G-2LCWV30QZ8 Balancing Act: Insights from a Black Woman Executive - TonyTidbit: A Black Executive Perspective
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Episode 150

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Published on:

2nd Jul 2024

Balancing Act: Challenges and Triumphs of Black Women Executives with Geraldine Moriba

Episode Title:

Episode Audio Link: https://podcast.ablackexec.com/episode/Balancing Act: Insights from a Black Woman Executive

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In this episode of the Black Executive Perspective podcast, hosts Tony Tidbit and Chris P. Reed engage in a compelling conversation with Geraldine Moriba, Senior Vice President of News, Entertainment, and Empowerment at theGrio. They explore the unique challenges faced by Black women executives, including the pervasive expectations to outperform, the dual burdens of managing careers and households, and the profound health impacts of chronic stress and systemic inequities. With a focus on navigating corporate America, negotiating for equitable salaries, and maintaining mental and physical health, Geraldine shares personal anecdotes, professional insights, and practical advice. Additionally, the episode delves into the importance of mentorship, the role of sponsors, and the power of community support. The discussion underscores the resilience and strength of Black women and the necessity for systemic change to achieve true equity in the workplace.

▶︎ In This Episode

  1. 00:00: Introduction and Personal Struggles
  2. 00:41: Podcast Introduction and Sponsors
  3. 01:29: Challenges Faced by Black Women Executives
  4. 02:09: Guest Introduction: Geraldine Moriba
  5. 04:05: Geraldine's Career Journey
  6. 06:00: Balancing Career and Family
  7. 08:27: Activism and Journalism
  8. 17:04: Professional Racism and Overcoming Challenges
  9. 25:35: Statistics on Gender and Racial Disparities
  10. 33:46: Affirmative Action and Bias in the Workplace
  11. 35:29: Challenges in Salary Negotiation
  12. 40:30: Balancing Career and Personal Life
  13. 41:33: Health Challenges for Black Women
  14. 47:51: Strategies for Success and Wellness
  15. 57:04: The Importance of Community Support
  16. 01:00:36: Closing Thoughts and Call to Action

🔗 Resources

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Transcript
Geraldine Moriba:

I had to work harder than everybody else in the room.

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Right, exactly.

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Right.

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There was no, no letting down.

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Don't give her down downtime.

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Keep her working, keep her working.

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And, and I've learned over the years that

that's true for black women in general.

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We are expected to work harder,

we're expected to be smarter.

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We're expected to do it silently.

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You know, we face microaggressions.

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takes a toll.

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Tony Tidbit: We'll discuss race and how it

plays a factor and how we didn't even talk

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about this topic because we were afraid.

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BEP Narrator: A Black

Executive Perspective.

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Tony Tidbit: Welcome to a Black

Executive Perspective podcast.

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A safe space where we discuss all

matters related to race, especially

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race in corporate America.

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I'm your host, Tony Tidbit.

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Chris P. Reed: And I'm

your co host, Chris P.

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Reed.

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Tony Tidbit: So as usual, I want to

give a quick shout out to our partners

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at University of New Haven, 88.

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7 on the Richter dial.

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We appreciate them allowing us to

be able to utilize their studio to

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podcast a Black executive perspective.

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Go Chargers.

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Chris P. Reed: And also, we can't

forget to give a shout out to our

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partners CODE M Magazine, whose

mission is saving the Black family

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by first saving the Black man.

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Check them out at CODE MMagazine.

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com.

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That's two Ms.

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CODE MMagazine.

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com.

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Thank you.

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Tony Tidbit: Thanks, Chris.

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So, in today's episode, we'll

delve into the challenges faced

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by Black women executives.

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who often encounter misconceptions

around their intelligence, demeanor,

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and their appearance viewed as

intimidating in professional settings.

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Beyond battling microaggressions,

stereotypes, and the glass ceiling,

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these women also show the dual

burdens of leading their households

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and excelling in high demand careers.

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They do this while facing

significant health risks, Like

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heart disease and breast cancer.

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Today we are joined by Geraldine

Moriba, senior vice president of news,

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entertainment, and empowerment at theGrio.

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She will discuss how these resilient

leaders navigate these challenges

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and the critical ways to support

their journey towards success.

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Chris P. Reed: Let me give Moriba.

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Geraldine Moriba is the senior vice

president of news, entertainment, and

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empowerment at theGrio, like Tony said.

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Overseeing Byron Allen's black targeted

multimedia band brand, excuse me.

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She has significantly expanded theGrio,

developing it into a multifaceted

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platform, encompassing a news site, a

streaming app, live events, a podcast

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network, and the cable network.

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Previously, Mariva was a research

scientist at Stanford university's

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Brown Institute and a John S.

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Knight journalism fellow

following on editorial patterns,

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identification through.

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Machine learning.

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She hosts and produces sounds like

hate a podcast funded by the Southern

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poverty law center, exploring the

radicalization of American extremists.

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Moriba's career includes founding Moriba

media and serving as executive producer.

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On a PBS documentary sinking

cities and the multi platform

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initiative chasing the dream.

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She has held various production and

executive roles at CNN and NBC news.

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Significantly impacting program

development and diversity initiatives.

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Her illustration, her illustrious career

has earned her multiple industry awards,

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including five Emmy awards, two Peabody

awards, and a prestigious Princeton

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University Ferris professorship of

journalism fellowship, among others.

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Geraldine Moriba, welcome to

A Black Executive Perspective.

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Geraldine Moriba: Thank you.

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Chris P. Reed: So, currently, with

all those things in your past,

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what's going on in your present?

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Where are you, kind of, how

are you feeling nowadays?

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Geraldine Moriba: So, you know, every

time somebody asks me, what's my

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favorite project, or what's the best

story you ever worked on, I always tell

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them it's the one I'm doing right now.

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Because, truthfully, I'm

always 100 percent all in.

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And, and I just had the blessing,

the good fortune of being Connected

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to theGrio when it launched.

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So this is like coming home

all these years later, um,

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to be leading theGrio now.

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So my, um, this moment that

I am in is all about theGrio.

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Tony Tidbit: That is awesome.

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That is great.

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I mean, as Chris was going through your

bio, I mean, the only thing that was

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missing and I was waiting for him to

say is they gave her land and title.

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Okay.

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I mean, very accomplished.

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And I love how you said that you're,

you're in the moment right now.

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Geraldine Moriba: Yeah, I think

the one thing I've never achieved

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that I've always wanted to is a

Pulitzer, like to do a singular

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project that's worthy of a Pulitzer.

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So I'm still aiming for that.

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Yeah.

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Chris P. Reed: I mean, don't shame the

rest of us too poorly and to become

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an astronaut, I guess, just add that

go into space and build something and

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win a Pulitzer and a Heisman trophy.

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No, you'd be good.

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Right.

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It'd be good, but that's great that

you, uh, you know, have so many things.

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Like I said, that's obviously we

gave a rundown of things that you.

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Performed or done previously, but it's

great that your eye is on the prize and

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you're staying in the moment and looking

towards the future because we obviously

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connectively need that as a people.

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So we appreciate that stick to

it of this and that, that, uh,

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drive that you have for yourself.

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Um, so your family is, so you're

currently located, uh, on the

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West coast or East coast, or.

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Geraldine Moriba: I'm on the East Coast.

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I also want to say thank you to the

University of New Haven for allowing me to

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participate, but especially to you, Tony,

and to you, Chris, for having me on your

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podcast, but I, I'm on the East Coast.

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I live in Harlem, Harlem, USA.

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Wow.

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Beautiful New York City.

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City, Harlem, and I'm originally

from Toronto and, um, and

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my parents are Jamaican.

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So I am the child of an immigrant

and I'm an immigrant myself.

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Tony Tidbit: That is awesome.

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That is awesome.

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And you know, was, was interesting.

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So I'm in, you know, our, our university,

New Haven, we're in, uh, in Connecticut.

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Um, Chris is in Dallas.

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So next time, hopefully, you know,

we would love to some point, maybe

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be able to get you out in the studio.

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Since you're in close proximity to

where we are, but more importantly,

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you know, let's talk about today.

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So we have a very important topic

that we want to discuss with you.

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So the question that we have is why did

you want to come on a black executive

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perspective podcast to discuss this topic?

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Geraldine Moriba: Cause I feel like when

we talk about C suite and executives, we

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sometimes have superficial conversations

that don't encompass the whole person.

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And, and what I wanted to do today, if

you guys permit me, is just talk about

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us as whole people, like absolutely.

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It's about the bottom line.

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It's about revenue.

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It's about profit.

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We live in America, but we can't

lose sight of what generates

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that and that's human beings.

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So I wanted to have a

conversation about the value of.

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labor And, um, and, and just see if

we can ground it in our work, but

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also not lose sight of who we are.

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Tony Tidbit: Totally agree.

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We definitely will permit you.

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We're excited to have this

conversation with you.

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So let's jump into it.

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So Geraldine, are you

ready to talk about it?

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Geraldine Moriba: I'm ready.

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Tony Tidbit: All right.

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Let's talk about it.

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Chris P. Reed: Let's, let's, besides

all the accolades and accomplishments,

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let's go into the story of who you are.

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Like you said, that

personalization is very important.

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How did you come from Toronto and decide

that your mark was going to be made

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in the media industry as a journalist?

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How did that even come about?

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Geraldine Moriba: Yeah, well, I

have to say that, um, we're in this

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moment where we're watching, um,

college students protesting on campus.

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And when I was an undergrad, the

same thing was happening and we were

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protesting against apartheid and at

my particular university in Canada,

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I was helping organize students.

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In those marches and those sit-ins,

as well as, um, organizing,

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um, against racism on campus.

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And that led to, um,

like new opportunities.

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I I, I ended up coming across a,

a job posting after I graduated

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for a newsroom at Radio Canada.

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And, um, to satisfy my mom who's Jamaican.

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Every time I'd come home, um,

cause I was still organizing.

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I graduated and I continued organizing

and I moved home back to Toronto and

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was organizing against a particularly

heinous and racist exhibit at the

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Royal Ontario Museum in Toronto.

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And, and every day we were out there.

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And the end of one day my mother

just basically said, you have

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a degree, you, you need a job.

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What are you doing?

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And I whipped out those, um, Job bulletin

that I'd found or that had been faxed

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to, um, an office I was in and showed her

and said, I'm going to apply for this.

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I had no intention of applying for it.

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Um, it was a newsroom job.

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I didn't think of myself as a journalist.

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I actually had aspirations

to join the foreign service.

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Um, I was thinking about law.

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I was thinking about

completely different things.

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And but I had a Jamaican mom

have a Jamaican mom, and she

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was like, you need a job now,

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right?

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And you've got tuition to pay.

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And so I told her I'd apply for this.

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And lo and behold, I got the job.

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And when I say I tried my

best in those interviews.

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to not impress.

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Um, I sincerely tried not to impress.

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But what happened was I found

the interviews so insulting.

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Um, the person who people who

interviewed me asked what I thought

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were really simple questions.

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You know, who, um, was the president of

a certain country who about Canadian Uh,

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public policy about, um, recent current

events, and I was on top of my game.

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I could answer everything, and then

I flipped it and said, I listened to

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your shows, your programs, and here

are all the things you're doing wrong.

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You should be doing this, and

you haven't done this, and so on,

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and it ended up landing me a job.

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Um, so that was my first job as a

trainee at Radio Canada and then the

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Gulf War broke and I realized, oh,

this is actually a really critically

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important occupation and I just

happened to have all the skill sets.

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So I, I pivoted and said, let me just

try this out and see where it leads.

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And I, I became a journalist, wasn't

at all something I'd planned to do.

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Chris P. Reed: Let me ask you a question.

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So the job obviously didn't say

in the flyer that it needed a,

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a activist or a headstrong, you

know, a smart mouth young lady.

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When did you embrace that activism?

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And what was the point in your career?

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Or was it immediate?

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Where you said, you know what?

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I can combine who I really am to this

vocation and make the most of it.

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What was that?

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What was that like?

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Geraldine Moriba: Yeah.

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I mean, I, I grew up in a household

where, um, and I think every person, every

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immigrant listening will relate to this,

or if I remember being in middle school

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and bringing home a report card and I got

97 percent in like middle school science,

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I think it was biology and showing my mom.

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And she looked at it, and she

put it down, my report card,

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and, and I said, Mom, I got 97%.

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And she said, Well, if you got

97, you could have gotten 100.

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Then she said, And you got 80s in French?

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Don't, don't, don't talk to

me about this report card.

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She was upset, right?

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And so I worked, I lived and grew up

in this home where the bar was high.

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And, um, And, and, you know, it I have

I come from a really athletic family.

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I'm not and we were very competitive.

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Um, I am, um, and I think just the

combination of this sort of competitive

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internal culture in my family and

going to a university that had all

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of these inherent problems and then

starting my career, um, recognizing

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that this was an opportunity to change.

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Change in society make good and I'll

tell you one of the things that happened

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almost after immediately after starting

was the Rodney King beating and I was

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the only black person in the newsroom.

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And, um, can I tell you the story?

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Yeah, absolutely.

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Absolutely.

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Yeah.

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So, you know, again, it's

from the Canadian perspective.

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That's where I was working, Radio Canada.

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And basically what happened was this

was in the days, When the wires would

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come through a machine and you just hear

the wires would come and you grab it

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and they get sent around the newsroom.

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And I remember seeing the story about

this video of a police beating and I

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went running to the executive producer

and said, I want to do the story.

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I'm I want to do the story.

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And she looked at and

she said, oh, that's.

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Not Canadian, that's American,

and it's not a story, like that

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happens all the time in the States.

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And I said to her, actually, it

happens all the time in Canada,

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and I think it's a story.

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And she said, no, I don't

think it's a story, by tomorrow

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nobody will be talking about it.

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Of course,

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it

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became the headline that

night, and we missed it.

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So the next day I was in the newsroom,

and I walked in with a stack of papers

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and stories, like multiple stories, right?

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And she started off the editorial

meeting by turning to the host.

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Um, Michael Enright was the host

at the time and asking Michael.

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What he wanted to lead the show with

and Michael said he wanted to lead the

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show with an interview with the police

officers parish priest because he he

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had observed he'd read that several of

them went to the same church and had

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they were Catholic and they had the same

parish priest so he thought it would

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be interesting to find out what that

priest perspective was on the beating.

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Um, And, and that was, and

she wrote it on the story list

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and she said it was my turn.

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And I said, Great.

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I want to talk to Rodney

King's kindergarten teacher.

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And, and everybody sort

of stopped and said, why?

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I said, cause I think Rodney

King's kindergarten teacher is

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as relevant as the Paris priest.

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So if we're doing parish peace priest, if

we're doing one, we should do the other.

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So she stopped, she

scratched it off the list.

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And she said, well, What

would you like to talk about?

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And I said, I have some stories

and I just went through them one

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by one by one and handed they she

handed them all out the assignments.

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And I just, you know, to for context,

I think I was about 23 or 24 years old.

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I walked out of that room, went

into the bathroom, close the door.

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And collapsed because it

took every ounce of courage.

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I had to speak up in this room full of

experienced journalists, but that moment

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was so instrumental for me personally, and

it helped me understand why newsrooms have

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to be integrated and why we have to be in

the room when these decisions are made.

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Um, and for me, it was a life lesson.

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Tony Tidbit: Number one.

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Thanks for sharing that.

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Um, um, number two, obviously

being in a position where

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you're the only person of color.

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Okay.

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And here's a situation where, um, your

editor was like, this is not a real story.

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And, you know, you push back, you

came back and, and it's great for

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you because a lot of people, we

don't do that when we face these type

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of microaggressions that come up,

especially when we're the only one.

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Okay.

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Um, tell us about, because you've,

you've risen up the ranks, okay?

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So talk to us a little bit about

some of the professional racism, or

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I should say racism that you dealt

with in the professional ranks.

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Geraldine Moriba: Sure.

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So I think there were a couple

of things, a couple of answers.

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One was, um, you know, a lot of

women postpone having children.

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Um, in their careers, uh, because there's

just so many things that they're juggling

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and they're not sure they can do it.

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And again, I grew up in a household where.

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We were expected to do it all.

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So I didn't get that memo, didn't

understand I was supposed to wait and

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started having kids in my, my twenties.

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And what I remember is, um,

going on, on maternity leave

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and being on the fast track.

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I was getting choice assignments.

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Uh, I was getting promoted one, you know,

after another, I was working at NBC news

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and, um, Having my son making arrangements

for child care, um, coming back to work.

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I even came back to work early.

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I didn't take the full maternity leave

because I didn't want to lose this pace.

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I was working at and I figured out how

to balance both and got back to work.

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And I started getting these

really soft assignments.

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Like family focus

pieces, parenting pieces.

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Now I think those stories are totally

legitimate, but it wasn't what I did.

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And so I went into my manager's office

and said to him, when I left, I was on the

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mommy, I mean, I was on the fast track.

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Correct.

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And I came back and you

put me on the mommy track.

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And if that's where I'm going

to be, it's not worth my time.

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And, um, we had this heart to heart

and he said, we are trying to be

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considerate to new mothers and,

and blah, blah, blah, blah, blah.

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And I, you know, my response

was, if I needed that kind

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of consideration, I would.

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I would ask

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Tony Tidbit: right

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Geraldine Moriba: and you have to

give me the courtesy of letting you

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know when I need it, but don't slow

down my career by making assumptions.

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And, um, I think so.

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That's why I've seen.

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My answer is 2 fold.

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1 is I was confident enough to speak up.

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When I realized something had

happened, but then you have

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to be prepared to deliver.

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So, you know, the next day I was put

on a plane flying to God knows where

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and, and I was like on the flight

thinking, Oh my God, my son is at home.

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What am I doing?

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And, and.

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And I had to figure it out.

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Like I had to figure it out

really fast and, and I did.

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And, um, I have two kids and I

think they're stronger for it.

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Uh, quite honestly, they are, um, creative

and confident and smart and accomplished.

351

:

And, and I think it's because.

352

:

They had a mom who wasn't at home

turning all this energy into, you know,

353

:

treating them like special projects.

354

:

They had to also learn, um, how to get

things done sometimes on their own.

355

:

You know, they grew up in Harlem.

356

:

They're born and raised Harlemites.

357

:

So there's some grit that just

comes along with it anyways.

358

:

And then the second part of my answer

is, Um, I learned early on that I, I

359

:

always had to have a five year plan.

360

:

I always needed to know where

I wanted to be down the road

361

:

and not where I'm standing.

362

:

Because when you're driving, you're not

looking at the street right in front

363

:

of you, you're looking down the road.

364

:

So to that end, there, I was

working at Dateline NBC when it

365

:

was a news magazine show, and it

started to evolve into a crime show.

366

:

And I did a couple of those hours

and realized, That wasn't for me.

367

:

I, I never ever for the rest of

my life want to see a, a crime

368

:

scene when it just happened.

369

:

I never want to smell it.

370

:

I never want to see it.

371

:

I never want to go into a police

officer's, um, the room where

372

:

they keep all the evidence.

373

:

I don't want to see those photos.

374

:

They are traumatizing.

375

:

And, and I knew that about myself.

376

:

And, um, and basically.

377

:

Started looking around and just

determining where I, what I could do

378

:

next and what skills I needed and in

doing so, I, I made sure I was prepared

379

:

and then I asked for what I wanted and

made it really difficult to get a no.

380

:

I was also prepared to walk away.

381

:

If the answer was no,

382

:

Chris P. Reed: let me, let me kind

of couple that to say, it appears

383

:

that whether it be from your mom,

not accepting anything less than

384

:

your best or whatever the case

may be, you've never been bashful.

385

:

Have you ever, do you feel like

that's 1 of the linchpins of your

386

:

success of climbing the ladder is.

387

:

Not taking less than what you deserve

and then being vocal and confident, as

388

:

you stated, because it seems like one

of the themes that you have aligned

389

:

with your career is that you were

never bashful and you were always

390

:

knowledgeable of what you had to offer

and what you were willing to accept.

391

:

How important is that for women?

392

:

Because a lot of women tend to, it

appears that a lot of women tend

393

:

to just kind of don't want to upset

the apple cart, go with the flow.

394

:

Don't want to be, you

know, cast as this or that.

395

:

And they don't let their

light shine like you did.

396

:

Why were you so determined to

always let your light shine?

397

:

Geraldine Moriba: So I think we have

to be, as black people, we have to be

398

:

advocates and we have to self advocate.

399

:

Um, I am not like this in

other situations when I have.

400

:

Conversations with my my two

kids who are now young adults.

401

:

I step back.

402

:

I recognize that they they need

their own agency and space and and

403

:

need to self determine their future.

404

:

So the way I treat my career

isn't the way I treat my family.

405

:

I make a distinction between.

406

:

Where I am and what is required

of me, I will absolutely be on a

407

:

business call and speak up as needed.

408

:

Um, but at home, or with friends,

I'm happy to take a back seat

409

:

and and let somebody else drive.

410

:

And, and enjoy it from

a different perspective.

411

:

Tony Tidbit: You know, so

number one, thank you for that.

412

:

Um, and you know, Chris, you know,

I was just contemplating on Chris's

413

:

question and, and I love your answer.

414

:

The challenge though for most of

us, cause you make a good point,

415

:

we have to be self promoting.

416

:

We have to build our own brand.

417

:

We have to promote our brand.

418

:

As, as people of color, right?

419

:

However, a lot of times we don't come

out the gate doing that because of our

420

:

own, you know, it could be self image.

421

:

It could be, we're the only

person of color in the room.

422

:

So we don't want to rock the boat.

423

:

We, um, you know, if we say something

wrong, we might lose this job.

424

:

It may not even get another shot.

425

:

So I'm prefacing that to talk about,

I want you to dive into it because,

426

:

you know, you just said a few things

about number one, you had a baby.

427

:

You were fast tracked on your career,

and then all of a sudden you come

428

:

back from maternity leave and they're

giving you soft assignments, okay?

429

:

Now, you may, you turned a lemon into

lemonade by being straightforward

430

:

and honest, but a lot of, that

happens to a lot of women, okay?

431

:

Because at the end of the day, they're

looking for them, yeah, you had a

432

:

baby, but you still gotta be here.

433

:

Yeah, you know, there's none of that.

434

:

You know, um, there's an expectation.

435

:

So let's, let's move to the state

of the state, uh, or the state of

436

:

corporate America for black women.

437

:

So let's talk a little bit about

the things that they dealt with

438

:

that you probably dealt with,

even though you overcame it.

439

:

And, and I'm not, I don't

want to make assumptions.

440

:

You overcame everything, but it'd be

great to put, uh, put some thought out

441

:

there in terms of what black women are

going through in corporate America.

442

:

Geraldine Moriba: So I have some

stats I want to share with you.

443

:

Yes, please.

444

:

Before, before I get to the

stats, I want to say one thing.

445

:

I am not an advocate for raising your

hand and saying you need a promotion

446

:

or raising your hand and saying

you need a higher salary or asking

447

:

for more if you haven't earned it.

448

:

If you're not ready.

449

:

You, you absolutely need to prepare and

be ready because raising your hand just

450

:

because you, you're, you have a sense that

you should be getting more or doing more.

451

:

It is not how it works.

452

:

Totally agree.

453

:

So, um, and, and, and again, like, you

know, we, we are over achievers, um,

454

:

in, in many ways, I don't know that

I would be this confident in a field

455

:

where you're, I don't feel like I had

the skills, but I have the skills in my

456

:

occupation in abundance because I've,

I've studied and studied and studied.

457

:

I still go into meetings and spend hours,

hours preparing for every conversation.

458

:

I take nothing for granted.

459

:

Um, cause the second you do, you become

vulnerable and, um, and things happen.

460

:

So, I think part of the solution

is, is being, um, prepared.

461

:

As much as possible and also

knowing what your strengths are

462

:

and what your weaknesses are.

463

:

Um,

464

:

Tony Tidbit: but no, thank you for that.

465

:

Go ahead.

466

:

Geraldine Moriba: Yeah, so I,

I did bring some statistics.

467

:

I wanted to share with you.

468

:

And these are all things that

we've reported on here at theGrio.

469

:

And you can find articles on that.

470

:

On theGrio dot com about any of the

things I'm about to say, um, because

471

:

there is a very serious racial and

gender gap, um, when it comes to women

472

:

executives and women in the workforce.

473

:

So, for every 100 men that we see

leap forward, only 87 women advance,

474

:

but we can break that down further.

475

:

If you're a woman of color, it's 73%.

476

:

So out of 100 men, if you're a black

woman, that number drops to 54.

477

:

So that means for every man.

478

:

Any race that jumps forward.

479

:

Only 54 black women are

able to do it as well.

480

:

Tony Tidbit: So Geraldine, just so

we're clear, the audience is clear.

481

:

When you say leap forward, are you

saying a promotion at any level?

482

:

Geraldine Moriba: Yes.

483

:

Got it.

484

:

At any level.

485

:

Right.

486

:

Um, black women are generally

paid 66 cents for every dollar

487

:

paid to white, non Hispanic men.

488

:

Um, that's a gap of about 20, 000 a year.

489

:

That's a lot of money.

490

:

Like, think about what

you can do with 20, 000.

491

:

Um, black women are most likely to be the

primary bed breadwinner in their homes.

492

:

Um, and here's a really interesting one.

493

:

Whether women earn post secondary

certificates or graduate from top

494

:

tier universities, they still make

71 cents on the dollar compared to

495

:

men at the same education level.

496

:

Um, and these are census numbers, like you

can look this up, we've been writing about

497

:

this and reporting on it, but this is,

this is information, these are facts, and

498

:

they're out there, um, Before you go to,

499

:

Tony Tidbit: before you go to the next

one, I just want to dive in right here

500

:

for a second, because everything you

just said, you know, is appalling.

501

:

I just want to dive here for a second.

502

:

So what you're saying is, a woman who

earns a post secondary certificate

503

:

or graduate degree from a top tier is

making 71 cents on the dollar versus

504

:

a male counterpart, a black woman.

505

:

Is that correct?

506

:

Geraldine Moriba: That's right.

507

:

Tony Tidbit: Okay, so let me ask you this.

508

:

Why is that?

509

:

How does that, because I just wanted that

right there from an economic standpoint,

510

:

especially when you, you check all

the boxes and you only, you went to a

511

:

higher level in terms of your education.

512

:

How does that happen where they're

getting only 71 percent of the

513

:

dollar versus their male counterpart?

514

:

Geraldine Moriba: So there is

a lot of research around that.

515

:

There's research that shows that.

516

:

When a man, primarily white men,

but men in general, apply for a job

517

:

or promotion, they'll read the job

description and there'll be 10, I'm

518

:

making this up, 10 items on that list.

519

:

Tony Tidbit: To check.

520

:

Geraldine Moriba: To check requirements.

521

:

And they might have 2 or

3 and they're like, Yes!

522

:

I got this!

523

:

And they apply, right?

524

:

Women will look at that same

list and say, Oh, I have 9.

525

:

That's cool.

526

:

But I'm missing one and won't apply.

527

:

Tony Tidbit: Got it.

528

:

So

529

:

Geraldine Moriba: we wait until

we have everything checked.

530

:

We wait, we just don't have the same

kind of, we're not encouraged to

531

:

have the same kind of bravado and

confidence because when we express

532

:

that, it's seen in negative ways.

533

:

Tony Tidbit: So this also happens

from a salary standpoint as well.

534

:

I would imagine right when somebody makes

an offer for the job If they feel like

535

:

even happy just to be there because they

didn't check every box They're gonna be

536

:

okay accepting what what's being offered.

537

:

Is that correct?

538

:

Geraldine Moriba: That's correct.

539

:

Tony Tidbit: Yeah,

540

:

Geraldine Moriba: that's

absolutely correct

541

:

Tony Tidbit: Okay.

542

:

All right, so that's insane And you know,

that's a big disparity Especially when

543

:

you talk about not only from a talent

standpoint, but from a wealth standpoint,

544

:

if somebody's losing 30 cents on the

dollar throughout their career, okay?

545

:

If you took that money and you

could put it in a CD or stock

546

:

or some, that's significant.

547

:

That is a significant amount of money.

548

:

Geraldine Moriba: Well, let

me, let me just add to that.

549

:

Think about all the pipeline programs

we have in multiple industries.

550

:

Throughout the country, you know, whatever

the industry, whether it's media or

551

:

finance or health care, whatever it is,

there are pipeline, um, programs that

552

:

help people of color help women help

people who have disadvantages get in.

553

:

Tony Tidbit: Right?

554

:

Geraldine Moriba: Right.

555

:

They're critical pipeline programs,

but what happens when you enter

556

:

through a pipeline program?

557

:

Here's what happens.

558

:

You get in, you do, it might be six

months, it could be a year, and you work

559

:

at a lower, much lower salary than someone

who starts at an entry level position.

560

:

Right, and now you're starting you

and they offer you a job if you're

561

:

successful, but when you go from that

pipeline job to the entry level position,

562

:

you may or may not get what that other

person received who's likely white who

563

:

started at that entry level position.

564

:

So now.

565

:

You're below when you went into the

pipeline, you got a little bit more

566

:

to get that first entry level job.

567

:

But that person, your peer who

started at the entry level has

568

:

already advanced to the next level.

569

:

So no matter how much you get an

increase over the years, if you

570

:

stay within a company, chances

are it takes so much longer.

571

:

To advance what's out, you're already

behind, like, you're always behind.

572

:

So pipeline programs are great to

get you in the door, but they're not

573

:

designed to get you into C suite.

574

:

They're not designed around the concept

of equity and, and, and they come with

575

:

disadvantages, including, um, stereotypes

and assumptions made about your skills.

576

:

Tony Tidbit: Can you just add on to

that in terms of what are some of the

577

:

stereotypes and what's some of the

assumptions from a skill standpoint?

578

:

Geraldine Moriba: Yeah, I

mean, we know what happened

579

:

to affirmative action, right?

580

:

And there is inherently, um, biases

around people who, um, whether or not

581

:

you enter a job through a program like

that, there are always biases around

582

:

whether or not you got it based on merit.

583

:

Or you got it based on somebody giving

you a chance, giving you a break, right?

584

:

And, and, and that's problematic.

585

:

We need these programs to

open doors, but we also need

586

:

programs that are designed to.

587

:

Really, um, dismiss these

stereotypes because the reality

588

:

is if you got in the door, you had

to have a qualifications, right?

589

:

They're not just throwing

them randomly out to anybody.

590

:

But once you get in the door,

there should be some kind of

591

:

equalizing that happens so that.

592

:

They're considered entry level

positions and not one rung below.

593

:

Um, so yeah, that's my

feeling on pipeline programs.

594

:

Chris P. Reed: So, so let me, let me

kind of just put that in a nutshell.

595

:

Um, I've had people that were at

vice president levels that were, uh,

596

:

uh, mentors of mine, black guys, uh,

who've said that they've had people

597

:

that ended up reporting to them

that had higher salaries than them.

598

:

Um, Because they started off higher

and as you get raises three, five,

599

:

three to five to 6 percent or

whatever, it's a compound factor,

600

:

Geraldine Moriba: right?

601

:

So

602

:

Chris P. Reed: if you start off low,

it's, it's like a gray point average.

603

:

You hardly never catch up once

you start losing, you know, once

604

:

she's not getting all A's, it's

hard to get it back up there.

605

:

That's my highest level.

606

:

That's my point.

607

:

Yeah, absolutely.

608

:

Absolutely.

609

:

Let me ask you this though, because we

talked about confidence as your currency.

610

:

Um, has there been a situation where

you came in with receipts and you knew

611

:

that these were the receipts and these

were your demands and it didn't go well?

612

:

And how did you adjust or pivot?

613

:

When that did occur, if

that did occur with you.

614

:

Geraldine Moriba: Um,

615

:

I have found that, um, I, I

just haven't let myself get into

616

:

that situation to be honest.

617

:

Like I, I, I am telling you the truth.

618

:

I am always planning ahead.

619

:

Um, it, it does get harder as you advance

in your career because there's simply

620

:

fewer and fewer positions to advance to.

621

:

Right.

622

:

That's just a reality.

623

:

But what I've found is, um, I

have learned how to negotiate.

624

:

Chris P. Reed: Okay.

625

:

Geraldine Moriba: Um, if somebody

says yes too quickly, I'm always

626

:

like, shh, I didn't ask for enough.

627

:

Chris P. Reed: Meat on the bone.

628

:

Just meat on the bone.

629

:

Right.

630

:

I should have asked for more.

631

:

Absolutely,

632

:

Geraldine Moriba: right.

633

:

Um, so I've learned, um, how to sharpen

my negotiation skills over the years.

634

:

And I'm, I always go into these

situations prepared to walk away.

635

:

Okay.

636

:

Tony Tidbit: You know, so speaking of

that, and again, a lot of People, you

637

:

know, we need to have you come back

just to do a training on negotiation.

638

:

Okay, because that's where a lot

of male and female people fail.

639

:

But in terms of the C suite in corporate

America, you know, one of the things,

640

:

you know, going back to the wages, right?

641

:

Somebody, you know, there's more

women now than there were before.

642

:

That's at the C suite level.

643

:

Okay, but the wages haven't

caught up and just like you just

644

:

got finished saying earlier.

645

:

How could they catch up if you move

them from an entry level and you

646

:

move into the next level and there's,

there's disparages, disparages.

647

:

So talk a little bit about that

in terms of that, that, that gap.

648

:

Geraldine Moriba: Yeah.

649

:

I mean, again, this is where these numbers

come in because I like to keep it real.

650

:

I don't, I don't want to speak

just from my gut or my emotion.

651

:

I want to give you

information you can use.

652

:

So the stat I was going to go

to, um, is exactly on that point.

653

:

Um, despite the fact that there

have been so many women who've

654

:

entered the workforce, and that so

many women have entered C suite and

655

:

just for the record, the biggest.

656

:

Beneficiary of affirmative action?

657

:

Tony Tidbit: White women.

658

:

It's white women!

659

:

White women, yeah, yeah.

660

:

Geraldine Moriba: Right.

661

:

Um, so just putting that out there,

but despite women making all kinds

662

:

of women making these huge gains, um,

in entering C suite positions, the

663

:

salaries, the gap salary gap hasn't

changed in 20 years in two decades.

664

:

So we're getting into these positions,

but again, because we were already

665

:

underpaid when we get up to the

next position, we don't get what we.

666

:

We deserve and so whenever I'm asked

and I've been at this company three

667

:

years So I haven't been asked in the

last three years, but prior to this

668

:

when I was asked What I wanted as a

salary and by the way, I did run my own

669

:

business for a little while But before

that when I was asked what salary?

670

:

I wanted I would say every single

time to the hiring manager Think

671

:

about the highest paid white man in

this position and then add on 10%.

672

:

I never asked, I never asked for,

I never gave them a number, right?

673

:

I want to know what's the

highest paid white male in

674

:

this position and then add 10%.

675

:

Tony Tidbit: What did they,

what was their answer to that?

676

:

Geraldine Moriba: Um,

usually it was a gasp.

677

:

Tony Tidbit: I would imagine so.

678

:

Geraldine Moriba: And really,

it's not necessarily true that

679

:

I'm, I know what that salary is.

680

:

Um, but I want them to know

what I'm expecting, what

681

:

Tony Tidbit: your value is, what I

682

:

Geraldine Moriba: know my value, right?

683

:

So you have to know what you're worth.

684

:

And the reality is, if you

can't meet what I'm expecting,

685

:

then you're wasting my time.

686

:

Tony Tidbit: I love it.

687

:

I love it.

688

:

I mean, those are things that.

689

:

Everyone should, should,

hopefully they're listening to

690

:

this podcast, taking notes, okay?

691

:

Because we, everybody's got a value and

a lot of times we undersell ourselves.

692

:

Geraldine Moriba: Chris?

693

:

No, you're valued, but again.

694

:

If you're going to go to the

table and negotiate that way,

695

:

you've got to bring everything.

696

:

Chris P. Reed: Got to have receipt.

697

:

Yeah, absolutely.

698

:

Absolutely.

699

:

Let me ask you this.

700

:

And interestingly enough, you seem to

wear this well based off of so many

701

:

factors, your upbringing and your

fortitude and things of that nature.

702

:

How heavy is the crown?

703

:

How tough is it for

you or for your family?

704

:

Based on women that you've spoken

with, because it's not just about

705

:

being smart and being capable of having

merit is so many other things that

706

:

fall onto the diaspora that is women.

707

:

that they have to

encompass in the workforce.

708

:

So how do you, how you

create that balance?

709

:

How do you stay vigilant to these

things and, and have that type of

710

:

understanding that, Hey, I gotta

go, I gotta get on this plane.

711

:

I got my baby at home, but he's

well taken care of in my absence,

712

:

but I gotta get back because.

713

:

All these things are

going through your head.

714

:

How does that help?

715

:

Uh, because the, the health and the

mental challenges, the physical and

716

:

mental challenges for women in general,

but especially women of color are very

717

:

difficult to overcome in this rat race.

718

:

That is corporate America.

719

:

Geraldine Moriba: You know, um, my first

job in the U S was working at a show.

720

:

I don't know if you guys

remember it, primetime live.

721

:

Tony Tidbit: Yep.

722

:

I remember.

723

:

Geraldine Moriba: And on ABC.

724

:

And, um, I, at that point had been

working as a producer, um, in radio

725

:

in Canada and covered again, the

golf war, all kinds of stories.

726

:

And I came to the U S and the first

job and job I could get at that

727

:

point, they were all entry level.

728

:

So I went from being a producer

in Canada to a researcher in, in

729

:

New York city on primetime live.

730

:

And I was like, I'm going to take it.

731

:

Cause once I get in, I'm going

to demonstrate what I can do.

732

:

Again, I was in my 20s.

733

:

I took it, um, and, and

quickly started to accelerate.

734

:

And I remember the hiring manager

said to me, Your last manager at Radio

735

:

Canada was so right, and, and I said

to her, what did, what did she say?

736

:

And she said, she gave me

advice about managing you.

737

:

She said that I had to keep you busy.

738

:

She said if I kept giving you more

assignments, you'd always rise

739

:

to it and you would get it done.

740

:

And I have never forgotten that.

741

:

Because it really pissed me off.

742

:

I was so angry.

743

:

Because basically, what I was

told is, I had to work harder

744

:

than everybody else in the room.

745

:

Right, exactly.

746

:

Right, there was no, no letting down.

747

:

Don't give her down, down time.

748

:

Keep her working, keep her working.

749

:

And, and I've learned over the years that

that's true for Black women in general.

750

:

We are expected to work harder We're

expected to be smarter, we're expected

751

:

to do it silently, you know, we face

microaggressions and it takes a toll.

752

:

It takes a toll on our mental health,

it takes a toll on our physical health,

753

:

it takes a toll on our families.

754

:

It is hard and that's why at the beginning

of this conversation I wanted to Us

755

:

to make sure in talking about how to

negotiate, you know, your next salary,

756

:

how to move up the corporate ladder.

757

:

We're also talking about

how to stay healthy.

758

:

Because it takes a toll.

759

:

Tony Tidbit: Tell us some of

the things that Black women go

760

:

through from a health standpoint.

761

:

Like what, what ailments, what some

of the things that they're dealing

762

:

with as they juggle all these things

you just got finished talking about.

763

:

Geraldine Moriba: So, you know, it's, for

Black women it's compounded because we

764

:

have both, um, disadvantages that we're,

and crises that we're facing all the

765

:

time around, um, race as well as gender.

766

:

So we, it's double edged.

767

:

And, um, so some of the stats,

I, I, I have some with me.

768

:

Um, we have chronic stress as

a result of this double burden.

769

:

Um, and we suffer it at a

chronic stress at a rate that

770

:

is higher than anybody else's.

771

:

1 in every 2 black women in the United

States, United States suffers from

772

:

diabetes and heart degree, heart disease.

773

:

Um, and stress is also a factor in

the development of breast cancer.

774

:

We have breast cancer at higher

rates than, than other women.

775

:

Um, black women are 60%, 60 percent more

likely to have blood pressure than any

776

:

other demographic, high blood pressure

than any other demographic in the country.

777

:

Um, we have higher rates of cardiovascular

disease, um, coronary, coronary disease.

778

:

We have higher rates of stroke

deaths, um, compared to non

779

:

Hispanic white counterparts.

780

:

And we just die at disproportionate rates.

781

:

Don't even get me started about maternal

care and, and, and, and what happens

782

:

to women when we get sick and we're in

hospitals or when we are trying to deliver

783

:

our, our babies and what happens to us.

784

:

Our pain isn't recognized.

785

:

I mean, I can go on and on.

786

:

Um, so we continue to just face

this intersection, intersectional

787

:

oppression as Black women.

788

:

And, and no matter what level of

success you're at, it happens.

789

:

I'm, you may have read this.

790

:

There were stories during, um, COVID

of Black women who, Were professionals

791

:

and got sick and went to the hospital.

792

:

There was a story of a black woman who

was a physician, was in the hospital,

793

:

was sick, was able to self diagnose,

knew what was going on with her.

794

:

And she could not get the doctors

and nurses in the hospital.

795

:

She was at to give her

the medication she needed.

796

:

They didn't take her seriously.

797

:

And she texted her family on the day she

died in the hospital because she knew What

798

:

was going on, and she knew she was dying

and she died that happens to black women.

799

:

So it's really important that

not only do we have conversations

800

:

about how to get ahead.

801

:

But we need to have conversations

about how to take care of

802

:

ourselves while we're climbing.

803

:

Chris P. Reed: So one of the difficulties

in that is you talked about the higher

804

:

you go, the more narrow it becomes, right?

805

:

Geraldine Moriba: Right.

806

:

Chris P. Reed: And the reality

of it is for black women in

807

:

particular, it's pinpoint narrow.

808

:

Tony Tidbit: Yeah.

809

:

Chris P. Reed: And so as you ascend in

your career, um, the isolation has to

810

:

be, we're, we're made to be communal.

811

:

Creatures, right?

812

:

Human beings naturally thrive and,

and, and do well in societal norms

813

:

or, or, you know, in societies where

we can collaboratively work together.

814

:

But when you're in these situations

or you're in these positions

815

:

like yourself, how tough is it

to feel like you're on an Island?

816

:

How tough is it to look around?

817

:

And you're the, at this place,

when you were young, you were

818

:

the only black thing there.

819

:

But as you grow up and go up and

the responsibilities get that much

820

:

more magnified How tough is it for

you to feel like you're on an island

821

:

and you have responsibilities to the

community, to your family, to all

822

:

the, like, how does that factor into

your mental health and makeup as well?

823

:

Geraldine Moriba: So I think that

what we have to do, first of all,

824

:

Black men and women prioritize our

health because black men have some

825

:

very extreme Health outcomes as well.

826

:

I mean from prostate cancer to also breast

cancer by high blood pressure high blood

827

:

pressure High cholesterol and so on.

828

:

So this is for both of us Because

we're all one but what I'll say is

829

:

we absolutely have to prioritize

our wellness that and that's both

830

:

physical And mental, um, but in doing

so, there are, there are all sorts of

831

:

strategies you can employ to get there.

832

:

I will tell you that.

833

:

I get ahead, um, not because

I just do it on my own and

834

:

I'm in isolation working hard.

835

:

I'm able to survive because

I have an incredible family.

836

:

I have such strong support at home between

my nuclear family and my extended family.

837

:

And I also have the most amazing

circle of women who support me.

838

:

You know, my, my mom, I am so fortunate.

839

:

She's still here kicking and, um, like

questioning me and, and challenging me.

840

:

And, and, and she is a blessing

and my number 1 cheer leader.

841

:

And, you know, I don't get into

conversations with my mom about a contract

842

:

negotiation or some stress at the office

because she doesn't have the means to.

843

:

But my mom recognizes when I am

stressed and she'll be the first

844

:

person who'll say, Geri, did you eat?

845

:

Tony Tidbit: Right?

846

:

Geraldine Moriba: Did you slow down?

847

:

Why?

848

:

Why are you going so fast?

849

:

Like she will force me

to put on the brakes.

850

:

My sister does that.

851

:

My girlfriends do that

in my circle of friends.

852

:

We do things all the time to help

each other, and I will say I do

853

:

it with my male friends, too.

854

:

Um, so it is important that you have

a life outside of your job, that

855

:

you're doing things that are outside

of what you do, you know, nine to

856

:

five, that you have outside interests.

857

:

But you're also doing healthy things.

858

:

So it's one thing to get home

and just say, I'm so exhausted.

859

:

I can't do anything but turn on

some streaming channel, right?

860

:

I'm not naming any,

they're the competition.

861

:

Um, but you've, you've got to do

things, whether it is walking, exercise,

862

:

reading, keeping your mind sharp,

gardening, travel, cycling, kayaking.

863

:

I love kayaking.

864

:

Like whatever it is.

865

:

Do something.

866

:

Um, and then what I also do like for

my own personal wellness, um, is around

867

:

stressing and anxiety is I, I count,

there are multiple counting exercises

868

:

and there's one, this is a yoga technique

and it's called four, seven, eight.

869

:

And you inhale for, for four seconds.

870

:

And then you hold your breath

for seven seconds and you count,

871

:

and then you exhale for eight.

872

:

And if I am in, the beauty of

this is you can do it silently,

873

:

nobody knows you're doing it.

874

:

And if I am in a particularly stressful

corporate meeting, I just start breathing.

875

:

Tony Tidbit: That is great.

876

:

How do we take So number one, thank

you for that, uh, because those

877

:

are some good anecdotes that, you

know, people listening, that they

878

:

can put those things into action.

879

:

From a work standpoint, what would

you recommend based on You know, black

880

:

women trying to be super women, not

trying, they are super women, right?

881

:

They are.

882

:

And they're doing all these things, but

then it's degrading their health, alright?

883

:

And you talked about the

things that they can do to, to

884

:

hopefully alleviate some of that.

885

:

But from a work standpoint, when

they're at work and they're trying

886

:

to climb the corporate ladder, they

want to be that voice in the room.

887

:

They have great ideas and they

want to be respected, right?

888

:

What are some of the things that you

would recommend that they can be able

889

:

to do to navigate corporate America,

become successful, and still keep

890

:

their sanity and health as well?

891

:

Geraldine Moriba: So there are

a bunch of things you can do.

892

:

Um, first there's a difference

between a mentor and a sponsor, right?

893

:

A mentor is someone who coaches

you, listens to you, gives you some

894

:

advice, um, you see them periodically.

895

:

A sponsor is someone who

believes in you and picks up the

896

:

phone and makes things happen.

897

:

Tony Tidbit: Mm-Hmm,

898

:

.

Geraldine Moriba: We, we need mentors, but we even need even more sponsors.

899

:

Right?

900

:

And, and the reality is most of the time

your sponsors are going to be white men.

901

:

Because they're the ones who

are in the position of power.

902

:

So it's really important that you develop

relationships with everybody, right?

903

:

So you need your sister circles,

but you also need relationships

904

:

with people who can be sponsors.

905

:

And, and I think that, um, if you're

able to develop those relationships along

906

:

the way and maintain them and nurture

them, Means, like, thinking about cards,

907

:

thinking about mutual interests, thinking,

always, always saying, thank you.

908

:

And I personally believe that when

you are kind and compassionate and

909

:

thoughtful, and you treat people that way.

910

:

Most of the time, not always,

but most of the time, they

911

:

treat you the same way back.

912

:

And throughout my career, I have

had moments when people have called

913

:

and said, Hey, I don't know if

you're aware of this opportunity,

914

:

but I think you'd be perfect for it.

915

:

Those things happen when you

nurture those relationships.

916

:

It's a lot harder to move forward if

you're uncovering every stone yourself.

917

:

Tony Tidbit: Right?

918

:

Geraldine Moriba: So I think part

of it is around, um, relationships.

919

:

The other thing is we only

know what we know, right?

920

:

And we don't know everything.

921

:

So one of the things that I do,

um, and I do this with women is.

922

:

We will have, you know, salons for

lack of a better word, where we'll

923

:

get together, um, and pick a topic.

924

:

And just everybody comes and we

have this open unfiltered, um,

925

:

conversation with some rules like

rules that this is confidential.

926

:

You can't share it.

927

:

This is not going to be

on social media, right?

928

:

It's not pillow talk.

929

:

This is, you know, this is confidential,

930

:

Tony Tidbit: right?

931

:

Geraldine Moriba: And, and we've done

everything from talking about, um,

932

:

aging and how our bodies change to

negotiation habits, um, and skills

933

:

to a, I and how a, I is changing our,

um, our occupations and opportunities.

934

:

To, um, we've most recently in the

fall, I did it with a group of women

935

:

and we talked about, um, insurance

and insurance options, life insurance,

936

:

because, you know, You know, you get

to your job and you just check boxes,

937

:

but there really are multiple factors

to think about and, and, and, um, and

938

:

dependent care and, and what happens

when you're not working anymore and

939

:

how does insurance work and, and so on.

940

:

And these are conversations that

if you're waiting for someone

941

:

to tell you, like, to get a call

from HR, it's not going to happen.

942

:

Like, you've got to self advocate.

943

:

Right.

944

:

And, and it's true for things.

945

:

In our communities, too.

946

:

It's how we organize around voting.

947

:

It's how again, going back to Covid.

948

:

It's how we organize to make

sure the people who were most

949

:

shut out in our communities.

950

:

Got the care that they needed.

951

:

Um, so I, I think that we have to

make sure that we fight against

952

:

isolation because yes, it's true.

953

:

Sometimes you are the

only one at the table.

954

:

There's no question.

955

:

Only one in the room.

956

:

Like, it's going to

happen again and again.

957

:

Tony Tidbit: Right.

958

:

Geraldine Moriba: But if you have

these other circles outside, Right?

959

:

That keep you strong.

960

:

You can break, they're your cloak

when you go into that meeting.

961

:

And then you can get out and

call your girl and say, Listen,

962

:

you know what just happened?

963

:

You know what they just said?

964

:

Can I tell you what just happened?

965

:

Right, right, right.

966

:

And do that all the time.

967

:

Chris P. Reed: So with you in engaging

with other high achieving, uh, black

968

:

professionals, black women about

these different topics that aren't

969

:

just always professional, some of our

personal, you having your mother as

970

:

an accountability buddy, you have an

accountability circle and you, uh,

971

:

contributing to this human equity.

972

:

Um, have you always been like that?

973

:

Or was that something you

had to learn the hard way?

974

:

Or how does someone who's on

the fast track and thinking they

975

:

have to be focused and, and.

976

:

You know, pinpoint precision

on career, career, career.

977

:

How do they take a breath?

978

:

Is it, does it have to be

super intentional to do so?

979

:

Or do you have to connect with those

people who you could be vulnerable with

980

:

in order to allow for you that opportunity

to vent without going crazy and wanting

981

:

to flatten the tires or whatever the

case, but how do you develop that?

982

:

Is that something that you just

came with or was that something

983

:

you had to go out and seek?

984

:

Geraldine Moriba: So, Honestly, I for me,

I think it was learned behavior, right?

985

:

I grew up in the Caribbean.

986

:

They have different names for it

in different Caribbean countries,

987

:

and it comes from Africa, but

there's this tradition in Jamaica.

988

:

We call it partner.

989

:

I think in Trinidad, it's

called something like that.

990

:

Somebody's going to text me and

say that's not what it's called.

991

:

Um, but it's called different things.

992

:

And it's basically this tradition

of getting a group of people and you

993

:

all put in the same amount of money.

994

:

Um, into a collective pot, and

each month one person draws.

995

:

Tony Tidbit: Yeah, I remember that.

996

:

My neighbor, he did that.

997

:

Geraldine Moriba: Right?

998

:

And like, it is a very simple,

logical way to help each other.

999

:

Say, for instance, for your

first home down payment.

:

00:58:54,744 --> 00:58:58,614

If you're with five people you

trust, right, and each of you, every

:

00:58:58,614 --> 00:59:01,475

month, is putting in a thousand.

:

00:59:01,475 --> 00:59:06,835

That's And, and then when it's your turn,

you get back five or six thousand, right?

:

00:59:07,005 --> 00:59:09,275

So it has to be, the group

has to commit to do it.

:

00:59:09,285 --> 00:59:14,584

If it's a hundred dollars, if it's five

dollars, when it's your draw, you get

:

00:59:14,635 --> 00:59:19,284

a lump sum that would take you so much

longer to try and save on your own.

:

00:59:19,545 --> 00:59:22,515

So it's about, um,

accountability among your circle.

:

00:59:22,785 --> 00:59:28,785

But I remember watching my mom, who was

a single mom with four of us, um, do that

:

00:59:28,895 --> 00:59:31,025

again and again and again with women.

:

00:59:31,575 --> 00:59:39,355

And, and it was how she helped pay

bills, um, school trips, uh, trips.

:

00:59:39,495 --> 00:59:43,125

She'd take us on these family trips back

home to see her parents, my grandparents.

:

00:59:43,325 --> 00:59:46,175

It's how she got the money

to do it as a single mom.

:

00:59:46,605 --> 00:59:47,035

So.

:

00:59:47,400 --> 00:59:50,260

I grew up, I don't think the

things that I'm doing are

:

00:59:50,260 --> 00:59:52,620

necessarily original or, or new.

:

00:59:52,900 --> 00:59:55,440

And what she was doing

wasn't original or new.

:

00:59:55,460 --> 00:59:58,900

She saw that from her parents

who learned that tradition

:

00:59:58,900 --> 01:00:00,320

from their parents and so on.

:

01:00:00,320 --> 01:00:03,550

Because again, that's

a, an African tradition.

:

01:00:03,560 --> 01:00:08,825

That's a, uh, a viable solution

in multiple cultures and And

:

01:00:08,835 --> 01:00:10,265

that's what we did growing up.

:

01:00:10,285 --> 01:00:16,215

And I think that so many of the things

that I do today are extensions of what

:

01:00:16,265 --> 01:00:19,215

I observed in my own home growing up.

:

01:00:20,725 --> 01:00:21,205

Tony Tidbit: Wow.

:

01:00:21,465 --> 01:00:22,655

Thank you for that wisdom.

:

01:00:22,655 --> 01:00:23,775

That was awesome.

:

01:00:23,955 --> 01:00:26,795

And I do remember that because

my neighbor, he was Jamaican

:

01:00:26,795 --> 01:00:28,335

and he, they did this.

:

01:00:28,565 --> 01:00:32,114

And I think one time it was his

turn and he got like five, 10 grand.

:

01:00:32,114 --> 01:00:32,945

I forget what it was.

:

01:00:33,425 --> 01:00:35,055

And then, but he just

kept putting money in it.

:

01:00:35,404 --> 01:00:36,465

So that is awesome.

:

01:00:36,495 --> 01:00:40,424

So let me, you've, you've

given us a lot of information.

:

01:00:40,614 --> 01:00:46,290

Um, You know, the love that you have for

your fellow human being and something that

:

01:00:46,290 --> 01:00:49,520

you talked about earlier, but you wanted

everybody to be seen as human beings.

:

01:00:49,520 --> 01:00:51,369

Yes, revenue has to be driven.

:

01:00:51,370 --> 01:00:53,679

Yes, you know, KPIs have to be met.

:

01:00:53,679 --> 01:00:57,040

But in the day you have to

see everyone as a human being.

:

01:00:57,040 --> 01:01:01,050

So number one, I want to thank you

because, you know, people, like

:

01:01:01,050 --> 01:01:02,690

you said, we don't know everything.

:

01:01:03,210 --> 01:01:06,700

And at the end of the day, having

somebody like yourself, come on.

:

01:01:07,035 --> 01:01:11,805

And be authentic and share this, I can

tell you flat out, there's going to be

:

01:01:11,805 --> 01:01:18,435

people that listen to this male and female

that are going to get a ton out of it.

:

01:01:18,775 --> 01:01:19,425

I'll be honest with you.

:

01:01:19,425 --> 01:01:20,984

I took a couple of notes myself.

:

01:01:21,334 --> 01:01:21,894

Okay.

:

01:01:22,185 --> 01:01:23,225

So we want to thank you.

:

01:01:23,225 --> 01:01:26,084

But what the question I have for

you is how can a black executive

:

01:01:26,085 --> 01:01:29,165

perspective podcast help you Geraldine?

:

01:01:31,195 --> 01:01:34,075

Geraldine Moriba: I think

that, um, it would be great.

:

01:01:34,615 --> 01:01:41,315

If you read some of these stories, like

we're trying to amplify all that we

:

01:01:41,365 --> 01:01:48,755

can in terms of stories that empower

and motivate and protect black America.

:

01:01:49,145 --> 01:01:53,494

And I think it would be wonderful if

you pause to see what we are doing.

:

01:01:53,995 --> 01:01:57,925

You know, now at theGrio,

like take a look at theGrio.

:

01:01:57,945 --> 01:02:03,444

com because honestly, all of that data

that I just gave you, I got from articles.

:

01:02:03,485 --> 01:02:05,955

Our reporters are reporting on.

:

01:02:06,345 --> 01:02:07,475

all the time.

:

01:02:07,785 --> 01:02:10,055

You know, there's an election

coming up and we're paying attention

:

01:02:10,055 --> 01:02:11,195

and we're reporting on that.

:

01:02:11,195 --> 01:02:14,695

We talk about black women, we talk

about black men, like, sure, there's

:

01:02:14,695 --> 01:02:20,384

a lot of stories that are there to

entertain, but if you, you know, if

:

01:02:20,385 --> 01:02:22,084

you, if you don't laugh, you'll cry.

:

01:02:22,084 --> 01:02:27,305

So we will entertain you, but we also

take life pretty seriously and protecting

:

01:02:27,305 --> 01:02:28,845

our community pretty seriously.

:

01:02:28,855 --> 01:02:32,595

So if One thing you could do,

I'd say, check out theGrio.

:

01:02:32,595 --> 01:02:32,885

com.

:

01:02:33,855 --> 01:02:34,835

Tony Tidbit: Absolutely.

:

01:02:34,905 --> 01:02:36,474

Everyone, go to www.

:

01:02:36,475 --> 01:02:37,875

theGrio.

:

01:02:37,915 --> 01:02:38,375

com.

:

01:02:38,865 --> 01:02:40,735

Read, learn, understand.

:

01:02:40,745 --> 01:02:43,075

And you just said

something that's very key.

:

01:02:43,075 --> 01:02:44,455

There is an election coming up.

:

01:02:44,714 --> 01:02:47,604

So really, it's about trying to get facts.

:

01:02:47,895 --> 01:02:50,775

And really, because there's going to

be a lot of things thrown out there

:

01:02:50,775 --> 01:02:54,755

that people are just going to say,

that 9 times out of 10 is not true.

:

01:02:55,165 --> 01:02:57,955

So, You have a resource here, theGrio.

:

01:02:57,975 --> 01:02:58,335

com.

:

01:02:58,335 --> 01:02:59,215

Check them out.

:

01:02:59,755 --> 01:03:00,735

Very personable.

:

01:03:00,735 --> 01:03:02,545

They're going to tell

you personal stories.

:

01:03:02,545 --> 01:03:04,745

We're going to get to read them, but

more importantly, they're going to

:

01:03:04,765 --> 01:03:07,275

have facts that can back up, right?

:

01:03:07,275 --> 01:03:09,865

Which is really the key, especially today.

:

01:03:10,475 --> 01:03:14,879

So Geraldine, Geraldine Moriba, we want

to thank you for, uh, for joining us.

:

01:03:14,880 --> 01:03:18,740

Being a guest on A Black Executive

Perspective, we wish you nothing

:

01:03:18,740 --> 01:03:22,090

but mad success, which we know

that you're going to have it

:

01:03:22,100 --> 01:03:23,479

because you already speak to it.

:

01:03:23,809 --> 01:03:24,319

Okay.

:

01:03:24,660 --> 01:03:29,679

So we, we continue, continue

mad, mad success, and we wish

:

01:03:29,679 --> 01:03:32,499

theGrio mad success as well.

:

01:03:32,650 --> 01:03:36,340

I think it's now time for Tony's tidbit.

:

01:03:36,575 --> 01:03:40,635

It's time for Tony's tidbit, and

as always, our tidbit is always

:

01:03:40,645 --> 01:03:43,225

based on what we talked about today.

:

01:03:43,225 --> 01:03:47,885

So today's tidbit is, in the face

of stereotypes and microaggressions,

:

01:03:48,135 --> 01:03:50,295

our brilliance cannot be dimmed.

:

01:03:50,745 --> 01:03:55,214

Instead, it illuminates

the path for those to come.

:

01:03:55,730 --> 01:04:02,210

To the resilient women leading with grace,

you are not just setting the table, you

:

01:04:02,210 --> 01:04:09,060

are redefining what it means to sit at it,

leading the way with light and strength.

:

01:04:09,820 --> 01:04:14,630

And if anybody epitomizes

that is Geraldine Moriba.

:

01:04:15,019 --> 01:04:15,660

All right.

:

01:04:15,690 --> 01:04:19,690

And at the end of the day, there's

going to be a lot more women.

:

01:04:19,880 --> 01:04:20,260

Excuse me.

:

01:04:20,310 --> 01:04:23,430

They are a lot more women that's

leading the way their light is

:

01:04:23,430 --> 01:04:26,110

shining because they bring it.

:

01:04:27,735 --> 01:04:31,735

So I hope you enjoyed today's

episode, Balancing Act, Black Women

:

01:04:31,735 --> 01:04:34,265

Executives Managing Health and Career.

:

01:04:34,504 --> 01:04:38,285

So now it's time for a Black

Executive Perspective Call to Action,

:

01:04:38,535 --> 01:04:42,084

which is called LESS, L E S S.

:

01:04:42,134 --> 01:04:46,710

This is something that we want

Everyone to do an L stands for learn.

:

01:04:46,890 --> 01:04:51,610

We want you to learn about other

racial and cultural nuances and people.

:

01:04:51,770 --> 01:04:53,650

So that's going to enlighten you.

:

01:04:55,290 --> 01:04:59,249

Chris P. Reed: And then the E stands for

empathy to understand diverse perspectives

:

01:04:59,250 --> 01:05:03,089

is the best way that you can consume

all the information at your disposal.

:

01:05:03,339 --> 01:05:05,390

Tony Tidbit: And then S stands for share.

:

01:05:05,560 --> 01:05:09,430

Now you want to share what you've

learned to your friends and family so

:

01:05:09,430 --> 01:05:11,279

they can become enlightened as well.

:

01:05:12,779 --> 01:05:17,380

Chris P. Reed: And the last S stands

for stop actively work on stopping

:

01:05:17,380 --> 01:05:20,300

discrimination and fostering inclusivity.

:

01:05:20,720 --> 01:05:24,250

This will help build a fairer, more

supportive, more understanding world.

:

01:05:24,580 --> 01:05:29,080

Let's all do this every day and we'll

start to see the change we want to see.

:

01:05:29,335 --> 01:05:30,095

Tony Tidbit: Absolutely.

:

01:05:30,105 --> 01:05:30,955

Thanks, Chris.

:

01:05:30,965 --> 01:05:34,355

So again, you can tune in to the

next episode of the black executive

:

01:05:34,355 --> 01:05:39,115

perspective podcast, wherever you get

your podcast, go to our website, give

:

01:05:39,115 --> 01:05:40,725

us a rating, give us some feedback.

:

01:05:40,725 --> 01:05:41,975

How did you like Geraldine?

:

01:05:42,455 --> 01:05:46,024

What questions Chris and I didn't

ask her what more information that

:

01:05:46,034 --> 01:05:48,095

you want to know, please let us know.

:

01:05:48,265 --> 01:05:51,775

And you can follow a black

executive perspective podcast on

:

01:05:51,775 --> 01:05:56,665

our social channels, Instagram X,

YouTube, Tik TOK, and Facebook.

:

01:05:56,665 --> 01:05:56,959

Good night.

:

01:05:57,010 --> 01:06:01,430

At a black exec for our fabulous

guests, Gerald, Geraldine

:

01:06:01,430 --> 01:06:04,330

Moriba for my co hosts, Chris P.

:

01:06:04,330 --> 01:06:07,259

Reed for the lady behind

the glass in here.

:

01:06:07,259 --> 01:06:08,720

That's also a super woman.

:

01:06:09,040 --> 01:06:09,990

Noelle Miller.

:

01:06:09,990 --> 01:06:11,569

That's pulling all the levers.

:

01:06:11,660 --> 01:06:12,920

I'm Tony tidbit.

:

01:06:13,140 --> 01:06:14,249

We talked about it.

:

01:06:14,419 --> 01:06:16,290

We love you and we're out

:

01:06:20,510 --> 01:06:23,020

BEP Narrator: a black

executive perspective.

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About the Podcast

TonyTidbit: A Black Executive Perspective
Reshaping Leadership & Diversity in Corporate America
About the Podcast: "TonyTidbit: A Black Executive Perspective" offers a deep dive into the corporate world through the lens of diversity, equity, and inclusion. Hosted by Tony Franklin, aka Tony Tidbit, this podcast shines a light on vital conversations around race, leadership, and diversity, fostering understanding and change.

https://ablackexec.com

Meet Your Host: Tony Franklin has over three decades of corporate experience and provides transformative insights into diversity and inclusion, making each episode a journey of learning and empowerment.

Why You Should Listen:
- Diverse Perspectives: Insights from a variety of voices on challenges and triumphs in the corporate sphere.
-Action-Oriented: Practical advice for advocating equity and allyship in the workplace.
- Educational & Empathetic: A focus on empathy and education to drive impactful change.

What to Expect: #BEPpodcast brings powerful transformations, empowering voices, addressing barriers, and delving into topics reshaping Corporate America. It's a platform uniting diverse voices and making a significant impact.

Stay Connected:
Follow @ablackexec on social media for insights and visit ablackexec.com for updates and additional content.

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"TonyTidbit: A Black Executive Perspective" is available on:
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Join us in transforming the narrative on race, leadership, and diversity in Corporate America. Your participation matters!

#BEPpodcast #TonyTidbit #CorporateDiversity #Inclusion #Leadership #RaceInCorporate #DiversityMatters #DEI

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About your host

Profile picture for Tony Franklin

Tony Franklin

Tony Franklin, the esteemed host of "TonyTidbit: A Black Executive Perspective," is a dynamic and insightful leader with over 30 years of experience navigating the complexities of corporate America. With a career marked by leadership roles across various industries, Tony brings a wealth of knowledge and a unique perspective to the podcast. His journey is one of resilience, determination, and an unwavering commitment to driving diversity, equity, and inclusion (DEI) in the workplace.

A passionate advocate for change, Tony initiated the groundbreaking "Conversations about Race" series in his workplace following the social unrest of 2020. This series laid the foundation for the podcast, offering a platform for open, honest discussions about race and the Black executive experience in corporate America. Through his engaging conversations with guests, Tony explores themes of adversity, exclusion, and implicit bias, while also highlighting the strategies that have helped break down racial barriers.

Tony's approachable style and depth of experience make him an influential voice in the DEI space. His dedication to fostering an inclusive environment is evident in each episode, where he provides actionable guidance for being a better advocate and ally. "TonyTidbit: A Black Executive Perspective" is not just a podcast; it's a movement towards a more equitable corporate landscape, led by Tony's visionary leadership and empathetic voice.