Paper Cuts

In a world where your voice can be weaponized against you, knowing when to speak and when to stand firm in silence becomes a crucial skill. This episode unpacks the delicate balance of self-advocacy in both professional settings and wider society, where particularly for Black women, calculated strategy often proves more powerful than reactive responses.

Toya introduces her groundbreaking "Three Pillars of Career Protection" framework, a comprehensive system of documentation that transforms how professionals can safeguard their careers and advocate for themselves. Through detailed explanations of the Receipts Folder (positive feedback), Burn Folder (policy breaches and micro-aggressions), and Blueprint Folder (measurable impact), she provides listeners with concrete tools to build leverage, gather evidence, and create armour against workplace injustice.

Through powerful personal stories from being clock-watched during bathroom breaks to challenging the adultification of her daughter at nursery – Toya illustrates how systemic issues manifest in daily interactions and offers practical strategies for countering them. She shares how she coached a listener through workplace discrimination, resulting in meaningful change through strategic documentation rather than emotional confrontation.

The episode also examines broader societal tensions, from the TFL and Birmingham bin worker strikes to political turmoil within the Labour Party, connecting these external struggles to workplace dynamics. Toya explores Gen Z's shift toward "career minimalism" separating identity from employment while pursuing passion outside work hours – and considers how this adaptation might better serve professionals in an AI-disrupted future.

With both urgency and compassion, Toya reminds us that establishing and defending our boundaries isn't optional it's essential. "If you start allowing your boundaries to accommodate shit, you will always be presented with shit sandwiches." Her insights empower listeners to build their professional reputation through consistent excellence while creating systems that ensure this excellence can't be overlooked or undervalued. 

Remember, advocating for yourself isn't always about being confrontational  it's about systematically documenting your value, protecting your boundaries, and ensuring you receive the recognition and compensation you deserve.

What will you do this week to strengthen your career protection toolkit?

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Music (Intro and Outro) Written and created by Nomadic Star

• Stationary Company: Sistah Scribble
• Instagram: @sistahscribble
• Website: www.sistahscribble.com

Chapters

• 0:00 Political Tensions and Black Women's Voices
• 3:53 The Power of Silence When Words Are Weaponized
• 7:43 TFL Strike Impact and Birmingham's Bin Crisis
• 13:55 Labour Party Scandals and Political Chaos
• 19:15 Supporting a Listener Through Workplace Injustice
• 32:05 Advocating Against the Adultification of Children
• 52:38 The Three Pillars of Career Self-Protection
• 1:32:47 Career Minimalism and Gen Z's Workplace Revolution
• 1:35:24 Sister Scribble Launch and Closing Thoughts

Transcript

Speaker 1: 0:01

Hey everyone. It's been a very interesting week, both politically and emotionally, here in the UK and across the globe. There's a few things I need to say before we open up the podcast. Not allowing yourself to be used as a political tool and understanding the weight of your voice and your words is really important, especially as women, but even more so as black women. In your words is really important, especially as women, but even more so as black women Society.

Speaker 1: 0:34

The media often commit to misunderstanding us. Our voices are weaponized, we are made to feel, made to look as though we are heartless, as if we don't understand the complexities between humanity and politics or humanity and life in general. How you choose to live your life is completely up to you. However, I'm just going to caution you to really understand what's happening in society at the moment. We are very much in a very divided country here in the uk and politically, both here and across the globe, there are so many um issues and there's so many things that are happening and it is galvanizing um our voices. It's forcing us to have an opinion and almost to be vocal, but I caution you.

Speaker 1: 1:25

I remember a couple of years ago I was listening to something and someone said listen, you don't always have to lend your voice to a conversation. People may be saying things that you believe in or actually would agree or would say exactly like that person. So why do you feel the need to say it if you know it's been said already? Sometimes there's just a power in saying nothing when it's already been said and I walked away thinking you know what you're completely right Like. You don't always have to give an opinion about things that have already been spoken about. If you agree with that opinion and share that opinion, that opinion has already been shared. So for you to want to die on that hill of opinion can only be for attention or to have some sort of additional impact, or just so that you could have a say. Sometimes you don't always have to have a say, especially when the conversation is so fraught that it's enough for you to support by not having to say anything.

Speaker 1: 2:33

I don't believe that we in the UK are experiencing free speech. Now. Free speech needs to have boundaries and there needs to be rules and regulation that govern that free speech, and I'm definitely one of those people who agree. But the true freedom of speech is not experienced here in the UK. We are being controlled is being propelled in a way to make you believe that there is freedom in speech, but there is an arresting nature of that freedom and it's important that we acknowledge that.

Speaker 1: 3:14

I will be the first person to tell you that I think there's certain conversations that should never be had in the workplace, and I think previously I've said this in an earlier podcast where I say things like religion, and I think previously I've said this in an earlier podcast where I say things like religion political leanings should never be a discussion point in an office, and I think, as things are moving and as we see things in the world, there is often a need to have these conversations. But I just wanted to let you know, as women, and especially as black women, there is a power in silence. What is understood need not be explained.

Speaker 2: 3:53

Welcome to the Toy Talks podcast. Council of States. A corporate space, first gen Nigerian setting the pace From Goldman Sachs to PwC, building legacies for all to see. Dyslexia couldn't stop this flow. Law degree just watch me grow. Masters of the game. We show Every sister how to own their throne. T-o-i-a. Let me show you how to navigate and elevate. That's what we do. Black Queen energy growing.

Speaker 1: 4:23

So in the last episode I spoke about TFL going on strike. That strike has obviously now come to an end and I think the impact was definitely felt. It was a trending topic all over the news. London ground to a halt. It was a standstill. Let's be real. The transport system is a fundamental fabric in this society. No transport system, the country ain't moving. Transport system the country ain't moving. It rains, the country ain't moving. Like if the NHS is too much pressure, the country ain't moving. So the impact was felt and that was the intended objective of the strike as well.

Speaker 1: 5:00

As you know, protesting against work and pay conditions, tfl workers did a strike and obviously supported by the, the rmt union, and hopefully they come up with a solution. Otherwise tfl will strike again. You know, one thing I I really like about tfl workers is they will do the things. You understand they don't do cha-cha-cha, cha-cha-cha, still talking, cha-cha-cha, be talking. They don't do all of that cha-cha-cha. If it gets to a point where cha-cha-cha is too much, they'll just strike, because that's how you have to affect change, especially if you know the power that you yield. You know. So I'm really, I really respect TFO workers. And it also lends itself to another conversation about what's happening in birmingham, because I see that that's not been propelled into the spotlight spotlight of news, especially with bbc. You know bbc already. I really have issues with how they report. But in birmingham, you know, the bin men have been striking for six months. Ah, in birmingham, come closer, come closer. So they are striking, uh, similarly to tfr workers, on pay, mainly, and working conditions, but it's mainly pay. So they have been striking and no words of a lie, right, the, the constituents, the people, them in birmingham have been saying that they've been seeing rats the size of cats.

Speaker 1: 6:18

The public health crisis that's happening in birmingham as a direct result of bin workers striking is mad. But again, I don't know what the government is doing because I'm not hearing a lot. And for a strike to be ongoing for six months is crazy, especially within the UK, because that could never be London. So if the bin workers were striking in London, it would. Again, it's a fundamental fabric to the functioning of our society. It wouldn't just pass like that, you understand. It definitely wouldn't be going on for six months. But again, I only question the impact other than the health crisis that's being created in Birmingham in terms of the impact of these strikes, because if it's ongoing for six months, clearly you know there is not enough power being wielded by the bin workers. I don't actually know and I'm going to do a lot more research because I need to get to the bottom of it, because the research I did it threw up a lot more questions than it did answers.

Speaker 1: 7:20

So this whole strike happening with the bin workers in Birmingham is a to be continued conversation because I think it lends itself to affecting change and how we use our voices to affect that change. We're living in a society where protesting has been curbed. I feel like ever since the resurgence of Black Lives Matter and the previous government, which you know restricted our ability to protest, people have had to find other ways to affect that change in protest. So the bin workers, for example, have said we're down in tools, we're not collecting your bins, let's come around the table, let's talk about fair pay. And even the residents of Birmingham have said listen, just give them what they want, because we can't live like this.

Speaker 1: 8:05

However, when I look across the news, I'm not seeing anything. You know, I'm not hearing anything. So I'm just wondering number one, how much of an impact? Number two, how seriously the government is taking this. And number three, the extent of the health crisis that's being created in Birmingham, which will have a rippling and domino effect in terms of health healthcare services in Birmingham. You know, if you've got rats the size of cats is, is Birmingham becoming like a cesspit for a breeding ground for diseases as well, because with these animals like rats, comes diseases, comes other health concerns as well. So I'm definitely gonna do a bit more research and and and come back here.

Speaker 1: 8:45

If you are living in birmingham and directly affected by the bin strike, can you email me at hello, at toy talkscom, because I want, I really want, to understand what's going on the ground, because whatever I'm able to research is going to be very different to what's happening on the ground. Is it as it is being kind of referenced? Because I'm not seeing it in the media, and that's not to say it isn't, but I would have thought something of this extent and magnitude, especially ongoing for six months, would be in the media and would be propelled into front page news on an ongoing basis until a resolution can be found. So anyone who's listening in Birmingham because I have listeners all over the world, all over the country here in the UK. Can you please educate me? I want to know, I want to understand. If you have pictures, send that in hello at toy talkscom. Subject box put uh, birmingham bin strike. I don't know. Just something that will, like capture my attention because I I really want to know what's going on in birmingham.

Speaker 1: 9:38

But again, in terms of tfl workers, let's see what. What happens, because as we go into the winter months, typically this side of the year, that's where you get the strikes more in terms of like impact, especially if it's cold, people need to get to work. It's darker later again. That creates a safety concern as well, especially if people are traveling late or they're using, you know these, these lime bikes or these boris bikes, as they call them as well, especially where the the roads are packed. There's so many. Oh, my God, what is happening? What is happening in the UK? I feel like there is this, there's this tension, this division, this, this it's. It feels tense is the way I can describe it. It just feels a lot at the moment and there's so many moving parts, but one part that will never be ignored is I was about to say the Conservative government, but it's actually Labour. But, as I always say they're cosplaying because they're really Conservatives anyway. I guess.

Speaker 1: 10:39

Just on the conversation about the government, I don't know what's happening with Labour Party, but Keir Starmer's going through, isn't he? He really is because Angela Rayner obviously resigned as Vice PM and Paul Ovenden has quit Labour. Yeah, he's quit Labour because he has emails from 2017 of a very sexually explicit nature where he discusses it's alleged he discusses Diane Abbott in a very sexual manner in which there was a conversation about Shag, marry and Avoid and other sexually explicit conversations had in his emails in 2017. And this has come to the forefront now. I don't know how or why. And um, paul overton has has quit and it's crazy because the statement that he and obviously this is alleged, by the way, but he has quit because of it. So I don't know how alleged it is, but he said that obviously he doesn't want to draw attention to himself and distract the party or whatever the shit he said, other than to say I am unbelievably ashamed of what has happened.

Speaker 1: 11:52

I take full responsibility for my disgusting behavior and the disrespectful, offensive communication about diane abbott. That's what you should have said. That's what you didn't say, because I don't see a lot of apologies towards black women. Personally, I just don't, and I don't know whether it's because they we, we are perceived as not worthy of these apologies that should be rendered, or whether it's just how society sees us and therefore apologising to us is not kind of pushing forward this narrative, this negative narrative that people have. I don't know what's going on, but it's crazy to me that his first reach is not for an apology and forgiveness from Diane Abbott.

Speaker 1: 12:41

And I maintain, as I always have done, that the way in which Diane Abbott has been treated by the Labour Party is deplorable. It's giving racism, it's giving prejudice, it's giving disrespect, it's giving disgusting, and I personally don't know I mean, I believe she's still suspended from the party whip. I don't know whether she has intentions to return and I wish and hope that she's safeguarding her mental health, because she has endured. She has endured. When I hear the word endure or endurance, I literally think of my fellow black women, because this endurance, this surviving this trauma, is wild.

Speaker 1: 13:25

What Diane Abbott has experienced as a member of the Labour Party needs to be studied. There needs to be a book, there needs to be something, but I really, really hope that she's surrounded with love and support and I really hope that she's speaking to somebody, because what I have seen and read and you know what she's spoken about it just gives me continuous bouts of trauma and in my head I'm just like is it worth it? Do we get to a point as women, as black women specifically, where we're just like is it worth our mental health to continue? This is it. And it leads me to another point where I just think sometimes, listen, one thing with me is I'll meet you on that hill. You want to die on that hill? Let's die together on that hill.

Speaker 1: 14:13

Not I mean this figuratively, not actually, but I've previously said this in a previous podcast, because I understand when, as black women, we just say enough is enough and we just walk away Because not all the time do we have the capacity for the fight. Simple, I always say to people your mental health comes before everything, because once you lose your mental health, you've lost everything. And I truly believe that. And I truly believe that I've worked in spaces before where I know that if I had fought back by making that complaint, by following this through, by kind of ripping the bandaid off everything I had experienced, that I would be, you know, I would be vindicated.

Speaker 1: 15:01

But I know that in going through that process I'm also compromising my mental health further, and sometimes there is a power of just saying you know what I'm not doing this fight, you know? No, no, no, no, I'm gonna put my mental health first. Now, that's not to say there's not some fights that need to be fought, because you all know, especially my long-term listeners, that I will do that fight. You want to go on the let's go to the top of the hill? In fact, let's, let's, let's let's flip in, go to the mountain?

Speaker 1: 15:30

I'm willing to do that, but I also know what I have the capacity to withstand and what I have the capacity to do, and I know when I've had enough. Do you know what I mean? So I never kind of judge or question why somebody just walks away from a situation. But I also equally balance that by saying that there is also a strength in fighting and advocating for yourself, because no condition is permanent. The storm will pass, it will wither, it will you know. You will come out the other end and you want to be able to look back and say I fought for myself, whether that was walking away and and choosing your mental health or actually doing the. The fight two, two things. Two of these things can be true at the same time, and I think one of the things I always say here in the podcast is you need to have certain things in place, like 100%, and I do kind of. I said this on personal Instagram and I want to say it here. I have a lot of people that reach out to me. I may have said this before, but boy, this is a rolling conversation. If you don't have the basics and you come to me for help. I'm not going to help you Because you have to also help yourself. There needs to be a responsibility you have for yourself. You can't want more for yourself than I want. You need to want more for yourself than anyone else. You have to fight. So if you come to me and you're like Toya, this is the situation and I say to you, okay, have you got a burn folder? And you're like no, I don't have one yet. Do you have an audit trail? No, I just only have face-to-face conversations. I don't follow up with an email, I haven't built an audit file and therefore I don't have a burn folder. I'm not going to help you, because you need to want to better yourself, need to want to support yourself, you need to believe in yourself. And if you don't believe in yourself, why do you expect me to? You're a stranger to me. I believe in myself and I want to believe in you and I want to support you and I want to. I want Toya Talks to be able to cover you and assist you, but unless you're willing to do the work, I'm not going to do it for you.

Speaker 1: 17:45

I have so many podcast episodes. We talk about the world of work extensively, not just like. When I say the world of work, I mean everything. You don't have to be in the corporate world, I mean just work, just working with people. I talk about all different scenarios and situations that I've been in. People have come to the podcast and shared their dilemmas. We talk things through. I've given you strategy. I've been in. People have come to the podcast and shared their dilemmas. We've talked things through. I've given you strategy. I've given you alternative schools of thought and thinking. I've given you options If, out of all of those episodes, you haven't been able to do something for yourself.

Speaker 1: 18:17

I am not a superhero and I do not want to be. There is no S on my chest. I'm not trying to be that for anyone. You have to be your own superhero. You have to so unless you're willing to do the work, I won't do that for you.

Speaker 1: 18:35

Um, I was approached um last week. A young lady approached me, long time listener of the podcast and effectively she um works from the office four days a week and she said it really feels like five Because she ends up coming in for the fifth day anyway, because usually that Friday is really quiet. So going into the office and that's how they get you right. So just before the strikes, she obviously was made aware of the strikes, she knew of it and she asked her boss if she can work from home and he never really gave her an answer. So when she had gone home I think it was the Friday he emailed her and basically said um yep, we have the strikes starting on Monday and although I know that you, you and many other are affected, you need to try and get in, because I prefer you to try and fail than to not try at all. So she never responded to the email. She emailed me, she forwarded me everything and she said Toya, I know that you're busy, I know that this is last minute and you do not have to work on this, if only just to share this on the podcast. But this is my dilemma. If you could just give me a one line of advice, I'd even take that.

Speaker 1: 19:52

And I read this and I read the email from her boss and I read her email about kind of how long she's been there for her experiences, what she's endured endurance again. And I said you know what I'm going to help you, because this is pissing me off. She lives right next to the station, train station. So I said to her I will help you and you have to follow exactly what I say in terms of getting you an immediate outcome quickly, because obviously you've come to me last minute. However, you have to also be practical, because you are wearing the trouser. You know how tight the trouser legs are. I ain't wearing these trousers, so take what you can from what I'm saying, but if you follow what I'm saying, you will get results. She said Toy, I'm coming to you because I have nothing to give this situation. I'm all out of options and this shouldn't be the time I come to you, but I'm coming to you open. I said okay.

Speaker 1: 20:55

So I said to her right on Monday go to the train station, I don't care, put on some jogging bottoms and a top. You're not going into the office, I just want you to go there. I would like you to go there at the time you would normally go, to get the train and I want you to take pictures. And then what I would like you to do is, around midday, go back to the station and take more pictures and then later on in the evening, the time that you would be due back, I want you to take some more pictures. So she said, no problem. So she took the pictures in the morning. She goes well, I've taken the pictures in the morning. Um, what next? I said, all right, I'd already drafted her an email and I'm not going to read it word for word, but it was words to the effect of.

Speaker 1: 21:38

So she emailed her line manager, her line manager's manager, and the partner, yeah, and then the head of HR, the global head of HR, so there's four people and she basically said, following on from your email attach sent on Friday, where you said that I am to find a way to get to work and fail, to justify working from home during a strike that is well documented and well reported will be ongoing for at least four days to a maximum of five days. I live near a station and I've been very clear to you about how this directly affects me. I used to work from home before and I am set up IT set up to work from home and therefore, rather than stress myself out trying to get to work and failing and wasting time, I would like to work from home. I'm also attaching your mental health policy that requires employers to support, or this employer to support, in terms of mental health and what that support looks like and shows up as. Also, I need to draw your attention to your duty of care towards me, which also relates to your mental health policy. But your duty of care towards me is also to protect. Exposing me to stressful situation, like trying to navigate and fight through public transport that is clearly been suspended during strikes, seems like a very, very punishable act. It seems as though you are punishing me for acts outside of my control, but outside of that, I'm actually concerned that you would rather we waste three or four hours getting into the office and failing rather than logging on to work as usual. So it was worse to those effect.

Speaker 1: 23:31

She sent the email Within about 10 minutes. She messaged me, said Toya, my boss is calling. I said you do not pick any call. Don't pick no call. Any type of conversation needs to happen via email and we are now building upon your existing burn folder, because she has a burn folder and this is what I want to say. She's got a burn folder, got feedback folder, everything she was. She is the listener that listens to receive knowledge, so she acts on what I say. She was was even even in her email to me. She was quoting podcast episodes. So this is somebody who is committed to this journey here. She also shared with me that she was passed off for promotion. You know some of her other experiences.

Speaker 1: 24:19

I said we will deal with this separately. We are building a case against this guy because this is the precedent that he's setting in terms of how he deals with you. Everything else shows a pattern of behavior. She goes Toya I get it completely, that's good. Hr then reaches out to her and says of course it goes without saying that you can work from home. This is a national strike and there can be no expectation that just because you live near a station or have proximity to one, that you should try and fail to come to work, because the likelihood is that you will fail. And even if you didn't, the stress and the magnitude of these strikes means that even going home you'll have to leave early. Can you see logic? Logic for the logical.

Speaker 1: 25:04

I said her hr's not your friend, but this hr seems to have bring because they know employment tribunal is knocking. You understand me right? So long story short. Obviously now she's copied all these people in and I said they're all gonna have a meeting about this email, because it's not just about the email. They have to have a meeting about him because you're already quoting what he said and what you're doing now is using the policy policies to support your employment. That's how you do it. You don't have to be loud voicing, you don't have to cry and scream. Those are things are not required, I said. But when you go back into the office, he is going to make things uncomfortable for you and what you're going to do is build upon this to make a formal grievance complaint and call out all the things in your burn folder that have led you to this point. Anyway, long story short the promotion that they passed her up for um they're investigating it. They're investigating it. The grievance complaint that she wrote it read like a love story my love. Honestly. When I say a love story, I mean that like metaphorically, not an actual love story, but it was so well written.

Speaker 1: 26:15

There was an episode called closet racist where I talk about a formal complaint that I had to raise and she basically used a lot of the framework in that um, in that complaint that I read um on the podcast to formulate hers. I'm so proud of her. I am so proud of her. She then said to me she says, toya, I don't want to get signed off work, but I need some personal time. Um, and she shared with me the policy. Like they have, like, um, you know the policy that sits behind annual leave. They have personal days. I said, why don't you take it as a personal day but ask for more personal days? Because I think they give them two. So I said, ask for five, based on all this, your experience. She asked for five. She said to them that she doesn't want to get signed off from from the doctor, but what she does need is some time away from work to just really sit in the situations that she has been in and just sit back. And they gave it to her. So the first step of the grievance is that they're gonna have well, he wants to have a meeting with her, just her and him, as it's not happening. So they're having a meeting with the HR business partner, the head of HR, her, her line manager, that the guy and they're going to try and find a resolution.

Speaker 1: 27:26

What she has been clear about, what her expectations of a resolution is and the expectation is that she's also put in a request for flexible working, working three days a week from the office as opposed to four, but she said that upon reflection it's probably going to be two days, but she said that she's happy to manage it and she goes. The peace of mind that she felt working from home for those four days is a peace that she hasn't felt in the three years that she's been working in that place. She's going to send us a follow-up email, but what she did say to me is she said, toya, what you're doing in the podcast is more than I think people really understand. It's a warm hug at the end of a really difficult day. It's a support system and a safe space in an era of work that is very, very uncomfortable and has been for a long time, but even more so now, she said. She also said that as far as she's concerned, the podcast is not only needed, it's educational, it needs to be part of a syllabus. I'm so, so, so proud of her because I can understand, like why, to an extent, you wouldn't be asking for flexible working if you felt uncomfortable where things were happening. But I think one.

Speaker 1: 28:40

I think it's important to know what your rights are as an employee. You have a lot of rights, especially with how employment law has evolved to really cater to employees and I did say I need to capture that in the masterclasses, which I will be. But I will be sharing a lot more updates, employment updates. Do you know? I'm on employment courses as well to support the podcast. Yeah, I'm doing the work. So I can't do the work where some of you just wait for the work to be done. I'll do the work.

Speaker 1: 29:10

You take the knowledge, build upon the knowledge by doing your own research and really start advocating for yourself. You see, advocating doesn't have to be loud, but there is a protest that needs to be done. Even from your seats of your offices, you need to protest and protest. What is that protest I'm talking about? From your seats of your offices, you need to protest and protest. What is that protest I'm talking about? From the seats of your offices, is advocating for yourself. No, I'm not going to accept that treatment. No, I'm not going to accept that answer, because I know the policies that sit behind your answer do not support what you're asserting. You almost have your job and then you have the other job of self-protection. It's fucking exhausting, but that's where we're at, and I say this to all women and also my black sisters because we know the intersectionality between race and gender and how it affects us disproportionately.

Speaker 1: 30:04

But even in helping her, like you know, I'm giving you guys all very much high level of the conversations I had with her, all via email, and I loved her openness. I loved her openness. She said Toya, I'm here to listen. Whatever you, whatever you say, is how I'm going to do, because clearly for the last three years it hasn't been working for me. And I said to her but you have to do the post-mortem of this at the end and understand why it hasn't been working for you. I said to her you flexed your boundaries, my foot stays on their neck all the time and some of you are probably wondering why I have so many examples and I've shared so many examples on the podcast of negative experiences, mishandled experiences that I've had in the world of work. That has shaped and made me who I am today, that I'm able to create a podcast and share it with you and create a safe space where we navigate the world of work safely through strategy. But believe me when I tell you it never gets easier reading some of your dilemmas because it tells me that things are not getting better, but what is getting better is us being able to understand that.

Speaker 1: 31:15

Okay, there's a whole podcast that I can use and this is why I say to you anybody can benefit from the podcast, anyone. I center black women because I'm a black woman first and my experiences as a black woman in the world of work that race and gender element is so important and central to my experiences, so I have to lead in that. But anybody, anyone, can benefit from a podcast. It's about whether you choose to. It's about what, what you choose to open your mind to the possibilities of what peace looks like in a workplace, and there is peace in a workplace, but you have to hold on to that peace. It's how you hold on to it, if I'm completely honest with you.

Speaker 1: 31:56

Um, that being said, I wanted to share an experience that I had in my 20s in the world of work and when I was helping this young lady. It was reminding me of kind of what I went through, where I was being clock watched real bad, like it was to the point where it became detrimental to my health, because anytime I'd go to lunch, I'd always come back 10 minutes early. I'd always make sure someone saw me come back to the desk if I was going to the toilet. Going to the toilet was the worst for me because clearly I'm eating food like packaged food, like sandwiches, so it's going right through me. And back then I never used to drink coffee, so if I I drank coffee it would go right through me and I had a manager that was just mad. I look back now and I think to myself she could never, because if she would ever try that now she would be off work with stress because I wouldn't allow her to think that I can't advocate for myself the type of woman I am now.

Speaker 1: 32:55

Crazy talk. I love that the new generation are a lot more vocal about their rights. But back then I wasn't, because I was still trying to figure shit out and I really, truly believed in justice and equity. I believed in all that fantasy. It's a fallacy. And there was one time I'd gone to the toilet and I had the shit. It was real bad. So these times I'm trying not to splash the bowl and get back splash.

Speaker 1: 33:21

I've run out of toilet roll and I'm trying to figure out how I'm going to get to the next cubicle without somebody like coming in right at that moment when I've got the manicures around my ankles but I hear the door open and I hear Toya, you've been in this toilet 10 minutes too long and you need to come out. We've got work to do. My boss had basically timed me. That was the first time I really I really had confirmation that I'd be in time to use the toilet. So I said to her listen, I'm on, I'm on the toilet. She goes okay, I'll wait. And I'm like pardon, she said I'll wait.

Speaker 1: 33:54

I was so embarrassed so I said I've got two choices here in my mind. I was like either I pull my knickers and leave the excrement in my ass or I ask her to give me the toilet roll. So I said listen, I've run out of toilet roll. I was so embarrassed. I said run out of toilet roll, can you, can you throw me some over? So she goes I'll do you one better, I'll throw you two. And both of them hit me. I really suffered in this life. I dare a bitch to do that now. Ah voila. So I cleaned myself up. I left the cubicle. She was standing there watching me. I was washing my hands. She stood there watching me. I opened the door. She was like a few steps behind me and, um, this continued ongoing. I didn't know it to be bullying at the time. I just thought I don't know what I thought, but it was bullying.

Speaker 1: 34:50

Uh, about a month later, I had a UTI because I was withholding going to the toilet, because I thought the less time I go to the toilet, the more I'll be, less I'll be a target. And also, how can I go to the toilet and then be clock watched? I'm not going to use it with ease, so I'd hold it in and I just got to a point I was like I can't do this no more and a couple of my colleagues was like, oh, you need to tell HR you need. And these are the times when we thought HR was on our side and I was like I can't do this no more. And a couple of my colleagues was like, oh, you need to tell HR you need. And these are the times when we thought HR was on our side and I was like I don't know.

Speaker 1: 35:19

I don't know, but it was mentally debilitating working in that space because nothing was ever good enough. I couldn't catch a break, literally, and it was so degrading the experience in the toilet and knowing I had a UTI because I'm withholding urine is mad to me, but that was my experience and I chose to look for another job. Didn't find a job, so I decided that I'm just going to resign. I can't handle this. My mental health can't handle this. Got signed off from the doctor first and then I resigned. And I look back and I was in my early 20s and I wish I could. I could have spoken to myself then because this is what I would have said.

Speaker 1: 36:01

It gets worse. Society will tell you that in advocating for yourself, you're aggressive, you're the problem. The issues are yours and yours alone, and the world of work will gaslight you into thinking that you will never, ever succeed or win or be triumphant in advocating for yourself. All those things are false. Every time you walk away, it has to be because of your mental health. But if you find space to be able to fight and advocate for yourself, that's what you do. You don't want to look back and remember the times when you could have, but chose not to. Not because of anything else other than I just don't want to.

Speaker 1: 36:46

Sometimes, having the fight is the courage to say no, I'm not accepting this. You're smart enough to use the system against itself, centering yourself, remembering that you are not void of emotion and you're definitely not void of expecting a certain level of treatment. It's okay to use your voice to advocate for yourself. It's okay to say no, I'm not accepting this. But, more importantly, you don't tolerate shit, because if you start allowing your boundaries to accommodate shit, you will always be presented with shit sandwiches. There's never a situation whereby you advocate for yourself, where that route is easy. But change comes when you decide to stand up. Stand up you deserve. Advocating for yourself is a skill and over time, you will learn to develop this skill and then make informed decisions about whether you choose to walk away, not because you have to, but you choose to centre your mental health. But consider this Sometimes in centring your mental health, you have to advocate for yourself. You need to remind yourself of your greatness, and part of reminding yourself of your greatness is to command and demand the respect that you deserve as a person, as a human being, as a woman. Don't allow society to dictate the level of respect you should expect. Set those boundaries yourself and say no, I'm not accepting this behaviour, I do not deserve it. That's what I would have said to myself and I'm saying it to all of you who see advocating for yourself as being confrontational or anything less than just being able to say I'm no longer tolerating a shit sandwich.

Speaker 1: 38:48

Moving on, I want to talk a little bit about the adultification of children, and I hope that I've spoken about this before, because there has been situations whereby I have said, listen, I'm bringing it to the podcast. I assume I have, but just in case I haven't, the adultification of children is exactly that adultifying children and giving them characteristics of adults and treating children as adults, not because of anything other than the microaggression of the pervasive nature of racism which underpins that behaviour sometimes, but also because of predisposed stereotypes, especially towards black children. My daughter's nursery is amazing. I'm going to say that first and foremost. However, where you are dealing with establishments, you're also dealing with individuals who have different backgrounds, different upbringings and different views on children.

Speaker 1: 39:51

Everyone says, yeah, we love kids and that's fine, especially in that type of nursery setting. But do you know how to treat children? Do you know how to talk to them? How do you see children in terms of their individuality? Do you even allow them to be individuals, or do you collectively see young kids, especially babies, as just void of any identity. My daughter is now two years old and she's a very highly intuitive, highly intelligent young baby. She's my forever baby. I tell her all the time and one thing I do with my daughter is I ensure that she recognises that she has a voice even before she could talk. So the fact that she speaks and everyone says, oh, she speaks so well, we encourage it. We never goo goo ga ga. We speak to her, um, as we would speak, you know, normally and, more importantly, I have conversations with my daughter, whether she understands everything or not. I have those conversations.

Speaker 1: 40:49

So recently I had gone to pick up my daughter from nursery and a nursery nurse, um, I don't exactly remember what had happened. I think I'd done something, I tripped or whatever, and she said oh silly mummy, I just ignored it because I was just like what the fuck? Ignored it. And there was a day I picked up my daughter and they had moved my daughter to a different room with all the other kids in her room because, um, it late, um, and all of us, as parents, were all stuck in traffic. So we'll slowly see like coming in, dripping in to pick up the kids, right? So as my daughter saw me. She came running towards me, as she always does and always has done. She was so excited and as she was running towards me she trips, hits herself into one of these little kiddie chairs and bumps into a child and she starts crying. The crying's a lot more elevated because I'm there, mum, you know, um.

Speaker 1: 41:45

And a nursery nurse says to my daughter um, she says, stop being dramatic, it's not that bad, don't be silly. And in that moment I could have dealt with it. Of course I could have. But I recognise that this is not just a nursery setting. There are other young kids in that room and I don't also want to centralise or bring to light what she has said in front of all these very impressionable babies who are between two and three years old. And most of all, I didn't want my daughter to witness me dealing with that, because I would have to repeat those words in front of her and what I don't want to do is reinforce those words around her. So I dismissed it and ignored it. So I sent an email and I basically said listen, this is not the first time my daughter has been adultified and the first time it happened my daughter was referred to as a teenager.

Speaker 1: 42:36

At that point she was about one and a half years old, right, but I just think it's highly concerning that you would introduce such diminishing and demeaning vocabulary like silly Billy. And whilst on the face of it it doesn't seem that bad to say when you identify a child as a silly or silly Billy, they adopt that personality, they adopt that identification. And what I'm here to do, as well as all the other things I do as a mother, is positive reinforcement. So what can't happen is I'm positively reinforcing my child at home. We doing affirmations, I am ensuring that my daughter understands identity and she embraces her identity, from who she is as a person, to her physical features, to all the things that make her who she is.

Speaker 1: 43:28

Then to drop her off at nursery and for her to be referred to as silly, silly billy, or for you to diminish her emotions and basically, in essence, call her dramatic, and what you do is you void her or attempt to void her of her legitimate emotions. In that situation, and whether it is, you just decide in your mind that it's dramatic. It's not for you to tell her that, for her to then accommodate your sensitivity and your sensitive reaction to her obvious reaction. That's not what we're doing here. So the fact that my daughter is now going to be potty training if she has an accident, are you going to refer to her as silly or a silly billy? We need to have positive reinforcement that is also followed through in the nursery. She's there five days a week. The fees are not cheap and I'm not. I'm not paying fees for you to undermine or undo the hard work me and my husband are doing.

Speaker 1: 44:24

So I sent that email in and one thing with me I'm very fair. I'm a very fair parent. When they're doing really well or when something really positive has happened, I don't just verbally tell them, I put it in an email. If a teacher is leaving, if a teacher has been quite central to core memories of my daughter, I will always buy them a leaving gift, a really nice card. I'm one of those people. I do balance, but what I'm not going to do is be provoked into reacting in the situation. That's number one. And what you're not going to do as number two is undermine my parenting and adultify my child by using labels that you wouldn't typically use for a two-year-old or, in fact, that you shouldn't really use for any child in any kind of school structure, nursery setting.

Speaker 1: 45:09

So the reception replied and said that they'd forward it on to the room leader and I didn't hear anything. No one did anything, said anything. I dropped my daughter off the next day because Kay was like, oh, I'll drop her off. I was like, nope, I sent the email, I, I want to go in there, I don't want to think I've sent it and I'm, you know, um, it's optics. Kay was like, okay, cool, no one said a word and they actually dealt with it quite immaturely. They couldn't give me eye contact.

Speaker 1: 45:38

All of that and for me all it would have taken is Toya, we've seen your email and of course you know we'll be mindful of the language we use around the children, especially Amara, and of course we're going to follow through with positive reinforcement. And I understand the detrimental effects of labeling and the adultification of children, as you've mentioned within your email. But you would have to have a heightened sense of understanding of that number one and you would have to really kind of step out of your own emotions and your own ego to really receive what I was saying. So I didn't really have much expectation, have much expectation, but what I am going to say is the very next time anyone attempts to adultify my child, diminish her feelings, albeit in front of me, or my daughter feeds it back, I'll be making a formal complaint. Um, I think it's really, really important that you ensure that you're engaged with your child's education, and that is from nursery, from. My daughter started nursery when she was six months. You need to be engaged because how you hold yourself out is how these people are going to treat you. That's the first thing. Secondly, you have to set the ground rules, the rules of engagement. This is how you're going to engage with my child. I'm the parent you don't play with. Don't play with me because you have an outstanding rating and I'm quite happy to undermine it if you're not going to do what is expected of you as a nursery setting or as a school setting.

Speaker 1: 47:06

I've previously shared with you that I was a school governor and I've had. I had to step down just because work and everything else, just because work and everything else, and I will be resuming that post soon because it's really important for me to stay close to the education system, because my daughter is literally growing up part of it and it has changed so much from when I was in the education system, bearing in mind my daughter is growing up in a completely different area and you know the access to certain things that she has. I didn't have those things, but the point is the system of education is still the same. This, the curriculum, is to, to an extent, the same um. So for me, it's important for me to kind of be part of the system of change, or and also the system where you understand how it works and how it operates.

Speaker 1: 47:50

And I always say be a student of life. This is what I mean. You have to educate yourself. So I will share those. You know the things that I've learned through, kind of my post as a school governor. But, more importantly, I'm sharing this because I think it's really important, when you're laying the foundations for these young people, that you hold these teachers accountable. It's not you can't collect my money every month just like that. No, we need some accountability, we need some responsibility.

Speaker 1: 48:18

And don't get me wrong, I think it's a very hard job as a teacher, as a nursery nurse. It's really really hard you're dealing with, especially at my daughter's age. You're dealing with all these outbursts of emotion. You know you're. You know. No, two days are the same. I get all of that, but this is the profession you've chosen to go into and, whilst I have compassion and empathy, my daughter comes first to me and while she may not come first to you, what you're not going to do, what you're not going to do, is lay an imprint in her personality or an imprint in her character.

Speaker 1: 48:50

That was not there, because my daughter leaves the home confident, and it's really important in a society, especially the society we're currently in and the tension that we have in our society, that tells us no, as women, no, we only have to switch on, you know, switch on the TV or say the TV. But you know, go on social media to see how women are often spoken to and how we have had to advocate for ourselves, and you know the whole back chat and ginger jay, all of that stuff. And I've deliberately decided not to even talk about it on the podcast. I talk about it on my instagram page toy under um, toy underscore washington. But the reason I'm bringing this up I think it's really important to have the conversation, like we talk about the world of work and things like that, but the foundation of who, who our children are, is what they're going to walk and operate with out there. They're gonna one day work, maybe even work for themselves, whatever the case is, but a lot of their core memories are also made in school settings. So you have to find the space and the time to really be involved and really understand what's going on. And I believe I am not just a fair parent, I'm very open to learning.

Speaker 1: 50:03

You know, my daughter is currently potty training and I'm working with the nursery to facilitate that and I've told them it's not just peeing in a potty or shitting in a potty. What about the safeguarding element of understanding your body and understanding, um, what things are called in your body? You know I I bought my, my daughter books. I did some research. I really read, like child psychologist reports about certain things, about you know how. You know, if you don't get potty training right, how traumatic traumatic it can be, how actually there was a study that showed that actual abuse usually happens amongst kids and not because of anything other than children, especially at that age, are very exploratory. So it's really important that when you're teaching things like potty training, you're giving them the safeguarding training as well. You know. So my daughter knows this is her body, this, you know she's in charge of her body. Um, you can say no, no, no, no, like how to really advocate for herself as a two-year-old, and what I'm doing there is laying the foundation for advocacy in other ways as she gets older.

Speaker 1: 51:05

But to have those complex what would seemingly be complex conversations with the nursery setting, it's actually exhausting because they should be teaching us, especially as first-time parents, but that's not the case. Um, but I'm an intentional, conscious parent and that's how I'm choosing to parent. But what we're not going to do is undo what I, what me and Kay are doing in the home. And I say this to say that I know there's many, very many parents who are like me, um, so I definitely want to have that conversation and say that. And also, being a parent is, you know, and you know it's to me, the most rewarding thing I've ever done. But it's also a part of me, so I definitely have to bring elements of part of me to the podcast. So that's why I'm sharing it.

Speaker 1: 51:47

And not everybody wants to be a parent, and that's fine Cause. For a very long time I didn't want to be, I didn't think I wanted to be anyway, but I've embarked on this journey and I'm intentional about it and the adultification of children, specifically black children, is very real and it's very dangerous, especially if you're not educated and aware and understand the small little telltale signs of things. That could kind of escalate and snowball into bigger things and sometimes you just need to nip it in the bud At the risk of being seen as that parent or at the risk of a nursery nurse not liking you. You have to, and don't get me wrong, you know you, you have to. It's about how you deliver and how you manage it, especially because your child is vulnerable and in that setting. But I, I will not be paralyzed in fear about, um, how somebody will react to my kids if I advocate for her, because now she's at a point where she's talking and I told them, as soon as my daughter starts talking, it's a wrap for all of you, because you're gonna tell me everything. And here we are and here my daughter is telling me everything.

Speaker 1: 52:51

Netflix are quietly plotting a major move into video podcasting, hiring top executives to build a new podcast team and compete with the likes of YouTube and, of course, spotify. Podcasting is huge. It is massive, isn't it? And I started podcasting before it became polarised in the way it is now. I think it depends on kind of how you see podcasting in terms of how it's evolved over the last few years I've been podcast. I had I got a reminder that are on my podcast, like this reminder of something I posted. I think my podcast is about seven years old. It's between five and seven years old and I'm gonna get to the bottom of this because I need to know, because I tell everybody five years, but maybe it's older than that, I don't know. But the point is podcasting has evolved. I've never kind of been interested in the video element of it, just because, listen, I'm going to be really honest, when I'm recording my podcast I'm comfortable.

Speaker 1: 53:48

So before I recorded part of this podcast earlier on and I knew that, um, I was gonna complete the podcast, just I had another shower. It's my probably my what is it my second or third shower of the day and I've got my pajamas on, I've got a bonnet on, I'm gonna do a facial later. I've got my um baby monitor here, I've got a cup of coffee, I've got my notes and I've got my mic and I feel like it's just the most comfortable way to podcast without worrying about lights, camera action and for me, the most authentic delivery for me is to be in my just might, be comfortable, and that's not always glamorous to people who are expecting you to like have your eyebrows on and your lip gloss and lip liner and have a nice shadow up into the sky. That's not me and I'm not saying that everybody's like that. But I can't be like worried about how I'm recording and the sound and then worried about a camera, whatever. I'm not going to spend thousands of pounds on going to a podcast studio just to have kind of the aesthetic of. For me, podcasting is about the truth. It's about being comfortable.

Speaker 1: 54:54

I imagine that a lot of you listen to this podcast either on your way to work, while you're cooking in the kitchen. Why, whatever the situation is, but you're comfortable when you're listening. I want to be comfortable when I'm delivering it, because then you will get the authentic. Me, because I'm comfortable and my, you know my, like, my, my, you know I I'm not like creating, you know. So I'm hoping that you, you, you get. Why I don't video? Because I have been asked that before and I was almost slightly offended. I was like, well, why do you want me to do that like, why do you want to see me? You can hear me, and sometimes we need to operate from a space of listening. We all need to listen more, and I feel like podcasts that don't have videos requires you to listen and tune in. You know, I mean be present and correct and want no distractions, because my lip liner is halfway up my nose. Yeah, but yeah, just on netflix.

Speaker 1: 55:46

As reported by its underscore on site on instagram, netflix has taken its talents beyond movies and tv shows. Reports say that the streaming giant is quietly recruiting a podcast executive to launch its own video podcast division, setting its sights on YouTube's tight grip on over 2.5 billion podcast ad market. With more than half of podcast listeners now tuning in visually, netflix entry could shake up the entire industry. Are y'all here for Netflix podcasts, or should they stick to binge worthy shows and movies? I think there's always a space, and I feel like the space thrives. Podcasting space thrives with competition, and I think, as well as that, I'm really tired of kind of like Spotify's grip on podcasting, um, and I feel like there needs to be that competition to keep podcasting interesting. From a platform perspective, I think there's definitely more opportunities that can be given to podcasters in terms of kind of marketing and making money, because unless a brand kind of approaches you, um and don't get me wrong I think you get more approach, more from brands when you, when you visit video podcasts.

Speaker 1: 56:59

But it's just kind of not how I've set myself up, so maybe I could record snippets, but I'm not going to record the whole podcast. I just I'm just not, you know, and also as well like the whole. If you take it back to the genesis of podcasting, it was literally about listening the video element, now whole. If you take it back to the genesis of podcasting, it was literally about listening the video element. Now, if you're on your way to work, are you gonna take out your phone in this faux snatching society we live in and have the video and watching like it's just a bit weird. It's like youtube videos. We're back, going back to that day, and I don't think there's anything wrong with it. Everyone has their preferences. But I definitely think Netflix coming into this space is brilliant. But I think Netflix need to be open to the fact that you know you, you need to understand how you can cater to different elements of podcasting, not just the videos, and the video may be your bread and butter.

Speaker 1: 57:48

But there is also a bread and butter in um podcasting just via audio. And that's the truth, because I still get approached by PR companies literally every week. There's at least four or five PR companies that approach me about a potential guest or an opportunity. Um, I still get brands approaching me about doing collabs. But again, if you're not aligning with the objective and the ethos of the podcast, I'm not going to do it. So I can count on one hand how many collaborations or how many sponsors I've had. I have, I haven't had very many. I find the podcast all myself, from the equipment down to the software, everything. But if an opportunity arose, of course I would always be welcome to collaborate.

Speaker 1: 58:28

I'm hoping to have a guest on the podcast, probably, I'm thinking maybe early next year. She's just amazing. Um, I don't want to give too much away and for her I definitely would hire a studio. See that works and maybe I might record snippets. You see, that could work. But, um, but yeah, I definitely think Netflix, netflix, breaking into this market can only be good. I think the likes of YouTube, the likes of Spotify, need the competition, even Apple. Apple are doing amazing things with podcasting. But again, I think it's a market that needs to be challenged a bit more, just to keep podcasting interesting and also to kind of elevate the voices that speak the tings. So well done and good luck to netflix. Let's pay attention, but I'm really pissed off about your price hikes. So like, don't hike the prices to accommodate for this new division. That's what I'm saying about it.

Speaker 1: 59:21

Um, um, before we move on, I do, um, want to mention that Akala. Now, those of you who do not know who Akala is like, who are you? Where have you been? What rock are you sleeping under? He is actually the brother of Miss Dynamite and I'm a millennial, so we all know who Miss Dynamite is, and it's not just millennials. I'm sure the Gen Z's know who Miss Dynamite is, but Akala is I guess the way I would describe is a black activist voice of the people.

Speaker 1: 59:54

I don't, I don't know how to explain akala, because I feel like his activism has been tremendous. It's been groundbreaking in terms of the things that he's spoken about, the platforms that he's been on and and he's willing to shake the room and the table. But you don't really know him. You know the person that that kind of is behind the voice. So anyone who's got any connections to Akala. Can you ask him if you come on podcast? I'd love to have a chat with him. Um, can you see now how I'm asking for things? Yes, because I know that we have people who are connected listening to this podcast and me too, I need. I need to leverage that connection to beef it up, even listen. If netflix can explore podcast in video, visual podcast, and me too, I can explore other opportunities to beef the podcast up. Not like he needs any more beefing, but we need to continue to evolve. That's how I'm advertising myself, um, but yeah, akala is about to drop a new documentary for bbc3 about the state of britain a divide, a kingdom divided.

Speaker 1: 1:00:59

So I'm reporting this from instagram, black kings uk, and this is the synopsis of the documentary and I will read as follows Britain is at a breaking point. Public services are collapsing, inequality is deepening and unrest is growing. Akala Divided Kingdom is a feature-length documentary that launches an urgent and provocative investigation into the state of the nation. Akala asks is the system rigged? Is Britain too divided to fix what future awaits our young people if this path continues To find answers, he hits the road blending personal reflection, candid interviews and powerful archival material. From anti-immigration protests to Al Trenchum, to striking bin workers in Birmingham and London's housing crisis. The film unpacks the discontent simmering across the UK, hearing from everyday people on white working class identity, racism and loss of trust in traditional media and politics, featuring voices including MP Zahara Sultana and Riel Ferdinand, it also questions how the media distorts public perception and whether democracy is truly working. Raw, unfiltered and unflinching, the film captures a country on the edge. Yet, amidst the chaos, it ends on hope, spotlighting individuals doing vital work to uplift young people and imagine a better future. More than a film, akala Divided Kingdom is a reckoning, a call to confront reality and reimagine what Britain could become.

Speaker 1: 1:02:38

I am excited because a lot of what is in the synopsis speaks to this podcast. I think that it's really, really important that this, this documentary, happens, because, I mean, I I hadn't even read this synopsis. I knew that, um, I wanted to read it for the first time on here to really understand. I'd obviously seen a brief about a documentary, but never read the synopsis, and it speaks to this episode.

Speaker 1: 1:03:05

I've spoken about the unrest. I've spoken about birmingham. I've spoken about all these things. I'm concerned, especially being a mum. Um, I'm concerned about my daughter's future in the UK. So I'm, you know I'm also exploring is is? Is there a? Is there an opportunity to leave the UK for my daughter to have a better future? All these things are things I'm considering because Britain is in the worst state it's ever been ever been. I've never known the UK to be this bad in terms of unrest, in terms of immigration, in terms of the government, in terms Labour Party, and obviously I mentioned Paul Overden and Angela Rayner, but I didn't actually talk about their. I call him their Lord because he's not my Lord, their Lord Mandelson, the ambassador to the UK, to the US, who basically was sacked because of his friendship with the late convicted sex offender Epstein.

Speaker 1: 1:04:14

I mean, even when you see what's happening in government, you just think the chaos that you're seeing, especially within the current government, is a reflection of what's happening in society and it's really, really concerning. So I'm looking forward to this documentary. I'm interested to see how he delivers it in society and it's really, really concerning. So I'm looking forward to this documentary. I'm interested to see how he delivers it, kind of the angle in which he he delivers it and and how he exposes some of the fundamental issues that are currently um, have the uk in a chokehold?

Speaker 1: 1:04:43

And also, where? Where does the solution sit? It's not. You know, you could be the most positive person in the world, but if you're in chaos, you will be affected by your environment. Um, where, where is? Where is the line in terms of, like, the rising costs? Where? Where is that line? My daughter's nursery fees are have increased exponentially to a point where it's so much more expensive than our mortgage.

Speaker 1: 1:05:15

But in order for us to know that she's been, she's safe and you know she's in an environment that you know she thrives in, me and my husband have to work, like we all do. But we also have a system whereby, if you earn over a certain amount, you're penalized and punished for it. So it caps your success, so your ambition becomes capped and you, you then become almost shackled from growth and then, in order for you to break the cycle, you you can want more for yourself and that ambition is going to cost you more money. Do you know how mad that is? But yet our immigration system is so broken that those who pay their taxes are paying for people to come to this country and think that the system is free. I have no issue with immigration in terms of people coming here to seek asylum because of war, because of abuse, but then I think the system needs to. We need to re-evaluate how the system works. That's number one and I think we need to, from a financial perspective, find ways to fund immigration without kind of like handcuffing us, who are taxpayers, into spending and spending and spending and spending to survive but also to plug a hole that continues to grow. It just doesn't make sense and every government that comes in blames the one before, blames the one before, but I'm yet to see growth in either government and and I don't know what the option is other than to look at other parties who could govern, possibly govern this country. But then you have to hope that your views and where you sit in society you're represented by whatever government comes in. So again, you know he is going to be speaking to zahara sultana um, who left um the labour party and has joined um jeremy corbyn in um creating a new party called the your party, and we discussed that before. I'm doing a lot of research. I know that there isn't, like they have launched, like meetings that they're going to have um to kind of develop the party and stuff. So I'm really interested just to educate myself and come here and share with you guys. But make sure that you keep an eye out.

Speaker 1: 1:07:34

I will kind of put reminders here in the podcast of a Carlos documentary that will be on BBC Three called A Kingdom Divided. So on last week's episode I spoke about the lack of transparency in salaries and specifically around bonuses as well, and I shared with you that I uncovered that a colleague of mine got £5,000 more than me in her bonus and, whilst I was very clear about it not being a competition, it was about the cloud of deceit, if you like, in not being fully transparent about the metrics that are used to measure bonuses and it's the same metrics that they, or similar, when they're determining salaries and what you have is you have, um, you know, you have a disproportionate amount of people and especially ethnic minorities, and I I will go as far as saying I, saying I would lean into really believing black women are discriminated against through pay and the inequality of pay. So the fact that there is a kind of mutual understanding that you don't talk about salaries and stuff like that and not transparent, it's a breeding ground for prejudice, it's a breeding ground for inequality and pay disparity, and it's different in the US, where they're a lot more transparent about salaries. I've seen US, us roles where they're just really clear about it and even when you're in the world of work within the US, it's not like a secret in the same way it is here in in the UK. It's almost like there is a shame attached to actually being honest about salaries. But it's a way to control, um, how much people earn, and it's a way to disguise discrimination and inequality by creating almost like a, a cloud or or a curtain around um paid, paid transparency, albeit salaries and or bonuses. So I think I shared with you kind of like my rationale, what my plan was moving forward and how I'm going to manage that If I'm still here next year, because I don't know, maybe I might get offered like a once in a lifetime role and end up leaving. I don't know, putting that in the universe.

Speaker 1: 1:09:46

However, something really interesting happened today and I really want to share that, because I was really pissed off, um, about the whole bonus, and I was pissed off simply because, unless I know what metric is used to to decide, how then do I know that fairness has been applied? Unless I know which, how, how people have arrived at their decision making about salaries and bonuses, unless I understand the metrics that are used. How, how do I know that fairness has been applied? Um, so I'm erring on not it not being fair and the lack of fairness. But something I've always been really clear about is understanding that you're a brand. You are in the world of work, irrespective of your sector, what you do for a living. You are a brand and this is why I give no fucks about people's feelings when they try to come for my brand.

Speaker 1: 1:10:42

So I shared with you about a colleague a couple of episodes ago, about a colleague who basically tried to make me into like the joke, making jokes that are not funny, trying to ridicule and demean me, and how I had to drag him and I addressed it. I dragged him, dragged him from those fluffy eyebrows of his, dragged him for shit. He's never been dragged like that before and I promise you, anytime he sees a black woman, he will remember me. Don't fuck around. And, more importantly, it's because, as you, as you're saying things or you're allowing people to get away with things, you don't know who's in the room. You don't know who doesn't actually know you or people who make assumptions based on these jokes that you allow to fly. That becomes your identity and that's how they define you, um, even before they know you, and it builds on any preconceived stereotypes they have. So I don't really play about that shit. You know you're not going to make me feel less down, less than you're not going to humiliate me.

Speaker 1: 1:11:44

I, as we all, are a walking brand and what I do, how I deliver my job, is a testament to that brand. So I hold who I am and I hold who I am in high regard because I've worked hard, as many of us have worked hard, especially being women. We understand what we've had to do to get to the roles we're in and how we've had to flex and how we've had to accommodate for the mansplaining before we say, no, we're not doing it like this anymore. In saying that, one thing I've always held on to is to be a subject matter expert, is is like another, like security blanket, in terms of how you deliver your role and your rep, your. Your reputation needs to precede you. And don't get me wrong, I love. I love to laugh. I love.

Speaker 1: 1:12:34

You know I'm personable in as much as we're in a professional setting. I know how to be professional and play the play, the kind of office political games, um. But I'm really high on strategy. I'm really tough on strategy and I've told you all this. You need to have a strategy in navigating the world of work, and that's irrespective of who you are or whatever. But even more so as a woman, even more so as a black woman.

Speaker 1: 1:12:58

I say all this to say I definitely know that I'm being set up for next year in terms of like bonuses, because if I work at the rate I'm working, I worked last year or this year, however you want to see it in terms of like bonuses, because if I work at the rate I'm working, I worked last year or this year. However you want to see it in terms of financial year, I'm not going to get the same amount of bonus, but yet my boss is not giving me the opportunities to gain more, and I've put him on the hook for things within my objectives, I've done all of that, but the reality is he doesn't allow access to senior management in that way. You kind of have to go through him. So it's a very controlled environment, but yet my boss is not giving me those opportunities. This is not a reflection of him as a person.

Speaker 1: 1:13:38

I think I have a very amazing boss. I think what makes him amazing is he knows, you know, he's got people in the team that he knows are going to deliver, so he leaves us alone to deliver. Sorry about that. That's the baby monitor. My daughter talks in her sleep. But, um, he allows me to just and I say allows because I've I've had bad managers before, so I know how to identify a good manager and what makes them good.

Speaker 1: 1:14:01

But there's balance, and the balance is how can I grow if I'm not given the opportunities and the ability for me to gain those opportunities? Would? I don't want to go behind his back. So how am I going to do this? So, because my reputation precedes me and because I've really affected change and, more importantly, I've delivered impact, and I think that's really important. That word impact what does it actually mean in terms of your objectives and delivering your objectives? Well, impact means I've left my mark, I've left a blueprint. That that's what it means.

Speaker 1: 1:14:41

Um, anyway, to cut a long story short um, I was, um some someone reached out to me from our office, our offices in the US, reached out to me and said Toya, your name has come to us from Simon and Simon said that you're the person to talk to in terms of what we're able to do contractually with a project that has past proof of concept. And we would love to have a conversation with you about a contract, the possible contract options and mechanisms, risk mitigations, um, and just kind of get your, your, your opinion. We've set up a team and I I would love for you to be part of that team, but let's have a conversation. So I read this now and I didn't understand, because I didn't understand the connection with Simon. But I was like, okay, and I don't know who Simon is, who's recommended me? Because I didn't actually know. And I thought Simon was misspelt because it sounds like another name of somebody who was like a key delivery director. So just kind of thought, okay, that's how it happened because of my project.

Speaker 1: 1:15:53

So I had a my a meeting with my boss. I had my one time with my boss and I said to him oh, um, I'm gonna be working on something. So he was like oh, who, how, who got in contact with you? So I said, oh, simon, but I don't really know, I don't get it. And I was like who is Simon? I've never heard of this guy so I just assumed it was a misspelling. And it's actually the delivery director that recommended me and my boss was like no, simon's my boss.

Speaker 2: 1:16:23

And I was like oh fuck so effectively.

Speaker 1: 1:16:27

What's happened? His boss has direct other direct reports and a project past proof of concept. They needed commercial contract management and some procurement advice and somehow my boss's boss has come to know me through my work because I don't know my boss's boss and has said go and speak to this person. She is, this is what she's delivered, this is the impact she's had on her current project. I think she'll be invaluable to help you guys. That's that's what's happened. So my boss had the shock on his face because obviously my boss is trying to make an impression on his boss. Who is his new boss? My boss has had several bosses. Who is his new boss? My boss has had several bosses, but this is his new boss and also it's kind of circumvented him to get to me.

Speaker 1: 1:17:13

But one thing is with me is I'm not number one. I'm very transparent and I'm very like for me because also as well, I needed a budget code because this work doesn't sit under my current delivery. So I need a budget code to log my hours. Honey, we're a consultant. This is a consultant environment. I need a budget code. So I needed to tell my boss this so I could get that budget code right and my boss just kind of like you can see, like his brain's in 100 miles per hour. And I said to him listen, if, after this conversation, it's something I'm interested in, I will be doing it alongside my current project and it needs to go into my objectives because this is part of developing um myself, but more importantly, it's as a direct result of the impact that I've had in my current delivery. So I think we need to track this as part of the objectives and this should be part and parcel of your decision making in the next cycle of pay increases and bonuses. And I was like yeah, ok, yeah, yeah, yeah, yeah, you are the architect of your own career. Can you see why I say that you have to move like you're a brand and protect that brand from people's stupidity, because you don't know where your name is being said or being introduced, you don't know who knows your work and maybe people don't know who you are, but it's what people say off the cuff about you and even if you do not like me and I say this all the time you don't have to like me. Likeability is subjective and I don't really give a fuck about all of that shit, but you will respect me. So you may not like me, but you will respect me. So you may not like me, but you'll respect my work enough for you to be like. You know what I'm. Maybe there's been a misunderstanding in terms of personality. Let me give this, this lady, a chance. That that's. That's how I approach things, but typically I get on with everyone like I have no issue.

Speaker 1: 1:19:02

I don't get involved in the pasar, know how to navigate, been navigating for several years to get to where I am so clearly, clearly I'm not doing badly, but this is like a classic example where your reputation speaks for you in the rooms that you're often not in, because you're protected, your brand and people cannot ignore greatness. If you are a subject matter expert and you operate in the space of greatness, and you operate in the space of greatness, you will like. I genuinely believe that you being an architect of your career is not just what you build in front of you. It's the things that you're building through impact. That's how I have navigated my career. So the fact that this opportunity has come and I already have anticipated things that would happen in the next bonus cycle I feel like this is the universe, reinforcing to me that toy, you're that girl, you are her, you're. You're that babe, you're that woman. But I think what's also important here is how you take charge of your career and sometimes listen.

Speaker 1: 1:20:02

I had a conversation with someone last week and they said to me that they're not ambitious. They said, toy, I'm just not an ambitious person. I'm trying to get from a to b and I'm not ambitious. And I didn't understand it right, because as a woman, I've never had the opportunity to not be ambitious, because not being ambitious is standing still, and I've never had. I've never. I've just not come from that, especially because I'm a child of first generation immigrants. I've watched my parents sacrifice, work hard and suffer, do you understand? And I'm a black woman, so I I understand, as a black person, kind of the legacy that's been left by my ancestors. So to turn around and say I'm not ambitious is I don't understand that language.

Speaker 1: 1:20:49

However, I think it's also a privilege for a man to come to me and tell me that he's not ambitious. There's a privilege in that and it's a privilege I will never understand because as a woman, as a black woman, that's not afforded to me and for me, ambition isn't necessarily I want to be the manager I want to own everything. Ambition is the want to own everything. Ambition is the motivation to want more. That's what ambition means to me. It's the motivation to want more, and that more could be growth or extended knowledge or all the ingredients required to be a subject matter expert. So for me, I'm still kind of looking at other opportunities outside my current one.

Speaker 1: 1:21:28

I'm not going to lie to you because, again, you need to. I've always said you need to keep abreast of what's happening in your space in terms of development. But, more importantly, as the architect of my career, I'm continuously building. Sometimes I can't build in the same spot. I'm looking for extra land. I need some more space to build. Do you get what I'm saying? Come and catch their metaphors. Catch them, and I think that there is space for people who are not ambitious. I get all of that, but it's incompatible to the way my brain is wired Genesis.

Speaker 1: 1:22:00

And when that person said it, I said nothing and I spoke to my facial expression. I said do not react to this toy, okay, because maybe this is a setup for you to react. And what you're not going to? Do not react to this Toya, okay, because maybe this is a setup for you to react, and what you're not going to do is react. So, with that being said, I do want to talk about something, and it's more about like your toolkit. You're probably thinking, what are you talking about? And for me, it's the three pillars of career, self protection and self advocacy.

Speaker 1: 1:22:27

So you would have those of you who listen to podcasts for a long time would have heard me talk about a burn folder, a feedback folder. But I want to introduce a toolkit and I've, like, defined it and everything, and I am going to have to put it on my website or something. I'm going to have to figure this out, but I've really spent time developing this. So the feedback folder I have renamed, I've renamed the receipts folder. The burn folder stays as is and I've got a new folder called the blueprint folder. So let me just kind of read to you what this toolkit is about, right?

Speaker 1: 1:23:01

So the receipts folder is the feedback archive. It holds the day-to-day comments, recognition and acknowledgements you've received from internal and external stakeholders. The reason this matters is because these small notes and thank yous and bits of feedback may feel minor in the moment, but together they build a narrative of how you work, your collaboration, your teamwork, delivery and execution. The receipts folder captures how people have received you in their own words, and I think it's so important to have this folder, previously named the feedback folder. It's called the receipts folder because what tends to happen is people forget. And people forget sometimes out of choice, but because people feel like, well, you're just doing your job, but the point is not everybody can do your job, and so when someone says, oh, you've done amazing Everything, put it in the receipts folder. The receipts folder captures how people have received you in their own words. It is important.

Speaker 1: 1:24:06

So now let's move to the burn folder. So a lot of you know this burn folder, but the burn folder is your audit trail. It documents suspect behavior, microaggressions, contradictions and breaches of policy and unfair treatment. Now the reason the burn folder matters is because it's your protection. When your position has been made untenable or you need to defend yourself, the burn folder becomes a powerful tool of evidence. It holds the receipts that, if revealed, could burn those responsible. It ensures you're not left voiceless in the face of systematic or individual bias. That's what a burn folder is.

Speaker 1: 1:24:47

Did you receive what I said? Do you understand what a burn folder is? It's an impact record. It's where you document measurable outcomes and it's where you document evidence. Do you understand? It's a burn folder. You understand me. It burns those responsible. You understand me, it burns those responsible.

Speaker 1: 1:25:11

So let's talk about the blueprint folder. Now. This is a new folder. I've not mentioned it before, but I have been able to define it and make it clear, and we're going to talk about this as things as the podcast progresses, because I'm going to develop this out and this for me. Anyway, let me not go too far.

Speaker 1: 1:25:33

The blueprint folder. So the blueprint folder is your impact record. It's where you document measurable outcomes, the architecture of your contribution, the legacy of your projects and the tangible results you've delivered. Now the reason it matters is because this is your leverage the blueprint folder gives you the foundation to ask for more promotions, bonuses, pay rises. It shows not just what you've done but the impact you've had, and you make it uncomfortable and near impossible for somebody to shortchange you from that bonus or that pay rise or that promotion. So you've got three folders You've got the receipts folder, you've got the burn folder and you've got the blueprint folder. When you put the three folders together, you're not just managing your career, you're building your empire page by page, folder by folder. So, as part of your toolkit, you have armour, you have evidence and you have leverage, and those are the three pillars of your career. And those are the three pillars of your career self-protection and self-advocacy and I'm developing this further, but I'm going to be discussing it ongoing about the three pillars of protection.

Speaker 1: 1:27:01

That's what we're calling them, and I'm going to need you to engage for you to really get the best out of this podcast, through even previous episodes, older episodes. You need to start developing your toolkit, because how can you create a brand in the way we've spoken about it unless you have that toolkit? And this is why we talk about objectives and this is why we talk about what your goals are. This is why we talk about okay, when you've reached all these goals, is it time to move on? And it leads me also to another thing. Obviously, I spoke about Sister Scribble, which is my stationery company that's due to launch.

Speaker 1: 1:27:36

I'm also developing a career journal, and it's a journal that's going to hold you accountable. It's going to discuss these three pillars of protection and it's going to go into detail, but it is a journal for you to manage your career, whatever sector, whatever industry, whatever role. I'm working on it because for me, it's not just about the podcast, it's about the, it's about everything, it's the movement, it's how we are empowering ourselves to move forward, and this also gives you the confidence to then advocate for yourself and deal with, um, very kind of uncomfortable conversations and situations, um, so, yeah, I hope that that makes sense. I hope you're benefiting. I really hope, because I'm so passionate about this, as you all know, um, and I'm developing this out further and also I'm giving you tools and I'm giving you tangible tools and I'm working on stuff that will support kind of the podcast through the stationery or my separate business that I'm working on. So it'll probably be like a toy talk, collaboration with sister scribble, and there'll be a career journal and it will be kind of what I live by in terms of my career and how I work, but also the learnings over the years.

Speaker 1: 1:28:52

Um, and also I understand that there's other complexities, but the fundamentals and when you're setting those career objectives, or even if you've been put on a pip, like, how do you manage that now, if you have your three pillars in your career and that's self-protection, you're able to actually get out of a PIP. You're able to appeal a PIP, but even then I feel like people. I speak about it all the time. I spoke about previous episodes and there's a lot of things that happen before you're on a PIP. So a PIP is a Performance Improve performance improvement plan for those of you who maybe don't know the acronym, or it's referred to as something else within your organization, but usually it it's what happens when they question your performance, your delivery and, in effect, your impact, and it's kind of like a long road to basically managing you out.

Speaker 1: 1:29:48

I mean there, there's no other way to say it and it usually goes on your permanent record. So even if you come out of a pip, it goes on your permanent record and sometimes when you are, when they give out standard references, some organisations actually ask that have you ever been in like some type of performance plan? Not all companies, but in effect it's like a kind of like a blip on your career in your current place and there is a potential to have a domino effect on future roles. But the point is, before a pip happens, there's all this other stuff that happens and you have to get to a point of discernment as well. You have to be able to anticipate what's happening. This is why I'm talking about navigating the world of work, but I definitely think, as part of kind of having these three pillars of protection, you're able to manage a pip if it comes before it becomes an official pip. Does that make sense? And I'm all about anticipating things before they happen or especially before they go south. You know you can't always anticipate things before they happen, but what you can do is kind of like see the direction the things are going in and understanding then what you need to have in place.

Speaker 1: 1:30:51

And, and those of you who are creating burn folders in the situation, those of you who have not already started develop you know these folders I'm just using I'm just using my Jesus mind and I'm using the power of the ancestors to beg you, because what may appear to be perfect to you is blowing up in the background and in the same breath that you don't know the rooms in which your names are being brought up in. It could be positive or negative and you just have to stay ready. It's exhausting, I know, it's tiring and it's fucking draining, but what is more draining is when you're ill-prepared, and what I'm trying to do is prepare you just in case, and also trying to place you in a situation whereby you cannot be overlooked because the evidence is overwhelming in your blueprint folder, for example. So yeah, I'm going to share that because I'm really excited to kind of develop that and I'm still working on it, but for the purposes of the podcast, I'm sharing it here. Um, your receipts folder, your burn folder and your blueprint folder. Come on, just be quick about it.

Speaker 1: 1:31:58

I also recently saw a post on Instagram by Calabar Careers and it talks about Gen Z moving towards a career minimalism. It's so interesting because they because what they're saying is Gen Z are rejecting the idea of climbing the corporate ladder. So what is career minimalism? And it's a new mindset trading the traditional corporate ladder for a flexible lily pad career. The core idea is a job provides stability, but passion and ambition are pursued outside of it. In a nutshell, your job is what you do, not who you are. The data behind the shift is a new Glassdoor report which confirms this is a major generational shift. For Gen Z, a job is primarily a means to financial stability. They are deliberately decoupling their identity from their employer. Passion projects are saved for off-the-clock hours and side pursuits. The rise in side hustles. In 50% of Gen Z have at least one side hustle, the most of any generation. Side hustles are meant for creativity, identity, activism and entrepreneurship. So what does this mean for companies? Well, leadership gaps. Companies may face shortages as fewer young professionals chase traditional management tracks.

Speaker 1: 1:33:12

Irrelevant standard careers, career paths and incentives are losing their appeal, and the challenge is that workplaces must adapt to these new definitions or growth ambition and of growth ambition and success, which makes complete sense, because I I did say earlier like I I I don't think it's always about climbing the career ladder. For some people it's that. For me it's about development and I have passion, projects outside of work, I have toy talks, I've got here the podcast, I've got my stationary company that I'm about to launch and, as a creative, I need that, I need an outlet. That and it just is the irony is completely different to what my day job is. But the point is, my career is not my identity and it should for me. I don't think it should be, and and if it is for you, then that's fine, but for me it's not, like it doesn't define me, but what it does do, yeah, it pays the bills and I'm, I'm good at it and I'm a subject matter expert.

Speaker 1: 1:34:05

So for me there is an element of challenge that comes because I feel like my career constantly challenges me in a way that I need and, um, I kind of fell into my career. You know, I was meant to go on and be this lawyer and I soon realized that's actually not what I want to do. And actually, you know, now I'm consulting and it's what I enjoy doing and how I, you know I deserve, I believe that I deserve to see success as I define it for myself. But more you know, people's career changes through the years and for me, what has been consistent about my career is the evolution of it. So I definitely agree with that. I'm a millennial but I definitely understand where Gen Z is coming from, especially with how AI is developing. Traditional jobs, as you know, it will no longer exist. So Gen Z moving to this mindset is actually quite innovative in itself because they're adapting to how technology is changing and to make your job, your identity is dangerous in a space where your job may not exist. So I definitely kind of agree with the analysis here, and I'm following Calibre Careers, which I just think their posts are amazing, so I will be referencing them, but, yeah, I just thought I would share that.

Speaker 1: 1:35:24

More points to make. However, it can wait for next week's episode. Um, I've enjoyed this episode. I hope you've enjoyed it too. I hope you're receiving it, um, and I hope that it's landing well with you guys.

Speaker 1: 1:35:36

Um, sister scribble, my stationary company, launches in october. October, coincidentally, is my birthday month, but also it is black history month in the uk, and that is not a mistake in terms of me wanting to launch um Sister Scribble in October to coincide with Black History Month. Um, sister Scribble, you know, go, go, go on to the, the Instagram page, which is Sister Scribble, all one word. And it's basically, for me, redefining and injecting creativity into stationery, and it's it's stationery with a twist, it's with a different. Um, I've not seen any stationary like this. It's all my, my, my creations and my developments, and for me, it's about it's about being more than stationary. It's a tangible creative outlet. Um, I believe. In writing.

Speaker 1: 1:36:25

Drawing and self-expression are powerful tools of communication and self-discovery. Our collections within Sister Scribble, from stationery to apparel and accessories, are inspired by bold energy of 90s hip-hop and the richness of Afrocentric culture Vibrant colour, blocking, oversized silhouettes and striking patterns as well as motivational quotes. While amplifying the voices of black women, we also invite our allies to create alongside us. Our mission for sister scribble is to empower black women and our allies to embrace our creativity, individuality and heritage. It's sister scribble is stationary, with soul, created for everyone who believes in the power of self-expression. So if you're not following me on Instagram in terms of Sister Scribble, go ahead. Sister Scribble, all one word S-I-S-T-A-H-S-C-R-I-B-B-L-E, and the website is sisterscribblecom. Come and see them, but you can kind of subscribe to notifications and you will be notified when the website launches.

Speaker 1: 1:37:28

I don't have a launch date yet. I just know it's October 2025. And those of you who are new to the Toy Talks brand welcome. There is a catalogue of episodes and the show notes are descriptive of what is in the episodes. I have been doing this for a very long time in terms of podcasting, so we cover so many different topics, but, more importantly, we talk about real life.

Speaker 1: 1:37:55

The objective of the podcast is to teach, educate and advise how to navigate the world of work safely and, in turn, highlight the path of our success to create a safe space to share. I center black women first because I am a black woman, and I centre, then all women and then everyone else. I talk about world issues that affect us in the world of work, from politics to culture to whatever, and it all comes down to how we navigate the world of work. So welcome if you're new here. Hello again to all my regular listeners and thank you for your support, as always. If you want more information about the toy talks podcast, we have a website toytalkscom. Follow me on social media. My personal instagram page is toy underscore washington and the toy talks uh instagram page is toy underscore talks. I'm also on tiktok toy washington all one word. I will be uploading some new tiktoks. I have taken a bit of a break from TikTok just to focus on some other things.

Speaker 1: 1:38:50

However, I am back and, of course, sisterscribblecom and sisterscribble on Instagram. Thank you so much for listening. Have a great week. I'll see you next week for another episode of the Toy Talks podcast.

Speaker 2: 1:39:05

Let me show you how to navigate and elevate. That's what we do. Black Queen energy grown. No fantasy, just real talk. From classroom dreams to boardroom walk. Black woman power Watch it shine. Breaking barriers, redesigning time from Tottenham roads to CEO, every step, teaching what we know, not just surviving but thriving more. Opening every closed door. Toya Talks, toya Talks, toya Talks. Black queens to the top and we're still going.