WEBVTT 00:00:00.100 --> 00:00:04.671 you are about to listen to could contain explicit language and offensive content. 00:00:04.671 --> 00:00:11.412 These HR experts' views are not representative of their past, present or future employers. 00:00:11.412 --> 00:00:14.548 If you have ever heard, my manager is unfair to me. 00:00:14.548 --> 00:00:18.390 I need you to reset my HR portal password. 00:00:18.390 --> 00:00:21.408 Or Can I write up my employee for crying too much? 00:00:21.879 --> 00:00:23.707 Welcome to our little safe zone. 00:00:23.707 --> 00:01:00.436 Welcome to Jaded HR, the podcast by two HR professionals who want to help you get through the workday by saying everything you're thinking, but say it out loud. 00:01:00.436 --> 00:01:01.378 I'm Warren. 00:01:02.198 --> 00:01:10.266 I'm Cece it out loud I'm Warren, I'm Cece and I'm apologizing for the horrible, horrible audio in the last two episodes. 00:01:10.266 --> 00:01:22.036 So big secret, sometimes we record more than one at a time, so we can actually live life a little, and apparently I was. 00:01:22.036 --> 00:01:31.168 I'm assuming I was using my headphone microphones rather than my awesome Samsung Q2A or whatever it is, but anyways, awful audio. 00:01:31.168 --> 00:01:32.920 Hopefully today this will be better. 00:01:32.920 --> 00:01:39.688 I'm looking at a little chart of my voice and it's getting up to the yellows, so I'm thinking it might be better this time. 00:01:39.688 --> 00:01:42.248 So apologies apologies, apologies. 00:01:42.819 --> 00:02:08.651 And I want to apologize because I'm not sure if it was me or the mic situation last week, but I didn't realize how loud I talk and I should have taken a clue when I talked to my husband the other day and he was like you're so loud, it's just the two of us, but I'm a projector, so I apologize if I blew your eardrums off because I was listening to the last recording and I'm like gosh, my mic technique needs to get better. 00:02:10.621 --> 00:02:18.908 Well, speaking of people being, I think I mentioned before, we just started watching Modern Family and after a few episodes my wife has to turn it off. 00:02:18.908 --> 00:02:20.646 She says I can't stand all the yelling. 00:02:20.646 --> 00:02:23.550 I can't stand all the yelling. 00:02:23.550 --> 00:02:29.104 So we're almost through with that show, so we're going to be on to our next very, very soon. 00:02:29.104 --> 00:02:36.806 So well, we actually did our homework a little bit this week and have some topics to talk about. 00:02:36.806 --> 00:02:43.669 But I also wanted to bring up one other thing, a social media sour grapes thing. 00:02:43.669 --> 00:02:50.290 I'm to, I think I don't think I know I saved it sour grapes yeah, so I. 00:02:50.692 --> 00:02:51.754 There's a new car. 00:02:51.754 --> 00:03:05.911 Scout Motors is coming out with new cars in 2026 or maybe 2027, and so I've been following Scout Motors online because I'm most likely going to be buying one. 00:03:05.911 --> 00:03:16.120 I don't buy the car the first year it comes out, but the second year I'm going to buy one of them because I really like everything I've seen about it. 00:03:16.120 --> 00:03:19.150 Well, I follow them on all their little social medias. 00:03:19.150 --> 00:03:23.972 This one dude they're talking about the new two Scout vehicles that have come out. 00:03:23.972 --> 00:03:27.626 One's an SUVv, one's a pickup truck and he's. 00:03:27.626 --> 00:03:44.463 And one thing I like about scout motors they're engaging with the people who follow them on social media and if you make a comment, a lot of times they're going to comment back and they answer questions and it's, you know, for a product that's not on the market yet might not be out of the market for two years. 00:03:44.463 --> 00:03:46.591 I I think it's really, really cool. 00:03:46.591 --> 00:03:48.187 So I'm following him on social media. 00:03:48.187 --> 00:03:52.971 And this one dude he gets online and he's listed as a top fan. 00:03:52.971 --> 00:03:54.032 This is from Facebook. 00:03:55.984 --> 00:03:57.890 It's been a real disappointing week for Scout. 00:03:57.890 --> 00:04:02.692 As an experienced engineer working the automotive, I was discarded as a potential employee. 00:04:02.692 --> 00:04:06.868 From what I feel, it's just a simple difference on how automakers launch their new vehicles. 00:04:06.868 --> 00:04:08.292 I keep my pride. 00:04:08.292 --> 00:04:19.514 However, scout needs to understand their loss and I was like maybe this dude is just completely deep. 00:04:19.514 --> 00:04:32.867 You know, maybe you didn't get hired this time you plug into the next opportunity, or maybe when I'm recruiting I've had I can't count the number of candidates they didn't work this job. 00:04:32.867 --> 00:04:37.648 Right now I call them back when I have another and guess who wouldn't be getting a call back. 00:04:37.961 --> 00:04:45.797 It's like I said this that guy, he, this, this company, they're active on it there, they respond, they, they, they. 00:04:45.797 --> 00:04:47.305 They didn't respond to his message. 00:04:47.305 --> 00:04:48.911 A lot of other people did. 00:04:48.911 --> 00:04:51.762 It looks like are you disappointed because you weren't hired? 00:04:51.762 --> 00:04:55.269 It sounds like it's not Scout's loss, but people are. 00:04:55.269 --> 00:04:56.632 You know just why? 00:04:56.632 --> 00:04:59.341 Just you know why? 00:04:59.341 --> 00:05:02.687 A lot of the stuff are on this? 00:05:02.726 --> 00:05:05.911 Because Scout is an electric vehicle and a lot of people are. 00:05:05.911 --> 00:05:06.430 You know. 00:05:06.430 --> 00:05:13.310 Oh too bad, this is an EV, it would be great if it had a Turbo 6 and all these other things. 00:05:13.310 --> 00:05:17.732 People are disparaging it, but they're in there sometimes. 00:05:17.732 --> 00:05:18.865 Oh well, we do. 00:05:18.865 --> 00:05:28.714 They respond in kind, but anyways, I just thought really, why go on their product page to bitch and moan about it? 00:05:28.714 --> 00:05:35.293 Anyways, I was saying he's an electrical engineer. 00:05:35.293 --> 00:05:36.545 I hire electrical engineers. 00:05:36.545 --> 00:05:38.021 He's going to make me think toys about. 00:05:38.021 --> 00:05:47.882 You know, if our recruiter is I, she sees me on all her resume submissions and I peak at about 60, 70% of them. 00:05:47.882 --> 00:05:50.028 I don't read the resumes but I'm like, oh, that's a good resume. 00:05:50.028 --> 00:05:53.848 I, you know, I want to say, hey, this is a good resume, I like this good work and things like that. 00:05:53.848 --> 00:06:03.288 I don't, I'm not involved in the hiring process, I just like to look and so I would probably say, whoa, let's talk about this dude before we get too far along. 00:06:03.288 --> 00:06:05.170 So that's awesome. 00:06:05.170 --> 00:06:05.730 Social media. 00:06:05.750 --> 00:06:06.331 There is a. 00:06:06.331 --> 00:06:10.995 There's a podcast for anyone non HR related that I just like to throw out there. 00:06:10.995 --> 00:06:24.783 If you, if you're a big fan of examining the psychology of what people put in reviews and kind of the stupidity that people write in reviews online, a great podcast is my stupid or your stupid opinion Great. 00:06:24.783 --> 00:06:28.625 And kind of the stupidity that people write in reviews online A great podcast is your stupid opinion Great. 00:06:28.625 --> 00:06:30.187 I'm not affiliated with them. 00:06:30.187 --> 00:06:36.269 I enjoy it every week, so imagine all that stuff, but just a podcast. 00:06:36.269 --> 00:06:41.492 So if you're looking for something non-HR related to cleanse your palate, your stupid opinion is great. 00:06:42.334 --> 00:06:43.435 I just wrote it down. 00:06:43.435 --> 00:06:44.855 I'm going to check that out. 00:06:44.855 --> 00:06:49.257 As I tell you, I recently went through and I purged my podcast list. 00:06:49.257 --> 00:06:58.408 It's things that I'm not enjoying anymore for various reasons, and one of my very, very favorite podcasts overall, by topic. 00:06:58.408 --> 00:07:04.567 It's like their audio quality is so much and they have credits and our producer is da-da-da-da. 00:07:04.567 --> 00:07:07.228 I'm like your producer must be a six-year-old. 00:07:07.228 --> 00:07:08.533 This is even my. 00:07:08.533 --> 00:07:15.314 Our last two weeks episodes sound a lot better than any of their episodes and I'm just so close to calling it quits as it's. 00:07:15.314 --> 00:07:17.744 It's so I've turned off episodes in the middle. 00:07:17.744 --> 00:07:18.668 That I'm interested in is. 00:07:18.668 --> 00:07:23.122 I just can't listen to it anymore but they, they don't record anymore. 00:07:23.524 --> 00:07:23.884 what is it? 00:07:23.884 --> 00:07:25.166 The oh, oh the podcast? 00:07:25.166 --> 00:07:26.629 It's an HR podcast. 00:07:27.471 --> 00:07:28.012 HR Famous. 00:07:29.033 --> 00:07:29.920 HR Famous Tim. 00:07:29.980 --> 00:07:31.464 Sackett, and JD. 00:07:31.464 --> 00:07:33.028 And oh gosh, who's the third? 00:07:33.028 --> 00:07:34.012 Lee Lee Lee. 00:07:36.365 --> 00:07:38.571 So I loved their content. 00:07:38.571 --> 00:07:42.024 Yes, but Lee had to get a microphone. 00:07:42.024 --> 00:07:57.980 Like I would listen to that podcast and I'm one to talk because I'm like shouting into a microphone and I apologize if I was doing that, but but I think she was like recording from like old fashioned plug in earbuds because I just wanted to scream every time I listened. 00:07:57.980 --> 00:08:02.432 I'm like everything you're saying is valid and amazing, great content, fun. 00:08:02.432 --> 00:08:04.122 Get a better mic. 00:08:05.245 --> 00:08:06.348 Yes. 00:08:06.689 --> 00:08:09.444 You're a VP of a company, you can afford a better mic. 00:08:10.389 --> 00:08:12.476 Well, I think they would do their podcast. 00:08:12.476 --> 00:08:27.026 I remember him saying once upon a time and they just went off the air and I am very upset about that but they would just do it either early in the morning before they start their day, or during lunch or something that you know they were just squeezing it in when they can. 00:08:27.026 --> 00:08:33.485 But you know, I'm down to I don't know how many podcasts on my three, six, nine, 12, 15. 00:08:33.485 --> 00:08:41.514 I'm down to like 18 podcasts, but I still have on here hostile work environment and where they haven't recorded in forever. 00:08:41.514 --> 00:08:44.846 Surfing corporate they haven't recorded in forever. 00:08:44.846 --> 00:08:49.210 And then you have but yeah, I've just purged a whole bunch, just got rid of them. 00:08:49.591 --> 00:08:53.524 But everyone's one like server not serving corporate well, they did the same thing. 00:08:53.524 --> 00:09:00.520 But also work environment they went there for like two years and then all of a sudden, because I still had it in my list, I'm listening and the next one up is is them. 00:09:00.520 --> 00:09:02.525 I'm like whoa great, and then they're. 00:09:02.525 --> 00:09:05.712 So I keep it there, but I hope that they'll come back. 00:09:05.712 --> 00:09:11.951 So, mark and Kate, if you ever listen to us at all, we had Kate on one time. 00:09:11.951 --> 00:09:13.640 Bring it back, please. 00:09:13.640 --> 00:09:14.442 But anyways. 00:09:15.706 --> 00:09:21.586 So I'm laughing because, speaking of which and then we can get into the meaty HRE conversation. 00:09:21.586 --> 00:09:25.736 But I did have a moment where I was just being very chatty. 00:09:25.736 --> 00:09:34.480 I think my ADHD got the best of me and I overshared and I ended up telling my boss about this and he wrote it down. 00:09:34.480 --> 00:09:38.991 So if my manager's listening, hi and don't hold anything against me, Thanks. 00:09:40.240 --> 00:09:43.023 Oh, so your boss knows you're on the show now. 00:09:43.043 --> 00:09:45.164 Oh so your boss knows you're on the show now. 00:09:45.164 --> 00:09:50.610 He was like asking about like HR podcasts to listen to and I was like wow. 00:09:51.471 --> 00:09:51.951 Promote. 00:09:53.173 --> 00:09:53.854 There we go. 00:09:53.854 --> 00:09:56.297 And then afterward I was like was that smart? 00:09:56.297 --> 00:09:57.981 But it's fine, I don't. 00:09:57.981 --> 00:09:59.505 It's not like. 00:09:59.505 --> 00:10:02.934 I mean, I speak very highly of my company and my manager, so we're fine, we're fine. 00:10:02.934 --> 00:10:04.759 I speak very highly of my company and my manager, so we're fine. 00:10:05.120 --> 00:10:05.861 We're fine. 00:10:05.861 --> 00:10:12.033 Well, my assistant found out I don't share it with people at work that I do a podcast. 00:10:12.033 --> 00:10:27.547 My assistant found out as we went to a conference and I ran into several old co-workers who worked with Patrick and I and they were there when we first announced we're doing a podcast and they listen regularly. 00:10:27.547 --> 00:10:35.129 So Lisa, desiree, hey, but they start talking to the podcast and then Anna, my assistant, starts asking you have a podcast? 00:10:35.129 --> 00:10:43.450 I'm like, yeah, and so I don't go out blurting it about, but I'm recording one of our open enrollment sessions right now. 00:10:43.450 --> 00:10:47.490 I'm using our podcast software to edit it because it's better than it's. 00:10:47.490 --> 00:10:49.326 I know how to use it and I can do it quickly. 00:10:49.326 --> 00:10:54.067 When we recorded one of our episodes, I can get it out to the the employees pretty quickly. 00:10:54.067 --> 00:10:56.024 So, yeah, that's so. 00:10:56.024 --> 00:11:02.865 I'm not hiding it, but I'm not like promoting it at work, but I will be promoting it at the Virginia Sherm conference in middle of April. 00:11:02.865 --> 00:11:04.889 So if you're going to be down here, look for me. 00:11:04.889 --> 00:11:08.813 I'll be handing out little cards with a QR code and something like that. 00:11:08.813 --> 00:11:10.921 So, yay, let's see. 00:11:10.961 --> 00:11:20.211 Before we get into the meat of our subject, let's go ahead and do our thank yous to our Patreon supporters Hallie, the original Jaded HR rock star, bill and Mike. 00:11:20.211 --> 00:11:22.402 So thank you all very much. 00:11:22.402 --> 00:11:32.794 Your support is very much appreciated because we are, like I think I said, maybe in December we renewed our subscription to the recording and editing software. 00:11:32.794 --> 00:11:33.375 Thanks to you. 00:11:33.375 --> 00:11:35.508 Thank you for that. 00:11:35.508 --> 00:11:38.750 So, yep, that's, that's what we have going on. 00:11:38.750 --> 00:11:55.538 So the topic of the day and we're going to try to keep this as apolitical as we can of the day and we're going to try to keep this as apolitical as we can it's gonna be all the wonderful fun executive elders flying out of the, the White House right now and the the wonderful time it's creating for HR professionals. 00:11:55.639 --> 00:11:59.452 So what a time what a time. 00:11:59.493 --> 00:12:00.034 I just wanna? 00:12:00.215 --> 00:12:04.942 I just wanna let everyone know that I am drinking in old-fashioned cuz that is the time I am having. 00:12:05.001 --> 00:12:07.563 It's empty, it is gone. 00:12:07.563 --> 00:12:08.864 We're going to have to pause. 00:12:08.864 --> 00:12:16.208 We're now pausing for a short commercial break, but yeah, so we're not going to, you know, get too political. 00:12:16.208 --> 00:12:30.898 As I, you know, I've mentioned before, I despise when I'm listening for whatever content they want to get, especially if I'm in a sport, if I'm listening to sports podcasts and all of a sudden, I don't want to hear your politics in my sports at all period, end of story. 00:12:30.898 --> 00:12:35.144 But anyways, yeah, so where to? 00:12:35.144 --> 00:12:36.485 Which executive order? 00:12:36.485 --> 00:12:40.750 Which shakeup, which change do you want to start with today? 00:12:40.750 --> 00:12:54.682 We could do a week's worth of episodes on just the first, you know week of executive orders and their impact on HRs. 00:12:54.701 --> 00:12:55.724 Seriously, yeah, we can talk about the EEOC piece. 00:12:55.724 --> 00:12:59.572 Okay, because I want to preface this by saying I live in talent management. 00:12:59.572 --> 00:13:01.842 I know enough to be dangerous. 00:13:01.842 --> 00:13:05.091 A lot of me is just thinking out loud. 00:13:05.091 --> 00:13:06.525 Do not hold it against me. 00:13:06.525 --> 00:13:13.494 I'm an old-fashioned deep and yeah, I'm yeah. 00:13:14.302 --> 00:13:16.208 Yeah, I can actually see it both ways. 00:13:16.208 --> 00:13:20.580 I think there's a lot of overreaction from people about some of these executives. 00:13:20.580 --> 00:13:23.669 Some of them need to be reacted to as they are. 00:13:23.669 --> 00:13:30.028 Some of them there's some overreaction to, but and, and some of them, it's like you know, regard. 00:13:30.028 --> 00:13:32.234 This is probably as political as I get. 00:13:32.234 --> 00:13:46.402 If trump says today is tuesday, february 4th, which it is, somebody's gonna get their ass chapped so badly about that because it's the most marvelous day and this is a great day and the fourth is always the greatest day. 00:13:46.402 --> 00:13:56.416 You know he speaks weirdly in superlatives all the time, but even if he's saying something that's absolutely factual, he's gonna he's gonna piss somebody off. 00:13:56.416 --> 00:14:18.308 You know, something like today's Tuesday, and I've seen a lot of that stuff to the point where really, people okay, it's time to come up for air a little bit, but anyways, yeah I give, I give people grace, just because you know people are scared, they're worried, yeah I, I and I can understand that, but, yeah, it's so. 00:14:18.349 --> 00:14:30.455 The eoc so with and I learned this my our labor and employment attorneys have been doing guest webinars, like three a week lately, and I haven't done them all. 00:14:30.455 --> 00:14:33.149 Some of them are like immigration and things like that. 00:14:33.149 --> 00:14:57.971 We don't have to worry about immigration where I work, but the executive order for government contractors, which goes straight into the EEOC and the Affirmative Action, is something that I'm paying very, very close attention to and so it is interesting just to preface that like so, Warren, you work for a company that is a government contractor, yes, and I work for a company that is private equity, private sector. 00:14:58.379 --> 00:15:03.369 So I think, yeah, there's like there's that there's a difference there. 00:15:03.389 --> 00:15:08.879 Yes, yeah, yeah, there's like there's that there's a difference there. 00:15:08.879 --> 00:15:25.514 Yes, yeah, because, like even our contracts and our president, the president of our company and I were taught we've had in the past week we've had know, does the executive order mean that poof? 00:15:25.514 --> 00:15:42.909 Normally, when a government contractor does any change like the slightest change, like oh well, okay, we're going to need one more software developer than you bid for for this, so it goes through a contract mod and it's a whole big thing to do what you know. 00:15:42.909 --> 00:15:44.572 Hey, I need another software developer. 00:15:44.572 --> 00:15:46.581 Okay, fine, it's not that easy. 00:15:46.581 --> 00:15:54.823 But so to take the affirmative action out, are they going to do a whole contract mod for this? 00:15:55.184 --> 00:16:10.751 And you know, one of the revocations of and I don't know the numbers of these executive orders, but the one that's one of the many that's causing a stir is the revocation of affirmative action in the workplace. 00:16:10.751 --> 00:16:14.600 So it's really interesting and it's funny. 00:16:14.600 --> 00:16:32.586 I learned about it first on my way, like Thursday I did a webinar with our attorneys, and then Friday I was listening to Good Morning HR with Mike Coffey and he's discussed the same thing, but I didn't know this Affirmative action, eeo is not a law and it was actually an executive order by Johnson. 00:16:33.187 --> 00:16:33.707 LBJ. 00:16:34.389 --> 00:16:36.052 Yeah, that created it. 00:16:36.052 --> 00:16:42.572 So because it was done by executive order, any president can go on and say, well, this one doesn't count anymore. 00:16:42.572 --> 00:16:45.462 And that's pretty much exactly what happened. 00:16:45.462 --> 00:16:52.518 But the difference is, when it comes to veterans and disabilities, those are codified laws. 00:16:52.518 --> 00:16:58.386 The ADA is an actual law that the president it has to go through Congress to change the veterans. 00:16:58.386 --> 00:17:02.136 The protections are actual law. 00:17:02.136 --> 00:17:06.936 So you know, that's why this all happened. 00:17:08.105 --> 00:17:10.032 Do you know where country of origin is still? 00:17:24.770 --> 00:17:26.593 Do you know where country of origin is still? 00:17:26.593 --> 00:17:32.421 Because I remember it's race, gender, country of origin and then there's disability and stuff like that. 00:17:32.421 --> 00:17:34.944 So I that pretty much destroys your affirmative action plan. 00:17:34.944 --> 00:17:42.385 You can still report on veteran status and disability, but race and gender are the ones that are under the target. 00:17:42.385 --> 00:17:46.796 My next webinar I'll throw that in the question and answer sessions. 00:17:46.796 --> 00:17:50.834 I'm doing another later this week with the attorneys, as they're just rapid firing these things out. 00:17:50.834 --> 00:17:56.085 Like I said, there's been three a week since last week, so but yeah, I'll throw that question out there. 00:17:56.085 --> 00:17:59.373 But it's it's really, it's really interesting. 00:17:59.492 --> 00:18:07.685 And one of the things as an affirmative action employer EEO, affirmative action employer the executive order requires us to remove. 00:18:07.685 --> 00:18:13.548 Well, the first executive order required us to have that little blurb at the bottom of your job postings. 00:18:13.548 --> 00:18:15.713 We are an affirmative action equal employment opportunity. 00:18:15.713 --> 00:18:17.948 We don't da, da, da, da da. 00:18:17.948 --> 00:18:27.528 Now employers have like 90 days to be compliant and our philosophy is we're going to wait till like day 85 to do anything. 00:18:27.528 --> 00:18:28.729 And I'm being serious, I laugh. 00:18:28.729 --> 00:18:40.061 I'm being serious because I would be very surprised if a judge didn't step in and either just pause it or just throw it out completely. 00:18:40.061 --> 00:18:44.134 Some group out there is going to find a sympathetic judge. 00:18:44.134 --> 00:18:44.675 That's what they do. 00:18:44.675 --> 00:18:49.777 You think that these things mysteriously end up in certain judges' laps? 00:18:49.777 --> 00:18:51.811 No, they find the district. 00:18:51.811 --> 00:18:56.094 Okay, we need you to bring up this lawsuit in this district so we can have this judge. 00:18:56.094 --> 00:18:58.047 And yeah, that's exactly what they're doing. 00:18:58.047 --> 00:19:00.074 But it's going to be interesting. 00:19:00.074 --> 00:19:02.142 But but are we? 00:19:02.142 --> 00:19:03.244 We're still going to be required to? 00:19:03.244 --> 00:19:09.397 Hey, we don't discriminate against veterans or veterans status of disability as well. 00:19:09.458 --> 00:19:27.674 But in the other part and I don't know if it's the same executive order or not is the ending of illegal DEI programs and I've covered so I think this is where I'm so, this is where I'm like, personally struggling and this is so like the so back to like the EEOC stuff. 00:19:27.674 --> 00:20:11.755 Like those things were brought into place because bad behaviors were happening and I think I I feel like we put guardrails I'm gonna say this very kindly, but I'm gonna say it very bluntly we put guardrails in for the lowest common denominator, we put guardrails in for the, for people the redneck good old boy who act, I like, ah, so basically, like there are, there are things and I and I I would hate to think and I will say this because I want to clarify this is not at my current company, this is at past companies, but I don't know. 00:20:12.876 --> 00:20:18.690 So I was in charge of recruiting, essentially for my new boss's boss. 00:20:18.690 --> 00:20:21.215 It was a really fun position to be put into. 00:20:21.215 --> 00:20:27.666 It was like the new head of HR for a company and they just basically said Christina, you're the only person here that can. 00:20:27.666 --> 00:20:29.873 That's recruiting, so you find it. 00:20:29.873 --> 00:20:35.106 So I was like recruiting for my manager's boss, that's recruiting, so you find it. 00:20:35.106 --> 00:20:36.829 So I was like recruiting for my manager's boss. 00:20:36.849 --> 00:20:47.251 And I remember we were in a room and the the president and the owner of that company said with a dead ass serious face well, I, it was. 00:20:47.251 --> 00:20:49.214 Oh, by the way, backtrack, it was two candidates. 00:20:49.214 --> 00:21:05.209 We were down to a white male and a white female, and he said that the female candidate, the woman candidate, drove up in a red BMW to her interview. 00:21:05.209 --> 00:21:07.090 That's the car she chose to drive. 00:21:07.090 --> 00:21:31.653 And he said I have an issue with that because that doesn't really fit with the culture here, to which my jaw dropped on the floor, because these biases happen and I don't think people understand and I'm speaking as a white woman, right, these biases happen. 00:21:31.653 --> 00:21:38.876 And I'm speaking as a white woman, right, these biases happen and I witnessed it and thankfully, I mean I'm going to put a little asterisk next to this. 00:21:39.546 --> 00:21:53.173 I was an itty bitty girl, like I just started, like I didn't have the backbone to stand up to the president of the company, but thankfully someone in the room did, and then I had the strength to then back it up. 00:21:53.173 --> 00:22:02.099 But the question was, I don't really think that the car she drives is going to affect the way in which she does her work. 00:22:02.099 --> 00:22:14.632 And long story short, spoiler alert we ended up or they ended up deciding on the mail and guess who showed up to work? 00:22:14.632 --> 00:22:16.490 Guess what, he showed up driving to work. 00:22:17.507 --> 00:22:18.992 A red BMW, please, please. 00:22:19.244 --> 00:22:19.747 But like. 00:22:19.747 --> 00:22:21.673 So these are the behaviors that happen. 00:22:21.673 --> 00:22:32.678 So I would hate to think that, because we're no longer, like, supposed to do it, that we're going to start reverting back, because they happen. 00:22:32.678 --> 00:23:15.088 And I know, like it's one of those lessons that I learned to be a better advocate, because in hindsight I was like, but at the same time you're young, you're new to career, you don't want to like piss off the president of the company, but at the same time, like I'm glad someone else in there with tenure, what did speak up, because that shit pissed me off and I hear it and I I hear these little micro like oh, it's like, oh, and I would hate to think that someone would be passed up for a promotion because they're pregnant, or someone's passed up for a promotion because they're too old, or someone is passed up for like. 00:23:15.088 --> 00:23:27.179 These are the things that worry me, because now there's no protection against that and I know we'd like to think that racism is dead, but racism and misogyny is alive and well. 00:23:27.365 --> 00:23:32.877 So like we're taking away these things and we're not doing anything to protect our workers. 00:23:32.877 --> 00:23:40.592 And spoiler alert today I don't know if you saw the bill to like get rid of, but that's another thing to like. 00:23:40.592 --> 00:23:44.561 These are, as an HR professional, like I'm not getting political. 00:23:44.561 --> 00:23:46.346 This is more morally no like. 00:23:46.346 --> 00:23:47.269 Yeah, I get. 00:23:47.269 --> 00:23:56.436 Like you're going to deregulate OSHA, like health and safety, and next we're going to have 80 hour work weeks because we're going to get rid of the 40-hour work week. 00:23:56.436 --> 00:23:58.192 We don't need regulation about that. 00:23:58.192 --> 00:24:09.381 So we keep chiseling away at these little things that are going to take us back to the triangle fire and people are going to die at work. 00:24:09.381 --> 00:24:10.367 And people are going to die at work. 00:24:10.367 --> 00:24:18.238 And I know it sounds like I'm catastrophizing but at the same time, I don't think I am, because these things were put into place for a reason. 00:24:19.525 --> 00:24:25.317 Oh, they absolutely were, because, just like all these, you hear these things and you think, oh, that's a stupid law. 00:24:25.317 --> 00:24:38.698 I'll go back to season one, one of the first episodes Patrick and I did, that's when the Crown Act got passed and you can hear me talking and say what a stupid waste of time to make a dumbass law. 00:24:38.698 --> 00:24:41.914 Who the hell discriminates on the basis of hair. 00:24:41.914 --> 00:24:44.432 I was just like why, why? 00:24:44.432 --> 00:24:56.479 Why it wasn't six months until there was a case brought up on it, and I'm like I literally just can't fathom that. 00:24:56.479 --> 00:25:02.297 I really and I just I don't know, and you can listen to me on that episode. 00:25:02.297 --> 00:25:04.208 This is so stupid. 00:25:04.208 --> 00:25:05.150 I don't know why they did it. 00:25:05.150 --> 00:25:10.311 It really fired me up back then, but then it fired me up just as much. 00:25:10.311 --> 00:25:17.797 It was within a year if it wasn't six months is within a year that there were court cases coming up about violations of the Crown Act. 00:25:17.884 --> 00:25:21.633 I'm like yeah, really, you know, because people do it. 00:25:21.633 --> 00:25:30.887 You have to make regulations based on the stupidest person, and I hate to say it like that, but that's basically or I'm sorry, not the stupid the most ignorant person. 00:25:30.887 --> 00:25:35.169 You have to make regulation because ignorance is a choice you have to make. 00:25:35.169 --> 00:25:41.833 You have to make those rules for the most ignorant population and I'm sorry, I said it. 00:25:41.833 --> 00:25:45.615 You can come at you, come at my Instagram if you want. 00:25:45.615 --> 00:25:47.673 I'll probably just delete it, but whatever, fuck it. 00:25:49.209 --> 00:25:50.824 No, I absolutely agree. 00:25:50.824 --> 00:25:55.013 And oh, I spoke about hostile work environment. 00:25:55.013 --> 00:26:04.719 When the show was on, they would talk about these cases and these people won a lawsuit because one person refused to. 00:26:04.719 --> 00:26:17.773 Every day, they wore a sticker on their shirt showing how many days the plant had been with an accident, and when they got them 666 days somebody refused and then they kept firing the person. 00:26:17.773 --> 00:26:21.133 Hey, okay, don't wear the stupid fucking sticker. 00:26:21.133 --> 00:26:25.555 Okay, whatever, oh, your mind fell off, or whatever. 00:26:25.555 --> 00:26:31.134 But that was one of them and they sued and they lost. 00:26:31.134 --> 00:26:34.473 I mean, the employer lost, if I recall correctly. 00:26:34.473 --> 00:26:38.212 And another one, the person who wouldn't scan. 00:26:38.212 --> 00:26:41.159 Do biometric scanning something to have to do with the devil? 00:26:41.159 --> 00:26:43.834 It was some, I don't even remember that one. 00:26:44.226 --> 00:27:14.219 But if the the the devil's going to come through you on a fingerprint scanner as you're clocking in or out at this place, okay, you're cuckoo, but and I think, religious- accommodation yeah, they, they won so yeah, but you make these dumb laws, like you said, for the lowest common denominator, and I don't know why I'm shocked, as jaded and cynical as I am, but to see things like this happen, it's like how, what, why, really? 00:27:14.680 --> 00:27:17.191 Yeah, it's very weird. 00:27:17.191 --> 00:27:24.699 I will say, oh, that's the other thing, because I thought religion was part of that. 00:27:24.699 --> 00:27:30.536 So, like the protection of religion in the workplace, wasn't that part of the EEOC rollback? 00:27:30.536 --> 00:27:32.058 No, Okay, that wasn't. 00:27:32.098 --> 00:27:34.771 No yeah, not that I'm aware of that. 00:27:34.771 --> 00:27:42.174 That wasn't the two webinars I've done and the various email things I've gotten. 00:27:42.174 --> 00:27:46.991 Nobody's talked about religion in this, but you know, religion has become stronger. 00:27:46.991 --> 00:27:50.672 It used to be the most de minimis, oh yeah, we can't do that. 00:27:50.672 --> 00:28:03.336 If it was anything other than eh, we know someone feel like it, you know you could get away with it, but now religion is, and I said we're going to be apolitical, I'm trying to be a religious as well, but now religion. 00:28:03.336 --> 00:28:12.433 You know people are coming up with these whacked out religions and it doesn't even have to be a religion, it just has be a sincerely held belief. 00:28:12.433 --> 00:28:23.657 Well, I sincerely, sincerely believe some people are fucked up in the brain and I'm not gonna, I don't need to accommodate their, their situation well, a reasonable accommodation, right. 00:28:23.698 --> 00:28:25.951 So like what's reasonable and I think that's. 00:28:25.951 --> 00:28:30.049 I mean it's broad, but it's kind of broad for a reason yeah, it is. 00:28:30.250 --> 00:28:38.313 It is like if you're required to come to work on the weekends and then you say, hey, I, you know, I practice a religion. 00:28:38.313 --> 00:28:39.154 I can't do that. 00:28:39.154 --> 00:28:51.272 Well, like this job, the requirement of this job is to be here, like you know, like accommodations have to be reasonable to the function of the company. 00:28:51.272 --> 00:28:54.298 So I think, like that's another thing. 00:28:54.298 --> 00:29:01.155 I think a lot of people who don't understand HR get their panties in a wad because they say things like DEI, hire. 00:29:01.155 --> 00:29:05.792 Don't say that that's a weird thing to say. 00:29:05.792 --> 00:29:19.229 But then they'll say things like I mean, I literally have been consuming so much social media over the past few days and I will literally see people defining DEI and I'm not exaggerating when I say this, this is like a direct quote. 00:29:19.229 --> 00:29:28.517 People will be like, oh, dei is literally hiring someone who is qualified over someone who is qualified because of the color of their skin. 00:29:28.517 --> 00:29:31.951 And I'm like where are you fucking learning this? 00:29:31.951 --> 00:29:34.751 And at the same time I'm like they're learning from social media. 00:29:35.496 --> 00:29:39.410 But that's the thing, and it's like what side of social media are you learning this from? 00:29:39.410 --> 00:29:43.028 Because it's not in the crevices that I go to like not what I'm learning. 00:29:43.489 --> 00:29:44.731 Your algo is not. 00:29:44.731 --> 00:29:47.438 Yeah, it's not where my algorithm's going. 00:29:47.438 --> 00:29:55.459 But at the same time, it's like people don't understand that DEI really, and we could talk about the DEI thing next. 00:29:55.459 --> 00:29:59.855 Yeah, these illegal DEI practices which, again, are very broadly termed. 00:29:59.855 --> 00:30:01.344 What does that even effing mean? 00:30:01.344 --> 00:30:14.080 But people think DEI means color of skin, when DEI is like a broad umbrella of a lot of things. 00:30:14.080 --> 00:30:22.012 It could be your race, it could be your gender, it could be your sexuality, it could be the fact that you're over 40. 00:30:22.012 --> 00:30:25.566 It could be the fact that you're a veteran, it can be. 00:30:25.566 --> 00:30:41.578 I mean like literally everyone checks one of those boxes and it's just one of those things where it's like you don't know it, but you've probably benefited from either DEI, education, dei stuff and people. 00:30:41.578 --> 00:30:51.932 Again, ignorance is a choice, but like they just don't choose to Google anything other than what they're being fed, so it's incorrect information. 00:30:52.755 --> 00:30:53.717 But at the same time. 00:30:53.757 --> 00:31:02.653 I'm just sitting here like empathy, managing to different personality, like managing to different these are all things that are under that DEI umbrella. 00:31:02.653 --> 00:31:03.996 So what now? 00:31:03.996 --> 00:31:15.007 Is situational leadership going to be a legal DEI because it's telling you that you need to manage, you need to change your management style to where the person is? 00:31:15.007 --> 00:31:18.271 Is that now going to be illegal DEI? 00:31:18.271 --> 00:31:22.900 It's such a broad term and it's so foolish. 00:31:24.266 --> 00:31:27.152 It is, and there's two sides of this one too. 00:31:27.152 --> 00:31:43.925 So you have I've said any number of times before you had all these shyster companies and some government agencies got caught up in this, these really bad DEI programs that you know, if you're a white male, you sit in the back of the room and you're not allowed to ask questions or anything. 00:31:43.925 --> 00:31:44.728 There's been things like that. 00:31:44.748 --> 00:31:46.010 That's not inclusive. 00:31:46.030 --> 00:31:47.756 Yeah, and and hell. 00:31:47.756 --> 00:31:50.109 Look at that guy from the Phillies game, or not? 00:31:50.109 --> 00:31:51.614 The Phillies, the Eagles game. 00:31:51.614 --> 00:31:52.436 He's a DEI. 00:31:52.436 --> 00:31:55.984 You know, all these companies bought into these shysty DEI programs. 00:31:56.105 --> 00:31:56.487 I'm sorry. 00:31:56.487 --> 00:31:57.672 Go back to what you were saying. 00:31:57.672 --> 00:31:59.673 Did you say he was a DEI professional? 00:32:00.325 --> 00:32:03.532 Yeah, the guy from the Eagles game that we talked about two weeks ago or so. 00:32:03.532 --> 00:32:05.986 He was a DEI. 00:32:05.986 --> 00:32:07.909 He worked for a DEI consulting firm. 00:32:07.909 --> 00:32:09.471 Worked past tense. 00:32:10.173 --> 00:32:17.011 This might be the old-fashioned talking, but thank God for the internet, thank God for the internet. 00:32:17.011 --> 00:32:25.595 I love my favorite pastime the past few weeks is watching people just get burned for the stupid shit they say on the internet. 00:32:25.595 --> 00:32:29.868 Because the internet, ladies and gentlemen, is forever. 00:32:30.569 --> 00:32:31.810 Oh yeah, things have evolved. 00:32:31.810 --> 00:32:38.000 I know for a fact the things I was saying in the 80s and 90s would not fly at all today. 00:32:38.000 --> 00:32:42.746 You know 80s, 90s, everything was gay people and we're not. 00:32:42.746 --> 00:32:45.670 You know, it didn't matter If you didn't like something, it was gay. 00:32:45.670 --> 00:32:46.432 I don't want to do that. 00:32:46.432 --> 00:32:46.994 Oh, that's gay. 00:32:46.994 --> 00:32:47.625 I'm not going to do that. 00:32:47.665 --> 00:32:56.648 Or on the other side of it, straight, like oh, that's straight, like that was the opposite, and it was like, yeah, I totally get it. 00:32:56.648 --> 00:32:58.231 Like, oh, that's so gay, oh, that's straight. 00:32:58.231 --> 00:33:04.009 Like it doesn't age well, and it was slang that was used it. 00:33:04.171 --> 00:33:06.895 We used the r word, the, the dreaded r word. 00:33:06.895 --> 00:33:09.346 All everybody was, I'll say it retarded. 00:33:09.346 --> 00:33:10.007 That's retarded. 00:33:10.007 --> 00:33:11.590 If it wasn't gay, it was retarded. 00:33:12.352 --> 00:33:28.496 But you know, anyways, we're going way off topic, but I will say there's a point to that though, because like, yes, we hear these things, we learn from these things and we don't do those things once we learn them right, yeah, exactly, and it's not like a personal affront for me. 00:33:28.496 --> 00:33:36.578 For some people it might be, but if someone just like corrects you saying like, hey, that's offensive or hey, you should consider a different word. 00:33:36.578 --> 00:33:37.025 And then you adjust. 00:33:37.025 --> 00:33:43.334 And we were talking about how we're doing those extra, those episodes of, like the office rewatches. 00:33:43.734 --> 00:33:44.135 Oh yes. 00:33:44.846 --> 00:33:49.309 And next week we're going to be doing or not next week, but the following week. 00:33:49.330 --> 00:33:50.032 We're recording next week. 00:33:50.865 --> 00:33:52.105 Yeah, we're recording the following week. 00:33:52.105 --> 00:33:52.666 We're recording next week. 00:33:52.666 --> 00:33:53.468 Yeah, we're recording the following week. 00:33:53.468 --> 00:33:53.867 We're going to be. 00:33:53.867 --> 00:33:54.249 Oh yeah, I forget. 00:33:54.249 --> 00:33:55.569 We'll talk about our schedule afterward. 00:33:55.569 --> 00:34:06.201 Yeah, that's production, but we're talking about the second episode, which is Diversity Day, and I'm laughing because you know that was aired what? 00:34:06.201 --> 00:34:07.521 20 years ago or something. 00:34:07.521 --> 00:34:10.447 Yeah, and I mean even the stuff in there. 00:34:10.447 --> 00:34:23.460 I don't think I told you this when we chatted last time, but if you watch it on, if you watch the Office on Comedy Central, they go from the first episode, they skip Diversity Day and go to the third episode. 00:34:23.460 --> 00:34:29.985 Yes, I noticed that like a weekend or so ago and I was like, did they just skip Diversity Day Because there's? 00:34:30.025 --> 00:34:46.599 some stuff in there that's like not great but at the same time like it's kind of like the archie bunker of it like they're kind of facing things straight on and there's, in the way they were, some value to that. 00:34:47.041 --> 00:34:54.349 Yeah, in fact, okay, the, the thing that comedy central changed and we're going down another rabbit hole. 00:34:54.349 --> 00:35:16.606 You know when he's in trouble with Phyllis and the only thing I'm worried about is getting a boner and but they, that scene, that scene is cut out on anyways, we'll get to. 00:35:16.606 --> 00:35:18.190 We'll get to those episodes later. 00:35:18.190 --> 00:35:23.867 But the de trying to wrangle the cats in here on the add brains we have. 00:35:23.867 --> 00:35:35.900 But so the, the executive order, which is unfathomable because you read it, and we're going to get rid of these illegal DEI programs. 00:35:35.900 --> 00:35:38.070 Okay, and I can understand. 00:35:38.070 --> 00:35:50.768 Yeah, it's probably going to get rid of the shitey illegal ones that are just flash in a pan and some government agencies got caught up in buying these as well. 00:35:50.768 --> 00:35:53.514 So that, amen, amen, I'm all for. 00:35:53.514 --> 00:36:00.293 But the dei is so misunderstood and I shared an article with you from last year. 00:36:00.293 --> 00:36:03.969 You know I'm a I'm a little bit of a fan boy of mark cuban. 00:36:03.969 --> 00:36:10.230 I I love what he's trying to do in the, the drug industry and the medical industry as well. 00:36:10.230 --> 00:36:18.195 I'm not a basketball fan, a professional definitely, and I haven't watched college games in I don't know how long, but I really like what he's doing there. 00:36:18.195 --> 00:36:21.775 But he put on Twitter or X or whatever you want to call it. 00:36:21.775 --> 00:36:35.393 Now he was like yeah, di only comes into play and I'm paraphrasing him when I have two equal candidates, then I'm probably going to give the nod to the minority or the protected class person, whatever it is that he said. 00:36:35.393 --> 00:36:43.117 And it's so funny because the chairman of the EEOC replied to them and said well, actually, mark, that's illegal. 00:36:43.117 --> 00:36:45.969 You're giving preference based on race, which is illegal. 00:36:45.969 --> 00:36:56.175 So, and and okay, I'm a fan I've admitted I'm a fan boy, so maybe I'm giving him a pass on this, but I think so many people think that's what DEI is. 00:36:56.175 --> 00:36:59.876 Let's do this, because, no, you're not doing it. 00:36:59.876 --> 00:37:05.197 You're making the playing field level so everybody can have that equal shot. 00:37:05.197 --> 00:37:11.257 And if that equal shot means it's going to an old white guy like me, then that's how the cookie crumbles. 00:37:12.289 --> 00:37:20.365 But the playing field was open for anybody and everybody and it wasn't a rigged game, and that's what you're trying to do with your DEI. 00:37:20.365 --> 00:37:28.746 And maybe you are trying to focus on hey, we do need to get more fill-in-the-blank, underrepresented group in there. 00:37:28.746 --> 00:37:30.469 So you do that at your recruiting thing. 00:37:30.469 --> 00:37:46.030 We're going to advertise in these forums and these websites and things like that that tend to track more fill-in-the-blank demographic that you're looking for and we're going to do more outreach for this type of group that were underrepresented. 00:37:46.030 --> 00:37:47.253 There's nothing wrong with that. 00:37:47.253 --> 00:37:47.916 You're reaching out. 00:37:47.916 --> 00:37:49.266 You'll get more applicants. 00:37:49.266 --> 00:38:07.306 They're going to have to go to the same rigmarole that everybody else goes through and, as long as the laying field is fair, yeah, you got more applicants of this protected class than you, probably not more than the non-protected classes, but you had more than you would have if you didn't do those outreach programs and things like that. 00:38:07.326 --> 00:38:11.630 So that's really what DEI is really misunderstood with. 00:38:11.630 --> 00:38:20.157 Getting rid of it I'm not a fan of because, once again, sometimes you don't know or you don't. 00:38:20.157 --> 00:38:24.882