These 4 P’s are held against Black people every day. And we’ve already shared some receipts, but we wanted to bring in an expert to talk about how all of these subjective things are not truly determinate on the quality of your work. Being on code means dismantling these expectations and biases so that we can move forward. We talk with data scientist, Mark Palmer, on the role data and behavioral science can play in leveling the playing field for marginalized communities.

There are 4 P’s of black expectation. The impact of having to live up to these expectations adds another layer of trauma, and puts up barriers that many BIPOC employees must overcome, in order to succeed in their careers. In this episode, we’ll define the 4 P’s of Black expectation, talk about how they have shown up in our own careers, and provide receipts on how they show up in the workplace. And while organizations can do more to get on code and dismantle the harm caused by these expectations on black employees; as an employee, your awareness of these expectations matter. That’s why, we’ll share 3 C-CRETS on how you as an employee can use the 4 P’s to your advantage.

Have you ever been asked to accept a lateral move on the job? Is taking on an interim position always beneficial to your career? There are many circumstances when underrepresented employees believe they’re positioned for career advancement, but they end up getting the okie doke.

Today, we call out the fake allyship and camouflaged sponsorship that occurs in corporate America.

We’ll also provide receipts on when corporate America’s public allyship efforts do not match the results, as well as C-CRETS on how leaders can use their power for good.

Inequitable educational systems led to inequitable generational outcomes for people of color. In today’s episode, we’re joined by Dr. Gene Harris as we talk about the public education system and how we can advocate for change. Dr. Harris' career in education included serving as the 19th superintendent of the Columbus City Schools (CCS), Ohio’s largest district, serving more than 51,000 students in 118 schools, and over 7,700 employees.

Listen as she talks about the inspiration of teachers, the challenges in education, finding your voice as a leader, and getting on code. Then, we provide receipts on the disparities in public education.

We also have a double dose of C-CRETS, first on how you can advocate for change in your public school system, and second, on how educational and corporate leaders can use their power and privilege for good in support of public education.

Do you understand the changes happening within your industry? Can you relate to younger coworkers? Is your skill set and knowledge still relevant? These are among the questions a leader must ask when deciding whether or not to move on from an organization. And in today’s episode, we’ll discuss knowing when it’s time to move on and make way for someone new. We’ll also provide receipts on leadership, longevity, and changing demographics, before sharing three C-CRETS on how to move on with grace, protect your legacy, and prepare for the next chapter in your life.

In this episode, we talk with Jim Fielding, who has led consumer products groups at the world’s largest media companies, including Disney, Dreamworks, and Twentieth Century Fox. Jim is a partner at Archer Gray, an independent media company, and president of its Co-Lab Division. He is also founder of the Queer Philanthropy Circle, the nation’s premier fundraising and advocacy group for the queer community.

Listen as Jim talks about his career journey and new book ‘All Pride, No Ego: A Queer Executive's Journey to Living and Leading Authentically.’ We also get his perspective on LGBTQ+ issues in the workplace and the current political climate, before providing receipts on LGBTQ+ representation and experiences in the workplace.

To wrap up, you’ll get a double dose of C-CRETS on tools LGBTQ+ employees can use to navigate their careers and how leaders can advocate for LGBTQ+ inclusion in the workplace.

Conversation with SF Bar Association President, Yolanda Jackson, about "getting on code".

Keith and Ricky launch Season 6 discussing how leaders need to "get on code" in order to effectuate change in Corporate America and uplift the lives of underrepresented employees.

As we wrap up season 5 of the podcast, it’s also a celebration of 100 episodes of C-CRETS! We’re so appreciative of our C-CRETS village. Some village members have gone on to become coaching clients, and to-date, we’ve helped clients get more than $6M in total compensation increases.

We wanted to create a podcast that would help move the needle for other underrepresented employees, so that they can create generational wealth. And we do this by providing listeners with important information to better navigate through corporate America. In today’s episode, we’re talking about getting your marketing collateral tight, as it's an essential aspect that aids your ability to reach your career aspirations. We’ll also provide receipts on the importance of having good marketing collateral, and share strategies on how to stay ready, so you don’t have to get ready.

In 2022, from the workplace to the global stage, there have been many examples of the imbalance of justice based on race. In today’s episode, we’ll recap some pivotal moments this year that caused black people harm and share why it matters when it comes to our careers. Then, we’ll discuss how continuous trauma and stigmas disproportionately impact black people, and provide three C-CRETS on how each of us in the Village can get aligned in our quest to be ‘on code’ when dealing with the ongoing trauma and stigmas.