On today’s show, Zach and Ade discuss and expand on last week’s D&I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.
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Zach: Oh, man. What’s going on, y’all? It is Zach.
Ade: And Ade.
Zach: And you’re listening to Living Corporate.
Ade: Sho are.
Zach: [laughs] Yes, they are. Now, listen. It’s funny. You know, we’ve been around for over a year, and–[both laugh] we’ve yet to explicitly talk about diversity and inclusion. I mean, our podcast is about–essentially about diversity and inclusion, right? But we’ve yet to talk about it, like, explicitly on this podcast, like, as a subject, and I find that kind of–kind of weird.
Ade: Super weird. Super odd.
Zach: Okay. Yeah, it’s kind of odd. I mean, you would think it’s kind of low-hanging fruit. It’s, like, right there, you know? You know, we start off with these concepts and, you know, every-man topics, and we didn’t really, like, go straight at it, you know? I don’t know why we are just now getting into this. I don’t know. Anyway, diversity and inclusion. Ade, what is–what is diversity and inclusion? Like, when we use the words “diversity and inclusion,” like, what do we typically think of? Like, what are we–what are we talking about?
Ade: We’re talking about an actual effort by an organization, big or small, to ensure that their workplace, their groups, their team members, are representative of the world at large, that their spaces are not these homogeneous microcosms, and that they are really and truly including everybody in their missions. I think that would be my personal definition of diversity and inclusion.
Zach: Well, you know, it’s fire because you said homogeneous and microcosms back to back.
Ade: Bloop. Get at me.
Zach: Bars. [both laugh] No, I agree with that. You know, it’s funny though, because often times I do believe that’s the definition in theory, but a lot of times the term “diversity and inclusion” is just kind of used to make sure that folks don’t get sued, right? Like, “We’re not racist and we don’t discriminate against people, so we’re gonna use the term diversity and inclusion.” You know what I’m saying? Like, if you look–I’ve seen some organizations–listen, I can’t go into all of the details, but I’ve walked into a variety of companies, okay? And organizations can be as homogeneous as a pot of peas, okay?
Ade: As a pot of peas…
Zach: As a pot of peas. They all look the same. Everybody looks the same. [laughs] That’s right. I’m country. I said it. A pot of peas. But on their website, oh, boy… boy, they got all the–all the jargon, all the lingo.
Ade: Every stock photo of every [?] you can imagine.
Zach: I see the same five black people in all of these diversity and inclusion photos.
Ade: I mean, at least they have the common sense to actually have photos of people that they actually employ on their website. I have seen some egregious cases of literally stock photos on these websites.
Zach: That’s what I’m saying. That’s what I’ve seen. I’ve seen the same–oh, I see what you–you thought I was saying the same black people on one website. No. Well, I’ve seen that too, but I’m saying I’ve seen the same stock photo images across multiple companies.
Ade: Wow. Like, have you no shame? Have you no decency?
Zach: [laughs] My goodness. There’s millions of us out here. My gosh.
Ade: There’s literally billions, but I think the additional point, though, is that, like, it tells me what you value as an organization when you’re willing to put more time and effort into planning your happy hours than you are into truly representing, not just racially but with the gender diversity makeup, the disability diversity makeup, with–like, there’s so much that goes into thinking through what it means to have a diverse organization, and y’all will blow your HR budget on beer. And not even good beer.
Zach: Not even good beer, lowkey.
Ade: It drives me nuts that the conversation that we have about diversity and inclusion is about making it more palatable for everybody else as opposed to being like, “No, let’s center this on what the truth of the matter is and what reality is as opposed to let’s center this on what makes people comfortable.”
Zach: That’s real. You’re kind of jumping the gun a little bit, but I feel you. I feel you.
Ade: My bad.
Zach: No, you’re good. You’re good. I’m excited. I mean, like, now I’m activated, you know what I’m saying? I’m here. Let’s go. [both laugh]
Ade: Get active.
Zach: But no, you’re absolutely right, and it’s interesting because–so I had, like, a crazy idea, right? So we know that companies actively–you know, like, when you look at black and brown unemployment, disabled unemployment, it is drastically higher, right, than majority unemployment. It would be dope though if companies, when they interviewed people and, like, they know–you know you’re not about to hire that black or brown person, so you say, “Hey, listen, I’m not gonna hire you, but I’d love to take your picture for some of our diversity and inclusion stock photos.”
Ade: Excuse me? First of all, lawsuit. I’m not even gonna say anything. I’ll just nod, smile, and, like, put Voice Memo on on my phone and just–
Zach: [laughing] I couldn’t even say that with a straight face, but it’s–but you know what, though? There’s some money in there somewhere, man. There’s some business in there somewhere.
Ade: All right. If you’re done being ridiculous, let’s focus.
Zach: No, I’m not–listen, I’m not really being ridiculous, because as an–as an aside, y’all, I just read some article at random about this little 12-year-old white kid who was getting six-figure deals to create dances for rap songs, and then people buy the dances, and then, like, they pay him. But he’s not doing–he’s not doing new dances though.
Ade: These dances he’s creating are a compilation of dances that black people came up with.
Zach: Black dances. Yes, yes.
Ade: I just also–I think this is a separate conversation actually, but I wanted to have a conversation about what it means to monetize blackness divorced of black people.
Zach: I’m here for it. Well, this is–so I feel like I’m–
Ade: We’re going down this rabbit hole.
Zach: [laughs] We are, but no, seriously though, the reason I was being–I was, like, making a joke–it’s kind of a joke, it’s kind of not–is like, people are out here monetizing and getting bread off of this, off of the concept of D&I, without actually doing any D&I, right? And so I’m just saying, like, at least if you did that, you–at least some of these black people who are unemployed that have a little bit more money in their pocket while they look for their next job. I mean, something–I don’t know. There’s something there, but anyway. Okay, cool. So we’ve talked a little bit about what we think D&I is. We’ve done some research, right?
Ade: Oh, actually, I also want to have another example of this.
Zach: Yes, keep going.
Ade: Did you see recently that Twitter Detroit posted a picture of their office space? And all white people. Every single person in that photo.
Zach: Mm-mm, did not see that.
Ade: Yeah, every single person in that photo was white. Now, I think it later came out that the–all of the black people that they had employed at Twitter Detroit was at NSBE, although I don’t quite–I don’t quite know the truth of that statement, but it was just a really striking photo, that you are in Detroit, a city that is 84 or 85% black…
Zach: Detroit is black black.
Ade: Blackity-black as hell.
Zach: Detroit’s the kind of black that makes other people, you know, kind of uncomfortable. [laughs] Like, it’s black. It’s a lot of black people.
Ade: Kind of. Detroit–up until, like, three, four years ago, Detroit was the kind of black that these type of white people were not going into.
Zach: I mean, to be–to be honest, that’s true. That’s true.
Ade: Anyway, I say all of that–
Zach: So they said all of the black people was at NSBE?
Ade: I don’t know if–again, this is not something that I did a ton of research into, because they posted an apology tweet attached to that first image… and I can read the tweet to you actually. It says, “We hear you on the lack of diversity. We’re committed to making our company reflect the people we serve, and that includes here in Detroit. We’ve got a lot more work to do. We have a team at NSBE now, and we look forward to connecting with the amazing people there.” I just have two questions. The first is there are three, four, five, six, seven, eight, nine maybe people in here, all of whom are white-presenting. There are a couple of people who are out of the photo or they have their backs turned, so I don’t know necessarily how true that is, but it’s incredible to me the–because I was able to see that photo, and obviously a lot of people were able to see that photo, and immediately see the problem, but what does it say of your organizations that you are so deeply homogeneous that you don’t recognize right off the bat that, “Hey, we’re in Detroit. Every single one of us in here is white. What does that say about this organization?
Zach: Well, you know what they’re gonna say. They’re gonna say it’s about diversity of thought, Ade. Diversity of thought.
Ade: That’s cute.
Ade: And let me not poo-poo that idea out the gate. Let us treat that as a serious, intellectual argument. Okay, so you were saying that diversity of thought is more important than physical diversity, gender diversity, et cetera, et cetera, ad nauseum. However, what does it say that you think the only diversity that matters, diversity of thought that matters, is the kind of diversity of thought that represents you? Because there’s no way you’re telling me that you have the exact same thoughts and the exact same experiences and the exact same lens as, say, a black queer man who grew up in Detroit. There’s just no–I don’t believe that could ever be the case. Like, if you are from–if you’re a queer man from midtown Chicago, you don’t have the same thoughts as a queer man from Detroit. So I don’t understand how that is even an argument that anyone could make, but I say all of that to say that diversity is important. So is inclusion, because it would suck even more if the person taking that photo had been a person of color or had been the only disabled person in the office or had been the only neuro-divergent person in the office, and they’re not even included in the photo. You see what I’m saying? Like, there’s–
Zach: Oh, I hear you. Yeah. I’m letting you cook.
Ade: There’s so many different–[laughs] there’s so many different–thank you, friend–there’s so many different layers of complexity to that that on the one hand, why don’t you have any of these–any of these types of diversity represented in your office? But also I don’t know that it would be a safe space for anybody to walk up and say, “Oh, I’m the only black person in here.” Having to represent at all times, that just sounds exhausting. So it’s just–it’s a very difficult conversation for me to–for me to really think through. Do you have some thoughts, friend?
Zach: You know, I do, I do, and I appreciate you actually, like, slowing us down a little bit, ’cause I was gonna say that, you know, we did some research, right, and we’ve read a few things–just a couple thinkpieces, you know what I’m saying? Some Gallup data from the civil rights movement and some other things, you know what I’m saying? And labor data all around what does it really mean to be diverse and inclusive in an organization. And, you know, we’ve seen, like, you know, five things organizations are doing wrong, the top three reasons why D&I doesn’t work, you know, what makes an effective D&I organization, what makes an effective D&I strategy, da-da-da-da-da, and so, look, as opposed to us reading all of our–all of the findings that we’ve had and just kind of reading it to you–boring, right–we decided–we, Living Corporate, right, Zach and Ade–decided to give y’all our own list of what you need to know about diversity and inclusion so that you can actually have an effective diversity and inclusion strategy. Yo, JJ. Drop the Flex bomb. Whoa.
Ade: Not the flex bomb. [sighs]
Zach: [laughs] Boom.
Ade: I’m really looking forward to you being a dad, because you’re just so equipped, and I’m tired of hearing your dad jokes.
Zach: Nah, drop the Flex bomb. [dropping] In fact, JJ, drop it again. Yes.
Ade: JJ, please stop. [he stops] Thank you.
Zach: Nah, but it’s–you know, it’s important. So this is what we’re gonna do. We’re gonna give y’all some game for free. We’re gonna give you some of our thought leadership for nothing at all. All y’all gotta do is listen. I mean, come on. I ain’t trying to brag, but I’m saying, like, we’re pretty dope, right? Am I wrong, Ade?
Ade: I mean, no.
Zach: Okay, here we go. So how many of these do we have? We’ve got five, right?
Ade: I mean, something like that, but you know we can always expand on our lists if we start riffing off each other, et cetera, et cetera. We got five. We got five on it.
Zach: All right, we got five. We have five on it. We’re not messing with that endo weed, because it’s not federally legal, but we do have five on it. [both laugh] Okay, here we go. First things first. [Ade continues laughing] You’re really laughing. That’s funny. First things first, diversity and inclusion are two different things. I know.
Zach: Bars, I know. Diversity and inclusion are two different things. Often enough times, we kind of just throw the terms “diversity” and “inclusion,” like, we just smack ’em together, but they’re actually very different, right? So a lot of us understand what diversity is. Diversity is the concept of having a variety of experiences, perspectives, in gender representation, ethnic representation, able-bodied representation, sexual orientation representation, right? Like, geographic representation. Having different types of perspectives in a space. Like, that’s the concept of–
Zach: Go ahead.
Zach: Go ahead.
Ade: [?] Sorry.
Zach: It’s good. Hey, JJ. Just cut all that out. That part is diversity, right? Inclusion though is different, right? Inclusion is not just about–it’s not just about having people have a seat at the table, but making sure that those voices are actually heard at the table. And so a lot of times we’ll say, “Well, inclusion means making sure people feel included.” Inclusion means the power not only to sit at the table but to speak and have your voice equally heard at that table, right? And so it’s not just enough to have a variety of voices at a table if only a certain number of voices or a certain type of voice is gonna be heard. Then it just kind of becomes, like, a dog and pony show, right? So no, I mean, that’s really what it means, all right? Inclusion is all about making sure that those voices that have a seat at the table actually are heard, and typically, because of the hierarchical natures of these companies, voices that are not high on the totem pole are not heard, right? So it’s about making sure that those voices are actually supported and given authority and access so that their ideas can be mobilized, right? I think a lot of times when we talk about inclusion it’s like, “Oh, we have you in the room,” but you’re, like, over in the corner, or you’re just kinda–and it also just kind of makes you feel tokenized, right? It’s about actually making sure you have a voice. So that’s the first one. Diversity and inclusion is–the first one is people don’t really understand that diversity and inclusion are two different things, and they don’t understand what those words mean.
Ade: My turn. So beyond, you know, expanding the table and inviting people to eat–that’s one of the phrases that I’ve used to describe, or that I’ve heard used to describe, diversity and inclusion, empowering people. I also would like to make the point that it’s not the responsibility of marginalized people to diversity your workplace. What I’ve seen happen time and time again is that these embattled corporations where people realize “Oh, no, we treated diversity and inclusion as an afterthought, and now everybody looks like [trash?]. What do we do?” And they will hire somebody, usually a high-profile person, black person or a queer woman, they’ll bring these people in and do nothing to change the fact that the culture that fostered this homogeneity continues, and so–and in so doing make it the responsibility of this person that they invited into this hostile workplace, make it their responsibility to improve everything. And then when said person starts making points like, “Yeah, you really shouldn’t be making rape jokes during our lunch hour. You shouldn’t be making them at all, but it’s especially not appropriate in the work space,” or saying things like, “Yeah, I’m actually not gonna let you touch my hair, Karen. I don’t want to do that, and you don’t have my permission to do that, so great talk.” They’re treated as though they are the problem, and we don’t address the institutional racism. We address the black women talking about the institutional racism. We don’t address the institutional–just general lack of respect for people with disabilities, and it’s something that you would know if you spoke to the people who are experiencing these things, but it is instead more expedient to pat yourselves on the back for your awesome allyship and employing someone in a wheelchair and doing nothing to ensure that this person in a wheelchair is safe, comfortable, and can do their job without feeling belittled or patronized or outright ignored. So to restate my point, it is not the responsibility of the marginalized person to do the work of diversity and inclusion. It’s not their job. It is everybody’s job to ensure that the workplace is open and accessible.
Zach: That’s good. That’s good.
Zach: Bars. [both laugh] You like that. That makes you–that makes you giggle. Bars makes you laugh. I’ve noticed that over the past few episodes here. Okay, my turn. So in the spirit of your last point, my third–the third entry here is that diversity and inclusion will only go as far as the majority allows it to go, okay? So I’ma say it again. Diversity and inclusion will go…
Zach: Only [laughs] as far as the majority allows it to go. So what do I mean by this? Let me give y’all some statistics from some Gallup polls back in 1961, in the throes of our U.S. civil rights movement. I’m gonna give y’all a few data points. Here we go. Do you approve–and this is a poll, right, a Gallup poll, given to white folks in 1961, again, in the middle of the civil rights movement. Here we go. “Do you approve or disapprove of what the Freedom Riders are doing?” 22% approved, 61% disapproved, 18% had no opinion. Here’s another one. “Do you think sit-ins at lunch counters, freedom buses, and other demonstrations by Negroes will hurt or help the Negroes’ chance of being integrated in the south?” 57% said they believe it will hurt, 28% said it will help, 16% said no opinion. Here’s the last one, okay? This is the [Survey Research Amalgam?]. This is April, 1963. “Some people feel that in working for equal rights for Negroes, Reverend Martin Luther King is moving too fast. Others think he is not working fast enough. What do you think?” 8% said he’s moving too fast. 71% said he’s moving at the right speed. 21% said he isn’t moving fast enough. And so, you know, when we talk about–when we talk about, like, historically, right, civil rights, not just for African-Americans, but it’s the easiest one for us to point to because historically, like, when you kind of–like, there’s the most data points around it, and, you know, really, if we were to go by the data and the survey data and what people were really comfortable with, then we would still probably not really be–I mean, we’re not really integrated, but we wouldn’t have even the civil rights laws we have, right? And I think an uncomfortable reality is when you talk about diversity and inclusion and you talk about creating a truly diverse and inclusive working environment, it can only go as far as the majority is comfortable with it going, right? And when you think about the fact that–like, when you look at the civil rights laws, and you especially look–if you look at our present, right, like, we’re fighting to maintain some very basic civil rights laws that we achieved over 50 years ago, just over 50 years ago, like, and we haven’t really made, in terms of legislation, much progress since then. In fact, again, we’re fighting just to keep what we established 50 years ago, and really, if you think about historically, what we fought to get 50 years ago, we should have already had, like, 50 to 60 years before that. And so, you know, I think that’s–like, again, just kind of pointing to your point–like, really reinforcing your point around the fact that, like, it’s not–it’s not about making people comfortable. It’s not about, like, just kind of checking a box, and ultimately, it’s gonna take all of us, but the majority, to drive and make sure that we’re actually moving forward. It can’t be the responsibility of the marginalized to move the needle. We don’t have the numbers. We don’t have the power.
Zach: So that’s number three. I’m volleying it back to you.
Ade: Okay. I think I’m gonna expand on a point that I made at the end of my last–my last rant. So diversity and inclusion is all of our responsibility. It is not a position. It is not–the term Chris Moreland used was a function, and it’s also not about how good it makes individual people feel. It’s not about the money that it makes for the organization. Like, sure, yes, there are stats out there that show how good it is to have a diverse workplace, but–and I’m starting to realize that it’s really not a common thing or a common opinion anymore to do things because they’re the right thing to do. There has to be a cost-benefit analysis on this, and that’s trash.
Zach: That’s really trash.
Ade: Yeah, I don’t–I don’t know what’s happening. Maybe I shouldn’t say that. I know what’s happening. It’s capitalism.
Ade: But the point is that diversity and inclusion is about you as the individual respecting the whole of other people who are individuals in your workspaces and recognizing when there are individuals who aren’t welcome in your workplace and doing something to change that. Even beyond what it means to be an ally. You are actively doing the work of being a good human being and encouraging others in your workplace to do the same. I think I–when we were working on the Disabled At Work episode, I read a story about a guy who got a job working at one of these big tech companies, and he just knew it was gonna suck, right? Because when he had interviewed there, he did not see anybody who was wheelchair-bound as he was, and he had a very large electric wheelchair, and he was like, “I can’t turn it down because of the money, but I feel like this is not going to be great.” But he then told stories of how everybody was inclusive. They would ensure that he could get his scooter up and down these hills in San Francisco. They would ensure that he wasn’t just stuck being wet when it rained or that he could have a standing desk as opposed to the lower desk that wouldn’t work for his electrical chair. So there were all of these different parts of what it means to be inclusive, and not just empowering and recognizing the diversity in your coworkers, but also saying–taking it a step further and being like, “I’m right there with you.” Like, “Whatever it is that you need in order to feel comfortable in this space, in order to feel human in this space–” Like, we gotta be here at least 8 hours a day, dogg. Like, the least we can do is ensure that you are your whole self while you’re here, and I think that is such a significant thing to highlight. It’s such a significant thing because it very, very easily goes unspoken that you have a responsibility to your coworkers to not just be kind but be supportive.
Zach: You know, I think a large part of diversity and inclusion just comes–like, a large part of it is driven by empathy, right? Like, really–and I know that Chris talked about this too in the interview. It was just about, like, understanding someone’s story. Like, building a connection with them. Like, really understanding them. It’s challenging for me though, because, like–and I really–I love what Chris is doing, not only at Vizient but with his own start-up–with his own start-up at Storytellers, you know, but I don’t have to hear your story, right, like, for me to treat you and recognize that you’re a human being, you know what I’m saying? Like, I shouldn’t have to. I get it. I get it from a relationship-building perspective. Maybe I need to hear your story for us to, like, really build trust, but I shouldn’t have to hear your story for us to, like–for me to just empathize and recognize that you breathe–you’re breathing and walking, or–you’re breathing and existing and having a human experience just like me. It’s heartbreaking, to be honest, when I think about it like that. But okay, cool. So last one. I think I’m–I think it’s on me.
Ade: Most definitely.
Zach: All right. So really kind of pigging–piggy-backing off of my first point, but it’s really important. Ayo, if you don’t have inclusion, you don’t have diddly. Say it again. If you don’t have inclusion, you don’t have diddly. Listen, it’s not enough for organizations just to hire non-majority people, right? Because often times if you look at the turnover rate of non-majority employees, they’re significantly higher than majority employees, and if you do a cross-analysis with non-majority turnover and minority representation, you’ll see some connections–you’ll see some connections there, right? Like, you’ll see in organizations that are not truly inclusive, that do not have representation and some level of power, distribution of power for non-majority people, those organizations struggle to retain non-majority talent, and I think something to continue to keep in mind–organizations, I’m talking to y’all–listen, man, these gener–like, millennials and these Generation Z, the people coming behind us, we’re aware. Like, we pay attention, and we’re sensitive to that. Like, we peep game. Like, we’re gonna look and be like, “Oh, there’s no–there’s none of me here. I don’t see myself here. Okay, so I know I probably got only so much time to go before I gotta find somewhere to be,” or when something goes wrong or they feel like they’re not getting the coaching that they need or they’re not getting the development that they need or they’re getting passed over for promotion, if they don’t feel like they can talk to somebody and they’re not represented in the decision–in that pool of people that actually make the decisions and make the company grow and grow, then they’re not gonna feel like they can talk to anybody, and they’re gonna leave, right? They’re gonna be even more discouraged to, like, even try to stay, because they’ll be like, “For what? I’ma be the–I’m the only person here.” They’re not gonna be as comfortable when it comes to networking and trying to build relationships and–
Zach: Right? Because they don’t know who they can talk to. Like–and then, like, many of us, we’re the first people from our families in Corporate America. That’s my story. Ade, is that your story?
Ade: Like, only one.
Zach: Exactly. [laughs]
Ade: Solo dolo.
Zach: Solo dolo, and so, like, ayo, like, inclusion is important, and I guess part B to this one is listen, diversity of thought by itself is not real. Okay? That’s right. I’m giving y’all two, so we got six now. Diversity of thought is not–diversity of thought on its own is not real. It’s a term that some group of people in some laboratory made up just to kind of pat themselves on the back and create diversity where there really isn’t any.
Ade: Not a laboratory.
Zach: [laughs] They made crack and diversity of thought in the same place. What’s up?
Ade: I am…
Zach: JJ, give me them air horns right here. [laughs]
Ade: Okay. Okay, [?].
Zach: Nah, but for real though, like, it’s not real. Like, so diversity of thought is as relevant as diversity of experience, and if you look at American history, experiences are sharply divided along racial, gender, and sexual orien–lines of sexual orientation. Ade, you got another one?
Ade: Just a final thought.
Zach: Do your thing.
Ade: I think that paying lip service to diversity is almost worse than not doing anything and not paying attention to diversity and inclusion in the first place, because you–when you pay lip service to diversity, you delude people into thinking your workplace is a safe space and that they can come to your jobs and bring their own selves and come and do what they love to do for you. When you don’t even pretend, it lets everybody know who to avoid. When you pay lip service and you end up being these ultra-toxic, ultra-just all around disgusting places for people, it’s almost heartbreaking, right, because people want to come into these places and do good work and go home and love their families, and instead they come into these places, you gaslight them, pretend that nothing is actually happening when, you know, they’re facing all of these micro-aggressions, they are being passed up for promotions, their careers are stalling, and they have no allies and no way out. It’s a pretty abusive relationship, I’d call that, and even further than that I would say that, you know, you’re actively oppressing them in that scenario. So I say all of that to say that if you know that you have no investment whatsoever in diversity and inclusion and the success of everybody–and the growth, too, of all of these folks, then just leave us alone. Love us or leave us alone. That’s all I ask.
Zach: No, real talk though. No lukewarm DM–no lukewarm stuff, right? Be hot or cold. Either you’re in or you’re out.
Ade: The man came through with a word from the church for y’all.
Ade: Don’t think I didn’t notice, Zachary.
Zach: [laughs] Man, okay. Well, y’all, so this has been a dope B-Side, just sharing our thoughts about the interview with Chris Moreland. Really enjoyed him, and yeah. Ade, anything else? Do we want to do Favorite Things? Are we good?
Ade: My Favorite Thing right now–we can if you have something.
Zach: I got something. Go ahead, yeah.
Ade: Okay. Okay, so my current Favorite Thing is the voice of a young reggae artist known as Koffee. Love, love, love–I have just been listening to her on repeat lately and finding out–finding her music, where I can find her, but amazing. I love her.
Zach: That’s what’s up.
Ade: That’s it for my Favorite Things.
Zach: Okay. Okay, okay, okay. Yeah, you know–
Ade: Oh, wait. I lied.
Zach: Keep going. Go crazy.
Ade: Sorry, one other Favorite Thing. I have this book I’m currently reading. It is the AWS Certified Solutions Architect Study Guide.
Zach: Okay. [laughs]
Ade: Yeah, it’s my second Favorite Thing. It’s just a personal–as a reminder to myself to keep working.
Zach: I respect that. Okay, okay. I have one Favorite Thing, and this Favorite Thing, it’s–you know, it’s something that I partake in every day. It’s actually a beverage, and this beverage–this beverage is called kombucha.
Ade: Oh, I thought you were gonna say water. I was about to be like–
Zach: [laughs] No, no, no. I definitely do drink water every day though, and shout-out–ayo, if you’re listening to this, go ahead and get yourself some water. I don’t care what time it is. Ayo, get some water and take a sip.
Ade: Take a sip.
Zach: Take a sip.
Ade: Take a sip.
Zach: Take a sip. Okay, so–[both laugh] Okay, so–
Ade: Some ASMR peer pressure for your head top.
Zach: That was incredible. Yo, we should actually do an ASMR episode of us just, like, drinking water quietly. [whispering] “Ah.” [like his thirst was quenched, laughs]
Ade: No. Let’s move forward. [laughs]
Zach: “Ah, these ice cubes.” We could, like–no, but seriously though, ’cause we got these–these mics are pretty good. Like, we could just take–like, make sure the ice hits the glass. Clink, clink, clink. You know what I’m saying? It’s, like, all soft. All right, so listen here. Kombucha–and please don’t–y’all, don’t kill me in the comments if I’m saying it wrong. I’m country. Forgive me. It is a fermented, slightly–only slightly–alcoholic green or black tea drink, okay? It is so good. Like, think about it like–it’s like a soda. It’s like a healthy soda, right? And there’s–
Zach: Say it again?
Ade: I wouldn’t go that far, a healthy soda.
Zach: You wouldn’t go that far? It’s like a healthy soda.
Ade: No, it’s not.
Zach: It’s carbonated. It has some bite to it.
Ade: You know what? You’re right. Who are me to disagree with your Favorite Thing? My bad.
Zach: [laughs] It’s so good though, y’all, and it’s like–and so, like, you know, it comes in all kinds of flavors. You can–and it’s a fermented tea, right? So you take the tea, and it’s fermented, and then you put, like–you know, you can put whatever you want in there to flavor it. So, like, I’ll–my favorite flavor is ginger-ade. It’s like ginger and lemon and honey and fermented, like, fermented with the kombucha. Man, it is so good, and it’s low-calorie, right? So, like, a bottle–like, the same amount of this drink that would be, like, I don’t know, 200 calories in soda is, like, 50 calories. And it’s good for your digestion, so it helps keep you regular. That’s right, we’re talking about health. We talk about wellness on this podcast, so part of wellness is making sure that you’re regular. Come on, Ade. You know what I’m talking about.
Ade: Please leave me out of this narrative.
Zach: [laughs] But it’s important, y’all. It’s important. It’s important to be regular, and so anyway, kombucha, it helps. It has those live cultures and bacteria for your stomach, and it’s just delicious. It’s just so good. So yeah, that’s my Favorite Thing. I don’t have a brand, ’cause we don’t have no sponsors for kombucha yet, just like, you know, Capital City Mambo Sauce ain’t wanna show us any love, but we still love y’all. It’s okay, it’s okay, but I’m not giving no more free ads, okay? So I’m not gonna talk about the brand. I’ma just say I like kombucha. Or is kam-buka? What is it?
Ade: I’m pretty sure it’s kombucha.
Zach: Okay, cool. I just wanted to make sure I said it right.
Ade: But then you said it really, really wrong, so I really don’t know if you saying it right in the first place even counts.
Zach: [laughs] Dang, that’s jacked up. You’re supposed to be my peace.
Ade: No, sir, I’m not. Candice would have my head.
Ade: I just–first of all, that was a setup. Secondly–I forgot everything I was about to say because I was–I was so startled and taken aback at that–at that statement, wow. Candice, if you’re listening to this, I don’t want [?]. That is all.
Zach: Candice gonna show up–Candice gonna show up to D.C. with that Yao Ming on her all ’cause of me being silly, and I apologize.
Ade: All of the choppas just aimed in my direction, and I want none of it. I’m good.
Zach: Yeah, nah, ’cause I’m joking. It’s jokes, it’s jokes. Candice don’t listen to this podcast.
Ade: Wait a minute. Now [?].
Ade: All right, y’all. That does it for us on Living Corporate. Thank you so much for joining us on this podcast. Please make sure to follow us on Instagram @LivingCorporate, on Twitter @LivingCorp_Pod, and please subscribe to our newsletter through www.living-corporate.com. If you have a question for us that you’d like us to read on the show, please make sure you email us at firstname.lastname@example.org. We’re also taking any wins that you’ve had lately. We’re taking any [refuse?], any thoughts that you’d like to share with us. That’s it for us. This has been Ade.
Zach: And this has been Zach.
Ade and Zach: Peace.