The Real Conversation w_ A Twist of Humor - Ageism in the Workplace

Become a supporter of this podcast: https://www.spreaker.com/podcast/my-worthless-2cents--5008766/support.

Episode Transcript

Speaker 1 (00:00):
Oh, here we go, Here we go. Ah, it's me, your.

Speaker 2 (00:08):
Favorite country boy, the Louisiana country boy, along with your
favorite diva, the Little Diva.

Speaker 1 (00:16):
And it's time.

Speaker 2 (00:17):
It's time, my people, My people, people's time.

Speaker 1 (00:22):
It's time. What time is it? Check the clock.

Speaker 2 (00:27):
It's time for the Reason Conversation with the Twist Humor Live.

Speaker 1 (00:35):
We Are, We Are.

Speaker 2 (00:37):
We are the longest, the longest, the longest consistently running
Monday night pod cast, Live Monday Night podcast. Let me
add we are the longest consistently running live Monday night podcast.
You got it. It's us, it's your people, and here
we go, Here we go, Here we go. Let me

(01:00):
first of all, let me welcome Buck Queen, the Queen.
I don't know why she had over in the corner.

Speaker 1 (01:07):
Screen Diva, Little Diva. Welcome Diva.

Speaker 3 (01:14):
Hello.

Speaker 4 (01:16):
Lots going on in my world today, So sorry you
over there. Huh yeah yeah, y'all wanna see me back
in short here next week. I believe you're gonna be
slaty with your hair.

Speaker 1 (01:30):
Shout it, she said.

Speaker 3 (01:34):
How y'all, how y'all been doing? Hope, everybody's been great.

Speaker 4 (01:37):
We're gonna talk about ageism today and we're gonna We're
gonna flip the script today. We're going to talk about
our weekend after we talk about the topic, because we
will be talking about our whatever. We want to get
our topic like we did last week. But country, what
if you don't mind? Can I give a quick little
tidbit on by then we're gonna start the conversation. Uh

(02:03):
you real to help y'all call in?

Speaker 2 (02:05):
Yeah, Well, before you give your tid bit about agism,
I need to give a tid bit to the people. Okay,
first of all, let me give a little tid bit
to the people first and foremost. Here we go, here
we go, here we go there having their father, thank
you for this day. Thank you for your grace, thank
you for your mercy. Thank you for watching over and
protecting and guiding each and every one of us.

Speaker 1 (02:26):
Father God, I want to say thank you. Thank you
for those who are listening. Father God.

Speaker 2 (02:29):
I pray that we say something this day that may
encourage uplift and support somebody else, give somebody something that
they couldn't get anywhere else. By God, I just want
to say, thank you, use us, use us, to use us,
to use us. Thank you for the people who tuned
in thank you for the people who will listen later on.
Father God, our ask this press continue to watch over
and guid all of us. Father God, I pray for

(02:50):
the families that are going through whatever they may be
going through. I pray for the individuals who are going
through whatever they may be going through. The fact is
that they're going through, and as another side of whatever
it is they're facing. I want to send a special
special prayer out to my sister Jackson c B. I
want to send some prayers out to them. Father God
continued to watch her, continue to hold them, continue to

(03:12):
protect them. I want to say a prayer to my
nephew who just lost his grandmother. I want to say
a prayer, Father God, give him the strength that only
you can give. I asked these prayers in your son
Jesus name. Amen, Amen, Amen, here we go.

Speaker 5 (03:30):
Uh huh?

Speaker 1 (03:30):
This she did?

Speaker 4 (03:31):
She I didn't. I'm three different things.

Speaker 1 (03:36):
She was.

Speaker 3 (03:36):
She was glad that you. I am so glad that
this has become a regular thing.

Speaker 4 (03:40):
Because I.

Speaker 5 (03:43):
Wasn't.

Speaker 4 (03:43):
I would have not said anything, but I didn't know.
You know, I know you've been doing it lately, but
you know, I asked you some time ago and you
was very not happy about me asking you do it,
So now that you're doing it, I didn't know that
this was some of you're gonna start doing weekly. Now
that I know. Cool, because I did ask you first.
You made me feel uncomfortable. I said, I'm never asking.
Never will I ask him to pray again, and I won't. Also,

(04:05):
I won't be praying public agion the way you y'all comfortable.
I will never pray publicly again.

Speaker 1 (04:13):
Don't say never, because just let me tell you something.

Speaker 4 (04:15):
When I tell people about paying when you're going on
a cruise, and I say pay through me, don't pay
through Carnival, go through us. Somebody paid through Carnival and
never want to know they're gonna get their money back.
I don't know. I got to go see because it
depends on what deal you did. Some of them Carnival
have the way you don't get no refund And that's

(04:36):
why it's better to pay through the people that say
pay through you.

Speaker 2 (04:40):
Anyway, Like Mama said, the best, best best lesson about this.

Speaker 4 (04:47):
Yeah, but I mean they can still go.

Speaker 3 (04:48):
It just won't be with me.

Speaker 2 (04:51):
You're more than welcome, Miss Julih. Thank you for tuning in.
Love you girl, love you, love you, love you.

Speaker 1 (04:57):
Look here.

Speaker 2 (04:58):
We do have a tonight, and we're going to do
We touched on, like I said earlier, we touched on
a little bit last week.

Speaker 1 (05:05):
We didn't get a chance to give it it's due justice.

Speaker 2 (05:10):
So we are going to kick off instead of as
the Little Diva said, instead of kicking off with how
our weekend was, We're gonna end with that.

Speaker 1 (05:18):
We're going to if it needs it.

Speaker 2 (05:22):
Deserves as much time as we can give it.

Speaker 1 (05:27):
I have.

Speaker 2 (05:27):
We're doing something tonight we have not done in a long,
long long time because I just didn't feel like doing it.
Uh So tonight tonight, there's an opportunity for each and
everyone that's listening. If you want to chime in on
this subject that we are uh touching tonight, You're more
than welcome to call in. You're more than welcome to
give us a call, give us your opinions, give us

(05:48):
your thoughts, give us your feelings about this subject. Know this,
Know this, there's no judgment here. Your feelings, your feelings,
your thoughts are your thoughts, whatever it may be about
this subject.

Speaker 1 (05:58):
You're more than welcome, You're more more than well to
call in.

Speaker 2 (06:02):
Please please please pick up the phone down in if
you gotta. If you got a comment about this, We're
gonna talk about agism. My co host is going to
give you a little backdrop so that you'll because you
know why, you know why I'm gonna tell you this.
I called somebody today, right, not really a millennial, but
like whatever is right before that, and you.

Speaker 1 (06:25):
Know what they said, what they say, we might call.

Speaker 2 (06:28):
It something different. So what actually are you talking about? Yeah, yes,
So we're going to drop it in tonight and that
is the subject. That is going to be the topic.
So I will shoot this number out. So I'm gonna
shoot it slow because I know how y'all be talking.
So you can call in. The number is eight three
two three six eight zero three four eight.

Speaker 4 (06:52):
You already got to start over. Say that again.

Speaker 2 (06:55):
Eight three two three six eight zero three four eight.
That is the call in number.

Speaker 5 (07:03):
Four.

Speaker 4 (07:04):
Let's let's.

Speaker 1 (07:06):
That is the call in number.

Speaker 2 (07:07):
If you have a comment, if you have a statement
that you want to say right here, no judgment. Your
opinion is as valid as ours. So there you go,
and you go there you go shoot them up.

Speaker 1 (07:19):
I'm gonna sit back.

Speaker 4 (07:21):
Something happened to my screen.

Speaker 1 (07:22):
Oh yeah, I don't know. That's them. That's them people.

Speaker 4 (07:25):
Next though, you don't see nothing different.

Speaker 1 (07:28):
Uh, that's them people next day.

Speaker 4 (07:33):
Well, I can't hold on because I can't do nothing.

Speaker 1 (07:37):
Because you live. I see you live. I see you looking.

Speaker 4 (07:39):
Yeah, I see me.

Speaker 3 (07:40):
But the screen, like the letters on the side have
or maybe I did this.

Speaker 4 (07:44):
Let's try you.

Speaker 2 (07:45):
Did something because you just made mind huge. You made it,
you made it huge, you made it so big. Out look,
I was about to go get my glasses. I don't
even need to get.

Speaker 1 (07:59):
Act. I'm gonna try to get my glasses.

Speaker 2 (08:01):
But once more, again I can give it why she's
trying to get it together. The call in number for
tonight eight three two three six eight zero three four
eight if you want to call it on with a
comment statement, kick me off the screen? How you gonna
kick me off and then put me on this side?

(08:21):
I don't like sitting on this side. I'm gonna set
over there. I sat over there. I said any way
you put me, but you know now even took me.
I'll completely I'm just you know what she is. She's clicking,
but I don't know what she's now. She's under my name.

Speaker 1 (08:41):
Boy, I take. Mama always said.

Speaker 4 (08:46):
Mama always, I don't know what's going on. But I
don't know.

Speaker 2 (08:50):
I always said, if it ain't broke, don't be trying
to fix it.

Speaker 4 (08:53):
I don't know nothing.

Speaker 3 (08:55):
I can't close my screen back down, it's enlarged.

Speaker 1 (08:59):
So all right, let's do it. You have you have
a what you call that lot of thesis? You had
the thing? Go ahead.

Speaker 4 (09:07):
I'm sorry, Okay, well I can't see none of the
comments because are super small. Okay, Oh wait wait, maybe.

Speaker 5 (09:17):
This is it?

Speaker 4 (09:19):
Huh what did I be young? I'm so sorry. All right,
so let me just mentioned I know everybody don't want
to hear these boring facts, but I like to give
them a little bit behind why we're talking about this
A A A A r P. They are always on
LinkedIn talking about agism, and when I think about the
ageism and now we got the beilver rope of them,

(09:39):
we don't need that up there. She not visiting today,
Oh god, and my name is gone. Oh so it's
been on there talking about agents them and just keeping
out to the agism is not just for the older,
because that's all I think about. I just think about me,
But age of them also comes U it happens to

(10:00):
people who are younger.

Speaker 3 (10:02):
And the question that was posed was is ageism still the.

Speaker 4 (10:07):
Final acceptable bias in today's and acceptable in air quotes
acceptable bias in today's workforce? And some of the things
that they they mentioned on the ARP thing was seventy
eight percent of workers over forty five say that they
have been seen or experienced age discrimination ARP twenty twenty three.

(10:31):
One in three millennials believe they have been overlooked for
leadership because they're too young. EEOC reports over twelve thousand
age discrimination claims annually. Recruiters only spend six seconds six
say that's one, two, three, four five six six seconds

(10:54):
scanning resumes days can trigger an unconscious bias. They see
that you want this school and you graduated in nineteen
eighty seven. They'd be like, oh no, she probably can't
you work on the computer. She probably want how to
spread sheets? Mind you, I be doing formulas and stuff.
I'm finish say in US an ish on But anyway,

(11:15):
so it does affect both sides. All the workers fifted up,
we get overlooked for promotions despite the experience we have.
And what I read because boy, I thought was so
interesting too, regarding that when I was young, we looked
at older people are mature, more mature people as they
were wise.

Speaker 6 (11:36):
I especially I, I I especially with someone that like
hang around older people, and because I thought they were
so smart and they knew so much, and they could
teach me so much, and they did teach me so much.

Speaker 3 (11:51):
Just have always done that.

Speaker 4 (11:52):
Now I'm old school instead of them, but so wanting,
so recruited.

Speaker 5 (11:57):
What was I?

Speaker 4 (11:58):
So? Workers over older than fifty us are overlooked for
promotions despite experience stereo. The stereotypes of them is that
they're outdated when it comes to technology.

Speaker 3 (12:10):
And let me tell y'all, I am not outdated when
it comes to technology.

Speaker 4 (12:12):
I just don't want to do it. If I need
to do it for my job, you give me a
promotion and pay me.

Speaker 3 (12:16):
Some money, I will do it. I will do it happily.

Speaker 4 (12:24):
Okay. Casual comments like where are you going to retire?
Dismiss ideas labeled as old fashioned, or they just they
kind of hear you, just to what is happening here?
Why don't y'all pardon me?

Speaker 3 (12:44):
I can hear you, but my thing says worse than
two cents on mine.

Speaker 4 (12:47):
I know, I know, okay, anyway, treated like the office elder,
but not giving leadership roles. Yes, you know that's a
that's a big one. And then for the under thirdwenty
five the big one. For me, it's not even on
his paper. Let me see if it's on his paper.
Oh yeah, it is on his paper, but it's already
on my mind. People say it's too young to lead.

(13:09):
They're too young to lead. Their mindset is too young
to lead. But also they go to college, graduate and
get this degree that people say that the world, including you,
who has been a recruiter most of my career, told
you all you have to do is go to school,
get a degree, gone to get that higher educate, higher degree,
that advanced degree of a master's so you can go
out and get you a great, wonderful job. But then

(13:31):
when you graduate, guess what, they say you need five
to ten years experience for an entry level job. So
to me, that's agism. Pay inequities despite equal output, not
invited into serious decision making because they think they're too young.
But older people are like that. On the older side

(13:52):
of agism, that happens a lot. They don't invite you
in and treat it as like a kid rather a professional.
My daughter talks him that a lot about. She's treated like,
all right, little jazz, and we heard your little idea.

Speaker 5 (14:04):
It's cool.

Speaker 4 (14:05):
I go to sit down. Hello, couch you boy.

Speaker 5 (14:13):
You there?

Speaker 4 (14:16):
Oh there's jazz. Hello.

Speaker 5 (14:21):
Uh.

Speaker 4 (14:22):
We were just gonna tell you don't have to get
on the show, because you can check in with us
and see if you have everything's say in the check
if you're not busy, if you're business, fine, we're already on.
We're just already talking. It's so yeah, because something's going
on my computer. But anyway, my hang up, guys, we

(14:43):
are having some technical difficulties, so give gift. It was
a second creating new tab. Oh my word, what is
going on? I can't see anything. M us cancelor of

(15:09):
this and we are alive.

Speaker 1 (15:16):
Mm hmm, all right. Look we back by y'all. I

(30:07):
don't know what happened, but look here, we're back once
more again.

Speaker 2 (30:10):
When I'm back. She ain't back yet, but she's coming.
Look here we are here once more again. If y'all
don't know, we'll talk about well, we try to talk
about agism.

Speaker 1 (30:18):
I guess that's what kicked.

Speaker 2 (30:19):
Then some age ism on my laptop, her laptop and
everything else. She was given some background about agism, and
I don't know if anybody has ever faced it, this thing.

Speaker 1 (30:34):
Some of the example she was given.

Speaker 2 (30:36):
Have you ever gone you know, you gone to a job,
I know, way back when when I started one hundred
and fifty years ago. You know, it was always this
thing as you don't have the experience. And that's on
the other spectrum of it, that's on the say, the
younger people, you're going out, you've gone to school, you
spent you know, you've spent four or five, six, eight,

(30:58):
twelve years in school, You've gotten all the degrees, you've
gotten all the certifications. But these people want to say, hey,
before we can hire you, we need to hire somebody
with some experience. That's agism. So how am I supposed
to get the experience if you ain't gonna give me
the job? In my opinion, that's that's agism, or that

(31:20):
she was saying earlier. If you don't get the promotions
anyway anymore, you don't get these things anymore because they
they think that basically, you know, you're getting ready, they're
getting ready to put.

Speaker 1 (31:32):
You out the pasture. So I'm not going to move
you up.

Speaker 2 (31:37):
I'm not going to give you that position because well,
you know you're kind of close to retiring or you're
at that age now where where that's agism and all
of it. I think all of that is is so
in so many ways, it's so unfair because how does
one get the experience if you don't want to give

(32:01):
them the experience and give them the opportunity. How does
one apply the experience they have if you're saying like, oh,
we're gonna hold you back or we're not going to
put you there somehow, in my mind, that thing is
just not right. That's just in my mind, in my mind,
that thing, I.

Speaker 4 (32:20):
Mean, it's a it's a it's one of the protected
categories of discrimination.

Speaker 2 (32:26):
Yeah, I mean, how do you feel about I mean,
and that's.

Speaker 1 (32:31):
Yeah, I understand it.

Speaker 4 (32:32):
That's why the question is is this an acceptable?

Speaker 3 (32:37):
People make this?

Speaker 4 (32:37):
Accept that one?

Speaker 3 (32:39):
I don't think just like.

Speaker 4 (32:40):
That person you called, you said they was like maybe
y'all call itself. I don't think all youngsters really know.
But it is because like it's a lot in my department,
I am. It feels really weird and I didn't realize
it for a long time. But I'm the oldest person,
the most seasoned person in the department. I got to
remember that that is a positive. And as I was

(33:01):
saying before we got off early, before we got stuck,
that just like you, you know how they used to say,
grave means wisdom. You know, I loved hanging out. When
you see all the old school movies, what do you
see the kids, they're just admiring the older generation. They
want to hear more kids, ain't man. I think I

(33:21):
know the stuff at the time. But what I will say,
they like to hear. They lot for me to talk
about things that happened in the past and asked questions
about And that's what you think about old people, even
in my in my job or your job. We've been
doing we do a long time. I think me and
you both got to the point of where we're just
doing this. Okay, well y'all just going said, y'all know everything.
I'm just let y'all do it. I'm just doing what
I'm doing over here. I found myself today they were

(33:45):
all huddled up doing something and I said, Okay, I
guess I'm too old or no good because I think
I got something I got work to do, y'all.

Speaker 2 (33:53):
Know that's yes, you were so right, because I see
some things that have seen. Here's the thing about and
I don't know about you. You know, I was before
I was. I moved up in the ranks. You know,
I started off just like anybody else, as a worker.
I started off as those people, those people, one of
those people who could do everything.

Speaker 1 (34:14):
I learned how to sneak away and do everything. So
let me tell you when.

Speaker 2 (34:17):
I see folks sneaking off and doing it, well, I
look at here, I did that thirty years ago, you know.
Or I know how the sandbag work and act like
you're really work it. There are some people that be
acting like it. And maybe that's the thing where they
don't want the older people because it's like you see

(34:38):
that and it's really really heyeses, it's really really one
of those things. But I think that it is out there,
and you're right, I just don't think people truly identify
with what it is and what's happening.

Speaker 4 (34:56):
Yes, because even me again not understanding. I found when
we first started to show so ARP has it on
LinkedIn a lot about every day we actually every day
they folks of about agism, but they're talking about older
They didn't talk about these things that we have for
younger workers on the thirty five, you know, especially when
I talk about they say entry level you got out

(35:19):
of college or intro digital job requires five to ten years, you.

Speaker 3 (35:22):
Know what I mean, And they wouldn't see that. And
another thing, I don't think.

Speaker 4 (35:26):
Younger people in my mind, like someone I work with,
I don't think like I don't know. I think older
people be knowing that they're discriminating with the youngsters. But
I think younger people, I don't think they realize some
of the things that they say or do. I don't
think they really realized that it could be agism, you know,

(35:47):
or or discrimination. And how old was the person that
said that they must call it agism so much? Maybe
they meant that they call it age discrimination.

Speaker 2 (35:55):
Maybe that's what's in her thirties.

Speaker 4 (35:59):
Yeah, so maybe she's thinking of age discrimination went to
the same thing as agism.

Speaker 3 (36:03):
But the question again that we want we're supposed.

Speaker 4 (36:06):
To answer, is where does where does god dang it?
Where does it start at? What parties on?

Speaker 3 (36:15):
Does it start at?

Speaker 5 (36:16):
HR?

Speaker 4 (36:16):
When they're uh, that's where we stopped that country boy
I'm sorry. When h HR has HR recruiters take only
six seconds to scant a resume, dates can trigger an
unconscious bias. Do you believe that?

Speaker 2 (36:32):
Yes, I do from from I do personally because working
in but not not because of age. With me, it
was because dates did a certain thing. When I saw
like multiple dates or or multiple employers, that was a
trigger for me, like this person ain't for to be

(36:53):
here long. It had nothing to do with their age.
I came from. I came up when I was hiring.
I wanted it. And again again, this is what I
know about hiring people. This is what I know about
what I know what I did personally. People hire people
that they feel comfortable with. That's who they want people

(37:15):
because they're trying to mold their team to look like them.
So if the them is the right, right, they want
people right, they want people around them. So it's kind
of like that thing. If you're if you're a little
bit older than you may intimidate. If you're younger, then
you may still intimidate. I'm just at the point. What

(37:37):
I think again with hiring and the ageism thing is
don't you want somebody there.

Speaker 1 (37:43):
To teach you the things that they know. And that's
on most sides. That's on both sides.

Speaker 2 (37:54):
Because you have a younger generation that's coming in that
knows how to do some things, but you have an
older generation that knows how they've done some things. And
can you imagine those two working together instead of against
each other, instead of one saying, well, oh, I know
how I know it works better like this because I

(38:15):
have all the modern day technology. Well, now, baby, let
me tell you something. Let me tell y'all about ageism
for an old man like me. Okay, I'm so old.
I was back when they used the credit card machine
to swipe. Okay, I'm talking about they had the carbon
copies and they pulled it off. About that, But let
me tell y'all something why that thing is still relevant today.

Speaker 1 (38:38):
What you're gonna do when the power go out and
you can't use your card?

Speaker 4 (38:43):
I said that to somebody yesterday.

Speaker 2 (38:45):
Do you know people lose their mind because they've never
seen the machine. Companies don't have the machine. So what
do you do when you sit there because it is
all on computer? Or you got a chip, baby, when
the power go out, your chip.

Speaker 4 (38:58):
Just went out, and we know how to do long division?
What I mean, but you do long division. But I
would just tell us somebody the other day, if we
don't have that, we still know how to build through
and add, subtract and multiply.

Speaker 2 (39:20):
Yes, it is those things that one should be able
to teach the other because these things are still as relevant,
you know, as they were in my mind, in my
mind still as you can take those Yeah, you can
move forward, but in order to move forward, you have
to be moving from somewhere. Yeah, you can't just disgard

(39:43):
it because it's where we used to be. And you
can't just disgard it because oh this is where we're going.
We should be able to go hand in hand and
both work together collectively and grow. That's just my opinion
on it, because yeah, every job I go to, I

(40:03):
look for a credit card machine.

Speaker 1 (40:05):
When I don't see one, then I know you so stupid,
I know, I know, right then and right there. Yeah,
now this.

Speaker 3 (40:12):
Thing says that.

Speaker 4 (40:13):
So what the question was, where do you believe agism
is most deeply rooted? And it's recruitment processes, internal promotions,
workplace culture, are training and upscaling. Right, I personally think
it comes in the recruitment processes and then the workplace
culture and what it says about recruitment and workplace culture.

(40:34):
Recruitment application systems still ask for dates of graduation in
years work. So you hear people talk about these updated
resumes that say, what are they called functional or something?
But you take the dates off. But then you got
to turn around and do that application. What is the
application ask you for? And then they make you put
them in or it's one of those where they have
the red or the act where you have to fill

(40:56):
it in. Right, So that's before you even whatever. You
know your experience in ageism when they ask you to
lead the tech training but hand you the manual for
the fax machine. M that's not why I was. That's
the wrong thing I read. Workplace culture. Older employees are
seen as winding down what you said, Younger employees are

(41:18):
seen as unready. That's the culture. Promotions often skip over
experience for image or freshness. Now that I do know,
people do that, like back in the day, when those
little training videos come home, they show that they're gonna
put the cutest.

Speaker 3 (41:34):
Or the prettiest person at the reception.

Speaker 5 (41:36):
Is this right?

Speaker 3 (41:38):
I even saw.

Speaker 1 (41:41):
Yeah?

Speaker 4 (41:41):
Yeah, But my biggest issue is just that that they
for me because I'm not on the younger side, so
I can't speak on that book for the except the
when I told you about when they get out of college,
they got to have twenty five years of experience. They
just got to college. For me, I feel it when
when it's like people say things like are.

Speaker 5 (42:03):
You gonna retire?

Speaker 3 (42:06):
Or I know they don't mean, they don't mean to
be right.

Speaker 4 (42:09):
I'm saying, or like you said, sometimes baby say oh
you can sit this when out school the old school,
which in the work place, I think you're not supposed
to use that word. But again they say, this is
one of those the ages was an acceptable the last
acceptable form of discrimination that people just kind of let

(42:31):
go by the wayside, you know, or for me, I.

Speaker 3 (42:33):
Mess up on it. You know those they have these
spreadsheets they're.

Speaker 4 (42:36):
On the this is probably they don't want why they
don't want me to work there? Uh me do it that.
It's a spreadsheet, right and they're shared, so someone messes
with it. It can be mirror range. Every time the
spreadsheet gets mess up. Guess who they say, Triny, you've
been messing with a fresheet.

Speaker 5 (42:54):
I didn't do it.

Speaker 4 (42:55):
I've done But what praise is my other coworkers who
are young baby saying I don't know body, I was saying,
is you because I did it one time, so and so,
so and so did it before. It ain't just me,
so that took me to me and it could be
me telling it personally. But all these people in the room,
Trina is twenty one of us. I think, Trina, did

(43:16):
you mess with spreadsheet?

Speaker 1 (43:20):
Yeah? Hey, I get it, I get it. I get that, and.

Speaker 4 (43:24):
It's you know, I was in the room by myself today.
Everybody went to lunch. I was looked around and I
was there by myself because everybody's clicked off into their
little their roots. I don't have a group because there's
nobody but right, But you do sometimes find yourself like, well,
nobody even asked me to go. And it could just

(43:45):
be because they just don't like you. But I think
sometimes and I don't think that young people really realize
that it's a thing, that it's not a good thing.

Speaker 2 (43:55):
And I just you know, again, mine is the mindset
should be. And that's I think you and I probably
came up on the same thing. To grasp as much
knowledge from the people that are there that yes, that
came before you grasp that knowledge and I get trust me,
I get people coming, and you're younger and you have

(44:17):
your ideas and you have these fresh ideas of oh
I should try it this way, try it. Here's the
thing that I think that messes up a little bit.
There's nothing new under the sun. Okay, you may have
this fresh idea, but did you think somebody may have
tried a version of that.

Speaker 1 (44:37):
Before, so that instead of if.

Speaker 2 (44:40):
That makes any sense, instead of going like, oh, well
you yeah, you could run by somebody that's been around
and go like and they could say like, well here
you know, here the here the drawbacks to that.

Speaker 1 (44:52):
Hear this. But you want to say like, oh, you're
thinking that came up with ain't nothing new? Ain't nothing
nothing new? Okay.

Speaker 2 (45:00):
Everything rotates around, Okay, it comes back around. So somebody
has tried a version of it. And maybe if you said, hey,
what parts of this didn't work before, then you could
be like, oh, okay, once more again that's the old,
that's the new, mixing together and what they're doing is

(45:23):
now they're creating something great.

Speaker 4 (45:25):
And that's what this says. Wisdom and fresh ideas are
not rivals together. They build success like whether you are,
whether you're twenty five or fifty five, your age should
never determine your work. And that's the part like sometimes
again they put you out like you're the dinosaur.

Speaker 3 (45:46):
Yes, you know are they.

Speaker 4 (45:48):
Have conversations and they kind of you told me that
you've seen some different things.

Speaker 3 (45:52):
So have you ever felt dismissed for.

Speaker 4 (45:54):
Being too young when you were younger or too old
since you've been seasoned.

Speaker 1 (46:00):
I've never I felt the too young thing, you know.

Speaker 2 (46:05):
And when you were talking, I thought about you were
talking about the entry levels. M isn't that something for
an older person to try to get an entry level? Know,
you have too much experience for a younger person to
try to get an entry level.

Speaker 1 (46:20):
No, you don't have enough experience.

Speaker 2 (46:25):
Let's just figure out how you work back now, now,
how can you have too much and not enough?

Speaker 1 (46:31):
So what are you really really saying?

Speaker 5 (46:34):
Yeah?

Speaker 1 (46:35):
Because no sense?

Speaker 4 (46:39):
And then even Jama said that the example I gave
earlier was not ages. And and I know about being
in the room by yourself, that was just a thing
that that's just something to me being uncomfortable. But what
I will say is, let's like at my current employer,
we've all been there for a very very very long time. Well,
the three years has been started and positions have come up.

(47:00):
And the thing about this is none of us, none
of us were put it in the position that was available.
So that's fine of whatever, So we won't show that.
But you also, as someone older, sit and think about
all the experience, all the work you did, all the
you went to school. You've done all this work. You
have a portfolio of experience. But they see that as

(47:23):
being too much experience, kind of like with the youngsters,
too little experience. But the other day we found out
that one of our counterparts but doesn't work in a
circle whatever, but they work like on the outside. She
got a promotion to as a director, like within six
months and she's twenty four.

Speaker 3 (47:43):
Nothing wrong with that. I'm always proud.

Speaker 4 (47:45):
For young especially brown, black and brown people to be elevated.
I love that for them. But don't forget about me.
I'm fifty five and I am not. That's why I
told them. I tell them I'm gonna put a picture
on my resume because I do not look I am not.
I can do some stuff. Then I get silly with it,

(48:06):
and I know it sounds stupid. But I don't realize
just do the tap. I've even said it. Uh, why
y'all think I can't work these spreadsheets? I'll be at home.
I know how to do formulas. Do you know I
know how to do formula on spreadsheet? I know I
do formulas spreadsheet. I just there's some things. To be
honest with you, I just don't want to do anymore.

Speaker 2 (48:24):
Right, Well, and seeing that's that's that part of it too.
I mean that's and I can say that but don't
want to do. And now the other part is like, Okay,
well they're probably older, they don't want to do those
type of things.

Speaker 3 (48:38):
Could be, but you can't assume that.

Speaker 1 (48:44):
Hold on, idiot, the real conversation with a twisted humor.

Speaker 5 (48:52):
Oh, somebody call us?

Speaker 2 (48:55):
Yep, somebody called us. Hold on ever see hello, Hello,
I can hear you. Would you like to go on
the air? May I ask who's calling?

Speaker 5 (49:11):
Oh?

Speaker 2 (49:11):
We have a young millennial on the line. Would you
like to make a comment? Okay, well, hold on just
a second, Hold on, just a second. Let me see
if I can get you live on the air. Let
me see how this works. Hello, Hello, let's see can
we hear can you hear.

Speaker 5 (49:29):
Can you hear me?

Speaker 4 (49:31):
Is it on speaker?

Speaker 1 (49:33):
Yes?

Speaker 4 (49:35):
Oh I hear it.

Speaker 1 (49:36):
Now there you go, mister. Well, welcome to the show.

Speaker 5 (49:41):
Oh my god, thank you so much. Honored to be
here with you today.

Speaker 1 (49:45):
Well, we are so glad you are here.

Speaker 2 (49:47):
Well, look, give us, give us your input on this
wonderful subject.

Speaker 7 (49:52):
You know, I love how fout the conversation has been
about how we can keep learn from side. But my
personal beef with I'm actually befriended a lot of uh people,
at least most of my work must be like ten
years older than me. You remember Cheryl, the lawyer. Cheryl

(50:14):
and we were nasties at work. My girl Selena at
Target was had been working at Target longer than I
had been born, and I.

Speaker 5 (50:22):
Was her boss. Here's my problem, though, y'all.

Speaker 7 (50:28):
Will also be like, oh my god, I know so much,
and y'all treat me like you treat you, treat me
like you treat the young employees, and we all get
paid the same movie, all in the same room. But
I gotta teach you how to use the computer every day,
so now I'm doing your job at my job. Or
I gotta teach you how to read dat. Yeah, we
get paid the same amount. But you think that because

(50:49):
you also have seniority, that you also think that you
shouldn't be treated differently than me or I experienced. Sometimes
people think that I should have a certain reverence for you.
But at the end of the day, we are peers.
You're not the mother of the group, You're not the
auntie of the group.

Speaker 5 (51:05):
We're peers.

Speaker 7 (51:06):
But I find that older people don't want to be
treated as my peer right because they want to be
revered for the experience.

Speaker 5 (51:13):
And you gonn get out of the trash.

Speaker 8 (51:16):
Sorry, So those are my thoughts.

Speaker 2 (51:22):
And I agree with that. I agree with that, and
I think that you are you are so on on it.
And some people do. They want to think that the
time they put in takes them to a different level. Uh,
And you should be treated for the time that I
put in. I can see that. I can see how
people how older people would use that as some kind

(51:45):
of leverage and which which is unfair, which is.

Speaker 8 (51:49):
Unfair their own feelings. Yes, I don't disrespect you, but
I see you as a peer, but you don't see
yourself that way. But I will also say I as
a recruiter and the people that I hang out and recruitment.

Speaker 5 (52:05):
We never talk about age. That is not a thing
that has ever come up.

Speaker 7 (52:09):
Now we might have somebody these about some other things,
but like age. And the only time we ever cared
a lot about years, at least like against me and
my peers in.

Speaker 5 (52:18):
Text years of experience was if.

Speaker 7 (52:20):
The role required obviously you know, turning out of experience,
then I'm looking at graduation things. But like as long
as you are within like the three years we need
you to graduate, you could have been working there for
thirty years or three years exactly. It never really mattered
to us. And when we do a long screen, I
don't know how old you are. People stop putting years
on their work experience a long time ago.

Speaker 3 (52:41):
Now, the dead giveaway of your age put us on
an application.

Speaker 7 (52:45):
Yes, but we ninety percent of the time Again for
me and my peers in text, we do not.

Speaker 5 (52:50):
I know those tools make you love at applications. If
it makes pop.

Speaker 7 (52:54):
Feel better, we hate it as well. Tend to look
at the resume.

Speaker 4 (53:00):
Attachment over the application.

Speaker 7 (53:03):
The only reason we're looking at the application is if
they ask you those little extra questions like how many
is it experiences?

Speaker 5 (53:07):
Et cetera. The dead giveaway for AID is having a
fifteen page perth. You could take those days off completely
if you wanted to.

Speaker 7 (53:14):
Now, the other thing is once we get you to
a hiring team that ain't on us some more so
we try to challenge our.

Speaker 5 (53:22):
Own buyas sees.

Speaker 4 (53:22):
But the hiring team we ain't got a out of control.

Speaker 7 (53:25):
Over you know what they see system from that point
of view.

Speaker 4 (53:29):
But so you wouldn't see that that starts. It starts
at the recruitment level. You would see it the culture more.
The culture part.

Speaker 5 (53:37):
The culture part is after recruitment.

Speaker 7 (53:39):
Culture is after you have been hired, not before. Culture
is honestly even from the moment you start interviewing with
a hiring team. Think about a recruiter in a traditional sense,
I do a bone screen with you. Belive I've never
seen your basically are on the phone, I don't know
who you are. How you are is when you get
on that call with those people and they started asking

(53:59):
technically can tell them if you don't know the answer,
or if they start digging and asking questions, if they
shouldn't be asking. Would I agree they should not be
asking you like, oh what year did you graduate? Never
answer that question? They should not be asking you that
little things like that. And to the point you made
about how you're required to put like what do you
say age not age day you work in those applications, Yeah,

(54:21):
that's a work day thing. If work day is currently
being super discrimination for stuff like that, really are things
being worked on to like fix that. But I personally,
in my experience, think that the ageism comes into effect. Yes,
I do think in hiring, but I think in hiring
it benefits in my experience, it benefits more experienced people

(54:45):
and the culture once you get there, I do think
is not to the benefit of older people at all.
I feel like at least ten they go out of
their way sometime to make older people feel uncomfortable. But
I think recruitment, y'all have the upper and I think
once you start working the other culture day to day,
I do think is when the scales tip the other way.

Speaker 1 (55:07):
If that makes sense, it does.

Speaker 2 (55:09):
And you know, as I was sitting here as you're speaking,
you know, what I'm thinking is that on the agism,
sometimes possibly people don't want to hire someone with experience
or who's been there a lot of times because I'm
already running things this way and it's and it's easier
to hire something. Someone fresh and new doesn't have any

(55:32):
ideas that will fit into what I'm already doing, other
than somebody who brings something.

Speaker 1 (55:38):
In who will rock the boat.

Speaker 7 (55:40):
As a boat rocker, pfinal boat rocker and table shaker
can confirm they don't don't be wanting to deal with
people who'll.

Speaker 5 (55:50):
Be rocking boats.

Speaker 1 (55:51):
Yeah, because it's we're already doing it like this. You
have been and you've been in management for for twenty years.

Speaker 2 (55:59):
You got some idea on how it runs. That ain't
how we want to run it. We're trying to try
something new. So if I go get you with that experience,
you're gonna come in looking at this and peeping in
this and people in that and going like, oh, I
don't need your opinion, I just need your work.

Speaker 5 (56:13):
Yep.

Speaker 7 (56:14):
I'm saying what kind of all workplaces are getting to
a really weird place in culture. Generally, the recruitment preferences
are bad, the job market sucks, the culture is bad.
Nobody hold anybody accountable. They don't want boat rockers because
if you're trying to keep at right.

Speaker 5 (56:30):
They don't really want young.

Speaker 7 (56:32):
People because we don't have time to training, which is
also very common. Nobody want to train you also you
too old, But also I don't want to train nobody
to try to.

Speaker 5 (56:39):
Find somebody right which you want nobody on the job.
Why nobody has job right now?

Speaker 2 (56:45):
Oh, I totally agree with with that aspect of it
is the training in so many places, the training aspect
of it is horrible. I think that that is one
of the things.

Speaker 1 (56:58):
And you're right.

Speaker 2 (56:59):
You ring somebody in that's young, that has no experience,
and you're basically throwing them to the wolves.

Speaker 1 (57:08):
You're jumping them in there.

Speaker 2 (57:09):
Now you bring somebody else older end that has has
the experience. Now they are offended, like straighten things out,
and you're like, oh lord, so where do you go?

Speaker 1 (57:18):
What's the medium in between?

Speaker 2 (57:20):
Is because that person that has the experience goes like,
hold on, y'all didn't train me on this, and I'm
not finna do it. Yeah, that younger person is like, well,
I don't know why how to do this, but but
I'm gonna have to figure it out, and that's what
we'll figure it out.

Speaker 4 (57:35):
Yes, yes, what about one more thing, Javin before you
get off.

Speaker 5 (57:44):
Said ground.

Speaker 4 (57:51):
The country boy had called someone before earlier to try
to get them to come on the show, and that's
you said. She's in her thirties, and she said he
asked her about age. He wanted her to come on
to talk about ageism. And she said that y'all must
call us a male because she hadn't heard of it?
Is it because y'all just call it a discrimination? Age
discrimination versus ageism? I don't know what those are a

(58:11):
so did you? I'm saying, had you heard that that
term before ageism versus age discrimination?

Speaker 7 (58:18):
I've heard both of those being used, maybe, said I
work in HR that is a very common term.

Speaker 4 (58:23):
I don't call anything else, Okay.

Speaker 5 (58:25):
Age discrimination, uh, bias. What we do have to realize
all of us have biases, and so.

Speaker 7 (58:35):
At least what they can just reprouven is being able
to confront them head on. You're supposed to be able to, like,
talk to your peers about its if you're having I
tend to have a bias against a very specific brand
of white boy at work. I hate that for me,
but it's the truth. So to check my bias these,

(58:56):
I'll talk.

Speaker 5 (58:56):
To a pier.

Speaker 7 (58:57):
Hey, you look at this resume objectively. You tell me
what you think and go from there, but all of
us have those.

Speaker 5 (59:03):
That's unavoidable. But as a matter of are you willing
to admit it? Right?

Speaker 1 (59:09):
That's really good.

Speaker 2 (59:10):
I mean that's that's that's that's really and that says
a lot about trying to build that culture. That thing
is once more again for me, Why can't you take
that and make it a melting pot no matter where
you are, because the two would work so well. I
could see so many companies and things succeeding because you

(59:32):
took the both.

Speaker 1 (59:33):
You took the fresh new ideas.

Speaker 7 (59:35):
Can't cop themseel because sometimes it's unconscious, like I don't
like her vibes, but and then you find like, okay,
why do you what about her vibes?

Speaker 5 (59:42):
Don't you like? Can you do the job? Or no?

Speaker 7 (59:45):
And ultimately the body is, oh, she's kind of minds me,
my mom. I don't want to make out her not
fee or oh. I still consciously already know I'm gonna
have to train her on this. So I don't really
want to deal with this. Some of it's unconscious, but
good work environments should be addressing that.

Speaker 5 (01:00:03):
It's just most of them aren't good. I've worked at
one out of everywhere I worked.

Speaker 7 (01:00:08):
I worked at one place that was really big on
managing your unconscious bias, which I think is why my
mindset on this is a little different. And I am
hesitant to say that it's just everywhere because it is
one environment, it was very normal to call it out bag. No,
don't say that.

Speaker 2 (01:00:27):
Wow, And that's the and your product, right, that is
it is probably very very rare.

Speaker 1 (01:00:33):
And who do you go to? You know?

Speaker 2 (01:00:36):
And I hear that, But but if you are a
younger person, do you really go to HR?

Speaker 1 (01:00:42):
If you're an older person? Right, that's why who you
go to?

Speaker 7 (01:00:47):
I don't know you should be going to its are?
But nobody's trump HR anymore? Right, And the thing about
now here is I don't know how they But the
thing about bias is or think about work and going
HR and A g need documentation and I cannot give
you documentation on why I felt like so and so

(01:01:07):
was racist towards me. Now that's something we have to
start to unpack, like I can't explain to you. Sometimes
it's un like microggressions. Right, Well, she keeps accusing me
of messing up this exceled document that is obviously a
dig at your age.

Speaker 5 (01:01:23):
But if you say that, it doesn't sound concrete enough.

Speaker 3 (01:01:26):
So h, I don't do nothing about that, right right.

Speaker 5 (01:01:29):
I don't know how we dress that. I don't know.
I had a boss that.

Speaker 7 (01:01:34):
I obviously thought it was a racist, and I could
give you examples, but.

Speaker 5 (01:01:39):
Like unless she called me the N word at work,
nobody really.

Speaker 2 (01:01:43):
Cared, right right, Yeah, I get Yeah, what you're saying
is is is that thing I always say is is
facts over feelings? What are the actual facts are there?
Are there some facts here or you just over where?
I feel like they're just not treating me, right, yeah.

Speaker 7 (01:02:03):
And the thing is with some of these things, like
sometimes racism don't be like a fact to people who
aren't black.

Speaker 5 (01:02:11):
It is a feeling. I don't know how to describe
to you, and you wouldn't understand aybody describe to you.

Speaker 7 (01:02:15):
But I know when I feel it because I'm like,
you know what I mean, same way when we talk
about what is it uh vibes against like men and
women and stuff like that.

Speaker 5 (01:02:27):
I know when a man makes me feel uncomfortable, But.

Speaker 7 (01:02:30):
Sometimes I cannot articulate, like it sounds so simple to you,
you know what I mean?

Speaker 5 (01:02:35):
Well, he just you know me and mom talked about
all time. He just complimented you. Yeah, but I felt
so uncomfortable. But if I go to chart with.

Speaker 7 (01:02:42):
That, it's like, I mean, so he said, he compliments
you like you know what I mean, Like some stuff
is feeling and the feelings are facts. But again it's
very intrue because you also don't want to get, you know,
be out here acuse people are being racist and sexist,
and you know, these are your feelings.

Speaker 5 (01:02:58):
I think it's I think it's more complicated than that.

Speaker 1 (01:03:03):
Yeah, you know, you know another.

Speaker 4 (01:03:06):
Situation I thought about. I don't know if that would
be I don't know if that was ageism or just
laziness of how we talk about that you have to train.
They don't want to really train the younger people. Uh,
my youngest daughter had gotten a position and once just
she's just coming out of coll out of law school
and the person just didn't have the time to train
her and kind of just center off on away.

Speaker 3 (01:03:26):
Would you say that would have been ageism as well?

Speaker 5 (01:03:29):
A little bit.

Speaker 7 (01:03:30):
No, that's poor onboarding. M okay, that's just poor negligent onboarding.

Speaker 8 (01:03:38):
Mm hmmm, because the discrimination would have been not hiring her.

Speaker 7 (01:03:45):
The discrimination to me would have been saying that she was,
you know, incompetent. Well, that's not true. You hired her
because she has very local competencies.

Speaker 5 (01:03:53):
Right. Some people just stuck at training. Some people don't
want to train.

Speaker 7 (01:03:57):
It's also okay to say I don't want to hire
too that because I don't have time to train.

Speaker 5 (01:04:02):
Right, that's also one hundred percent okay.

Speaker 7 (01:04:04):
Discrimination is this person has all the qualifications to do
the job, but I am not hiring them, right.

Speaker 5 (01:04:14):
That's more when you get a discrimination.

Speaker 7 (01:04:16):
But Trina had years of experience. Let's say you have
very experience being a history teacher, you interview, you do well,
and they give you some other Google reason.

Speaker 5 (01:04:25):
Now, because I can talk about discrimination.

Speaker 7 (01:04:27):
But if you have thirty year experience of being a
math teacher and I need history, that's not discrimination.

Speaker 5 (01:04:33):
I like teaching you how to be a history teacher,
and that's okay. They don't have to train you. They can.

Speaker 7 (01:04:38):
You can always require experience. I think that you should
if you ain't gonna train nobody, you need to be
looking for experience. But you also can't say so and
so has too much experience.

Speaker 5 (01:04:48):
That's leader. That don't make no sense to me.

Speaker 2 (01:04:51):
Well, you know as if we having this conversation about
the asiasm and.

Speaker 1 (01:04:58):
The older younger, is it.

Speaker 2 (01:05:00):
It's also a thing I can't afford to hire somebody
with that much experience because I'm gonna have to pay
them for their experience.

Speaker 7 (01:05:10):
Now, that's why they that's why you gotta financed by
in the middle.

Speaker 5 (01:05:14):
But that's also that excrimination. But that's also very true.

Speaker 7 (01:05:18):
You want thirty years of experience, and you don't have
thirty years experience money, so you're gonna go find somebody
with maybe ten years of experience or six years of experience.
I don't want to give recruiters too much bead rap
because I do think it is a very delicate balance,
and I do think most of the onus on the
discrimination piece, and my experience is the hiring team.

Speaker 5 (01:05:42):
As a recruiter, I don't.

Speaker 7 (01:05:43):
Have time to be trying to calculate and figure out
what you're recreduated high school, right.

Speaker 5 (01:05:47):
I don't time for that. I'm looking at another thirty seconds.

Speaker 7 (01:05:49):
That's what I've been saying, like, I'm not looking through
fifteen pages to see what you've been doing.

Speaker 5 (01:05:53):
For thirty years? Is not doing that. I don't care
about your picture. I don't care about your LinkedIn that much.

Speaker 7 (01:05:58):
I'm not looking through all of those application questions do
you meet the qualifications their minimum that I'm moving on
now recruitment.

Speaker 5 (01:06:05):
Now, I don't know whether.

Speaker 7 (01:06:06):
People are looking for the job market are looking a
little sketchy, but I do think for the most part,
recruiters are not paying that much attention to.

Speaker 5 (01:06:15):
Be discriminating against your age at that early on in
the process.

Speaker 7 (01:06:19):
But I think the momentary application gets passed on to
the next person a hiring team. I absolutely know for
a fact some of them are like I have Mike
tell me like, oh, they want that deal in the nineties,
and I'm like, okay, what does that even mean? And
they were saying like yeah, Dell is kind of like
old school nope, not wait a minute, can they do

(01:06:40):
the job or done?

Speaker 5 (01:06:41):
Yeah? And then you go from there.

Speaker 7 (01:06:43):
But also, I'm the kind of recruiter who would approach
that bidace head on what do you mean by that?

Speaker 5 (01:06:49):
Because we can't say that, so give me something else.
But also everybody doesn't do that.

Speaker 7 (01:06:54):
I've had a lot of peers who do that feel
like it was a good job to challenge vias all
kind of a mess I'm not gonna lie. Very complex
recruiters want to keep their job. This is bad, y'all
want to get jobs. But I also I think it's
just very complicated.

Speaker 4 (01:07:11):
It's not to be true. It's not as close. And
I agree with the part about what you meant. Y'all
both mentioned about quote unquote trying to prove your case,
you know, and I was telling Country Boy that age
discriminate is is one of those protected classes, and that's
why I guess this question came up from AARP is like,
but do people really see it as a discrimination?

Speaker 7 (01:07:36):
At least in my experience, is I'm gonna if I
go into an interview feedback and you tell me that somebody's.

Speaker 5 (01:07:42):
Old, you absolutely cannot say that.

Speaker 7 (01:07:45):
So you're ready give me something else and I can
write down my feedback that ain't that because a pectic class.

Speaker 5 (01:07:50):
And I don't have a problem minded people. Okay, that's
a perfect class.

Speaker 7 (01:07:53):
So if you have real feedback about their ability for
inability to do the job, then we can talk about that.
But I'm not rejecting the key and it is because
they work at them in the nineties. That don't make sense.
But people I don't.

Speaker 5 (01:08:06):
Don't know the protective classes, so.

Speaker 4 (01:08:09):
They would people don't know the protect classes. Yeah, and
that's what I was saying earlier too, is that I
don't even when we talk about the older people discriminate
getting older people. I don't think everybody thinks realizes that's
what that can be. You know. Yes, something they may say.

Speaker 1 (01:08:27):
Bias again, discrimination and bias or bias. M.

Speaker 7 (01:08:36):
I have a bias against a certain type of white
boy at work, rich white boys at work. I don't
not give them opportunities because they are rich white boys.

Speaker 5 (01:08:47):
That makes sense.

Speaker 1 (01:08:48):
Yes, we all have biases.

Speaker 7 (01:08:52):
If you are enacting them to keep people out of opportunities,
to exclude people.

Speaker 5 (01:08:58):
From things, that is discriminate. But we all have biases.

Speaker 7 (01:09:03):
You speaking Spanish might offend somebody at work.

Speaker 5 (01:09:08):
That is a bias.

Speaker 7 (01:09:09):
Them telling you they're not not going to hire you
because you speak Spanish.

Speaker 4 (01:09:13):
That is discriminating discrimination.

Speaker 7 (01:09:17):
Well, everybody got their biases, and that's fine, but you
using that to.

Speaker 4 (01:09:24):
Determine whether you hire them or not.

Speaker 7 (01:09:26):
Yeah, whether or not you're gonna hire them, whether or
not you're going to promote them, If you're keeping them
in a certain place because of.

Speaker 5 (01:09:33):
Your biases, that is discrimination.

Speaker 4 (01:09:37):
And again, what can you really do about it?

Speaker 5 (01:09:41):
I mean, I think that there's more people could do
than they think.

Speaker 7 (01:09:44):
Butever, no one trust HR and most people can't afford
legal reputation because you could always reach out to an
employment lawyer that isn't our.

Speaker 4 (01:09:50):
Human Ye, this says here that EOC reports over twelve
thousand age discrimination claims annually, and that's not really that much. Yeah, well,
because people don't report it by school, Yeah.

Speaker 5 (01:10:04):
They don't report it. But you can also want to
the deployment lawyer. They would tell you whether or not
you have a case. M So that is always an optional.

Speaker 7 (01:10:12):
But I think people don't know how to describe it,
and they get really discouraged because they don't have like
concrete proof. And I get that, like I have been
in situations where I don't want to document everything.

Speaker 5 (01:10:25):
I want to do my job and I want to
go home and I want to get paid.

Speaker 7 (01:10:29):
I don't have time to be documenting every microaggression and
somebody gives me as a darkskin black woman after hear it. Gain,
I want time for that. So I just feel, you
know what, whatever I eat. Most of the places my
last job that I hated, I quite out the discriminated is.
I didn't have the energy to be tussling with her
and the employment lawyer about this. Gone hand, let me
go so I can move home, right, But if we
keep moving like that, then there won't really be any

(01:10:51):
desire case.

Speaker 5 (01:10:52):
But also now that we roll back DEI efforts, we
might just have to heed you know when I definitely
don't think they're gona care about your EEO complaint.

Speaker 4 (01:11:04):
That is so true now, But I read this is
on the side of go ahead.

Speaker 7 (01:11:09):
I'm sorry they've also been funded a little bit of that.
They're not taking as many EO.

Speaker 4 (01:11:15):
C cases under Trump, but yeah, mm hmm.

Speaker 3 (01:11:21):
On the side of a twist of humor.

Speaker 4 (01:11:23):
I saw this today. They had a picture of uh
our governor, and it says being that he signed the
d I, how you gonna get into places? They got stalls.

Speaker 5 (01:11:36):
I've been said that he can't even get he can't
even get in those buildings.

Speaker 4 (01:11:41):
They take away that stuff, yes, but they don't understand
all that's involved.

Speaker 5 (01:11:46):
In b I y. I saw somebody favor.

Speaker 4 (01:11:51):
Oh wow, wowney, But I mean, how do you feel
like that? Not being I like that crazy?

Speaker 5 (01:12:05):
But they think that the EI means black people. But
that's the hit right there.

Speaker 4 (01:12:09):
But thank you so much. That's your So the culture
gets your vote, right, yes?

Speaker 1 (01:12:20):
Culture? Yeah, I think culture gets.

Speaker 7 (01:12:22):
My vote because you actually feel the culture versus like
depending on your attitude. If you don't get hired, you
might not think about discrimination, but if you get to work,
you're gonna feel the bias if they have it.

Speaker 5 (01:12:35):
That's my vote.

Speaker 4 (01:12:37):
That's funny. Out of all of them, recruitment processes, internal promotions,
workplace culture, and training up stealing the vote on tick
on LinkedIn the day I looked at it. They have
a recruitment processes. However, they don't have a recruiters to
break it down like you just did.

Speaker 7 (01:12:54):
Because everybody hates recruiters because everybody thinks that recruiters.

Speaker 5 (01:12:57):
Do one job, and that's me. Recruiters are the first.

Speaker 7 (01:13:01):
We're the gatekeepers, and at least in my experience, I'd
be sending the most diverse panel of penance to the
hiring marriage and when they send me that list back,
all of them look.

Speaker 5 (01:13:11):
Like the people aregue on the team. Recruiters do not
make hiring decisions.

Speaker 7 (01:13:16):
I am making sure you meet the bare minimum qualifications
and that decision is not on me. And sometimes when
your recruiters go to you, fun fact is because the
hiring team is like, mmm, let's just keep looking to
see the.

Speaker 5 (01:13:28):
Finds of the better.

Speaker 4 (01:13:29):
Not because I I don't want to hire you, but.

Speaker 5 (01:13:33):
Because the hirings I am beholden to them. I don't
make no decisions.

Speaker 7 (01:13:38):
But people don't know that, and people love that recruiters,
which I get because some of my fears suck.

Speaker 5 (01:13:45):
But it's not always us.

Speaker 1 (01:13:49):
Wow wow wow, Well, thank you so very much for
calling in.

Speaker 2 (01:13:55):
Thank you for all the wonderful insight that you have
given us about ageism and recruiting.

Speaker 1 (01:14:01):
And Hr. I still don't like HR, but it's okay
and HR, and HR doesn't like me. But you know,
I will say this.

Speaker 2 (01:14:17):
As far as myself I take. I use my experience
a little bit different. I don't really I use it
to encourage those because everyone around me is younger. I
use my experience to encourage I talk to them on
a different level, whether it's whether it's hey, you know,

(01:14:41):
if you're trying to do it all in one day,
it really ain't gonna happen. And I'm not telling you
about what I think I'm just telling you about what
I know. I'm so I'm giving. I'm giving more personal
than kind of business just because you want to stay here,
uh and you want to you want to come in
at five o'clock in the morning, you want to work

(01:15:02):
at nine o'clock at night.

Speaker 1 (01:15:04):
I'm just telling you when.

Speaker 2 (01:15:05):
You roll over and you die, because I don't seen
folks that die, Okay, I'm just telling you.

Speaker 1 (01:15:10):
I have seen folks that die.

Speaker 2 (01:15:12):
And before your body got to the morgue, there was
already hiring somebody else for the spot.

Speaker 1 (01:15:18):
I'm just telling you on the reel perfect. But that's
that's my approach to it.

Speaker 2 (01:15:24):
How I talk to them, man, I'll tell them, if
you want to run around here and do everything, guess what,
I'm old enough to let you run around here and
do everything.

Speaker 4 (01:15:40):
And I'm getting to that point too. I'll be like, First,
I'm like, well, they ain't invite me to be a
part of that. Then you're like, but didn't I really
want to they can have it?

Speaker 1 (01:15:49):
Yeah, yeah, I don't.

Speaker 3 (01:15:50):
I don't.

Speaker 2 (01:15:51):
I don't find it offensive. I just try to find
a way to use it to educate them because mine, again,
even when I had to learn, when I was in
management is that the goal was to train somebody to
replace me.

Speaker 1 (01:16:11):
That was my goal.

Speaker 2 (01:16:12):
When I finally when I finally grasp that instead of
trying to gatekeep a job, it made life so much simpler.
So for me now it's the same thing is to
feed them and say, hey, at one point, you know,
hopefully I pray that you'll be where I'm at.

Speaker 1 (01:16:30):
Then you'll understand. So apply. You don't have to You
don't have to try to kill yourself to do something.

Speaker 2 (01:16:36):
Once once again, I don't knock any company, but baby
country Boy's name is not outside the building.

Speaker 1 (01:16:47):
My name is not in the lights on the top
of the building.

Speaker 4 (01:16:51):
Okay, So yet you hit me when you say that
a company will make one million dollars and your commission
is one hundred, was like, wait a minute, it's real.

Speaker 1 (01:17:02):
It's it's it's real. So that you know. And and
but that came with the experience.

Speaker 2 (01:17:10):
That's that bit of experience to say, hey, guess what,
look at the bigger picture of it.

Speaker 1 (01:17:16):
I see what you see.

Speaker 2 (01:17:17):
But with with age comes wisdom, comes experience, and you see,
hold up, I can see a little bit broader than
you can. I'm not telling you what you should or
shouldn't do. All I'm doing is giving you some options.

Speaker 5 (01:17:32):
Yep, I agree, gous.

Speaker 1 (01:17:37):
So, but thank you. We're greatly appreciate your calling in.
We gotta call it, we.

Speaker 4 (01:17:42):
Gotta call in, we gotta.

Speaker 5 (01:17:47):
Dog.

Speaker 4 (01:17:48):
It's been real.

Speaker 1 (01:17:50):
Thank you, thank you.

Speaker 3 (01:17:53):
All Right, Well, that was a good conversation. So it's
time for was to close out.

Speaker 4 (01:18:05):
We didn't get started to a thirty five because of
whatever happened with this computer.

Speaker 1 (01:18:09):
Oh okay, okay, so y'all, I'm gonna end.

Speaker 3 (01:18:13):
This by saying I really like the information jasline game.

Speaker 1 (01:18:17):
Yes, yeah, because I would.

Speaker 4 (01:18:19):
If it first said it starts with the recruiter, that
would have been my answer. That was my answer on LinkedIn,
But now I would change to I would I had
a tie between work, what is it, recruitment and culture.
Now I would go with culture, but I would go
with culture that I think is unconscious conscious. I don't

(01:18:40):
think especially my peers, they didn't want.

Speaker 5 (01:18:44):
To do it.

Speaker 4 (01:18:44):
No, them just they're just crazy. But for my peers,
I some of my peers that are really young, like
twenties and maybe early thirties, I don't think they recognize
that some of the things that they do I even
think the our leaders who were younger than me, I
don't really think they're purposely.

Speaker 3 (01:19:04):
Doing that.

Speaker 5 (01:19:05):
Now.

Speaker 4 (01:19:05):
I do want this one particular project that I think
I would have been great act, because that's what I've
done most of my career is mentor kids high school
kids want to go to college or going to the workforce.
I would have been great at that. Just because I'm
fifty five doesn't mean I wouldn't have been amazing. I
don't look fifty five, but that doesn't mean I wouldn't

(01:19:26):
be amazing. So I do feel now. My daughter and
I disagreed on that. She says, well, I could see
them wanting someone more, but I don't. I see that
a lot of kids still gravitate towards me. A lot
of young people still at that age, not these twenties
and thirds. You know, they think you don't know nothing.

Speaker 3 (01:19:45):
But the high schoolers, they still in the middle school,
they still talk to me. They still trust me, and
they'll tell me things. And I've been there to know this.

Speaker 4 (01:19:53):
I know how to tell you or how to make
suggestions to you from my whole entire thirty years of
I used to think, oh my God, tell everybody to
go to college to my time of lived life.

Speaker 3 (01:20:06):
And working for long story, because over he was telling
kids they've got to go to college.

Speaker 4 (01:20:10):
I learned and realized how to have a conversation to
learn to figure out if they are somebody that needs
to go to college, are they also one that needs
to go to a two year then or four or
do they need to just go straight away or do
they need to just go into the workforce. That is
my passion, that is what I do. I tried to
leave education a million times, but it's my passion, and

(01:20:30):
I have the experience. I have the experience of leader
the freaking team into the future into doing great, wonderful things.
But yeah, so in saying that to say so this
particular part project, I don't care about it now, but
when it first when I first saw, because no one
said anything. You just saw you can hear and you're like, oow.

(01:20:55):
So that's just not going to invite me to be
a part of this amazing pro that I would literally
be amazing acts because I'm not twenty or thirty. And
it sucks to a certain extent, you know what I mean.

Speaker 3 (01:21:11):
It really sucks.

Speaker 4 (01:21:12):
Because you're taught to talk to go to college or whatever.
But you're also taught to get experience. You're you're taught
about lived life experiences and working hard to learn to
read to and me wanting to be a leader because

(01:21:33):
that's that's what I was in. That was my master's
program organizational management and leadership. And here I am fifty five,
can't get a can't get a leadership role? Well, I mean,
I guess this is kind of leadership, but not the
leadership role that I would have expected with my you
know about with what I was taught and what I
was taught and what I taught to other. I'll tell

(01:21:53):
us the one the other day. I feel like a
fraud sometimes, like especially when they came out with they
finna make these people pay out theirs do loans, gonna
take all their money. I'm like, oh my god, I
fell out front of all these kids I've went and
told to go to college and get all these loans
because you're.

Speaker 3 (01:22:06):
Gonna get a great, wonderful job that's gonna pay all
those loans back.

Speaker 4 (01:22:08):
You have to worry about it.

Speaker 3 (01:22:10):
And then now I'm like, wow, you know what I mean?
Or if they're sitting in a job right.

Speaker 4 (01:22:14):
Now, like I am with this experience, with this group,
work experience, life experience degrees, and here I am right.
You know what I mean. I love my life, got
a great job, but what I wanted to go a
couple of steps up? Absolutely, do I think that'll happen.

(01:22:35):
I used to would say no, but now I say
it's up to God, because if he think this is
what I'm supposed to be, I got to start accepting it.
I ain't that yet, but if this is where he
feels that, this is where I'll do, and I can't
get out and complaining about it right my job and
everything because I want to be promoted. But last week

(01:22:57):
I thought about it. I said, some of the people
in my job are men that are raising their families
on what I make. Because it's not bad, you know,
but they're raising families off of this salary. So this salary,
and I'm by myself I should be doing So that's
when I said to myself, you know how to sit
back and reflect on this. Girl, Let's be more positive
about it, because you are making a really good salary.

(01:23:21):
You can take care of yourself anyway. I want to
get my last two cents in, So yeah, it is disappointed.
I'm not even saying hurtful anymore. Disappointed because you are
excited to write these millions of twelve page papers and
go to school all these years, you know, to say, yes,

(01:23:44):
when I finished this, I'm gonna go and I'm gonna
do this, and I'm gonna elevate, elevate until I get
to that position that I want to be in. And
you find that it's just not that simple. Yeah, So
I do believe there's a thing of agism. Do I
think everybody that does it is doing it with a

(01:24:07):
clear conscience? No, I don't think they. I think it's
up to us to start saying it, I think, and
not in a rude way, some kind of way.

Speaker 5 (01:24:16):
You know.

Speaker 4 (01:24:16):
Now, I wouldn't do it in my division, because they
tell everything I say some yellow and it was supposed
to be white. They're gonna gonna tell it. So and
that got something else to about the generations. What happened
to the saying snitches get stitches? That's just gone out
of the window at work, at the workplace, it's just gone.

(01:24:38):
You better not say not because it's gonna be told.
It ain't gonna be told the right way. It's just
gonna no, it's like you just better shut the hell up.
Just don't say don't even say hi, because they might say,
you know what try said, how actually said? It would
app to you?

Speaker 3 (01:24:55):
But anyway, so yeah, I do believe it and I
just don't.

Speaker 4 (01:24:59):
I really don't think the majority of people do it
purpose on purpose.

Speaker 3 (01:25:08):
But anyway, that's my worth's two cents on uh, the
twist of humor? I think, hold on, I told them,
I've told you to give me a humor thing.

Speaker 1 (01:25:19):
Where is it?

Speaker 4 (01:25:21):
Age is just a number unless it's on your resume,
then it's HR's favorite clue. You know your experience in
ages and when they ask you to lead the tech training,
but they hand you the manual for the fax machine.

Speaker 3 (01:25:37):
Being fifty plus at work.

Speaker 4 (01:25:39):
Is like being the designated driver, trust to get people home,
but nobody wants you on the dance floor. Young people here,
come back when you have experience. Older folks here than
is for your experience. But we're moving in a fresh direction.
So when is the sweet spot? Where's the sweet spot?

Speaker 3 (01:26:00):
They definitely that's that. That's said, We're we're gonna move
in a different direction.

Speaker 1 (01:26:04):
Yeah, that's the one, and.

Speaker 3 (01:26:07):
That's all I like shows television show you always hear
that thing.

Speaker 4 (01:26:10):
That's how they let people go. You know, we're kind
of just move in a different direction without you. But
all right, job, that's all I have to say.

Speaker 3 (01:26:18):
And we didn't get to the part about what we
did on the weekend, but let me.

Speaker 4 (01:26:21):
Just say really quickly, I want to thank miss Denise
Dazzling Denise of the Not So Appreciating Me Show and
ky Okay for and for handing me over. I haven't
posted the pictures of the video, but handing me over
uh her trust to attend an event that she couldn't
attend yesterday at Martinez and More, one of my favorite

(01:26:44):
places by the way in the wood in spring. And
it was a networking event and I ran into two
people that I used to work with a lot on
the outside with events and stuff, and they actually were
the founders of this organization.

Speaker 3 (01:26:57):
But it was really nice, cool, I got the it's
so I got to be interviewed. I also met my
co host Twin.

Speaker 4 (01:27:04):
I'm gonna post the pictures today the videos later on
tonight so y'all can see it.

Speaker 5 (01:27:08):
Uh.

Speaker 4 (01:27:08):
The last, but last, but not least, I posted something
yesterday on my Facebook page. And if y'all want to
know my faceboodity is Trina W Like, Oh that's what
he be saying. Trina W lorry l O w E
r y. I posted here said that this week I'm
gonna be posting posts and I wish my co host
would join me in that, posting posts about.

Speaker 3 (01:27:29):
Kindness, not burning bridges, being good to people.

Speaker 4 (01:27:33):
Just remember that if you try to burn a bridge
with someone else, you might be burning the bridge for
you as well.

Speaker 3 (01:27:38):
So when you talk about people to other people.

Speaker 4 (01:27:42):
They don't just be thinking bad about that other person.
They really be thinking, hmmm, why are you? Because it
makes it puts fear and for me, it puts fear
in me, like you're telling me about somebody else, So
would you do that about me to somebody?

Speaker 3 (01:27:58):
That makes what I'm trying to say. You get what
I'm trying to say.

Speaker 4 (01:28:00):
You just got to be careful and.

Speaker 1 (01:28:04):
Just be careful with that.

Speaker 3 (01:28:06):
And so this week I just want everybody to take
a moment to take a deep breath.

Speaker 4 (01:28:09):
There's a lot going on in our country, but take
a deep breath. Be kind of people.

Speaker 3 (01:28:13):
And I am not saying that if you look to
the one ippost today.

Speaker 4 (01:28:16):
You don't have to like everybody. I'm not saying we
got I will walk away from people if I know
they made no good for me, I will walk away.
But what I'm not gonna do is slander them. I'm
not going to make it the way they can't continue
on with what they like to do. We just separated.
We just deal with each other, but you move on.

Speaker 5 (01:28:33):
I want you to move on and.

Speaker 3 (01:28:34):
Live a happy life.

Speaker 4 (01:28:35):
I'm not gonna do anything to jeopardize you your family,
your career, your job, anything like that. And I tell
people that work too when they get stop doing that
snitch and stuff. Do not play with my livelihood and
expect me to talk to you tomorrow. It'll take me
a couple of days because I'm it work. So I've
got to be professional and say hi to you. I
really don't want to, but don't. Messing with someone's livelihood

(01:28:58):
is not the right thing to do. It's hard out
here for well that, it's hard out here for a pimple.
It's hard out here for us and so. And I'm
saying that to say again, it's okay not to care
for each other anymore.

Speaker 3 (01:29:15):
Y'all's what do you call it? Your paths have gone.
It separates. It's so freaking cay, but let it go.

Speaker 4 (01:29:24):
Don't try to hurt others because you're hurting yourself in
the process. And I promise you they're listening. The person
you're telling this stuff too, they're listening, but they're also
looking at you. Am I right, country boy, Yes, ma'am so. Anyway,
so this week is what I'm asking for people to
just kind of reflect on that, think about that.

Speaker 1 (01:29:44):
Be kind.

Speaker 4 (01:29:45):
If it's time for you to step away from a
relationship or friendship, all of that, be okay with doing that,
but walk away with dignity, pride, morals, and ethics. And
I put in there yesterday about and my girlfriend I
want vesties. She said that they talked about that in
church yesterday. The preacher talked about people that be in

(01:30:07):
church praising the Lord, posting scripture and singing for the
for the Gospel, but when they get out that church,
they forgot that God is there. He is everywhere, so
you curse him. You don't curse in the church, you
primp and proper. When you walk out the door, you
get the curse and He's still hear you. Because I mean,

(01:30:27):
sometimes people don't know. Now my mother in law, I
would say, this is the last thing I'm nut to say,
and I'm gonna end it like this. We were in
the church parking lot, me, her and my ex husband
and he. She went to cursing. She was a curser,
she could curse.

Speaker 3 (01:30:42):
And he said, Mama, you own a church. Crown's cursing.

Speaker 4 (01:30:47):
She said, yeah, well he gonna hear me in now
oh here, I'm on church around here anyway, I don't
mean me trying to hide, and she said, and he
he know everything I'm thinking. So I'm almost say you,
how could you argue with that? All right, Well, I'm
throwing the mic back a country boy, Kntchen country boy.

Speaker 2 (01:31:09):
I'm on kids and the number kids, and then I'm
gonna grab it. Thank you all so very much for
tuning in. Thank you for your support.

Speaker 5 (01:31:19):
I am.

Speaker 2 (01:31:21):
Thank you, Thank you Jazma for joining, thank you for
your input. Thank you co host for the topic.

Speaker 1 (01:31:31):
It was very good.

Speaker 2 (01:31:32):
Thank you for going through LinkedIn and finding that and
and bringing it to the table so we could actually
bring it out here.

Speaker 1 (01:31:39):
And enlighten some people and share this this much needed
discussion about this much needed topic that's overlooked, sometimes overlooked
or misunderstood.

Speaker 2 (01:31:54):
Yeah, it's true. All this she said is true. Agism
does exist. Their biases do exist. Sometimes these things are unconscious,
non intention and I.

Speaker 4 (01:32:04):
Forgot that biases was there. She said that I had
to remember that the bias is different than.

Speaker 2 (01:32:11):
And what we have to do is sometimes just check ourselves.
Make sure we're checking ourselves as far as the you know,
and as far as the other thing that she was
talking about, the getting along.

Speaker 1 (01:32:25):
I just when you were saying that. And I won't
go into because we get ready to go.

Speaker 2 (01:32:30):
I always remember when my mom at my mom's house,
there was a sign that she had, old wooden sign
that was right by the door.

Speaker 1 (01:32:41):
It said, don't leave angry, just leave.

Speaker 4 (01:32:47):
It's cute but it's still funny.

Speaker 1 (01:32:50):
Yeah, that's what she had hanging up there. Don't leave,
don't leave angry, just leave.

Speaker 5 (01:32:55):
Leave.

Speaker 2 (01:32:58):
And the fact is is that, you know, sometimes we
end up we do things out of I'm big on
this and I'm done a lot of things are done
out of feelings.

Speaker 1 (01:33:12):
Sometimes you gotta check your feeling at the door.

Speaker 2 (01:33:15):
Sometimes you have to check your feelings at the door
because that thing right there, you know, what you feel
right now about something, what you feel right now about
a conversation, or what you feel right now about what
somebody said, or what you feel right now that you
should do that feeling will change. So we really sometimes

(01:33:37):
have to check most of the time, all the time,
check your feeling at the door.

Speaker 1 (01:33:44):
Everything is is not And I truly believe you can never,
ever in this life raise yourself up by tearing another down.
That's just my opinion. You can never in this life
raise your self up by tearing another down. So what
we have to do is learn to try to understand.

(01:34:08):
And you're right, You're right. You don't have to like people.
You don't have to. I've got I have.

Speaker 2 (01:34:16):
I have several people that I have been close to married,
I got several people that I've been close to walk
down the aisle with MHM. But I don't have negative
things to say about them. I'm not out here slandering

(01:34:39):
their names. I'm not out here because guess what, just
because I'm gonna shut up, I'm from the clothes, just
because we are not together anymore at one point we were.
Maybe y'all would catch that when you get home, just

(01:34:59):
because that person is not your friend anymore at one point,
At one point, you work just because that person doesn't
work for you or with you anymore. At one point
they did so instead of going out here because things happen.

(01:35:20):
Life happens. Man, you can separate from somebody. Let me
tell you something.

Speaker 5 (01:35:23):
This is me.

Speaker 1 (01:35:24):
It comes from me.

Speaker 2 (01:35:25):
This is one hundred percent me. Ain't got nothing to
do with our talk show. Ain't got nothing to do
with with my co host. This is me, Beybe, Beybey,
And I'm saying that to oh y'all, listen to me
real close. Listen to me real close. I want everybody
to eat. I will feed everybody. You just can't sit

(01:35:47):
at the table with me.

Speaker 1 (01:35:48):
But I'm never gonna stop you from eating, never never
going to stop you from eating. I want everybody to succeed.
I want ever everybody to have theirs.

Speaker 2 (01:36:01):
I'm never going to run interference to try to stop
you from getting where you're going, because guess what you
are going. God has designed for you to go. And
all I'm doing is gonna get run over because you're
going where you're going, right, I can't stop you from
going with God trying to take you.

Speaker 1 (01:36:22):
That's what's wrong with a lot of us.

Speaker 2 (01:36:23):
We think we can stop something that's already been ordained
to happen.

Speaker 1 (01:36:28):
You can't.

Speaker 2 (01:36:30):
Maybe I will never ever ever ever down somebody or
or get out and try to scandalize their name.

Speaker 1 (01:36:38):
Why Two reasons? Why?

Speaker 2 (01:36:41):
Because what is it gonna do in the end. In
the end, let me tell y'all something, and I'm really
finishing it up in the end. People that don't like you,
don't like you, Okay, in the end.

Speaker 1 (01:36:56):
People that were with you, but all of a sudden
hurts something about you not there against you, were always
against you.

Speaker 2 (01:37:07):
People that all of a sudden were talking to you,
not talking about you. They were always talking about you.

Speaker 1 (01:37:18):
It just came out. So why be mad as.

Speaker 2 (01:37:24):
Someone who shows you who they truly are, don't be
allow them. Allow people to be who they are, allow
them to be that. I'm not mad at anybody for
being who they are.

Speaker 1 (01:37:36):
Be who you are.

Speaker 2 (01:37:38):
But I'm never ever ever just because you talk down
on me, just because you say this or that or
you have the just because that's what you do, that
ain't what I do. Because guess what, in the end,
at the end, when the bell rings, after I never

(01:38:02):
ever ever ever gonna be called to say, oh, I
did it because of them. I'm not responsible for you.
I'm half accountable for me. It ain't what it is,
never ever, ever what someone does to you. People hear this,
It's never about what someone does to you that defines

(01:38:26):
your character, that defines your integrity. It's never about what
someone does to you that defines your character and your integrity.

Speaker 1 (01:38:35):
You know what defines your character and your integrity.

Speaker 2 (01:38:39):
Your response, Your response, bottom line, your response defines your
character and your integrity.

Speaker 1 (01:38:51):
And you can't put that on anybody else. That's your bed.
You lay in it, that's they dead.

Speaker 2 (01:39:01):
They gotta lay in it. Mm hmm.

Speaker 1 (01:39:04):
I stated, every tube, every tube, I gotta sit on
its own bottom. Sat up again, every tube has to
sit on its own bottom everyone.

Speaker 4 (01:39:20):
And that's that's some two cents.

Speaker 5 (01:39:25):
That never heard that.

Speaker 4 (01:39:30):
And my daddy was from Shunal, Louisiana. He said something so, but.

Speaker 3 (01:39:40):
What I was, wrench your mothather with some paroxide.

Speaker 4 (01:39:43):
You'd be like.

Speaker 3 (01:39:46):
That, uh that tooth that hurt with some green alcohol?

Speaker 5 (01:39:50):
Hey?

Speaker 1 (01:39:51):
Yeah, but you know, and I hear I hear people
talking about burning bridges.

Speaker 2 (01:39:58):
Let me tell you something. You never know what bridge
you may have to come back across. You never know,
You never know which bridge. Some people think like, oh
I can I ain't got You never know which bridge
you may have to come back across. And some people say,
well if I burn the bridge, I can swim. You
never know who might have to throw your life jacket.

Speaker 4 (01:40:17):
Mm hmm, ain't that damn truth.

Speaker 1 (01:40:20):
I'm just saying what I'm saying. So that's all I
got today.

Speaker 4 (01:40:24):
What do we always say when you get up there
to them gates trying to get in? Who are going
to ask you about.

Speaker 5 (01:40:30):
You? And how you in? Well?

Speaker 4 (01:40:32):
He did, but how did you react to it?

Speaker 1 (01:40:35):
That's it. That's the bottom line. That's the bottom line.
All of that is about that.

Speaker 3 (01:40:41):
So just you know, Matholjermo THEO died died.

Speaker 1 (01:40:46):
I heard, I heard.

Speaker 4 (01:40:48):
I just want everybody just to keep his family in
his prayers. He was a really good guy, Like so
let's just keep in my thoughts in his family and
he has a daughter, keep them. It's just crazy how
we go through these days and being mad at each
other over bs and something like that happened. If man

(01:41:09):
went on a vacation of Costa Rica and then come
back home and we have to really think about how
we all need to think about that, that you don't
know when it's going to be the last time you know.
And I used to do this blast for when I
was doing swing Out, and I would say every week

(01:41:30):
to people in my blast that be careful, be careful,
because be careful of what you said, because you always
remember what you said the last time you saw somebody.
And that is super true and it has happened to
me twice in my life. And it's not a pretty
thing to know that you're in odds with someone over

(01:41:51):
really nothing, and you don't get to say I'm sorry
to each other. You don't get to you don't get
to fix it. You're just at their funeral saying I
mean that you pray. Of course, you pray about it,
but that's it. So what you're really upset about with
somebody for is it really that big a deal?

Speaker 5 (01:42:13):
Right?

Speaker 4 (01:42:14):
Is it really that big a deal? No, I'm not
saying you have to go hug and sing, come by
y'all with that person, that bigger deal to where you
have all this anger and discussed in your hearts. It's okay,
I'm good, hey man, hey man.

Speaker 1 (01:42:37):
Well again, we're finna go because I'm gonna go sleep.

Speaker 3 (01:42:41):
He literally finna go to sleep like right here.

Speaker 1 (01:42:48):
All right, y'all, look, yeah, we love y'all, We love y'all.
Thanks for tuning in, Thanks for the support.

Speaker 5 (01:42:54):
We love you.

Speaker 1 (01:42:54):
We love you, each and every one of you. We
love you. We love you. And know this before I
tell you how much we love you, it's no this.
Don't stop, don't quit, don't give up, don't give in.
Follow your purpose, walk in it, walk in it, walk
in it, walk in walk in your purpose, follow that vision,
do that thing, whatever that thing is.

Speaker 2 (01:43:14):
And always know this this platform right here, we always
support you. We support you one hundred. So don't you quit,
don't you stop, don't you give up, and don't you
give in. And I'll tell you how much we love you.
We love you unconditionally.

Speaker 4 (01:43:31):
So much better.

Speaker 3 (01:43:33):
Wow, very old videos of how how my heart started, y'all.

Speaker 4 (01:43:48):
We go.

Speaker 3 (01:43:51):
I don't even have the thing to turn it off.

Speaker 1 (01:43:53):
Oh lord, I can do that, fort watch me hit
this button. Oh I get it.