Business owners and employers: are your Covid-19 response policies creating a disparate impact for a substantial portion of your workforce? What types of remedies are win-win, in that they meet employment law requirements, increase employee satisfaction and productivity, and reduce the risk of employer/employee conflicts while increasing diversity and inclusiveness? My guest, Simone Sloan, Rph , MBA, business coach and Diversity and Inclusion Consultant, and I will explore these issues. A must see for businesses navigating the pandemic.
Eric Sarver introduces Simone Sloan. Her mantra is, “voice, power, and confidence” Sloan is the co-author of Achieving Results: Business Insights and Awareness to Create. She explains how she puts a focus on emotional intelligence when consulting and tries to change the way that businesses engage with their employees. When the pandemic caused a national shut down, businesses did not always consider the impact it had on the personal lives of employees. Many feared for their safety, did not have the necessary ppe, and women began to slip into traditional gender roles. Sloan encourages you to look at who is in control and understand that bias is not always covert. Some policies may be neutral on their face but negatively impact women and marginalized communities. With so many people working from home there is a great deal of pressure to work more. This makes balancing work and home life more challenging.
Covid has put a strain on business and many are now operating in survival mode and has led to a less holistic approach to management. Some women want to scale back because of the burden of additional work or a realization that their work environment is toxic. Sloan coaches business to find ways to support their employees by creating an empathetic and healthier work environment. Sloan believes that in order to do this businesses must begin with reprioritizing what new success looks like when working from home. The two key services that Sloan provides for employers is to create a safe space for “courageous conversation” and providing recommendations for solutions from a human and business perspective. As more people are working from home she sees that people are falling into more isolated work patterns which makes it more challenging for employers to see the impact of working from home
When there are not people in higher positions that can represent people within the lower echelon. There are certain benefits that are not afforded to them and without proper advocacy they do not receive proper treatment. There is an implicit bias that can have an impact on the way that working women are perceived. Sloan gave the example of mothers who are on zoom calls and have their children in frame. Employers and coworkers may ask themselves, “Is she serious about her job?” With greater diversity in thought will create more understanding and even more opportunities.
In a WSJ article they looked across industries and studied how women were received in their professional environments. The insights shared by women of color were forgotten instantaneously. Listening is important when trying to make a business more sustainable and flexible. Sloan encourages her clients to provide a safe space for employers so that employees can shine a light on patterns within their work environment without fear of retaliation. Her presence as a neutral party has made employees feel safer when initiating this dialogue.
00:00:45.480 --> 00:00:50.850 Eric Sarver, Esq.: Good evening. Welcome to employment law today. I'm your host Erick solver.
00:00:51.630 --> 00:00:59.790 Eric Sarver, Esq.: Founder of the law of Eric M solver and also a business and employment law attorney. I'm here every Tuesday night from 5pm to 6pm
00:01:00.180 --> 00:01:15.480 Eric Sarver, Esq.: Eastern Standard Time. When I say here, I'm referencing, of course, talk radio dot NYC. And I'm here tonight with a special guest of mine, Miss Simone Sloan, founder of your choice. Coach Simone. Welcome to the show.
00:01:15.750 --> 00:01:17.760 Simone Sloan: Thank you so much for having me and Happy New Year.
00:01:18.330 --> 00:01:26.820 Eric Sarver, Esq.: Thank you. Happy New Year to you as well. I'm definitely going to introduce you in a more formal way. So our audience can understand who you are and what you do.
00:01:27.090 --> 00:01:33.810 Eric Sarver, Esq.: And how you can help them, but I thought, first I would address some of the main goals of the show and plan a lot today.
00:01:34.260 --> 00:01:42.150 Eric Sarver, Esq.: For those that might be new listeners or people coming back to the show to listen. The purpose and focus of employment law today.
00:01:42.750 --> 00:02:01.380 Eric Sarver, Esq.: Is to help small and mid sized business owners and employers to navigate the coven 19 pandemic mainly to go through and address some of the Employment Law labor law and HR issues that come up, especially during the coven 19
00:02:02.220 --> 00:02:08.910 Eric Sarver, Esq.: Not only the situation itself but also in companies responding through policies and what the law requires you to do, and so forth.
00:02:09.330 --> 00:02:19.170 Eric Sarver, Esq.: So in this vein, I usually have guests, such as Sloan Sloan who can talk about these very pertinent issues, and I would like to
00:02:20.040 --> 00:02:27.660 Eric Sarver, Esq.: Introduce Simone and a more formal way someone and I are friends and colleagues. I'm very pleased to have her on the show. And I've had
00:02:28.290 --> 00:02:40.800 Eric Sarver, Esq.: Pleasure having smelling speak at a networking event that I run and fabulous presentation. So some own I just kind of sing your praises here, if I may, Simone Sloan our pH MBA.
00:02:41.760 --> 00:02:55.410 Eric Sarver, Esq.: Her mantra is voice power and confidence. She is the founder of your choice coach and emotional intelligence business coach and executive business coach and a diversity and inclusion consultant
00:02:56.340 --> 00:03:07.470 Eric Sarver, Esq.: Simone changes the way businesses engage their employees and clients to create value. She emphasizes the human element with a focus on diversity, equity, and inclusion.
00:03:08.760 --> 00:03:25.230 Eric Sarver, Esq.: She's an active member of the tri state diversity council and an advocate for women professionals and entrepreneurs Simone's background includes experience in the pharmaceutical and biotech industry where she successfully launched and led products and services.
00:03:26.370 --> 00:03:35.760 Eric Sarver, Esq.: Implemented program for stakeholders across the globe and developed and trained sales medical and technical teams. Some on smelling whole
00:03:36.870 --> 00:03:47.160 Eric Sarver, Esq.: All to BS in pharmacy an MBA from Howard University. She is co author of the book, achieving results is emotional intelligence EQ it point of the certified
00:03:47.820 --> 00:04:00.180 Eric Sarver, Esq.: And this disc certified as well. It's di SC as well as it is certified blockchain certified and accredited via the international coaching Federation Simone, if I left anything out.
00:04:00.210 --> 00:04:01.410 Simone Sloan: Please feel free at the end and
00:04:01.410 --> 00:04:01.860 Simone Sloan: The rapper.
00:04:02.100 --> 00:04:04.020 Simone Sloan: And it has a mouthful, but thank you.
00:04:04.530 --> 00:04:05.310 Eric Sarver, Esq.: Thank you very much.
00:04:07.560 --> 00:04:09.720 Eric Sarver, Esq.: My pleasure. If you tongue twisters I think I got him in that
00:04:11.190 --> 00:04:21.720 Eric Sarver, Esq.: I can just introduce our topic for tonight folks is conceding cove its toll on women and people of color in the workforce. And I think, you know, Simone and I were talking and
00:04:22.200 --> 00:04:33.720 Eric Sarver, Esq.: Few people would question that coven nineteen's had a devastating impact on our country from a perspective of physical health emotional well being an economic perspective.
00:04:34.170 --> 00:04:41.700 Eric Sarver, Esq.: And while some of the harmful economic impact on business is very obvious it's direct losses and revenues required shutdowns, and so forth.
00:04:42.240 --> 00:04:50.130 Eric Sarver, Esq.: There's another toll that may not be as obvious to some employers and that all has to do with their female employees and their employees of color.
00:04:50.850 --> 00:05:00.570 Eric Sarver, Esq.: Who are losing their positions and their career tracks. Many are being sidelined by the Spirit and disproportionate impact of the employer policies.
00:05:00.930 --> 00:05:10.080 Eric Sarver, Esq.: A lot of these policies are in response to cover 19 some even with a neutral or maybe even well intentioned motivation to address the pandemic.
00:05:11.190 --> 00:05:17.460 Eric Sarver, Esq.: So on. Tonight Show. I'll be speaking with a smartphone and we'll be discussing and examining how
00:05:18.270 --> 00:05:26.100 Eric Sarver, Esq.: Employers responses to the pandemic had had a disparate impact on employee of color and women in the workforce. How does this come about.
00:05:26.550 --> 00:05:31.920 Eric Sarver, Esq.: What issues must employers, be aware of and why it's so crucial for business owners.
00:05:32.370 --> 00:05:43.770 Eric Sarver, Esq.: That only to have awareness, but to take action to address these issues to remedy problematic policies that tend to marginalize workers of color and female employees and women of color in particular.
00:05:44.370 --> 00:05:58.860 Eric Sarver, Esq.: So that's our topic for tonight and Simone if just wanted to give you a chance you can tell us a bit more about your work in the field of diversity and inclusion. Sure.
00:05:59.610 --> 00:06:12.210 Simone Sloan: Thank you for that. So, you know, as from your choice. Coach, we focus on the executive coaching piece through emotional intelligence. And that's one of the key foundational elements for what we do, even within the diversity, equity inclusion.
00:06:12.630 --> 00:06:20.880 Simone Sloan: Consulting space we are able to do training work as well as helping companies with a strategy around diversity, equity inclusion.
00:06:21.240 --> 00:06:28.470 Simone Sloan: So that they provide more sustainable structures for their organization and to be more competitive and just for thriving right
00:06:28.950 --> 00:06:36.600 Simone Sloan: And so within that piece we. That's what I love be inclusive leadership coaching comes into play. Emotional Intelligence comes into play.
00:06:36.990 --> 00:06:45.870 Simone Sloan: And and for that to to provide us other tools, if you will, to support organizations and we end up working with a variety of
00:06:46.650 --> 00:06:58.830 Simone Sloan: Industries from the financial services to technology to, you know, engineering architectural firms and, you know, to really help them at various gradients within their strategies around diversity, equity, and inclusion.
00:07:00.540 --> 00:07:07.590 Eric Sarver, Esq.: It's interesting, I'm hearing a lot from all my guests around and emotional intelligence around implicit bias run inclusiveness
00:07:07.950 --> 00:07:16.260 Eric Sarver, Esq.: And just really addressing these points which, as I've always stated on the show, Simone. And I know you and I had had this conversation before
00:07:16.530 --> 00:07:26.580 Eric Sarver, Esq.: When we spoken about doing workshops and speaking engagements right before coven hit that these are issues that have always been important to businesses, it's always been an issue.
00:07:27.030 --> 00:07:40.200 Eric Sarver, Esq.: And it's of benefit to a business from a legal perspective, from a productivity perspective, from a public relations perspective, just to have those strategies in place to to
00:07:40.620 --> 00:07:45.900 Eric Sarver, Esq.: Attain and address those goals that you mentioned. So I'm really glad that we're here talking about this tonight.
00:07:46.440 --> 00:07:55.080 Eric Sarver, Esq.: And I've also noticed that these issues tend to really come up a lot during the pandemic seems like the corporate entity and pandemic throw sort of gasoline or whatever it
00:07:56.160 --> 00:07:57.840 Eric Sarver, Esq.: Might be burning within. Absolutely.
00:08:00.120 --> 00:08:15.120 Eric Sarver, Esq.: I just want to ask you another sort of follow up question from there. Simone just based on your experience. Can you tell us, in what ways definitely has the pandemic affected rates of implicit bias and discrimination in the workplace. Gotta
00:08:15.990 --> 00:08:20.700 Simone Sloan: You know, I think when you look at it from the perspective of
00:08:21.840 --> 00:08:28.650 Simone Sloan: During coated you kind of touched a little bit too in terms of the pre covert situations and what existed. Right.
00:08:29.520 --> 00:08:36.810 Simone Sloan: And how coven kind of amplified. A lot of the breakdowns or disparities across various groups.
00:08:37.680 --> 00:08:41.280 Simone Sloan: When you look at it from information from a global perspective when when
00:08:41.700 --> 00:08:55.410 Simone Sloan: Covert hit, for example, and it was a social economic piece because even the policies that were placed for the overall society in terms of locking down never took into consideration. Well, what happens if I don't have transportation
00:08:55.740 --> 00:09:08.280 Simone Sloan: I have to walk miles to get from one destination to another. And then what does that really mean if you look across industries to in terms of which ones have essential workers and had to show up.
00:09:09.120 --> 00:09:20.790 Simone Sloan: In this condition, knowing that one. They did may not have had p p protective equipment, right, or they had to be on a
00:09:21.240 --> 00:09:33.660 Simone Sloan: Work floor that where they may have an active cases but weren't being addressed the fact that they were probably scared to show up because of health reasons, right, because of pre existing known or unknown conditions.
00:09:34.440 --> 00:09:38.520 Simone Sloan: Then take into consideration, parents, those of us who have children.
00:09:38.910 --> 00:09:48.660 Simone Sloan: And what that meant. Because what happened to is that we kind of slipped into if that were the case, gender roles in terms of who's in charge of educating
00:09:48.990 --> 00:09:53.520 Simone Sloan: caregiving right and it puts an additional strain and burden on
00:09:54.030 --> 00:10:05.430 Simone Sloan: Just doing your job and being in the workplace actively engaged. So I think those are some of the things that were highlighted during codes that existed but we may not have been amplified as part of that process.
00:10:05.970 --> 00:10:12.090 Simone Sloan: But when you look at it from the perspective of women in the workplace in terms of biases.
00:10:13.290 --> 00:10:15.990 Simone Sloan: Just look in terms of the pipeline around
00:10:17.790 --> 00:10:19.620 Simone Sloan: Leadership and who
00:10:20.790 --> 00:10:26.460 Simone Sloan: Are in leadership right from that perspective and then thinking about. Secondly,
00:10:27.660 --> 00:10:34.710 Simone Sloan: Not only who's missing, but even from those who are even in the business sector meeting wanted to start a business.
00:10:35.190 --> 00:10:49.350 Simone Sloan: And women we tend to go into maybe service the services industries or industries were not have high revenue driven industries and that also places another strain and burden within for during Kobe right
00:10:50.130 --> 00:10:58.680 Simone Sloan: So those are some things to kind of think about when you're looking at it from the the biases that might have been in place in terms of policies that were put in place so
00:11:00.000 --> 00:11:17.700 Eric Sarver, Esq.: I agree with you that these biases have existed before Cove and as you pointed out, Simone, and I do tend to see and observe that they are in fact multiply and magnified by this pandemic. I mean, you talked about women and sort of assuming stepping into certain gender roles.
00:11:19.110 --> 00:11:29.220 Eric Sarver, Esq.: Especially as parents, and that's something I've noticed at my clients as well. I counsel business owners all the time on how to comply with labor and employment law.
00:11:29.730 --> 00:11:37.470 Eric Sarver, Esq.: And so interesting because many come to me and they when I talk about the compliance part how to be proactive. How to Follow the different laws of discrimination.
00:11:37.830 --> 00:11:49.170 Eric Sarver, Esq.: Many of them think that Discrimination and Employment only looks right. Very covert as if it's our word explicit very direct a sexual harassment or hostile work environment or, you know,
00:11:50.490 --> 00:11:58.050 Eric Sarver, Esq.: Hardly racist comments or specifically firing people and feelings because of a certain character class.
00:11:58.680 --> 00:12:10.380 Eric Sarver, Esq.: And what I see in some of my clients have often been surprised that maybe your clients as well, is that a lot of the policy, they have to look at it. I have to deal with questions that are their policies.
00:12:11.520 --> 00:12:19.230 Eric Sarver, Esq.: disparately are disproportionately impacting a certain group like women and or people of color. And I think that's something that
00:12:19.980 --> 00:12:28.710 Eric Sarver, Esq.: Employers often don't recognize a policy can be neutral on its face, but then when you put it into real time in the practice.
00:12:29.220 --> 00:12:37.830 Eric Sarver, Esq.: It has a heart or worse effect on women to support me than men. And so that could be against the law can be in violation of certain federal laws against discrimination.
00:12:38.280 --> 00:12:46.350 Eric Sarver, Esq.: So I'm glad you brought that up, you know, from perspective of of what you seen as a diversity and inclusion specialist
00:12:47.130 --> 00:13:03.360 Eric Sarver, Esq.: I know that you know we talked about how parents are now with their children and sometimes their home kids being homeschooled. So that, of course, takes away from women's opportunities or abilities to to perform maybe certain aspects of their job, perhaps
00:13:04.830 --> 00:13:15.300 Eric Sarver, Esq.: I wondered, can you maybe you also talk about. Have you seen any examples that have to do with, say, the virtual work from home model them all become so accustomed to.
00:13:16.650 --> 00:13:18.240 Simone Sloan: Yes, we're operating in a new
00:13:19.290 --> 00:13:32.070 Simone Sloan: A new circumstance. Right. And you know, I think what some of the things have been bubbling up and I think Mackenzie did a study actually that looked at a six year study for women in the workplace, especially now during coven
00:13:32.580 --> 00:13:40.020 Simone Sloan: And so when you think about some of the issues that have been bubbling up is one of which is that there's this huge pressure to work more right
00:13:40.230 --> 00:13:46.200 Simone Sloan: Because you're at home or not being seen. So there's this innate need for us to prove that we are being productive.
00:13:46.770 --> 00:13:53.610 Simone Sloan: And as a result of that, what happens is that you get burnout right as part of that piece. People are getting exhausted.
00:13:54.090 --> 00:14:06.450 Simone Sloan: And so when you're looking at it. Okay, I need to take a mental break, I need to take some kind of a break and even anecdotally speaking to some of the women in the workplace where their employers are giving them.
00:14:07.650 --> 00:14:28.350 Simone Sloan: You know, issues around taking a sick day or using PTO. And so, especially during this time when, if people are asking, and they need time and a break, it should be important to be able to relax that and and give people the space that they need to to kind of thrive and to to operate.
00:14:30.120 --> 00:14:36.810 Simone Sloan: So looking at it from from that sustainability piece. I think it's, it becomes very important as part of that process.
00:14:38.250 --> 00:14:44.340 Eric Sarver, Esq.: Yeah, that I think right there. To me, that has an overlap with not only in diversity inclusion.
00:14:44.700 --> 00:14:50.610 Eric Sarver, Esq.: And disparate impact, but also has to do with emotional intelligence, a point that you brought up. I know you work on with your clients.
00:14:50.880 --> 00:14:58.290 Eric Sarver, Esq.: We are at a commercial break. So we'll be back in a bit. Simone. I'd love to pick up this conversation I'm loving the fact that you're on the show tonight.
00:14:58.560 --> 00:15:09.300 Eric Sarver, Esq.: Folks, you're listening to employment law today. I'm Eric Sabra host of the show on talk radio NYC. I'm here at my guests Mon Sloane, founder of your choice. Go. We'll be right back.
00:17:38.400 --> 00:17:51.090 Eric Sarver, Esq.: Welcome back to employment law today. I'm your host Erick solder employment law business law attorney of the law officer again solver and I'm here tonight with my host my sorry my guests Simone Sloan of your choice coach.
00:17:51.780 --> 00:18:00.480 Eric Sarver, Esq.: Simone. You really covered some great things for the commercial there. I'm just wanted to highlight a few points that pop. For me, the, the idea, the fact that
00:18:00.960 --> 00:18:08.550 Eric Sarver, Esq.: There's this pressure from employers to employees and even from boys I think within themselves and Fred one sort of overwork during this time.
00:18:08.940 --> 00:18:12.840 Eric Sarver, Esq.: And I think you mentioned a lot of it has to do with the boundaries being blurred the fact that
00:18:13.230 --> 00:18:21.990 Eric Sarver, Esq.: We used to go to the office and then you can train home and when you were home that was sort of like a separate space. And now, more, more people are living, working in
00:18:22.650 --> 00:18:36.180 Eric Sarver, Esq.: teaching their children all from their living room or their or their bedroom or their makeshift office. You talked about the the pressure to work and how with how that might spratley impact that say women, and especially when we're parents
00:18:37.230 --> 00:18:46.980 Eric Sarver, Esq.: As well as the idea that women and women of color my tend to go into certain field of not mistaken in terms of when they open their own business, maybe service oriented.
00:18:48.090 --> 00:18:55.320 Eric Sarver, Esq.: I'm just wanted a, you know, you talk about also the emotional intelligence part of this. So it leads me to an interesting question.
00:18:55.830 --> 00:19:11.250 Eric Sarver, Esq.: That I was thinking about before our show tonight or their emotional, psychological factors of play that you see that might be blinding some business owners to the fact that their covert 19 policies have a discriminatory impact on women and then when people of color, for that matter.
00:19:11.490 --> 00:19:18.690 Simone Sloan: Got it. Sure. You know, it's interesting because when you think about it from a perspective of one component of emotional intelligence isn't empathy. Right.
00:19:19.050 --> 00:19:29.370 Simone Sloan: And it's needed more than ever as part of that and being able to look through that lens when you're looking at an identifying what is it what's diversity. What's the inclusion. What's equity.
00:19:29.880 --> 00:19:34.680 Simone Sloan: And I say that because when you think about it from the employer's perspective Kobe has put a lot of strain.
00:19:35.310 --> 00:19:48.060 Simone Sloan: Right on businesses in many different ways and stretch them extra way. And so when you thinking about from a perspective of a business owners or even corporations must be having
00:19:48.510 --> 00:19:57.300 Simone Sloan: We just need to survive mentality. And if you're thinking about only surviving then you're in that that kind of scarcity mode where you just, it's very comes very transactional
00:19:57.810 --> 00:20:14.970 Simone Sloan: And as a result of that, then your people than where you may have thought more broadly about them and holistically about them, it becomes very now scoped in myopic in terms of your relationship with them. But now, more than ever, this is where we need to have more
00:20:15.990 --> 00:20:25.830 Simone Sloan: open dialogue and communications about how people are feeling and is does it feel like a safe environment where people can speak up and really share what's going on.
00:20:26.340 --> 00:20:36.930 Simone Sloan: You know I've heard where there are some women I've spoken with anecdotally, of course. But in terms of wanting to scale back in their roles, because it's too much, it's too stressful.
00:20:37.350 --> 00:20:43.200 Simone Sloan: Not only the burden of doing the work. But then they also now realize they have a toxic manager added on to that work.
00:20:43.590 --> 00:20:51.600 Simone Sloan: And they're now responsible for the their children and their education. Right. And if you're working two or three jobs pre coven
00:20:51.990 --> 00:21:04.620 Simone Sloan: And now that's somewhat you're trying to figure out your, your living arrangements and what that means for you and your family. That's another added strain. And so I think more than ever we need to think holistically of people
00:21:05.640 --> 00:21:12.300 Simone Sloan: In the roles that which they're doing and how best to support and that's where the emotional intelligence piece comes into play.
00:21:14.760 --> 00:21:22.080 Eric Sarver, Esq.: Interesting talk about empathy and I know that often when people are in times of intense trust, as you mentioned, smelling, they go into that script scarcity thinking mode.
00:21:22.470 --> 00:21:31.410 Eric Sarver, Esq.: When in fact the paradoxically you thinking about it from an abundance mindset thinking about abundance and having sort of faith in whatever you have faith in the universe.
00:21:32.010 --> 00:21:46.380 Eric Sarver, Esq.: I think it actually ends up being mentally better for them. But for their employees as well because scarcity based is fear based in fear based it's hard to see anyone else's perspective or perhaps they're suffering. If you are focused on oh my god will lose the business and
00:21:46.380 --> 00:21:47.790 Eric Sarver, Esq.: Absolutely, because
00:21:47.940 --> 00:21:57.000 Simone Sloan: You're still putting the same paradigms in around performance reviews, for example, and not considering pre coping what performance reviews looks like in terms of expectations.
00:21:57.240 --> 00:22:06.840 Simone Sloan: But how we shipped it or have the, you know, thought of mine to really shift what that would look like from a priority prioritization and working with your teams and people
00:22:07.530 --> 00:22:12.690 Simone Sloan: To to determine. Well, what does a new success look like and how should we be
00:22:13.140 --> 00:22:23.700 Simone Sloan: Rewarded or not as part of that dialogue and conversation. But if it's only being looked at as a pre coated situation, then it's already have lots of breakdowns that end up in
00:22:24.120 --> 00:22:36.120 Simone Sloan: A work there and if people are considering stepping out of their role. Then think about to from a diverse perspective, the thoughts diversity of thought resiliency that was built in. That's now.
00:22:36.570 --> 00:22:48.690 Simone Sloan: Gone. And that's what you really need. Now, in order to to thrive and to continue. Right. So those are some aspects also that I've seen as part of my work at and and what I've noticed
00:22:49.680 --> 00:23:01.920 Eric Sarver, Esq.: Can you give us some additional examples. Let's say how you work with your clients or how you might work with some of the people listening tonight with business owners to to facilitate communication empathy and connection.
00:23:03.360 --> 00:23:10.320 Simone Sloan: Yeah, you know, it's, it's interesting. Well, a couple of ways through which we work with our clients and
00:23:10.800 --> 00:23:16.740 Simone Sloan: One from an inclusive culture perspective and inclusive leadership perspective, because sometimes people are just not aware
00:23:17.190 --> 00:23:24.810 Simone Sloan: And so if you're able if we're able to coach them along one looking at where do the inequities lie across your company and organization.
00:23:25.050 --> 00:23:29.910 Simone Sloan: And sort of sit back and really identify, but really what that entails two is listening doing more listening.
00:23:30.240 --> 00:23:41.460 Simone Sloan: Across the various groups. So it's not really identifying just one group to look at. But if it exists, one in one space it, guess what, it's there across the space. So really creating that safe space.
00:23:41.820 --> 00:23:50.370 Simone Sloan: For companies to have those converse courageous conversations, what I call them where people can blade on the line, but not feel as if they're gonna have a negative repercussions.
00:23:51.030 --> 00:23:56.430 Simone Sloan: Towards what is being said. But it actually moving a conversation forward. So that's one way.
00:23:56.850 --> 00:24:05.700 Simone Sloan: Just laying out. Okay, let's have the conversation. Find out what really is happening, but then to how do we create more of an inclusive culture and what needs to go into place and so
00:24:05.970 --> 00:24:15.810 Simone Sloan: really helping them to put together recommendations of next steps. And that might be like a laundry list of things. But how do we help you prioritize so that way you match your resources.
00:24:16.230 --> 00:24:27.210 Simone Sloan: To what the business has an aligned that to the business strategy. So it's not this thing dangling over here. And then you have revenues and other business needs. But how do we integrate best
00:24:28.350 --> 00:24:33.300 Simone Sloan: From a people perspective and business perspective. So that way, it's more aligned and moving in unison.
00:24:34.410 --> 00:24:34.860 Eric Sarver, Esq.: Right.
00:24:35.880 --> 00:24:41.610 Eric Sarver, Esq.: I appreciate hearing those specific ways that you work with clients and businesses to achieve those objectives of
00:24:42.330 --> 00:24:50.040 Eric Sarver, Esq.: Communication empathy and connection in ways that would hopefully help them to see some of the implicit biases out there.
00:24:50.700 --> 00:24:55.920 Eric Sarver, Esq.: And I think it's interesting because people often look at the world through their own perspective.
00:24:56.430 --> 00:25:02.880 Eric Sarver, Esq.: If you ask an able body person walking around New York City. Hey, is this city, how, what's it like for disabled folks, is it
00:25:03.750 --> 00:25:16.230 Eric Sarver, Esq.: Disability accessible. You know, you think someone might say, Well, I suppose so. I've seen a lot of disabled parking spots and I see restaurants or ramps and but if you spoke to a person who was in the disabled.
00:25:17.370 --> 00:25:23.880 Eric Sarver, Esq.: Situations. I'm a disabled person. They might say how many places, for example, don't have this as well bathroom.
00:25:24.150 --> 00:25:25.680 Eric Sarver, Esq.: For me, that you don't think about I'm
00:25:25.800 --> 00:25:28.440 Eric Sarver, Esq.: Not in that in that space, but
00:25:28.500 --> 00:25:32.100 Simone Sloan: EVEN THINK WE bit more granular the gym to your website is it Ada
00:25:32.400 --> 00:25:40.410 Simone Sloan: You know approved and accessible. And so if you don't think about even from that level of just the user experience.
00:25:40.620 --> 00:25:49.710 Simone Sloan: What else is missing across your organization. If you don't have the people who are diverse representing those various parts of the community and aspects of which you serve you miss
00:25:50.010 --> 00:25:58.470 Simone Sloan: A whole segment and insights that you could totally leverage capitalize on even be more competitive in as as part of that mix.
00:25:59.280 --> 00:26:03.750 Eric Sarver, Esq.: I think it's very important points around. I think because people usually implement
00:26:04.530 --> 00:26:10.920 Eric Sarver, Esq.: Different measures they hire people wonder to circumstances. One, they are afraid of being penalized right punished for doing the wrong thing.
00:26:11.250 --> 00:26:22.350 Eric Sarver, Esq.: Or two, they want to grow and have a benefit of some sorts increase productivity increase in profits or health employees. And what's interesting is that
00:26:22.800 --> 00:26:27.630 Eric Sarver, Esq.: The things that you do for your clients, teach them about emotional intelligence and diversity inclusion.
00:26:28.020 --> 00:26:31.770 Eric Sarver, Esq.: things I do for my clients, I believe, helping them comply with the labor and employment laws.
00:26:32.190 --> 00:26:38.550 Eric Sarver, Esq.: It actually marry those two objectives in that they can avoid the bad stuff the quote unquote bad stuff WordPress liability or avoid
00:26:39.180 --> 00:26:48.660 Eric Sarver, Esq.: breakdowns and communication and conflict. And also, you know, happy employees and more productive employee and less stressed employee. So really glad that you kind of brought up those points.
00:26:49.110 --> 00:26:53.910 Eric Sarver, Esq.: What I noticed too is that I think this is something for our viewers tonight to consider.
00:26:54.600 --> 00:27:01.560 Eric Sarver, Esq.: Respect to y by the important to really listen to smell and maybe give her a call for services is that normally have
00:27:02.100 --> 00:27:13.620 Eric Sarver, Esq.: Truly your diversity and inclusion, we need connection we need communication and in this pandemic time covert 19 I think we everyone being remote. Most people being
00:27:14.580 --> 00:27:20.070 Eric Sarver, Esq.: Old and virtual and having meetings by telephone or not having certain social events together.
00:27:20.430 --> 00:27:27.420 Eric Sarver, Esq.: I think what happens is that we we just said fallen into much more rate disconnected and a times isolated patterns you know where
00:27:27.660 --> 00:27:33.030 Eric Sarver, Esq.: It's like workers doing their work and the check in with her boss and you know everyone's working from different places. And I think it's hard.
00:27:33.360 --> 00:27:49.080 Eric Sarver, Esq.: for employers to actually see visibly witnessing the toll and the impact right their employees. Right. They don't see the stress lines, you know, the, the, the aggravation. The cracks that are happening. And I think it's so really great that you're encouraging your clients to
00:27:50.100 --> 00:27:56.670 Eric Sarver, Esq.: have open communication and open. I think it's so important. I really, I think that we as business owners need to ask ourselves.
00:27:57.180 --> 00:28:05.070 Eric Sarver, Esq.: What am I doing, how can I improve and not just myself but for my employees and workers, because without the workforce without the work is behind us.
00:28:05.790 --> 00:28:15.600 Eric Sarver, Esq.: As a business. What do we really have, you know, I think that's so important. And, you know, we actually have a another commercial break the time it just flies doesn't only having fun. It's really
00:28:15.690 --> 00:28:16.350 Simone Sloan: Fun lots of fun.
00:28:16.800 --> 00:28:18.300 Eric Sarver, Esq.: I really am trying this company to do
00:28:19.890 --> 00:28:33.780 Eric Sarver, Esq.: So we'll be back for the folks here on employment law today on talk radio dot NYC stick around. Stick around with Simone Sloan. I'm Eric Sabra your host and employment law business law attorney. We'll be right back.
00:30:52.830 --> 00:30:56.820 Eric Sarver, Esq.: Welcome back to employment law today here on talk radio NYC.
00:30:57.330 --> 00:31:07.230 Eric Sarver, Esq.: I'm your host Erick sovereign here tonight with my special guest friend and colleague, Mr Mon Sloan, founder of your choice. Coach, he's that kind of business coach.
00:31:07.530 --> 00:31:15.930 Eric Sarver, Esq.: Emotional Intelligence coach and diversity and inclusion consultant specialist. So we've been talking tonight about some really powerful topics including
00:31:16.380 --> 00:31:28.830 Eric Sarver, Esq.: The impact of the pandemic on issues of disparate impact in the workplace, how the pandemic has created certain fault lines, whereby company's policies are
00:31:29.220 --> 00:31:35.820 Eric Sarver, Esq.: Disproportionately and ever see affecting women and people of color and women of color, for that matter, as well.
00:31:36.390 --> 00:31:42.420 Eric Sarver, Esq.: And I know some. Oh, and also, we've been talking about some of the ways that you through your services help
00:31:42.900 --> 00:31:54.690 Eric Sarver, Esq.: businesses out there and employers to recognize these implicit biases that are happening and to use methods such as human opening communication dialogue and creating a safe workspace to
00:31:55.170 --> 00:32:01.500 Eric Sarver, Esq.: Uncover and understand these implicit bias situations and then to work on them, if I'm not mistaken. Is that sort of a given
00:32:02.070 --> 00:32:05.370 Simone Sloan: Yeah, absolutely. That's a nutshell. Yes.
00:32:06.330 --> 00:32:19.050 Eric Sarver, Esq.: You talk for a minute about. We talked about the effect on women and what he had some specific examples. Can you give some examples in terms of what type of policies might impact.
00:32:20.070 --> 00:32:26.880 Eric Sarver, Esq.: Employee policies, I should say might impact people of color in a more Evers way than their Caucasian counterparts.
00:32:28.620 --> 00:32:41.100 Simone Sloan: In terms of policies that could impact them at what I've seen. I think one of the key things is around time taking time off, because when you look at it from the perspective of
00:32:42.090 --> 00:32:54.900 Simone Sloan: The rank the status and where they are within the organization. Right. And if they are doing a double shift and they have children at home being more flexible in terms of allowing them to have their work life balance.
00:32:56.040 --> 00:33:01.740 Simone Sloan: Kind of help them manage that, so that way they don't feel that they have to choose one thing over the other. Right.
00:33:02.250 --> 00:33:09.090 Simone Sloan: From that perspective. But even when you think about it from the perspective of women in the workplace.
00:33:09.780 --> 00:33:21.810 Simone Sloan: We've been negatively impacted in terms of, you know, pre co bit during covert right because if you think about layoffs and furloughs during covert and who really gets impacted. If you are single parents
00:33:22.200 --> 00:33:32.460 Simone Sloan: Responsible for your household that drives a lot and process even greater disparities with across from an economics perspective educational perspective along different lines.
00:33:32.790 --> 00:33:43.950 Simone Sloan: And so thinking about what are other ways through which to gain more security around your financial status so that way you can provide the basic needs. During this time, and not feel strapped
00:33:44.970 --> 00:33:50.790 Simone Sloan: To to take care of your family as well as be present and engaged in your role.
00:33:52.350 --> 00:33:59.310 Simone Sloan: Think, too, in terms of the hours of daycare that might be spent or not being spent and if you are
00:33:59.640 --> 00:34:10.200 Simone Sloan: And again, goes around the whole really around the benefits pieces of How can what other resources and support can be provided to support people during this time, and especially
00:34:10.710 --> 00:34:24.690 Simone Sloan: Women of color, you know, it's just it's it's mind boggling. Think now step back a bit and and think, if you were more senior within your organization and you get you are no longer visible as a senior member of a person of color women in those roles.
00:34:25.470 --> 00:34:30.540 Simone Sloan: That has a negative impact the people who are in the lower echelons of the organization because now they
00:34:30.780 --> 00:34:42.690 Simone Sloan: There's, like, Well, I don't see me there. And what does that mean for my safety. What does that mean for our engagement and ability to move up across the organization that is a real reality that we have to also consider
00:34:43.440 --> 00:34:56.010 Simone Sloan: Think, too, in terms of not only that but mentorship that gets lost sponsorships that get last influencers who speak on your behalf, when you're not in the room who is going to be there to support if you don't have advocates and allies.
00:34:56.760 --> 00:35:12.480 Simone Sloan: across the organization supporting people of color. So those are some of the things and and and you know it from from that gender perspective and the impact that's that that that that can be negatively. A repercussion across companies.
00:35:13.290 --> 00:35:22.500 Eric Sarver, Esq.: And I see it from the Employment Lawyers had perspective that I'm putting on my hat employment, where, how, if you have disparate impact from certain policy does he neutral on their face.
00:35:22.920 --> 00:35:29.340 Eric Sarver, Esq.: But they affect people of color women because of the fact that we know that certain resources are just
00:35:29.700 --> 00:35:39.120 Eric Sarver, Esq.: Inevitably to shoot it in a society, and as such men impacts women who may have to take care of the children or who knows, perhaps can't afford maybe an
00:35:39.690 --> 00:35:46.890 Eric Sarver, Esq.: AD, you know, a pair that you know the executives and charge my half of their children. So they're saying, well, I'm working 65 hours a week, why can't my employees.
00:35:47.130 --> 00:35:55.710 Eric Sarver, Esq.: Work 50 hours a week and it's well you can afford to hire this bunch of systems, you know, you have a large three story house person is working out of a small apartment with
00:35:56.370 --> 00:36:04.410 Eric Sarver, Esq.: Three, three young children. So it's really interesting to look at that, because I had clients over the years even pre Clovis where
00:36:04.680 --> 00:36:13.470 Eric Sarver, Esq.: They came to me and I was reviewing their say that maternity leave policies or currently policies and I want one client that was very happy with themselves.
00:36:13.860 --> 00:36:21.600 Eric Sarver, Esq.: And I'm saying it in a disparaging way but I mean it as if they thought they were doing the right thing is we're gonna have a policy that says that
00:36:22.380 --> 00:36:39.240 Eric Sarver, Esq.: Everything in terms of certain promotions are based on metrics of how many hours you work, how many hours you Bill. How many meetings you shop for how many clients do you to make and that is has merit based and they said that for parents on leave the leave does not
00:36:40.440 --> 00:36:47.100 Eric Sarver, Esq.: It's not offset and I take into account in terms of how many hours they built by the end of the year. And I said, well, wait a second. This is going to have
00:36:47.580 --> 00:37:04.860 Eric Sarver, Esq.: An adverse impact on women who might be pregnant or have a child involved in the workforce and my than client said to me, new client is what a potential client and say potential client said to me, Oh no, it applies for women also. So if men take off for paternity leave.
00:37:05.940 --> 00:37:12.780 Eric Sarver, Esq.: Then they won't have their hours of time off for turning they've counted against their bill by our rate and the meeting so
00:37:13.050 --> 00:37:24.450 Eric Sarver, Esq.: They said, This is equal right it's if a woman takes off for her child after giving birth, then doesn't. It doesn't. She doesn't get the count those hours is credit, but we have the same policy for the men, but again,
00:37:24.870 --> 00:37:32.640 Eric Sarver, Esq.: Disparate Impact termination looks at how does this come out right in real shakeout in real life. Right. Does it have it. And if you can for see started back
00:37:33.180 --> 00:37:44.280 Eric Sarver, Esq.: With very foreseeable that some men might take off. I took off. I think about three and a half weeks. My son was born early August 2019 so I was lucky I'm self employed, I can make it happen in the summertime.
00:37:44.580 --> 00:37:51.480 Eric Sarver, Esq.: took us about three weeks. My wife took off the phone 13 almost 40 weeks and a lot of women. I know.
00:37:52.140 --> 00:38:09.630 Eric Sarver, Esq.: A lot of men. I know I should say might choose to take off just a few days or might be pressured to do so by the corporate culture right but they have that choice and a lot of women don't I mean from a very physical perspective of, you know, you just keep birth to, you know,
00:38:11.100 --> 00:38:29.370 Eric Sarver, Esq.: The travel to work or not for. And so I think it's just an example. And that comes up pre coated and I think during Coleman, you know, you have employers now with work from home policies. What happens if your employees don't have the same resources that say to high speed Wi Fi connection.
00:38:29.730 --> 00:38:31.350 Eric Sarver, Esq.: What if they don't have 5G at home so
00:38:31.710 --> 00:38:40.500 Eric Sarver, Esq.: So I think it caught up on us all to what I hear you say I heard you mentioned earlier tonight was hey let's reassess how we as employers and business owners.
00:38:41.010 --> 00:38:53.340 Eric Sarver, Esq.: evaluate our employees during this pandemic right let's not use the same perhaps metrics of productivity and let's not pretend that you know the dynamic is the same sort of way.
00:38:54.090 --> 00:39:02.490 Simone Sloan: And you make an interesting point too, because we think about it from the perspective of being at home and everything family and work has been integrated and blended
00:39:02.940 --> 00:39:07.530 Simone Sloan: And if it's a woman say we're doing a zoom call and maybe their children are in the background.
00:39:08.220 --> 00:39:13.380 Simone Sloan: You talk about implicit bias as well. Are they really that serious of the work. Are they committed, are they really working well, they're at home.
00:39:13.770 --> 00:39:22.680 Simone Sloan: And then think when you get down to the performance evaluations those images come to mind and to bear right and not thinking about holistically.
00:39:23.010 --> 00:39:33.120 Simone Sloan: Of the human being in front of you and working for you or being part of your team, right, but just looking at that one narrow sliver of what you experienced when you were engaging and interacting
00:39:33.420 --> 00:39:40.380 Simone Sloan: And so that's another way through which you get slighted or martial law says part of this process from from that perspective.
00:39:41.550 --> 00:39:50.610 Eric Sarver, Esq.: It's interesting too because I think a lot of employers might think they're doing their employees a favor by allowing work from home or in some cases there's no choice because of different
00:39:51.360 --> 00:40:00.690 Eric Sarver, Esq.: Rules. In fact, during quarantine and so forth. But I think that when business have the option of work mom or not. And they choose to make it all remote
00:40:01.290 --> 00:40:09.150 Eric Sarver, Esq.: And they might be doing a good thing, but they might also have to recognize that even in right the best of intentions, a policy or practice can have
00:40:09.630 --> 00:40:14.430 Eric Sarver, Esq.: a disproportionate impact, like the one you gave example. So that's a really great example because
00:40:15.000 --> 00:40:23.490 Eric Sarver, Esq.: I don't think people when they let's say a boss gives a performance review. Three months later, it's they may not be able to put their finger on why they think let's say that you know
00:40:24.000 --> 00:40:34.590 Eric Sarver, Esq.: Janet is not say really committed to the team as much anymore, but maybe an our unconscious mind they're forming a vision agenda, you know, on a zoom call but also
00:40:35.070 --> 00:40:41.460 Eric Sarver, Esq.: Trying to rank or kids in whereas you know the maybe Bob on the same zoom call. Maybe it was sort of
00:40:42.030 --> 00:40:53.070 Eric Sarver, Esq.: They fell on generals, where his wife was or partner may have been with the kids. So I think it really does bring into account that again the importance of businesses during this and I think, you know,
00:40:54.150 --> 00:41:11.580 Eric Sarver, Esq.: I would love to hear you perhaps talk about what what benefits companies have you mentioned before, some, but if you can maybe elaborate more on like, why is it beneficial for a company to to be more diverse to have diverse leadership. Yeah.
00:41:12.540 --> 00:41:22.890 Simone Sloan: Absolutely. Well, for one, when you think about it from the top right that's what drives it in terms of culture in terms of commitment and helping around the accountability with diversity.
00:41:23.280 --> 00:41:30.450 Simone Sloan: And if you if if you have allies and advocates and in those roles, who are going to be able to push it down and have and bubble up
00:41:31.110 --> 00:41:34.590 Simone Sloan: Perfect but nine times out of 10 we're not, we don't see
00:41:35.370 --> 00:41:44.370 Simone Sloan: Ourselves in those roles. And so that becomes another way through which will do they really value it or not. Are they really serious. There's, there's a check the box activity. Right.
00:41:45.330 --> 00:41:51.510 Simone Sloan: Think to in terms of women in in in the leadership roles, because when you look at some of the data.
00:41:52.170 --> 00:42:00.690 Simone Sloan: You'll find that women are the ones who are who are championing diversity talking more openly about it, mentoring others.
00:42:01.410 --> 00:42:11.730 Simone Sloan: And and supporting that inclusive, as well as diverse groups across the organization. And so when you're thinking about sponsorship influencing
00:42:12.390 --> 00:42:21.720 Simone Sloan: And as well as advocating for those who are not in the room, if we are in those roles. Then we they have a voice at the table. Right. And so that becomes really important
00:42:22.470 --> 00:42:34.950 Simone Sloan: Also, in terms of diversity of thought and how, what does that really mean because as you know from the data that we see from the next 20 to 30 years there's not going to be majority ethnic group right that exist. If you look at the Gen Z that's
00:42:36.090 --> 00:42:52.860 Simone Sloan: Right now in terms of non Caucasian Caucasian. And so if you don't have the mindset of representing those groups and being able to speak more openly about them and and to understand what they value their purchasing decisions, how they what you know what they
00:42:53.940 --> 00:43:07.140 Simone Sloan: They think and and and do and where, where do they show up and populate and things of that nature, you're missing or not total another subset of, of opportunities for your business as well as for your people to have impact.
00:43:08.250 --> 00:43:18.240 Eric Sarver, Esq.: Absolutely. I think we're here. There, too, but I hear you saying is that without the leader people in leadership roles, who can also have their finger on the pulse of your meaning your businesses.
00:43:18.810 --> 00:43:28.500 Eric Sarver, Esq.: clients, customers product purchases, etc. That it's sometimes I think what happens then is that the message, let's say in marketing and promotion from the
00:43:29.160 --> 00:43:37.140 Eric Sarver, Esq.: Maybe homogenous non diverse company can fall flat, right, it can be tone deaf, you know, you can have it right, you know, that sort of the Pepsi commercial that you know
00:43:37.890 --> 00:43:51.690 Eric Sarver, Esq.: I think you all know shaking our heads. But clearly, there's maybe a little more diverse, you know, people in that situation, one has to wonder, would that maybe have not been approved by somebody, you know, thought, this is great, a great idea. So
00:43:52.890 --> 00:44:01.800 Eric Sarver, Esq.: You know, we have to take another commercial break some old will be back, folks, you are listening to or watching or both employment law today.
00:44:02.340 --> 00:44:15.570 Eric Sarver, Esq.: I'm here with my guest France Mon Sloan executive coach diversity and inclusion specialist and corporate coach and we're here on talk radio dot NYC. Stick around, we'll be right back.
00:46:33.210 --> 00:46:45.720 Eric Sarver, Esq.: Welcome back to employment law today. I'm your host Erick solder employment law and business law attorney at the Law Offices of arrogance over here tonight, as I mentioned, with Simone Sloan
00:46:46.350 --> 00:46:53.040 Eric Sarver, Esq.: Of your choice. Coach executive coach business coach and diversity and inclusion specialist
00:46:53.520 --> 00:47:04.380 Eric Sarver, Esq.: And smell. And again, I really appreciate, as I mentioned in the chat box before your competency or conversation. I think this is such an important thing for people to be aware of and mindful of.
00:47:04.830 --> 00:47:11.520 Eric Sarver, Esq.: And you know, I think one thing that comes up in these situations when we, when I talked to my clients about
00:47:11.970 --> 00:47:28.500 Eric Sarver, Esq.: Following the anti discrimination laws and labor laws and we you know we talked about protected class status, there's a range of reactions. Some people are very empathetic and you know to other people's plight and some people I think come into it from a different point of view.
00:47:29.640 --> 00:47:44.850 Eric Sarver, Esq.: I'm just wondering, I have there been any say industries are fields that you've seen that there's a particular challenge that you find with when it comes to diversity inclusion, maybe some roadblocks that they can see and that you've been working with
00:47:45.180 --> 00:47:46.140 Simone Sloan: You being tone deaf.
00:47:48.990 --> 00:47:54.990 Simone Sloan: Right. Yeah. Yeah. You know, it's interesting because I don't want to call out industries, but I'm just I'll save this.
00:47:55.440 --> 00:48:06.750 Simone Sloan: The Wall Street Journal had actually a big spread on diversity, equity inclusion that they put out back in January of 2019 I looked across all industries from healthcare technology unit financial services, you name it.
00:48:07.320 --> 00:48:15.990 Simone Sloan: And when it looked at from a woman of color perspective. One thing that stood out for me is that when we speak
00:48:17.250 --> 00:48:26.760 Simone Sloan: If we're when we're at the table right the thoughts of whatever ideas or insights are stated, it's forgotten instantaneously. And we're at the table.
00:48:27.510 --> 00:48:33.870 Simone Sloan: And can you imagine, right, if we're not even at the table and decisions are being made.
00:48:34.650 --> 00:48:43.980 Simone Sloan: management roles, you know, in terms of promotions and bonuses and things of that nature so that speaks volumes and it wasn't across just one industry.
00:48:44.730 --> 00:48:45.720 Simone Sloan: Like I said, they looked at it.
00:48:46.680 --> 00:49:00.810 Simone Sloan: A lot and from from that perspective. So I think that really when you're looking at it from an people say, you know, well, if it doesn't happen to me that doesn't exist and that might not be true know right, are we listening.
00:49:01.500 --> 00:49:09.720 Simone Sloan: To what's really being said, or what's not being said and I think that's really the key thing. Because you talk about psychological safety and and being able to
00:49:10.350 --> 00:49:20.640 Simone Sloan: Really have people express how they truly feel without any negative repercussions. Right. So I would say this is look across. Find out where the equities lie.
00:49:20.970 --> 00:49:33.420 Simone Sloan: Right around that and then look at it in terms of what are ways that we which we can start fostering or what foundational elements need to be in place to help foster more inclusion across businesses and organizations.
00:49:34.410 --> 00:49:38.010 Eric Sarver, Esq.: What are some of those foundational elements. I know you spoke about a few of them, but
00:49:38.160 --> 00:49:39.510 Simone Sloan: The communication, for example.
00:49:39.990 --> 00:49:42.540 Eric Sarver, Esq.: Any others that come to mind our listeners make
00:49:42.690 --> 00:49:50.460 Simone Sloan: Sure. I think when we look at it. I like looking at structures to making things more sustainable. And when we talk about women, children, bearing
00:49:50.880 --> 00:50:02.280 Simone Sloan: Especially in leadership roles and things of that nature. What foundational elements are needed for them. What resources can be provided to ensure that they thrive. They feel welcomed valued.
00:50:02.700 --> 00:50:09.150 Simone Sloan: They can function and not have to choose life over work, even though we are in the work life balance, supposedly
00:50:09.480 --> 00:50:21.390 Simone Sloan: Right. Also, flexibility and how can we become more flexible, but it's important because people still need permission to be flexible in this current environment. And so what are ways through which to
00:50:21.870 --> 00:50:33.180 Simone Sloan: Not only just say it but show it because if you're a business owner leader in these roles show that what flexibility is because what you're doing is giving permission for others to take that opportunity.
00:50:34.260 --> 00:50:38.610 Simone Sloan: Right. And you know, when you talk about from a gender bias perspective.
00:50:39.900 --> 00:50:47.730 Simone Sloan: Get more aware in terms of what are they are what you think you don't know around it because consciously or unconsciously.
00:50:48.990 --> 00:51:04.680 Simone Sloan: You know you exist. And so really kind of dig deeper and really look across and start listening to what people are saying across the organization because they want to talk. They want to share. But if there's not a safe space for them to do that. It's you'll never hear those
00:51:06.630 --> 00:51:08.580 Simone Sloan: great insights. It's
00:51:08.910 --> 00:51:14.070 Eric Sarver, Esq.: So true. You know, being an employment law. These years I've had a lot of matters for
00:51:14.580 --> 00:51:22.350 Eric Sarver, Esq.: Employees and employees over the course of my career and I still. I mean, these days, and majority of my clients are the employers and manager, the business owners, but
00:51:22.830 --> 00:51:33.540 Eric Sarver, Esq.: I saw a handful of employees. I represent in matters, and I've seen situations where an employee will come to me and say, the company had work or work retreat as of course peek over
00:51:33.990 --> 00:51:45.750 Eric Sarver, Esq.: Now for a weekend and three day and we're all out there together and we had open dialogue discussion groups and and some of the women got together and shared about their concerns about certain policies that were they felt
00:51:46.890 --> 00:51:57.480 Eric Sarver, Esq.: Basically disparate information, you know, disparate imagination that were basically affecting them in a negative way they wanted to see change. And I think that three women that raised the issue.
00:51:58.260 --> 00:52:08.760 Eric Sarver, Esq.: In this retreat. One was fired within three weeks for some a sensible issue that didn't even make sense. Another was up for promotion to not get it. Another
00:52:09.600 --> 00:52:16.320 Eric Sarver, Esq.: At such stray from her new boss that she ended up leaving in community negotiate some severance and for her and so forth, but
00:52:16.710 --> 00:52:24.060 Eric Sarver, Esq.: What so here the company was it's like they started out in the right foot right oh we're supposed to have an open dialogue, this is what
00:52:24.390 --> 00:52:28.830 Eric Sarver, Esq.: Everyone's telling us to do. That's what our HR people are telling us to do. So let's do it, but then
00:52:29.340 --> 00:52:47.310 Eric Sarver, Esq.: You have to take in the feedback that you hear, and I think that, you know, I tell my clients a lot. I say, if you want to decrease employee conflict or decrease decrease the chance of press litigation for an employee being like, Oh, he feels marginalized. He's been disenfranchised misunderstood.
00:52:48.630 --> 00:53:02.250 Eric Sarver, Esq.: It's very important to actually listen and not respond or be reactive and defensive you know way I think any of us who have been in business for ourselves can attest, the fact that, you know, taking in a constructive criticism.
00:53:03.270 --> 00:53:12.120 Eric Sarver, Esq.: Can be a little harder time frame for anyone, but honestly, it's one of the best tools. I found in my career, my life, you know, to improve on areas and move forward.
00:53:12.150 --> 00:53:28.830 Eric Sarver, Esq.: So absolutely. I think so. I, it sounds like you give that permission to your clients in the space and encouragement to write to open themselves up to feedback from their employees, whether they be employees and people of color, whether they be women and LGBT Q A employee.
00:53:29.700 --> 00:53:40.530 Simone Sloan: Absolutely. And I think it's important because that, that's great. In terms of having a consultant or a neutral party, if you will, who has no attachment to how it goes. But since really just did our to deliver the message.
00:53:40.830 --> 00:53:59.040 Simone Sloan: And it gives people a sense of ease because it's not oh i'm john doe saying x, y, z and z. It's a collective group I'm here some of the themes that have been gleaned from various conversations that we've had and enables it also to have the leadership hear the message right
00:54:00.150 --> 00:54:07.140 Simone Sloan: And not focus on who said what men and and and try to figure out the the the nuances around the insights
00:54:08.760 --> 00:54:13.470 Simone Sloan: And that's why I think empathy becomes really important to in terms of really and, you know,
00:54:14.220 --> 00:54:26.700 Simone Sloan: Stepping into the shoes mental right now in terms of understanding if it's even if it's not happening to you doesn't mean it doesn't exist. Right. But how can you get more relatable to your people and and really
00:54:27.300 --> 00:54:35.040 Simone Sloan: See what they see and what and what they're feeling because you know you don't want to do a check the box. Oh yes, spoke to them. But what did you talk about
00:54:35.280 --> 00:54:45.150 Simone Sloan: What was it meaningful and and what did they get out of it, or were you just the one talking and ended the conversation. And he didn't do any listing whatsoever. So that's going to really the
00:54:46.410 --> 00:54:47.370 The key thing there.
00:54:49.200 --> 00:54:57.300 Eric Sarver, Esq.: Wow. I think that's all really great way to wrap it up and sort of encapsulate everything we've been discussing. You know, this evening. Very something it's
00:54:58.350 --> 00:55:13.920 Eric Sarver, Esq.: And I hear the points that people out there are business owners that are listening tonight it's in your best interest to have a diversified workforce free of implicit bias free of discrimination free of aggression and it's like people think they can't afford to say to hire an
00:55:15.060 --> 00:55:22.290 Eric Sarver, Esq.: executive coach or a diversity and inclusion coaches almost like I think they are. They can't afford not to, you know,
00:55:23.130 --> 00:55:28.740 Eric Sarver, Esq.: Much like I'm always talking about employee handbooks and stuff. We have about two minutes to wrap up the new show after us.
00:55:29.370 --> 00:55:40.830 Eric Sarver, Esq.: So I just wanted to before we get to gateway to the smoke ease with Joseph Franklin mega I hope I said that currently someone in two minutes. Can you give our, I guess, how would how would they contact you. What's your
00:55:41.400 --> 00:55:49.110 Simone Sloan: Definitely contact me on my website, your choice. Coach com please reach out as also through linked in someones Sloan
00:55:50.460 --> 00:55:54.840 Eric Sarver, Esq.: And that's why. Oh, you are a CH O ice right your choice calm.
00:55:54.960 --> 00:55:55.980 Simone Sloan: Your choice coast.
00:55:56.790 --> 00:56:01.200 Eric Sarver, Esq.: Right, your choice. Coach com okay and Simone Sloan. You can see on LinkedIn.
00:56:02.190 --> 00:56:09.060 Eric Sarver, Esq.: Yeah, I think it was a great conversation tonight. You know, this is really an important theme important topic and I think that, you know, it's
00:56:09.570 --> 00:56:20.850 Eric Sarver, Esq.: Great for the people like you are in the workforce during this work. I tell you, it makes my job easier because I have clients, now that are more proactive than reactive. They're not, they're able to nip in the bud.
00:56:21.930 --> 00:56:24.270 Eric Sarver, Esq.: So, at least if they follow you know
00:56:25.620 --> 00:56:26.250 Eric Sarver, Esq.: Advice device it
00:56:26.430 --> 00:56:27.630 Eric Sarver, Esq.: Folks like you and I give him.
00:56:27.720 --> 00:56:28.650 Simone Sloan: Absolutely.
00:56:28.860 --> 00:56:30.300 Simone Sloan: No, thank you so much for having me.
00:56:30.330 --> 00:56:37.110 Eric Sarver, Esq.: Thank you. Welcome. Always. Always a pleasure. Folks, you're here tonight on Eric's over the host of employment law today.
00:56:38.070 --> 00:56:52.530 Eric Sarver, Esq.: Here on talk radio NYC. If you liked what you heard, please tell your friends, tell your colleagues and join us Tuesday nights 5pm to 6pm here on talk later that NYC. Thanks for listening. Happy New Year 2021 have a better year, God willing, and
00:56:53.670 --> 00:56:55.590 Eric Sarver, Esq.: Thank you smell it and to all have a very good night.