Employment Law Today

Tuesday, November 29, 2022
Facebook Live Video from 2022/11/29 - Empowering Women In The Workforce

Facebook Live Video from 2022/11/29 - Empowering Women In The Workforce


2022/11/29 - Empowering Women In The Workforce

[NEW EPISODE] Empowering Women In The Workforce


Our audience will learn why applying DEI and strategic initiatives can benefit both the female workforce and the companies who employ them!


Too many smart, talented women who left the workforce to raise children are unable to find jobs that match their credentials and lifestyle commitments when they try to return. Not enough is being done to retain, retrain or re-engage this fundamental talent pool. Companies that once hired and trained these incredible women now suffer from an intense loss of headcount and huge drain of hiring and training resources, too. 

On Tuesday, November 29, join me and my guest, Rita Kakati-Shah, CEO / Founder of Uma, to discuss how we can challenge the status quo, break with the mold, and work with like-minded employers to create opportunities that match the credentials and lifestyle goals of these powerful women. Learn why applying DEI and strategic initiatives can benefit both the female workforce and the companies who employ them!

Rita’s Profile: 

Twitter: @BeBoldBeUma


Tune in for this informative conversation at

Show Notes

Segment 1

Eric welcomes his guest, Rita Kakati-Shah. He introduces the topic for today’s episode, empowering women in the workforce. Rita is the CEO / Founder of Uma, an international platform empowering confidence, success, and resilience in women and minorities. Most recently, she was an honoree of the president’s Lifetime Achievement Award from U.S president Joe Biden. Rita says that she was in finance for 10 years doing sales trading. She was one of the very few women in her team and in the field at the time. She fell into DEI (diversity equity inclusion) by being who she was. Rita says that she has always been a very social person and wants to learn and help people as well as bringing people together. She mentions DEI meaning to make people feel like they belong. She talks about loving to travel, which brought her to New York, where she settled down, got married and had children. When talking to her boss at the time, she was discussing with them on what to do in terms of maternity leave which was challenging for her. For 3 or 4 years, she decided to focus on raising her children, something that she says taught her things like communication and negotiation which isn't taught in the paid salary workforce. This led her to create Uma. Her goal was to understand how she can bring women and minorities together to be recognized.

Segment 2

Rita talks about the impact of challenges such as women leaving the workforce to raise children and how they are impacted when reentering the workforce. She says that one of the challenges faced is confidence because they would've been away from their job for a long time. She also mentions the bond built between a parent and child which leads to the other challenge; the balance between a full time job and still being a parent. Rita also mentions the challenge that comes for employers when they don't accommodate the needs of these women and even men who are parents. They lose a lot of the talent pool during these times of leave but also after if they do not adapt. Rita talks about gender equality because everyone needs to work together to find this balance as the challenges faced are something that everyone goes through, especially when the workplace nowadays can be hybrid. Eric says that DEI is actually about everyone benefitting. The employer benefits from the employee’s morale and being able to work with full capacity and the employee benefits from having their work-life balance.

Segment 3

Eric asks Rita about what companies she sees that have stepped up their hiring and training initiatives towards hiring working mothers or those reentering the workforce. She says that it depends on the area of the workforce such as academia, finance, etc. she also says that the level of flexibility is also important. The post pandemic workforce is something that also has an impact on hiring as Rita mentions how employees are pushing back on going to work in person sometimes as working from home or having a hybrid schedule is more beneficial. But there are many companies who also see the benefit and are flexible with this. Rita also mentions that when looking at which company to work for, you should also look at how their environment is like and how this relates to your lifestyle. Another thing Rita says that companies and leaders should be doing more is exercising their “Decency Quotient.” It’s the genuine desire to do right by others. She talks about a real life example of an employer accommodating with a mother who tries to balance work and have time to pick up their kids from school. In this example, she says that the employer still sees people leaving their job and questions it. So the point Rita makes is that you want to think about the whole team and try to accommodate everyone's needs with their time and lifestyle. Eric and Rita encourage employers and business owners to think about what they can do for their employees to have a better work-life balance.

Segment 4

Rita talks more about her company, Uma. She says that it's an international platform and their headquarters is in New York. It's a strategic platform that works across different industries. She says that in her work, she talks with companies about DEI issues and other kinds of issues. But she says that most of the time the root causes of them are something different, which is where their training comes into play to bring people together and make sure voices are being heard and that the environment is the kind where people feel a sense of belonging while being themselves. Their training is brought out based on the issue and what's needed to be worked on. Rita also shares about her book, The Goddess of Go-Getting. She says that it's almost like an extension of Uma and what they do and preach. Rita also shares that the name Uma came from the Hindu goddess, Uma. She depicts the many roles that we all have in our lives. You can find more about Rita Kakati-Shah at, Rita is also on Instagram, Twitter, and Linkedin. You can find Uma on social media by searching for “be bold be uma”.


00:00:42.440 --> 00:01:12.310 Employment Law Today: good evening. Welcome to employment law Today i'm your host, Eric Sober. I'm an employment law and business law attorney and I host this live weekly talk, radio show and a slide weekly video broadcast every Tuesday night from five Pm. To six Pm. Eastern standard time right here on talk radio and Yc. Where I have guests who discuss some of the most novel, interesting and compelling issues that employers and business owners are facing during these trying times,

00:01:12.380 --> 00:01:30.120 Employment Law Today: and in that regard, in the spirit of my show uh our goal and our purpose. I'm very pleased tonight to introduce and to welcome our guest, Dr. Rita Kakadi Shah! Uh Rita! Welcome to the show! It's great to have you, and you're on mute. By the way, just one of the you know, lovely to be here is, thank you for having me

00:01:30.130 --> 00:01:51.839 Employment Law Today: my pleasure, my pleasure really glad that you can make it to the show tonight quite an impressive background, on which I'm going to share with our audience in just a moment. First, I want to give our audience today. Our listeners. Um! A sense of what our topic is, and our topic really, I think, is an important one that really affects uh business owners, employers that employees like,

00:01:51.850 --> 00:02:09.240 Employment Law Today: and that is empowering women in the workforce. And Re and I were talking about this before the show. The fact that too many smart, talented women who left the workforce to raise children are unable to find jobs that match their credentials and livestock commitments when they try to return.

00:02:09.250 --> 00:02:15.620 Employment Law Today: Not enough is being done. To retain and retrain or re-engage is fundamental talent.

00:02:15.640 --> 00:02:26.110 Employment Law Today: A companies that once hired and train these incredible women now suffer from an intense loss of headcount and a huge drain of hiring and training resources as well.

00:02:26.130 --> 00:02:45.829 Employment Law Today: So on tonight's episode Join me and my guest, Dr. Rita Kakadi Shah Ceo, and founder to discuss how we can challenge the status quo and break with the mold, and work with like-minded employers to create opportunities, that match the credentials and lifestyle goals of these powerful women,

00:02:45.840 --> 00:02:54.660 Employment Law Today: so learn why, applying Dei and strategic initiatives can benefit both the female workforce and the companies who employ them. And

00:02:54.670 --> 00:03:14.539 Employment Law Today: with that topic in mind. Um, I can't think of a better, more qualified guest tonight than our guest this evening, as I mentioned folks, Dr. Rita Kakadi Shah, who helms um, an international platform, empowering confidence, success, and resilience in women and minorities.

00:03:14.550 --> 00:03:24.280 Employment Law Today: Now Rita started her career in finance at Goldman Sachs International, and after a decade at the firm, she went on to lead local business development in the pharmaceutical industry.

00:03:24.370 --> 00:03:35.970 Employment Law Today: Rita is a distinguished alumni of Ping's College, London, serving also on the Advisory Council of Kings Business School, and was also awarded a doctorate of Humanities, Hc.

00:03:36.550 --> 00:03:53.040 Employment Law Today: From Commonwealth University. She is an advisor and mentor to many organizations policy forums and academic institutions around the world, and a sort of after international speaker, we're glad you can be with us as well tonight, and fault lead her on topics such as gender equality,

00:03:53.050 --> 00:04:11.960 Employment Law Today: diversity, inclusion, and youth and women empowerment. Now Rita has won multiple awards and recognitions most recently as an honorary of the President's lifetime Achievement Award from Us. President Joe Biden and Mahatma Gandhi. Sam Award presented at the House of the Parliament in London.

00:04:12.500 --> 00:04:31.670 Employment Law Today: Dr. Kabata Shah is also the best selling Author of the Goddess of Go getting your Guide to Confidence, leadership, and Workplace Success and it's co-authored Books and Women in business. The us. Sdg: Five diversity and inclusion. Well, so that's quite an impressive

00:04:31.680 --> 00:04:38.809 Employment Law Today: background. You certainly must be pretty engaged and busy, I imagine. Um with that kind of a pedigree.

00:04:39.540 --> 00:04:58.869 Rita Kakati-Shah: Thank you for that really really kind introduction. Um! That's somebody there, you know. I I really um came to do what I do. It's almost like serendipitous moments, Eric. I like to say that everything that's happening in life for a reason, and it started off, you know, with my background. And just one thing led to another, and sort of how I am.

00:04:59.280 --> 00:05:16.689 Employment Law Today: Well, that kind of is a nice segue. We did to my very first question. Um, which is, Tell us a bit more about yourself, mainly like How did your career initially start out? And then what prompted you to become an advocate? Female empowerment, inclusion and and to found the company. Um,

00:05:17.110 --> 00:05:24.010 Rita Kakati-Shah: and that's a great question. Um. So if I go back to my background that you mentioned, I was in finance. Um for ten years.

00:05:24.020 --> 00:05:42.330 Rita Kakati-Shah: Um! And certainly when I started I was on the trading floor um of the Equities training floor, doing pan European sales trading. So at the time I was one of very, very few women on the floor, totally, and certainly the only woman on my team at at the time, so I guess I fell into what we now call one

00:05:42.360 --> 00:05:56.239 Rita Kakati-Shah: ei diversity to aquar, including just by virtue of being who I was. You know it wasn't a thing back then. This was in the early two thousand S. There was no actually an official term that we use right now. Um, but I just found that you know um

00:05:56.250 --> 00:06:26.239 Rita Kakati-Shah: to sort of. I was always a very social um person. I love getting people together. I always very much into like, you know, learning, meeting people trying to build my You know my presence within the firm, but also help others too. And I you know it just natural questions like. I knew that there are women at the firm I've trained with them on the training program. But then, on the floor, where are these amazing women? And how can we network more and find out what we're doing and sort of, you know, rotate like you, did we?

00:06:26.250 --> 00:06:41.570 Rita Kakati-Shah: You were first interning that sort of stop when you join full time. So just asking those natural questions of how do we reconnect this incredible tenant pool is? How I really fell into that space, getting people together, helping people feel valued.

00:06:41.590 --> 00:06:48.440 Rita Kakati-Shah: What I've always said about I I you know the whole meaning of what Dei is all about is really that sense of belonging.

00:06:48.450 --> 00:07:09.269 Rita Kakati-Shah: How do you feel connected? How do you feel that sense of value? How do you feel like you belong? Um! And that's really what it's all about in with the different facets and the and the difference of nuances with Dei. So that's sort of how I initially I get into it. How I started to Uma fast forward A few years, and I was in the pharmaceutical industry in business development.

00:07:09.540 --> 00:07:21.299 Rita Kakati-Shah: Um, I've always loved to travel, Eric Um. And those travels took me here, there, and everywhere, meeting key opinion leaders. Thought need is in um across psychiatry and uology, and that's how I ended up in New York,

00:07:21.310 --> 00:07:35.140 Rita Kakati-Shah: and um settled down. Got married. Um! Now have two two children, and now seven and nine. But when I initially I was pregnant for my um son, and I had just a conversation with my at the time, boss, but you know

00:07:35.150 --> 00:07:50.569 Rita Kakati-Shah: it didn't wanna necessarily take time off, or anything like that. I just didn't know what I wanted. I was an to be mom, you know I was just a corporate person I had the conversation about. You know what? What's the plan? What we do? There was not, you know, he said. Well, you know you could

00:07:50.660 --> 00:07:52.600 Rita Kakati-Shah: take six weeks off

00:07:52.610 --> 00:08:20.640 Rita Kakati-Shah: um unpaid, of course, and you have to find a disability claim to do that. So it felt like a bit of a slap on the cheek. Really, i'm here in that. But that's really what led me to think. Okay? Well, what does this actually mean? And compare the Us. Where I was to the Uk. Where I came from, where you can actually get up to you or paid leave, and then come back and sort of rejoin where you left off. Um, so it's because of that. I actually left that job. Raise my children for three and a half, four years

00:08:20.650 --> 00:08:39.319 Rita Kakati-Shah: during that time realized that. Wow! This is by far the toughest career I've ever held full stop. The taught me so much, but so much of what I told this particularly, that there was some skills that are really imperative to the paid salary workforce that I didn't learn

00:08:39.330 --> 00:09:06.929 Rita Kakati-Shah: in the page. I would work for things like communication negotiation. Um! You become such a um when you're actually a parent. Full time, Parent. Really, what led me to um really help that planted the seeds? Of what am I going to do to kind of empower this new tenant, for I was part of that kind of core there and then living this every single day, thinking, What what is this disconnect between me now having an incredibly enhanced to skill set,

00:09:06.940 --> 00:09:13.610 Rita Kakati-Shah: and it's not necessarily recognizing that. So that's really how I um start to do that.

00:09:14.470 --> 00:09:44.459 Employment Law Today: Wow, it's! It's interesting, Rita, you know. Um, I find the full best. First of all, Thank you for sharing that with us, you know, tonight it really gives some context, and some some uh, some Craig's background to what you do and why you do it. You know I find that lot of people when I ask that question like, tell us more about yourself. What motivated you prompted you to find your own, you know. Phone line, firm company. What have you Um! It's often either something they saw through family growing up, or it's a personal experience. They had

00:09:44.470 --> 00:10:14.000 Employment Law Today: that shape them, and I definitely hear on that personal experience. You know you talked about like being in finance, recognizing that there are other women, other uh female employees, other people who are uh women and minorities, or both. And then, of course, how do you get them to connect and come to the table and be recognized and included and and acknowledged? And then, of course, you know, so I I can see how your personal experience sounds like, really, for this interest. But down you combine, you know, being a Mom expected mom,

00:10:14.010 --> 00:10:39.830 Employment Law Today: and being told about the unfortunately at times. Very. You know the dearth of um good paid family leave, and I know It's an employment long term. You know that the different States have different laws. Some things like Florida Don't, require any kind of lead to be given, you know, from maternity, leave or expected mothers, or when they deliver. Other states have pay lead, but it's very short. Live It's all weeks on page, so um I can see how, you know, like you. Twenty years ago, or maybe not twenty, but

00:10:39.840 --> 00:11:02.020 Employment Law Today: eight and ten years ago Your age, your children um. We'll run into some issues there. And to think, you know, this is something like very telling about the workforce, and how we value or don't value women right? Because it's usually the women that are taking this time off. Men are taking time off to give birth right like i'm a father of a three year old son. But my wife clearly did the heavy lifting, and then regard to

00:11:02.030 --> 00:11:05.149 Employment Law Today: caring and delivering, you know, giving birth to our wonderful son.

00:11:05.160 --> 00:11:30.429 Employment Law Today: Um, anyway. But I hear you on that. And then just you know what you kind of were saying about like the skills that women have being a mom being a parent, and I want to come back to that. And later questions. I think it's an interesting issue that a lot of employers, I think they don't look at. You know these skills that uh State own parents who go out in the workforce have, you know you may not be working on spreadsheets with your kids.

00:11:30.440 --> 00:11:43.509 Employment Law Today: Maybe you're up for tutoring them and that, but maybe not working on certain. But you certainly working on uh multitasking negotiation. Patience! Um! All those things. So thank you for sharing that with us, you know, really good to have your background.

00:11:43.520 --> 00:12:13.509 Rita Kakati-Shah: They're welcome. I don't actually, Eric, you mentioned. Obviously you have a three year old that um, you know, if you can negotiate with the toddler, there's no one on this planet. You can't take on to take that conviction to next board your meeting or interview. So I I said a lot to my uh, you know the women, and I don't know which is that I stuff so absolutely, and you know i'll say that like on that point. I want to keep focus on you, but I can't resist saying that. Um, I i'm pretty good negotiating is what I do with, you know Plaintiffs Council, and in litigation,

00:12:13.520 --> 00:12:42.050 Employment Law Today: or um negotiating with, you know, different clients. But mediation, when it comes to my three year old, especially when he was two at that. Really, um had their like razor focus and what he wants age. And even now, at three he went every time. You know I I can't. I can't negotiate. I just some, you know. He just wears it in a wonderful loving way. It's okay, Nathan, you know so very good point. Um, And we actually we've been up up to our first commercial break in about a minute.

00:12:42.080 --> 00:13:06.630 Employment Law Today: Not take it now, so we don't get in the middle of a new topic and have to break, so i'll just um. We come back, though. I'll be asking um Rita, Dr. Katy Shaw about some unique challenges that we face when we're entering the workplace, and how companies may have stepped up their recent hiring and have some of not so stick around. You're listening to employment law today, and watching the show as well. I'm your host, Eric Sober, our guest tonight.

00:13:06.640 --> 00:13:12.009 Employment Law Today: Dr. Rita Kakadi Shah, founder of Uma. Talk to me to Nyc. We'll be right back.

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00:15:25.600 --> 00:15:48.570 Employment Law Today: welcome back to employment law. Today i'm your host, Eric Sovereign, our guest tonight on talk with your niece is Dr. Rita Kadi Shah Ceo, and founder of Uma and um diversity and inclusion, expert and author, and really just multi-talented multicasted in cash with us tonight, so we I get really great to have you on the show. I'm glad you're here to make this

00:15:49.060 --> 00:15:58.499 Employment Law Today: thanks for having me again, Eric It's been a great you so far.

00:15:58.560 --> 00:16:14.200 Employment Law Today: My question is, what is some unique challenges that women face when re-entering the workplace after raising children, And then The second part of that question is, what detrimental impact to these challenges obstacles present for both the employer and the employee.

00:16:14.740 --> 00:16:25.540 Rita Kakati-Shah: Yes, a couple of things that's a great question, and you know Um, it's not one size fits all. Everybody has a very unique experience, but generally what we've seen that one of the first things is confidence

00:16:25.560 --> 00:16:42.289 Rita Kakati-Shah: when you have been away from any situation. And this is why we don't just say so, Women, we said women and minorities, because generally anybody from a minority background has felt some level of sort of self-doubt or some points depending on the situation they're in.

00:16:42.300 --> 00:16:47.799 Rita Kakati-Shah: So that sort of you know where you have lost that confidence, because you have to build yourself back up again,

00:16:47.810 --> 00:17:17.719 Rita Kakati-Shah: and then, hey, if the company made it easier, then it would be a bit of a cyclical kind of um process, but it's not always the case, So confidence is one thing where you know you just have to believe in yourself. So what we do you imagine, really, really try to focus on that in a belief that strength building up the skills and tools which you already have. We're not actually doing anything that you don't already have. It's just sort of rekindling those sort of memories that spirits that passion, that fire to really bring out your best, so that when you go to the next job

00:17:17.730 --> 00:17:27.659 Rita Kakati-Shah: interview, or that meeting, or that coffee with somebody, you just sort of exploring in terms of the next world. You are really out there and giving your best.

00:17:27.670 --> 00:17:52.119 Rita Kakati-Shah: The second thing I think, is that um, you know, not notice that a lot of people when they've taken that time off um. And it happens with, you know, State owned Dads as well. It's not just um women, but more so. Women as well is that you have that natural bond with your children. And actually, when you go back first to work, you go in from literally being with your kids full time to them a full time job You naturally miss you. There is no balance in between.

00:17:52.130 --> 00:18:20.910 Rita Kakati-Shah: So one thing I like to tell companies is that if it's a full time role that you are um, and that the employees actually agree to go back to, then make sure there is some sort of a general sort of ramping up process to gradually get them back used to the hours, and also that balance trial things out at home. Try things out here so that you can actually get back into it, because what you don't want is a situation where everybody, both part, is sort of looking over their shoulder or checking phones or checking this, because it's

00:18:20.920 --> 00:18:31.030 Rita Kakati-Shah: that level that isn't quite there. So you want to with anything when you um any new thing that you do in the workforce you face it in. It's the same thing. Face this in as well.

00:18:31.040 --> 00:18:59.519 Rita Kakati-Shah: So then, that's one point. The other part is a lot of um folks, a lot of parents when they do want to go back they don't want their previous job again. That's something they've been there done that they now want to find more of a balanced lifestyle, and quite often they intentionally hit more fluid hours, more flexibility, some sort of a hybrid work environment as well. So here's the thing some companies have got with the program, and Covid actually helped with that. When everybody was forced to work from home.

00:18:59.530 --> 00:19:12.990 Rita Kakati-Shah: Um! Other companies haven't um, and those that haven't have also seen that you they are losing more of this time. There was so many folks coming in now. They're not so It's a little bit of a situation where it's um.

00:19:13.000 --> 00:19:23.740 Rita Kakati-Shah: You know um one of the hints out there and see what's going on. But there's a lot out there that companies could be doing to better um compromise and and form a relationship with the employee coming back.

00:19:23.920 --> 00:19:25.220 Employment Law Today: Hmm.

00:19:25.250 --> 00:19:40.589 Employment Law Today: Yeah, it's interesting. I mean what I hear you saying about some of the new challenges women face um coming back to the workforce. So here i'm definitely. And you mentioned to your point minorities, people minority, classical, not not just women, but also um anyone that's, you know. Say not.

00:19:40.790 --> 00:19:55.620 Employment Law Today: That's ha! In historically overlooked or not. What The table I hear the confidence challenge, right, the perhaps the the confidence, the lost, the conference, I imagine that must manifest, as you know, like I've been out of work for a long time. Can I still do this?

00:19:55.630 --> 00:20:20.120 Employment Law Today: Do I know what i'm doing, Um, or to my employer believe in me. Um! So I hear that challenge. And of course you mentioned other obstacles, including, you know, that the missing of one's children as a mother, and arguably as they don't that, too, but keeping the focus on women. And as a topic tonight a mom is home with her child or children or kids, and then goes back to work full time. I hear you saying, there's a challenge. Yeah, so it needs to be

00:20:20.130 --> 00:20:34.449 Employment Law Today: um sort of ramped up right gradually needs to have some kind of a uh stepping into the role, and also just the idea of, you know, building up confidence. Um, So I hear that challenge when we face and I I I also heard in your answer a little bit about

00:20:34.460 --> 00:20:52.850 Employment Law Today: It's experimental impact that these obstacles can have for the employer as well, which has to do with the loss of the talent they're not accommodating and flexible, and I think we're seeing that a lot you know, post pandemic with the great reshuffle, You know where you want to call it, where people who are not

00:20:52.860 --> 00:21:03.980 Employment Law Today: getting their life balance. You know their work. Life balance needs my, for their employers are phoning it in or looking elsewhere. So good to hear that you know, to hear that you're effective on that.

00:21:04.910 --> 00:21:11.819 Rita Kakati-Shah: Yeah, no, absolutely so. A lot of it is just, you know, a of kind of sit down and figure it out, because I mean, if you Look at.

00:21:11.830 --> 00:21:28.700 Rita Kakati-Shah: Look at the pandemic that we just come through, and the Mick and Mckinsey um quoted quite a lot where it kind of showed that one in four women um men as well, but more so, women, we're leaving the workforce while working from home. So actually you put the you know, full on the up you and get what? What's actually kind of

00:21:28.710 --> 00:21:53.519 Rita Kakati-Shah: going on here. Um! And the reason for that is actually the breakdown of responsibilities and the imbalance not just. You know we look at the workplace a lot. But also this work. There's imbalance going on at home as well. So it's not just matter of saying that. Okay great, We're going to make it on hybrid again, or have more flexibility, and everything is all Well, that's not the case. It's It's a situation where there is a compromise, not just in the workplace, but there has to be some sort of a um balance

00:21:53.530 --> 00:22:20.979 Rita Kakati-Shah: at home as well. Communication is at the center of all of this, you know you've got to communicate, not just with your boss, but communicate with your partner, and whoever is your support network and family at home, because this is all part of it. You know how you communicate that. How do you get um tasks done? Are you splitting them up equally and trying to take it on. Born yourself. Are you too much of a perfectionist at home? A lot of my, you know. Clients, when they say this, that you know what we are, you know. Um,

00:22:20.990 --> 00:22:25.370 Rita Kakati-Shah: there's something I like to bring up actually, Eric, because in the workforce, you know, uh women

00:22:25.380 --> 00:22:42.569 Rita Kakati-Shah: bring up the term. A lot of one of the reasons they use that confidence is when they go to a board meeting, or they go to a team meeting. They talk about their idea, and they use to man's blaming a lot. We just get mine splitting to. So we just give up, after all. Um! And for those that don't know it's where somebody is given a thought.

00:22:42.580 --> 00:22:55.000 Rita Kakati-Shah: Um, Typically a male comes along, paraphrases it, and it seems to take credit for that idea. So I was actually chatting to some men the other day at sort of a at a party about a similar concept,

00:22:55.010 --> 00:23:24.119 Rita Kakati-Shah: and just about to do in household activities, and they said, Well, we don't want to be women's playing to, and I was like That's interesting. You said that. What do you mean by that? And as well you know. Um, it's a little bit of the the reverse, in the sense that you know. We also have to similar in the workplace. How everybody has to do what, no matter what their back and think. Okay, we have a new folks coming in into the workforce. We've got to sort of balance this out and let everyone do it in their own style. Similarly, home, wherever your workplace is, you've also got to share a little bit more as well,

00:23:24.130 --> 00:23:51.280 Rita Kakati-Shah: without sort of, you know. Let things go as well. So I talk about a lot of having balance um. It's and I. And the reason I talk about gender equality is because it's not one gender over another. It's right. Everybody needs to work together for this to happen. Men, women, however you um you you you identify, you know, workplace and home and society. Everything needs to work together is the communication by all segments of society here.

00:23:51.290 --> 00:23:52.500 Employment Law Today: Hmm.

00:23:52.810 --> 00:24:22.240 Employment Law Today: Yeah, absolutely. I mean, I think that's really good. Those those are some good points from what I mean. Sorry. Read out from um Some great points to one about the work life, home balance at this transition for women coming back to the workforce and for companies, you know, bringing them back. There needs to be that balance, and how they talk to their families, their support group. There's court Network rather right their home and their work. Um that it's more that it's more than just a simple fix of what your hybrid twice a week coming in three days a week, or someone, or vice versa.

00:24:22.250 --> 00:24:31.970 Employment Law Today: Um. But also the idea of gender equality and gender equity. Right? Because I've heard the difference between you know equity and equality. Sometimes the quality people think Well,

00:24:31.980 --> 00:24:49.580 Employment Law Today: okay, this policy is exactly equal for um. Let's say this white man and black woman, you know it's, and but that might not be equitable if the policy has its current impact on the same women. So if you're in a feel that they're actually hired men, and they go by a seniority in.

00:24:54.540 --> 00:25:23.880 Employment Law Today: But how many of you have working as what you get in terms of your reason? But if the company is directly in, promote or hire women, then it's not equity, right? So so those equity involves a difference between like having the identical equal terms. Um, but your point also is about. I don't know the the fact that um there needs to be like a recognition in the workforce um of the need, for you know equality and for a place of the table women. I think it's very important that you kind of bring that up, you know.

00:25:24.220 --> 00:25:40.929 Rita Kakati-Shah: Yeah, yeah. And you know, to your point. Actually, Eric, when you talk about, you know, pay rise and things and equity versus the quality. This is something that comes up a lot like, How do you ask for this pay rises what you do in that sort of situation, you know. Um, if you are having been equality, you said, Well, everybody can go to the next

00:25:40.940 --> 00:25:51.240 Rita Kakati-Shah: um three sixty degree review meeting, and they can ask, We've been We're letting everyone do that. Do you any other question? What we'd like to do. Are you happy with this? You know that's been kind of equal in that sense.

00:25:51.250 --> 00:26:19.619 Rita Kakati-Shah: But what research says that women are less likely to do that i'm personal to the more refrained. We have more that kind of you know. We we don't ask the the money for that. That's often we kind of feel. We don't. We kind of grateful for where we are. We kind of feel that we doesn't it's freeing up on somebody else. So it's something not to be done. The equity piece there would say, Okay, we'll give us, I guess, give women more than opportunity to make them more feel comfortable about asking phrase it differently. Ask about, okay. These are the bands that.

00:26:19.630 --> 00:26:44.410 Rita Kakati-Shah: But we are thinking of this this year. This, like, What would you be thinking about? Are you having given some thought, or at your next meeting coming up? This is something we would like you to talk about having to think about it, you know, and that could be something to work on with them. So that's where the equity piece uh steps steps in as well, so it's almost at the outcome. At the end it's the same. But you might have different levels of um facilitation to get there

00:26:45.070 --> 00:27:12.520 Employment Law Today: right. Right. It's. It's your point read, and you know to your point. Also, you'd mentioned how like this is not a case of putting one gender above the other, whether it's women above men of amendment, but by women. I think it's important point to I think that lot of times, you know. I see my clients with companies where i'm going through the permanently lost what's required and different compliance issues. And then, you know, i'll encourage them to have, like the training on the rest of the inclusion,

00:27:12.530 --> 00:27:27.000 Employment Law Today: and Some really believe that Dei initiatives mean that something is being taken away from the employer and given to the employees like at the employer's expense right or being taken away from,

00:27:27.010 --> 00:27:56.999 Employment Law Today: and then male employee given to the female at the mail place expense. But, in fact, it's not the type of situation it's not, you know, like a situation where there's two size of the pizza, and you're giving them both some person it's it's It's more that when one uh benefits from Di. When the employee benefits the employer benefits as well, the employer gets the benefit of that person's. You know, extra morale, and they're sticking around, and they're full, you know. Work the full capacity. So I think it's important. I think a lot of Times companies kind of bristle the idea,

00:27:57.010 --> 00:28:12.170 Employment Law Today: you know we're being asked to do this diversity and inclusion, and you know, initiative. There goes our fill of, like, you know, profit lever, and, in fact, you know, I think it could be. It's a win-win, and I think that's something that you know we're trying to talk about today in our show.

00:28:12.180 --> 00:28:24.270 Rita Kakati-Shah: Hmm. Yes. So i'd love to discuss that more actually, because that is something that is one hundred percent. We've hit the net on the head there, where a lot of people it is more, it can be divided if it's not communicated properly to

00:28:24.280 --> 00:28:53.660 Employment Law Today: absolutely, you know. Uh, we'd absolutely so. We are at our next commercial break just about now. Um! So I think it's a nice breaking point. We can come back. And uh, when the next half of the show i'll be asking Rita about some proactive steps that companies can take to provide opportunities to women and working on in terms of promotions, new jobs. We'll talk more about hiring criteria being reevaluated. And lastly, about

00:28:53.880 --> 00:29:11.139 Employment Law Today: we just company Uma. So folks are listening to and watching employment law. Today I talk Radio. Nyc: I'm. Still your host, Eric sovereign employment law business attorney here in New York City. Our guest tonight, Dr. Rita Kakadi. Stop a founder of Uma. Stick around. We'll be right back.

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00:31:11.160 --> 00:31:26.490 Employment Law Today: Welcome back to employment law. Today. I'm your host, Eric Sober, Our cast tonight, Dr. Rita Kakadisha, founder of Uma, Diversity and inclusion. The Ei specialist um author speaker and

00:31:26.500 --> 00:31:41.540 Employment Law Today: guest that I showed you this tonight. So we're talking about empowering women in the workforce. And uh, as we, which is this company and what they do, and you know we, I think we have some great points to cover so far, and I want to ask you a little bit more about

00:31:41.550 --> 00:31:57.590 Employment Law Today: companies like what you've seen in terms of like which companies do you think are recently stepped up in their hiring and training initiatives towards uh hiring working mothers or women re-ent in the workforce. And have you seen any companies that have dropped the ball in this regard?

00:31:58.110 --> 00:32:08.459 Rita Kakati-Shah: Yeah, it's A great question? Um, I think a great example would be actually going back from. You know the post pandemic, you know, during the pandemic where companies everyone started working from home,

00:32:08.470 --> 00:32:22.439 Rita Kakati-Shah: or, you know, close to all, depending on where they were, and then those that went hybrid state hybrid um those that sort of um deemed folks come back full time or no time, which is what what uh, firstly, using these days is an expression

00:32:22.450 --> 00:32:46.149 Rita Kakati-Shah: Um, and you can do it by industry. So there are certain industries that you know, felt that it's much better to be in the office because of the way it's done. Finance the The my first career after I graduated from University is one example where most cases they're actually asking folks that are on some originating system to come back in to. They to meet their colleagues. And then, similarly, you're getting the same

00:32:46.160 --> 00:32:53.559 Rita Kakati-Shah: for like that happened before you get in. If you look at the statistics. If you were much fewer women than men, you know, going back in those cases.

00:32:53.570 --> 00:33:23.519 Rita Kakati-Shah: Um. But then there's different areas within finance. If you look on balance, you could also in different areas. So, in a way, with anything statistically, you can always sort of go one way, one way, the other. So I think it depends on the area. It is um. Similarly with um certain areas such as academia, for example, there's actually quite a good hybrid structure right now. I do work quite closely in in academia as well. Um. And I see a lot um where there is either sort of in person, but you can also work remotely or hybrid

00:33:23.530 --> 00:33:40.429 Rita Kakati-Shah: as well, and both are very welcomed. Um! And people are just having to be more innovative in how they work, how they conduct meetings, team meetings, short one small ones versus bigger town. More time meetings, and how they do it efficiently, and keeping people sort of engaged

00:33:40.440 --> 00:34:07.129 Rita Kakati-Shah: um by an online mechanism. I think that's been mostly it Really, if you have it to be that silver bullets for how you're going to be able to keep everyone engaged from a remote setting that would be actually less of an an issue for wanting to. You know why people should actually, physically have to be in the office. It's about level of engagement, is it, you know productivity ultimately from a business perspective? What is that level of productivity? Are they getting the profits they want? And

00:34:07.140 --> 00:34:26.120 Rita Kakati-Shah: if they think they're getting it from both mechanisms. They're less like to change if they think they not such as trading, for example, then the more like to say, Okay, we need to get you back, because we've seen a big stop difference in productivity here, and that's ultimately what business is doing. So I think it really depends on the industry. And then within that, the level of flexibility

00:34:26.130 --> 00:34:30.460 Rita Kakati-Shah: also the pandemic companies are more likely to um.

00:34:30.500 --> 00:35:00.479 Rita Kakati-Shah: See, I would say, the the benefits of, you know, allowing this hybrid modality, and it's not just women. Men and women are like, you know what i'm not going to commute for two hours on a train where actually I can get a lot more done here. I can just log in that it only because i'm not sitting on a trade or whatever it is. So they're actually pushing back to. Similarly, in newer generations that are coming in. They say no as well. We have a big movement now towards, you know mental health, wellness, and for the same. No. These demands that I came through I came,

00:35:00.490 --> 00:35:16.250 Rita Kakati-Shah: but you know, in the two thousand where hours were long, and also long in different ways. But there's a lot more balance now, and I think as incoming employees are starting to push back as Well, that is also shifting the needle of how internally employers are dealing with this as well.

00:35:17.270 --> 00:35:36.279 Employment Law Today: It's interesting, Rita, because you know what you're saying, and you just made the point as well that I was thinking we said it. Um! The talk of you know the hybrid initiative and and work life balance and reducing the commute and short of meetings that definitely kind of impact, as you mentioned, not just working moms and women returning to the workforce,

00:35:36.290 --> 00:35:44.229 Employment Law Today: which is one demographic, but also men also young people. Um Also, you know, when they have children.

00:35:44.240 --> 00:36:03.539 Employment Law Today: Excuse me, women that are children. Um people that are single, whoever the case may be. Um, I think that we're definitely seeing as pushed towards, you know, work, life, balance, and also towards productivity in whatever way it can be accomplished. Um, And I think you're right that you know that used to be. I think I think that actually has an impact on working mom, because

00:36:03.550 --> 00:36:07.829 Employment Law Today: if you're home. You can do more with your children, and maybe have a Home Office set up.

00:36:07.840 --> 00:36:37.830 Employment Law Today: But I also think it's it's very much an interesting question. I know Personally, I have clients that ask me about. You know the four remote versus fully hybrid new person isn't fully in the office. Um, i'm kind of a middle of the road kind of you know. I try to avoid extremes what I can, and I personally, I I tend to enjoy hybrid. I need to, anyway, because I need to go to court need to see certain clients in person, because we're back in that zone again. But even if I didn't have to. I think some folks might work better a little bit in the office, you know. They get like a little break from home

00:36:37.840 --> 00:37:03.530 Employment Law Today: that I constantly, you know, in their own, like living room or home Office, and they see the co-work system connection, some collaboration, you know some community being formed, and new workers can connect. But I definitely know I mean to your point, though I think the the rigid, you know, must be in the office five days a week that I see a few companies sticking to. It seems as if it's almost standing on ceremony right? Because with the app in the technology

00:37:03.540 --> 00:37:22.929 Employment Law Today: and with the um the flexibility, you know. People are starting to recognize and expect more things to happen via Zoom, Webex, Microsoft Google teams. What have you? I think that you know there's there's definitely a lot of room for companies to have hybrids in most situations. Obviously, if you're a restaurant employing your chefs and waiters.

00:37:22.940 --> 00:37:34.379 Employment Law Today: There's not much room for hybrid, but you know. But the bookie brook is certainly coming. Three is a week, so so it's interesting. I hear your point about. You know how a general balance uh for the workplace.

00:37:42.010 --> 00:38:00.539 Rita Kakati-Shah: Oh, absolutely and you might, you know. It depends on like, you know the industry and as well, even musicians, and taking music lessons, you know. They also switch to hybrid, too, and now or remote, and now back to hybrid again. Um! But also there was so much so that companies could be doing more as well. So I I say two things. If you are the employee,

00:38:00.550 --> 00:38:30.299 Rita Kakati-Shah: you are now at the position, so that that crossroads of which company do I go to have a look at the sort of what environment they have? Hmm. That prefers a certain lifestyle like you just mentioned, Eric, that you actually like. I've been to be that sort of since what your schedule is like, anyway, for me as well. I travel a lot, so i'd like to balance it now with working from home when i'm not traveling so much because it's that it's myself. But I also go where my clients need as well. So it really really depends

00:38:30.310 --> 00:38:40.620 Rita Kakati-Shah: on that. So it depends on the individual. So because of I know this lifestyle. I'm less likely to go and find a kind that will only literally want me to just sort of

00:38:40.630 --> 00:38:57.320 Rita Kakati-Shah: work with them only in a certain area, and that's it for ever more, because I know my personality, what I like. What are the impact I can make as well. Um. So similarly, I tell people all the time. But as you were looking for opportunity to look for opportunities that you are, Don't, try to fit yourself in someone else's box.

00:38:57.540 --> 00:39:14.260 Rita Kakati-Shah: There are options out there to come. Comes takes time to go and search and do that. But that's the exciting part. This is the time you can actually search. You. Look for that match when you interview Don't. Just let people ask you for you. You ask questions back to It's it's It's absolutely a conversation.

00:39:14.270 --> 00:39:19.450 Rita Kakati-Shah: I'm similar with companies as well. There is a lot more they could be doing with employees as well.

00:39:19.460 --> 00:39:49.450 Rita Kakati-Shah: So, for example, if you are in the office, and, for example, there is a mother coming back, or somebody is coming back from some sort of leave, or coming back from military service, or whatever that background is um and the boss um. And this is actually real life situation where she had a manager, One of my clients come to me and said that we turn. I need to help, and it's help me, because, you know, I did everything I could. This person was returned to work, for she'd been away for a little while. I did everything I could. I'm not handy, but like three, thirty every day or three o'clock.

00:39:49.460 --> 00:39:53.229 Rita Kakati-Shah: What's going on?

00:39:53.240 --> 00:40:12.840 Rita Kakati-Shah: So uh one thing, and I and I talk about my book. I talk about the decency question. So one thing that companies can do more leaders can do more is exercise that decency question the Dq. I like to say It's a genuine designer to do right by others in this case, with that manager help one employee.

00:40:12.850 --> 00:40:13.709 Rita Kakati-Shah: Yeah,

00:40:13.720 --> 00:40:42.570 Rita Kakati-Shah: how does the other employees feel that? Well, why is this person getting special treatment? We're here in day in day out? Why does that person get to be ready. So what's the managers about this? Find out. What is it that these folks do? Do they have hobbies? Do they have things going on. If they don't have a we, maybe they should find one. You know that this company, this team is really trying to encourage some sort of a life outside work. They're really into that practice. What you preach, find out what they're doing, and it might not be every day or whatever. But maybe once a week, or once every two weeks they take turns

00:40:42.580 --> 00:41:00.000 Rita Kakati-Shah: like this. Wasn't there place tennis. Let them go on a Wednesday to go and play tennis, or whatever it is, some other hobby. If you do that, it shows you a genuinely thinking about others. They're less likely to have an issue with the other person, and to communicate it. Talk about it,

00:41:00.520 --> 00:41:16.809 Rita Kakati-Shah: because then, otherwise that the mom, the woman that came back she did not like that either. She was on the verge of leaving, too. She was called out single. She was embarrassed. That was not the intention, but that's how she felt. She was like. I want to come back and get straight in there. I just need to leave only a couple of times a week. That's it

00:41:16.820 --> 00:41:43.290 Rita Kakati-Shah: right. But she was called out, feeling that she felt inadequate. So all of the stereotypes about. Oh, there goes another mom, not doing what was totally because of this manager, misguided on miscommunicating his means. So it's just things like that. Um, I see if you exercise that decency question and really break it down and thinking about the whole team and what you can do better things can get a lot better in terms of holistically the whole team working alongside each other. Well,

00:41:43.560 --> 00:42:13.549 Employment Law Today: I love that. I love that phrase. Well, thank you for that, Rita. Love that phrase that share with us, and I decency quoting, you know, and what that represents, and also the genuine idea wanted to genuinely do good for your employees and for your coworkers. And you know you're right. I think often companies will say, Okay, we're going to be progressive. We'll be, you know, enlightened, right? We're going to give this person this working mom right? You know some kind of extra special day off What? Not or early leave time, but you know they're They're being single now. Great to leave

00:42:13.560 --> 00:42:34.550 Employment Law Today: as they at three o'clock. We've already with everyone Else's staying till six. Um! If they're the say hybrid or in person. We've been on zoom right. It could lead to resentment. And and and you know, jealousy among the core. So But then, rather than saying, Okay, we're going to take those rights away from the woman instead, you say we're going to give that extra something

00:42:34.560 --> 00:42:43.849 Employment Law Today: to the other employees, too, is so, you know, if you know Bob Doesn't have children. But you know Bob loves like saying they mentioned. You know they playing tennis,

00:42:43.860 --> 00:42:58.250 Employment Law Today: and you can play a nice day and do what? Okay, what? What you know. So Wednesdays, you know, when you know Sarah goes to get her and her two kids, you know, and Thursday's probably the four you know it's playing, you know, tennis. So um. I think that more companies are seeing this,

00:42:58.260 --> 00:43:04.429 Employment Law Today: but that's a great like, really a great observation, you know. Excellent idea, and I think you know, like, Give it to you.

00:43:04.440 --> 00:43:34.430 Employment Law Today: Give the extra to everyone, so that it doesn't foster resentment in the workplace. And then those stereotypes of Oh, you know they're working, Mom, You know what happens when they get into. And meanwhile they're working. Mom, by the way, you know, I I dare say from you know what I've seen. My you know wife's full time work, and mother and I have full time work and dad um, you know that that time off to get the kids is not, you know, an easy town to break right. It's not like, you know, coasting It's not, you know, like going to the uh to the salon, you know, or

00:43:34.440 --> 00:43:52.090 Employment Law Today: or the massage or or acupuncture, or whatever um, you know, whatever relaxing to people. So I think it's really, you know it's a great excellent point there, you know. Um, and I think that you know Um, just companies need to hear this, and if you're listening to that, you know, think about. What can you do for your workers. You know this

00:43:52.100 --> 00:44:18.140 Employment Law Today: push towards giving more and having more work, life balance the belief that that pays off in the long run. I think more companies are seeing that, I think when I came up um in long, late nineties or two thousand and back then at Firms, the belief was just, you know, work people into the ground more hours better. But I'm seeing that even changing amongst colleagues who are in big firms, so really good to hear that for you.

00:44:18.150 --> 00:44:19.149 Yeah,

00:44:19.630 --> 00:44:32.109 Rita Kakati-Shah: no, absolutely no, thanks. It's um something. I very much think um. The more companies that think along that way that we do that that decency question. Things can really change that and just communicating. How do you communicate that better?

00:44:32.220 --> 00:45:01.920 Employment Law Today: Yeah, yeah. And that, you know, change is something that we're looking forward to that. We try to promote here on the show by having guess such as yourself. Um! So we're not done yet, folks. We are on our next commercial break. So when we return i'll be talking more with Dr. Reda Kadi Shah! We'll talk about uma and Company um. We'll talk about some of the things that our company does, engaging leadership, improving gender diversity, and empowering women in the workforce. So you listening to and watching employment law today

00:45:01.930 --> 00:45:10.639 Employment Law Today: with your host, Eric Sovereign Employment Law attorney, our guest tonight. Dr. Rejoicati Shot and talk Radio Andyc stay tuned. We'll be right back.

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00:47:15.300 --> 00:47:23.489 Employment Law Today: Welcome back to employment law today, we host Eric Sovereign, I guess tonight Dr. Rita Kakadi Shah, we're here. Live on talk for you. Nyc.

00:47:23.500 --> 00:47:53.490 Employment Law Today: And um Rita really just great conversation tonight, talking about comparing women in the workplace, talking about Dei initiatives, talking about the concept of equity and equality and about balance, work, life, balance, what companies are doing correctly what they're not doing correctly and just the challenges that working mom, space and women in the workforce face in terms of confidence, in terms of missing their children, and in terms of just ramping back up. So I it kind of brings me full circle to the Intro.

00:48:07.020 --> 00:48:36.610 Rita Kakati-Shah: Great. Well, thank you for asking, and it's been such a pleasure being here today with your Thank you again. So yeah, So it's really a strategic um consultancy. I like to think of it. A platform. That's an international platform. We don't just work in the Us. Market headquarters in New York, but we have offices in la um in in London, um across different cities in India as well. So. And it really is that a strategic platform that to that works with um multinational companies. It works across academia. It works for across

00:48:36.620 --> 00:48:44.579 Rita Kakati-Shah: policy forums as well, so it's really sort of going in there. I like to sort of think about having that initial conversation with companies about

00:48:44.610 --> 00:49:05.939 Rita Kakati-Shah: what is actually going on like almost like a fly in the wall. I would say seven out of ten times um, Eric. Um! When I get call when um it gets a call um about an issue um, it quite it's quite widely. We have a Dei issue. Can you do this unconscious bias train, or can you do this, or can you do that? And I was just send out ten times the actual will call to something completely different.

00:49:05.950 --> 00:49:10.339 Rita Kakati-Shah: So we try to figure out where is actually the leak coming from?

00:49:10.350 --> 00:49:28.630 Rita Kakati-Shah: Rather than that. Just take a band, aid on and just give the training they're asking for quite often. Yes, we will end up doing that at some, you know points. But you know, we want to get to the root of it first, because the whole point is to come in and and actually going back to a couple of questions ago where you mentioned the purpose of Dei training our training. The whole point is to bring people together,

00:49:28.640 --> 00:49:42.819 Rita Kakati-Shah: not to, you know, break communities apart, not to people to think. Oh, gosh! Here we go again. It's really to think about, you know. At the end of the day everybody, no matter what your background is needs to feel like this is the place they want to come to work. They're happy about it. They want to feel values,

00:49:42.830 --> 00:49:52.109 Rita Kakati-Shah: you know. If you look at statistics, seventy nine percent of people call degree builder when they leave the workforce they quoted seventy-nine percent appointed. It's because they don't feel valued

00:49:52.480 --> 00:50:11.560 Rita Kakati-Shah: right? So you can dangle, you know, a paycheck in front of them. A bon to that point. You can even put a promotion for them. But at that point the damage is done. It's too, Sal. If somebody's could be something little like you. Go into managers office. Fine, They're busy. Everyone's busy, but little things like you take. You put your phone down, you start writing, and you look at somebody,

00:50:11.570 --> 00:50:26.349 Rita Kakati-Shah: or you smile at someone where you say, Hi, that can make the difference with somebody's experience and their willingness to in that, and and and wanted to stay in that company. So it's just little things like that that we really really try to practice ultimately to get out in the training we do,

00:50:26.430 --> 00:50:43.840 Rita Kakati-Shah: making sure all voices feel that you know the equity or equality piece depending on the company they both use, you know, interchange with both definitions of either equity or equality. There. Um is literally trying to kind of ascertain that balance and making sure everyone is getting to the same ultimate endpoint.

00:50:43.850 --> 00:50:56.009 Rita Kakati-Shah: Um! And then the um inclusion piece is really about that belonging. Do they thought that it belong? Are you including the voice? What is their background? Yes, they may look like a communication in different way. But is that perhaps cultural

00:50:56.020 --> 00:51:25.999 Rita Kakati-Shah: right that way, You know. People can communicate in different ways. You're bringing people in. But are you letting them be them, or you just try to put them in a box. So um! That's ultimately what we're trying to do with our consulting strategy and training and give up the training according to what we found. And um the observations decency, question. What we spoke about in the last segment is something that we very, very strongly adhere to and try to ensure. That leadership goes towards that as well. Um: So yeah, that's sort of a a nutshell uh what we

00:51:26.010 --> 00:51:27.649 to do.

00:51:28.180 --> 00:51:41.239 Employment Law Today: Yep, it's kind of like you said. You have a systemic issue that sometimes clients don't know about. They come to you with X. You know we need a training whatnot. We need this, and you can see that they might need more than whatever they think they need.

00:51:41.250 --> 00:51:56.679 Employment Law Today: You know it's like I could. Wow! There's so much saying that, but I want to give you room to talk about your book for a bit, and then, of course, to share with our audience, you know, at the end of the show your contact information. But tell us about your book. You know that you've ruined and what it's about,

00:51:56.690 --> 00:52:09.440 Rita Kakati-Shah: Sure. Thank you. Yeah. I mean, I actually got a picture of that. Actually, there's a book up there. I actually got a copy of it here. It's called the Goddess of the Getting you guys to um confidence, leadership, and workplace success.

00:52:09.450 --> 00:52:38.650 Rita Kakati-Shah: Really, the book is about It's actually almost an extension of uma. It is everything that Ruma does, and what we create, and it's called the Goddess of forgetting, because actually Uma, the name, and why the company was named after the Hindu goddess. She hasn't seen her mother. She's a daughter, she's a so in a way she depicts all of the many roles that we all have at some point in our lives, but she's full of determination, full of confidence, and just full of just that go getting attitude. So I call her the Goddess of Go getting

00:52:38.660 --> 00:53:06.010 Rita Kakati-Shah: So there's a lot of ingredients and elements there that is about that kind of getting out there. But not being there's a difference between feeling a powered and being entitled, which companies, and that can make institutions talk about all the time. So the book really deals into that. It's about bringing people together in a way that you know, talks about different viewpoints, accepting it talks about. How do you communicate with listening, being the crux of how to actually communicate better empathy listening, being at the root of that

00:53:06.020 --> 00:53:21.289 Rita Kakati-Shah: um, and we talk about. You know this tact on the rules of the playground almost like going back to childhood to say at what point do you get up yourself and grab a few scratches and move on versus Go tell the teacher. You know there are different examples of just sort of, you know,

00:53:21.300 --> 00:53:39.239 Rita Kakati-Shah: learning social skills, you know. If you um have a look at, you know, which could just get along with others right and extrapolate that later on in life there were some people. No matter their background. They will get along with their colleagues. There's no issue there, and they can jump companies, and they just still don't feel that sense of belonging

00:53:39.250 --> 00:53:54.200 Rita Kakati-Shah: right. So this it takes two ways there, and there's a lot of coaching and create development elements involved as well. But it's it's the leadership it's for everyone. It could be for students. It could call the goddess of Go getting so. It's very much for women, but it's also for leaders of all backgrounds as well.

00:53:54.530 --> 00:54:24.519 Employment Law Today: Yeah, you know, I could see how like those you know concepts and principles that you're talking about can apply, not just to women, and not just to working moms or women in the workforce. But, as you mentioned, it's a young people starting out right now to people that say, you know, in the minority. Um, you know the class, the people who are um coming back to the workforce. So, whatever the case may be, all those you know, issues the idea of you know just of the ambition um empowerment, and how that difference entitlement, And then the decency quotient being

00:54:24.530 --> 00:54:52.049 Rita Kakati-Shah: brought in, you know, active listening all great stuff, you know. Really, I think um. And the name of book is the the guys go getting right. So actually to your point, Eric, let me talk about my knowledge. I like to. I I start by redefining what I mean by minority as well, because to your point, but everyone, everybody at some point, has been in a minority situation. You could be a vegetarian, and you will into barbecue, and just somebody's forgot to put any veggies out,

00:54:52.060 --> 00:55:10.679 Rita Kakati-Shah: or you could be that pregnant woman. And you walked into an office party, and someone just forgot to put water out some soft drinks, or you know you could be um somebody that's not opening religious. And you're working someone that you know you go into an orthodox function. So at some point everybody at some point in that has felt that sort of out of place feeling.

00:55:10.690 --> 00:55:24.899 Rita Kakati-Shah: Because of that they still speak to everyone, and in that, since they've all been a minority and know what that feels like. So because of that, it's about when you are in that situation for that moment. You are the one that now has to think. Okay? Well, I'm in that position.

00:55:24.910 --> 00:55:53.720 Employment Law Today: How do I know? Kind of fit in by the next. But if you want to kind of come to me, so this is It's a mixture. It's almost like It's almost like taking Chess principals, and game principles and school principles, and just politics and everything all one about. How do you together come together? So, yeah, got it? It's, you know it's excellent uh to know we didn't think about that way. We've got about a minute and a half left. I want to give you a minute. Talk about how we can find you your website. Your contact information. Got a minute. The floor is yours.

00:55:53.730 --> 00:56:13.009 Rita Kakati-Shah: Well, thank you. So I have my personal website, which is dot com. My rumor website is be bold the uma dot com that's b e, b o l d, v e u m a dot com um, and you can find the possible social media platform. So personally, i'm at Rita Ka to Sha Instagram Facebook

00:56:13.020 --> 00:56:20.019 Rita Kakati-Shah: uh Twitter um linkedin and on Um Ula we at at the,

00:56:20.070 --> 00:56:21.240 Rita Kakati-Shah: and that's us

00:56:21.250 --> 00:56:44.109 Employment Law Today: great. And for those listening on the air that may not be watching Rita Kadi shot It's Rita r ita kakadi is k A. K. A ti hyphen. Shah Shh! So we're down to the wrapping up part of the show, and once again want to thank you so much. Um, Rita. Thank you for being on the show tonight, a pleasure having you on a pleasure discussing this topic with you.

00:56:44.540 --> 00:57:12.109 Employment Law Today: You're welcome, and for those of since then, if you've enjoyed our show, um, you know, if you like, what you hear every week, tell your friends to tell your colleagues to your clients to tune into employment law today. Here, on talk through to Nyc. Tuesday. It's at five Pm. Six Pm. Eastern Standard time. I'm your host, Aaron cyber and employment law business loss ready out in New York and our guest tonight, Dr. Rita Katy Shaw. Um. So, wishing everyone out there a wonderful happy

00:57:12.120 --> 00:57:19.499 Employment Law Today: a week, a Good evening. Good holiday season. We'll be back next week, and Rita thank you again so much.

00:57:19.710 --> 00:57:21.509 Employment Law Today: Take care.

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