketballs or bicycles he received chemistry sets and telescopes from parents who were determined to expose him to science at an early age. He became exceptional in his field with full scholarships and opportunities to some of the nation's most exceptional institutions for engineering. Mr. Moore not only served this country with the National Guard but his strong engineering background is presently a significant contribution to the region's infrastructure that's right below our feet. Entrepreneur's Inspiration is in their true engineer's stories but also in the key take aways they share in this conversation. In this episode: - Encouragement if you've ever felt like you might not be right for the job or particular opportunity. - Inspiration to overcome deeply engrained fears or apprehensions that you may have picked up in childhood. - Entrepreneurship is about problem solving, but what's a step beyond that? The importance of problem recognition. - How engineering employs the same tactics as entrepreneurship. - Two things entrepreneurs and engineers can't leave home without-persistence and resilience. - Engineering touches on so many industries, disciplines and perspectives that you could throw a rock in any direction at the huge annual NSBE national convention and would certainly hit someone along the engineering spectrum. - The awe-inspiring details and highlights of the previous and 2017 NSBE national convention. - How to connect with NSBE and NSBE STL. From K-Post Grad. - Inspiration to become "entrepreneurially courageous" just as NSBE students are prompted to become "academically courageous". NSBE Annual Convention #NSBE43 Kansas City Convention Center MARCH 29 - APRIL 02, 2017 Kansas City, MO "ENGINEERING YOUR FOUNDATION" You MUST see this For more visit:

Persistent, Intellectually Curious, Courageous, Entrepreneurial, Innovative—these are all familiar entrepreneurial terms that are used by our guests to describe folks that are engineers. Mr. Ronald Moore and Dr. Terrence Freeman represent the St. Louis Chapter of the National Society of Black Engineers or NSBE. NSBE’s mission is the same today as it was over 40+ years ago—to help improve the recruitment and retention of black engineering students who excel academically, succeed professionally and positively impact the community. NSBE is a highly respected, premiere African-American organization that is community focused with STEM (science, technology, engineering and math) programming. They create opportunities for children as young as elementary school all the way through post-graduate studies. In this conversation, hear about the positive impact they have had on entrepreneurs they’ve worked with as well as the the millionaires and billionaires that are NSBE members. What’s even more exciting is their 43rd Annual NSBE Conference that will be held March 29-April 2nd in Kansas City MO. At events like these, they have had great speakers and notables such as Arnold Donald, CEO of Carnival Cruise Line; General Darren McDew, Transcom, Commander US Airforce; Richard Mark, CEO of AmerenUE Illinois; Lieutenant General Joseph Ballard; former Corps of Engineers Commander and many other community figures that attend and participate. Dr. Freeman shares his personal journey where instead of basketballs or bicycles he received chemistry sets and telescopes from parents who were determined to expose him to science at an early age. He became exceptional in his field with full scholarships and opportunities to some of the nation's most exceptional institutions for engineering. Mr. Moore not only served this country with the National Guard but his strong engineering background is presently a significant contribution to the region's infrastructure that's right below our feet. Entrepreneur's Inspiration is in their true engineer's stories but also in the key take aways they share in this conversation. In this episode: - Encouragement if you've ever felt like you might not be right for the job or particular opportunity. - Inspiration to overcome deeply engrained fears or apprehensions that you may have picked up in childhood. - Entrepreneurship is about problem solving, but what's a step beyond that? The importance of problem recognition. - How engineering employs the same tactics as entrepreneurship. - Two things entrepreneurs and engineers can't leave home without-persistence and resilience. - Engineering touches on so many industries, disciplines and perspectives that you could throw a rock in any direction at the huge annual NSBE national convention and would certainly hit someone along the engineering spectrum. - The awe-inspiring details and highlights of the previous and 2017 NSBE national convention. - How to connect with NSBE and NSBE STL. From K-Post Grad. - Inspiration to become "entrepreneurially courageous" just as NSBE students are prompted to become "academically courageous". NSBE Annual Convention #NSBE43 Kansas City Convention Center MARCH 29 - APRIL 02, 2017 Kansas City, MO "ENGINEERING YOUR FOUNDATION" You MUST see this http://convention.nsbe.org For more visit: www.nsbe.org www.nsbestl.org

Persistent, Intellectually Curious, Courageous, Entrepreneurial, Innovative—these are all familiar entrepreneurial terms that are used by our guests to describe folks that are engineers. Mr. Ronald Moore and Dr. Terrence Freeman represent the St. Louis Chapter of the National Society of Black Engineers or NSBE. NSBE's mission is the same today as it was over 40+ years ago—to help improve the recruitment and retention of black engineering students who excel academically, succeed professionally and positively impact the community. NSBE is a highly respected, premiere African-American organization that is community focused with STEM (science, technology, engineering and math) programming. They create opportunities for children as young as elementary school all the way through post-graduate studies. In this conversation, hear about the positive impact they have had on entrepreneurs they've worked with as well as the the millionaires and billionaires that are NSBE members. What's even more exciting is their 43rd Annual NSBE Conference that will be held March 29-April 2nd in Kansas City MO. At events like these, they have had great speakers and notables such as Arnold Donald, CEO of Carnival Cruise Line; General Darren McDew, Transcom, Commander US Airforce; Richard Mark, CEO of AmerenUE Illinois; Lieutenant General Joseph Ballard; former Corps of Engineers Commander and many other community figures that attend and participate. Dr. Freeman shares his personal journey where instead of basketballs or bicycles he received chemistry sets and telescopes from parents who were determined to expose him to science at an early age. He became exceptional in his field with full scholarships and opportunities to some of the nation's most exceptional institutions for engineering. Mr. Moore not only served this country with the National Guard but his strong engineering background is presently a significant contribution to the region's infrastructure that's right below our feet. Entrepreneur's Inspiration is in their true engineer's stories but also in the key take aways they share in this conversation. In this episode: - Encouragement if you've ever felt like you might not be right for the job or particular opportunity. - Inspiration to overcome deeply engrained fears or apprehensions that you may have picked up in childhood. - Entrepreneurship is about problem solving, but what's a step beyond that? The importance of problem recognition. - How engineering employs the same tactics as entrepreneurship. - Two things entrepreneurs and engineers can't leave home without-persistence and resilience. - Engineering touches on so many industries, disciplines and perspectives that you could throw a rock in any direction at the huge annual NSBE national convention and would certainly hit someone along the engineering spectrum. - The awe-inspiring details and highlights of the previous and 2017 NSBE national convention. - How to connect with NSBE and NSBE STL. From K-Post Grad. - Inspiration to become "entrepreneurially courageous" just as NSBE students are prompted to become "academically courageous". NSBE Annual Convention #NSBE43 Kansas City Convention Center MARCH 29 - APRIL 02, 2017 Kansas City, MO "ENGINEERING YOUR FOUNDATION" You MUST see this http://convention.nsbe.org For more visit: www.nsbe.org www.nsbestl.org

Alex Merritt is the creator and host of Dessert & Discussion who is affectionately known as The LOVE Engineer --- Dessert and Discussion is an engaging unscripted discussion between men and women about love, sex, and relationships. Ms. Merritt earned her bachelor’s in mechanical engineering at the Missouri University of Science and Technology (Missouri S&T). In 2010, Missouri S&T and the Sacramento Observer named her one of “30 Future Leaders under 30.” As an author and speaker, Ms. Merritt has been featured in several leading publications such as the NSBE magazine, Sparkman, and St. Louis American.

LIVE Interview with NSBE Conference Team for Highlights of March 29 - April 2 - Kansas City   Featured Guest: Maya Carrasquillo - NEB PCI Chair  Kendra Allen - NSBE 43 CPC Chair  Jeremy Ikeogu - NSBE 43 CPC Vice-Chair    43rd Annual National Society of Black Engineers (NSBE) Convention Planning Committee Pre-College Initiative (PCI) Chair Follow NSBE on National Website | Twitter | Facebook | YouTube | Instagram Follow NSBE Jr. on NSBE Jr. National Website NSBE's 43rd Annual Convention Engineering Your Foundation March 29 - April 2, 2017 | Kansas City, MO www.nsbe.org | @NSBEConvention | #NSBE43 Help us graduate 10,000 Black Engineers annually by 2025. Graduate10k.nsbe.org

Q1: Are all of the Technology Expresso Podcasts going to be 10 Minutes of Less? A1: No, We will have daily 10 minute Mini "Pods" and  at least bi-weekly have one full feature (60 - 90 minute) episodes with special guest and reoccuring guest such as Kupe, Shan Thomas, Felicia Phillips, guest from NSBE and BDPA. Q2 Some of the mini - pods reference episodes I don't see in the blogtalk archive, are they no longer available? A2: Our previous high demand series are now available through our member portal, visit technologyexpresso.net Q3: If I have a question, comment or suggestion on any of the pods or podcast, what number do I call? Q4: Call us at 855-484-6837 we check are voice messages and will respond as quickly as possible Q5: Are the 10 Minute podcast broadcast at the same time every day?   A5: Generally 12:30pm EST, however there might be slight exceptions Q6: How do I know when there is a full feature episode or a special guest? A6: The best way is to download our mobile app or create a profile on our member portal so we know what topics to notify you about. Goto TechnologyExpresso.net or recieve TEXT reminders, send a text "Podcast Alerts" to 404-478-7870 Q7: How do I track and record points for the 10 minute challenge? A7: Log them @@ Perk Points Calculator Survey.

Q1: Are all of the Technology Expresso Podcasts going to be 10 Minutes of Less? A1: No, We will have daily 10 minute Mini "Pods" and  at least bi-weekly have one full feature (60 - 90 minute) episodes with special guest and reoccuring guest such as Kupe, Shan Thomas, Felicia Phillips, guest from NSBE and BDPA. Q2 Some of the mini - pods reference episodes I don't see in the blogtalk archive, are they no longer available? A2: Our previous high demand series are now available through our member portal, visit technologyexpresso.net Q3: If I have a question, comment or suggestion on any of the pods or podcast, what number do I call? Q4: Call us at 855-484-6837 we check are voice messages and will respond as quickly as possible Q5: Are the 10 Minute podcast broadcast at the same time every day?   A5: Generally 12:30pm EST, however there might be slight exceptions Q6: How do I know when there is a full feature episode or a special guest? A6: The best way is to download our mobile app or create a profile on our member portal so we know what topics to notify you about. Goto TechnologyExpresso.net or recieve TEXT reminders, send a text "Podcast Alerts" to 404-478-7870 Q7: How do I track and record points for the 10 minute challenge? A7: Log them @@ Perk Points Calculator Survey.

Q1: Are all of the Technology Expresso Podcasts going to be 10 Minutes of Less? A1: No, We will have daily 10 minute Mini "Pods" and  at least bi-weekly have one full feature (60 - 90 minute) episodes with special guest and reoccuring guest such as Kupe, Shan Thomas, Felicia Phillips, guest from NSBE and BDPA. Q2 Some of the mini - pods reference episodes I don't see in the blogtalk archive, are they no longer available? A2: Our previous high demand series are now available through our member portal, visit technologyexpresso.net Q3: If I have a question, comment or suggestion on any of the pods or podcast, what number do I call? Q4: Call us at 855-484-6837 we check are voice messages and will respond as quickly as possible Q5: Are the 10 Minute podcast broadcast at the same time every day?   A5: Generally 12:30pm EST, however there might be slight exceptions Q6: How do I know when there is a full feature episode or a special guest? A6: The best way is to download our mobile app or create a profile on our member portal so we know what topics to notify you about. Goto TechnologyExpresso.net or recieve TEXT reminders, send a text "Podcast Alerts" to 404-478-7870 Q7: How do I track and record points for the 10 minute challenge? A7: Log them @@ Perk Points Calculator Survey.

When we last ran into the National Society of Black Engineers, it was between March 31st to April 4th this year, during their annual convention in Toronto (NSBE's first annual convention outside of the United States).Well, it is been a few months since the conference, we thought that it would be a great idea to catch up with NSBE Canada to see what is going on and to have their share some moments and memories from the convention.In this episode, we speak the current members of NSBE Canada's Executive Board at Harlem Underground Restaurant. Enjoy!!We would like to thank Ayokanmi Falade, NSBE Canada Chairperson and the members of the NSBE Canada Executive Board for taking the time to share with us. Stay tuned to our site for information on the NSBE Canada conference being held at Ryerson University in Toronto from October 15, 2010 to October 17, 2010. For more information on NSBE Canada, please go to their website at http://www.nsbecanada.wordpress.com.Here is a list of previous NSBE podcasts for your listening pleasure:http://thevibeandvegasshow.wordpress.com/2010/04/23/vibe-and-vegas-show-anne-t-griffin-national-society-of-black-engineers-nsbe-public-relations-chairperson-at-the-2010-annual-convention-in-toronto/http://thevibeandvegasshow.wordpress.com/2010/04/16/vibe-and-vegas-show-stacyann-p-russell-and-stevenson-a-dunn-jr-of-the-national-society-of-black-engineers-nsbe-our-first-vidcast/http://thevibeandvegasshow.wordpress.com/2010/04/07/opening-night-of-the-2010-nsbe-convention-in-toronto/http://thevibeandvegasshow.wordpress.com/2010/03/31/vibe-and-vegas-show-a-roundtable-with-national-society-of-engineers-nsbe-representatives-blacks-and-engineering/http://thevibeandvegasshow.wordpress.com/2010/03/15/the-national-association-of-black-engineers-nsbe-talks-about-their-36th-annual-convention-in-toronto-from-march-31-2010-to-april-4-2010/Please feel free to email us at info@blackcanadianman.com. If you live in North America, you can leave us a voice mail at 1-866-280-9385 (toll free).God bless, peace, be well and keep the faith,Vibe and Vegashttp://thevibeandvegasshow.wordpress.com/info@blackcanadianman.comTwitter: http://twitter.com/vibeandvegas