February 20, 2025 • 30 mins
Join us as we kick off our freshly revamped podcast with the dynamic Iynna Baker, a leader in HR transformation and representation. As the People's Support Manager at SWCA and Vice President of Branding and Marketing for the Black HR Society (BHRS), Ayanna brings a wealth of experience and passion for elevating Black professionals in HR. We discuss the vital intersection of culture and human resources, and Ayanna shares her personal journey and commitment to fostering an inclusive environment. You'll gain insights into BHRS's exciting new initiatives and branding efforts, as well as the challenges Black professionals face in corporate spaces.
Our conversation takes a heartfelt turn as we address recent events like the California wildfires, emphasizing the overlooked impact on Black communities. We highlight the crucial role of compliance managers in HR, especially during such crises, and the gaps in media coverage that often leave these communities' struggles unrecognized. From there, we tackle the complex landscape of Diversity, Equity, and Inclusion in today's workplaces, voicing concerns about the superficial approach many companies have taken. With a nod to Gen Z and younger millennials, we explore the future of DEI and the need for genuine leadership, exemplified by Representative Jasmine Crockett's recent stand for authenticity. Join us for a candid, thought-provoking discussion that celebrates Black excellence and confronts pressing social issues.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:04):
Welcome to let's Talk About it, the podcast where we
shine a light on the changeagents and everyday heroes who
shape our communities.
Here we dive deep into thelived experiences of our guests,
exploring the milestone momentsthat have either propelled them
forward or changed their paths.
On moments that have eitherpropelled them forward or
changed their paths, we anchorevery conversation in two
(00:26):
foundational pillars of theBlack community books and music.
Through this unique lens, wecapture, entertain and inform,
weaving a rich tapestry ofstories and insights that
resonate, inspire and sparkmeaningful dialogue.
Join our host, tj Lowry andShatima Grisham, as they engage
(00:48):
with thought leaders andcommunity change agents to
uncover the rich tapestry ofexperiences that shape our lives
.
Get ready for insightfuldiscussions, unfiltered
perspectives and the celebrationof Black excellence.
Let's talk about it, of BlackExcellence.
Speaker 2 (01:04):
Let's talk about it.
Hey everyone, and welcome tolet's Talk About it, the podcast
.
I'm your girl, tj, and I'm soexcited to welcome you back.
Get in here, get in here, getin here.
So we're in a new studio home.
You see it, it look good, right?
We also are excited for the newyear and have changed the
(01:27):
format a little bit.
We think you'll be excitedabout what we're bringing.
We're going to talk aboutwhat's happening out in the
culture and the intersection ofHR.
What will we have done wherethey have gone wrong and just
really give our input.
But before we get into today'sshow, I must introduce my
co-host.
(01:47):
Y'all know my girl, shatima.
How you doing, shatima, hey,I'm good.
How are you?
I'm hanging in there.
Speaker 3 (01:53):
Good, good.
Well, I'm excited.
New year, new format.
We have our guest here, sowe're excited about getting
going.
The universe has given us a lotof things to talk about as far
as hot topics, what did you?
Think about our new house.
I love our new house.
Speaker 1 (02:11):
I love our new producer our new house.
Speaker 2 (02:14):
Definitely looks good .
Yeah, he's swagged out right.
So who are you introducing usto today?
Speaker 3 (02:20):
Yeah, absolutely so.
I'm excited about introducingour new guest, Ayanna Baker.
She is the People's SupportManager for SWCA.
She also owns her own business,New Age Vision, which
specializes in skin care andwaist beads.
She is also the VP of Brandingand Marketing with BHRS, which
(02:40):
is close and dear to our heart.
So we're excited about hercoming in and being our first
guest in our new format today.
Welcome Ayana.
Speaker 4 (02:49):
Thank you so much for having me.
I'm excited to be the firstguest too.
That's an honor, so thank you?
Speaker 2 (02:55):
Yes, it is, you're honorary worthy.
Speaker 4 (02:58):
You know you are and it really is.
Speaker 2 (03:00):
It gives us a chance to talk about BHRS a little bit
too, so we're excited to haveyou.
What motivated you to join theBlack HR Society?
Tell us a little bit about yourrole and what the people can
expect this year from you andyour team.
Speaker 4 (03:16):
Awesome, Good question.
The motivation was first off.
I didn't even know there was anorganization that was
specialized in supporting blackHR professionals, so that was
like threw me over the moon.
And then the mission of givingback to the community through
our expertise, making sure thatwe leave HR a better place than
(03:41):
we found it, especially forpeople of color.
So that is my why and I want tobe a part of that.
So I'm excited being a part ofbranding and communication.
2025 is going to be a dynamicyear.
We're going to have a lot morecontent, a lot more engagement.
We want to definitely make surewe get our faces in front of
(04:04):
our members.
We want to shout out ourmembers.
We have some incredible memberswith a lot of talent, a lot of
expertise, and we really want tomake sure that we are standing
out and showcasing ourdifferentiators by, you know,
really showing that we are theHR expertise to go to.
Speaker 3 (04:21):
Yeah, and along with the theme of, you know, being a
new year, we have a new website,so we're excited about our new
website.
We also have new brandingmaterials, so we're moving on up
.
Speaker 2 (04:33):
Yeah, you even have a little tablecloth branded
Ayanna, got the board member ofthe year last year, year before
23, and still just killed it in24.
And so you've always been apleasure to have on the team.
And so beautiful in spirit andoutside.
She was my lock crush too.
We laugh about that.
(04:55):
As I went into that journey Ihad to say tell me, ayana,
because her locks are gorgeous.
Speaker 4 (05:01):
Oh, thank you.
Thank you.
It really is an honor to be apart of the Black HR Society and
to partner with Shatima and UTJ, so I'm grateful.
I'm really getting more out ofit than probably you guys are.
Speaker 3 (05:13):
I'm the newest member of this group to that team, so
I definitely felt the same way.
I was looking to join a boardand I wanted to give my like,
gifts and talents back to ourcommunity.
First, I feel like we representa very high population in HR,
especially black women, and so Iwanted to kind of start there.
(05:34):
So when I saw the marketing andthe branding on LinkedIn and
reached out, that was the reasonwhy I joined as well, just to
give back and give some of thisknowledge, because there are
disparages, you know, in theworkplace.
It's a different experiencesometimes for us, and so being
able to tell people who looklike me, like this is what
really happens in HR and this iswhat this means.
(05:55):
You know you're being workedout or, you know, not hired or
whatever the case may be, wasdefinitely a driver for joining
the team.
So I am excited that you putthis together, tj, and we've met
so many great people and wehave great members as well.
Speaker 2 (06:10):
Yeah, the goal is to support.
You know, being in HR is toughin general, but when you are
black and corporate, we knowthat is a completely different
experience that people cannotrelate to, and, being in HR, we
have so many things that we'reprivy to and we can't really
share, and it's really good tohave a safe space to use and tap
(06:32):
into resources.
You know I'm dealing with somestuff, and so that's what the
goal and the mission is, andalso to create this vortex where
now we're helping the communityget equitable employment.
Y'all resume reviews, we've gotsome coaching sessions coming
up this year, so I'm reallyexcited about the impact that we
(06:53):
can and will make in thecommunity this year, and so this
team is doing that along withthe rest of the board.
Speaker 3 (07:00):
So, yeah, so can you share a bit about your journey
from HR compliance to diversity,equity and inclusion?
We know that's a to get burnedout and then the industry that I
was in.
Speaker 4 (07:12):
We were always understaffed in HR, so that just
made it even harder to reallyenjoy the profession.
(07:33):
So I wanted to get intosomething that I wasn't very
strong in.
I wanted to broaden my resumeand so compliance.
And when I came over to SWCA,the director at the time was
like I got you, I'm going totrain you up to be a compliance
specialist, and so I was superexcited about that.
It was also a plus, becauseright compliance is behind the
(07:54):
scenes.
Speaker 1 (07:54):
You don't get a lot of employee relations stuff.
Speaker 4 (07:58):
So I was, yeah, no babysitting and really
compliance, I think, for me, iswhere my heart is, because you
really are shaping the culturethrough policy, through making
sure that you are compliant withlegal expectations.
So I really enjoy that part andthat's a way for HR for us to
(08:23):
give back.
A lot of times what we do, theysay we're not billable or we're
not revenue generating.
Speaker 2 (08:31):
So, being in compliance, knowing that you had
the law and in the culturedrive, did you find that you
were able to be more influentialin the organizations?
Speaker 4 (08:42):
Oh, absolutely, because a lot of times, through
compliance, you find those gaps,and those gaps are where we're
at risk as a company.
So being able to present thosegaps, especially during strategy
meetings or any opportunitiesto help reduce, is a cost saving
.
So, especially when you are asa HR professional, when you are
talking to senior leadership,you always want to make sure you
(09:04):
incorporate how it affects thebusiness Right.
So I'm always looking for those, those things.
Speaker 3 (09:12):
And I feel like the hiring managers or the
executives tend to respect therecommendations of the
compliance manager more so thanthe business partner, the
employee relations, becauseyou're dealing more with people
on that side and the compliance.
I was like no, no, no, this wasthe law.
Speaker 1 (09:30):
It was passed.
You cannot do that.
Speaker 3 (09:32):
It's like black and white versus the employee
relation You're like you know.
I recommend some coaching.
Speaker 1 (09:38):
You should probably terminate them and they don't
take those recommendations sotrue.
Speaker 3 (09:42):
But I found the compliance manager carries a
little bit of weight when theystep into the room and says hey,
did you know an audit wassupposed to happen?
Yeah, and you're supposed to doA, B and C.
Absolutely, we love ourcompliance managers.
Speaker 2 (09:55):
See, I think it's a unique role Like not many
companies have it.
Ayanna is my compliance officer.
We don't have one and she knowI brought her in to meet my team
right we talk to my HRcoordinators because it's not
something most companies have.
And I ask the question becauseI feel like it's difficult, if
(10:22):
it's the right thing to do, todo it right, unless I can say,
well, legally we have to, or youknow, and I mentioned we have
to then clean it up well, maybethat's the personal service
announcement.
Get you a compliance manager, soI want to dive into some hot
topics and talk about what'shappening.
Shatim, out here Now, you knowI don't watch the news right.
My news is social, which ishorrible because it's my
(10:44):
algorithm telling me what'shappening outside, and so I need
you to help me understand whatis happening outside.
Speaker 3 (10:53):
Yeah, so I do watch the news.
I try not to, but it's hardbecause then I'm a person who
wants to be in the know.
So it starts on Instagram andthen I'm in Google, CNN, MSN.
But there is definitely a lotcooking these days, specifically
the California fires.
You know, we know and I know.
I'm a native of Arizona and Ialways say my native friends and
(11:16):
families.
we have California cousins andfamily members specifically in
LA, since it's only six hoursaway and the Bay Area is 12.
So you know watching it on thenews.
They have wildfires every year,all the time, and they're
always very you know justdevastating.
But this one seems to be a mess, like BIT has just came through
(11:38):
and took out, like the wholecommunity, the whole city.
Has anybody had anybodyaffected by the fire?
Speaker 4 (11:46):
Not personally.
A lot of our co-workers, though, have had family.
We actually have a co-workerwho is going down to Los Angeles
to help with the recovery, andso a lot of us have come
together to provide support, butluckily, my family is San Diego
, so we weren't really impacted.
Speaker 2 (12:05):
I was curious because I know you have California
roots, but same for us.
We have a team member whodecided to take donations and,
you know, even provided a listof things that would be valuable
and drove them to Cali, and soI thought that was admirable.
I also find it interesting thatthe county or the community
(12:26):
that was burned down, altadena-was a primarily black community.
Why wasn't that like mainstreamnews?
Because it is honestly,honestly giving me Tulsa right.
It's giving me when thosecommunities are too rich yes.
Then we are going to burn themdown.
And so those people arestruggling because those homes
(12:49):
were paid off.
Speaker 4 (12:51):
Generational homes.
Speaker 2 (12:52):
Thank you, Generational homes and now are
going to be displaced and sothat that bothers me.
I'm very concerned about thataspect too, because are these
people now going to come toarizona?
Speaker 3 (13:04):
and what am I going?
to do for realty right, yes,they're coming, that's probably
for sure.
We, um, I have a lot of familymembers in la and and thankfully
for the most part they're allwell.
I had a cousin whose school herkid's grade school was burnt,
and then I did have an oldercousin in Altadena, so I don't
(13:25):
know him personally a little,you know, closer to my parents
age, but they did lose theirhome down there that they had
been in for 60 years.
So so it's completely, you know, just devastating to watch and
it's still burning and notcontained.
You know, from an HRperspective, you know, what
resources can you know, do these, you know families have that
(13:46):
may have been displaced, likewhat do you do if this was one
of your employees who is, youknow, now displaced, had a house
that morning and now it'scompletely gone?
You know, for your ownexperiences or in your
individual companies, whatresources you know should we?
Speaker 2 (14:01):
look for?
Yeah, because they don't havethe money for Airbnbs or you
know, not in California FEMA'salready declining claims.
And even if they got it, whereare they sending those?
You know, it's just really astruggle and I feel bad for
those people.
I want you all to come toArizona.
Come on over you know, but itdefinitely impacts the entire
(14:24):
surface around California, andthat includes us.
Speaker 3 (14:28):
I know you know a lot of people.
I have to remind them.
You know there's EAP Employee.
Speaker 1 (14:32):
Assistant.
Speaker 3 (14:33):
Programs that a lot of companies have.
California's the hub to a lotof those companies, even tapping
into their FMLA's and thoseextended leaves and calling
their different, you know,medical insurance companies.
There's got to be some traumathat is coming from you know, is
(14:54):
impacted by that or displacedto reach out to their HR teams
at their companies and ask forthose resources that are not
always, like you know,publicized.
Speaker 2 (15:03):
We always sell medical, dental and vision, but
there's that EAP program,financial assistance and things
like that that may be available,that they may or may not you
know, know about, yeah, and Ithink the impact of those
individuals we we know is bad,right, and we're like oh, but
think about, you know, you havetwo dogs, your home is, you know
(15:23):
.
Now you got to go to an Airbnbthat doesn't take dogs right and
in order to get them fostered,they're like where's their
records, where's their food, youknow, and you don't have
anything.
And so I think there is a verydifficult experience that those
people individually are goingthrough that you know.
I want people to recognize andbe empathetic to those
(15:46):
experiences, so hopefully we'llsee some good news come out of
this.
I mean it's just as horrible forus right now.
Speaker 3 (15:55):
I think we do.
You know really well asAmericans, when there are these
travesties, that's when you seelike the best of us.
You know you always see all thenegative things that happen.
But I feel like when these,especially these natural
disasters although this doesn'tsound too natural, but that may
be my own- conspiracy theory.
I heard that too.
We do really well in that spaceof helping and being charitable
(16:19):
and obviously a lot ofcelebrities are reaching out and
a lot of celebrities lost theirhomes as well.
So definitely prayers up forthose individuals that are
displaced from there.
Speaker 2 (16:28):
Yeah, I think that's the good I'm looking for.
Speaker 1 (16:31):
The people coming together, so the good in us to
support those people goingthrough.
Speaker 2 (16:37):
So thank you, shatima .
Going on to the next topic,girl well, dei, it never fails
us.
Speaker 3 (16:42):
It seems to be a hot topic um what is dei for the?
People that don't knowdiversity, equity and inclusion.
Some would say d-e-i-a.
Accessibility, right, right,compliance.
Speaker 1 (16:54):
Rightness compliance over there.
Speaker 4 (16:56):
Let's lean into it.
Let's do it.
Well, where do we start?
Speaker 3 (17:00):
Let's start with Amazon.
Have you heard the newest thingwith Amazon as far as their
DEIs?
They're slowly kind of removingany protective languages or
protective programs that theyhave in place for, you know,
blacks or LGBTIA.
Speaker 2 (17:20):
So, like resource groups, employee resource groups
, they're getting rid of those.
Speaker 3 (17:24):
Resource groups, any of their programs, and it's just
the newest trend right.
A lot of companies are kind ofleaning into that.
Have you heard of any of thatat Amazon?
Caught up on that.
Speaker 4 (17:37):
Not Amazon in particular, but I have heard of
McDonald's and other industriesthat are pulling away from it,
and I think it's just the fearof the unknown from the new
administration.
Speaker 2 (17:50):
Don't tiptoe, girl.
We know where you want to go.
Tell us more.
Speaker 4 (17:57):
Threatening their funding is enough to make anyone
, right from a businessperspective, start to re-look at
some of their programs.
And, like I said, that unknownfactor well, I shouldn't say
unknown it's been very loudlyspoken that they will be pulling
funding and possiblydismantling organizations
(18:19):
because of DE&I.
It makes sense that companieshave that fear.
It's unfortunate, but I get it.
I get it.
Some companies, though I reallyrespect that they are doubling
down Costco.
I love Costco.
Speaker 2 (18:34):
Costco's doubling down.
Okay, I can keep my membership.
There you go.
Speaker 4 (18:38):
And a lot of companies are rebranding right.
They're going to play that gameof we're not going to call it
DE&I, we'll call it inclusiveteam or something else, and I
appreciate that too.
I think the problem that wewill see, though, is we have
millennials and Gen Z, who areall about inclusion, and we are
(19:00):
going to see a change inemployment when you start
pulling back these things thatthey fought so hard to have in
place, like employee resourcegroups.
10 years ago, you didn't knowwhat that was.
Gen Z and millennials were likewe need these.
So Gen Z and millennials werelike we need these.
So taking those things that areso important to the workplace
is really really going to havean impact on your overall morale
(19:22):
and engagement from youremployees.
So we'll see.
And then we work so hard rightto have pay transparency, and so
many states are rolling out paytransparency that is
threatening to be taken away too.
Speaker 3 (19:34):
You're threatening to throw that away too, yeah.
Speaker 2 (19:36):
It's all part of it wow, yeah so one of the things I
was curious about as you weretalking about this, you know one
.
You shifted into dei.
Now how is that going to impactyou?
But is there a feel that thepeople that are shifting out of
it was doing it for the checkboxright?
I feel like the cost goals aredoubling down because we believe
(20:00):
in this, and so it concerns methat so many people are so quick
to be like, okay, we don't gotto do it, okay, and so it was
more about the compliancy andalso doing what's happening, and
so I have concerns about thatand how it impacts your new role
.
Speaker 4 (20:18):
First of all, I totally agree with you.
There are some companies thatreally were not sincere in their
approach towards DE&I and wecan see that because they're so
easily willing to pull back fromthat.
So I totally agree with you onthat.
It makes me a little concernedbecause I'm invested emotionally
into the DE&I.
I don't want to say movement,but I think that is the
(20:45):
direction that we should begoing to as employers or as a
global community.
Making sure that the workplacerepresents the community is key.
Right when I come to work, Iwant to feel like I bring my
whole self, that I'm respected,whether I have a disability,
whether I'm a woman, whether I'ma veteran, and having that
(21:09):
being told by my employer thatthat's no longer important, or
who I am is no longer important,is really distracting and
disheartening.
Or who I am is no longerimportant it's really
distracting and disheartening.
Speaker 3 (21:19):
I also think that a lot of people are just
misinformed Absolutely.
I think when they think of DEI,they think of affirmative
action, hires, and you're inthat role because you're a woman
because you're black, becauseyou're over 40.
And those programs are biggerthan that.
Speaker 4 (21:35):
Absolutely.
Speaker 3 (21:38):
And they miss the inclusiveness of it, they miss
the mental health of being ableto show up as your whole self,
and so whenever I have theseconversations with people, I'm
like that's not true.
Like you're misinformed, likethat's not what that is for,
that's not why that was put inplace, and I feel like you know
(21:59):
you saw an increase in theseprograms and these roles around
that, george Floyd, all theseyou know social media posts.
We support the hiring and theequity of this and we are going
to do this and they built theseroles and now you know what?
Three, four, five years later,they're removing those programs
because they just didn't knowwhat you know to do with them.
But absolutely I think theperception of that DEIA program
(22:24):
people are just misinformed,absolutely I think that's
generous, right.
Speaker 2 (22:28):
I think it's generous for you to say they're
misinformed.
There could be a mix of that,but I feel like it is just the
culture of America.
They aren't really interestedin doing it and in many spaces I
think they did it to becompliant.
Speaker 4 (22:43):
Absolutely.
Speaker 2 (22:44):
When George Floyd happened, everybody was
interested.
Every CEO had a comment and whencompanies were asking them to
pull up.
It was a struggle rightinternally and if we talk to
people who were in those DEIroles, they felt exhausted
because they weren't reallygetting support, and so there
(23:05):
could be a mix of that, but Idon't think they really were
embracing it for the return.
It could have me being a blackindividual at work it has been
my life to be the only one andso some things became normal
microaggressions and you dealwith it, but it really impacts
(23:25):
us, and so I don't believe thatthey really embraced it for the
return it should have in caringabout the people and so that's
why they didn't even know whattype of return they were
supposed to get.
Speaker 3 (23:37):
We're supposed to have this we're going to check
the box, we're going to buy ourtoken person right, put them in
there in that space and thenbuild a program for us that's
going to impact.
Right, right yeah.
Speaker 4 (23:48):
And I I think if businesses really sit and think
and there's studies out there toshow that that a diverse
workplace, um, you're moreproductive, you have bring in
more revenue, yes, more ideasfor growth.
So to pull back from that isreally like saying I don't want
to be successful five, ten yearsdown the line.
Speaker 2 (24:07):
Business move, is it?
And that's what I mean, theyweren't looking at the data to
make those decisions.
They were looking at.
Oh, this is what's happening.
We better get in line right andnow, oh, it's going away, let's
take it away.
And so I don't believe thatthere was full embracing of the
data and really trying to say wewant to help our people, except
(24:27):
for the Costco's, except for,you know, those companies that
said no, we want this.
Speaker 3 (24:33):
It's impacting the colleges too.
A lot of those Ivy Leaguethings pulled out.
You know their affirmative, youknow action and hiring piece.
So there's definitely going tobe a huge impact on that.
But, like you said, these GenZs even you know some of the
younger millennials they're notgoing for all of that.
I see that shifting in adifferent direction.
(24:54):
Soon it may just be calledsomething else.
I agree.
Speaker 2 (24:57):
So I think we have time for one more topic, and I
just must get into my girl.
So tell us what's happeningwith this last topic, ms Jasmine
Crockett.
Speaker 3 (25:07):
Representative Jasmine I think it's on point
because she shows up as herauthentic self and I'm here for
it.
I have to turn the volume upwhenever she's going in and have
you heard the latest with herand representative Nancy Mace,
who basically said, if I couldparaphrase, catch me outside
like yes, meet me outside.
Speaker 2 (25:26):
she said catch me outside and because she said
child and Jasmine being herself,she was not calling her a child
.
Yeah, and I was so entertainedbecause Jasmine going to let
y'all have it, you know, I'llgive me my time you know cause
the lady kept talking over her,but she was frustrated with
(25:48):
Jasmine and said well, we cantake this outside.
Now I felt like it was a littlebit of appropriation Cause you
know, we say we can go outsideyou know yeah, no.
Speaker 4 (25:58):
I took it as a threat .
Speaker 3 (25:59):
You called for me.
I'm coming Like that's what Isaid.
But I feel like you know I hada similar situation happen at
work, where you know I'm likewell, why are you being uberly
aggressive with me?
Because that doesn't happenwith anybody else.
You know what I mean and I feellike every time she shows up and
she has her appointed time toask questions and we've all seen
senate hearings and you knowcongressional hearings they get
(26:21):
like you know it's personal whenthey're asking you those
questions, if you remember, likethe Hillary Clinton ones, they
were all up in her business.
When she does it, all of asudden, it it like this.
All this aggression comes backto her, where I feel like the
men do it all the time whenthey're asking questions.
When Fosse was sitting therebeing interrogated, they were
like going in on him, but noneof this catch me outside, None
(26:43):
of this, you know shaking theirheads and all this other stuff.
But whenever she has her time,which is only what?
A few minutes to ask a fewquestions, I feel like they're
always like uberly aggressive inthe return and she gives it to
them.
She's like I'm here for it, yousent for me, I'm here.
Speaker 4 (27:03):
I think they do it intentionally too, because they
know that they will get areaction from her, whether it is
thoroughly laid out, like shedoes, and professional.
They know that and she'll be atopic of conversation.
So I think a lot of them useher in that way, which is
unfortunate, because those areopportunities where they could
really put out something ofvalue instead of catch me up.
Speaker 2 (27:27):
I mean her reads though is deadly.
And they are giving me Phaedra,real housewives.
Because Phaedra would be likereal professional with that read
.
She'd be like oh she read me andI feel like that's what they
don't like about Jasmine Herpoise in the read she be so spot
on, and they don't have adefense to that, and so that's
(27:49):
where the threat comes in Takeme outside, we can go outside.
Wow, that is so overtlyaggressive in my opinion, so
very good.
Well, good show, good show.
I really appreciate you comingin and chatting with us.
Ayana, tell the people wherethey can find you on social yep
(28:11):
Ayana Baker on Facebook,instagram, linkedin.
Speaker 4 (28:16):
Also New Age Vision on all socials as well.
Speaker 3 (28:21):
Yeah, that's where I'm at Shout out to New Age
Vision.
I love that body cream.
Speaker 4 (28:26):
Thank you, thank you.
Speaker 2 (28:27):
You're at Archwood on the first Fridays.
Speaker 4 (28:31):
Sometimes we do first Fridays or first.
Speaker 2 (28:33):
Saturdays First Saturdays Tell the people where
they can come buy the stuff.
Yeah, archwood first Saturdays.
For Saturdays, tell the peoplethey can come buy the stuff.
Speaker 4 (28:38):
Yeah, yeah, Archwood for Saturdays.
You can find us TempeMarketplace second Sundays and
it varies depending on what'sgoing on in the community
Summertime.
You're not going to find usoutside much because it's hot.
No, we're not.
But, you can also find usonline too, at
newagevisionllccom.
Very good, thank you, ayanna.
Speaker 3 (28:58):
Well welcome.
Thank you so much for hangingout with us.
We really appreciate it.
It's always a good time when weare all together.
Once again, I'm Shatima Gresham.
I am the CEO of Procure TalentManagement Group, which is an HR
consultant firm.
I'm also the VP of ProfessionalDevelopment and Members
membership with BHRS.
(29:18):
I have the pleasure of workingwith these lovely ladies.
You can catch PTMG on all ofthe social platforms LinkedIn,
facebook and Instagram and youcan chat with me at
shatimawewannatalkaboutitcom.
Very good.
Speaker 2 (29:35):
I also want to give a shout out to the Black HR
Society, our sponsors, who makea meaningful difference in the
lives of Black HR professionalshere in the Valley and soon to
be in your state.
You can find Black HR Societyon all social platforms.
At the Black HR Society on IGIf you want to be a guest on our
(29:57):
show.
You know somebody who wants tobe a sponsor.
You can hit me up TJ at.
We want to talk about itcom.
We really appreciate yousitting in with us today and
hope to see you back next time.
Thank you, bye, bye, bye.
Speaker 1 (30:13):
Thank you for tuning into let's Talk About it the
podcast.
We hope you enjoyed today'sconversation and found
inspiration in the stories andexperiences shared.
We trust that you wereentertained, learned something
new and felt inspired by today'sshow.
Be sure to subscribe, like,follow, share and join us for
(30:34):
the next episode.
Until then, keep theconversation going and let's
keep talking about it.
Welcome to let's Talk About it, the podcast where we
shine a light on the changeagents and everyday heroes who
shape our communities.
Here we dive deep into thelived experiences of our guests,
exploring the milestone momentsthat have either propelled them
forward or changed their paths.
On moments that have eitherpropelled them forward or
changed their paths, we anchorevery conversation in two
(00:26):
foundational pillars of theBlack community books and music.
Through this unique lens, wecapture, entertain and inform,
weaving a rich tapestry ofstories and insights that
resonate, inspire and sparkmeaningful dialogue.
Join our host, tj Lowry andShatima Grisham, as they engage
(00:48):
with thought leaders andcommunity change agents to
uncover the rich tapestry ofexperiences that shape our lives
.
Get ready for insightfuldiscussions, unfiltered
perspectives and the celebrationof Black excellence.
Let's talk about it, of BlackExcellence.
Speaker 2 (01:04):
Let's talk about it.
Hey everyone, and welcome tolet's Talk About it, the podcast
.
I'm your girl, tj, and I'm soexcited to welcome you back.
Get in here, get in here, getin here.
So we're in a new studio home.
You see it, it look good, right?
We also are excited for the newyear and have changed the
(01:27):
format a little bit.
We think you'll be excitedabout what we're bringing.
We're going to talk aboutwhat's happening out in the
culture and the intersection ofHR.
What will we have done wherethey have gone wrong and just
really give our input.
But before we get into today'sshow, I must introduce my
co-host.
(01:47):
Y'all know my girl, shatima.
How you doing, shatima, hey,I'm good.
How are you?
I'm hanging in there.
Speaker 3 (01:53):
Good, good.
Well, I'm excited.
New year, new format.
We have our guest here, sowe're excited about getting
going.
The universe has given us a lotof things to talk about as far
as hot topics, what did you?
Think about our new house.
I love our new house.
Speaker 1 (02:11):
I love our new producer our new house.
Speaker 2 (02:14):
Definitely looks good .
Yeah, he's swagged out right.
So who are you introducing usto today?
Speaker 3 (02:20):
Yeah, absolutely so.
I'm excited about introducingour new guest, Ayanna Baker.
She is the People's SupportManager for SWCA.
She also owns her own business,New Age Vision, which
specializes in skin care andwaist beads.
She is also the VP of Brandingand Marketing with BHRS, which
(02:40):
is close and dear to our heart.
So we're excited about hercoming in and being our first
guest in our new format today.
Welcome Ayana.
Speaker 4 (02:49):
Thank you so much for having me.
I'm excited to be the firstguest too.
That's an honor, so thank you?
Speaker 2 (02:55):
Yes, it is, you're honorary worthy.
Speaker 4 (02:58):
You know you are and it really is.
Speaker 2 (03:00):
It gives us a chance to talk about BHRS a little bit
too, so we're excited to haveyou.
What motivated you to join theBlack HR Society?
Tell us a little bit about yourrole and what the people can
expect this year from you andyour team.
Speaker 4 (03:16):
Awesome, Good question.
The motivation was first off.
I didn't even know there was anorganization that was
specialized in supporting blackHR professionals, so that was
like threw me over the moon.
And then the mission of givingback to the community through
our expertise, making sure thatwe leave HR a better place than
(03:41):
we found it, especially forpeople of color.
So that is my why and I want tobe a part of that.
So I'm excited being a part ofbranding and communication.
2025 is going to be a dynamicyear.
We're going to have a lot morecontent, a lot more engagement.
We want to definitely make surewe get our faces in front of
(04:04):
our members.
We want to shout out ourmembers.
We have some incredible memberswith a lot of talent, a lot of
expertise, and we really want tomake sure that we are standing
out and showcasing ourdifferentiators by, you know,
really showing that we are theHR expertise to go to.
Speaker 3 (04:21):
Yeah, and along with the theme of, you know, being a
new year, we have a new website,so we're excited about our new
website.
We also have new brandingmaterials, so we're moving on up
.
Speaker 2 (04:33):
Yeah, you even have a little tablecloth branded
Ayanna, got the board member ofthe year last year, year before
23, and still just killed it in24.
And so you've always been apleasure to have on the team.
And so beautiful in spirit andoutside.
She was my lock crush too.
We laugh about that.
(04:55):
As I went into that journey Ihad to say tell me, ayana,
because her locks are gorgeous.
Speaker 4 (05:01):
Oh, thank you.
Thank you.
It really is an honor to be apart of the Black HR Society and
to partner with Shatima and UTJ, so I'm grateful.
I'm really getting more out ofit than probably you guys are.
Speaker 3 (05:13):
I'm the newest member of this group to that team, so
I definitely felt the same way.
I was looking to join a boardand I wanted to give my like,
gifts and talents back to ourcommunity.
First, I feel like we representa very high population in HR,
especially black women, and so Iwanted to kind of start there.
(05:34):
So when I saw the marketing andthe branding on LinkedIn and
reached out, that was the reasonwhy I joined as well, just to
give back and give some of thisknowledge, because there are
disparages, you know, in theworkplace.
It's a different experiencesometimes for us, and so being
able to tell people who looklike me, like this is what
really happens in HR and this iswhat this means.
(05:55):
You know you're being workedout or, you know, not hired or
whatever the case may be, wasdefinitely a driver for joining
the team.
So I am excited that you putthis together, tj, and we've met
so many great people and wehave great members as well.
Speaker 2 (06:10):
Yeah, the goal is to support.
You know, being in HR is toughin general, but when you are
black and corporate, we knowthat is a completely different
experience that people cannotrelate to, and, being in HR, we
have so many things that we'reprivy to and we can't really
share, and it's really good tohave a safe space to use and tap
(06:32):
into resources.
You know I'm dealing with somestuff, and so that's what the
goal and the mission is, andalso to create this vortex where
now we're helping the communityget equitable employment.
Y'all resume reviews, we've gotsome coaching sessions coming
up this year, so I'm reallyexcited about the impact that we
(06:53):
can and will make in thecommunity this year, and so this
team is doing that along withthe rest of the board.
Speaker 3 (07:00):
So, yeah, so can you share a bit about your journey
from HR compliance to diversity,equity and inclusion?
We know that's a to get burnedout and then the industry that I
was in.
Speaker 4 (07:12):
We were always understaffed in HR, so that just
made it even harder to reallyenjoy the profession.
(07:33):
So I wanted to get intosomething that I wasn't very
strong in.
I wanted to broaden my resumeand so compliance.
And when I came over to SWCA,the director at the time was
like I got you, I'm going totrain you up to be a compliance
specialist, and so I was superexcited about that.
It was also a plus, becauseright compliance is behind the
(07:54):
scenes.
Speaker 1 (07:54):
You don't get a lot of employee relations stuff.
Speaker 4 (07:58):
So I was, yeah, no babysitting and really
compliance, I think, for me, iswhere my heart is, because you
really are shaping the culturethrough policy, through making
sure that you are compliant withlegal expectations.
So I really enjoy that part andthat's a way for HR for us to
(08:23):
give back.
A lot of times what we do, theysay we're not billable or we're
not revenue generating.
Speaker 2 (08:31):
So, being in compliance, knowing that you had
the law and in the culturedrive, did you find that you
were able to be more influentialin the organizations?
Speaker 4 (08:42):
Oh, absolutely, because a lot of times, through
compliance, you find those gaps,and those gaps are where we're
at risk as a company.
So being able to present thosegaps, especially during strategy
meetings or any opportunitiesto help reduce, is a cost saving
.
So, especially when you are asa HR professional, when you are
talking to senior leadership,you always want to make sure you
(09:04):
incorporate how it affects thebusiness Right.
So I'm always looking for those, those things.
Speaker 3 (09:12):
And I feel like the hiring managers or the
executives tend to respect therecommendations of the
compliance manager more so thanthe business partner, the
employee relations, becauseyou're dealing more with people
on that side and the compliance.
I was like no, no, no, this wasthe law.
Speaker 1 (09:30):
It was passed.
You cannot do that.
Speaker 3 (09:32):
It's like black and white versus the employee
relation You're like you know.
I recommend some coaching.
Speaker 1 (09:38):
You should probably terminate them and they don't
take those recommendations sotrue.
Speaker 3 (09:42):
But I found the compliance manager carries a
little bit of weight when theystep into the room and says hey,
did you know an audit wassupposed to happen?
Yeah, and you're supposed to doA, B and C.
Absolutely, we love ourcompliance managers.
Speaker 2 (09:55):
See, I think it's a unique role Like not many
companies have it.
Ayanna is my compliance officer.
We don't have one and she knowI brought her in to meet my team
right we talk to my HRcoordinators because it's not
something most companies have.
And I ask the question becauseI feel like it's difficult, if
(10:22):
it's the right thing to do, todo it right, unless I can say,
well, legally we have to, or youknow, and I mentioned we have
to then clean it up well, maybethat's the personal service
announcement.
Get you a compliance manager, soI want to dive into some hot
topics and talk about what'shappening.
Shatim, out here Now, you knowI don't watch the news right.
My news is social, which ishorrible because it's my
(10:44):
algorithm telling me what'shappening outside, and so I need
you to help me understand whatis happening outside.
Speaker 3 (10:53):
Yeah, so I do watch the news.
I try not to, but it's hardbecause then I'm a person who
wants to be in the know.
So it starts on Instagram andthen I'm in Google, CNN, MSN.
But there is definitely a lotcooking these days, specifically
the California fires.
You know, we know and I know.
I'm a native of Arizona and Ialways say my native friends and
(11:16):
families.
we have California cousins andfamily members specifically in
LA, since it's only six hoursaway and the Bay Area is 12.
So you know watching it on thenews.
They have wildfires every year,all the time, and they're
always very you know justdevastating.
But this one seems to be a mess, like BIT has just came through
(11:38):
and took out, like the wholecommunity, the whole city.
Has anybody had anybodyaffected by the fire?
Speaker 4 (11:46):
Not personally.
A lot of our co-workers, though, have had family.
We actually have a co-workerwho is going down to Los Angeles
to help with the recovery, andso a lot of us have come
together to provide support, butluckily, my family is San Diego
, so we weren't really impacted.
Speaker 2 (12:05):
I was curious because I know you have California
roots, but same for us.
We have a team member whodecided to take donations and,
you know, even provided a listof things that would be valuable
and drove them to Cali, and soI thought that was admirable.
I also find it interesting thatthe county or the community
(12:26):
that was burned down, altadena-was a primarily black community.
Why wasn't that like mainstreamnews?
Because it is honestly,honestly giving me Tulsa right.
It's giving me when thosecommunities are too rich yes.
Then we are going to burn themdown.
And so those people arestruggling because those homes
(12:49):
were paid off.
Speaker 4 (12:51):
Generational homes.
Speaker 2 (12:52):
Thank you, Generational homes and now are
going to be displaced and sothat that bothers me.
I'm very concerned about thataspect too, because are these
people now going to come toarizona?
Speaker 3 (13:04):
and what am I going?
to do for realty right, yes,they're coming, that's probably
for sure.
We, um, I have a lot of familymembers in la and and thankfully
for the most part they're allwell.
I had a cousin whose school herkid's grade school was burnt,
and then I did have an oldercousin in Altadena, so I don't
(13:25):
know him personally a little,you know, closer to my parents
age, but they did lose theirhome down there that they had
been in for 60 years.
So so it's completely, you know, just devastating to watch and
it's still burning and notcontained.
You know, from an HRperspective, you know, what
resources can you know, do these, you know families have that
(13:46):
may have been displaced, likewhat do you do if this was one
of your employees who is, youknow, now displaced, had a house
that morning and now it'scompletely gone?
You know, for your ownexperiences or in your
individual companies, whatresources you know should we?
Speaker 2 (14:01):
look for?
Yeah, because they don't havethe money for Airbnbs or you
know, not in California FEMA'salready declining claims.
And even if they got it, whereare they sending those?
You know, it's just really astruggle and I feel bad for
those people.
I want you all to come toArizona.
Come on over you know, but itdefinitely impacts the entire
(14:24):
surface around California, andthat includes us.
Speaker 3 (14:28):
I know you know a lot of people.
I have to remind them.
You know there's EAP Employee.
Speaker 1 (14:32):
Assistant.
Speaker 3 (14:33):
Programs that a lot of companies have.
California's the hub to a lotof those companies, even tapping
into their FMLA's and thoseextended leaves and calling
their different, you know,medical insurance companies.
There's got to be some traumathat is coming from you know, is
(14:54):
impacted by that or displacedto reach out to their HR teams
at their companies and ask forthose resources that are not
always, like you know,publicized.
Speaker 2 (15:03):
We always sell medical, dental and vision, but
there's that EAP program,financial assistance and things
like that that may be available,that they may or may not you
know, know about, yeah, and Ithink the impact of those
individuals we we know is bad,right, and we're like oh, but
think about, you know, you havetwo dogs, your home is, you know
(15:23):
.
Now you got to go to an Airbnbthat doesn't take dogs right and
in order to get them fostered,they're like where's their
records, where's their food, youknow, and you don't have
anything.
And so I think there is a verydifficult experience that those
people individually are goingthrough that you know.
I want people to recognize andbe empathetic to those
(15:46):
experiences, so hopefully we'llsee some good news come out of
this.
I mean it's just as horrible forus right now.
Speaker 3 (15:55):
I think we do.
You know really well asAmericans, when there are these
travesties, that's when you seelike the best of us.
You know you always see all thenegative things that happen.
But I feel like when these,especially these natural
disasters although this doesn'tsound too natural, but that may
be my own- conspiracy theory.
I heard that too.
We do really well in that spaceof helping and being charitable
(16:19):
and obviously a lot ofcelebrities are reaching out and
a lot of celebrities lost theirhomes as well.
So definitely prayers up forthose individuals that are
displaced from there.
Speaker 2 (16:28):
Yeah, I think that's the good I'm looking for.
Speaker 1 (16:31):
The people coming together, so the good in us to
support those people goingthrough.
Speaker 2 (16:37):
So thank you, shatima .
Going on to the next topic,girl well, dei, it never fails
us.
Speaker 3 (16:42):
It seems to be a hot topic um what is dei for the?
People that don't knowdiversity, equity and inclusion.
Some would say d-e-i-a.
Accessibility, right, right,compliance.
Speaker 1 (16:54):
Rightness compliance over there.
Speaker 4 (16:56):
Let's lean into it.
Let's do it.
Well, where do we start?
Speaker 3 (17:00):
Let's start with Amazon.
Have you heard the newest thingwith Amazon as far as their
DEIs?
They're slowly kind of removingany protective languages or
protective programs that theyhave in place for, you know,
blacks or LGBTIA.
Speaker 2 (17:20):
So, like resource groups, employee resource groups
, they're getting rid of those.
Speaker 3 (17:24):
Resource groups, any of their programs, and it's just
the newest trend right.
A lot of companies are kind ofleaning into that.
Have you heard of any of thatat Amazon?
Caught up on that.
Speaker 4 (17:37):
Not Amazon in particular, but I have heard of
McDonald's and other industriesthat are pulling away from it,
and I think it's just the fearof the unknown from the new
administration.
Speaker 2 (17:50):
Don't tiptoe, girl.
We know where you want to go.
Tell us more.
Speaker 4 (17:57):
Threatening their funding is enough to make anyone
, right from a businessperspective, start to re-look at
some of their programs.
And, like I said, that unknownfactor well, I shouldn't say
unknown it's been very loudlyspoken that they will be pulling
funding and possiblydismantling organizations
(18:19):
because of DE&I.
It makes sense that companieshave that fear.
It's unfortunate, but I get it.
I get it.
Some companies, though I reallyrespect that they are doubling
down Costco.
I love Costco.
Speaker 2 (18:34):
Costco's doubling down.
Okay, I can keep my membership.
There you go.
Speaker 4 (18:38):
And a lot of companies are rebranding right.
They're going to play that gameof we're not going to call it
DE&I, we'll call it inclusiveteam or something else, and I
appreciate that too.
I think the problem that wewill see, though, is we have
millennials and Gen Z, who areall about inclusion, and we are
(19:00):
going to see a change inemployment when you start
pulling back these things thatthey fought so hard to have in
place, like employee resourcegroups.
10 years ago, you didn't knowwhat that was.
Gen Z and millennials were likewe need these.
So Gen Z and millennials werelike we need these.
So taking those things that areso important to the workplace
is really really going to havean impact on your overall morale
(19:22):
and engagement from youremployees.
So we'll see.
And then we work so hard rightto have pay transparency, and so
many states are rolling out paytransparency that is
threatening to be taken away too.
Speaker 3 (19:34):
You're threatening to throw that away too, yeah.
Speaker 2 (19:36):
It's all part of it wow, yeah so one of the things I
was curious about as you weretalking about this, you know one
.
You shifted into dei.
Now how is that going to impactyou?
But is there a feel that thepeople that are shifting out of
it was doing it for the checkboxright?
I feel like the cost goals aredoubling down because we believe
(20:00):
in this, and so it concerns methat so many people are so quick
to be like, okay, we don't gotto do it, okay, and so it was
more about the compliancy andalso doing what's happening, and
so I have concerns about thatand how it impacts your new role
.
Speaker 4 (20:18):
First of all, I totally agree with you.
There are some companies thatreally were not sincere in their
approach towards DE&I and wecan see that because they're so
easily willing to pull back fromthat.
So I totally agree with you onthat.
It makes me a little concernedbecause I'm invested emotionally
into the DE&I.
I don't want to say movement,but I think that is the
(20:45):
direction that we should begoing to as employers or as a
global community.
Making sure that the workplacerepresents the community is key.
Right when I come to work, Iwant to feel like I bring my
whole self, that I'm respected,whether I have a disability,
whether I'm a woman, whether I'ma veteran, and having that
(21:09):
being told by my employer thatthat's no longer important, or
who I am is no longer important,is really distracting and
disheartening.
Or who I am is no longerimportant it's really
distracting and disheartening.
Speaker 3 (21:19):
I also think that a lot of people are just
misinformed Absolutely.
I think when they think of DEI,they think of affirmative
action, hires, and you're inthat role because you're a woman
because you're black, becauseyou're over 40.
And those programs are biggerthan that.
Speaker 4 (21:35):
Absolutely.
Speaker 3 (21:38):
And they miss the inclusiveness of it, they miss
the mental health of being ableto show up as your whole self,
and so whenever I have theseconversations with people, I'm
like that's not true.
Like you're misinformed, likethat's not what that is for,
that's not why that was put inplace, and I feel like you know
(21:59):
you saw an increase in theseprograms and these roles around
that, george Floyd, all theseyou know social media posts.
We support the hiring and theequity of this and we are going
to do this and they built theseroles and now you know what?
Three, four, five years later,they're removing those programs
because they just didn't knowwhat you know to do with them.
But absolutely I think theperception of that DEIA program
(22:24):
people are just misinformed,absolutely I think that's
generous, right.
Speaker 2 (22:28):
I think it's generous for you to say they're
misinformed.
There could be a mix of that,but I feel like it is just the
culture of America.
They aren't really interestedin doing it and in many spaces I
think they did it to becompliant.
Speaker 4 (22:43):
Absolutely.
Speaker 2 (22:44):
When George Floyd happened, everybody was
interested.
Every CEO had a comment and whencompanies were asking them to
pull up.
It was a struggle rightinternally and if we talk to
people who were in those DEIroles, they felt exhausted
because they weren't reallygetting support, and so there
(23:05):
could be a mix of that, but Idon't think they really were
embracing it for the return.
It could have me being a blackindividual at work it has been
my life to be the only one andso some things became normal
microaggressions and you dealwith it, but it really impacts
(23:25):
us, and so I don't believe thatthey really embraced it for the
return it should have in caringabout the people and so that's
why they didn't even know whattype of return they were
supposed to get.
Speaker 3 (23:37):
We're supposed to have this we're going to check
the box, we're going to buy ourtoken person right, put them in
there in that space and thenbuild a program for us that's
going to impact.
Right, right yeah.
Speaker 4 (23:48):
And I I think if businesses really sit and think
and there's studies out there toshow that that a diverse
workplace, um, you're moreproductive, you have bring in
more revenue, yes, more ideasfor growth.
So to pull back from that isreally like saying I don't want
to be successful five, ten yearsdown the line.
Speaker 2 (24:07):
Business move, is it?
And that's what I mean, theyweren't looking at the data to
make those decisions.
They were looking at.
Oh, this is what's happening.
We better get in line right andnow, oh, it's going away, let's
take it away.
And so I don't believe thatthere was full embracing of the
data and really trying to say wewant to help our people, except
(24:27):
for the Costco's, except for,you know, those companies that
said no, we want this.
Speaker 3 (24:33):
It's impacting the colleges too.
A lot of those Ivy Leaguethings pulled out.
You know their affirmative, youknow action and hiring piece.
So there's definitely going tobe a huge impact on that.
But, like you said, these GenZs even you know some of the
younger millennials they're notgoing for all of that.
I see that shifting in adifferent direction.
(24:54):
Soon it may just be calledsomething else.
I agree.
Speaker 2 (24:57):
So I think we have time for one more topic, and I
just must get into my girl.
So tell us what's happeningwith this last topic, ms Jasmine
Crockett.
Speaker 3 (25:07):
Representative Jasmine I think it's on point
because she shows up as herauthentic self and I'm here for
it.
I have to turn the volume upwhenever she's going in and have
you heard the latest with herand representative Nancy Mace,
who basically said, if I couldparaphrase, catch me outside
like yes, meet me outside.
Speaker 2 (25:26):
she said catch me outside and because she said
child and Jasmine being herself,she was not calling her a child
.
Yeah, and I was so entertainedbecause Jasmine going to let
y'all have it, you know, I'llgive me my time you know cause
the lady kept talking over her,but she was frustrated with
(25:48):
Jasmine and said well, we cantake this outside.
Now I felt like it was a littlebit of appropriation Cause you
know, we say we can go outsideyou know yeah, no.
Speaker 4 (25:58):
I took it as a threat .
Speaker 3 (25:59):
You called for me.
I'm coming Like that's what Isaid.
But I feel like you know I hada similar situation happen at
work, where you know I'm likewell, why are you being uberly
aggressive with me?
Because that doesn't happenwith anybody else.
You know what I mean and I feellike every time she shows up and
she has her appointed time toask questions and we've all seen
senate hearings and you knowcongressional hearings they get
(26:21):
like you know it's personal whenthey're asking you those
questions, if you remember, likethe Hillary Clinton ones, they
were all up in her business.
When she does it, all of asudden, it it like this.
All this aggression comes backto her, where I feel like the
men do it all the time whenthey're asking questions.
When Fosse was sitting therebeing interrogated, they were
like going in on him, but noneof this catch me outside, None
(26:43):
of this, you know shaking theirheads and all this other stuff.
But whenever she has her time,which is only what?
A few minutes to ask a fewquestions, I feel like they're
always like uberly aggressive inthe return and she gives it to
them.
She's like I'm here for it, yousent for me, I'm here.
Speaker 4 (27:03):
I think they do it intentionally too, because they
know that they will get areaction from her, whether it is
thoroughly laid out, like shedoes, and professional.
They know that and she'll be atopic of conversation.
So I think a lot of them useher in that way, which is
unfortunate, because those areopportunities where they could
really put out something ofvalue instead of catch me up.
Speaker 2 (27:27):
I mean her reads though is deadly.
And they are giving me Phaedra,real housewives.
Because Phaedra would be likereal professional with that read
.
She'd be like oh she read me andI feel like that's what they
don't like about Jasmine Herpoise in the read she be so spot
on, and they don't have adefense to that, and so that's
(27:49):
where the threat comes in Takeme outside, we can go outside.
Wow, that is so overtlyaggressive in my opinion, so
very good.
Well, good show, good show.
I really appreciate you comingin and chatting with us.
Ayana, tell the people wherethey can find you on social yep
(28:11):
Ayana Baker on Facebook,instagram, linkedin.
Speaker 4 (28:16):
Also New Age Vision on all socials as well.
Speaker 3 (28:21):
Yeah, that's where I'm at Shout out to New Age
Vision.
I love that body cream.
Speaker 4 (28:26):
Thank you, thank you.
Speaker 2 (28:27):
You're at Archwood on the first Fridays.
Speaker 4 (28:31):
Sometimes we do first Fridays or first.
Speaker 2 (28:33):
Saturdays First Saturdays Tell the people where
they can come buy the stuff.
Yeah, archwood first Saturdays.
For Saturdays, tell the peoplethey can come buy the stuff.
Speaker 4 (28:38):
Yeah, yeah, Archwood for Saturdays.
You can find us TempeMarketplace second Sundays and
it varies depending on what'sgoing on in the community
Summertime.
You're not going to find usoutside much because it's hot.
No, we're not.
But, you can also find usonline too, at
newagevisionllccom.
Very good, thank you, ayanna.
Speaker 3 (28:58):
Well welcome.
Thank you so much for hangingout with us.
We really appreciate it.
It's always a good time when weare all together.
Once again, I'm Shatima Gresham.
I am the CEO of Procure TalentManagement Group, which is an HR
consultant firm.
I'm also the VP of ProfessionalDevelopment and Members
membership with BHRS.
(29:18):
I have the pleasure of workingwith these lovely ladies.
You can catch PTMG on all ofthe social platforms LinkedIn,
facebook and Instagram and youcan chat with me at
shatimawewannatalkaboutitcom.
Very good.
Speaker 2 (29:35):
I also want to give a shout out to the Black HR
Society, our sponsors, who makea meaningful difference in the
lives of Black HR professionalshere in the Valley and soon to
be in your state.
You can find Black HR Societyon all social platforms.
At the Black HR Society on IGIf you want to be a guest on our
(29:57):
show.
You know somebody who wants tobe a sponsor.
You can hit me up TJ at.
We want to talk about itcom.
We really appreciate yousitting in with us today and
hope to see you back next time.
Thank you, bye, bye, bye.
Speaker 1 (30:13):
Thank you for tuning into let's Talk About it the
podcast.
We hope you enjoyed today'sconversation and found
inspiration in the stories andexperiences shared.
We trust that you wereentertained, learned something
new and felt inspired by today'sshow.
Be sure to subscribe, like,follow, share and join us for
(30:34):
the next episode.
Until then, keep theconversation going and let's
keep talking about it.
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