[un]phased podcast

Many folks with identity privilege are inclined to lend a hand to others in need. We want to be allies to marginalized groups, and use the resources we have access to in order to help. However, there is a fine line between being an ally and being a white savior. A white savior is a white person who provides help to a non-white person in a self-serving manner; they believe they are destined to become a savior for someone else. Their solutions are borne out of assumptions about what a particular community might need, not by an actual assessment of a community’s needs through consultation with those they wish to help.

On this week’s episode, Shaunna and Lisa dive into why this mindset is problematic, and how white folks can shift towards allyship. In doing so, we center the voices and needs of the community we are serving. Another important aspect of true allyship is recognizing there are larger systemic issues affecting marginalized people and communities. White people must engage in critical thought around the solutions offered in an attempt to be an ally, not just a quick fix. Allies must be intentional in their actions and communications, and ask people what they need before stepping in to provide assistance.

Hell Yeah, Hell Nah:

Dove Crown Coalition

University of Maryland slammed for separating Asian students from “students of color” in graphic

To learn more about Feisty Triathlon Coaching go to: https://www.feistytriathlon.com/feisty-triathlon-coaching

To catch all of the 12 Days of Feisty Deals go to: https://livefeisty.com/12days/

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feisty

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

Last week Shaunna and Lisa encouraged us all not to resist talking about race. But how do we begin? For many of us, especially white people, talking about race is not a skill that we are taught. We may want to engage in these conversations but are not sure how, or where to start. What is important however is that we do start.

When engaging in conversations about race we should be intentional both in the topic of the conversation and also in the language that we use. North American culture has historically been very euphemistic when it comes to talking about racism, especially the history of black Americans. This minimizes and romanticizes the enslavement of millions of people. Part of the intentionality in our language when engaging in conversations about race is naming the oppressors, instead of naming the oppressed or the minority. This shift in language exposes those that are responsible for the oppression, and takes the blame off of the oppressed group.

As we said last week, these conversations are really f%#*^!g hard, but they are also very important. Without these challenging conversations change will never be made. We have to enter into them with respect, but not be afraid to have them.

To learn more about Feisty Triathlon Coaching, and get on the waitlist go to: https://www.feistytriathlon.com/feisty-triathlon-coaching

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feisty

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

Talking about race is really F%$*&^g hard. It is. But that doesn’t mean we shouldn’t do it. If we constantly duck and dodge frank conversations about how race affects our daily lives, then we will not resolve the persistent hold racial inequity has on our culture and our sporting lives and loves. This week, spurred by article after article speculating on what happened in the Virginia gubernatorial race, we thought we would talk directly about why we resist talking about race.

We, well, mostly white people, skirt the issue of race. We talk about it in veiled ways - crime, education, parenting, work ethic - because we have been taught implicitly and explicitly that to talk about race is itself racist. White people are worried about race discussions in school because we have been fed a steady diet of “colorblindness” throughout our lives. White people’s hyper-sensitivity around race, particularly when it comes to White-Black relations in the U.S. context, is built on a common sense of guilt about the U.S.’s “original sin” -- slavery. Slavery -- via the Middle Passage -- happened here. The enslavement of African (and Asian!) people, the violence enacted against them, the rape and murder of enslaved people by white slaveholders, the fracturing of enslaved people’s families for white profit is real and cannot be denied.

Talking about the legacy of this history is not racist towards white people. Racism is a system of racial hierarchy where whiteness is at the top and Blackness is at the bottom. This hierarchy is woven through everything, whether it is housing loans, red-lining, public education, generational wealth, or sport. To deny the effects of racial violence and segregation on our lives today is to willfully ignore this history. It is not racist to recognize the effects of slavery, nor is it a statement that all white people are racist. Racism exists in the fabric of the U.S., and yeah, it sucks to acknowledge that. Teaching upcoming generations about this legacy equips them with the tools the rest of us (white people) weren’t given - the ability to talk about and understand the implications of race and its social construction to maintain white power. In this sense, we will be enabling the next generation of athletes to build systems that are smart and nimble, able to institute practices and policies that resist the effects of this history. We have to be able to talk about this as an endurance sport community -- and, just like in endurance sport -- embrace the suck. Embrace the discomfort as growing a muscle rather than experiencing an injury. It won’t be easy, and it might feel sad or gross or painful. But, burying our collective head in the sand because it is easier hurts us more.

Support the podcast and use our sponsor codes!

BLACK FRIDAY: InsideTracker Black Friday Sale from November 22nd-29th (insidetracker.com/feisty) Save $200 off the Ultimate Plan + a free InnerAge test with code FEISTYGIFT or get 25% off sitewide

InsideTracker: 25% off at insidetracker.com/feistytriathlon

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

This week on the podcast Shaunna and Lisa are recapping a few of their favorite moments from the 2021 Outspoken Summit. The theme for this year’s summit was “Back in the Blocks” and the pair discuss how the speakers, sessions, roundtables and other attendees have inspired them to keep advocating for and initiating change in the sport of triathlon.

To purchase the Outspoken Summit replays go to www.feistytriathlon.com

To get more information on the Shift Sports leadership academy go to: https://forms.gle/SWiwRxPormTydTMv8

I am athlete podcast: https://houseofathlete.com/

UN Climate Conference “World Leaders Reach Climate Agreement”: https://www.washingtonpost.com/climate-environment/2021/11/13/cop26-glasgow-climate-deal/

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feistytriathlon

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

On this week’s episode, Shaunna and Lisa discuss “The Great Resignation” and how it has been affected by, as well as contributed to, DEI efforts in many organizations. The pandemic has forced many folks to re-evaluate what they want - and need - in their workplaces and leadership. With a shift in how and where many people work, organizations have the opportunity to redefine their workplaces and attract a more diverse workforce through hiring practices, DEI initiatives, and policy change. It is important however, that these efforts and initiatives are genuine. If organizations only make flimsy acknowledgements of the importance of DEI as a tool to attract potential employees, they may actually end up pushing people away that can see through the thin veil of words that do not match actions. Employees, especially those in Gen Z, are savvy enough to look at both words and actions. Many workers in this generation will hold their employer to high DEI standards and if those standards are not realized, they will leave organizations approaching DEI insincerely.

For more on the “Great Resignation”;

https://nextpivotpoint.com/great-resignation-diversity/

https://hbr.org/2021/09/who-is-driving-the-great-resignation

https://hbr.org/2021/09/the-great-resignation-doesnt-have-to-threaten-your-dei-efforts

Hell Yeah or Hell Nah

Hell Yeah: https://www.nascar.com/news-media/2021/06/24/nascar-wins-sports-league-of-the-year-at-2021-sports-business-awards/

Hell NaH: Gov Abbot signs anti-trans bill into law requiring public school children competing in interscholastic competition must play on teams that match their sex assigned at birth. HB 25, signed Monday 10/25, takes effect Jan 18th 2022

(BS - cos affirmative action is a no no to remedy past racial discrimination, so this is really about gender and maintaining patriarchal power)

https://www.npr.org/2021/10/27/1049634164/texas-new-law-restricts-transgender-athletes-participation-on-school-sports-team

On today’s episode, Shaunna and Lisa dive into the specific skills a DEI professional needs to have to do the work well. The podcast has previously covered the need for companies to hire an outside DEI professional. They have warned against “giving” the job to the person of color or woman in their agency without knowing their capacity to facilitate change or paying them any extra for their labor. Today, Shaunna and Lisa outline the kinds of skills and attributes listeners should look for when hiring a DEI consultant or creating a permanent DEI position. A lot of money is being spent on workplace DEI transformation initiatives, but the hosts encourage listeners not to throw their money at the issue without doing their research. There are hundreds of DEI consultants nationwide and no clear standard for how to assess their legitimacy or skill to guide organizations through the process of change. To find out the key traits to look for when hiring, listen to this week’s [un]phased. It may just save you some money!

Good read: Inside the Diversity, Equity and Inclusion Industrial Complex

Halyna Hutchins: Film World Mourns ‘incredible artist’ and seeks answers

To register for the Outspoken Women in Triathlon Summit go to outspokesummit.com/register

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feistytriathlon

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

In 2020, the state of Colorado passed a law requiring equal pay for equal work. As part of this law, companies must include salaries when posting new positions. Somewhat unexpectedly, the fallout of this law has been that many non-Colorado companies are choosing to exclude Colorado applicants from their process. They argue disclosing salaries affects their competitive edge when hiring candidates. These same companies do not also want to seem like they do not support women’s salary equity in the workplace. This conflict contributes to the ongoing discussion on equitable hiring practices in the United States. Bias and a lack of transparency in hiring processes continue to contribute to the lack of equal pay for women, trans folks, and people of color.

Shaunna and Lisa dive into a number of strategies companies can implement to make their hiring processes more fair. They explain how these strategies will help companies ensure they are selecting applicants based on their qualifications, not their identity, marital status, or proximity to the job (to name a few). They also discuss how mentorship programs can help retain new employees, providing them with growth and development opportunities within the company. These programs can help diversify organizations by providing opportunities for development to every employee and not just a small few.

Shaunna and Lisa cap off the episode with their new segment “Hell Yeah, or Hell Naw!” If you have companies or organizations that you would like to give a “Hell Yeah” or a “Hell Naw” to send us an email or voice memo to [email protected].

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feistytriathlon

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

History is often presented to us as a concrete fact -- correct and non-negotiable. In school we are quizzed on dates and names, and taught that the stories in our textbooks depict the world exactly as it was before our time. However, this week on the show Shaunna and Lisa remind us that is often the predominant identity, or the “hero” (i.e. white, male) that is the author of the stories that are accepted as historical fact. They tell the story the way that they want to tell it. But this does not tell the complete story. Underrepresented groups and oppressed voices don’t get their stories told in our mainstream view of history. This is true in a general historical context, and also in the sporting context too. To get a full, 360 degree view of history it is important that we go out and ask more questions of everyone. Usually, we hear language like “revisionist history” but Shaunna and Lisa suggest that this approach is a farce. Instead -- we are telling a more complete history, especially from those who have been systematically excluded.

Remember, voices are not silenced. Instead, there are entire systems that are not listening, reporting, or sharing those voices. It’s up to us to make sure that all are heard.

Shaunna and Lisa are also introducing a new segment this week called “Hell Yeah, or Hell Nahhh!” If you have companies or organizations that you would like to give a “Hell Yeah” or a “Hell Nah” to, send us an email or voice memo to [email protected]

Support the podcast and use our sponsor codes!

InsideTracker: 25% off at insidetracker.com/feistytriathlon

Nuun Hydration: 30% off with code StayFeisty at nuunlife.com

In a year of podcasts, this was the first time that we felt the need to start with a trigger warning.

Why?

Robert Sylvester Kelly (R. Kelly). Dr. Larry Nassar. Harvey Weinstein. Dr. William H. Cosby. Gerald Arthur Sandusky...and their countless accomplices are our reasons why. Sadly, we could go on and on with the legal names of both the famous and infamous perpetrators of heinous acts of sexual violence and related crimes. As we focus on endurance sport, we realize that many of our male-dominated settings provide ample opportunity for such behavior to spread.

(Note well, we are not saying that women are not perpetrators or that same-sex violence does not happen. What we are saying is that the overwhelming majority of such heinous acts are perpetrated by men in power against women and girls...and the majority of those women and girls are not empowered to report bad behavior).

Violence against women happens for various reasons that has nothing to do with the women themselves: quid pro quo propositions, hostile work or learning environments...and the hits keep coming via various forms of violence. Rumors, bullying, slut shaming, verbal harassment, unwanted touching. Oh, and let’s not forget -- much of this also happens in virtual spaces.

Given this, we propose that such “scandals” aren’t scandals at all. A scandal is usually relegated to being a rumor or malicious gossip, but that’s not true for the victims and survivors. Such violence is their truth, which can happen anywhere -- on a bike ride or at the pool; during an event or in a changing tent; in your local bike shop or in a business meeting.

Fortunately, we at least have the U.S. Center for SafeSport as a layer of protection, however we need much more than just protocols, policies, and procedures. Change management doesn’t occur just because some meaningless phrases are on a sheet of paper. They occur with deep personal work, ongoing awareness, and interrupting the bad behavior of the Roberts, Larrys, Harveys, Williams, and Gerald.

Photo credit: Icon Sportswire/Getty Images

There has been BIG news in the world of Ironman-branded racing this month. Sika Henry -- friend of the podcast and Outspoken: Women in Triathlon alumna -- made history by starting (and finishing!) as the first African American female pro at Ironman 70.3 Augusta.

As much as we’re thrilled for Sika, we’re still frustrated. We have a love-hate relationship with Ironman-branded racing. After moving the traditionally held Ironman World Championship from October 2021 to February 2022 in Kona, the race has now been moved again -- to May 2022 in St. George, Utah. (Insert mind-blowing, incredulous, and confused faces here!) Age-group athletes who were already registered for St. George woke up realizing they’ll now be racing amongst the greats, while Shaunna and Lisa woke up wondering if the “equitable” outcomes were an undercard to bottom-line profits in the middle of a pandemic. We suggest that Ironman has tripped into equity accidentally rather than walking (or RUNNING!) into equity intentionally.

During this week’s episode, we dissect the two notions of equitable outcomes and equitable processes in Ironman-branded racing. Were equal slots for pro women a happenstance outcome of COVID-changes? Will women get a cleaner race as an unintended outcome? Will a trip to Utah be more financially accessible than a trip to Hawaii for U.S. athletes? We are skeptical and pragmatic at best. Listen in to hear how we think COVID-19 has bullied Ironman into what Ironman CEO Andrew Messick describes as a “unique and historic” year of racing. We’ll see how this plays out next year as Utah also prepares its bid to host a second Olympic & Paralympic Winter Games, possibly as soon as 2030 with Ironman to vouch for its ability to host an internationally acclaimed event.

https://www.sltrib.com/sports/2021/09/23/ironman-world/

https://www.sltrib.com/sports/2021/07/24/salt-lake-city-hosting/