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 Cortes,

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Hi Ray, Welcome back to Working
on a Purpose program. Thank you Trinunity

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again this week I'm your host,
doctor Earle's Cortes. Join you live from

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

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I'm amaged consultant specializing in meaning and
purpose, organizational lagotherapist, inspirational speaker,

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

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we can work together at eleascortest dot
com or Gusto dashnow dot com. Let

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me thank my partner and sponsor work
Proud. We are a perfect collaboration.

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Everyone wants to know they matter and
that the work that they do is meaningful

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and appreciated. Work Proud is a
mobile platform built to encourage employees to share

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stories and recognize each other's contribution.
Work Crowd empowers HR and business leaders to

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help create company cultures where all employees
are inspired to feel proud of their work

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

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today is Scott Warwick, an employment
law attorney and HR professional whose unique background

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helps organizations to build morale and avoid
lawsuits. He's the author of Tolerance and

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Diversity for White Guys and Other Human
Beings Living The Five Skills of Tolerance.

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I'll be talking about his approach to
working with companies on D and I initiatives,

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the five Skills of Tolerance he teaches
in his seminars, and some of

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the examples of one lack of tolerance
for diversity manifest in things going awry.

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He joins you today from Renoldsburg,
Ohio. Scott, welcome to working on

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purpose much. Can you hear me? All right? Absolutely beautifully, Thanks

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so much, Thanks for having me. You're so welcome. You're so welcome.

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Listener of viewers, you can't see
Scott in this episode, but that's

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okay. You'll be able to catch
his audio in this, so we wanted

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to make sure and bring him to
the show, even though we can't actually

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see him on his camera. So
no worries, Scott, You're coming through

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loud and clear, perfect. So
to kick us off, we can't show

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you here. But you really are
not the typical guy or gal conducting your

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tolerance You're in your basic tolerance program. You, as you'd like to describe

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yourself, are a white angle Saxon
Protestants, straight male who conducts this training.

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So what's that like? Oh,
that's a real interesting thing. I

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mean, I'll tell you it's funny
if you really want to see who values

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a topic, just looking around and
see who goes to the conventions. And

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usually when I go to a convention, and my purpose for all that stuff

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is a little different than a lot
of people. But I'm an employment attorney

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and I'm an HR guy. But
when I go, I am one of

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a handful of white people there,
one of an even fewer amount of white

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guys. And as I talk to
people more and more and more, it's

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interesting because most people think that I'm
gay, because well, why else would

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you be interested in diversity? Intolerance, and I'm like, you got to

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be kidne meing, right. I
mean, this is something for all humans,

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and that's what we've got to start
really focusing on, is that we're

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all humans. That's what my focus
is. And I am usually one of

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the very few speakers that happens to
be a white male, and I think

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it's because the way this message is
presented by some of the quote quote diversity

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experts is the message completely gets lost
when we're trying to translate this into business,

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and I think that's what we've got
to work on to change. Mm

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hm. I'm going to dig into
some of this experience and how it manifests

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for all of us. Before we
get into that, you say a lot

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of things very provocative in your book, and by the way, as I

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told you before we got on,
I loved your book. I read the

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

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

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

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

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very interesting that you say in your
book is that much of what traditional diversity

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programs teach is wrong and sometimes actually
illegal. What do you mean? Oh,

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yes, Well, a couple things, two big big points here.

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First of all, I have never
been to a diversity conference where some speaker

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somewhere didn't engage in good old fashioned
white bashing. Now, I will be

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the first to say, absolutely,
there's a lot of blame to go around

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for white males and everything. But
if you want to win your CEO over,

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don't sit up there and say how
evil white males are. I mean,

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that's not how you're going to win
your And so the other thing is

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tolerance versus acceptance. Now, this
is a really interesting thing because I do

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battle a lot. I eat a
lot of dinners alone when I go to

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diversity conferences because some of the most
Oh my gosh, if you just disagree

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with some of these folks, they
treat you like you just told them their

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kid was ugly. There's no disagreement, it's it's so here's my point.

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I had a an Amish company up
in Holmes County, Ohio, which Holmes

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County, Ohio is full of Amish, and it is the number one tourist

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county in all of Ohio. More
than Cedar Point more than the Reds or

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anything. And it's really interesting because
I go up there and this. You've

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probably seen these shows where somebody is
breaking away from the Amish. Oh yeah,

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I haven't seen it, but okay, it sounds interesting. Yeah,

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they're on like some of these cable
network shows. But they have this young

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girl twenty twenty one years old,
and she really broke away from the Amish,

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really broke away. She turned Satanist. Now, this is going to

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be fun. It's like a money
python routine. So she dyes her hair

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jet black, paints her fingernails black
black lipstick, and I am quite sure

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she went on to Amazon and ordered
her Satanist Bible and jewelry, because I

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don't think there's any place in Holmes
Holmes County where you can go buy a

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Satanist Bible. And then she goes
to work and just picture all of these

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older Amish ladies with the bonnets and
everything. They are treating her like dirt,

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shunning her. Just terrible. So
I get a call from the owner.

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I go up and I use what
I call my EPR skills empathic listening,

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parroting and rewards. That's how I
resolve conflicts. So I sit back,

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I slowed down the way I talk, and I said, well,

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tell me what's happening. That's empathic
listening. And understand, I'm a sixty

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year old white Anglo Saxon Protestant,
straight male. I'm talking to all females,

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all Amish, and right away that
tells me none of them have an

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education above the eighth grade. Most
don't even go that far because that's just

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their culture. Nothing wrong with it, but that's just what it is.

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Oh. And they start telling me
that this woman has gone Satanist and we're

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a Christian company and these you know, God has blessed us with a very

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successful company and he is not going
to bless us anymore. She has to

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go. She can't work here anymore. Okay. So now I've been listening,

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I'm like, okay, so I
got to pairt it back, make

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sure I heard it right. We
don't move on until they agree I got

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it. So I say, okay, let me make sure it got this.

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You're a Christian company. You you
you're very very devout Christians, and

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this woman, now that she's Satanist
working here, it's going to destroy your

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company. And they said, right, absolutely, Okay. Now here's where

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we differ when it comes to a
lot of diversity folks. In my opinion,

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they have a right to their opinion. I have no right or a

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legal right at either to tell them
what to believe. I can't. And

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here's the rub. I can't tell
them to be accepting of a Satanist.

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But every diversity conference that I've ever
been to, and probably been to thirty

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of them across the last twenty years, I mean, I'm really into this

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and that's wrong. And I'll tell
you you got a legal issue. You

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sit down, you start telling somebody
they have to be accepting of somebody else's

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faith. So here's what I do. I give them a reward because they're

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humans. They have a right to
their opinion. And I would say,

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I see what you're saying. I
understand what you're telling me, But what

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about this. First of all,
Satanism is a protected class. Do you

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realize that she can sue this company? And since you are in Ohio where

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we have personal ability, do you
know she can sue you personally and take

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your house? Oh? Oh yeah. And they say, oh, well

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that's not a religion. I said, oh yes, it is. Actually

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there are two hundred and twenty seven
official religions in the United States, and

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so that's fine. But the other
thing is, she has a right to

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be who she is. You have
a right to be who you are.

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You have to be tolerant. Now
here's the big difference. I have every

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legal right and a legal duty to
tell employees how to behave both on and

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off the job. So I'm telling
them you have to be tolerant, which

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means you are not going to persecute
her, you are not going to bully

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her, or I'll tell you you're
not going to work here anymore. I've

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already talked to the owner. I
want to help you because if you keep

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doing what you're doing, you're going
to have to explain to your family why

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you just had to spend fifty to
seventy thousand dollars on an attorney to defend

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yourself, and you'll lose. And
it was funny because they said, well,

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but she's going to hell. She's
going to burn in hell, and

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I said, well, that's kind
of the goal, right, Well,

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that's what she's shoulding for. Pray
for her. And it was really interesting

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because as soon as they stop picking
on her, she got bored and left.

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Oh yeah, yeah, interesting she
wanted to spotlight Okay, wow,

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

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else, but she moved away from
Holmes County. And but you see,

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that's the big difference is we tell
people to be accepting and think in our

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workplaces today with diversity. Are you
gonna go tell a staunch Trump supporter who

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

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

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to at work. No, you
believe what you want to believe. But

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we're gonna be emotionally intelligent and we
are not gonna 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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and 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

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and viewers is that rather than saying
you have to accept 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 to go? Yeah, I'm not going to bully

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them, absolutely, okay, okay, dis respect yeah, okay. So

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let's keep going here because I want
to pack as much as we possibly can

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

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So one of the things that I
want to bring to to the fore here

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is what you what you talk about
in terms of bigotry bigotry, and this

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is really really important, I think
for this conversation. So you you have

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a definition in your book that's very
succinct of what a bigot is, and

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this is so important listeners and viewers
listen to this definition. Your bigot is

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a person who is intolerant of opinions, lifestyles, or identities that are different

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from his or her own. Simple
keyword intolerant. So I think that's really

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important, Scott. So, is
there more we need to understand about this

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is a bigotry beyond the fact that
Franklin probably all are bigots on some level.

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There you go, and that's exactly
what I want to get through here.

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Because every training. First of all, Forbes magazine tells us most training

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and most strategic goals are not met
because we make them too complicated. So

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very simple. Your goal every day
to come into work is to make it

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safe for somebody else. And when
I coach somebody and they're in trouble,

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I will always ask them, did
you make it safe for that other person?

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

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I run into people who actually kind
of proud that they're called a bully.

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But I had never run into anything
anybody who is who wanted to be called

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a bigot. And I live in
Ohio, which means we rank eighth in

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the number of states with the most
hate groups. Wow, yeah, oh

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

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we're trying. Yeah, So just
you know, playing on air. So

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I've even had skinheads in my audiences, and I'll sit there and say,

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are you intolerant of other people?
And I'll tell you when you get down

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to it, nobody wants to be
called a bigot. And I'll tell you

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here's one of those things. Is
the far far, far, far right

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can go one hundred and eighty degrees
around the world, and the far far

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far far left can go all the
way around one hundred and eighty degrees.

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If you are such a radical to
the right or the left, you actually

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go one hundred and eighty degrees each
way, and you meet each other,

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you're the same thing. So bigotry. You've got to have your programs self

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regulating. You got to have people
who want this type of environment. And

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I'll tell you when I sit down
and I have people Google and I've stacked

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the deck. It was a couple
hours of insomnia one night and I checked

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with every dictionary online. They all
say the same thing. If somebody is

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intolerant of other people's opinions, they're
a bigot. Now, think about the

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battles we're having in our workplaces right
now between the far far left and the

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

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the far far left is tell them
they're a bigot. Well, no,

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I'm not a bigot. Well wait
a minute, you're persecuting this person.

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You're picking on them because they're different. You let them believe what you want

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

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

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I'm going through this with four or
five companies right now. The executive teams

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

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are going to go through it.
We're going to make it very clear if

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

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

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now, 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 to them.

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

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Cortez, your host. We've been
in year of Scott Warwick, an employment

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law attorney and hur professional whose unique
background helps organizations to build morale and avoid

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

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D and I is. After the
break, we're going to get into his

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

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Stay with us. We'll be right
back. Doctor Elise Cortes is a

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management consultant specializing in meaning and purpose
and inspirational speaker and author. She helps

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companies visioneer for greater purpose among stakeholders
and develop purpose inspired leadership and meaning infused

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cultures that elevate fulfillment, performance,
and commitment within the workforce. To learn

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more or to invite Elise to speak
to your organization, please visit her at

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elisecortes dot com. Let's talk about
how to get your employees working on purpose.

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This is working on Purpose with doctor
Elise Cortes. To reach our program

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today or open a conversation with Alise, send an email to a lease Alise

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at elisecortes dot com. Now back
to working on purpose if you're just joining

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the program. My guest is Scott
Warwick, an employment law attorney and HR

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professional whose unique background helps organizations to
bill morale and avoid lawsuits. He's the

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author of Tolerance and Diversity for White
Guys and other human beings Living the Five

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Skills of Tolerance. Judged today from
Reynoldsburg, Ohio. I'm your host,

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doctor Elese Cortes, So for this
segment, Scott, let's do this let's

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first situate your approach to working with
clients, and then I want you to

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be able to teach us your skills. So you say the book that you

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never ever try to convince your clients
to adopt a new D and I program

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because having more minorities will help their
business or anything like that. So what

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approach do you take? Okay,
yeah, now here comes and again I'm

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

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And one thing I've dealt with a
lot of CFOs, coos and whatever,

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and I'll tell you they you got
to look at the world through the eyes

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

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

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to accomplish your strategic goals. And
so they report either quarterly or monthly to

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a board of directors. So it's
all well and good, and I go

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

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and all these other which are wonderful
topics. I never do that. I

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

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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 handle
on the planet. I got yet,

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

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

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

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

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

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

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

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

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

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

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

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

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and the COO and the CEO,
all the o's are there, and they're

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all talking about all the problems.
And I said, well, yeah,

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it sounds like you got you know, these person's doing this, this person's

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doing that. The Republicans are tearing
the buttons off of the Democrats and vice

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

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And they look at each other and
like, yeah, they're acting like a

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bunch of kids. I said,
yeah, I said, you've got a

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diversity problem. I always hear the
same thing. Oh no, you don't

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understand. It's a bunch of white
guys. And I said, well,

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okay, what when you have diversity? Some you can see and some you

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cannot see. I can see people's
color, I can see maybe their gender

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or something like this. But just
because you can't see the difference between people

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doesn't mean that you don't have them
ready to kill each other as our emotions.

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And you got to remember too,
we're walking around you and me.

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We're all cave people, cave men
and women. We are hardwired. Our

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

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both agree on that so that means
you and I are still walking around running

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from saber through tigers. So if
they're dealing with humans, they're dealing with

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diversity issues and they probably don't know
it. And the bottom line is tolerance.

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

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that. That's what we've been talking
about. And those are like the five

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skills that we look at here.
And so is it safe to be different?

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

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Jewish? Is it? But is
it safe to disagree? And I got

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

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book because that's what I've been waiting
on. NASA bleww two space shuttles out

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of the air because of a tolerance
problem. And I got a wonderful treat

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a few years ago where I got
to meet the woman who spearheaded the change

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at NASA. She's a wonderful person, fantastic and she recognized right away,

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Yeah, we got a bunch of
white leaders, but their children. If

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you disagreed with the brass at NASA
over challenger and told them what was wrong,

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they fired you. Now think about
that, it's not safe. That's

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

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disagreed with me, that's a bigot. And then we fired all these great

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engineers with Challenger. Here comes Columbia. Okay, let me ask you.

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You just saw a corporate capital punishment
get committed on all of these brilliant engineers

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

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Not too many. And so guess
what whole new change? And I'll

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tell you NASA turned itself around.
They completely reorganized the place it is now

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safe to talk at NASA. And
I have friends working at NASA, and

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I'll ask them. We got to
astronaut or I gotta NASA location up here

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

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

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

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

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

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

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

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

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cases fired. So that's that they'll, you know, that ability not to

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be able to not to be able
to disagree or to bring up problematic troubles

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that they want to hear about.
Okay, so sorry, let me say

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that again, Scott. So what
I want to do here is I want

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to make sure that our listeners and
viewers understand why this NASA thing is so

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important. So what you say in
your book is you talk about how in

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both instances, engineers or other people
came to NASA and reported that these problems,

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that these were so problematic that that
we might not even be able to

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bring a shuttle back, and both
instances they were ignored or outright fired or

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various consequences. So that's what you're
talking about, making it unsafe to disagree.

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So what are the consequences of that? We actually killed or lost fourteen

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astronauts. So this is the price
for intolerance. So this I want to

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make sure we bring this home for
our listeners and viewers so they understand what

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we're talking about here. So now
if we can let's share those five skills

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that you teach. Please, yes, absolutely. Number one is always develop

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your emotional intelligence. And I will
tell you that's always first, because that's

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the hardest thing you'll ever do.
Medical school is a piece of cake compared

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to controlling yourself. And I will
tell you, just give you an idea

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emotional intelligence. We have two wrong
side surgeries in this country every month.

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That means some doctor is going to
cut into or off the wrong limb,

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something like this, the wrong foot, the wrong hand, And just think

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about the emotional intelligence. You've got
a whole suite full of license people by

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the state, nurses, anestheists,
X ray texts. They all have to

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agree that you're cutting into the wrong
the right part. Well, how could

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this happen? Does nobody know?
They're left from their right? Let me

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tell you, are you going to
speak up and disagree with God? Being

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

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

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

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

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second one, which is overcome your
subconscious brain and resolve conflict. And that's

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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 I

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

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that they have a subconscious There's one
thing we do. But one of the

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

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

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kind of creepy. Maybe the womb, I don't know, maybe the womb

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or my ancestors, Not sure.
Yeah, it's kind of creepy if you

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think about it. You see,
we don't really have any conscious memories before

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the age of three because our hippocampus, our short term memory transmitter, hasn't

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grown in yet, so it's very
neurological. You don't have a conscious memory,

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so everything, your accent, everything
from like minus nine months to age

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of three goes into your subconscious.
If you and I were raised in a

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South Pacific island where cannibalism was the
norm, you and I would think that's

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

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the world. So you've got to
over realize. And there's a great test

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out there from Harvard, the IAT. It's free online. I post on

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my website there's a hot link.
Before I teach implicit bias, I make

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people take the IAT test so they
see how much biggotry they got coming in.

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And then we teach them how to
overcome it, which is to rewire

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your brain by building familiarity. And
we talk about neurogenesis and neuroplasticity. It's

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all very neurological as to how you
understand and change your brain. Then we've

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got to be able to identify bullying
when we see it and stop it,

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and there's a whole section on that. Then we've got to understand real differences

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and stereotypes. These have a tremendous
impact on our subconscious. Give you a

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really good example when three hundred years
ago slaves were brought to the United States,

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that were brought all over the world, and the way they were treated

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was just terrible. I mean,
no, I don't think any decent person

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

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

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

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you make up myths like black people
don't feel pain like we do, their

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nerve endings don't work like ours does, their thick skin is thicker. Now

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we all today know that's a myth. But what if you're told that from

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a young age to this day.
As in August of twenty twenty and twenty

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nineteen, I believe it was JAM
a journal of American Medical Association said that

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it's a major problem in the major
in the medical community that blacks are routinely

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under medicated for pain regularly. So
we see we don't understand those real differences,

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and there are real differences between us. I mean things like this.

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We need to not just chastise somebody
because you recognize that, you know,

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more blacks play in the NBA than
do white players. Actually seventy eight percent

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of all the players in the NBA
are black. But if you mention that

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somebody will 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 Chris

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

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everyth thinks 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

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

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

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

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shoes. Well, I got to
get to know you. So there's myths

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

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one might be the most difficult of
all. Do not be an enabler.

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And I get a lot of these
two from the eeoc's new guidelines for harassment

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training. All this fits perfectly into
that 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

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00:29:03.400 --> 00:29:08.119
Scott at Scott Warwick dot com.
I'll shoot them. The new regulations or

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the new guidelines is what they got
to have in there. This all lines

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up by standard intervention. Fifty seven
percent of the time, bullying will stop

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00:29:18.920 --> 00:29:26.559
within ten seconds if a bystander interceds
and I tell you that is everybody's job

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00:29:26.720 --> 00:29:30.960
in the organization. But people don't
do that. They will sit by.

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And here's a great question, will
will you sit by and watch someone die

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if you might get reprimanded at work? And in the book, I talk

406
00:29:41.640 --> 00:29:52.119
about doctor Husel who overdosed twenty five
patients on fentanyl approximately two hundred micrograms a

407
00:29:52.160 --> 00:29:57.400
fentanyl would probably kill a hardcore heroin
user. Where there's twenty five cases where

408
00:29:57.440 --> 00:30:06.200
he he administered or he prescribed five
hundred to two thousand micrograms to a human.

409
00:30:06.839 --> 00:30:10.599
Now that's a big debate now as
to why he did that, but

410
00:30:10.640 --> 00:30:18.359
it's still killing somebody. Pharmacists filled
the prescription. Go there, you go,

411
00:30:21.039 --> 00:30:23.000
yeah, well I sure does.
Okay, So let me quickly review

412
00:30:23.000 --> 00:30:26.400
those and then we'll catch our next
break and some examples. So, listeners

413
00:30:26.400 --> 00:30:30.359
and viewers, those five skills that
Scott teaches, these are really important.

414
00:30:30.359 --> 00:30:33.799
He was giving us examples as you
went along. Number one is develop emotional

415
00:30:33.799 --> 00:30:37.720
intelligence. Number two, overcome your
subconscious brain and resolve conflict. Number three,

416
00:30:37.880 --> 00:30:42.440
identify and stop volume. Number four, understand real differences versus stereotypes.

417
00:30:42.480 --> 00:30:47.279
And number five, don't be an
enabler very actionable. So Scott, with

418
00:30:47.319 --> 00:30:49.440
that, let's go on to our
second and final break. I'm a Lynx

419
00:30:49.480 --> 00:30:52.640
Cortez, your host. We've been
in the air with Scott Warwick, an

420
00:30:52.640 --> 00:30:56.960
employment law attorney and HR professional whose
unique background helps organizations to build morale and

421
00:30:56.000 --> 00:31:00.839
avoid lawsuits. We've been talking a
bit about his five Skills any approach to

422
00:31:00.880 --> 00:31:03.920
work with organizations. After you rake, we're going to get into some really

423
00:31:03.960 --> 00:31:10.279
interesting examples, real world examples of
what happens when tolerance is not available sets.

424
00:31:10.319 --> 00:31:15.720
We'll be right back. Doctor Elise
Cortes is a management consultant specializing in

425
00:31:15.759 --> 00:31:21.440
meaning and purpose and inspirational speaker and
author. She helps companies visioneer for greater

426
00:31:21.480 --> 00:31:27.920
purpose among stakeholders and develop purpose inspired
leadership and meaning infused cultures that elevate fulfillment,

427
00:31:29.200 --> 00:31:33.200
performance, and commitment within the workforce. To learn more or to invite

428
00:31:33.200 --> 00:31:37.920
Elise to speak to your organization,
please visit her at Elisecortes dot com.

429
00:31:38.200 --> 00:31:49.319
Let's talk about how to get your
employees working on purpose. This is working

430
00:31:49.359 --> 00:31:53.799
on purpose with doctor Elise Cortes.
To reach our program today or open a

431
00:31:53.799 --> 00:32:01.400
conversation with Alise, send an email
to a lease Alise at Eliscortes dot com.

432
00:32:01.640 --> 00:32:09.240
Now back to working on purpose.
Thank you for saying with us.

433
00:32:09.279 --> 00:32:13.440
Welcome back if you're just joining us. My guest is Scott Warwick. He

434
00:32:13.599 --> 00:32:16.240
is the author of Tolerance and Diversity
for White Guys and Other human Beings Living

435
00:32:16.240 --> 00:32:20.519
the Five Skills of Tolerance. He
joined us today from Reynoldsburg, Ohio.

436
00:32:20.559 --> 00:32:22.920
I'm your host, doctor Aleise Cortes. So for this segment here, Scott,

437
00:32:22.960 --> 00:32:25.640
I really want to bring it home
so that we can paint it into

438
00:32:25.799 --> 00:32:30.640
what really manifests in the world in
terms of this stuff. So the first

439
00:32:30.640 --> 00:32:32.640
thing I want to do here is
if you would share the story that you

440
00:32:32.680 --> 00:32:36.640
have in your book where you had
done a program for a company and the

441
00:32:36.720 --> 00:32:38.319
leaders knew your program and they called
you and said, hey, we want

442
00:32:38.319 --> 00:32:43.119
you to come do that for organization. But that's not what happened. No,

443
00:32:43.240 --> 00:32:45.640
it happened. Yeah, And here's
the other thing sort of been waiting

444
00:32:45.680 --> 00:32:52.720
on that A lot of diversity experts
push and I'll tell you at large HR

445
00:32:53.039 --> 00:32:58.839
associations. When I go to a
lot of these conferences, I hear these

446
00:32:58.880 --> 00:33:02.680
types of ill we legal plans.
They're just playing illegal. The United States

447
00:33:02.680 --> 00:33:07.720
Supreme Court has said that it's illegal. Let me explain what's happening here.

448
00:33:07.599 --> 00:33:14.160
There's legal affirmative action plans and illegal
affirmative action plan. So I got a

449
00:33:14.160 --> 00:33:19.240
call from the High Department of Commerce. Okay, and just nothing against them,

450
00:33:19.279 --> 00:33:22.119
it's just the state agency. And
they said, oh, yeah,

451
00:33:22.119 --> 00:33:25.240
we saw your full day Leadership and
Tolerance program. We really want to hear

452
00:33:25.559 --> 00:33:28.920
a lot of our people are excited. And I said, wonderful, this

453
00:33:29.039 --> 00:33:32.440
is so great. You are literally
fifteen minutes from my house, no airline,

454
00:33:32.519 --> 00:33:36.079
nothing, This is wonderful. So
we got all set up. I

455
00:33:36.119 --> 00:33:39.119
designed the program, form a full
day program, sent it over to them.

456
00:33:39.519 --> 00:33:46.119
Everything was set and then I got
a call from somebody in accounting and

457
00:33:46.160 --> 00:33:50.000
they said, well, we're not
going to be able to let you do

458
00:33:50.119 --> 00:33:54.599
the program because we have identified this
or we've targeted this as an MBE.

459
00:33:55.799 --> 00:34:00.240
And I said, okay, i'll
bite. What's an MBE And they said

460
00:34:00.279 --> 00:34:06.519
that is a minority business enterprising and
sod, well, what's that? They

461
00:34:06.519 --> 00:34:09.400
said, Well, fifteen percent of
all the state's contracts have to go to

462
00:34:09.480 --> 00:34:14.679
minorities, and since you're not a
minority, you are not eligible to bid

463
00:34:14.719 --> 00:34:16.400
on this contract. I said no, wait a minute, okay, no,

464
00:34:16.440 --> 00:34:20.000
wait, wait, wait a minute. Here. So you guys called

465
00:34:20.039 --> 00:34:24.320
me, okay, they wanted me, they wanted this program. And you're

466
00:34:24.320 --> 00:34:29.559
telling me that fifteen percent of all
of your programs have to go to someone

467
00:34:29.559 --> 00:34:32.159
because of their skin color. And
she said yes. I said, well

468
00:34:32.159 --> 00:34:35.719
that's illegal. And she goes,
oh, no, it's not. And

469
00:34:35.719 --> 00:34:37.079
I said, oh, yes it
is. She goes, well, since

470
00:34:37.119 --> 00:34:42.960
when, well, since about nineteen
seventy eight, I mean so, and

471
00:34:43.000 --> 00:34:45.000
more recently that's the Baki decision I
was talking about. But more recently,

472
00:34:45.039 --> 00:34:51.559
in two thousand and three, the
United States Supreme Court smacked University of Michigan's

473
00:34:51.559 --> 00:34:55.400
fingers because if you were going to
apply at University of Michigan, so on

474
00:34:55.440 --> 00:34:59.800
a scale of one to one hundred, if you were a minority, if

475
00:34:59.800 --> 00:35:02.679
you were black, you got twenty
extra points. Now think about this.

476
00:35:02.760 --> 00:35:07.000
What if you're running one hundred meter
dash and you're back here at the start

477
00:35:07.039 --> 00:35:13.320
line and anybody has a twenty yard
gain on you. That that is not

478
00:35:13.719 --> 00:35:17.400
a factor, that is the determining
factor. That is an the illegal quota.

479
00:35:17.800 --> 00:35:21.880
Twenty percent went all the way to
the United States Supreme Court, and

480
00:35:21.880 --> 00:35:24.840
that's exactly what they ruled. They
said, Now that is an illegal quota

481
00:35:24.880 --> 00:35:30.079
system. You are making race a
major factor. Now what is legal,

482
00:35:30.559 --> 00:35:35.440
Well, if all things being considered, everybody's all even you can give a

483
00:35:35.519 --> 00:35:38.920
point or two to someone because they're
a minority, that's legal. But a

484
00:35:39.000 --> 00:35:45.000
fifteen percent quota program with the state
of Ohio is blatantly illegal. And that

485
00:35:45.199 --> 00:35:51.199
still is in operation today. And
except for in the construction industry, which

486
00:35:51.440 --> 00:35:53.800
when you know, my contract was
like thirty five hundred five thousand dollars for

487
00:35:53.880 --> 00:35:57.119
the day something like this, you're
not going to seal it or something like

488
00:35:57.159 --> 00:35:59.960
that. But if you've got a
seven hundred and fifty million or two big

489
00:36:00.000 --> 00:36:04.480
million dollar road project, you'll sue
on that. But now right there,

490
00:36:04.599 --> 00:36:09.199
okay, if you have to wonder
why Ohio is a red state, there

491
00:36:09.199 --> 00:36:15.159
you go, because I know a
lot of folks they have lost contracts,

492
00:36:15.599 --> 00:36:20.239
things like this have happened. It's
blatantly illegal. But you kind of see

493
00:36:20.679 --> 00:36:23.559
that is one of the problems we're
running in today and where people getting this

494
00:36:23.679 --> 00:36:30.360
idea. A lot of diversity quot
quote experts are professing this is what you

495
00:36:30.480 --> 00:36:32.679
have to do to make up for
the inequities of the past. Well,

496
00:36:32.719 --> 00:36:37.480
I will tell you I have this
phrase that I like. It's called boomerang

497
00:36:37.480 --> 00:36:43.000
bigotry. And I'll tell you if
if I am a guy that's got a

498
00:36:43.039 --> 00:36:49.599
little electrical business and I had a
ten thousand dollars contract from the state and

499
00:36:49.639 --> 00:36:52.440
they took it away from me solely
because of my race color, why I'm

500
00:36:52.440 --> 00:36:57.159
tell you that boomerang bigotry just got
thrown at that guy. And what's he

501
00:36:57.239 --> 00:37:00.400
gonna do. He's gonna pick up
that boomerang, He's gonna throw it at

502
00:37:00.400 --> 00:37:01.559
the next person he sees. Who's
going to throw at the next person he

503
00:37:01.599 --> 00:37:06.800
sees, and on and on and
on. I will tell you two wrongs

504
00:37:06.800 --> 00:37:09.679
don't make a right. Yes,
there there could be some things. There

505
00:37:09.719 --> 00:37:14.960
are some things we need to do
to equify the situation. But at the

506
00:37:14.960 --> 00:37:20.039
same time, employment law is about
the rights of the individual, and I

507
00:37:20.039 --> 00:37:22.760
can speak as an expert on that. Let me tell you, But what

508
00:37:22.800 --> 00:37:28.719
we're doing here in some of these
instances is turning people all against Black lives

509
00:37:28.719 --> 00:37:32.599
matter. It turns people against you
know, some very good causes. And

510
00:37:32.880 --> 00:37:36.639
I know a lot of folks that
are against critical race theory, and they

511
00:37:36.639 --> 00:37:40.079
don't even know what it is.
So you see, this kind of stuff

512
00:37:40.199 --> 00:37:45.440
that they're getting from hr quote quote
experts and diversity experts is killing us and

513
00:37:45.480 --> 00:37:50.440
I see it every day. Mm
hmm. Well, let's bring to life

514
00:37:50.440 --> 00:37:52.920
a few examples that you talk about
in your book that I think will really

515
00:37:52.920 --> 00:37:55.760
bring this home. So there there's
a few well known situations that you showcase

516
00:37:55.840 --> 00:38:00.639
that really what they illustrate is the
absence of confidence in the skills that you

517
00:38:00.719 --> 00:38:05.599
actually teach. So let's start with
Elijah McClean. Talk to us about that

518
00:38:06.119 --> 00:38:09.239
awful situation and outcome. Oh oh, I will tell you right now.

519
00:38:09.239 --> 00:38:12.960
They took me eleven years to write
this, and I'll tell you just writing

520
00:38:13.000 --> 00:38:15.079
about Elijah went through a lot of
tears for this kid. I have a

521
00:38:15.119 --> 00:38:22.199
son who is Asperger's autism, and
you just see this wonderful, wonderful,

522
00:38:22.280 --> 00:38:25.920
wonderful young man, Elijah mcclin like
five't six, one hundred and forty

523
00:38:25.960 --> 00:38:30.639
pounds, and he was he had
a blood condition, so you know,

524
00:38:30.719 --> 00:38:35.920
his circulation wasn't good, so we
got cold easily. He was autistic,

525
00:38:36.480 --> 00:38:39.639
and so you know, autistic people
don't like to be touched. Okay,

526
00:38:39.679 --> 00:38:42.639
It's like with my son. You
go out and give him a hug.

527
00:38:42.679 --> 00:38:47.800
He bristle up. Okay, all
their sentences. Senses are sometimes heightened,

528
00:38:49.079 --> 00:38:52.440
so sense of sound, touch,
taste, smelt. This is what this

529
00:38:52.559 --> 00:38:57.239
kid was like. This kid self
taught to play the violin, and he

530
00:38:57.280 --> 00:39:01.199
thought, some of the cats at
the local shelter, we're lonely. Okay,

531
00:39:01.239 --> 00:39:04.480
Well I got cats. I got
four, three cats. And let

532
00:39:04.519 --> 00:39:06.159
me tell you, they don't get
lonely. They just take a nap,

533
00:39:06.239 --> 00:39:09.719
okay. But he's personifying these cats, and he says, then he goes

534
00:39:09.719 --> 00:39:15.679
it plays the violin for him.
He wouldn't even kill bugs, because you

535
00:39:15.719 --> 00:39:19.559
know, he didn't kill things.
He doesn't eat meat and everything. Everybody

536
00:39:19.599 --> 00:39:23.440
said, this is the sweetest kid. Never been arrested. No, this

537
00:39:23.559 --> 00:39:29.639
kid had an absolutely perfect cleaning record. Well, one night, after dark,

538
00:39:30.800 --> 00:39:32.000
it was like in the sixties,
so to him, it was cold.

539
00:39:32.000 --> 00:39:36.800
He had his ski mask pulled down
and he's got his earbuds in,

540
00:39:37.079 --> 00:39:40.199
and he went to the convenience store
and got some something to drink, like

541
00:39:40.400 --> 00:39:44.079
iced tea or something for him and
his brother, and he's just sort of

542
00:39:44.199 --> 00:39:46.960
dancing and singing, you know,
just dancing, just pretty free down the

543
00:39:47.000 --> 00:39:52.960
sidewalk. Someone calls the cops of
the Aurora Police and says, hey,

544
00:39:52.159 --> 00:39:55.679
there's this kid out there. I
don't think he's armed, I don't think

545
00:39:55.679 --> 00:40:00.599
he's dangerous. I'm just a little
concerned that he might, you know,

546
00:40:00.880 --> 00:40:04.079
harm himself or something. He's just
acting a little lot. So these three

547
00:40:04.599 --> 00:40:08.079
Aurora police officers come over and they
start talking to him, and he doesn't

548
00:40:08.079 --> 00:40:10.920
hear him right away because he's got
his buds in and he's got this mask

549
00:40:12.039 --> 00:40:17.440
on. And one of the things
that's really important part of our subconscious people,

550
00:40:17.599 --> 00:40:24.920
humans see blackmails as being bigger and
stronger than they really are. That

551
00:40:25.159 --> 00:40:30.880
is what is into our subconscious.
Now keep that in mind here, and

552
00:40:30.360 --> 00:40:37.400
right away, these three police officers
disable their video cameras, but their audio

553
00:40:37.480 --> 00:40:39.880
is still going. Well, you
know, he doesn't necessarily hear him right

554
00:40:39.920 --> 00:40:43.920
away. So what do they do. They put him in a hold,

555
00:40:44.199 --> 00:40:47.440
and they put him in a carotid
artery hole. Okay, so what that

556
00:40:47.559 --> 00:40:52.639
means is they're putting pressure on his
neck for fifteen minutes. Now, George

557
00:40:52.639 --> 00:40:59.079
Floyd, what eight minutes and forty
six seconds, maybe close to nine minutes,

558
00:40:59.199 --> 00:41:02.280
Okay, fifteen minutes. The guy
is panicking. And I'll tell you,

559
00:41:02.360 --> 00:41:07.480
if you listen to this recording of
this young man, if you don't

560
00:41:07.519 --> 00:41:12.559
cry, something's wrong with you.
It is the most is the most horrible

561
00:41:13.519 --> 00:41:17.079
lynching I have ever aware of.
An A lynching is killing somebody without due

562
00:41:17.079 --> 00:41:21.360
process. This is a lynching.
And you can hear the audience. He's

563
00:41:21.360 --> 00:41:23.960
apologizing. He throws up. One
of the officers says, if you don't

564
00:41:23.960 --> 00:41:28.760
stop fooling around, I'm gonna have
my dog bite you. And just I

565
00:41:28.760 --> 00:41:31.880
mean, he's in horrible agony,
he can't breathe, he's pleading for his

566
00:41:31.960 --> 00:41:38.840
life, and then the EMTs show
up and inject him with sixty percent more

567
00:41:39.000 --> 00:41:44.360
ketemy, a sedative than what his
body weight should have been. Now think

568
00:41:44.360 --> 00:41:47.559
about this. He's black, he's
autistic. He doesn't understand because he's autistic.

569
00:41:47.920 --> 00:41:53.360
But he's black. So guess what
they overestimate his size by sixty percent

570
00:41:54.239 --> 00:42:00.119
and they kill him. They kill
it. He wasn't doing anything. He

571
00:42:00.239 --> 00:42:02.440
wasn't doing anything. Now, now
just think about this, so that we're

572
00:42:02.480 --> 00:42:07.440
all human. And I'll tell you
I opened the book because you know,

573
00:42:07.559 --> 00:42:10.639
talking about Adam and Eve, the
biblical story that we all come from two

574
00:42:10.679 --> 00:42:17.079
people the Human Genome Project has confirmed
that Adam and Eve is correct. The

575
00:42:17.199 --> 00:42:24.599
Eve is the mother of all humans. That was my son, that was

576
00:42:24.800 --> 00:42:30.199
my cousin, that was my family. That they did that too. And

577
00:42:30.239 --> 00:42:34.599
if you have trouble relating to someone
who is a different color, which you

578
00:42:34.599 --> 00:42:37.760
shouldn't, but if you do,
he was autistic. Now I just love

579
00:42:37.840 --> 00:42:43.800
to take a poll with your listeners. How many people right now know someone

580
00:42:43.800 --> 00:42:49.320
who is autistic or someone with some
mental type of condition with depression. I

581
00:42:49.360 --> 00:42:52.480
will tell you right now. It
is a dangerous world because of all these

582
00:42:52.480 --> 00:42:58.760
implicit biases. And so Elijah McClain, I just oh that one right there.

583
00:42:59.039 --> 00:43:02.239
And because of all the atention to
George Floyd, the Colorado Attorney General's

584
00:43:02.239 --> 00:43:07.039
offices opening up the investigation. And
when we talk about a culture that needs

585
00:43:07.039 --> 00:43:13.960
to be corrected, some of the
Aurora police officers went back to the site

586
00:43:14.000 --> 00:43:19.920
where Elijah was killed and got pictures
of themselves mocking him being choked to death.

587
00:43:21.920 --> 00:43:25.000
What makes anybody think that that would
ever be excepted? That upsets me.

588
00:43:25.559 --> 00:43:28.760
And I'll tell you, I don't
care if somebody's race, somebody color

589
00:43:28.840 --> 00:43:32.679
is where this shouldn't be that difficult
we're all human, we're all human.

590
00:43:34.000 --> 00:43:37.599
That should never happen to a human
being. And because those three officers did

591
00:43:37.599 --> 00:43:42.440
that, and those other three officers
took that photo, someone out there who

592
00:43:42.519 --> 00:43:45.760
was of color, someone who is
different, is going to throw that boomerang

593
00:43:46.000 --> 00:43:52.119
right back at someone who looks like
me. And you don't think you didn't

594
00:43:52.119 --> 00:43:53.840
actually say this that the officers were
white, Is that right? Yes?

595
00:43:53.840 --> 00:43:58.119
I should have prefaced that they were
all yes. Okay, so let's apply

596
00:43:58.199 --> 00:44:00.000
this stuff for our listeners to really
get why this is so important, Scott,

597
00:44:00.440 --> 00:44:06.280
So, in that example with Elijah
m McClain, these officers clearly did

598
00:44:06.320 --> 00:44:10.440
not demonstrate emotional intelligence. They didn't
understand, They weren't approaching him empathetic empathetically,

599
00:44:10.880 --> 00:44:14.519
and weren't trying to listen and understand
him like you were talking about in

600
00:44:14.559 --> 00:44:19.920
your second rule. They certainly didn't
overcome their subconscious brain. They were governed

601
00:44:19.960 --> 00:44:22.159
by the idea that they perceived him
to be much bigger than he really was.

602
00:44:22.559 --> 00:44:27.400
Correct. And then number three identify
and stop bullying Together, the three

603
00:44:27.440 --> 00:44:30.599
of them all ganged up on him
and bullied him. So that's what was

604
00:44:30.599 --> 00:44:35.880
happening, yeah, right, And
then number four understand real differences versus stereotypes.

605
00:44:37.239 --> 00:44:38.480
So for that one, and you
might want to expand on this with

606
00:44:38.599 --> 00:44:43.559
me. So obviously, the stereotype
is that this is a black young man

607
00:44:43.559 --> 00:44:46.840
who's causing problems. So there's a
stereotype to that absolutely. And then finally

608
00:44:46.840 --> 00:44:51.800
the enabler, of course, is
nobody really Nobody intervened here, Nobody said

609
00:44:51.800 --> 00:44:53.039
hey, guys, this is too
much? Is too much for guys?

610
00:44:53.679 --> 00:44:59.000
Is harmless? Not even the EMTs, for God's sake. So I wanted

611
00:44:59.039 --> 00:45:04.039
to make sure that our listeners viewers
can understand why this example so showcases the

612
00:45:04.199 --> 00:45:08.280
absence of the competencies that you teach. Yes, and those same that you

613
00:45:08.400 --> 00:45:14.119
just went through in that list all
the way down that employees applies to George

614
00:45:14.159 --> 00:45:16.880
Floyd, every single one. And
I'll tell you this is one of the

615
00:45:16.920 --> 00:45:22.760
things. This is CBS News did
a fantastic study on law enforcement in this

616
00:45:22.840 --> 00:45:27.119
country and actually sixty nine percent of
law enforcement in this country has tried to

617
00:45:27.119 --> 00:45:30.480
implement something. But the police officers
who went through it said it's the worst

618
00:45:30.519 --> 00:45:34.920
training they ever had. Would they
do? They brought in a quote quote

619
00:45:34.960 --> 00:45:40.039
diversity expert on the norm and most
of these guys and gals sat down and

620
00:45:40.039 --> 00:45:45.719
were told how evil they were and
racist they were because they're Wait, don't

621
00:45:45.840 --> 00:45:51.599
win people over by telling them that
they're racist. And I will tell you

622
00:45:51.679 --> 00:45:53.719
right now, the studies are clear, and I'll tell you I got eleven

623
00:45:53.800 --> 00:46:00.320
years of research. I just put
four bankers boxes of books and re searching

624
00:46:00.360 --> 00:46:02.719
my storage facility from this book.
Okay, So, and I know I'm

625
00:46:02.719 --> 00:46:09.519
going to be challenged on everything.
Black people see black people as being more

626
00:46:09.559 --> 00:46:15.960
dangerous. White people see we live
in a culture, in a society where

627
00:46:15.960 --> 00:46:20.880
we have brainwashed everybody with implicit bias. We've brainwashed everybody through our movies and

628
00:46:20.920 --> 00:46:24.320
things like this, the blacks are
more dangerous, They're bigger and stronger.

629
00:46:24.920 --> 00:46:29.960
And I'll tell you it is.
We all have implicit bias. Now,

630
00:46:30.039 --> 00:46:32.440
not everybody has this, because you
can overcome it. And that's what's so

631
00:46:32.719 --> 00:46:37.599
sad is there are very simple ways
to go about overcoming and finding out what's

632
00:46:37.599 --> 00:46:42.639
in your subconscious and overcoming it.
And if we're going to survive as a

633
00:46:42.760 --> 00:46:45.440
country, if we're going to survive
as a people, we have to do

634
00:46:45.480 --> 00:46:50.199
this, and we have to start
doing it now, agreed. And we're

635
00:46:50.199 --> 00:46:52.119
coming to the closure of the show
discussed, I just want to say two

636
00:46:52.159 --> 00:46:57.119
things really quick, so listeners and
viewers pick up his book, because he

637
00:46:57.199 --> 00:47:02.079
also talks about how doctor Larry Nesser
was able to molest so many USA female

638
00:47:02.360 --> 00:47:07.679
gymnasts across the fourteen year period because
through this lens of understanding, and also

639
00:47:07.760 --> 00:47:13.119
Penn State Jerry Sandusky continuing to molest
little boys until finally cut in twenty eleven.

640
00:47:13.360 --> 00:47:15.599
So I just want to showcase that. So there's really important ways to

641
00:47:15.719 --> 00:47:20.880
understand what we're dealing with in today's
world when we don't practice the skills that

642
00:47:20.920 --> 00:47:23.360
you teach. So this show Scott
has listened to by people all over the

643
00:47:23.360 --> 00:47:27.559
world. They're trying to create workplaces
where people actually want to come and contrive,

644
00:47:27.920 --> 00:47:30.519
and we do business at Betters the
World And say twenty seconds or so,

645
00:47:30.599 --> 00:47:34.960
what would you like to leave them
with. I'll tell you I love

646
00:47:35.000 --> 00:47:37.320
to give stuff away. If you
go to my website scottwork dot com,

647
00:47:37.679 --> 00:47:42.840
there are podcasts that are free,
well over twenty hours just for free to

648
00:47:42.960 --> 00:47:47.760
try to teach your kids and teach
yourself and just remember we're all human.

649
00:47:49.639 --> 00:47:53.280
That means we all deserve to be
treated equally with respect and not to be

650
00:47:53.360 --> 00:47:59.559
discriminated against. Thank you, Scott. I am so glad that Joanne McCall

651
00:47:59.599 --> 00:48:01.800
found you and are found me for
you and connected us. Thank you Joan

652
00:48:01.920 --> 00:48:06.320
for bringing Scott to us listeners and
viewers. If you want to learn more

653
00:48:06.320 --> 00:48:08.159
about Scott Warick, his books or
the work he does as he mentioned,

654
00:48:08.239 --> 00:48:12.960
go to Scott Warwick dot com.
Let me spell that for you, Scott,

655
00:48:13.280 --> 00:48:20.159
Skot T or sorry sc Sorry Scot
T. Warwick w A R R

656
00:48:20.360 --> 00:48:23.519
I C K Scott Warick dot com. And thanks again to our partnering sponsor,

657
00:48:23.599 --> 00:48:28.000
work Proud, which helps companies build
a platform where your workforce receives meaningful

658
00:48:28.000 --> 00:48:30.719
feedback and thanks for their work from
people across your company. Last week,

659
00:48:30.719 --> 00:48:34.360
if you missed the live show,
you can always catch it be recorded podcast.

660
00:48:34.559 --> 00:48:37.039
We are on the Raswati Theogarajan,
the author of Born Wilde and the

661
00:48:37.039 --> 00:48:43.519
associate producer of the Smash documentary My
Octomus Teacher, talking about the profound beauty

662
00:48:43.559 --> 00:48:46.920
and wholeness connecting with nature affords our
health, fulfillment and spiritual journey. It

663
00:48:47.079 --> 00:48:51.679
was a riveting conversation. She is
brilliant. Next week will be on the

664
00:48:51.719 --> 00:48:54.920
air with Natalie Benamu talking about the
membership platform she created for executive women,

665
00:48:55.039 --> 00:49:00.559
use rising leaders and professional organizations,
called her c suite See you There.

666
00:49:00.880 --> 00:49:02.719
That works at least a third of
our life. So let's work on purpose.

667
00:49:07.840 --> 00:49:12.199
We hope you've enjoyed this week's program. Be sure to tune in too

668
00:49:12.280 --> 00:49:15.920
Working on Purpose featuring your host,
doctor Elise Cortes, each week on the

669
00:49:16.000 --> 00:49:22.480
Voice America Empowerment Channel. Together,
we'll create a world where business operates conscientiously,

670
00:49:23.119 --> 00:49:29.880
leadership inspires impassioned performance, and employees
are fulfilled in work that provides the

671
00:49:29.960 --> 00:49:34.840
meaning and purpose they crave. See
you there, Let's work on Purpose.