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Episode Info: Zach has the honor of speaking with Dr. Caitlin Rosenthal, an Assistant Professor at University of California, Berkeley and author of 2018's "Accounting for Slavery," in an episode themed around organizational models and white supremacy. She and Zach touch on everything from violence and technology to reparations to the problems with the "business case for diversity." Check the show notes to connect with Dr. Rosenthal and order her book!Learn more about (and buy!) Dr. Rosenthal's book "Accounting for Slavery" on Amazon.Connect with Dr. Rosenthal on LinkedIn and Twitter.Click here to find out more about The 1619 Project.Visit our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and, you know, I have to say I'm thankful that this platform has been going on for a couple of years before it was hyper trendy to center black voices in and outside of the workplace. I am. I'm thankful for that. With that in mind, today we have Dr. Rosenthal, who will be talking about how chattel slavery has helped inform a lot of formal and informal practices in the workplace today. You'll notice at one point of our conversation that we talk about overseers or, in layman's terms, slaves that were picked by the planters, or plantation owners, to watch over the rest of the slaves. Like all things regarding American slavery, this was a method of control through delegation, and one thing I want to caution in this moment, both leaders and non-leaders alike, is not modeling this, especially in your diversity, equity and inclusion efforst, right? So what do I mean by that? So white comfort is not only the default. It's not just the default in diversity, equity and inclusion. It's not just the default at work. It's the default in America, but it's the gravitational force by which all things center on or center back to. So there's going to be a constant pressure to frame things, say things, do things, that do not make the majority uncomfortable. And, you know, so to leaders I will say it's easy, unintentionally or otherwise, to pick and position voices that you're comfortable with as representatives of your diversity councils or panelists for your events or employee resource groups, and so my challenge to you in this moment is to push past your comfort and listen to, better yet, truly cede power to voices that challenge you, okay? And so then, with that same spirit, I want to say to my chosen few who end up being selected in these positions, interrogate your own intentions, right? This is not an opportunity for a come-up. This is an opportunity to drive real equity for the people that look like you, and so ask yourself how you can take the privilege and access and platform you've been temporarily granted--again, notice, temporarily granted--and how you can use that to help other people, right? So this is what we're gonna do. We're gonna play a clip from a speech by Malcolm X, and then we're going to pivot into the conversation that we had with Dr...
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