122 : Raising Your Voice (w/ Jacinta Mathis & Netta Jenkins)

Zach speaks with the founders of Dipper, Jacinta Mathis and Netta Jenkins, about the value of your personal voice. They also share their journeys that led them to create Dipper and talk about their plans for the platform in 2020.

Connect with Jacinta and Netta on LinkedIn!


Zach: What’s up, y’all? It’s Zach with Living Corporate, and you know how we do, right? We come on, I say something like “What’s up, y’all? It’s Zach with Living Corporate,” and then I maybe remind y’all that we’re a platform that amplifies the voices of black and brown people at work, right? You should get the drift now. We’re at, like, episode a hundred and something. Now, as you also should know by now, I’m bringing to y’all some more fire for ya head top, some dope guests. Now, this is really only the second time in the history of Living Corporate that we’ve interviewed two people at the same time, so, you know what I’m saying, shout-out to us for that, and I’m just really excited ’cause we’re getting–I don’t want to say two for the price of one ’cause that’s kind of cheesy, right? But I’m saying we have two incredible guests, Netta Jenkins and Jacinta Mathis.

Jacinta: Hey.

Netta: Woo-hoo!

Zach: What’s up, y’all? Now, look, we’re just gonna get straight into it. I’m not even gonna go through the whole intros ’cause y’alls bios, if I was to try to do it, you know what I’m saying, I’ma take up all the time. [Jacinta and Netta laugh] So for those of us who don’t know y’all, please share a little bit about yourselves.

Netta: Yeah. Jacinta, would you like me to start off? Or–

Jacinta: Go for it, girl. Go for it.

Netta: Okay. Well, I guess I’ll start off with something fun. So I’m an Afrobeats living room dancer. Love Afrobeats.

Zach: Oh, turn up. Come on, Afrobeats.

Netta: [laughs] But aside from that, I’m the author of Self-Advocacy & Confidence for a Fearless Career, a Liberian-American woman. I’m a wife, a mom to a four-month-old baby boy and a six-year-old, and I’m also co-founder of Dipper. You know, by night, and vice president of global inclusion for Mosaic Group and Ask Applications by day in a full-time capacity. And I’d say, you know, in my full-time role I focus heavily on breaking systemic gaps and publicly challenging the notion of simply adding diversity doesn’t equate to an inclusive and equitable work environment. And I’m just really excited about our Dipper platform that, you know, helps guide professionals to a better workplace, whether good, bad, or indifferent, and we’re really, you know, giving people of color a voice, and we’re holding companies accountable and helping them to be improved at the same time.

Zach: Well, come on now, Mrs. Jenkins. I appreciate you.

Netta: Hey, hey, hey. [laughs]

Zach: Come on, now. Wait a minute, now. Let me give us this Flex bomb. [Flex bomb sfx] You know what I’m saying? That was incredible.

Jacinta: That was well-deserved. Well-deserved.

Zach: Well-earned, absolutely. Okay, now go on, Jacinta. You got it.

Jacinta: Yeah, so I am Jacinta Mathis. I am a Floridian who’s stuck in New York. I’ve been here for about 11 years, and I don’t think I’m leaving any time soon. I’m a data-driven performance marketer. I also focus on product growth and really feel like that’s my specialty. And, you know, I’m working on building amazing products and then telling people about them. That’s a lot of what I do. I’m also an evolving executive at an amazing tech company and co-founder of Dipper with Netta that we feel is revolutionary in providing this digital safe space for people of color that we have, you know, formed ourselves, with our own network. We’re just making it something that can exist at scale and reach millions of people. And also I am, you know, a life partner and a mother to my amazing little family.

Zach: Wait a minute, now. [Cardi B “ow” sfx] You know what I’m saying? [all laugh] So let’s do this, let’s do this. You talked a bit about who you are, but what’s been y’all’s journey, right, in becoming the entrepreneurs, public speakers, educators, corporate leaders, you know, and advocates that y’all are today? Like, how did y’all get to this place where y’all came together to really create Dipper? ‘Cause I want to talk about Dipper as we talk about really, like, the value of your personal voice, but, like, how did we get here?

Jacinta: Yeah. I think this is how Netta and I connected, because we were both raised–like, somebody nurtured us, watered us, so that we could become the sisters we are today, and really I think our legacy and what has happened before we even existed really helped mold the journey that we live today. And so, you know, I moved to New York to be a writer, and I ended up working at interning–when you could intern for free and it was legal–at PR agencies. I also worked in a restaurant, and I also had a gig at Target, and through working in a restaurant I met someone who was a media seller and kind of told me how ad agencies in the city work and really helped mentor me into a role at an ad agency, and that was kind of how my media buying, kind of advertising and marketing career really kicked off. And then when everything became digital I kind of literally fell into a tech company that ended up not being successful, but then I ended up at a really successful one where I met Netta and really helped build my career. And I think from there I realized, you know, tech would be a big part of everything that I did, and really this kind of experience and providing a safe place was something that I looked for everywhere I worked, and so when–just talking to Netta, it was like, “We have to make this a thing.” Like, “It’s something we have to do together.”

Netta: Yeah, absolutely. I think for me, when I start thinking of the journey, it dates back to when I was much younger, and so, you know, my African parents, they really stressed the importance of education and confidence at a very young age. So while kids were on their summer vacation or playing outside, I was the one reading books and creating goals. And I read a lot. I asked a lot of questions. Sometimes teachers were a little overwhelmed. Like, “Damn, she’s asking too many questions.” And then also being able to hear my parents tell me, “Listen, you have the ability to create change,” really gave me the confidence to do anything that I had set my mind to. And so it started off by me becoming president of the freshmen class, where I was one of only three black people in the school at that time, to heading off to college, graduating in three years instead of four. Just, like, really being ambitious in all of my goals and then starting a casting company in college, and really that was to create a safe space for women to model and act in the entertainment industry. Because obviously it’s very–it’s, like, predominantly male-driven when it comes to, you know, the clients. And then business led me to Boston, where I completed my MBA, and off I was after that to New York, because predominantly a large amount of my clients were located in New York. But unfortunately there came a point where, you know, my business that I had grown in college and had expanded was no longer sustainable, and so I started looking at technology recruiting contract opportunities because I just couldn’t see myself in a full-time opportunity immediately after owning my own business. I’m like, “How am I gonna be able to report to somebody?” So that whole concept in my head, I just couldn’t wrap my head around that, but I’ve always been passionate about technology like Jacinta, and data, and specifically providing opportunities for people. Love seeing people win, and that led me into my contract recruiter role with the current company that I’m with today. That turned into a full-time opportunity, and I was able to jump from level to level in a matter of four years, and now at a VP level–[cha-ching sfx]–uh-oh. Cha-ching. [both laugh] But, you know, I think what it is is there’s a lot of people that ask me, like, “Netta, how were you able to get to the level that you’re at so quickly?” And it’s really about building meaningful relationships. I think executives were able to trust me. Executives saw that the employees trusted me. They liked the boldness, sort of the non-sugarcoating attitude in “We’re not gonna have quotas here.” You know, “We really have to dig deep and deal with some of these systemic gaps.” And then just simply the ability to empower employees to create change, and I always say that the key to success has been persistence, working smart, and really never quitting, and I’m really, really excited that I’m working alongside with Jacinta. We worked together at the same organization for many years, and she’s phenomenal. So to be able to have, you know, a teammate that you can learn from every single day is truly inspiring, and so I’m happy that we’re in this place where we’re at now.

Zach: Well, come on, then. You know, I just–this is dope, and you’ve already kind of touched on it a little bit, but you said earlier about, like, using technology to help people. I’m really curious about, you know, your passion around that, because there’s been multiple studies shown that even though the world is becoming more and more technically advanced and we’re seeing–like, we’re seeing opportunities open up within these tech spaces, [but] we’re not necessarily seeing opportunities for black and brown people growing at an equal rate, right? Like, we’re still seeing a bit of like, “Hm.” I don’t want to say segregation. We’re not seeing, like, any type of uptick when it comes to opportunities and employment and progression and succession, and so I think that’s really awesome that we have people in these spaces who are advocating for those voices and those people. So check this out. Today we’re talking about–I said all of that as a digression in this mug. Okay, so now, today we’re talking about the value of your personal voice. So, like, when did each of you realize that your voices mattered, especially within the workplace? Like, was there ever a moment where you were like, “Man, wait a minute. I can actually speak up and it mean something.”

Jacinta: Netta, do you want to go first? Or do you want me to? [both laugh]

Netta: No, you go for it.

Jacinta: I think–I feel like it’s fortunate and unfortunate it took other people recognizing it before I really recognized it. I think Netta kind of touched on this a little bit too. Like, people will talk about you when you’re not in the room, right? And hopefully those people are sponsors and will advocate for you, and I think it really became a point where it was like, “Oh, Jacinta should be here.” Like, literally getting grabbed and brought into a meeting, you know? Or someone saying, “Oh, we think we should run with this product change. What does Jacinta think?” Or, you know, really wanting to understand your input and value, and then when you present something seeing people jump into action or, you know, really seeing change happen. I think that’s when I realized–I was like, “Oh, wait. People hear me. Like, they’re really listening to me, and they’re really taking what comes out of my mouth as word and that it’s something that we should do,” and I think sometimes, especially as a black woman in a corporate space, you may tell yourself to, like, mute your voice a little bit, but I was finding that what is kind of the stereotype was what people wanted me to embrace in my own way, especially–’cause sometimes you’re in a room and nobody’s saying “This is wrong.” So they’re like, “Oh, we know Jacinta will call it a spade,” you know? [both laugh] So it’s really having people around me that helped empower me to realize, like, my voice mattered and that people were hearing me, and then I just got more–you get more comfortable in that, and then having your network–like, I had Netta, and sometimes we would talk to each other, and I would bounce an idea off of her or show her a presentation before it went before the executive team or the board, just because I was like, “Well, what do you think about this?” And that helped me strengthen my voice too in the workplace.

Netta: Yeah, absolutely. I think Jacinta’s spot on with that. It’s really about, you know, being able to lean on those people within the organization that you trust that empower you to have that voice, you know, to be bold, to speak up for yourself, to advocate for yourself and advocate for others. And so, you know, Jacinta was definitely that sounding block for me, and she still is even as business partners. We’re always bouncing ideas off of each other, work-related situations like, “Hey, how should we get through this? How should we handle this?” And it’s easier that way, right? It’s harder when you’re alone, and that’s how come I think Jacinta and I both use the line “It really takes a village to create change and to get things moving.” And Jacinta is my village, [laughs] so I’m thankful for that. I also feel early on as well I started noticing that I had a little voice and my voice mattered somewhat. Like I mentioned before, I was one of three in high school, and in middle school I was, like, one of two black people, and I remember just, you know, a whole bunch of racial slurs said. We were the only black family in that neighborhood at the time. It was a pretty, like, affluent neighborhood, and I remember going home to my mom and crying about some of the things that were said to me, and the one pivotal thing that my mom said to me is, “I didn’t bring you on this earth to cry. I brought you here to create change.” And I kid you not, that has been the most powerful line for me throughout my life, ’cause I always think about that. I’m like, “Wait, hold on. My mom brought me on this earth to create change.” You know? And so when I got into high school, that’s the reason why I ran for president of the freshmen class, because I wanted to create change. I knew of, you know, the inequities and the challenges that were going on. I was tired of them just putting up a picture of Martin Luther King and thinking like, “All right, we’re done with Black History Month!” And then that’s it, you know? I was really ready to challenge that, and I did, and I think that really prepared me for the work that I do now.

Zach: So then let’s talk a little bit about the work, right, that y’all are doing now, and about Dipper, right? And, like, by the way, the website is super fire. I very much so enjoyed the layout. I liked it a lot. But, like, how did this passion that y’all have and this realization, this self-realization of your voice and it mattering, play into the creation of Dipper?

Jacinta: Yeah. It’s so weird. I feel like every answer we’re gonna be talking about our parents, right? [both laugh]

Zach: That’s fine.

Jacinta: Yeah. So my dad was a chief diversity and inclusion officer for–I would say in the early ’90s, before, like, diversity and inclusion was a thing–

Zach: Your dad?

Jacinta: Yeah, my father.

Zach: Wait a minute. Wait, wait, wait. So you said your father was a chief inclusion and diversity officer in the ’90s? [record scratch sfx, all laugh]

Jacinta: You’re like, “Whoa, whoa, whoa.” Yeah. And so, like, before it was really a thing. He was a Fortune 500 company and pushing them to make strides to create these more inclusive workplaces, not only for their employees but also for their vendors, and just seeing a lot of those, like, conversations happen at our dinner table–my mother was an attorney at a law firm, and I think she was one of the only black attorneys, and she was also a female. And so just kind of–these are the conversations that you would come home to for dinner, and just hearing about the things that they were dealing with and how, you know, how they would get through it and how they would grow and maybe even how they decided to exit, you know? And then working with Netta and really seeing how we built this village and this corporate space to talk to each other about raises, promotions, breastfeeding advice, whatever, you know? We were leaning–although it’s important to lean in, sometimes you also have to lean on somebody, [and i oop sfx] and so we had to lean on each other, you know? So we met–I think it was lunch. I don’t want to be cliche and say it was brunch. And we were just, you know, articulating how this needed to become something that other people could participate in, and with our backgrounds in tech it just seemed like the right path. It seemed like the thing that we should do. And I think in my heart I wanted Netta to be like, “That was a horrible idea,” [laughs] but she was like, “Girl, yes. We have to do this,” and, you know, immediately we connected with a company that we knew–he actually went to college with me and is an alpha, and [I’m an AK?], and so I reached out to him immediately and was like, “We need a dope website,” and they were able to work with us to create that. And I really feel like it’s been, like, this catalyst that has helped us launch and helped us reach so many people.

Zach: Well, shout-out to the Divine Nine, you know what I’m saying? [they laugh] I respect how you slipped that in there. You know, I’m a [?], but I always respect my–

Jacinta: [laughing] It was not intentional.

Zach: No, no, no, but it just comes out, you know?

Jacinta: This is true. It just leaps out, yes. [laughs]

Zach: Can you–I know we’re gonna get to Netta’s side, but I just want to pause really fast. I’m gonna respectfully ask that you tell your sister, Kamala Harris, to promote this episode when it comes out. We won’t use any type of logos, so don’t sue us please. But if you could just–[all laughing]

Jacinta: I will [?] her right now. I will slide in her DMs. [laughs]

Zach: Please. If you could. We’ll even–I was about to joke and say we’ll even put, like, some [?]–but I don’t want any type of [Law and Order sfx], you know? No issues.

Jacinta: Yes, I respect that.

Zach: Okay. Well, cool, I appreciate the answer. Netta, please go ahead.

Netta: Yeah, no, I–oh, my gosh. I don’t have much to add other than Jacinta was definitely spot on. That’s exactly how it happened, and we’re really excited about this–you know, overall excited about this platform because it gives people a chance to really share their experiences, and also it gives us a chance to hold companies accountable if they are not doing it right. It gives us a chance to guide professionals of color in the right direction. It’s funny – I’m a part of, you know, many different Slack channels. One in particular, Black Tech Women, and just today there were a couple of people that were just talking about, “Hey, I wish I could gain insight on this particular company,” or “Do you guys know what’s happening to this technology company?” You know, “How’s the culture there for people of color?” And I’m like, “Listen, head to ourdipper.com, because we definitely provide that type of insight.” So there’s a lot more people that’s looking for that. They don’t want to waste their time in organizations that aren’t going to value them, and we’re really excited to be, you know, launching something like this that can push professionals of color in the right direction.

Zach: I know we’re kind of talking, like, around it. Like, we’re saying, like, you know, at a high level what it is, but, like, from what we talked about, Netta, in our conversation–like, help me understand. If we were to, like, kind of compare it to something, is it almost like Glassdoor but, like, for the black people? And brown people?

Netta: I don’t want to say Glassdoor, right? We could say maybe, like, if Glassdoor, Yelp, and Black Lives Matter had a baby.

Zach: Oh, snap. Okay, got you. I got you.

Jacinta: That was good.

Netta: Can I get a boom or a bang?

Zach: Oh, hold on. Hold on, I apologize. Hold on, hold on, hold on. [Flex bomb sfx] You know what I’m saying? Hold on. [kids applause sfx] You know what I’m saying? Hold on. [kids applause sfx] You know what I’m saying? I got y’all. I got y’all. I was gonna make, like, a really bad joke and say, like, “Is it like Vibraniumdoor?”

Jacinta: [laughs] And it’s really focused–I think Netta and I–and this is all based on the type of people you have in your network, but, like, I know with my girls, like, you can complain–we can complain to each other. We can vent, but after you’re done talking, they’re gonna be like, “So what are you doing?” Like, “What are you doing? What are we doing? What are you doing different?” Like, “Are you gonna make a move?” And I think that’s where we saw the gap. It’s like, “Yes, we want you to vent, we want you to have a safe space,” but we also think it is time and there needs to be a space for someone to ask an organization, “What are you doing? “What are you doing to fix it?” “What are you doing to make this better?” “What are you doing to retain these talented people who are exiting, and they all happen to be brown?” You know, just really addressing critical issues and making that information, you know, accessible to them but within reason. Accessible and actionable, you know? ‘Cause this is a safe place, and it is an anonymous platform, you know? And that is the key. We want people to feel protected, because they are, and I think a lot of times we don’t speak out. And Netta often talks to me about this, like, “People aren’t speaking out because they don’t feel safe.” And so that was very important to us, that this community is our top priority, and, like, that is where we want our goal to be.

Zach: So it kind of sounds–again, while keeping people safe, it’s like you really got receipts on people. So let’s just say, like, if–I don’t know, I ain’t tryna mess up my sponsorship dollars so I’m not gonna say a company, but let’s just say Insert Company Here was like, “We’re mad inclusive,” and y’all come back with the receipts looking like [haha sfx]. Like, “No, you’re not,” you know what I’m saying? We got all these people saying there’s some issues you need to shape up. But we also talked about the fact that, like, it’s not just for airing organizations out. It also can be a place where people are also giving positive feedback and stories, right?

Netta: Right.

Jacinta: Absolutely.

Netta: And overall, we want these companies improved, you know? If they’re not doing well, we want to be able to provide them with the solutions to solve that issue. We’re not leaving them high and dry, and, you know, I think that’s the difference with other platforms or a Glassdoor or a Yelp. [“stupid” sfx plays in the background] We’re looking to improve these companies.

Jacinta: Mm-hmm. And you want to know where–like, you want to know if some place is a good place for you to go to, and we get–just as many bad reviews as we get we get good ones, and, you know, we get people who are like, “I’ve had a great experience here. I’ve been able to grow. I’ve been developed. I have an amazing mentor. I want more people who are brown and more people of color to come here. I don’t want to be the only one.” You know? So I want to see them here more and know about the opportunities here.

Zach: No, it’s really cool, and I do hear your point around, like, you’re not just gathering the data just to gather the data. Like, there’s a consulting play to it too, right? Where you then say, “Look, this is what people are saying good and bad. Here are our recommendations,” and then you’re able to actually come alongside them to your point and actually, like, be a partner. And I think it’s interesting because there’s so many organizations out there, even as we have these group meetings and Slacks and folks are venting and stuff, [and] there really has yet to be one central location where we’ll be like, “Mm-mm. Dawg, don’t go over there. Mm-mm.” You know what I’m saying? But it should be like that. Like, you know, the Lion King remake came out. People want to act like the Lion King remake wasn’t fire. I thought it was great, but whatever. So remember, like, when Mufasa was, like, looking over the cliff, right, and he was talking to Simba, and he was like, “Everything the light touches is your kingdom,” and Simba was like, “Oh, snap. What about over there?” He said, “That is the elephant graveyard. You don’t ever go over there. Relax.” That’s pretty much like–you know, that’s an opportunity for Dipper too, but, like, we don’t really have that. We don’t have a collective, you know, Pride Land overview of the workplace as it were.

Netta: Yeah, and companies–I believe it was last year, McKinsey and Company did a study, and, like, companies are spending more than $8 billion on diversity and inclusion efforts. And we’re like, “Who is that benefiting?”

Zach: It ain’t benefiting nobody. We’ve still got blackface on company pencils.

Jacinta: Exactly. We’re not on your board of directors. Few and far between of us are CEOs of the Fortune 500, 1000 companies, and, you know, we get pings–Netta and I get pings all of the time, especially in, like, the VC world, of people saying, “Do you know somebody who could be my chief of operations? Do you know somebody who could be my chief of people?” And we’re like, “Absolutely.” Like, I will respond to people with a list, LinkedIn profiles connected, you know? Because we feel we are here, we exist, and there just really needs to be this space for us. And there are people also who have done this before us, you know? There are people who may have been peers to my father [kids applause sfx] and they have a lot of insights to share, but they don’t have a place to share them, you know? So it’s kind of like we can’t all go to the conference, we can’t all go to the talk, but you could participate in our website and go to ourdipper.com.

Netta: Right, and I think companies definitely have this warped perception of that “Okay, well, if we have a few black and brown faces, we’ve won,” you know? “Let’s put out the PR,” and obviously it’s much deeper than that like Jacinta was saying. There’s the equity piece. Are we giving people the access and the exposure to not only move up but to have a voice and are able to lead, you know, in their own way? A lot of the times, when we hear about black and brown folks’ experiences that are in high-level positions, they’re still kind of oppressed, right? They really don’t have that power to lead and that confidence. So, you know, those are key data points that we definitely want to bring out and share, again so that these companies are improved.

Zach: Man, you said a lot right there, you know what I’m saying? I’m not trying to, like, wear out the Flex bomb, so I’ma just give it a little break. [all laugh] And you know–this is the thing, right? There is a–I don’t know. I feel like sometimes, you know, these companies, they think they’ve just done SO much when they put, like, two black people in charge, you know what I’m saying? And we’re like, “Yeah, but there’s nobody else.” And then these two–like you just said, these two black people, like, they’re not really doing anything, or you just kind of shuffle ’em out there and they just kind of say some canned message that you wanted them to say. They’re not really moving the needle in no kind of way. You talk to ’em and they’re looking back at you–you know, they’re looking back at you like that blank face on Get Out, you know what I’m saying? You go in for the dap, they grab your fist. You’re like, “What happened?” Like, what’s going on, you know what I’m saying? So–

Jacinta: Or they sometimes don’t have the support. They really don’t have that support, so they’re feeling alone, you know? Even if there’s just two, two of you, it’s like you may not have that guidance that you need to feel confident to really make those moves that you may want to make, and I think that happens with a lot of people.

Zach: No, you’re absolutely right. ‘Cause I’ma tell you for me, like, you know, I’m in a position–and often times I’m one of the only ones in these spaces, but if I see one–if I see somebody that looks like me but maybe is, like, I don’t know, my dad’s age, I’m like, “Oh, snap, what’s going on?” And they don’t say anything back to me or they kind of give me some, you know, guarded response, I go–now, outside I’m smiling, but on the inside I’m like [damn, damn, damn sfx] You know what I’m saying? Just, like, what’s going on?

Jacinta: Yeah, and that’s–and I wonder too, like, how many times are we, in these leadership roles and scared, you know, to–’cause I know I’ve walked in meetings, and this is me jokingly, like, you know, if there are more than three of us gathered, I’m gonna make an announcement. [laughs]

Zach: What you gonna announce?

Jacinta: Like, if we’re at work and I walk in a meeting and there’s three of us, I’m like, “Oh, we’re meeting.” You know, “This is happening.” You know, I’m excited about it, but I do think there’s definitely a category of people who are kind of working in fear, but part of that is just–like we were talking about earlier, knowing your voice, feeling confident and being able to use your voice, and that’s part of it. Like, you’re just at a place where you don’t feel like it’s safe enough for you to even have a voice.

Netta: Right. I mean, I’ve even had people say to me they’ve been nervous to connect with, you know, another black or brown person in the workspace because they didn’t want others to feel like they were trying to take over, right? So it would be–like, they would do a little silent text, like, “Meet me outside,” and I’m like, “What?” You know? And so that happens a lot too.

Zach: No, it does, and I think–how much of that, I wonder, is, like, also generational though? ‘Cause, like, it gets to a certain point–and what excites me about Dipper and what I’m hearing is it kind of, like, removes the excuse of white gaze, right? Like, I’m not–white GAZE. G-A-Z-E, y’all. Gaze, you know what I’m saying? White gaze. Yeah, so just the idea of, you know, you needing to kind of, like, be performative in some way or hide a part of who you are, right? Because, you know, come on. Like, really? I mean, you know, we was kings and stuff, but I’m saying, like, two of us can’t take over an entire Fortune 50 company. Like, come on now. Like, I should be able to have a conversation with you in the elevator without, you know, y’all thinking we plotting the revolution, right? Stokely Carmichael is not in here. Huey P. Newton is not here.

Jacinta: I’m also like, “So what if we are?” [all laugh]

Zach: I’m saying. I’m looking back at them like [Cardi B hehe sfx], you know what I’m saying?

Jacinta: Because some of it is part–you know, what I think I have kind of lived by in the workplace is if I’m exceeding my performance metrics, if I am busting my tail to, like, meet goals, is there really a boundary? I mean, if I’m doing what I’m supposed to be doing, is there a boundary? Now, sometimes there are hurdles for you being able to successfully do what you’re doing, and that needs to be addressed, but, you know, I think if you have a team full of people who are brown, but they’re the top team in the company, nobody–people see green, you know? And nobody is going to say anything. I think the problem is when there’s a board seat available, people see their friends in their immediate network, and those people all look alike, and so it’s like, “How do we get into that flow?” And really we have to do it working together, you know? It can’t just be the one person. It really is going to take a lot of us working together. ‘Cause who’s gonna tell you–like, wh’s gonna give you the heads up that, like, “Oh, I know that’s your salary, but every other president in the company is making five times that.” [laughs] You know? Like, you’re going to need those types of insights, and sometimes you’re not going to know that if you don’t have [?]–

Netta: [? drive that?].

Jacinta: Yeah, exactly.

Zach: So let’s talk a little about 2020, right? Like, what are y’all most excited about that Dipper is gonna be doing, like, in 2020? Like, what has y’all, like, really going?

Jacinta: Mm-hmm. For me, because I love tech and I love data, that’s what I think about almost every night, and I think in 2020 our product is really going to evolve. You know, right now we have the ability to go onto our site, write a review, share their experience, and in 2020 it’ll be even so much greater and so much more, and that is something that really excites me about what’s to come. You know, the more people who are joining our community, the more in-depth we can make that community experience, and the things that we want to do to provide people with insights on, you know, like we said, salary, available jobs, are just really exciting to me, and all of that data and information that people will have at their fingertips just makes me really looking forward to the new year.

Zach: So this has been a dope conversation and we appreciate both of y’all being here. Again, you know what I’m saying, shout-out to everything that y’all are doing. Shout-out to Dipper, you know what I’m saying? I really enjoyed this conversation. I’ve enjoyed the soundbites. Have y’all enjoyed the soundbites? I’ve enjoyed my own soundbites – have y’all enjoyed the soundbites?

Netta: Yes.

Jacinta: Absolutely.

Zach: Okay, great. You know what we haven’t done, you know what I’m saying, we have not really given y’all the respect of, you know, these air horns, so Sound Man, go ahead and put these air horns right HERE. [air horns sfx] You know, it’s just a compliment. It’s a thing that we do. It’s customary, you know what I mean? It’s been over–it’s almost, like, two years, and we’ve been playing these air horns for the good guests. Now, we haven’t had any bad guests, but I’m just saying, sometimes we play the air horns just a little bit louder, you know what I mean? And y’all are on the louder side, so we appreciate y’all. Before we go, any shout-outs or parting words?

Netta: Yeah. Well, first and foremost, thank you so much for having us on this platform. This was awesome. We’re really excited about, you know, the partnerships, the meaningful relationships that we’re creating, you know, with different organizations, and we’re really excited about our full dynamic platform that’s gonna be revealed to the world. This is truly gonna be game-changing and helpful for people of color that are really looking to be guided in the right direction.

Jacinta: Absolutely, and I mirror that sentiment exactly. We’re so thankful for this opportunity and to be able to speak with you and your audience, and, you know, really just shout-out everybody, all of you who have left a review, who have sent us your feedback and cheering us on, patting us on the back, and even those of you that have challenged us–and maybe even shaded us a little bit–you know, it’s all fuel.

Zach: Big up to our haters one time.

Jacinta: [laughs] We love it, yeah. You can’t live without ’em, and, you know, it’s been an amazing ride, and it’s just the beginning, and, you know, we’re just incredibly thankful.

Zach: Well, first of all, look, we appreciate y’all. And look, y’all, if you’re listening to this–I want everybody to stop, okay? If you’re in your car, you know what I’m saying, pull over to the side of the road, okay? Put your hazards on and go to ourdipper.com. This is not even an ad. It’s just for the love, you know what I mean? Like, y’all didn’t pay us nothing, you know what I mean? It’s just off the muscle. So go to ourdipper.com. And you go ahead and just scroll down, you know what I mean, and at the bottom what you’re gonna see is–it’s gonna say “Need advice? Please take a few moments to provide some insights about your current workplace and experience.” Now, look, some of y’all know that Kathy in accounting has been getting on your nerves, okay? Some of y’all know y’all ain’t been getting that raise that you need, and some of y’all know you’re not having a great experience. Take the time. Go on ourdipper.com. Provide the input. You’re not only helping yourself, you’re helping everybody that looks like you. And maybe some folks that don’t look like you, you know what I’m saying? But lift as you climb. Okay, now, look, this has been a dope episode. Y’all know you’ve been listening to the Living Corporate podcast. You can check us out anywhere on LivingCorporate–we’re on all the platforms. iHeartRadio, Spotify, Soundcloud, YouTube, you know, Pandora. What’s another streaming–Google Play, you know what I’m saying? We out here is my point. We active, you know what I mean? Jacinta, ’cause you said you were an [fraternity/sorority], right? [all laugh] We active, you know what I’m saying? You know, we ain’t just show up on Homecoming Week, you know what I’m saying, giving people problems. Like, we actually–

Jacinta: No t-shirt wearing. [laughs]

Zach: Exactly. We’re not no [?], you know what I’m saying? We earned ours, you know what I’m saying? We went through the [?]. Don’t play with us. [both laugh] So the point is, you know, we appreciate y’all. Check us out on Twitter @LivingCorp_Pod, Instagram @LivingCorporate. If you have any questions you want to email us, you know what I’m saying, livingcorporatepodcast@gmail.com. You can also just DM us if you have any questions and you want to shout us out. If you want us to shout somebody out for y’all, hit us up. Let’s see. Website? Living-corporate–please say the dash–dot com. Now, you also could do livingcorporate.co, livingcorporate.tv, livingcorporate.org, livingcorporate.net. We’ve got all of the livingcorporates, y’all… we don’t have livingcorporate.com, though. Not yet. Not yet.

Jacinta: Soon come.

Zach: Soon come, hey. [both laugh] Let’s see here. That’s it. You’ve been listening to Zach, and of course you’ve been listening to Netta and Jacinta, co-founders and movers and shakers of Dipper and Edge Snatchers. Peace.

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