Bigotry is Everywhere: The Unspoken in Diversity and Inclusion

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What's working on purpose anyway? Each
week we ponder the answer to this question.

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People ache for meaning and purpose at
work, to contribute their talents passionately

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and know their lives really matter.
They crave being part of an organization that

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inspires them and helps them grow into
realizing their highest potential. Business can be

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such a force for good in the
world, elevating humanity. In our program,

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we provide guidance and inspiration to help
usher in this world we all want

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working on purpose. Now. Here
is your host, doctor Elise Cortez.

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Hi right, Welcome back to the
Working and Purpose Program. Thanks your triunity

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again this week I'm your host,
doctor Earlie's Cortez. Join your life from

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Dallas, which is home based for
me. If you don't know me yet,

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I'm a manage a consultant specializing and
meaning and purpose, organizational logotherapist,

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inspirational speaker, social scientist, and
author. You can learn more about me

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and how we can work together at
Elis Cortez dot com or Gusto Dashnow dot

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com. Let me thank my partner
and sponsor Work Proud. We are a

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perfect collaboration. Everyone wants to know
they matter and at the work that they

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do is meaningful and appreciated. Work
Proud is a mobile platform built to encourage

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employees to share stories and recognize each
other's contribution. Work Proud empowers HR and

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business leaders to help create company cultures
where all employees are inspired to feel proud

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of their work and proud of their
company. Learn more at workproud dot com.

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With us today is Scott Warwick,
an employment law attorney, an HR

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professional whose unique background helps organizations to
build morale and avoid lawsuits. Is the

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author of Tolerance and Diversity for White
Guys and Other Human Beings, Living to

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Five Skills of Tolerance. We'll be
talking about his approach to working with companies

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on D and I initiatives, the
five skills of tolerance he teaches in his

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seminars, and some of the examples
of one lack of tolerance for diversity manifest

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and things going Awry. You jointed
to day from Reynoldsburg, Ohio. Scott,

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welcome to Working on Purpose and nuts. Can you hear me all right?

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Absolutely beautifully, Thanks so much,
Thanks for having me. You're so

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welcome. You're so welcome. Listener
or viewers. You can't see Scott in

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this episode, but that's that's okay. You'll be able to catch his audio

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in this, so we wanted to
make sure and bring him to the show,

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even though we can't actually see him
on his camera. So no worries,

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Scott, You're coming through loud and
clear, perfect. So to kick

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us off, we can't show you
in here. But you really are not

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the typical guy or gal conducting your
tolerance You're in your basic tolerance program.

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You, as you like to describe
yourself, are a white angle Saxon Protestant,

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straight male who conducts this training.
So what's that like? Oh,

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that's a real interesting thing. I
mean, I'll tell you it's funny.

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If you really want to see who
values a topic, just looking around and

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see who goes to the conventions.
And usually when I go to a convention,

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and my purpose for all the stuff
is a little different than a lot

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of people. But I'm an employment
attorney and I'm an HR guy. But

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when I go, I am one
of a handful of white people there,

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one of an even fewer amount of
white guys. And as I talk to

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people more and more and more,
it's interesting because most people think that I'm

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gay, because well, why else
would you be interested in diversity intolerance,

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and I'm like, you gotta be
kidding me, right, I mean,

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this is something for all humans,
and that's what we've got to start really

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focusing on, is that we're all
humans. That's what my focus is.

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And I am usually one of the
very few speakers that happens to be a

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white male, and I think it's
because the way this message is presented by

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some of the quote quote diversity experts
is the message completely gets lost when we're

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trying to translate this into business,
and I think that's what we got to

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work on to change. We're going
to dig into some of this experience and

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how it manifests for all of us. Before we get into that, you

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say a lot of things very provocative
in your book. And by the way,

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as I told you before we got
I loved your book. I read

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the books cover to cover. That's
part of my own training process. It's

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funny, it's engaging, and you
bring to light a lot of issues from

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a vantage point that I think,
from what I know of D and I

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are really missing. And to that
end, one of the things I thought

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was was was very interesting that you
say in your book is that much of

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what traditional diversity programs teach is wrong
and sometimes actually illegal. What do you

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mean? Oh, yes, Well, a couple of things, two big,

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big points here. First of all, I have never been to a

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diversity conference where some speaker somewhere didn't
engage in good old fashioned white bashing.

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Now, I will be the first
to say, absolutely, there's a lot

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of blame to go around for white
males and everything. But if you want

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to win your CEO over, don't
sit up there and say how evil white

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males are. I mean that,
you just it's not how you're going to

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win your and so over. The
other thing is tolerance versus acceptance. Now,

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this is a really interesting thing because
I do battle a lot. I

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eat a lot of dinners alone when
I go to diversity conferences because some of

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the most Oh my gosh, if
you just disagree with some of these folks,

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they treat you like you just told
them their kid was ugly. There's

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no disagreement, it's so here's my
point. I had an Amish company up

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in Holmes County, Ohio, which
Holmes County, Ohio is full of Amish,

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and it is the number one tourist
county in all of Ohio. More

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than Saar Point, more than the
Reds or anything. And it's really interesting

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because I go up there and this. You've probably seen these shows where somebody

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is breaking away from the Amish.
Oh yeah, I haven't seen it,

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but okay, it sounds interesting.
They're on like some of these cable network

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shows. But they had this young
girl twenty twenty one years old, and

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she really broke away from the Amish, really broke away. She turned Satanist.

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Now this is gonna be fun.
It's like a money python routine.

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So she dyes her hair jet black, paints her fingernails black black lipstick,

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and I am quite sure she went
on to Amazon and ordered her Satanist Bible

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and jewelry, because I don't think
there's any place in Holmes Holmes County where

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you can go by a Satanist Bible. And then she goes to work and

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just picture all of these older Amish
ladies with the bonnets and everything. They

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are treating her like dirt, shunning
her. Just terrible. So I get

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a call from the owner. I
go up and I use what I call

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my EPR skills, empathic listening,
parroting and rewards. That's how I resolve

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conflicts. So I sit back,
I slowed down the way I talk,

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and I said, well, tell
me what's happening. That's empathic listening.

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And understand, I'm a sixty year
old white Anglo Saxon Protestant, straight male.

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I'm talking to all females, all
Amish, and right away that tells

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me none of them have an education
above the eighth grade. Most don't even

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go that far because that's just their
culture. Nothing wrong with it, but

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that's just what it is. Oh. And they start telling me this woman

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has gone Satanist and we're a Christian
company and these you know, God has

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blessed us with a very successful company, and he is not going to bless

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us anymore. She has to go. She can't work here anymore. Okay.

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So now I've been listening and I'm
like, okay, so I gotta

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pat it back, make sure I
heard it right. We don't move on

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until they agree I got it.
So I say, okay, let me

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make sure got this. You're a
Christian company. You you you're very very

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devout Christians, and this woman,
now that she's Satanist working here, it's

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going to destroy your company. And
they said, right, absolutely, Okay,

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now here's where we differ when it
comes to a lot of diversity folks.

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In my opinion, they have a
right to their opinion. I have

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no right, or a legal right
at all either to tell them what to

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believe. I can't. And here's
the rub I can't tell them to be

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accepting of a Satanist. But every
diversity conference that I've ever been to,

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and probably been to thirty of them
across the last twenty years, I mean,

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I'm really into this and that's wrong. And I'll tell you you got

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a legal issue. You sit down, you start telling somebody they have to

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be accepting of somebody else's faith.
So here's what I do. I give

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them a reward because they're humans.
They have a right to their opinion.

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And I would say, I see
what you're saying. I understand what you're

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telling me, But what about this. First of all, Satanism is a

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protected class. Do you realize that
she can sue this company? And since

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you are in Ohio where we have
personal liability, do you know she can

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sue you personally and take your house? Oh? Oh yeah. And they

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say, oh, well that's not
a religion. I said, oh yes,

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it is. Actually there are two
hundred and twenty seven official religions in

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the United States, and so that's
fine. But the other thing is,

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she has a right to be who
she is. You have a right to

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be who you are. You have
to be tolerant. Now here's the big

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difference. I have every legal right
and a legal duty to tell employees how

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to behave both on and off the
job. So I'm telling them you have

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to be tolerant, which means you
are not going to persecute her, you

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are not going to bully her,
or I'll tell you you're not going to

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work here anymore. I've already talked
to the owner. I want to help

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you because if you keep doing what
you're doing, you're gonna have to explain

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to your family why you just had
to spend fifty to seventy thousand dollars on

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an attorney to defend yourself, and
you'll lose. And it was funny because

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they say, well, but she's
going to hell. She's going to burn

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in hell, and I said,
well, that's kind of the goal,

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right, that's what she shoulding for. Pray for her. And it was

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really interesting because as soon as they
stopped picking on her, she got bored

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and left. Yeah, yeah,
wanted to spotlight okay, ooh yeah,

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I don't know if she's a Satanist
anymore. She might be something else,

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but she moved away from Holmes County. And but you see, that's the

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big difference is we tell people to
be accepting and think in our workplaces today

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with diversity. Are you gonna go
tell a staunch Trump supporter who just bought

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his Trump twenty twenty four flag,
which I see all over Ohio, that

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he has to be accepting of the
Biden night that he's sitting next to at

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work. No, you believe what
you want to believe. But we're going

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to be emotionally intelligent and we are
not going to bully anybody, because this

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is the big picture. It's got
to be safe for everybody to come to

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work. It's got to be safe
to be white, it's got to be

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safe to be black, it's got
to be safe to be gay, and

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you are making it unsafe for somebody
else. That's trust and that's tolerance.

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Is okay. So the big distinctions
you're making making here for our listeners and

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viewers is that rather than saying you
have to accept something somebody else who's different

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from you. You're saying you need
to tolerate them and respect them in the

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process. Is that fair? Go, yeah, I'm not going to bully

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them, absolutely, okay, okay, disrespect yeah, okay. So let's

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keep going here because I want to
pack as much as we possibly can into

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this conversation because there's a lot you
bring out in your book here. So

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one of the things that I want
to bring to the fore here is what

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you what you talk about in terms
of bigotry. And this is really really

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important, I think for this conversation. So you have a definition in your

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book that's very succinct of what a
big it is, and this is so

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important listeners and viewers listen to this
definition. A bigot is a person who

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is intolerant of opinions, lifestyles,
or identities that are different from his or

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her own. Simple keyword intolerant.
So I think that's really important, Scott.

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So, is there more we need
to understand about this of bigotry beyond

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the fact that Franklin probably all are
bigots at some level? There you go,

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And that's exactly what I want to
get through here, because every train

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First of all, Forbes Magazine tells
us most training and most strategic goals are

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not met because we make them too
complicated, so very simple. Your goal

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every day to come into work is
to make it safe for somebody else.

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And when I coach somebody and they're
in trouble, I will always ask them,

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did you make it safe for that
other person? Now. I run

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into people who don't mind being called
emotional children, and I run into people

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who are actually kind of proud that
they're called a bully. But I have

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never run into anything anybody who is
who wanted to be called a bigot.

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And I live in Ohio, which
means we rank eighth in the number of

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states with the most hate groups.
Wow, yeah, oh yeah, we

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got more in Alabama. We're trying
to catch Texas, but we're trying.

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Yeah. So just you know,
playing on air. So I've even had

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skinheads in my audiences, and I'll
sit there and say, are you intolerant

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of other people? And I'll tell
you when you get down to it,

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nobody wants to be called a bigot. And I'll tell you here's one of

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those things. Is the far far, far, far right can go one

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hundred and eighty degrees around the world. And the far far far far left

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can go all the way around one
hundred eighty degrees. If you are such

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a radical to the right or the
left, you actually go one hundred and

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eighty degrees each way, and you
meet each other, you're the same thing.

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So so bigotry. You've got to
have your programs self regulating. You

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got to have people who want this
type of environment. And I'll tell you

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when I sit down and I have
people Google and I've stacked the deck.

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It was a couple hours of insomnia
one night and I checked with every dictionary

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online. They all say the same
thing. If somebody is intolerant of other

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people's opinions, they're a bigot.
Now, think about the battles we're having

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in our workplaces right now between the
far far left and the far far right.

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I'll tell you, really want to
tick off somebody from the far far

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left is tell them they're a bigot. Well, no, I'm not a

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bigot. Well wait a minute.
You're persecuting this person. You're picking on

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them because they're different. You let
them believe what you want to believe,

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because honestly, yelling and screaming at
somebody and attacking them is only going to

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bolster their opinion. So, oh
yeah, And I'll tell you I'm going

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through this with four or five companies
right now. The executive teams are going

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through a whole bunch of training,
weekly trainings. Then the employees are going

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to go through it, and we're
gonna make it very clear. If you

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are intolerant of somebody else's beliefs and
you are going to bully them, you're

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not making it safe. That's a
bigot. And I'll tell you right now,

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try to find another job when you've
been fired for being a bigot.

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Yeah wow, Okay, So let's
let our listeners and viewers chew them.

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When we've actually introduced here, we'll
grab our first break. I'm Elise Cortez,

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her host. We've been in the
air of Scott Warwick, an employment

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law attorney, anach our professional whose
unique background helps organizations to build morale and

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avoid lawsuits. We've been talking a
bit about his approach to and really surfacing

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what DNA is. After the break, we're going to get into his specific

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approach we're working with organizations and learn
the five skills he teaches for tolerance state

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with us. We'll be right back. Doctor Release Cortez is a management consultant

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specializing in meaning and purpose and inspirational
speaker and author. She helps companies visioneer

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for greater purpose among stakeholders and develop
purpose inspired leadership and meaning infused cultures that

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elevate fulfillment, performance, and commitment
within the workforce. To learn more or

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to invite a Lease to speak to
your organization, please visit her at a

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Lease Cortez dot com. Let's talk
about how to get your employees working on

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purpose. This is working on Purpose
with doctor Elise Cortez. To reach our

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program today or open a conversation with
Elise, send an email to Elise ali

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se at Elise Cortez dot com.
Now back to working on purpose if you're

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just joining their program. My guest
is Scott Warwick, an employment law attorney

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an HR professional whose unique background helps
organizations to build morale and avoid lawsuits.

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He's the author of Tolerance and Diversity
for White Guys and Other human beings,

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Living the Five Skills of Tolerance.
You judge today from Reynoldsburg, Ohio.

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I'm your host, doctor Elise Cortez. So for this segment, Scott,

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let's do this. Let's first situate
your approach to working with clients. And

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then I want you to be able
to teach us your skills. So you

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say the book that you never ever
try to convince your clients to adopt a

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new DNI program because having more minorities
will help their business or anything like that.

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So what approach do you take?
Okay, yeah, now here comes

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and again I'm an employment attorney and
a business guy. Okay, I'm an

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HR guy. And one thing I've
dealt with a lot of CFOs, ceoos

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and whatevers, and I'll tell you
they you gotta look at the world through

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the eyes of the CEO. First
of all, their goal most CEOs is

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to make money. That's why they're
there. And if you're with a nonprofit,

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it's to accomplish your strategic goals.
And so they report either quarterly or

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monthly to abort of directors. So
it's all well and good, and I

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go to all these conferences and it's
like how to get your CEO to buy

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in and all these other what's your
wonderful topics? I never do that.

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I sit down with them and I
say, what are you dealing with right

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now? What are you dealing with
right now? Because CEOs executive teams want

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to deal with their problems right now. And here's where I stack the deck.

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If you are dealing with the human
animal, the most fickle, the

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most emotional, the most dangerous animal
on the planet, I got it because

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I've never met a CEO that wasn't
dealing with people who are attacking each other,

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that's fight or flight. That they
are passive aggressives. And and I'll

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tell you it. Forbes magazine says
that the number one reason most organizations,

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and I mean most organizations, in
a good year, only thirty three percent

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of all the organizations in America hit
their strategic goals only thirty three percent,

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and a bad year four percent.
And the number one yeah, number one

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reason wasn't because it didn't set good
goals. But the number one reason is

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people just won't do it. This
one't do it. And I always love

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this because I'll have some engineer or
a president or an accountant or somebody say

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well, we'll just make them do
it. I'm like, oh, yeah,

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right, I don't work okay,
So so I asked them what they're

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dealing with and I got this very
typical story. I'm sitting down having the

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CFO, the COO, and the
CEO, all the o's are there,

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and they're all talking about all the
problems. And I said, well,

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yeah, it sounds like you got
you know, these persons doing this.

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This person's doing that. The Republicans
are tearing the buttons off of the Democrats

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and vice versa. And I said, okay, you got a bunch of

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children. And they look at each
other and they're like, yeah, they're

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acting like a bunch of kids.
I said, yeah, I said,

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you've got a diversity problem. I
always hear the same thing. Oh no,

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you don't understand. It's a bunch
of white guys. And I said,

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well, okay, what when you
have diversity? Some you can see

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and some you cannot see. I
can see people's color, I can see

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maybe their gender or something like this. But just because you can't see the

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difference between people doesn't mean that you
don't have them ready to kill each other

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as our emotions. And you gotta
remember too, we're walking around you and

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me. We're all cave people,
cavemen and women. We are hardwired.

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Our DNA has not evolved in five
thousand years. And the creationists and the

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evolutionists both agree on that. So
that means you and I are still walking

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around running from savor through tigers.
So if they're dealing with humans, they're

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dealing with diversity issues and they probably
don't know it. And the bottom line

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is tolerance. So I start walking
them through what a tolerance program is and

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what is that. That's what we've
been talking about, and those are like

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the five skills that we look at
here. And so is it safe to

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be different? Which means is it
safe to be black? Is it safe

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to be Jewish? Is it?
But is it safe to disagree? And

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I got all these different stories that
I had to choose. I put NASA

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in the book because that's what I've
been waiting on. NASA Blue two space

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shuttles out of the air because of
a tolerance problem. And I got a

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wonderful treat a few years ago where
I got to meet the woman who's spearheaded

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the change at NASA. She's a
wonderful person, fantastic, and she recognized

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right away, Yeah, we got
a bunch of white leaders, but they're

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children. If you disagreed with the
brass at NASA over challenger and told them

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what was wrong, they fired you. Now think about that it's not safe.

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That's tolerance. I am going to
pick on someone because they're different,

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because they disagreed with me. That's
a bigot. And then we fired all

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these great engineers with Challenger. Here
comes Colombia. Okay, let me ask

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you. You just saw corporate capital
punishment get committed on all of these brilliant

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engineers from Challenger. How many engineers
you think are going to speak up for

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Columbia? Too many? And so
guess what whole new change? And she

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I'll tell you A NASA turned itself
around. They completely reorganize the place.

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It is now safe to talk at
NASA. And I have friends working at

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NASA, and I'll ask. And
we got a astro got a NASA location

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up here in Cleveland, the John
Glenn location, And they said it is

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like night and day coming into I
come walking in on the balls of my

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feet. Now, I don't care
if you're white, black, whatever.

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We got to start thinking of each
other as humans, human beings. We

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got to treat each other that way. So for the listeners and viewers who

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have not read your book yet or
don't know what you talk about here,

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So what you're saying in the book
here is that engineers came to NASA in

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both occasions and reported problems with the
shuttles, and they were ignored and in

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some cases fired. So that's that
the the you know, that that ability

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not to be able to not to
be able to disagree or to bring up,

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you know, problematic troubles to think
they want to hear about. Okay,

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so sorry, let me say that
Againstcott. So what I want to

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do here is I want to make
sure that our listeners and viewers understand why

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this NASA thing is so important.
So what you say in your book is

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you talk about how in both instances, engineers are other people came to NASA

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and reported that these problems, that
these were so problematic that that we might

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not even be able to bring a
shuttle back, and both instances they were

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ignored or outright fired or various consequences. So that's what you're talking about,

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making it unsafe to disagree. So
what are the consequences of that? We

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actually killed or lost fourteen astronauts.
So this is the price for intolerance.

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So want to make sure we bring
this home for our listeners and viewers so

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they understand what we're talking about here. So now if we can. Let's

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share those five skills that you teach. Please, yes, absolutely. Number

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one is always develop your emotional intelligence. And I will tell you that's always

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first, because that's the hardest thing
you'll ever do. Medical school is a

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piece of cake compared to controlling yourself. And I will tell you just giving

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an idea emotional intelligence. We have
two wrong site surgeries in this country every

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month. That means some doctor is
going to cut into or off the wrong

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limb, something like this, the
wrong foot, the wrong hand, and

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just think about the emotionally intelligence.
You've got a whole suite full of licensed

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people by the state, nurses,
anesthissists, X ray texts. They all

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have to agree that you're cutting into
the wrong the right part. Well,

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how could this happen? Does nobody
know they're left from their right? Let

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me tell you. Are you going
to speak up and disagree with God?

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Being the doctor? Being the doctor? And I have a couple of clients

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their hospitals doctors have lost their licenses
and had to go to another state,

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and the reason being they got too
big for their riches. Control your emotions

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and ego, and if you can
do that, then we can move to

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the second one, which is overcome
your subconscious brain and resolve conflict. And

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that's the EPR skills we all,
you and I, everybody on this planet.

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The way our brain is wired is
to store things into our subconscious and

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I love this because in class I
go through a whole exercise to prove to

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people that they have a subconscious or
one thing we do. But one of

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the best questions is, let me
just ask you, doctor Cortez, have

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you ever slept in the fetal position? Yes? Where'd you get that idea?

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I'm kind of creepy. Maybe the
womb. I don't know my ancestors,

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not sure. Yeah, it's kind
of creepy if you think about it.

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You see, we don't really have
any conscious memories before the age of

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three because our hippocampus, our short
term memory transmitter, hasn't grown in yet,

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so it's very neurological. You don't
have a conscious memory, so everything,

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your accent, everything from like minus
nine months to age of three goes

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into your subconscious. If you and
I were raised in a South Pacific island

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where cannibalism was the norm, you
and I would think that's common sense.

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So think what part of the country
you're raising part of the world. So

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you've got to over realize. And
there's a great test out there from Harvard,

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the IAT. It's free online.
I post on my website there's a

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hot link. Before I teach implicit
bias, I make people take the IAT

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test so they see how much bigger
tree they got coming in. And then

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we teach them how to overcome it, which is to rewire your brain by

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building familiarity. And we talk about
neurogenesis and neuroplasticity. It's all very neurological

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as to how you understand and change
your brain. Then we've got to be

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able to identify bullying when we see
it and stop it, and there's a

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whole section on that. Then we've
got to understand real differences and stereotypes.

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These have a tremendous impact on our
subconscious. Give you a really good example

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when three hundred years ago slaves were
brought to the United States, that were

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brought all over the world, and
the way they were treated was just terrible.

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I mean no, I don't.
I don't think any decent person could

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possibly agree that that is not true. So how do you in your mind,

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you know, how do you rationalize
that you're going to beat somebody or

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you're going to make them work all
day in the fields. Well, you

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make up myths like black people don't
feel pain like we do. Their nerve

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endings don't work like ours does,
their skin is thicker. Now we all

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today know that's a myth, But
what if you're told that from a young

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age to this day. As a
August of twenty twenty and twenty nineteen,

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I believe it was JAMA Journal of
American Medical Association said that it's a major

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problem in the major in the medical
community that blacks are routinely under medicated for

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pain regularly. So we see if
we don't understand those real differences, and

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there are real differences between us,
I mean things like this, we need

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to not just chastise somebody because you
recognize that, you know, more blacks

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play in the NBA than do white
players. Actually seventy eight percent of all

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the players in the NBA are black. But if you mention that somebody will

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attack you, and it's like that's
true, that here's the stereotype too.

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The stereotype is where I come back
and say, oh, like like Chris

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Rock kind of show everybody hates Chris, And one of the episodes is where

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everything's he can play basketball because he's
black. He's terrible, he's awful.

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Okay, when I look at somebody
and I say, oh, here's the

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real difference across maybe three hundred million
Americans. Like women out buy shoes and

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like fifty times to what men do. But then I come up to doctor

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Cortez and I say, oh,
you're a woman, you must love shoes.

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Well, I gotta get to know
you. So there's myths and stereotypes

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and real differences. And then finally, and I think the fifth one might

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be the most difficult of all.
Do not be an enabler. And I

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get a lot of these two from
the eoc's new guidelines for harassment training.

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All this fits perfectly into that.
So you're going to do your harassment training,

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I suggest you look or if somebody
wants to shoot me an email Scott

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at scottwork dot com. I'll shoot
him. The new regulations or the new

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guidelines is what they gotta have in
there. This all lines up bystander intervention.

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Fifty seven percent of the time,
bullying will stop within ten seconds if

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a bystander inter seeds and I tell
you that is everybody's job in the organization.

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But people don't do that. They
will sit by. And here's a

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00:29:32.559 --> 00:29:37.920
great question, will will you sit
by and watch someone die if you might

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00:29:37.960 --> 00:29:42.599
get reprimanded at work? And in
the book, I talk about doctor Husel

406
00:29:44.519 --> 00:29:52.359
who overdosed twenty five patients on fetanol. Approximately two hundred micrograms of fettanol would

407
00:29:52.400 --> 00:30:00.039
probably kill a hardcore heroin user.
Where there's twenty five cases where he he

408
00:30:00.240 --> 00:30:06.960
administered or he prescribed five hundred to
two thousand micrograms to a human. Now

409
00:30:07.319 --> 00:30:11.039
that's a big debate now as to
why he did that, but it's still

410
00:30:11.119 --> 00:30:18.119
killing somebody. Pharmacists filled the prescription, nurse enabled him. So there you

411
00:30:18.240 --> 00:30:22.319
go. Yeah, wow, I
sure does. Okay, So let me

412
00:30:22.400 --> 00:30:26.559
quickly review those and then we'll catch
her next break and in some for examples,

413
00:30:26.640 --> 00:30:29.799
So listeners and viewers, those five
skills that Scott teaches, these are

414
00:30:29.839 --> 00:30:32.359
really important. He was giving us
examples as he would along. Number one

415
00:30:32.599 --> 00:30:37.839
is develop emotional intelligence. Number two, overcome your subconscious brain and resolve conflict.

416
00:30:37.279 --> 00:30:41.400
Number three, identify and stop bullying. Number four, understand real differences

417
00:30:41.519 --> 00:30:45.720
versus stereotypes, and number five don't
be an enabler, very actionable. So

418
00:30:45.839 --> 00:30:49.119
Scott, with that, let's go
on to our second final break. I'm

419
00:30:49.160 --> 00:30:52.000
Aliks cortezer host. We've been in
the air with Scott Warwick, an employment

420
00:30:52.079 --> 00:30:56.880
law attorney, an HR professional whose
unique background helps organizations to build morale and

421
00:30:56.960 --> 00:31:00.720
avoid lawsuits. We've been talking a
bit about his five skills and his approach

422
00:31:00.759 --> 00:31:03.839
to work with organizations. After the
rake, we're to get into some really

423
00:31:03.920 --> 00:31:10.279
interesting examples, real world examples of
what happens when tolerance is not available sets.

424
00:31:10.279 --> 00:31:15.640
We'll be right back. Doctor Release
Cortez is a management consultant specializing in

425
00:31:15.720 --> 00:31:21.359
meaning and purpose and inspirational speaker and
author. She helps companies visioneer for greater

426
00:31:21.480 --> 00:31:27.839
purpose among stakeholders and develop purpose inspired
leadership and meaning infused cultures that elevate fulfillment,

427
00:31:29.160 --> 00:31:33.160
performance, and commitment within the workforce. To learn more or to invite

428
00:31:33.160 --> 00:31:37.079
a lease to speak to your organization, please visit her at a lease Cortez

429
00:31:37.200 --> 00:31:41.319
dot com. Let's talk about how
to get your employees working on purpose.

430
00:31:48.519 --> 00:31:53.160
This is working on purpose with doctor
Release Cortez. To reach our program today

431
00:31:53.279 --> 00:32:00.279
or open a conversation with Elise,
send an email to Elise Alis at a

432
00:32:00.359 --> 00:32:08.680
least Cortez dot com. Now back
to working on purpose. Thank you for

433
00:32:08.720 --> 00:32:12.480
staying with us. Welcome back if
you're just joining us. My guest is

434
00:32:12.559 --> 00:32:15.000
Scott Warwick. He is the author
of Tolerance and University for White Guys and

435
00:32:15.079 --> 00:32:19.279
other human beings living the Five Skills
of Tolerance. He joined us a day

436
00:32:19.319 --> 00:32:22.839
from Reynoldsburg, Ohio. I'm your
host, doctor Lease Cortesse. So for

437
00:32:22.920 --> 00:32:24.480
this segment here, Scott, I
really want to bring it home so that

438
00:32:24.559 --> 00:32:29.440
we can paint it into what really
manifests in the world in terms of this

439
00:32:29.519 --> 00:32:31.359
stuff. So the first thing I
want to do here is if you would

440
00:32:31.440 --> 00:32:35.920
share the story that you have in
your book where you had done a program

441
00:32:36.000 --> 00:32:37.839
for a company and the leaders knew
year program and they called you and said,

442
00:32:37.880 --> 00:32:40.359
hey, we want you to come
to that for organization. But that's

443
00:32:40.440 --> 00:32:45.079
not what happened. Happened. Yeah, And here's the other thing, sort

444
00:32:45.079 --> 00:32:52.319
of been waiting on a lot of
diversity and experts push and now tell you

445
00:32:52.680 --> 00:32:57.960
large HR associations. When I go
to a lot of these conferences, I

446
00:32:58.160 --> 00:33:02.400
hear these types of ill we goal
plans. They're just playing illegal The United

447
00:33:02.400 --> 00:33:07.279
States Supreme Court has said that it's
illegal. Let me explain what's happening here.

448
00:33:07.599 --> 00:33:13.759
There's there's legal affirmative action plans and
illegal affirmative action plans. So I

449
00:33:13.880 --> 00:33:17.640
got a call from the High Department
of Commerce. Okay, and just nothing

450
00:33:17.680 --> 00:33:22.039
against them, it's just the state
agency. And they said, oh yeah,

451
00:33:22.079 --> 00:33:24.960
we saw your full day Leadership and
Tolerance program. We really want to

452
00:33:25.039 --> 00:33:28.759
hear a lot of our people are
excited. And I said, wonderful.

453
00:33:28.839 --> 00:33:31.759
This is so great. You are
literally fifteen minutes from my house, no

454
00:33:31.920 --> 00:33:35.920
airline, nothing, This is wonderful. So we got all set up.

455
00:33:35.960 --> 00:33:38.759
I designed the program, form a
full day program, send it over to

456
00:33:38.880 --> 00:33:45.000
them. Everything was set and then
I got a call from somebody in accounting

457
00:33:45.960 --> 00:33:49.680
and they said, well, we're
not going to be able to let you

458
00:33:49.880 --> 00:33:54.559
do the program because we have identified
this or we've targeted this as an MBE.

459
00:33:55.759 --> 00:34:00.920
And I said, okay, i'll
bite. What's an MBE and they

460
00:34:00.960 --> 00:34:06.680
said that is a minority business enterprise
and so what's that? They said,

461
00:34:06.680 --> 00:34:10.000
Well, fifteen percent of all the
state's contracts have to go to minorities,

462
00:34:10.480 --> 00:34:14.840
and since you're not a minority,
you are not eligible to bid on this

463
00:34:14.960 --> 00:34:16.320
contract. I said, no,
wait a minute, okay, no,

464
00:34:16.440 --> 00:34:20.039
wait, wait, wait a minute. Here, So you guys called me,

465
00:34:20.760 --> 00:34:24.559
Okay, they wanted me, they
wanted this program. And you're telling

466
00:34:24.599 --> 00:34:29.800
me that fifteen percent of all of
your programs have to go to someone because

467
00:34:29.800 --> 00:34:32.280
of their skin color. And she
said yes. I said, well that's

468
00:34:32.320 --> 00:34:35.719
illegal. And she goes, oh, no, it's not. And I

469
00:34:35.760 --> 00:34:37.280
said, oh, yes it is. She goes, well, since when

470
00:34:37.719 --> 00:34:43.639
we all since about nineteen seventy eight, I mean so, and more recently

471
00:34:43.760 --> 00:34:45.280
that's the Bocky decision I was talking
about. But more recently, in two

472
00:34:45.320 --> 00:34:52.760
thousand and three, the United States
Supreme Court smack University of Michigan's fingers because

473
00:34:52.079 --> 00:34:55.719
if you were going to apply at
University of Michigan, so on a scale

474
00:34:55.760 --> 00:34:59.960
of one to one hundred, if
you were a minority, if you were

475
00:35:00.119 --> 00:35:02.920
black, you got twenty extra points. Now think about this. What if

476
00:35:02.920 --> 00:35:07.280
you're running a one hundred meter dash
and you're back here at the start line

477
00:35:07.599 --> 00:35:13.760
and anybody has a twenty yard gain
on you. That that is not a

478
00:35:14.039 --> 00:35:19.079
factor, that is the determining factor. That is an illegal quota. Twenty

479
00:35:19.159 --> 00:35:22.480
percent went all the way to the
United States Supreme Court and that's exactly what

480
00:35:22.519 --> 00:35:25.239
they ruled. They said, Now
that is an illegal quota system. You

481
00:35:25.320 --> 00:35:30.960
are making race a major factor.
Now what is legal? Well, if

482
00:35:30.079 --> 00:35:35.960
all things being considered, everybody's all
even, you can give a point or

483
00:35:36.000 --> 00:35:39.800
two to someone because they're a minority, that's legal. But a fifteen percent

484
00:35:40.000 --> 00:35:45.599
quota program with a state of Ohio
is blatantly illegal. And that still is

485
00:35:45.679 --> 00:35:51.760
an operation today. And except for
in the construction industry, which when you

486
00:35:51.840 --> 00:35:54.119
know, my contract was like thirty
five hundred five thousand dollars for the day

487
00:35:54.239 --> 00:35:57.880
something like this, you're not going
to sew or something like that. But

488
00:35:57.960 --> 00:36:00.400
if you've got a seven hundred and
fifty million or two billion dollar road project,

489
00:36:00.880 --> 00:36:05.239
you'll sue on that. But now
right there, okay, if you

490
00:36:05.400 --> 00:36:10.480
have to wonder why Ohio is a
red state, there you go, because

491
00:36:10.519 --> 00:36:15.079
I know a lot of folks they
they have lost contracts, things like this

492
00:36:15.239 --> 00:36:21.920
have happened. It's blatantly illegal.
But you kind of see that is one

493
00:36:21.960 --> 00:36:24.960
of the problems we're running in today
and where people getting this idea. A

494
00:36:25.199 --> 00:36:30.840
lot of diversity quote quote experts are
professing this is what you have to do

495
00:36:30.119 --> 00:36:34.159
to make up for the inequities of
the past. Well, I will tell

496
00:36:34.159 --> 00:36:37.920
you. I have this phrase that
I like. It's called boomerang bigotry.

497
00:36:37.760 --> 00:36:43.639
And I'll tell you if if I
am a guy that's got a little electrical

498
00:36:43.719 --> 00:36:49.920
business and I had a ten thousand
dollars contract from the state and they took

499
00:36:49.960 --> 00:36:52.599
it away from me solely because of
my race color, why I tell you

500
00:36:52.719 --> 00:36:57.519
that boomerang bigotry just got thrown at
that guy. And what's he gonna do.

501
00:36:57.880 --> 00:37:00.639
He's gonna pick up that boomerang,
He's gonna throw it. The next

502
00:37:00.679 --> 00:37:01.800
person he sees is going to throw
it. The next person he sees,

503
00:37:01.840 --> 00:37:07.119
and on and on and on.
I will tell you two wrongs don't make

504
00:37:07.159 --> 00:37:10.280
it right. Yes, there could
be some things, there are some things

505
00:37:10.360 --> 00:37:15.440
we need to do to equify the
situation. But at the same time,

506
00:37:15.639 --> 00:37:20.880
employment law is about the rights of
the individual, and I can speak as

507
00:37:20.920 --> 00:37:23.440
an expert on that. Let me
tell you, But what we're doing here

508
00:37:23.599 --> 00:37:29.400
in some of these instances is turning
people all against Black lives matter. It

509
00:37:29.599 --> 00:37:34.199
turns people against you know, some
very good causes. And I know a

510
00:37:34.280 --> 00:37:37.119
lot of folks that are against critical
race theory and they don't even know what

511
00:37:37.239 --> 00:37:42.880
it is. So you see this
kind of stuff that they're getting from hr

512
00:37:43.039 --> 00:37:46.519
quote quote experts and diversity experts is
killing us and I see it every day.

513
00:37:47.239 --> 00:37:51.760
M Well, let's spring to life
a few examples that you talk about

514
00:37:51.800 --> 00:37:53.159
in your book that I think will
really bring this home. So there there's

515
00:37:53.199 --> 00:37:58.559
a few well known situations that you
showcase that really what the illustrator is the

516
00:37:58.639 --> 00:38:01.320
absence of the competence in the skills
that you actually teach. So let's start

517
00:38:01.360 --> 00:38:08.000
with Elijah McClean. Talk to us
about that awful situation an outcome. Oh,

518
00:38:08.320 --> 00:38:10.599
I will tell you right now.
They took me eleven years to write

519
00:38:10.639 --> 00:38:14.159
this, and I'll tell you just
writing about Elijah went through a lot of

520
00:38:14.239 --> 00:38:19.760
tears for this kid. I have
a son who is Asperger's autism, and

521
00:38:20.079 --> 00:38:23.000
and you just see this wonderful,
wonderful, wonderful young man, Elijah McClain

522
00:38:24.039 --> 00:38:28.639
like five foot six, one hundred
and forty pounds, and he was he

523
00:38:28.719 --> 00:38:31.760
had he had a blood condition,
so you know, his circulation wasn't good,

524
00:38:31.760 --> 00:38:37.320
so we got cold easily. He
was autistic, and so you know,

525
00:38:37.039 --> 00:38:40.000
autistic people don't like to be touched. Okay, it's like, give

526
00:38:40.039 --> 00:38:43.400
my son, you go out and
give him a hug. You bristle up.

527
00:38:43.760 --> 00:38:49.480
Okay, all their sentences. Senses
are sometimes heightened, so a sense

528
00:38:49.559 --> 00:38:52.840
of sound, touch, taste,
smell. This is what this kid was

529
00:38:52.920 --> 00:38:57.480
like. This kid self taught to
play the violin, and he thought,

530
00:38:57.519 --> 00:39:01.320
some of the cats at the local
shelter, we're lonely. Okay, Well

531
00:39:01.360 --> 00:39:04.719
I got cats. I got three
cats, And let me tell you,

532
00:39:04.719 --> 00:39:06.800
they don't get lonely. They just
take a nap, okay. But he's

533
00:39:07.400 --> 00:39:10.039
he's he's personifying these these cats,
and he says and he goes it plays

534
00:39:10.079 --> 00:39:15.719
the violin for him. He wouldn't
even kill bugs, because you know,

535
00:39:15.440 --> 00:39:19.760
he didn't kill things. He doesn't
eat meat and everything. Everybody said,

536
00:39:19.840 --> 00:39:24.039
this is the sweetest kid. Never
been arrested. No, this kid had

537
00:39:24.079 --> 00:39:30.800
an absolutely perfect clean record. Well, one night, after dark, it

538
00:39:30.920 --> 00:39:32.000
was like in the sixties, so
to him, it was cold. He

539
00:39:32.159 --> 00:39:37.199
had his sche mask pulled down and
he's got his earbuds in, and he

540
00:39:37.280 --> 00:39:40.599
went to the convenience store and got
some something to drink, like iced tea

541
00:39:40.719 --> 00:39:44.639
or something for him and his brother, and he's just sort of dancing and

542
00:39:44.760 --> 00:39:47.480
singing, you know, just dancing, just pretty free down the sidewalk.

543
00:39:49.039 --> 00:39:52.480
Someone calls the cops of the Aurora
Police and says, hey, there's this

544
00:39:52.719 --> 00:39:57.360
kid out there. I don't think
he's armed, I don't think he's dangerous.

545
00:39:57.719 --> 00:40:00.440
I'm just a little concerned that he
might, you know, harm himself

546
00:40:00.559 --> 00:40:05.239
or something. He's just acting a
little odd. So these three Aurora police

547
00:40:05.280 --> 00:40:08.360
officers come over and they start talking
to him, and he doesn't hear him

548
00:40:08.440 --> 00:40:12.039
right away because he's got his buds
in and he's got this mask on.

549
00:40:12.760 --> 00:40:19.000
And one of the things that's really
important part of our subconscious people, humans

550
00:40:19.320 --> 00:40:25.320
see blackmails as being bigger and stronger
than they really are. That is what

551
00:40:25.599 --> 00:40:30.840
is into our subconscious. Now keep
that in mind here, and right away,

552
00:40:31.519 --> 00:40:37.719
these three police officers disabled their video
cameras, but their audio is still

553
00:40:37.800 --> 00:40:40.119
going. Well, you know,
he doesn't necessarily hear him right away.

554
00:40:40.119 --> 00:40:44.360
So what do they do. They
put him in a hold, and they

555
00:40:44.400 --> 00:40:47.880
put him in a carotid artery hole. Okay, so what that means is

556
00:40:47.920 --> 00:40:52.960
they're putting pressure on his neck for
fifteen minutes. Now, George Floyd,

557
00:40:55.079 --> 00:40:59.440
what eight minutes and forty six seconds, maybe close to nine minutes. Okay,

558
00:40:59.679 --> 00:41:02.159
this is fifteen minutes. The guy
is panicking. And I'll tell you,

559
00:41:02.320 --> 00:41:07.400
if you listen to this recording of
this young man, if you don't

560
00:41:07.480 --> 00:41:10.960
cry, something's wrong with you.
It is the most it is the most

561
00:41:12.039 --> 00:41:16.800
horrible lynching I have ever aware of. And a lynching is killing somebody without

562
00:41:16.880 --> 00:41:21.079
due process. This is a lynching. And you can hear the audit.

563
00:41:21.159 --> 00:41:23.679
He's apologizing. He throws up.
One of the officers says, if you

564
00:41:23.719 --> 00:41:28.159
don't stop fooling around, I'm gonna
have my dog bite you. And just

565
00:41:28.599 --> 00:41:31.599
I mean, he's in horrible agony, he can't breathe, he's pleading for

566
00:41:31.719 --> 00:41:38.280
his life, and then the EMT
show up and inject him with sixty percent

567
00:41:38.559 --> 00:41:44.079
more ketamine, a sedative than what
his body weight should have been. Now,

568
00:41:44.199 --> 00:41:46.800
think about this. He's black,
he's autistic. He doesn't understand because

569
00:41:46.840 --> 00:41:52.400
he's autistic. But he's black.
So guess what they overestimate his size by

570
00:41:52.519 --> 00:41:59.039
sixty percent and they kill him.
They kill it. He wasn't doing anything.

571
00:42:00.000 --> 00:42:01.840
He wasn't doing anything. Now,
now just think about this so that

572
00:42:02.239 --> 00:42:07.360
we're all human. And I'll tell
you I opened the book because you know,

573
00:42:07.519 --> 00:42:10.440
talking about Adam and Eve, the
biblical story that we all come from

574
00:42:10.519 --> 00:42:16.679
two people. The Human Genome Project
has confirmed that Adam and Eve is correct.

575
00:42:16.880 --> 00:42:22.880
The Eve is the mother of all
humans. That was my son,

576
00:42:24.199 --> 00:42:29.800
that was my cousin, that was
my family. That they did that too.

577
00:42:30.079 --> 00:42:34.239
And if you have trouble relating to
someone who is a different color,

578
00:42:34.360 --> 00:42:37.159
which you shouldn't, but if you
do, he was autistic. Now,

579
00:42:37.159 --> 00:42:40.760
I just love to take a pull
with your listeners. How many people right

580
00:42:40.840 --> 00:42:46.920
now know someone who is autistic or
someone with some mental type of condition with

581
00:42:47.039 --> 00:42:52.039
depression. I will tell you right
now. It is a dangerous world because

582
00:42:52.079 --> 00:42:57.920
of all these implicit biases. And
so Elijah McClain, I just oh that

583
00:42:58.199 --> 00:43:00.760
one right there. And because of
all the tension to George Floyd, the

584
00:43:00.840 --> 00:43:06.639
Colorado Attorney General's Office is opening up
the investigation. And when we talk about

585
00:43:07.000 --> 00:43:12.239
a culture that needs to be corrected, some of the Aurora police officers went

586
00:43:12.360 --> 00:43:17.960
back to the site where Elijah was
killed and got pictures of themselves mocking him

587
00:43:19.039 --> 00:43:23.119
being choked to death. What makes
anybody think that that would ever be?

588
00:43:23.199 --> 00:43:27.960
Except that upsets me. And I'll
tell you, I don't care what somebody's

589
00:43:28.039 --> 00:43:30.920
race, somebody color is were this
shouldn't be that difficult. We're all human,

590
00:43:31.960 --> 00:43:36.159
we're all human. That should never
happen to a human being. And

591
00:43:36.280 --> 00:43:39.679
because those three officers did that,
and those other three officers took that photo,

592
00:43:40.360 --> 00:43:45.599
someone out there who was of color, someone who is different, is

593
00:43:45.679 --> 00:43:51.079
going to throw that boomerang right back
at someone who looks like me. And

594
00:43:51.400 --> 00:43:52.760
I don't think you didn't actually say
this that the officers were white, Is

595
00:43:52.800 --> 00:43:55.280
that right? Yes? I should
have preface that they were all right,

596
00:43:55.679 --> 00:43:59.760
Okay, so let's let's apply this
stuff for our listeners to really get why

597
00:43:59.840 --> 00:44:02.920
this is so important, Scott.
So, in that example with Elijah McClain,

598
00:44:04.760 --> 00:44:08.039
these officers clearly did not demonstrate emotional
intelligence. They didn't understand. They

599
00:44:08.079 --> 00:44:13.360
weren't approaching him empathetic, empathetically,
we weren't trying to listen and understand him

600
00:44:13.440 --> 00:44:17.039
like you're talking about in your second
rule. They certainly didn't overcome their subconscious

601
00:44:17.079 --> 00:44:21.800
brain. They were governed by the
idea that they perceived him to be much

602
00:44:21.840 --> 00:44:25.400
bigger than he really was. Correct. And then number three identifying stop bulling.

603
00:44:25.519 --> 00:44:29.440
Together, the three of them all
ganged up on him and bullied him.

604
00:44:29.559 --> 00:44:32.159
So that's what was happening, yeah, right, And then number four

605
00:44:32.400 --> 00:44:37.679
understand real differences versus stereotypes. So
for that one, and you might want

606
00:44:37.679 --> 00:44:40.880
to expand on this with me.
So obviously, the stereotype is that this

607
00:44:42.079 --> 00:44:45.960
is a black young man who's causing
problems. So there's a stereotype to that

608
00:44:45.559 --> 00:44:50.239
absolutely. And then finally the enabler, of course, is nobody really nobody

609
00:44:50.679 --> 00:44:52.760
intervened here, Nobody said, hey, guys, this is too much.

610
00:44:52.000 --> 00:44:57.199
Too much, bess, guys,
is harmless, not even the EMTs,

611
00:44:57.239 --> 00:45:00.440
for God's sake. So I wanted
to make sure that our listeners years can

612
00:45:00.559 --> 00:45:06.639
understand why this example so showcases the
absence of the competencies that you teach.

613
00:45:07.199 --> 00:45:10.800
Yes, and those those same that
you just went through in that list all

614
00:45:10.800 --> 00:45:16.239
the way down that employees applies to
George Floyd everything. And I'll tell you

615
00:45:16.360 --> 00:45:20.960
this is one of the things.
This is CBS News did a fantastic study

616
00:45:21.280 --> 00:45:25.079
on law enforcement in this country and
actually sixty nine percent of law enforcement in

617
00:45:25.119 --> 00:45:30.400
this country has tried to implement something. But the police officers who went through

618
00:45:30.480 --> 00:45:32.599
it said it's the worst training they
ever had. Where they do. They

619
00:45:32.719 --> 00:45:38.000
brought in a quote quote diversity expert
on the norm and most of these guys

620
00:45:38.039 --> 00:45:44.000
and gals gott sat down and we're
told how evil they were in racist they

621
00:45:44.039 --> 00:45:50.400
were because they're weight. Don't win
people over by telling them that they're racist.

622
00:45:50.480 --> 00:45:52.760
And I will tell you right now, the studies are clear, and

623
00:45:52.800 --> 00:45:58.280
I'll tell I got eleven years of
research. I just put four bankers boxes

624
00:45:59.119 --> 00:46:01.559
of books and read search in my
storage facility from this book. Okay,

625
00:46:01.639 --> 00:46:07.800
So, and I know I'm gonna
be challenged on everything. Black people see

626
00:46:07.119 --> 00:46:14.400
black people as being more dangerous.
White people see we live in a culture,

627
00:46:14.480 --> 00:46:19.360
in a society where we have brainwashed
everybody with implicit bias. We've brainwashed

628
00:46:19.400 --> 00:46:22.639
everybody through our movies and things like
this, the blacks are more dangerous,

629
00:46:23.119 --> 00:46:28.880
They're bigger and stronger. And I'll
tell you it is we all have implicit

630
00:46:28.960 --> 00:46:31.679
bias. Now, not everybody has
this because you can overcome it. And

631
00:46:31.800 --> 00:46:37.880
that's what's so sad is there are
very simple ways to go about overcoming and

632
00:46:37.000 --> 00:46:40.840
finding out what's in your subconscious and
overcoming it. And if we're going to

633
00:46:40.880 --> 00:46:45.280
survive as a country, if we're
going to survive as a people, we

634
00:46:45.639 --> 00:46:49.360
have to do this, and we
have to start doing it now. Agreed

635
00:46:49.840 --> 00:46:52.519
and we're coming to the close of
the show discuss. Just want to say

636
00:46:52.960 --> 00:46:57.039
two things really quick, so listeners
and viewers pick up his book because he

637
00:46:57.159 --> 00:47:02.039
also talks about how doctor Larry Nesser
was able to molest so many USA female

638
00:47:02.320 --> 00:47:07.239
gymnasts across the fourteen year period because
of through this lens of understanding, and

639
00:47:07.400 --> 00:47:12.599
also Penn State Jerry Sandusky continuing to
molest little boys until finally kind in twenty

640
00:47:12.800 --> 00:47:15.480
eleven. So I just want to
showcase that. So there's really important ways

641
00:47:15.519 --> 00:47:20.760
to understand what we're dealing with in
today's world when we don't practice the skills

642
00:47:20.800 --> 00:47:23.239
that you teach. So this show
Scott has listened to by people all over

643
00:47:23.280 --> 00:47:25.880
the world. They're trying to create
more places where people actually want to come

644
00:47:25.960 --> 00:47:30.760
and con thrive, and we do
business at Betters the World And say twenty

645
00:47:30.840 --> 00:47:34.159
seconds or so, what would you
like to leave them with? I'll tell

646
00:47:34.159 --> 00:47:37.599
you I love to give stuff away. If you go to my website scottwork

647
00:47:37.679 --> 00:47:42.280
dot com, there are podcasts that
are free over twenty hours, just for

648
00:47:42.400 --> 00:47:47.039
free to try to teach your kids
and teach yourself and just remember we're all

649
00:47:47.320 --> 00:47:52.719
human. That means we all deserve
to be treated equally, with respect and

650
00:47:52.880 --> 00:47:57.559
not to be discriminated against. Thank
you, Scott. I am so glad

651
00:47:57.679 --> 00:48:01.480
that Joanne McCall found you and found
me for you and connected us. Thank

652
00:48:01.480 --> 00:48:05.960
you Joan for bringing Scott to us
listeners and viewers. If you want to

653
00:48:06.000 --> 00:48:07.719
learn more about Scott Warwick, his
books or the work he does as you

654
00:48:07.800 --> 00:48:10.920
mentioned, go to Scott Warwick dot
com. Let me spell that for you.

655
00:48:12.519 --> 00:48:20.159
Scott, Skott. Sorry, sc
Sorry Scott Warwick W A R R

656
00:48:20.360 --> 00:48:23.480
I C K Scott Warwick dot com. And thanks again to our partnering sponsor,

657
00:48:23.559 --> 00:48:27.920
work Proud, which helps companies build
a platform where your workforce receives meaningful

658
00:48:28.000 --> 00:48:30.679
feedback and thanks for their work from
people across your company. Last week,

659
00:48:30.679 --> 00:48:34.280
if you missed the live show,
you can always catch it view recorded podcast.

660
00:48:34.519 --> 00:48:37.480
We are on the Raswati Thiagarjan,
the author of Bornewilde and the associate

661
00:48:37.760 --> 00:48:43.559
producer of the smash documentary My Octavius
Teacher, talking about the profound beauty and

662
00:48:43.639 --> 00:48:47.079
wholeness connecting with nature affords our health, fulfillment and spiritual journey. It was

663
00:48:47.159 --> 00:48:51.920
a riveting conversation. She's brilliant.
Next week we'll be on the air with

664
00:48:52.039 --> 00:48:55.760
Natalie Benemu talking about the membership platform
she created for executive women, use rising

665
00:48:55.840 --> 00:49:00.840
leaders and professional organizations, called her
c suite. See you there. Remember

666
00:49:00.880 --> 00:49:02.639
that works at least a third of
a life. So let's work on purpose.

667
00:49:07.800 --> 00:49:12.559
We hope you've enjoyed this week's program. Be sure to tune into Working

668
00:49:12.639 --> 00:49:16.280
on Purpose featuring your host, doctor
Elise Cortez, each week on the Voice

669
00:49:16.320 --> 00:49:22.400
America Empowerment Channel. Together, we'll
create a world where business operates conscientiously,

670
00:49:23.079 --> 00:49:30.199
leadership inspires impassioned performance, and employees
are fulfilled in work that provides the meaning

671
00:49:30.239 --> 00:49:34.760
and purpose they crave. See you
there, Let's work on purpose.