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How Diversity, Equity & Inclusion Impact in helping the leaders in our society today
12 Plays2 years ago
This week, for episode 16 of “The 3D Podcast” me, Cedric Chambers sits down with an awesome diversity leader, Ron Taylor. During this interview, Ronshared his thoughts about How Diversity, Equity & Inclusion Impact in helping the leaders in our society today. This is a great episode packed with a ton of gems, so get your notepads ready as we dive deep and “Discuss the Dimensions of Diversity”.
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Transcript
Introduction to the 3D Podcast
00:00:10
Speaker
Hey, I'm Cedric Chambers, and I would like to welcome you to another episode of the 3D Podcast, a masterclass where we share with you everything you need to know about how to transform diversity and inclusion in your organization as well as in your community. We're on a mission to amplify the voices of leaders that are making an impact in the world today so that we can have a better tomorrow.
00:00:34
Speaker
Our goal every episode is to keep it simple, honest, and transparent with you by uncovering the truths in diversity and inclusion with the hope of creating behavioral change all while presenting it from a unique perspective. So look, if you're ready, get your notepad out, pour you a drink, and let's dive deep as we discuss the dimensions of diversity.
Introduction to Ron Taylor
00:01:02
Speaker
Hello everyone, welcome to another episode of the 3D Podcast where we speak to real practitioners that are making real change in the diversity, equity, and inclusion space. I'm excited for our show today as we are speaking to no other than Ron Taylor. Ron is the Executive Vice President and US Head of Diversity, Equity, and Inclusion from the Texas Investment Managers.
00:01:20
Speaker
Ron has more than 20 years of experience developing, implementing, and expanding Diversity and Inclusion initiatives. Prior to the tics, Ron served as the head of Diversity and Inclusion for Mizzouo, Diversity Officer for the Federal Reserve Bank of New York, Diversity Consultant to Eisenhower, the Food Bank for New York City, and the American Institute for Certified Public Accountants.
00:01:40
Speaker
Ron is a member of the advisory board for Bronx Community College and is a lifetime member of the National Association of Black Accountants. He is a past recipient of Michigan Association of CPA Diversity Award and served on Harlem's Board of Directors for Major League Baseball's Reviving Baseball and Inner Cities Program and St. Anthony High School's Board of Trustees.
Ron's Journey into DEI
00:01:59
Speaker
I'm excited. I hope you're excited for this discussion. So without further ado, Ron Taylor.
00:02:06
Speaker
So Ron, how are you doing today? I'm doing well, Cedric. Awesome. Awesome. Well, look, I'm excited to have this discussion today. And I know the audience is excited as well. So, you know, just to kind of start things off, just to kind of get a base level into a grounding and so that the listeners can get a more in-depth understanding of who you are. Could you take some time just to, you know, share a little bit about your background to go a little bit deeper? You know, most importantly, like how did you get into the field, into the area of diversity and inclusion and just overall, like who is Ron?
00:02:33
Speaker
Yeah, no, that's a great question. And I'll actually open Cedric with the disclaimer that I'm required to provide that the remarks that I'm going to make today are my own and don't necessarily
00:02:48
Speaker
you know just going way back and you know born and raised in Boston fortunate enough to to have an opportunity to you know even though growing up in the inner city where the schooling wasn't as much of a priority but having an opportunity to to participate in a budget
00:03:05
Speaker
program where I attended school with a predominantly white suburban school system, and so got a really good education. But also, I think it really kind of pointed out for me some of the glaring discrepancies in how different areas were treated. And so if you look at my zip code, cooling wasn't as much of a priority. As a matter of fact, back then, it was actually something that didn't get a lot of attention, a lot of serious attention. You look at the zip code of the school system where it's going, there was tons of resources.
00:03:35
Speaker
So I'd say around 16, I really started to question some of that. And I really started to question, well, why can't I get a good education? So I've always been, I guess, a diversity troublemaker, if you will. And I'll share a funny story with you. When I graduated from high school and I marched and the principal shook my hand and handed me my diploma, he said, I am so glad to see you leave. Because I challenged him, I challenged that system pretty regularly from probably
00:04:06
Speaker
was really happy not to have those diversity discussions with me so I think diversity has always been in my blood. Coming out of high school I actually started working with kids in residential treatment and working with kids in a number of different capacities but primarily six to fourteen year olds in residential treatment where I had a real opportunity to
00:04:27
Speaker
engaged with 10 to 14 year old black males who really didn't have male figures at home or father figures at home or male figures in their lives. So really good work and really felt like I was making a difference. And again, very community based, very high to diversity in a lot of ways.
Transition to Diversity Work
00:04:47
Speaker
That work was probably the most rewarding work that I've done. The challenge
00:04:56
Speaker
decision to go back to school. I went back to school for an accounting degree very specifically because accounting, you know, big six public accounting paid enough money coming out of an undergrad. So that's what I did. And even while I was doing accounting work with a big six firm here in New York, I was still tied to the diversity work for them. So I wasn't getting paid for
00:05:20
Speaker
of serving as a liaison with the different diverse partner organizations that we have going on campus, doing presentations, helping with the diversity recruiting, all of those things while still
00:05:34
Speaker
with that firm. So it was pretty apparent to me when I got my CPA and mate manager with that firm that I was more passionate about diversity and inclusion and really moving the needle in corporate. So I went to the partners after the five years, went to the partners there and said, you know, I don't want to do accounting anymore.
00:05:52
Speaker
I'm really much more interested in the diversity work that I've been supporting sort of on the side and you know we were able to work out a deal where I literally stayed with them for the next five years and in a diversity capacity they crafted a job description that fit perfectly with the things that I was very passionate about and really wanted to help drive within the organization and so that was my official
00:06:15
Speaker
transition into diversity. And that was 18, 19 years
Challenges in DEI
00:06:19
Speaker
ago. That's how it came to get into the space. I think that was a longer answer than maybe you were looking for, but there's even more. But I'll stop there. No, no. I want to dig into that for a moment. Just think about starting into this journey 18 plus years ago.
00:06:36
Speaker
Over time, from your vantage point, what have you seen, whether in the space where things have either changed or things that have just kind of remained the same, that probably shouldn't remain the same? Yeah, that's another really good question. And I'll be very candid. So this is why I have to always get my disclaimer because I could get in trouble. Not a lot has changed in the 19 years. When I came into this space 19 years ago, I knew I was working with some of the smartest people in corporate, and we
00:07:09
Speaker
the organization. But I said if we point out the challenge, we're working with the smartest people. This should be something that I maybe do for three or five years tops, and then on to the next thing. I will say that there's something that has prevented this from moving forward in a meaningful way. So I will say with some of the progress that's been made, especially within corporate and financial
00:07:35
Speaker
the challenges there that kind of hinder that progress. Oh, that kind of leads us into kind of thinking about some of those challenges. What just, you know, name it one or two. Right. What would be some of those challenges that you've seen? You know, so back in 2001, Nazarene Banaji was one of the co-founders of the implicit association testing coming out of Harvard. And that's an online test you can take to help measure where you may exhibit bias, where unconscious bias may be factoring into like your decision making. And that sort of thing is the challenge
00:08:08
Speaker
bias and understand that you hear everybody talking about it today, but we understand that very academically. And we, and I say collectively, have not put the work in to really help mitigate, understand, mitigate, and sort of change behavior.
Communicating DEI Effectively
00:08:22
Speaker
So I think that that's one of the things that's been a true stumbling block. And you'll talk to a lot of people that will say, well, no, I'm just biased. We get it. We all have a big deal. That's just a start. It really has to be okay in my
00:08:37
Speaker
How am I making sure that bias and unconscious bias is not creeping into my decision making? I'm making sure that I'm making decisions that aren't, you know, sort of, and it's hard in financial services because things are moving quickly and you need to get things done and so you want to get, you know, you go to the go-to person and, you know,
00:08:58
Speaker
diversity and inclusion. No, no, understood, understood. Thanks for providing that. You know, if we go down this discussion and we think about this conversation for today and we think about diversity and inclusion inside of an organization, can you explain or walk us through when it comes to diversity and inclusion, how do you communicate this to the organization so that when you're starting this journey, everyone is either starting from the same place or seeing it the same way.
00:09:24
Speaker
so that you can move this mission forward. No, thanks. Thanks for that question, Cedric. It's challenging to come in and kind of blanket. You definitely want that.
00:09:38
Speaker
working towards it, knowing what they're working towards and why they're working towards it. But I think what I found is that, you know, the diversity and inclusion journey is so personal for so many different people and especially leaders. And so a lot of the aha moments that I get from leaders in terms of helping them to get sort of that
00:10:03
Speaker
have a trust relationship and you have to have a credible relationship and you have to really kind of sit down with those leaders one on one. And I spend a lot of my time sitting with leaders one on one to just understand what's your socialization towards. Forget the company line. Forget what the company says we need to do. Even if it's targets or whatever, we need to have X number of fill in the blank. Forgive that format. Let me talk to you about who you are. Why this is important to you. Why maybe it's not so important
00:10:38
Speaker
programs, you know, I'll do leadership, you know, sessions where, you know, we'll have somebody come in or myself will come in and talk to a group of collected group of leaders. That's nice. And I think it does help with awareness. I don't know if it messes up with behavioral
00:11:07
Speaker
to your group or team or function. But then, are they being engaged? Are they being recognized? Are they being included? Do they feel like sense of belonging? What's your role in making that happen? And you want that foundation of, yes, this is important, and it is the right thing to do, and it's going to help drive profitability, et cetera. You want that basic understanding? I think the real work of uncovering some of those fears and misconceptions and stereotypes that happens at an individual level is equally as important.
Inclusion and Engagement Focus
00:11:37
Speaker
So just to add a comment to that, when you think about what's happening in the organization, when we think about systems, and we think about processes, and we think about diversity and inclusion overall, one of the things that we have to just stay focused on, and you kind of mentioned this, is around the actual individual and the person. So when we look at and we think about what they're bringing to the table, everyone has some type of baggage.
00:11:57
Speaker
right personally in their lives what they're going through what they've experienced and when you until you dig into that baggage until you dig into what they bring in how they can use that it's one of those things that we look at and a lot of times we we think that hey we can we can solve this issue by you know doing more events or you know speaking about you know you know very different cultures and things of that nature when
00:12:21
Speaker
We haven't dug into the individual, right? And there's been a lot of studies around like the Deloitte stuff and there have been a lot of studies around various different consulting companies talking about adding diversity can impact the bottom line when in actuality is more of a correlation versus the actual cause.
00:12:38
Speaker
right? Of what you're trying to get from an impact perspective and how we look at once we bring those individuals in now, how do we understand them, learn from them, and then use that to go out and move this forward is critical when we're going out and doing this work. And so I definitely wanted to add that comment because it made me think about that. But when we go through and as we're thinking through like what you all are doing internally,
00:13:01
Speaker
I'm interested, right? When you think about now being into a new year, as you think about what's moving forward, you don't have to go specific into everything, but what are some of the big things that you're working on and some of the top two things that you're focusing on as it relates to diversity and inclusion when it comes to the work that you do today? I wanted to go back to that point that you were opining on. When I
00:13:28
Speaker
percent of blacks or X percent of Latin Hispanics. I always pushed them back and I said, well, when we get to that number, then what? The other pushback I always give is, you know, we're not all the same, right? Cedric's background, Cedric's experiences, Cedric, what Cedric brings to the table, and I can recommend, is going to be the same as what I bring to the table. So just having both of us at the table,
00:13:54
Speaker
It's really understanding what we bring as diverse professionals coming into the practice. So I think a lot of focus has been put on the diversity piece of it, the numbers piece of it, the numbers game, and very little, maybe a little more, more recently on the inclusion and engagement to the belonging.
00:14:12
Speaker
I don't know what to say. I agree. And I think if you start with that, then you're already kind of behind the game. Real quick, just to add to that, is that I don't know if you've looked at it, but there's been some work done by, I believe it's David Thomas and Robin Eli. And they had an article that actually just came out end of last year for HBR that went into, I think it's kind of getting serious about diversity enough already with the business case.
00:14:40
Speaker
In that piece, it goes through bringing people into an organization. How do you now shift to this aspect of this learning paradigm in order to now really get the benefits and really activate the inclusion aspect of now that you have people here. So what's next?
00:15:11
Speaker
And I'd like to see most flights shipped in the last few years of companies really trying to get the inclusion side of the equation and really trying to tackle it. But I will say that, you know, that's a relatively new ship and it's a harder part and it's probably why it was ignored.
00:15:31
Speaker
You can get any number of talented, professional, diverse talent into an organization, but then the inclusion piece is what really is going to be the distinguishing the driving factor.
Facilitating Diversity Dialogues
00:15:44
Speaker
Are they in there? Are they engaged? Are they included? Do they feel a sense of belonging when they speak up? All of those things that happen with inclusion.
00:15:58
Speaker
work is the inclusion work, but I also think it gives the better outcomes with you if you can focus there. Awesome, awesome, awesome. And so just to make sure that we don't miss it, when we think about for you and the work that you're doing today, what are those two, maybe three things that you're focusing on as it relates to diversity and inclusion?
00:16:24
Speaker
obviously in the middle of a lot that was going on in terms of racial unrest and then coming off of the George Floyd murder and just other incidents, inferences that had happened. And so one thing that I started and was doing before I came over as with the Federal Reserve Bank of New York was just diversity dialogues. And those dialogues are really an opportunity for, so to back up before I describe the diversity dialogues, you know, there's always been these two lives that we had to live
00:16:57
Speaker
personally, they will come to the doors of our organizations and kind of put up the shield of the sports field. And we have to become these other people. So all that stuff that happens externally with George Floyd that really kind of, it just became too hard to continue.
00:17:15
Speaker
organizations, including the Fed and now including the Zuko, allowing people, and back to your point about like, it's about the people, allowing people to really express who they are outside of the technical work or outside of the, you know, just the technical work. You know, here are the things that are keeping me up at night. So these diversity dialogues that we established, that I established here,
00:17:45
Speaker
of our different divisions. Back to the point of, who are you? How have you been socialized to this issue? Why is this important to you? I need you to kick this off. And I need you to share some of who you are in this discussion. And I'll tell you that for as apprehensive as they were to do that, it was phenomenal. It's been phenomenal. And so leading these diversity dialogues, doing them by division. So it's a big chunk of individuals, 200 to 300
00:18:14
Speaker
Uh, sometimes more and then just allowing employees not overly scripted to share their pain, their frustration, their emotion, their fear within the corporate walls. And I think if that's been, that's been incredibly sorry about that cause there. I don't know where these beats are coming from.
00:18:34
Speaker
Yeah, so I'm saying, you know, allowing people to really come in and be people and not just these, you know, functional individuals that come in and get the work done and then go home and then fall apart or get richly profiled or worrying about the kids or worrying about the parents
00:18:52
Speaker
this through COVID. It's been different. It's absolutely been different from both a leader's perspective and also from an employee perspective to bring these conversations into the workplace. So that's the thing that I would highlight that I think has been the most different in the work that I've been doing. Like having these honest, tough, professionally uncomfortable conversations where people want to talk about religion, they want
Engaging Resistant Leaders
00:19:21
Speaker
because you know that there are varying opinions and different things and creating those safe spaces for people to have that open, honest dialogue. I think it's been one of the more impactful things that I've been involved with.
00:19:36
Speaker
No, look, I think that's great. And I like the way that you position it because we do diversity dialogues as well. And just in what you just said, I have this thought, this mindset, and I tell it to a lot of leaders in this space, it's around wasted opportunities. And you know, you think about the different opportunities that you have as a leader, right, when you can show and demonstrate that ability to lead.
00:20:00
Speaker
If you don't capture it and use that opportunity when it comes, then it's going to be a chance that you could lose the organization in that process, right? And with everything that we have going on, this is one of those opportunities to where it sounds like with your diversity dialogues, you know, leaders aren't wasting that opportunity to go out and actually have these connections and make these connections with the broader organization. And so my question to you, just thinking about those dialogues, there's kind of two parts here. One is
00:20:28
Speaker
How do you have that discussion with leaders to make sure that they know that having this dialogue, going through this more personalized story is a strength and not a weakness? And then I guess the second part of that question is when employees then begin to share their frustrations of what they've been experiencing.
00:20:48
Speaker
how then does leadership take hold of that information and turn it into the next piece so that employees just don't feel like they're sharing things but then nothing's happening? Yeah, those are two really good points and definitely look at those as we establish these. So I spent a lot of prep time with the individual leaders to the point I made earlier.
00:21:15
Speaker
and why this diversity inclusion thing. And I'll be honest with you, a lot of them were, you know, initially very hesitant and very apprehensive and very, you know, this is how I grew up in the investment banking world. You did not share a person. I don't even talk about my kid, things like that. Like, so this was new ground for them. So there was a lot of hand folding that went into
00:21:50
Speaker
introducing that into your workspace, introducing that to your teams, is actually going to be a strength. Because some of the folks look at vulnerability as a weakness. I'm a leader, I have to be super mad. Yeah, I can't show emotion, I can't show, I just need to lead and I need to make this place money. So there's a lot of sort of hand holding to get them to understand and to recognize that being vulnerable is probably one of the strongest leadership traits that you could have in front of your employees.
00:22:19
Speaker
that was that part of it. And then for the sessions themselves, so this is just the beginning, so very clear, and I helped to facilitate with those leaders, very clear that these aren't solutioning sessions for the folks that are sharing, that this is really a listening session, that this is the beginning of something we need to, you know, we can't solve if we don't know what the problem is. You know, we don't want leaders coming in and saying, well, we're going to put together a project here and we're going to fix this diversity, this racial inequity thing that's happening.
00:22:48
Speaker
So we really wanted to listen first. And so that's kind of where we are in the journey. But with the promise that, you know, there'd be a couple of things that the resources and educational things that folks could
00:23:11
Speaker
by some of the white male and females that spoke up during the session. So it wasn't just, and I call it frugal forest bias, this was really a collective and there were folks who shared, you know, in
00:23:27
Speaker
to the black men with mixed race kids and sharing their experiences. So it was it was a lot of sharing and listening with the promise that action was to come and action based on the education that we could share and you know creating smaller groups because these were relatively large groups I'm in the process of putting together a plan for you know convening smaller groups
00:23:56
Speaker
listening that needs to happen. You should just get away from the sort of the assumptions that, oh, yeah, I know you. I know who you are. Well, no, you don't. If you've never heard my story from me, you have
Preparing Leaders for Future Workforce
00:24:07
Speaker
no idea. You know who I present when I come to the corporate doors. You have no idea who I am. And so I think that that was an important first Japanese
00:24:17
Speaker
No, that's awesome. And so, as someone listening to this podcast and they're thinking about, hey, I really want to do these diversity dialogues, but I know that I have some leaders because of things that we've tried that just aren't going to do this or have been resistant to this type of work. What kind of advice could you give to approach those leaders who may not just be, yeah, I'm excited to have these dialogues.
00:24:42
Speaker
helped me get through, coached me, you know, so I can know what I need to do and say, like, what advice would you give them for people who have resistance in their leadership when it comes to this aspect? Yeah, I will say that I don't know any of my leaders or
00:25:03
Speaker
They need to know that it's not, you know, we're out to get you. And I joke sometimes, and maybe I shouldn't. I say, you know, it's not like I've got Al Sharpton on speed dial and we're out to get you. We really want to help you collectively be a better leader. And as a trusted advisor, I think, you know, I spent on average two hours with each of the lawyers individually as we prep for those sessions. So I think you really need somebody who's got that patience, who's got that
00:25:34
Speaker
to see that vision and yeah they absolutely were not excited and I will say that most of them that super emotional sharing their stories which was something else it was very new for them in front of their employees but yeah did any of them come running to me and say that I want to do this no it was definitely me suggesting that you know this was something that would help position them with their employee base period not just a diverse employee base but really
00:26:12
Speaker
the wrong thing. Getting them and convincing them that not seeing anything, like looking at something like George Floyd's murder or even the thing that just came out, Jacob Blake. I got an email from one of our division leaders in Chicago when it came out, okay, not seeing anything is worse than saying the wrong thing. So I think there was a lot of touch that there as well.
00:26:35
Speaker
I saw some stuff on Jacob Blake and I think it was around not prosecuting the officer breaking up charges around it. And these are things that impact the organization because, like I said, we are people, right? We see ourselves in individuals as it gets cascaded across the news and across media and things of that nature. So to see various type of
00:26:59
Speaker
situations happen and justice happens, however may be, and then nothing comes out of it or no consequences, I know can be heartening as we think about morale and internally. Having a question, when you think about your leaders and you think about talent and we think about diversity dialogues, there's been a recent study over the last year when I think it was towards the end of last year to where children under the age of 15 finally hit above that 50% when it comes to being children of color.
00:27:28
Speaker
I think it was 50.1. And so when we think about this as it relates to organizations, and we're thinking about the organization makeup today, and then how different is going to look with the next generation coming in the next three to six years? How are you preparing your leaders for that transition?
00:27:45
Speaker
because we mentioned a little bit about it before, but the process, how they think, their mindset, not being afraid to say certain things that breaks away from a traditional corporate environment. But how are you preparing your leaders for that new workforce that's coming in, even today, to make sure that in three to five years, this is what's going to happen, and we need to prepare for that to happen, and this is what we need to do today to make sure that when that happens, we're ready.
00:28:12
Speaker
Yeah, for me, and again, it goes back to that, you know, I'll call it hand-to-hand combat with these conversations. You know, it's a question to those leaders. Do you want to be a good leader today, tomorrow, five years from now, 10 years from now? What's that going to take? The demographics are changing. You're getting a more diverse workforce. And I think you touched on it before, and it really comes back to the human aspect, the humanity, the human aspect of your people.
00:28:39
Speaker
yes you want somebody to come and it's technically smart you want somebody to come and it's gonna help to grow the organization that person in the future may not necessarily look like you and so you need to as a leader you need to adapt and i anybody that's not adaptable flexible or you can pick it.
Advice for DEI Professionals
00:28:58
Speaker
is probably not going to be a leadership position for very long take away the diversity just in general so you need to help them give them that tool that resource that that resource in their belt that's going to help them to understand this is human and it's going to come to me from a couple of different places and i'm not going to understand but i think having the conversation understanding
00:29:19
Speaker
having a conversation with me about my super humble beginnings or that next door investment banking minority female or male is coming in, really understanding who they are is going to be equally as important as understanding the technical expertise that they bring. I think any leader that wants to be good going forward has to understand the importance of understanding your people and knowing your people and knowing how to motivate your people, even if your people don't look just like them.
00:29:48
Speaker
I agree. I like that. For those that are listening to this episode and those who are working through this and just trying to, as DNI professionals, figure out how can they go make an impact in their organization. I know in a lot of cases, some very few actually have teams that go out and get this done, but a lot of people are doing this on their own, a team of one.
00:30:07
Speaker
or maybe just another person. What advice or what are two to three things that you could give them, you know, thinking about what we spoke about to where they can actually take this and actually go out and create action in their organization tomorrow that'll help them get on the right path in their D&I journey. So Cedric, it's funny, when I came to Mizzougo back in July, I was getting all these emails and phone calls from folks across, you know, not even just the American
00:30:37
Speaker
It takes everything. We're so happy. And I would just say, well, I'm happy you're here. Because I'm not doing this by myself. And so I really pushed back and made sure that people understood that they had an active role in this diversity and inclusion journey. And I'm a small team presently. So it's not like I have this huge team covering, you know, the Americas here in Mizzouco. We're only about 3,000 people. But, you know, I constantly remind folks that they have skin in this game, no pun intended.
00:31:06
Speaker
This isn't a one man band that I'm going to come in and I'm going to fix. I'm going to fix any organization. So I'm constantly making sure that people see their role in this journey, help them to see the vision for what it needs to be and why it needs to be and how it's going to be successful, but most importantly, how they play a very significant role.
Podcast Conclusion and Contact Information
00:31:30
Speaker
that transition. So, that's it. Be encouraged. There are days, I'll be honest, there are days when I'm just like, I don't want to play anymore. It gets super frustrating. Just be patient. And then leverage every champion, every person to really help you champion and move this forward. No, awesome. Awesome. Thanks for that. Well, look, this has been an amazing conversation. Before we go, do you have any shout outs, any parting words, and where can people find you if they would like to connect with you and dive deeper into your thoughts?
00:31:59
Speaker
Yeah. So no, no shout outs. I thought about that. I don't have any shout outs. I will say I am a self-professed LinkedIn
00:32:10
Speaker
There's a lot of really good content and a lot of really good discussions out there around diversity and inclusion. So Ronald Taylor, a CPA, is my name on LinkedIn. That's probably the best place to kind of reach out. Again, there's a lot of really good content that I rely on on LinkedIn and a lot of things that are shared there. But I love to connect with folks on LinkedIn. Actually, I think that's how we connected. Proof is there.
00:32:35
Speaker
No, great, great, great. Well, look, that does it for us. Thanks, everyone, for joining us on another episode of 3D Podcast. This is Cedric. You've been listening to Ron Taylor, Head of Diversity and Inclusion for Mizzujo Americas. We out.
00:32:48
Speaker
awesome well that does it for us thank you for joining us on another episode of the 3d podcast if you would like to connect on social media follow me on instagram twitter or facebook at cedric and powers and if you have any questions you'd like me to read or answer on the show or just want to know more about my thoughts around diversity and inclusion entrepreneurship or just overall business you can text me yes i said text me
00:33:13
Speaker
at 770-285-0404. You'll receive content straight to your phone on a regular basis, and you can message back and forth with me. Not a bot or an assistant. All responses come directly from me. But look, this has been a great episode. Until next week, this has been Cedric Chambers, and you have been listening to the 3D Podcast. We out.