Podcasts about pride month

Tony and Henry are back at Tulips for another live episode! Recorded on Juneteenth, they start off by honoring the holiday, and Opal Lee. From there they move to talking about black cinderella, queer baiting, and Tony identifying as thirty years old. They also celebrate Father's Day and Pride Month with a few touching moments. The Episode features interviews from artists, one with Amplify817 and one with Art Tooth. They give you the tea on their friend and artist Lou Charle$ and his festival that they attended the night before.  As Henry takes a bathroom break, their friend and fellow podcaster Robyn (of Corks in Cowtown) takes the stage to fill in and dish a little bit about her podcast. Once Henry gets back, the three of them discuss dating etiquette, meeting celebrities, friendships, and Robyn teaches the boys about pink tax. They close the episode out with a few personal funny stories! 

In today's episode of the social justice podcast Play It Forward presented by PeacePlayers, power couple Evan Unrau and Seb Kimyacioglo share their personal journeys from playing collegiate basketball to falling in love. Seb Kimyacioglo is a former professional basketball player having won trophies with Galatasaray in Turkey, represented Turkey at the Rio Olympics, and now works for the FOX corporation! Evan, also a former professional basketball player, went down the coaching route and shares with us some of those experiences that led her to her current role as director of PeacePlayers Los Angeles. We ultimately arrive at how their two journeys were interconnected and led them both to be confident and comfortable with who they are, which allows them to be their fullest selves in their relationship with each other, their peers, and the people they engage with. AND we also get to hear who they think would win in a one-on-one match-up. As Chinny says at the top of the episode, we were originally hoping to share this during Pride month in June, BUT let's make EVERY month PRIDE MONTH! Interested in learning more about PeacePlayers mission to build a more peaceful and equitable world? Visit our website https://peaceplayers.org/playitforwardpodcast/ and check out our social handles. Twitter: @peaceplayers Instagram: @peaceplayersintl and @playitforwardpodcast Facebook: @peaceplayersintl LinkedIn: PeacePlayers International YouTube: PeacePlayers The Play It Forward podcast is produced by: Chinny Nwagbo Emmett Shepard Leif Frymire The Play It Forward podcast audio engineering and editing LeBaron Leath Animation and music created and designed by LeBaron Leath Podcast Cover Art by: Adam Hawkins Marketing by: Gabriella Mora Leif Frymire

This week the OG of reality food T.V., Chef Dave Martin, joins Muñoz for some more Summer Food Lovin'! Join these two sweet agave plants as they go down memory lane and explore Dave's culinary journey, his time on the first season of Top Chef, Queer food, Coming Out, and of course his new exciting book, The Tequila Diet!You can show Dave all the love on Instagram @chefdavemartinSend Muñoz some love on Instagram & Twitter @inyomouthpodMouth Merch is where you go from fan to super fan!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Connected Yoga Teacher Podcast 284: Beyond Pronouns and Pride Month with Shannon Crow   Description: How can we make our yoga classes more inclusive and accessible? The truth is, sometimes we can mess up and make mistakes even when we try to create safer spaces in our yoga classes. We may cause harm without realizing it - that's why it is a huge gift when someone points out how we are causing harm.   The work of continuous learning goes beyond simply using the right pronouns and extends far beyond Pride month. These are complex and nuanced issues - we have to strive to continuously educate ourselves. In this episode, Shannon Crow shares the email from a listener that inspired this conversation as well as resources for you if you are keen to continue learning how to create safer, more accessible yoga spaces for people in the LGBTQIA+ community.   Key Takeaways: [3:24] Shannon shares a book she has been enjoying and learning from recently. [6:56] This episode was inspired by a brave email sent by a podcast listener in response to Episode 275 about being kicked out of yoga class. [9:00] Shannon shares the email from the listener. [10:44] Even when we want to create safe spaces, we may not succeed. We may also cause harm to others and it is a huge gift when they communicate that with us. [11:58] Our continuous learning journey goes beyond Pride month. [13:03] We can spread our learning and collaboration requests out to span the entire year, instead of just in Pride month. [14:12 Shannon has some resources for you if you want to create an inclusive yoga space in all months of the year, not just in June. [20:54 - 20:59] Shannon shares what OfferingTree is putting together for yoga studios. [22:43] Shannon highlights some of the podcast episodes listeners can learn from as well as trainings available. [27:50] We can all learn from each other if we're willing to share and be vulnerable about where we messed up. Links: Yoga for Pelvic Health 6-Week Series with Shannon Crow Anti-Oppression, Inclusion and Accessibility in Yoga Resource Page Looking for Jane by Heather Marshall The Connected Yoga Teacher Podcast Episode 275: Kicked Out of a Yoga Class!? with Shannon Crow Pelvic Health Professionals (Code: listenersgift284) The Connected Yoga Teacher Podcast Episode 276: Caring for Yoga's South Asian Roots with Susanna Barkataki The Connected Yoga Teacher Podcast Episode 277: Yoga and Land Acknowledgement with Jessica Barudin & Emmy Chahal The Connected Yoga Teacher Podcast Episode 278: Religion & Cultural Respect in Yoga with Emmy Chahal The Connected Yoga Teacher Podcast Episode 269: Yoga Philosophy and Colonialism with Shyam Ranganathan Native Land Digital Shannon Crow on Instagram The Connected Yoga Teacher Facebook Group   Resources to Guide Learning: Transgender Competency Training with Tobias Wiggins (2-hr training) Embodied Consent with Megan Peterson Trans Pregnancy with Jacoby Ballard Gender Affirming Language with Avery Kalapa Gender Affirming Surgery with Dr. Christi Butler 265: Teach LGBTQIA+ Inclusive Yoga with Gabi Parkham 231: Conscious Marketing with Tristan Katz - The Connected Yoga Teacher Conscious Marketing for Yoga Teachers with Tristan Katz 195: LGBTQ Awareness for Yoga Teachers with Tristan Katz 217: The Yoga of Trans* Affirmation with Avery Kalapa & Maygen Nicholson 246: Anger, Forgiveness & Self-Care with Jacoby Ballard - The Connected Yoga Teacher 108: Inclusive Language for Prenatal Yoga with Shannon Crow 247: Being Wrong is Part of Learning with Shannon Crow - The Connected Yoga Teacher   Gratitude to our Sponsor, OfferingTree.   Quotes from this episode: "This continuous learning journey, I really think this goes beyond Pride Month."   "Please don't be the business that sticks a pride flag on their website in june only to then take it down and forget all about the social justice issue the rest of the year."   "It is very nuanced and it's like we don't know what we don't know and in the meantime we might be causing harm."  

July is Disability Pride month! We may not have planned ahead but today we talk how Disability Pride month came to be, the flag, all the things! Hosts: Alisha and Jesse Chance Podcast logo by: Rebecca Wolf Kalm Producer and Editor: Maxwell Myers Song by: Sophie's Place

In this second installment of Ken's special series, TRUTH QUEST - Exploring the History of Race in America, we launch the Civil Rights tour of the South in New Orleans.  The Whitney Plantation in St. John the Baptist Parish is a non-profit dedicated to preserving the history and legacy of slavery in Louisiana. You'll hear an in-depth description of the exhibits, displays, and elegant plantation house and how those displays impacted our team of pilgrims. In this episode, we are invited to a team "debrief," in which several share their personal responses to a history that has been hidden until now. Then Ken takes us to the French Quarter on a bustling Saturday evening in the heart of the French Quarter. Under the tutelage of master-guide, Leon A. Waters, the team wanders down the Mississippi River and Washington Artillery Park, to Jackson Square, by the St. Louis Cathedral, the Federal Courthouse, and the Slave Exchange, along the narrow streets filled with iconic architecture, surrounded by eager crowds, street vendors and musicians, lively multitudes lined up for the annual Pride Month Parade - New Orleans style.  SHOW NOTESSupport the show

We begin with a discussion surrounding the ‘wild' weather that rolled through Central Alberta earlier this week, which produced incredibly large, record breaking hail stones. We learn about the science of ‘hail suppression,' including cloud seeding from Terry Krauss, Senior Consulting Meteorologist for the Alberta Severe Weather Management Society.   Then we head stateside for an update on news making headlines South of the border. We catch up with Jackson Proskow, Global News Washington Bureau Chief, for details on a busy week in the US, including rising cases of the Monkeypox Virus, the continuing debate on access to abortion and President Joe Biden's recovery from COVID-19.   It's a bird, It's a plane, It's ”Superhero Day” at the Calgary Public Library!    We get the details on the free family event taking place this weekend and hear about the many other events being offered this summer by the library with Mary Kapusta, Director of Communications and Engagement at the Calgary Public Library.   Finally, It's ‘Pride Month' in the city. We catch up with Brit Nickerson, Manager of Communications with Calgary Pride, for details on how it's being celebrated this year and who will be this year's Parade Marshal.

Pride Month has come and gone, which means corporations can put their gay away until next June! And somewhat connected, the origin of Corn Flakes…did you know they were originally intended to be an ‘anti-masturbatory' morning meal? That's right - so pull those pants back on, pour yourself a bowl, and take a cold shower. You really need to practice some self control. Follow Stanzi on Insta: @StanziPotenza Follow Stanzi on TikTok: @StanziPotenza   Don't forget to follow the podcast for free wherever you're listening or by using this link: bit.ly/WhatFreshHellIsThisPodcast If you like the show, telling a friend about it would be amazing! You can text, email, Tweet, or send this link to a friend: bit.ly/WhatFreshHellIsThisPodcast   What Fresh Hell Is This? is a Pod People Original Series. Learn more about your ad choices. Visit megaphone.fm/adchoices

On 30 June 2022, the SJSU School of Information is hosted a free online symposium in celebration of Pride Month. Welcome Dr. Anthony Chow, SJSU iSchool Director Library Services for the LGBTQIA+ Community​ Shannon M. Oltmann, Ph.D. (she/her/hers), University of Kentucky How LGBTQIA+ Librarians Shape Libraries Today Melinda Ann Borie, Floyd County Library Martin Garnar (he/his), Robert Frost Library, Amherst University Kassian Rye Lemke (he/they), Papillion Public Library and University of Nebraska at Omaha's Archives and Special Collections Sophie Ziegler, Louisiana Trans Oral History Project Questions Concluding Remarks Access the captioned version of this webcast at https://youtu.be/RWw1mdGEMxI

this week is a jam packed week. and we are def talking about BEYONCE???!! this week topics - [ ] Pink sauce Lady - [ ] Monkey pox ! Is the media handling the situation with care ? Is the government. - [ ] Euphoria star. Sydney Sweeney can barely earn enough to survive. - [ ] Fugitive Carolyn Bryant found for the first time in 20 years in Kentucky. - [ ] Keke vs. Zendaya- [ ] Kid Cudi leaves Rolling Loud stage - [ ] Beyoncé's new album. Thoughts?- [ ] Kelis vs. Beyoncé - [ ] Diane Warren vs. Beyoncé - [ ] Beyoncé removes lyrics

#FilAmInFocus: "Celebrating Immigrant Heritage & Pride Month". Presented by the Asian Community Development Council.See less

The hiatus is over and Muñoz is back with the one and only Chef Michael Silverstein! Join these two summer salads as they laugh and chat all about Michael's culinary journey from birth to keto to appearing on Masterchef not once but TWICE! You won't wanna miss this epic kick-off to the end of Summer episode!You can show Michael all the love on Instagram @chefmichael.ketoSend Muñoz some love on Instagram & Twitter @inyomouthpodMouth Merch is where you go from fan to super fan!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's August 1st so you know what that means it's straight pride month! In today's podcast we talk about how courageous straight people are. --- Support this podcast: https://anchor.fm/brian-swinehart/support

S HSE, ESG, and YHWH We're told, either directly or indirectly, that there's no place for religion or faith in the workplace, or another way of saying this is that we should be focused on our company's goals and not our own religion when we're working.  I actually heard an executive say in a Town Hall meeting with employees once "leave your religion at home." I don't know if you've noticed, but there's an increasing focus in the workplace, particularly among larger corporations, on goals that seem to be outside of their primary mission or purpose, goals that seem to be about issues that are larger in scope and impact than simply the product or service that the company produces. I'm thinking specifically in terms of the acronyms HSE and ESG.  HSE stands for Health, Safety and Environment.  I work on a lot of projects related to safety and I actually sat in on a 10 hr OSHA training this past week, but this topic has been on my mind for a while.  Safety is a huge deal in the manufacturing industry.  While you can argue there's a profit motive behind spending time and money toward a safe work environment as well as protecting the environment, I think the motive goes beyond profit in most cases and is about "doing the right thing".  ESG is a more recently used acronym and stands for Environmental, Social, Governance.  You'll hear different opinions on what ESG is about depending on the person's point of view or worldview.  Let me start with a definition from Wikipedia, which says that ESG is an approach to evaluating the extent to which a corporation works on behalf of social goals that go beyond the role of a corporation to maximize profits on behalf of the corporation's shareholders.  You may wonder, sometimes, why the company you work for devotes so much of their intracompany messaging towards issues like Climate Change and advocating for the LGBTQ community.  In a nutshell, it's because of ESG.  There are advocacy groups which pressure corporations to take a stand on these issues, but more and more stock market investment decisions are being based on what kind of ESG score a company has.   While one issue worth considering is why companies are so focused on these issues, as well as whether they should be, I think the more important question to ask is what positions they are taking on these issues and how are they trying to influence how their employees think about these issues.   While we could talk about the more controversial issues like how more and more companies throw their weight behind Pride Month and advocate for LGBTQ rights through the year, I think it's interesting to think about what seems to be a less controversial subject which is safety.  We can all agree it's important to be safe at work and that we want everyone to go home the same way they came to work, correct?   On the one hand, I would agree that safety is important.  As believers, is safety our most important goal when we go to work?  I like the quote from C.S. Lewis's book the Lion, the Witch and the Wardrobe.  When someone asks at the end of the book if Aslan, who represents Jesus or Yeshua, is safe, someone responds that no, He's not safe, but He's good.   As a Torah observant believer in Yeshua, I would say that my #1 goal at work is to be obedient to Torah, which can be summarized, as Yeshua did, to love God and to love others.   My main point here is not to debate whether or not we should focus on safety in the workplace. I think we should focus on safety.  My main point is that the workplace is a place where people gather with a variety of goals and beliefs, some are held by each of us individually, and some are held, or at least advocated by, leaders or our employers.  To say there's no place for religion in the workplace is disengenious, because I see forms of religion, or you might say beliefs and values, expressed more and more in the workplace.   We can honor and support various causes emphasized by our employers provided they do not go against what God has said in His Word.  Sometimes that line is blurred and hard to define.  I would encourage you take your religion to work, be close to God throughout your workday, honor God as you feel led to do so while at work.   We are under our employer's authority and should not take that lightly, but we are also under a higher authority as believers.   When we signed those papers our first day at work, we entered into a form of covenant, but we have a greater and an eternal covenant with our Creator.   E   Examples of humbling statements: I don't know what I'm doing can you help me?-BM I got All kinds of excuses why I Didn't return your call but none of them are any good-JT   Can use past interviews   L   1 Thess 4:10a-11a "But we urge you, brethren, that you increase more and more; that you also aspire to lead a quiet life, to mind your own business, and to work with your own hands"   A   Torah Talk on 7/30, good discussion on how to know when you're being led by God, and various aspects of getting good counsel   https://youtu.be/P_1wQ50i5R4 https://www.patreon.com/christianmenatwork https://www.paypal.com/paypalme/christianmenatwork H Dad jokes from the Country Living website:   "Why do fathers take an extra pair of socks when they go golfing?" "In case they get a hole in one!"        

White Nationalist Patriot Front Attack Pride Event In Idaho

Pride Month may be over but MFQC Pride Summer is still underway! Welcome back for Week 3, y'all! This week on the show we welcomed back Stephanie Berg (she/her) to the MFQC studio as our guest host! Steph chatted with Dr. Vanessa Ralph (she/ella), a chemistry education researcher. They discussed how different aspects of identity impact their chemistry education research, the current climate of Diversity, Equity, and Inclusion (DEI) research in science education spaces, and more. Vanessa also shares tips and literature to help new education researchers (and everyone!) thoughtfully and equitably approach DEI work. This episode is benefitting Black and Pink (chosen by our guest host, Stephanie) and the GoFundMe fundraiser is LIVE (https://gofund.me/ef7aa275) and will close 8/5. To connect with Stephanie and Vanessa you can follow them on Twitter @ssnorkles and @vanessachemedu (and us @MFQCPod). We'll see y'all next time and remember that Black Lives Matter today and everyday.

This episode is hosted by Genesis Mariel Grijalva Duron, podcast team member. Join us in this intimate conversation between two kindred spirits who met on the front lines as they converse about their Indigeneity, queerness, and relationship to self and community. Two friends open a space for love and reflection on what it means to be human-- the pain, the joy, the pleasures. And how our bodies are inherently connected to the land. It is a celebration of love and of coming in, and not out, to our authentic selves. Background music provided by Emilia Villegas (she/her/ella) aka @mizskoden, https://soundcloud.com/user-273567044Youtube audio clip links:•Francesco Pieri Youtube Channel: Syliva Rivera, Sardegna Pride https://www.youtube.com/watch?v=ajggl4KBCm0&t=3s•OutStories eTextbook Youtube Channel: Ma-Nee Chacaby talks about two Spirit identities https://www.youtube.com/watch?v=juzpocOX5ik Recorded: June 2022

Town Square with Ernie Manouse airs at 3 p.m. CT. Tune in on 88.7FM, listen online or subscribe to the podcast. Join the discussion at 888-486-9677, questions@townsquaretalk.org or @townsquaretalk. Is it ok to use the term 'disabled'? A disabled former public affairs specialist for the National Council on Disability thinks so. There's the belief that the word is necessary in that it connects members of the community through a common history — a lineage of those who fought, protested, and persisted. But when it comes to using the term 'special needs', there's a different view. One law, such as the Americans with Disabilities Act, which was signed 32 years ago on July 26, 1990, was put in place to insure that those with a disability are afforded the same rights and opportunities as everyone else. In this episode, we are talking about the rights of those who live with a disability, and what changes society needs to adopt to make a more inclusive world. Guests: Carson Tueller (Paralyzed from the chest down) Motivational speaker, coach, and activist Lawrence Carter-Long (Born with cerebral palsy) Former Public Affairs Specialist for the National Council on Disability Director, Discourse & Development at DisArt, and Founder of #SayTheWord Vivian Shudde CEO, The Brookwood Community Eileen Edmonds Associate Director of Education, Theatre Under The Stars Kevin Kern COO, The Center For Pursuit Town Square with Ernie Manouse is a gathering space for the community to come together and discuss the day's most important and pressing issues. We also offer a free podcast here, on iTunes, and other apps.

This Disability Pride month we wanted to uplift the experiences of trans disabled individuals. Join VSC LGBTQ+ Advocate Roxane Perret as she chats with Basically Wonderful Founder and Director, Beck DeTrempe and Basically Wonderful Peer Supporter, Caroline Pittman about different disability related terms, some myths about disability, the intersections of being transgender and disabled, what disability pride means and more. Beck DeTrempe uses they/them pronouns. They are a 25 year old queer non-binary disabled person living in Orlando, Florida. Beck is the founder and director of Basically Wonderful, an organization that creates peer-led accessible spaces that are welcoming to disabled and LGBTQIA+ folks. They have created and facilitated multiple spaces for disabled folks, including a peer support group, virtual social meetup, and book club; along with a book club for trans folks, and community events throughout the year. Beck is also a founding member of Access Pride Coalition, a disabled queer + trans collective that uplifts and creates access-centered spaces while advocating for queer disability justice. Caroline Pittman uses she/they pronouns. They are 25 years old. She is Trans/Non-binary, Bi, Pansexual, Chilean American, & Mentally-ill, Mad, Neurodivergent. They have their Bachelor of Sciences (B.S.) degree in Psychology from UCF. Caroline is a Certified Recovery Peer Specialist (CRPS), and she currently works as a Peer Support Facilitator & Individual Peer Supporter for Peer Support Space, as well as a Peer Support Facilitator for Basically Wonderful. In their spare time, they enjoy creating art, creative writing, reading, listening to music, practicing spirituality/astrology, thrift shopping, being in nature, & mindfully moving their body with yoga or hiking. To stay up to date with Basically Wonderful: Check out their website ​​https://www.basicallywonderful.online/ Follow them on Instagram at basically1derful Stay up to date with Access Pride Coalition: Follow them on Instagram at accesspridecoalition You can listen to this episode on our YouTube Channel: You can also listen to this episode on Apple Podcasts, Spotify, or wherever you get your podcasts! ----------------------------------- Trigger Warning: In this podcast we will be discussing sensitive topics such as Sexual Assault. It's important to take care of yourself while listening. Some suggestions are listening while you're in a healthy headspace or knowing who you can reach out to if you become upset. Our 24/7 helpline for crisis calls based out of Central Florida is 407 500 HEAL, for the Florida state sexual helpline call (888) 956-7273. By contacting the National Hotline at 1-800-656-4673 you can get support and learn about your local resources. There is always someone ready to help.

Muñoz is taking the month of July off but never fret as Muñoz has created The Summer Throwback Series! All month long Muñoz is bringing back some of his favorite episodes of the past four and a half years! This fourth episode of the Summer Throwback Series features the very beautiful and talented Chef Marcelle Afram and their amazing story.This week Chef Marcelle Afram joins Muñoz for a most epic Queer Food Discussion. Join them for a grand ol' kiki as they talk about what it's like being a chef who happens to be Trans, guilty pleasures, restructuring kitchen culture, gay food, Wiener Mobiles, and of course chicken! This episode is a beautiful glance into a side of the food world we rarely get to see and you don't want to miss it!You can show all the love to Marcelle on Instagram @Marcelle_GMouth Merch is where you go from fan to super fan! For the months of May, June, & July Muñoz will be donating all proceeds of any PRIDE merch purchased to the Ali Forney Center here in NYC.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Please note: due to the extreme heat in the UK on the day of recording, the audio cuts out at some points. Apologies! Pride Month is over and just in time since TB's left arm is rebelling about all the long hours at the laptop while launching the Pride Collection. She actually lost feeling in two fingers and it wasn't until heading to New Mexico without the laptop that the pain eased. Miranda threw TB under the bus in front a roomful of people at GCLS while they accepted a Goldie for The AM Show. It's hot as heck in Britain and Clare almost melted during the recording. She's just returned from two weeks off, but dove right back into work on her Christmas story because what better way is there to deal with the heat than to write about Christmas-y weather. Clare's launched a surprise Italian translation of Before You Say I Do. While at GCLS, many people told TB they enjoyed the show, but TB can't remember everyone's names. She wants to say thanks to everyone for being supportive in New Mexico and for being loyal listeners to the podcast. They crack on to the topic: half-year review. Clare did some digging to compare her progress to the goals she set at the beginning of the year, while TB winged it, which sums up their personalities. However, in a surprising twist, TB was much kinder to herself during the episode and it must be the result of the heat wave, making her softer, while Clare was much harsher on herself. Have a listen to learn where they've succeeded and when they pivoted. How was your first half of the year? Head over to lesbianswhowrite.com, and leave a comment on the episode. Or you can email them at: lesbianswhowrite@gmail.com. Next week they'll be back to dish about conferences. Happy listening! Clare and TB Links: Pride Collection: iheartlesfic.com/pride-collection/ Christmas in July Sale: iheartlesfic.com/2022/07/22/christmas-in-july-99c-sale/ Before You Say I Do (Italian Translation): www.clarelydon.co.uk/books/translations/prima-di-dire-si-lo-voglio/ The AM Show: iheartlesfic.com/the-am-show/

I'm sure I'm not telling you something you didn't already know, but just last month people all over the United States were celebrating the LGBTQ lifestyle, in what they called Pride Month. But when you open the Scriptures God makes it very clear what He thinks of this behavior and what it leads to. So today on Sound Doctrine pastor Jeff will encourage us to agree with God, helping us understand what's really going on around us. To support this ministry financially, visit: https://www.oneplace.com/donate/621/29

Jim Jacobs, a father in the West Chester Area School District, joins the Dom Giordano Program after having to transfer his child, a student with over 4.0 GPA, out of Stetson Middle School after some incredibly radical initiatives during Pride Month. During gay pride celebrations, Jacobs tells that students were encouraged to wear dresses during Gay Pride Month, and a male teacher taught a class in high heels. Jacobs further explains his qualms, telling of a punishment his son faced for wearing a pair of Uggs to school, which administrators called slippers, and the response when raising a concern about the teacher wearing high heels. Jacobs further explains his stance, and tells why he felt so strongly about the controversy that he had to push for a transfer for his son. (Photo by Getty Images)

we are back this week with a few things to get off our chest this week we talk about:Let's recap ! How was your weekend ? sesame place racist Desus and Mero break up JLO and Ben afflick get married. (4th marriage)New non-binary on the block. Lil Uzi changes his pronouns to they/them -Guess the Lyric-unpopular opinion This week's discussion Let's talk about friends, friendship and group dynamics Friends vs. close friends. (How do you define them)Different roles of a friend group Reasons why ppl leave a friend group or friendship (friends not talking to each other any more, new friendships forcing people to distance themselves from ‘this' group.) 8 signs to tell you… it's time to finds some new friends Kitten Call in  How to handle not wanting to go on a second date ?(UPDATE) My boyfriend lied to me , cheated on me… But I still love him. and if you havent already stop by our merch shop and get u a piece https://spilledmilkpod-2.creator-spring.com/

On Outlook this week, we're talking disability pride during July's Disability Pride Month. Whether it's us starting out the show talking about Brian's recent musical practice with an old friend and society's devaluing of music as an art and a skill, a skill many people with disabilities have. Or our recent guest, H May, whose short film Awaiting Tiresias highlights discussions of the continuum of both blindness and gender and the illustration of intersectionality with Hannah, a black and enslaved woman who had a disability in the 1800's. While we may not have a guest this week, it's a themed episode of our regular Mixed Bag Monday shows, with an explanation of how Disability Pride Month began. With that, we're sharing quotes from figures throughout history, organizations, acquaintances and friends, in the wide range of opinions on what it means to feel pride in living with disability or not. Kerry feels that the opposite of pride is often shame and that's something she sometimes struggles with. Brian wants us to become comfortable and confident in the use of the word “blind” to describe our disability, as the best way to arrive at feeling pride in who we are, instead of feeling shame for what we can't control. This is the difference in the medical vs the social models of disability. Pronouncements aside, disability Pride Month puts a focus on attempts to find pride in ourselves as people with disabilities (marked with a literal disability pride flag first created by Ann Magill in 2019), in how we can be proud of who we are, despite what we've been told and gone through. And in all we've contributed and continue to offer the world, that we're valued as human beings. Throughout this episode, we shared a wide array of viewpoints on whether to celebrate being disabled. If anyone has any feelings on how to better feel pride in being disabled (if you think Disability Pride Month should or should not be celebrated), or if you have any possible Outlook t-shirt design ideas, always feel free to email us: outlookonradiowestern@gmail.com Check out the article quoted in this episode from The New York Times by friend of the show M. Leona Godin: https://www.nytimes.com/2022/07/16/opinion/blind-ableist-language.html And listen to our recent appearance on the AT Banter podcast which we highly encourage you subscribe to here: https://atbanter.com/2022/07/06/at-banter-episode-292-brian-and-kerry-kijewski

Did you know you were Irish all along? Listen to more in the Irish & Celtic Music Podcast. La Nef and Chor Leoni, Mary - Grace Autumn Lee, Enda Reilly, Across The Pond, Socks in the Frying Pan, Niamh Dunne, Telenn Tri, Kevin McKrell, Willos' & Massimo Giuntini, Scythian, Low Lily, The Dreadnoughts, Brad Tuck, Jamison Celtic Rock GET CELTIC MUSIC NEWS IN YOUR INBOX The Irish & Celtic Music Magazine is a quick and easy way to plug yourself into more great Celtic culture. Subscribe and get 34 Celtic MP3s for Free. VOTE IN THE CELTIC TOP 20 FOR 2022 This is our way of finding the best songs and artists each year. You can vote for as many songs and tunes that inspire you in each episode. Your vote helps me create next year's Best Celtic music of 2022 episode.  Vote Now! I hope you enjoy this week's show. If you hear music you love, share the episode. Include the show time so they can quickly listen and enjoy. The Irish & Celtic Music Podcast is here to build our diverse Celtic community and help the incredible artists who so generously share their music with you. Musicians rely on your support so they can keep creating new music. If you heard music you loved, visit the artist website. Buy CDs, digital downloads, shirts, album pins, and other merch. You can follow them on streaming and see their shows. You can support many Celtic musicians on Patreon, just like this podcast. And of course, I always appreciate it when you email artists to let them know you heard them on the Irish and Celtic Music Podcast. THIS WEEK IN CELTIC MUSIC 0:09 - La Nef and Chor Leoni "Out On The Ocean" from Shanties! LIVE 3:40 - WELCOME 4:50 - Mary - Grace Autumn Lee "Return to Brooklyn: Muireann's Jig/Trip to London (Jigs)" from Eyre 8:50 - Enda Reilly "All Along The Wild Atlantic Way" from Whisperings 12:30 - Across The Pond "Merry Blacksmith / Sally Gardens" from Little Beggarman 16:25 - Socks in the Frying Pan "The King's Shilling" from Return of the Giant Sock Monsters from Outer Space 20:38 - FEEDBACK 24:51 - Niamh Dunne "Ballyneety's Walls" from Portraits 28:10 - Telenn Tri "Breton / Pedon war pont e naoned" from Macquarie Street 32:26 - Kevin McKrell "Dublin Town" from In Quarantine 36:22 - Willos' & Massimo Giuntini "Scatter the Mud" from From Now On 42:37 - THANKS 44:27 - Scythian "Dead Army" from American Shanty 49:19 - Low Lily "SOVAY" from 10,000 Days Like These 52:02 - The Dreadnoughts "Battleford 1885" from Roll and Go 54:10 - Brad Tuck "Irish All Along" from Stages 58:06 - CLOSING 59:51 - Jamison Celtic Rock "Through Hills for Water" from Hafaguone The Irish & Celtic Music Podcast was edited by Mitchell Petersen with Graphics by Miranda Nelson Designs. The show was produced by Marc Gunn, The Celtfather. Subscribe through your favorite podcatcher or on our website where you can become a Patron of the Podcast for as little as $1 per episode. Promote Celtic culture through music at http://celticmusicpodcast.com/. WELCOME CELTOPHILES TO CELTIC MUSIC * Helping you celebrate Celtic culture through music. I am Marc Gunn. I'm a musician and podcaster. I'm gonna introduce you to some amazing Celtic bands and musicians. Please remember. The artists in this show need your support. Buy something from them. You can find a link to all of the artists, along with show times and chapters for each song when you visit our website at celticmusicpodcast.com. You can also support this podcast on Patreon. Show into by The Dead Irish. HAVE YOU EVER THOUGHT ABOUT STARTING YOUR OWN PODCAST? Podcasting is a fun way to share a message and spread ideas. I've hosted my podcasts with Libsyn since I started podcasting in 2005. It's the best place to host your podcast. Why not share your love of Celtic music and culture. Sign up through my link and you can support this podcast as well. If you decide to sign up, please email me. I'll send you some hints on how to make a successful podcast from the start. TRAVEL WITH CELTIC INVASION VACATIONS Every year, I take a small group of Celtic music fans on the relaxing adventure of a lifetime. We don't see everything. Instead, we stay in one area. We get to know the region through its culture, history, and legends. You can join us with an auditory and visual adventure through podcasts and videos. Learn more about the invasion at http://celticinvasion.com/ WHAT'S NEW IN IRISH & CELTIC MUSIC: BEST OF 2022 Two weeks after the episode is launched, I compile the latest Celtic Top 20 votes to update a playlist on Spotify, Amazon Music, and YouTube. These are the results of your voting. You can help these artists out by following the playlists and adding tracks you love to your playlists. Subscribe to our newsletter to find out who was added this week. Listen on Spotify, Amazon Music, and YouTube. THANK YOU PATRONS OF THE PODCAST! Because of Your kind and generous support, this show comes out at least four times a month. Your generosity funds the creation, promotion and production of the show. It allows us to attract new listeners and to help our community grow. As a patron, you hear episodes before regular listeners. You get to vote in the Celtic Top 20, and you get a private feed to listen to the show. Song Hengers can also enjoy music - only episodes, free MP3s, and stand - alone Celtic Stories when you become a Song Henger. Plus, I'm planning a bonus Best of Episode that's coming out soon, exclusively to Patrons. A special thanks to our newest Patrons of the Podcast: Anna M, Happy Rain, and of our newest amazing Celtic Legend, Meghan Walker HERE IS YOUR THREE STEP PLAN TO SUPPORT THE PODCAST Go to SongHenge.com. That takes you to our Patreon page. Decide how much you want to pledge every week, $1, $5, $10. Make sure to cap how much you want to spend per month. Keep listening to the Irish & Celtic Music Podcast to celebrate Celtic culture through music. You can become a generous Patron of the Podcast on Patreon at SongHenge.com. #celticmusic #irishmusic #celticmusicpodcast I WANT YOUR FEEDBACK What are you doing today while listening to the podcast? You can send a written comment along with a picture of what you're doing while listening. Email a voicemail message to celticpodcast@gmail.com Michael Finlay emailed a photo with a great story: "Hi Marc, so while I was listening to the podcast my kid ran inside telling me that our neighbor had come looking for help. She had found a kitten in the engine compartment of her truck. A tiny, terrified, little thing we figured was about 7 weeks old. The neighbor couldn't keep her (allergies), so we took her in. On the way to her doctor's appointment I played the show, hoping to calm her down. It did not work. Aside from a minor ear infection, and being a bit thin for her age, she was given a clean bill of health. I now have a new baby, little Minka. And thank the gods, she's finally putting on some weight. And I think she likes the show, since when I was cooking recently she tried to climb up my leg. But really that was either your playlist or the bacon. Any way, your work has been the soundtrack for the arrival of a new bundle of joy into my life. I will try to send a picture of sweet Minka." Stephen Dunford emailed: “Happy July/ End of Pride Month. Hi Marc,  Thank you for a great show, Love the music and love the vibe. Listening to your podcast got me through the pandemic with a smile on my face. Ha What am I doing today?  Well... I am listening to your podcast while working from home. I started listening to your podcast while I was working in the office in a different career in fashion, as mentioned before your podcast helped me sort some things out about what I truly enjoy in music and life. Music gives life -  if you get my drift. Since then I switched careers in UX design which allows me to work remotely where I can listen to your music freely around the house wherever I want. Anyhow, my hubby and I are going to Ireland, Scotland, and England for our delayed honeymoon at the end of August.  We are calling it "Discovering our roots". Since I am of English Irish descent and he is American of Scottish/ mixed descent. We can't wait. Needless to say, I will be on the lookout for local music, but in the meantime, we will be listening to your podcast along the winding roads of our ancestors. Take care and thanks for your podcast.” Woodland Folk emailed photos of Courting and TREES And finally, here's a run I did while listening to the Irish & Celtic Music Podcast, on my way to Indianapolis.

Muñoz is taking the month of July off but never fret as Muñoz has created The Summer Throwback Series. All month long Muñoz is bringing back some of his favorite episodes of the past four and a half years! This third episode of the Summer Throwback Series features the very beautiful and talented Chef Maria Mazon and her amazing story.This week, Top Chef finalist, Chef Maria Mazon joins Muñoz for the ultimate Latin foodie love affair. Join these two as they explore Maria's impact on this season of Top Chef, her journey through food, love, and coming out, what being Queer and Latina is really about and so much more. Get ready as this is the most sazón-filled episode to date!You can show Maria all the love on Instagram @ChefMariajoSend Muñoz some love on Instagram & Twitter @inyomouthpodMouth Merch is where you go from fan to super fan! For the months of May, June, & July Muñoz will be donating all proceeds of any PRIDE merch purchased to the Ali Forney Center here in NYC.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hosts: Amanda, Milly, Kelsey Lindell, Dr. Akilah Cadet Topics: Kelsey Lindell and Dr. Cadet are both DEI educators and women with disabilities who join to speak candidly about ableism and disability justice Why they prefer “non-disabled” to “able-bodied” – plus other terms and phrases that have been debated within the disability community Working and socializing with a visible vs. invisible disability Answering your questions about ableism and inclusion, including the most common microaggressions, dating with a disability, and how to teach kids about disability. How to support a friend who recently became physically disabled

This week, Erica and Tirzah recommend YA books for Disability Pride Month! Subscribe to the podcast via RSS, Apple Podcasts, Spotify, or Stitcher. To get even more YA news and recommendations, sign up for our What's Up in YA newsletter! This content contains affiliate links. When you buy through these links, we may earn an affiliate commission. SHOW NOTES I Kissed Shara Wheeler by Casey McQuiston is an inaugural Walmart Book Club Pick Eddie Ndopu on what makes a space accessible The State of Disability Representation in Children's Literature Breathe and Count Back from Ten by Natalia Sylvester The Degenerates by J. Albert Mann The Weight of Our Sky by Hanna Alkaf Where You See Yourself by Claire Forrest Every Time You Go Away by Abigail Johnson Disability Visibility (Adapted for Young Adults) edited by Alice Wong One For All by Lillie Lainoff Lakelore by Anna-Marie McLemore Mooncakes by Suzanne Walker, illustrated by Wendy Xu If you want to send an email with feedback or show suggestions, you can reach us at HeyYA@bookriot.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Keith Waldrum and Oscar Roselius are members of Nebraska Furniture Mart's visual merchandising team. Keith has been working with NFM for nearly eight years, since the opening of the Dallas-Fort Worth, Texas store. Oscar is one of the newer members of the team. They are incredibly talented and highly creative merchandisers, and both come to NFM with many years of experience in the creative field. In this episode… As a homeowner, there are things you can do to design the home of your dreams. Your hobbies, interests, Pinterest, and magazines can inspire creativity to build a personal space that is a reflection of you. The visual display team at Nebraska Furniture Mart spends a great deal of time coming up with creative ideas for designing homes. These creative spotlight displays are not only meant to showcase the company's products but also to help customers think of creative ideas to style their own homes. In this episode of the I Am Home podcast, co-hosts Tyler Wisecup, Hilary Woltemath, and Becca Sudbeck are joined by Keith Waldrum and Oscar Roselius from NFM's visual merchandising team. Keith and Oscar share their experience working on the recent Pride Month creative spotlight, how customers can use creative spotlights to design their homes, and hints of their future design projects.

This is Story Story Late-Night, the positively shameless black sheep of our story story night family where you hear bleep worthy stories on an unblushing theme. This is the full monty- the entire show recorded live. We need your support. Text the code "STORYPOD" to 44-321. This summer we are following the yellow brick road with tales told live, without notes or inhibitions in the walled yard of the Old Idaho Penitentiary. We're discovering big, hairy stories with our theme “Lions, Tigers, and Bears (oh my) from our guest host Hailee Lenhart-Wees, and our featured storytellers Sophie Hughes, Mattio Martinez, and Ben Clegg intermixed with a community storyslam. Recorded during Pride Month. There's no place like late-night, there's no place like late-night.

This week, Jenn discusses disability in backlist sci-fi and fantasy, in honor of Disability Pride Month! Follow the podcast via RSS here, Apple Podcasts here, Spotify here. The show can also be found on Stitcher here. To get even more SF/F news and recs, sign up for our Swords and Spaceships newsletter! We're hiring! This content contains affiliate links. When you buy through these links, we may earn an affiliate commission. BOOKS & LINKS DISCUSSED Issue 30: Disabled People Destroy Fantasy from Uncanny Magazine Into the Drowning Deep by Mira Grant Nicola Griffith's list of fiction that passes the Fries Test Learn more about your ad choices. Visit megaphone.fm/adchoices

While you wait for Season 6 of Lez Hang Out Pod, check out this great episode from our friends over at Coming Out Pod! It's officially Pride Month, and we're kicking things off with an UN-F$@#!NG-BELIEVABLE guest!! At thirteen years old, Jay Toole (known to all as Super Butch) came home with a flat top hair cut, and was promptly kicked out for good. Jay headed straight for the West Village, and before long, she was taken in by a community of homeless queer kids in Washington Square Park. What followed was over twenty-five years of living on the street, and some of the most amazing stories we have EVER heard on the podcast! It's impossible to do justice to this episode in a blurb, but among other things, Jay discusses the stints she did at the famed Women's House of Detention, and her experience AT THE STONEWALL RIOTS!!! Jay is an indispensable (and *hilarious*) resource for our community, and we cannot emphasize enough what an honor it was to talk to her. Happy Pride, everybody!(TW: passing mentions of sexual assault, but nothing descriptive)You can honest-to-God contact Jay at the number she gave out in this episode! She's also on Facebook at https://www.facebook.com/Superbutch, and her website is https://www.jaytoole.com/.If you enjoy the episode, make sure to subscribe to Coming Out Pod wherever you listen to podcasts to help support positive LGBTQ+ representation in media.Support this show http://supporter.acast.com/lezhangoutpod. See acast.com/privacy for privacy and opt-out information.

Join Larry Hryb, Xbox's Major Nelson along with Rebecca Gordius and Jeff Rubenstein as they chat about the latest in gaming and more. 00:00 What We're Playing 25:32 Kaitlyn Jones, Gaming Accessibility Program Manager, Xbox 35:04 Caroline Marchal, CEO and Creative Director, INTERIOR/NIGHT 47:55 Outro Games discussed range from rated Everyone to Mature. Subscribe to The Official Xbox Podcast | https://anchor.fm/officialxboxpodcast For more Xbox news | https://news.xbox.com/ --- Send in a voice message: https://anchor.fm/officialxboxpodcast/message

Hear what disability pride month means from a disabled person, the importance of the ADA and why July is important to the disability community. Taking pride in your disability is so important so others will not use it against you but also so you know your rights and what you have a right to as a disabled person. We have a long way to go but taking pride in our disability is the best way to start.

Clerks 3: The Clerks 3 trailer has dropped! Jim and Them's torrid on again, but mostly off again relationship with Kevin Smith continues!Portland Road Rage: A viral Portland traffic argument turns into Twitter as a man screams at a white lady's "colonizer mindset" and they eat their own.Activist Fails: Are environmental activists pissing the people off that they claim to protect? Is it for the greater good or are they quote "SELFISH CUNTS"?CARMEN!, KILLED YOURSELF!, THE BEAR!, NOFX!, STICKING IN MY EYE!, PRIDE MONTH!, JAMES CAAN!, TONY SIRICO!, PAULIE WALNUTS!, THAT'S AMORE!, ITALIAN PRIDE!, BID FAREWELL!, LEGEND!, RIP!, REST IN PEACE!, TOP GUN!, JURASSIC WORLD DOMINION!, DEAN MARTIN!, SHOUT OUT!, DEATH OF THE DINER!, DINER WATCH 2022!, POTATO SALAD!, SEND YOUR PICTURES!, CLERKS 3!, TRAILER!, KEVIN SMITH!, K. SMITH!, KILROY WAS HERE!, JAY AND SILENT BOB REBOOT!, MASTERS OF THE UNIVERSE!, DANTE!, RANDAL!, META!, CRINGE!, HOLLYWEED!, OPTIMISTIC!, SNOWBALL!, PREDICTIONS!, FLAT EARTHER!, RADICALIZED!, ANTIFA!, SHE/THEY!, RHYTHMN!, BILL AND TED!, KEANU!, LIT!, MY OWN WORST ENEMY!, MALLRATS!, DOGMA!, CHASING AMY!, SMODCAST!, SCOTT MOSIER!, THE LAST JEDI!, TOOTHLESS!, PORTLAND!, WHITE COLONIZER!, TRAFFIC ARGUMENT!, GO BACK TO WHERE YOU CAME FROM!, NATIVE AMERICAN!, VIRAL!, ROAD RAGE!, LIBTARDS!, RACIST!, OPRESSOR!, ADMIT YOUR WHITE!, NOT ABOUT RACE!, HOPE YOU HAVE A CONVERSATION!, GOALPOSTS!, VEHICLE REVIEW!, ENVIRONMENTAL ACTIVIST!, BLOCKING TRAFFIC!, PAROLE!, JAIL!, AUSTRALIA!, SYDNEY!, PERFECT FRAMING!, CLIMATE CHANGE!, DISRUPT!, SELFISH CUNT!, SCREAMING!, MANIAC!, SIMPSONS CHARACTER!, ANGRY MAN!, BIKE LOCK PROTESTOR!, MODELING CAREER!, HUGH MONGUS!, BLOCKADE AUSTRALIA!, MALI COOPER!, SYDNEY HARBOUR!, SCARED!, BROOKLYN SUMMER!, FUN!, HANG OUT!, SURPRISE ENDING!, BRAWL!, BEATDOWN!, RUSH!, 2112!

adrienne maree was honored to be invited to give the sermon at The Revival: It Is Our Duty, a Juneteenth, Pride Month musical ritual of reclamation created by Troy Anthony Burton, rooted in the wisdom of Assata Shakur. Troy was generous enough to let us share the sermon audio with you. (episode art by Troy Anthony Burton) -- HOW TO SURVIVE MERCH IS WAITING FOR YOU! --- TRANSCRIPT --- Music by Tunde Olaniran --- HTS ESSENTIALS SUPPORT Our Show on Patreon https://www.patreon.com/Endoftheworldshow PEEP us on IG https://www.instagram.com/endoftheworldpc/ TWEET @ us https://twitter.com/endoftheworldPC --- Send in a voice message: https://anchor.fm/how-to-survive-the-end-of-the-world/message

We've extended Pride Month for a special chat with The FA's first ever openly gay referee Ryan Atkin ⚽️

Geronda Wollack-Spiller is the DEI Program Manager at thoughtbot. Chad talks with Geronda about implementing a successful Diversity, Equity, and Inclusion program at the company by providing a culture of belonging, the challenges, in particular, the tech industry faces, and acknowledging that many of us work in spaces where when we're bringing someone onto a team who has underrepresented identities, they might be the only one. How do we create a space that's as inclusive as possible? Diversity, Equity, and Inclusion at thoughtbot (https://thoughtbot.com/playbook/our-company/diversity-equity-and-inclusion) Follow Geronda on Twitter (https://twitter.com/gerondaws) or LinkedIn (https://www.linkedin.com/in/gerondawollack/). Follow thoughtbot on Twitter (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Geronda Wollack-Spiller, the DEI Program Manager at thoughtbot. Geronda, thank you so much for joining me. GERONDA: Thank you for having me. I appreciate it. CHAD: In honor of Pride Month, we're doing something extra special for this episode in addition to just having you as an extra special guest. We're recording live in front of thoughtbot remotely. We've got a whole bunch of people watching. I can hear them cheering off in the distance for you as you make your debut on the podcast. GERONDA: [laughs] CHAD: Thanks for joining me. GERONDA: Thank you. Nice. [laughs] CHAD: So you joined thoughtbot as our first ever DEI program manager back...when was it? GERONDA: Oh, April, yeah, April fourth. CHAD: It's been a whirlwind few months. Thank you already for all of the contributions that you've made to the company already. GERONDA: Oh, thank you. No problem. CHAD: Tell us a little bit about your role. And then I can provide some fill-in terms of what we were thinking when we added this. But let's start with sharing a little bit about your role. GERONDA: A lot of my role is about...so it's a lot of understanding the processes that we have, people operations processes, and really thinking about how do we provide more of a...or improve our ability to provide a culture of belonging. And so a lot of what I do is I will partner across with people operations, and I'll look at things like promotions, and who are we promoting? Who are we hiring? Improvements to performance management processes. How are we giving feedback? Who are our managers? And a lot of what I'll do, too, is execute against the goals that were set by our DEI Council before I had joined, which the council is great. And I'll look to see are there different ways that we should be looking at goals? So one of the things that I'm doing right now is I'm building out a multi-year roadmap for DEI. And I'm incorporating a lot of the goals that the council has already put together, which has been super great. And I want to create a space that feels like a safer or brave space for anyone to come to me with concerns, questions, suggestions. And I partner a lot with different groups to be able to understand their needs and make sure that we are voicing and amplifying historically marginalized groups but also providing a lot of the education around what DEI means and how we can do that in our everyday jobs. So I am co-chair of the DEI Council. I support that council to take on different projects, build out task force, work with everyone across the company to contribute, and infuse diversity, equity, and inclusion within the company. So that's a lot of what I do. [laughs] Other things involved, but that gives you kind of a high level of my role. CHAD: Yeah, that's great. I've talked before on the show about the DEI Council in a few different episodes, mostly in passing. And overall, when we started on...the concept of a council came from some consultants that we had worked with previously to do an audit. They provided us with a few different suggestions about how we could continue on from that audit and take action. And one of the things, especially with our geographic studios, the way that we used to be organized the idea of one person from each of those studios coming together on a council to work together and then bring the work back to their studios for action really resonated with us as a structure that could work pretty well for us given the structure. We've obviously since gone completely remote. And the council is no longer specifically tied to those individual teams or those offices that we no longer have. But the council is still that, a group of people from a wide array across the company who come together and focus on and organize our work around diversity, equity, and inclusion. And we saw the opportunity in your role to have someone provide continuity and organization and experience to the council to help make it even more effective at thoughtbot. And I think we're just getting started with that. But I think it's been very positive overall, your addition, and like I said at the top of the show, thank you again for your contribution so far. GERONDA: [laughs] No problem. Thank you for hiring me. Thanks. CHAD: [laughs] Well, speaking of hiring, you've done a few different things over the years. And I'm curious; you started in more general human resources roles. Was it a goal from the beginning of your career to move into a DEI role, or did that evolve along the way? GERONDA: Ooh, interesting question. Yeah, it actually evolved along the way. I thought I would be an HR project manager and I would be leading projects across global companies. And when I started in my career, I was an HR operations analyst, and I was doing a lot of the HR product management. But what I discovered is every single time that I would be in a role, I kept looking at things from a DEI lens without realizing that I was. And then, as I started continuing to do that, I fell in love with it. And I was like, okay, this is my place of where I want to be. So even though I was doing projects related to HR, if I would do recruiting operations, I would look at okay, well, who are we actually targeting, and who are we hiring? And what are the opportunities and gaps? Then I worked in the education space, and I would look at, well, how are we actually...like, what types of demographics are we bringing to the schools? So I would do things in my role that were very diversity, equity, inclusion-focused even though I was an HR product manager or in operations. And I started realizing I really loved more of the diversity, equity, and inclusion side of things. So instead of continuing to get roles in HR, I was like, I have to get a role in DEI because that's where my passion lended itself more so. I made that decision from my last company that the next role I have, I will not take it unless it's DEI-focused. So it developed and evolved over time. CHAD: Some people might have the thought...I have to confess sometimes I've also had this thought as like, why can't just DEI be weaved through everything HR does or through everything everybody thinks about all of the time? Why do you need a specific DEI person at a company? And I've come to understand that it's hard to do that. [laughter] But I'm curious if you have any thoughts on that. GERONDA: It is challenging because you also have to think of it as everybody is in a different place with diversity, equity, and inclusion, which is not necessarily a bad thing. But there are some people who are incredibly passionate about it. And then there are others that are aware of it, but they may want to just kind of focus on their job. Or they might think, well, we just need to treat everybody the same. Like, why is that so hard? So because everyone's in different places in their level of understanding and the importance of it, it does get tricky to think of things in that lens, especially in your day-to-day job. Your priorities change consistently. So you might be working on a project here. But then you're now shifting to a new team, and you're shifting to all these different places. And it does become challenging to keep it top of mind for a lot of people in the company. And so I think that the overall almost resolution to that is the more that you start to continue to talk about it, the more that you have accountability. And you're training people like leadership and managers and everyone to be aware of what it means, and what the language is, and how you can think of these things. It takes time, but then it slowly starts to get easier. Sometimes there is an understandable fear of I don't know where to begin, and I don't know what I don't know. I don't want to make a mistake. I don't know how to look at this. And should I be looking at this? But I think that when there is a lot of the understanding from the leadership level, and it goes down to managers, and you start to infuse it across different spaces, it does come a little bit easier. So I'll say what I like a lot of what thoughtbot does is there's a lot of open communication and transparency around things like goals, around hiring, and trainings that we maybe want to offer. So I do think it can be hard. I don't think that you can also get every single person involved in an expertise level. And you shouldn't expect anyone to be an expert, but starting to think about their job and how this could impact themselves or others, it does take some time. CHAD: And I already alluded to this earlier, but I think we have an additional challenge which is because the majority of us are all on client work all the time and consultants, that through-line, that continuity of when we identify something, really having someone who can be that continuous force, an organization as people rotate through the council or as people's workload with client work or attention ebbs and flows. I think that that is one of the additional challenges that we have that you help with. GERONDA: Yeah. And the rotations on the council are super helpful as well and then creating a space for anyone to come to you with questions. I like that we have this anonymous forum where you can submit a question if you're not comfortable asking it publicly, whether it's you want to learn more or something's going on that you want to talk through. I think that's also very, very helpful. And just continuously educating and giving the space for the practical implementation of what you're trying and what you're doing will also give you a little bit more of that comfortability rather than learning about something and then hoping that you're doing it well. So it's challenging, but we'll get there, and it's worth it. [laughs] And every company has these types of challenges, so it's not unique. CHAD: So you didn't originally start off working in the tech space. And so I'm curious what you've learned or seen that either is good or bad about the tech space in particular, what challenges this industry has. And it is Pride Month, so I guess there's a lens, particularly of LGBTQ+ challenges. Is tech particularly challenging? GERONDA: Yeah, I think as an industry, it's particularly challenging. So I worked in education, as I mentioned. I worked in the optometry industry, which I will say has very significant challenges just for the industry itself. But tech is challenging. I think there are moves that are being made in tech. But what I'm starting to notice in terms of challenges for the LGBTQ+ community is a lot of things where there is this sometimes perception, depending on how visible you may be, that you are qualified and not qualified. And what I mean by that is for the trans community or the transgender community, in particular, it can be very challenging because you may not what they call pass as the gender that you are looking to reassign yourself to. So if you are male, and I hear this a lot from other people, is if I'm male and I want to transition to female, I may still be going through the process. So when somebody looks at me, I might still present masculine features. And there is this misconception or this uncomfortability that I may not be qualified to do a job. So in the tech space as well, it's really hard during the hiring process sometimes to be taken seriously because of how you might look or how you might present yourself. I will say that in a lot of spaces, the culture in a company in tech what I've noticed is it has this generally casual feeling to it and a sense of you can come in, and you'll be taken seriously. And you can meet with different groups. But I think what I've noticed is when you're trying to get into tech, there are not a lot of people that are similar to you. And it's really hard to find those types of people because not everyone's going to be out. There are assumptions that are made that if a woman's hair is short, she must be lesbian. So we misgender people. And when going into the tech space, I think that there's a hesitation because you don't necessarily see a customer base similar to you or other team members similar to you. There could be those things like mental health challenges because you don't know if you can come out in a space, or you don't know if you're going to come out, and that could affect your role. So a lot of times, you'll hear and what I've been hearing in the tech space, is those who are transgender are usually the only ones on a team that are transgender. If you look at also for the LGBTQ+ community, you have to also consider the varying identities that come with a person. So an experience for a Black woman who is queer could be very different than a white male who is gay. So there are those different identities. So the vulnerability piece, and in the hiring process, and going into tech, you already hear what's going on and the challenges that are happening for the community. So you may be hesitant or might be a little bit fearful of what that would look like. I think in the tech space as well, a lot of executive leaders or managers are predominantly cis-gendered white males. So when you see that, and there's not as much representation at the top, you kind of have that sense, and you wonder, is this a place that I feel like I can belong and have a generally safe experience? And then the skill set, too, I think what I've been hearing, and what I've been reading and just researching, and what I've been noticing just speaking to other people is the promotion opportunity for those in the community feels like you have to work much harder to get known and be visible because a lot of times, you may want to promote people that are similar to you. So if you have teams that are more cisgendered White males, you may find that those teams are not as diverse. And the industry itself, I do feel like it is becoming more diverse. I think Lesbians Who Tech, for example, was a conference that I'm so glad that you let me attend because -- [laughter] CHAD: I didn't let you. That's not permission, or rather I encouraged you to attend. [laughter] GERONDA: Better wording. Thank you, Chad. You encouraged me to attend, and you're encouraging me to attend the one in October. But just seeing in my experience and looking at the tech space, I wasn't sure what the demographic would look like. But going to that conference and then going to the one...I'm in Seattle, Washington, and there was a local one in Seattle, Washington. There were hundreds and hundreds and hundreds of gay men, lesbians, transgender, and I didn't even realize that there were so many of us in the community in that space. And it was fantastic and amazing to see. But I think visibility is another piece that we're struggling with because you want to be able to amplify those voices and give those opportunities. So that's what I'm seeing a lot in the tech space. I do think that we're improving in those areas. But those are the challenges that I see in that space. CHAD: To go back to one thing that you said, this idea of being the only one puts people in a difficult position. And I think because tech as an industry is not that diverse, to begin with, you end up with that in a lot of different identities, not just LGBTQ+. If you are historically underrepresented or have historically underrepresented identities, it's really likely that you're going to be the only one and especially the intersection of your identities. If you have multiple underrepresented identities, then it's very likely that you might be the only one. Mid-Roll Ad: Are you an entrepreneur or start-up founder looking to gain confidence in the way forward for your idea? At thoughtbot, we know you're tight on time and investment, which is why we've created targeted 1-hour remote workshops to help you develop a concrete plan for your product's next steps. Over four interactive sessions, we work with you on research, product design sprint, critical path, and presentation prep so that you and your team are better equipped with the skills and knowledge for success. Find out how we can help you move the needle at: tbot.io/entrepreneurs CHAD: As leaders, as companies, as a community that wants to do better, let's solve it all right now, Geronda. GERONDA: [laughs] CHAD: No, we're not going to solve it all now. But what are some ways...like acknowledging that many of us work in spaces where we might not have...or when we're bringing someone onto the team who has underrepresented identities, they might be the only one. How do we make a space that's as inclusive as possible for that person? GERONDA: The big thing that I always like to say is try not to put all of the work on that person to solve it for themselves. And when they come in, I think what's really great and what I've seen work well is having that initial conversation with that person who's joining, get to know them first, and give them an opportunity to say, "If there's anything that you would love to have here or anything that you find challenging, I want you to feel that you can come to me. You can go to HR or DEI program manager, whoever." So it's providing that space to say if you need support in feeling comfortable, whether it's in your job or just you as an individual, I want to offer that. And so please be as open as you can with me. And it's providing those different spaces to amplify the voice of that person. So, in meetings, if you're noticing maybe that they are more reserved or hesitant to speak, ask for their opinion if they're okay with that. Recognizing the great work that they've done, giving a lot of that recognition, and then also offering different ways that they can get the community that they want. So what I love is that we have Slack, and we've started ERGs. And so that gives you a lot of opportunity. We have a Slack channel for the LGBTQ+ ERG. But we also have a private channel for LGBTQ so that we can talk about things that are working, not working, working well. And definitely getting their experience and looking for ways that you can involve them and recognize them and continuing to check in with them. So regular one-on-one checking could just be how are things going? How are you feeling being a part of this team? What are some things that we can do differently to make you feel welcome? And that's a question that you can ask everybody so that it's not feeling like you're just targeting that one person. So asking those questions and checking in with that person is really helpful. And then, considering the people that are coming in, how are things like benefits being provided? So things like if somebody who's transgender comes in or an employee decides they want to transition, are we providing gender-affirming care as part of benefits? So those are different ways that we can have them be included and offering up the things that we provide that could potentially be a community like Slack, like the DEI Council, like having those different conversations. And when you start to do things like this, like us doing this pride event, that is pretty significant. We didn't just slap a logo on LinkedIn and just say, "Oh, okay, Happy Pride." We had lightning talks. We get education. We learned about the community. You're having me on here to talk more about it. We're doing a big celebration. And so that in itself is a pretty critical step. But it is checking in and learning about the person and asking pretty frequently their experience, how they're feeling, their needs, and then looking to increase that diversity over time on that team so that you're not feeling tokenized as that person and always being the only. So those are things that I would suggest. CHAD: One maybe misconception or feeling that people might have...and I think it starts in the hiring process because you're not supposed to talk about these things in the hiring process. You're not allowed, at least in the United States, to ask someone their sexual orientation during the hiring process. Or if someone was transgender and you're interviewing them, it certainly should be a topic that you as a hiring manager don't bring up during the interview. So my sense is, and speaking personally but also broadly, it can then feel like you're not supposed to talk about those things once the person joins either. Why is that wrong? [laughter] GERONDA: So a couple of things I'll say about that is so if somebody brings it up, that can open up the conversation. I'm very open at the fact that I have a wife and that I'm lesbian. And I purposely do that, personally, to see what the reaction is going to be and what the company is going to offer. So I can determine if I feel like this is going to be a good space for me. I think that when you're having an interview, it's just like for anyone who may not be in the community. You don't really necessarily ask someone if they're married or "Are you having children?" You don't necessarily ask like, "Do you fall in this community?" or "Talk about transgender." Because a lot of times, there is this feeling of I have no idea what this space is going to feel like for me. I'm not going to out myself, and you may even out somebody who may not be out in their professional or their personal life yet. And you want to provide that comfortable space. But you don't want to do that either because then that person and across other interviewing spectrums bias can amplify a lot. And you can mislabel someone's gender. You might use the wrong pronouns, and pronouns are always optional. So I always say look at the person for their experience and what you want to learn more about relating to the job. Of course, you want to learn about them a little bit more personally as well. But it is more harm to try to identify their identity because that could lead to bias and could ultimately lead to discrimination because you don't know what that person's view is in the interview process either. CHAD: But once someone joins your team and assuming that they're open about their identities, and this applies to all identities, I think, then quote, unquote "treating everybody the same or ignoring people's identities actually does the reverse of what people intend." It makes an environment where people feel like they don't belong, that the identities that they have or what are important to them aren't recognized. And so you're not recognizing the person's full self, and you're not accommodating it and trying to build an inclusive environment. It could actually backfire if you intentionally ignore people's identities, right? GERONDA: Yes. So it can backfire if you ignore the identities, especially the identities that have been shared openly. So if I'm going to fill out a survey, let's say where identify myself as part of our hiring process, as a manager, I may not say, "Hey, I noticed that you checked off that you're transgender. How can I support you?" But it is going through the onboarding process and other areas to say here's what we offer from ERGs to benefits, to how we work, how we work as a team. And if that person does disclose that they're transgender, or they're in the LGBTQ+ community, or they mention their culture or what have you, you can then direct them in the right places to say, "Oh, we actually do have this LGBTQ+ ERG if you're interested. I know you may be talked about it in the onboarding process. If you're open to it, you can definitely join us, and here's how." And then, over time, it is really thinking about you may not know the identities of your team but taking time to do things in practice that would touch upon all identities. So when you're thinking about having team conversations, there may be somebody on your team who is neurodiverse. They might have autism, or they might have ADHD. And how you're communicating...then you start to think about meetings. Do you just do Google Meet meetings? Do you just do Typeform meetings? You have to think about different learning styles and for different identities. Like it's Pride Month right now, just saying Happy Pride Month to everybody. And they may then be open to sharing more about their identity and sharing the activities that are happening in Pride Month, and encouraging them to do things on the council. So you want to make decisions that could think about different identities, even if you may not know what those identities are. And I also think it's being proactive and being ready that you might have those identities. So things like I had mentioned where you might be providing gender-affirming care, or you might look at your parental leave policies and other things that you have available for that. So I would say without knowing the identity, I think over time, as you build trust that [inaudible 28:24] start to develop and come out. But it's also if somebody's coming to you in confidence with something, really taking that very, very seriously. If I, God forbid, came to you, Chad, and was like, "Chad, I'm coming out to you. I am lesbian, but I'm not comfortable with sharing with everybody else." I would trust that you wouldn't share that amongst other people. So that's another piece to that as well. CHAD: Yeah, that's a really good point. I think as people in that position, in management positions, we need proper training around those kinds of situations to ensure that we handle them well. I think training is an important part of being a manager but also just DEI in general training and equipping everybody. GERONDA: Yes. Having a common language across the board and a common understanding across the board is very important. Because when you think of diversity, equity, and inclusion, everybody may have varying understandings of what those mean. Some people may not know what those mean, and so having that common language across the board and understanding. And then yes, training, of course, and opportunities for you to then practice that training in spaces and getting feedback along the way. CHAD: So I imagine that there are a lot of people listening who this is really important to them. It's an important topic or a place where they want to make improvement for themselves or their company. They might not have a lot of support or resources at their company. There might not be a DEI Council already. And I know every company is different. Every team is different. But are there some things that individuals or leaders might start thinking about or doing specifically if they're just getting started with this? GERONDA: So if you're just getting started, I always say there are a lot of great resources out there for you to consider. So whether that's a book...LinkedIn has really great training on just understanding DEI and how to be an inclusive leader or work in an inclusive environment. But I would say a really great place to start is if you don't have this already, think about what your demographic looks like. And what are some things that other companies may be doing? So joining different channels and saying, "We're at the beginning stages. What are some things that we can do?" But I think what's most helpful to start is you have to gauge where you are as a company and understand your people and the demographic and do something that allows for an open discussion and open forum to get perspectives from other people. So I know things like listening tours where you might talk to different departments or different teams. Or if a company is small enough like our company, you can meet with each person and then think about what are some common themes that you're seeing? That can also create a great space for that. I'd also say you can put out a survey to see what the experience is. So if you are doing things like engagement surveys, you can absolutely include things in there about what do you think we're missing? What would you hope to see? But I think a lot of it is you have to understand your people and what you have available to you at the company and provide an opportunity for everyone to share their ideas and perspectives to that. So what I've seen work really well is one, when you start to understand there has to also be this communication and this accountability at the leadership level to say, "This is why we're focusing on this. This is why we think it's important. We want to hear from you." And something that I thought was really unique and helpful is if your company is small enough or even if it's big enough, a lot of companies what they'll do is they'll have the CEO, or they'll have managers host these kinds of forums where you can meet with them, and you can share. You can ask them a ton of questions. You can share your ideas. You can share what you hope to achieve from this and just starting to get perspectives first. And that may, over time, start to evolve into a council or people wanting to do an ERG. But really get as much as you can from people and then learn a lot from that as well. CHAD: That's great. I asked that question, and then it turns out it was one of the ones that someone submitted in the chat from a thoughtbot person. GERONDA: [laughs] CHAD: So I wanted to acknowledge that even though we overlapped the question, that question technically comes from Amy Wall, a developer at thoughtbot. Another question from Fernando is how can other employees support DEI people like you from a daily perspective? GERONDA: Just take over my job. [laughter] No, I'm just kidding. So it's always helpful for me to have transparent conversations of where you are. If you want to help me, it's helpful to learn about your experience and come to me with things that you're seeing or ask me questions. Also, don't be afraid either to say, "I really don't know what this means or what this is. Can you help me?" And it's also bringing learning as well because I'm not a developer, and I'm not a designer. [chuckles] I think that the work that our team does is fantastic. And they're super smart. And when I look at a lot of the things that are happening, like coding and conversations, although I have absolutely no idea what you're talking about, it's really amazing to see. But from your perspective, there may be things that I am suggesting, like, oh, maybe we need to increase accessibility, and we do need to do these things. But be okay to challenge me and say, "I actually don't know that that's going to work well or not." But I think to support me in my role, the more that I know of the challenges, and the more that I know about you individually, and the more that you continue to bring these things up from a DEI perspective is super helpful. So what I've noticed and what I've really loved about working here is we have those opportunities to have those very open, transparent conversations. And we can post about issues, and we can post about things that we want to change in our handbook. And sometimes people come to me with questions. And I love that people come to me and say, "This is what I want to work on more. Do you have any suggestions?" That really helps me in my role because as much as I would love to know everything that's happening with every single person, it can be challenging. So be honest with me and just share what's going on and be willing to learn and share resources with me too. Yes, I'm a DEI practitioner, but that doesn't mean I know everything. I know it's very surprising to a lot of people right now that I don't know everything. CHAD: [laughs] GERONDA: But share things you're reading. Share things that you've noticed. That helps me a ton. So that's how I say you can help me. And thank you for that question, Fernando. I appreciate that. CHAD: A thing I would add is recognizing that there are, especially at thoughtbot, multiple levels of ways that you can support and contribute to our efforts. So we try to identify on the council okay, this is the thing we want to work on. The council isn't intended to do everything. But so what we'll often do is we'll say, okay, we're going to gather a group of people in a task force, and we're going to work on this. I think that's another level of contribution. So showing up for those participating in them when they arrive, and frankly, not signing on to too much because you spread yourself too thin and then can't do a good job doing everything that you want to do. So yeah, those are some tips that I would add. Geronda, thank you so much for joining me on the show. I really appreciate it. GERONDA: Thank you for having me. I appreciate that. CHAD: Happy Pride. [laughs] GERONDA: Yes. Happy Pride. I'm so excited. I feel like I'm a little biased, but this is like my favorite month of the year. [laughter] Lots of fun celebrations. And of course, I recognize other holidays, and I think they are very important. But this one is generally very close to my heart. So thank you. CHAD: Well, if folks want to follow along with you, get in touch with you, find out more, where are all the places that they can do that? GERONDA: Yes. Follow me on LinkedIn, Geronda Wollack-Spiller. I'm on Twitter at @gerondaws. And I think those are the two best places to follow me. I'm most active on LinkedIn. And I usually respond there pretty heavily. CHAD: We'll include those links in the show notes, which you can find attached to this episode. And you can subscribe to the show, find all those notes along with a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at hosts@giantrobots.fm. You can find me on Twitter @cpytel. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks for listening. And thanks to all the thoughtbot people who were in the chat, and with the questions, and paid attention and listened to this episode. And see you next time. GERONDA: Yes. [laughs] ANNOUNCER: This podcast was brought to you by thoughtbot. thoughtbot is your expert design and development partner. Let's make your product and team a success. Special Guest: Geronda Wollack-Spiller.

Muñoz is taking the month of July off but never fret as Muñoz has created The Summer Throwback Series. All month long Muñoz is bringing back some of his favorite episodes of the past four and a half years! This second episode of the Summer Throwback Series features the very beautiful and talented Chef Denevin Miranda and his amazing story.This week, recent Chopped winner Chef Denevin Miranda joins Muñoz for what may be one of the most beautiful and heartfelt discussions to date! Join them as they not only explore what winning Chopped meant to him but also go deep on the road that got him there. From the importance of coming out to learning to cook and how influential his Filipino heritage is they cover it all with a large dash of laughs.Show Chef Denevin some love on Instagram @ChefDenevinMouth Merch is where you go from fan to super fan! For the months of May, June, & July Muñoz will be donating all proceeds of any PRIDE merch purchased to the Ali Forney Center here in NYC.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In celebration of Pride Month 2022, we are taking a trip to the state of Nebraska to tell the tragic life story of a 21 year old transgender man named Brandon Teena.  Brandon became a household name when his story was told in the 1999 Academy Award winning film "Boys Don't Cry".  We are remembering Brandon and the impact his life and legacy had on the transgender community in the United States and around the world.New Music by Serge Quadrado "Melancholy"IMPORTANT LINKS:Patreon:  https://www.patreon.com/killaforniapodPayPal:  https://www.paypal.com/paypalme/killaforniapodMerchandise:  https://www.redbubble.com/people/killaforniapod/shop?asc=uWebsite:  https://killaforniadreamingpodcast.buzzsprout.com/Facebook Group:  https://www.facebook.com/groups/1296620370450345/Facebook Page:  https://www.facebook.com/killaforniadreamingInstagram:  https://www.instagram.com/killaforniadreamingpod/?hl=enTwitter:  https://twitter.com/killaforniapodEmail:  killaforniapod@gmail.comSOURCES:  “All She Wanted” by Aphrodite Joneshttps://www.supremecourt.gov/DocketPDF/17/17-6602/24711/20171221110340955_Appendix%20A.pdfhttps://www.documentingreality.com/forum/f237/crime-scene-photos-brandon-teena-homicide-1993-a-169722/https://www.newyorker.com/magazine/1997/01/13/the-humboldt-murdershttps://www.villagevoice.com/2018/06/20/how-i-broke-and-botched-the-brandon-teena-story/https://www.historyvshollywood.com/reelfaces/boysdontcry.phphttps://www.glaad.org/2011/05/05/telling-brandon-teenas-story-accuratelyhttps://www.biography.com/crime-figure/brandon-teenahttps://www.chicagotribune.com/columns/mary-schmich/ct-transgender-schmich-20160510-column.htmlhttps://forensicfilesnow.com/index.php/2019/08/08/lana-tisdel-and-her-mom-a-quick-epilogue/https://www.angelfire.com/me3/cryin/gabriel.htmlhttps://www.findagrave.com/memorial/7425787/patrick-harry-brandon

In celebration of Pride Month 2022, we are taking a trip to the state of Nebraska to tell the tragic life story of a 21 year old transgender man named Brandon Teena.  Brandon became a household name when his story was told in the 1999 Academy Award winning film "Boys Don't Cry".  We are remembering Brandon and the impact his life and legacy had on the transgender community in the United States and around the world.New Music by Serge Quadrado "Melancholy"IMPORTANT LINKS:Patreon:  https://www.patreon.com/killaforniapodPayPal:  https://www.paypal.com/paypalme/killaforniapodMerchandise:  https://www.redbubble.com/people/killaforniapod/shop?asc=uWebsite:  https://killaforniadreamingpodcast.buzzsprout.com/Facebook Group:  https://www.facebook.com/groups/1296620370450345/Facebook Page:  https://www.facebook.com/killaforniadreamingInstagram:  https://www.instagram.com/killaforniadreamingpod/?hl=enTwitter:  https://twitter.com/killaforniapodEmail:  killaforniapod@gmail.comSOURCES:  “All She Wanted” by Aphrodite Joneshttps://www.supremecourt.gov/DocketPDF/17/17-6602/24711/20171221110340955_Appendix%20A.pdfhttps://www.documentingreality.com/forum/f237/crime-scene-photos-brandon-teena-homicide-1993-a-169722/https://www.newyorker.com/magazine/1997/01/13/the-humboldt-murdershttps://www.villagevoice.com/2018/06/20/how-i-broke-and-botched-the-brandon-teena-story/https://www.historyvshollywood.com/reelfaces/boysdontcry.phphttps://www.glaad.org/2011/05/05/telling-brandon-teenas-story-accuratelyhttps://www.biography.com/crime-figure/brandon-teenahttps://www.chicagotribune.com/columns/mary-schmich/ct-transgender-schmich-20160510-column.htmlhttps://forensicfilesnow.com/index.php/2019/08/08/lana-tisdel-and-her-mom-a-quick-epilogue/https://www.angelfire.com/me3/cryin/gabriel.htmlhttps://www.findagrave.com/memorial/7425787/patrick-harry-brandon