>>> NEW YORK BUSINESSES ARE FED UP WITH THE SURGE IN CRIME, SO THEY'RE TAKING MATTERS INTO THEIR OWN HANDS.

TONIGHT, WHY ONE BRONX COMMUNITY BELIEVES HIRING NEW YORKERS TO PATROL THEIR OWN NEIGHBORHOODS WOULD HELP SOLVE OUR PUBLIC SAFETY WOES.

>>> THEN, OUT OF SIGHT BUT NOT OUT OF MIND, THE MICROAGGRESSIONS THAT HAVE SOME BIPOC EMPLOYEES DREADING A RETURN TO THE OFFICE, AT AS "METROFOCUS" STARTS RIGHT NOW.

♪♪ >>> THIS IS "METROFOCUS," WITH RAFAEL PI ROMAN, JACK FORD, AND JENNA FLANAGAN.

>>> "METROFOCUS" IS MADE POSSIBLE BY -- SUE AND EDGAR WACHENHEIM III, FILOMEN M. D'AGOSTINO FOUNDATION, THE PETER G. PETERSON AND JOAN GANZ COONEY FUND, BERNARD AND DENISE SCHWARTZ, BARBARA HOPE ZUCKERBERG, AND BY -- >>> GOOD EVENING, AND WELCOME TO "METROFOCUS."

I'M JENNA FLANAGAN.

AS WE HAVE RECENTLY REPORTED, SHOPLIFTING HAS BEEN ON THE RISE IN NEW YORK CITY, CAUSING BIG NAME RETAIL AND DRUGSTORES TO LOCK UP THEIR INVENTORY BEHIND PLASTIC CASES AND LEAVING SMALL BUSINESS OWNERS WORRIED ABOUT LOSING THEIR STORES TO PETTY THEFT.

WHILE THIS HAS LED SOME NEW YORKERS TO CALL FOR POLICING, ONE COMMUNITY IN THE BRONX IS TAKING A DIFFERENT APPROACH.

THE FORDHAM ROAD BUSINESS IMPROVEMENT DISTRICT, RESPONSIBLE FOR STRENGTHENING THE OVER 300 BUSINESSES ON FORDHAM ROAD, HAS LAUNCHED A NEW INITIATIVE CALLED THE PATROL AMBASSADOR PROGRAM.

AS PART OF THE PROGRAM, FIVE PAID AND LICENSED SECURITY GUARDS WITH TIES TO THE COMMUNITY HAVE BEEN HIRED TO PATROL FORDHAM ROAD, ONE OF THE LARGEST AND MOST DIVERSE SHOPPING CENTERS IN THE NATION.

THEIR GOAL IS TO USE A COMMUNITY-BASED APPROACH TO DISCOURAGE CRIME BY ENGAGING DIRECTLY WITH BUSINESS OWNERS AND PROVIDING ADDITIONAL SET OF EYES TO REPORT ANY SUSPICIOUS ACTIVITY OR CRIMINAL ACTS TAKING PLACE.

AND JOINING ME NOW WITH MORE ON THE PATROL AMBASSADOR PROGRAM, AND IF COMMUNITY BASED GROUPS LIKE THIS COULD BE THE ANSWER TO OUR PUBLIC SAFETY PROBLEM ARE COUNCILMAN OSWALD FELISE AND ALBERT PHILIPE.

GENTLEMAN, I'D LIKE TO WELCOME YOU BOTH TO "METROFOCUS."

>> THANK YOU SO MUCH FOR HAVING ME.

IT'S AN HONOR TO BE WITH YOU AND YOUR AUDIENCE.

>> OF COURSE.

>> GLAD TO BE HERE AS WELL.

>> YES.

COUNCILMAN, I WANT TO START WITH YOU, AND JUST ASK, IF YOU COULD QUICKLY IF YOU CAN, SORT OF PAINT A PICTURE OF FORDHAM ROAD FOR THE HANDFUL OF NEW YORKERS THAT HAVEN'T HAD THE PLEASURE OF SHOPPING THERE.

>> WELL, FORDHAM ROAD IS A VIBRANT COMMUNITY.

IT'S A COMMUNITY OF WORKING CLASS FAMILIES.

IT'S ACTUALLY ONE OF THE MOST HIGHLY TRAFFICKED COMMERCIAL STRIPS IN THE ENTIRE BRONX, AND PEOPLE RELY ON THE BUSINESSES FOR SO MANY THINGS, INCLUDING TO PURCHASE LOCAL GOODS.

WHATEVER YOU NEED, YOU CAN FIND IT ON FORDHAM ROAD, AND WE ALSO RELY ON FORDHAM ROAD FOR LOCAL JOBS.

IN FACT, MY FIRST JOB WAS ACTUALLY IN FORDHAM ROAD.

SO MANY YOUNG PEOPLE GETTING THEIR FIRST JOBS AND GAINING EXPERIENCE THAT THEY'LL BE ABLE TO USE IN THE FUTURE, SO WE'RE PREPARING THEM FOR THE FUTURE.

SO SO MUCH, WHATEVER YOU NEED YOU CAN FIND IT ON FORDHAM ROAD, AND IT'S A REALLY IMPORTANT PART OF THE BRONX.

>> SO, ALBERT, I'M WONDERING ABOUT THIS -- THESE SECURITY PATROLS.

SPECIFICALLY, THIS SEEMS LIKE THE KIND OF SOLUTION TO A PROBLEM THAT SEEMS SO OBVIOUS, AND YET SOMEHOW REVOLUTIONARY ENOUGH TO MAKE NEWS.

HOW DID THIS -- HOW DID YOU COME TO THIS IDEA?

>> GREAT QUESTION.

SO, YOU KNOW, WE HAVE BEEN OVERWHELMED WITH THE AMOUNT OF SUPPORT WE'VE GOTTEN LAUNCHING THIS.

WE NEVER THOUGHT IT WOULD BECOME A NATIONAL HEADLINE AS IT HAS, BECAUSE LIKE YOU SAID, IT IS SOMETHING SO OBVIOUS.

EVERYTHING WE DO HERE WE TRY TO DO IT BASED ON DATA.

THE FORDHAM ROAD BID, WE WERE FOUNDED ON THE CORE PRINCIPLES OF PROVIDING SUPPLEMENTAL SERVICES TO CITY ORGANIZATIONS.

WE WANTED TO CREATE PROGRAMS THAT HELP OUR NEIGHBORHOODS SUCCEED, GROW, AND THRIVE.

IN DOING SO, WE LAUNCHED SURVEYS TO STAKEHOLDERS IN OUR COMMUNITY IN 2021 THROUGH AN AVENUE NYC GRANT THE BID RECEIVED THROUGH THE NEW YORK CITY DEPARTMENT OF SMALL BUSINESS VISES, AND WE CONDUCTED 600 SURVEYS THAT INCLUDED PROPERTY OWNERS, BUSINESSES, CONSUMER, AND STREET VENDORS.

SOME OF THE PARALLELS EVERY STAKEHOLDER MENTIONED WERE SAFETY AND SANITATION WERE THE BIGGEST NEED IN THIS COMMUNITY.

WE ALREADY HAVE A SANITATION TEAM THAT CLEANS THE DISTRICT SEVEN DAYS A WEEK, BUT WE DON'T HAVE ANYTHING PRACTICAL FOR SAFETY.

WE THOUGHT, WHY NOT CREATE A PATROL AMBASSADOR TEAM TO PROVIDE SUPPLEMENTAL SERVICES TO THE NYPD, THE SAME WAY WE'RE PROVIDING SUPPLEMENTAL SERVICES TO THE DEPARTMENT OF SANITATION?

>> I WANT TO BUILD ON WHAT YOU DESCRIBED AND ASK, WHAT EXACTLY IS IT THAT THE PATROL SERVICE CAN DO AND WHAT THEY CAN'T DO?

AGAIN, THEY'RE NOT POLICE OFFICERS.

>> CORRECT.

SO, THEY'RE PROVIDING SUPPLEMENTAL SERVICES TO THE POLICE.

THEY DON'T REPLACE NYPD.

NOBODY CAN REPLACE NYPD, BUT SORT OF JUST HAVING MORE EYES AND EARS ON THE GROUND.

AND THE REASON WE CALL THEM PATROL AMBASSADORS IS WE DIDN'T WANT TO CALL THEM SECURITY GUARDS OR PATROL OFFICERS.

WE SPECIFICALLY CALL THEM PATROL AMBASSADORS BECAUSE PART OF THEIR DUTY IS ACTUALLY TO SERVE AS GOODWILL AMBASSADORS IN THE COMMUNITY.

WHAT THAT MEANS IS BESIDES THE PATROL THEY'RE DOING AND LOOKING OUT FOR CRIME, THEY'RE ALSO PROVIDING DIRECTIONS, INTERACTING WITH THE HOMELESS, LOOKING OUT FOR LOADING ZONES FOR MAJOR RETAILERS.

THEY'RE REPORTING QUALITY OF LIFE ISSUES TO 31 IS.

THEY'RE PROVIDING RESOURCES TO SHOPPERS AND BUSINESSES.

THEY'RE MORE THAN JUST PATROL, RIGHT?

THEY'RE COMMUNITY AMBASSADORS IN THE SENSE THAT THEY'RE TAKING PRIDE IN THE COMMUNITY AND PROVIDING RESOURCES TO OUR BUSINESSES AS WELL.

>> COUNCILMAN, I'M WONDERING WITH ALSO TAKING ADVANTAGE OF THIS COMMUNITY BASED APPROACH RATHER THAN, YOU KNOW, THE MORE TRADITIONAL APPROACH OF ADDING POLICE, WOULD SOMETHING LIKE THIS ALSO INCLUDE SECURITY LIKE I'M WONDERING IF THE PATROL IS ABLE TO SEE SOMETHING THAT'S, YOU KNOW, A PROBLEM OR, YOU KNOW, GOD FORBID ACTUALLY PETTY THEFT OR SOMETHING IN ACTION.

HOW DO THEY THEN INTERACT WITH THE POLICE SO IF CHARGES WANT TO BE FILED, THEY CAN?

>> THESE -- MY UNDERSTANDING IS THAT THE PROGRAM IS SUPPLEMENTAL TO THE DIFFERENCE SERVICES OR CITY PROVIDES, INCLUDING POLICING AND ALSO SANITATION AND SO MUCH MORE.

WE NEED MUCH MORE.

THIS IS A VERY IMPORTANT PART OF RESOLVING LOCAL CHALLENGES, BUT I THINK WE NEED MUCH MORE.

WE HAVE BEEN IN CONTACT WITH THE SANITATION DEPARTMENT.

THERE ARE SOME AREAS, NOT ONLY AT FORDHAM ROAD, BUT I THINK EVERYWHERE IN THE BRONX, THAT ARE BEING USED AS GARBAGE DUMPING ZONES, AND WE HAVE BEEN WORKING WITH THE SANITATION DEPARTMENT TO INSTALL CAMERAS IN THOSE LOCATIONS SO WE CAN HOLD PEOPLE WHO TREAT BRONX AS A DUMPING GROUND, HOLD THEM ACCOUNTABLE.

SO THIS IS A VERY IMPORTANT PART OF HELPING RESOLVE LOCAL QUALITY OF LIFE CHALLENGES.

BUT, YOU KNOW, THERE'S MANY OTHER DIFFERENT THINGS WE'RE DOING TO ALSO TACKLE THOSE PRABS.

PROBLEMS.

>> THIS MIGHT RING TO NEW YORKERS WHO REMEMBER THE GUARDIAN ANGELS.

IS THIS PROGRAM SIMILAR TO THAT, AN IS IT COMPLETELY DIFFERENT?

ALBERT, I'LL START WITH YOU.

>> THERE ARE OBVIOUS SIMILARITIES, FOR SURE.

SOME OF THE DIFFERENCES I WOULD JUST LIKE TO HIGHLIGHT IS THAT ONE OF THE UNIQUE THINGS ABOUT THIS PROGRAM WAS THAT ALL FIVE AMBASSADORS WERE PREVIOUSLY UNEMPLOYED, RIGHT?

SO ONE OF THE THINGS WE WANT TO DO IS CREATE JOB OPPORTUNITIES FOR MEMBERS OF THIS COMMUNITY TO ACTUALLY PARTICIPATE IN THE COMMUNITY THAT THEY LIVE IN OR THAT THEY SERVE.

SO FOR US, THAT MEANS -- THAT MEANT PARTNERING WITH A WORK FORCE DEVELOPMENT CORPORATION.

WE WORKED WITH GRAYSON.

THEY PROVIDE TRAINING FOR JOB PLACEMENT.

ONE OF THE GOALS WITH THE PROGRAM EVENTUALLY, BUT HOPEFULLY IF WE'RE ABLE TO SECURE THE FUNDING FOR IT IS EXPAND IT IN THE SENSE THAT WE CAN HAVE A CORE GROUP OF PATROL AMBASSADORS AND ALONGSIDE HAVE AN APPRENTICESHIP PROGRAM WHERE WE PROVIDE JOB OPPORTUNITIES TO MEMBERS OF THE COMMUNITY WHO WORK AS AMBASSADORS ONE TO TWO MONTHS AND BE ABLE TO GET PERMANENT JOB PLACEMENT, IDEALLY AT ONE OF THE STORES, THAT WOULD BE GREAT, OR A SECURITY JOB WITHIN THE COMMUNITY.

THIS WAY WE CAN HAVE A TRANSITIONAL WORK FORCE PROGRAM ALONGSIDE THE PATROL AMBASSADORS, AND I THINK THAT MAKES IT A LITTLE MORE UNIQUE IN COMPARISON TO THE GUARDIAN ANGELS.

>> YEAH?

>> I WOULD ALSO ADD THAT, YOU KNOW, FORDHAM ROAD IS A VIBRANT COMMUNITY, AND THERE'S A LOT THAT NEEDS TO BE DONE TO HELP THE SMALL BUSINESSES INSIDE THEIR BUSINESS.

BUT WE ALSO NEED HELP WITH WHAT'S HAPPENING OUTSIDE OAF THEIR BUSINESSES.

WE WANT TO MAKE SURE THAT FORDHAM ROAD IS A PLACE WHERE EVERYONE WANTS TO COME TO TO SHOP AND TO SO MUCH MORE TO, EAT AND SO MUCH MORE.

AND THERE'S A LOT THAT NEEDS TO BE DONE, INCLUDING OUTSIDE OF THE BUSINESSES TO MAKE SURE THAT THE FORDHAM ROAD CAN BE THAT PLACE WHERE PEOPLE WANT TO COME TO TO SHOP, INCLUDING MAKING SURE THAT OUR STREETS ARE CLEAN, MAKING SURE THAT CITY AGENCIES ARE PROMPTLY RESOLVING LOCAL QUALITY OF LIFE PROPS.

SAY, FOR EXAMPLE, IF THERE'S GARBAGE IN OUR STREETS, IN OUR SIDEWALKS, IF THERE'S GRAFFITI, WE WANT THAT TO GET RESOLVED FAST, AND THESE ARE ITEMS THAT THESE OFFICERS ARE ALSO HELPING WITH.

>> WELL, ONE OF THE POINTS THAT ALBERT BROUGHT UP THAT I THINK YOU MIGHT ALSO WONDER ABOUT, OF COURSE, IS FUNDING, IF ENOUGH FUNDING COMES THROUGH.

DO YOU SEE THIS FIRST OF ALL AS A PROGRAM GETTING FULLY FUNDED?

SECOND OF ALL, DO YOU SEE THIS PERHAPS BEING SOMETHING THAT COULD BE SCALED UP FOR OTHER NEIGHBORHOODS IN THE CITY?

>> ABSOLUTELY.

YOU KNOW, FORDHAM ROAD IS ONE COMMERCIAL STRIP IN THE CITY OF NEW YORK.

WE HAVE MANY DIFFERENT COMMERCIAL STRIPS WITH THE SAME CHALLENGES.

THE MAYOR CALLED THE PROGRAM INNOVATIVE.

I WOULD ALSO CALL IT INNOVATIVE, AND I THINK WE'RE GOING TO SEE A LOT OF POSITIVE RESULTS FROM IT.

SO I COULD DEFINITELY SEE THIS PROGRAM CONTINUE -- I COULD DEFINITELY SEE CONTINUED FUNDING FOR THIS PROGRAM, AND I COULD ALSO SEE FUTURE EXPANSION OF THE PROGRAM AND SEEING OTHER COMMUNITIES TAKE SIMILAR STEPS TO RESOLVE LOCAL CHALLENGES.

>> BUT JUST TO SORT OF BUILD ON MY QUESTION, I MEAN, AS OF RIGHT NOW, THE PATROL AMBASSADOR PROGRAM HAS ONLY BEEN IN EFFECT FOR A FEW WEEKS UNTIL THE CURRENT FUNDING RUNS OUT, SO THE THERE, I GUESS, A POLITICAL APPETITE TO FUND A PROGRAM LIKE THIS THROUGH THE CITY?

>> ABSOLUTELY.

THE FORDHAM BID IS A GREAT PARTNER.

THEY ARE LIKE LOCAL MAY YOURS OF THE FORDHAM ROAD COMMUNITY, AND DO A LOT OF GREAT WORK ON EVERY ITEM, INCLUDING AND ESPECIALLY LOCAL QUALITY OF LIFE ISSUES.

I HELP THEM WITH DISCRETIONARY CITY FUNDING EVERY SINGLE YEAR, AND I PLAN TO CONTINUE TO DO SO SO THEY CAN CONTINUE TO RESOLVE -- GET CREATIVE IN RESOLVING LOCAL QUALITY OF LIFE CHALLENGES.

SO ABSOLUTELY ON MY PART, AND I COULD ALSO SEE OTHER COMMUNITIES DO THE SAME.

>> OKAY.

>> JENNA, IF I COULD ADD TO THAT AS WELL, ONE OF THE THINGS YOU MENTIONED WAS SOMETHING THAT INSPIRED US AS WELL WAS WE WANTED TO CREATE A NEIGHBORHOOD MODEL FOR OTHER BUSINESS CORRIDORS TO FOLLOW.

I GOT SOME WORD TODAY THAT THERE'S ALREADY BEEN SIMILAR KIND OF PROGRAMS ALREADY ABOUT TO START IN CERTAIN CORRIDORS, INCLUDING THE GARTMAN DISTRICT, FLAT BUSH, AND STATEN ISLAND SOME THAT'S INSPIRING TO US.

WE'D LOVE TO BE ABLE TO SET THAT PRECEDENT FOR OTHER NEIGHBORHOODS TO FOLLOW.

RIGHT NOW, THE PATROL AMBASSADOR PROGRAM IS ONLY FUNDED UNTIL THE FIRST WEEK OF MARCH, SO WE ARE ACTIVELY SEEKING, YOU KNOW, FUNDING OPPORTUNITIES TO BE ABLE TO NOT JUST FUND THE PROGRAM, BUT ALSO TO POTENTIALLY EXPAND IT AS WELL.

>> OF COURSE.

AND LASTLY, BECAUSE WE ARE RUNNING OUT OF TIME, HAVE ABOUT 30 SECONDS LEFT.

COUNCILMAN, DO YOU SEE THIS AS PERHAPS ALSO BEING AN ANSWER TO THE COMMUNITY SAFETY ISSUE THAT ALL NEW YORKERS FEEL AND HAVE BEEN FRAUGHT WITH FROBS WHEN IT COMES TO TRADITIONAL POLICING, LET'S SAY?

>> ABSOLUTELY.

I THINK FORDHAM ROAD AND COMMERCIAL AREAS IN GENERAL, WE RELY ON DIFFERENT CITY AGENCIES AND DEPARTMENTS, WHETHER IT'S THE POLICE DEPARTMENT, FIRE DEPARTMENT, SANITATION DEPARTMENT.

BUT OF COURSE THE MORE EYES WE HAVE IN OUR STREETS, THE MORE EFFECTIVELY WE COULD CONNECT OUR LOCAL COMMUNITIES TO THE SERVICES THEY NEED, AGAIN, WHETHER IT'S SANITATION SERVICES, THE DEPARTMENT OF TRANSPORTATION SERVICES, AND SO MUCH MORE.

SO ABSOLUTELY, I CAN DEFINITELY SEE THIS AS THAT.

>> WELL, UNFORTUNATELY WE HAVE RUN OUT OF TIME, BUT I WANT TO THANK BOTH OF MY GUESTS FOR JOINING ME TONIGHT.

OF COURSE COUNCILMAN OSWALD FELICE REPRESENTING THE 15th COUNCIL DISTRICT WHICH INCLUDES FORDHAM ROAD, AND ALSO THANK YOU TO ALBERT DEPHILIPE.

GENTLEMAN, THANK YOU FOR JOINING US TONIGHT ON "METROFOCUS."

>> THANK YOU SO MUCH FOR HAVING ME.

HONORED TO JOIN TODAY.

>> THANK YOU SO MUCH.

PLEASURE TO BE HERE.

>>> THE CORONAVIRUS PANDEMIC UPENDED HOW AND WHERE MANY OF US DO OUR JOBS.

ONLY 8% OF MANHATTAN OFFICE WORKERS RETURNED TO WORK FULL-TIME.

ACCORDING TO A RECENT POLL BY PARTNERSHIP FOR NEW YORK CITY.

AND THAT'S SOMETHING THAT MAYOR ERIC ADAMS, WHO SEES RETURN TO OFFICE AS CRITICAL TO THE CITY'S RECOVERY, WOULD LIKE TO CHANGE.

BUT FOR MANY EMPLOYEES OF COLOR, NOT JUST HERE BUT ACROSS THE COUNTRY, REMOTE WORK HAS MEANT A WELCOME ESCAPE FROM RACISM AND MICROAGGRESSIONS.

THE EVERYDAY, SUBTLE, INDIRECT, AND OFTEN UNINTENTIONAL INTERACTIONS THAT COMMUNICATE A BIAS TOWARDS MEMBERS OF MARGINAL GROUP.

IN FACT, SURVEYS SHOW THAT REMOTE WORK VASTLY IMPROVED REMOTE WORK FOR MANY EMPLOYEES AND THAT THEY FEEL MORE VALUED AND SUPPORTED WHEN THEY'RE WORKING FROM HOME.

THAT IS PARTICULARLY TRUE FOR WOMEN OF COLOR.

SO, THE QUESTION IS, WHAT IS THE MENTAL HEALTH IMPACT OF A RETURN TO OFFICE FOR EMPLOYEES OF COLOR, AND HOW CAN COMPANIES MAKE SURE GAINS OF REMOTE WORK ARE NOT LOST WHEN THEY BRING EMPLOYEES BACK.

JOINING ME NOW TO ANSWER THOSE VERY BIG QUESTIONS, AS PART OF OUR CONVERSATION ON MENTAL HEALTH SERIES, IS TARA J. FRANK.

TARA IS AN EQUITY STRATEGIST WHO ADVISES COMPANIES ON WORKPLACE CULTURE AND ISSUE OF DIVERSITY, EQUITY, AND INCLUSION.

TARA, SO GREAT TO HAVE YOU ON "METROFOCUS."

THANK YOU FOR JOINING ME.

>> THANKS FOR HAVING ME, JENNA.

I APPRECIATE IT.

>> SO YEAH, LIKE I SAID, THESE ARE A LOT OF REALLY BIG ISSUES.

BUT FIRST OFF, I WANT TO TALK ABOUT JUST THE DIFFERENCE IN WORK FOR PEOPLE OF COLOR.

WHEN I MENTIONED IN THE INTRO THAT A LOT OF PEOPLE OF COLOR, BIPOC EMPLOYEES HAVE FELT THAT THEY HAVE A BETTER WORK LIFE -- NOT A BETTER WORK LIFE BALANCE, BUT BETTER WORKING EXPERIENCE, THEY FEEL BETTER SUPPORTED WORKING REMOTELY, CAN YOU JUST EXPAND ON WHAT THAT MIGHT MEAN FOR PEOPLE?

>> ABSOLUTELY.

SO, MANY PEOPLE OF COLOR, AND HONESTLY ESPECIALLY BLACK PEOPLE AT WORK, FELT LIKE OVER TIME THEY WERE GOING INTO THE OFFICE BRACING FOR OFFENSE.

WHAT I MEAN BY THAT IS SO ACCUSTOMED, RIGHT, TO EXPERIENCING THOSE MICROAGGRESSIONS THAT YOU DEFINED, THAT THEY WERE ALMOST ANTICIPATING THEM, WHICH IS PUTTING ON TO PEOPLE'S SHOULDERS THIS BURDEN, IF YOU WILL, THIS EMOTIONAL AND MENTAL BURDEN.

SO BEING AT HOME, WORKING REMOTELY, THEY WEREN'T AS WORRIED ABOUT THAT.

THEY WEREN'T EXPERIENCING IT DAY IN AND DAY OUT, AND THOSE MICROAGGRESSIONS CAN LOOK ANYWHERE FROM, YOU KNOW, CAN I TOUCH YOUR HAIR?

TO JUST BEING IGNORED IN A MEETING.

NOT BEING INCLUDED IN DECISION-MAKING PROCESSES OR CONVERSATIONS BEING LEFT OFF OF IMPORTANT COMMUNICATION.

SO IT REALLY DOES RUN THE GAMUT, BUT PEOPLE FELT LIKE THEY DIDN'T HAVE TO BE IN THE ROOMS, EXPERIENCING THOSE MOMENTS OF INSULT OR OFFENSE, AND WHEN YOU SAY THAT PEOPLE FELT MORE VALUED AT HOME, I HONESTLY THINK WHAT'S HAPPENING IS THEY JUST WHETHER OR NOT FEELING DEVALUED.

>> OF COURSE.

I'M ALSO WONDERING IF EVERYTHING THAT HAS TRANSPIRED DURING THIS PANDEMIC -- WE'VE COVERED SO MANY STAIRS WHERE IT HAS JUST LAID BARE SOME OF THE INEQUITIES, INEQUALITY IN HEALTH CARE, BUT ALSO THERE WAS A UNFORTUNATE MURDER OF GEORGE FLOYD LED TO A HUGE LONG OVERDUE CONVERSATION IN A LOT OF WORKPLACES.

DID THAT ALSO CHANGE THE WAY A LOT OF BIPOC EMPLOYEES MIGHT HAVE FELT ABOUT THEIR COMPANY?

>> INTERESTINGLY, IT'S A DOUBLE-EDGED SWORD TO BE HONEST WITH YOU.

MANY YEARS AGO WE WERE ALL TAUGHT NOT TO TALK ABOUT RACE, RELIGION, OR POLITICS AT WORK.

THOSE ARE THE THREE THINGS YOU DID NOT DISCUSS.

THEN AFTER GEORGE FLOYD WAS MURDERED EVERYONE WANTED TO TALK ABOUT RACE.

PEOPLE WERE ASKING THEIR BLACK COLLEAGUES TO TELL THEM THEIR BLACK STORY.

ON ONE HAND YOU WERE HAPPY THAT PEOPLE WERE FINALLY READY TO TALK ABOUT SUCH A MAJOR INFLUENCER ON OUR OVERALL WORKPLACE EXPERIENCE.

ON THE OTHER HAND, THOUGH, PEOPLE ASKING YOU TO CONTINUALLY KIND OF DRAW OUT YOUR TRAUMA, IF YOU WILL, RIGHT, TO ACCESS IT, TO TALK ABOUT, PROCESS IT DAY IN, DAY OUT OVER AND OVER AGAIN REALLY BECAME, I BELIEVE, A MENTAL HEALTH AND KIND EMOTIONAL DRAG ON OUR GENERAL WELLNESS.

SO IT'S A CATCH 22, BECAUSE IT'S GOOD TO ACKNOWLEDGE AND BE OPEN ABOUT THE PROBLEMS WE'RE EXPERIENCING.

IT ALSO REALLY CAN BE DIFFICULT TO HAVE THOSE CONVERSATIONS OVER AND OVER AND OVER AGAIN.

AND REMOTE WORK THAT ALLOWED US TO AT LEAST BE IN OUR LITERAL SAFE SPACE WHILE THESE CONVERSATIONS WERE HAPPENING, WHICH GAVE US A SORT OF PROTECTION.

>> WELL, IT'S INTERESTING, BECAUSE WHAT YOU SORT OF DESCRIBED IN ASKING PEOPLE, FOR EXAMPLE, TO TELL THEIR BLACK STORIES, AS YOU SAID, WAS SORT OF A DOUBLE EDGED SWORD, AND NIGHT SPEAK TO A WORD I KNOW A LOT OF PEOPLE HEARD BUT MAY NOT FULLY UNDERSTAND, AND THAT'S MICROAGGRESSIONS.

CAN YOU FULLY EXPAND ON WHAT EXACTLY IS THAT?

>> A MICROAGGRESSION IS DEFINED AS A SUBTLE ACT OF INDIGNITY THAT BASICALLY TELLS PEOPLE YOU DO NOT BELONG.

SO, YOU EITHER SHINE A LIGHT ON SOME ELEMENT OF A PERSON'S PERSONHOOD OR WAY OF BEING IN THE WORLD THAT EXACERBATES THE DIFFERENCES, RIGHT, BETWEEN THE PERSON DOING THE ACTING AND THE PERSON BEING ACTED UPON.

AND THOSE MICROAGGRESSIONS OVER TIME START TO FEEL LIKE MACROAGGRESSIONS.

EN YOU KNOW, THEY DON'T FEEL MICRO OVER TIME BECAUSE THE FREQUENCY OF THOSE CAN START TO -- SEPARATION BETWEEN AN EMPLOYEE AND EMPLOYER.

>> WHAT ABOUT THE PUSHBACK EMPLOYERS MIGHT HAVE IN SAYING THERE IS A CERTAIN TYPE OF WORKPLACE DECORUM?

YOU'RE NOT AT HOME.

THIS IS A PROFESSIONAL SETTING, SO THERE ARE CERTAIN STANDARDS WE EXPECT OUR EMPLOYEES TO ADHERE TO?

>> I THINK IT'S OKAY AND ACCEPTABLE AND NORMAL TO HAVE STANDARDS OF CONDUCT, IF YOU WILL, BUT THOSE SHOULD DEFINITELY BE ROOTED IN BUSINESS CRITICAL ISSUES.

THEY SHOULD NOT BE ROOTED IN PERCEPTION.

THEY SHOULD NOT BE ROOTED IN A NARROW DEFINITION OF WHAT IT MEANS TO BE A LEADER.

WHAT WE HAVE TO ACKNOWLEDGE IS FOR DECADES NOW, RIGHT, EVEN LONGER IN SOME COMPANIES, WE'VE DEFINED LEADERSHIP BASED ON A WHITE MALE MODEL.

BECAUSE OF THAT WHEN ANYONE SHOWS UP IN A WAY THAT DOES NOT NATE DEFINITION OR VIEW, WHEN THEY COMMUNICATE IN A WAY THAT DOESN'T FIT THAT VIEW, WHEN THEY LEAD IN A WAY THAT DOESN'T FIT THAT VIEW, WE AUTOMATICALLY ASSUME THEY WERE NOT LEADER-LIKE.

AND WHEN WE HAVE THAT KIND OF OPINION OR PERCEPTION OF SOMEONE, IT INHIBITS THEIR GROWTH TREMENDOUSLY AND ALSO THEIR ABILITY TO INFLUENCE AND TO IMPACT.

SO SOME OF IT IS ABOUT OUR LENS, RIGHT, NOT SO MUCH ABOUT HOW THE OTHER PERSON IS SHOWING UP, AND WE REALLY HAVE TO CHECK OURSELVES ON THAT MOVING FORWARD.

>> OF COURSE.

I DO WANT TO ZERO IN, THOUGH, ON THE UNIQUE EXPERIENCES OF WOMEN OF COLOR IN THE WORKPLACE, AND AS I ASK THAT QUESTION, I DO WANT TO ACKNOWLEDGE THAT BIPOC WOMEN IS A LARGE, VARIED GROUP.

SO WITHIN THAT GROUP, ARE THERE DIFFERENT EXPERIENCES OF MARGINALIZATION IN THE WORKPLACE?

>> ABSOLUTELY.

AT THE END OF THE DAY IN ANY GIVEN ENTITY, AND OR CORPORATE WORKPLACES ARE NO EXCEPTION, YOU HAVE TO PEOPLE OF POWER IN THE CENTER, AND IN THE CENTER IS ALL THE STUFF YOU NEED TO HAVE A GREAT CAREER -- THE INSIGHT, THE SACRED COWS, THE UNWRITTEN RULES, THE ACCESS TO POWER NETWORKS AND KNOWLEDGE CENTERS, AND THE OPPORTUNITY.

THE REALITY IS, THE MORE DIFFERENT YOU ARE FROM THOSE PEOPLE IN POWER, THE LESS CONNECTION YOU HAVE TO THAT INSIGHT, THAT ACCESS, AND THAT OPPORTUNITY.

AND WOMEN OF COLOR HAPPEN TO BE THE FURTHEST REMOVED FROM THAT POWER PROFILE THAT MOST OF US ARE KIND OF CONTENDING WITH TODAY.

SO WOMEN OF COLOR THEN DON'T HAVE ALL THE INFORMATION THEY ALWAYS NEED TO BE SUCCESSFUL.

THEY DON'T ALWAYS HAVE THE ACCESS, RIGHT?

THE SPONSORS AND THE CONNECTEDNESS THEY NEED TO BE SUCCESSFUL, AND THEY CERTAINLY ARE LESS LIKELY TO GET THAT OPPORTUNITY TO SHOW AND PROVE WHAT THEY'RE CAPABLE OF ON THAT BIG PROJECT OR WITH THAT IMPORTANT CLIENT OR ON THAT NEXT GREAT OPPORTUNITY.

AND A LOT OF THIS IS FUELED BY AFFINITY OR PROXIMITY BIAS.

SO THERE ARE SOME REAL CHALLENGES HERE THAT OUR DIMENSIONS OF DIFFERENCE CREATE, WHETHER WE INTEND FOR THEM TO DO SO OR NOT.

>> AS YOU MENTIONED, A LOT OF THINGS THAT WOMEN OF COLOR ACT IS THAT ALL WOMEN OF COLOR, OR ARE YOU SPEAKING SPECIFICALLY OF CERTAIN GROUPS OF WOMEN OF COLOR, SPECIFICALLY LATINA WOMEN, BLACK WOMEN?

BECAUSE AGAIN, BIPOC IS A LARGE GROUP.

>> IT'S A VERY LARGE GROUP, AND SOME OF THE ISSUES OR CHALLENGES ARE CERTAINLY NUANCED.

BUT, YOU KNOW, IN MOST CORPORATIONS YOU HAVE WHITE MEN IN THE CENTER.

THE NEXT GROUP OUT IS WHITE WOMEN.

THEN MEN OF COLOR AND WOMEN OF COLOR.

SO ALL WOMEN OF COLOR ARE FURTHEST REMOVED, RIGHT,ER FR THAT POWER, THAT CENTER FROM WHERE THE GOOD STUFF HANGS OUT, BUT THERE ARE NUANCED EXPERIENCES.

SO FOR INSTANCE, I KNOW MANY LATINO WOMEN FEEL MISUNDERSTOOD.

WE DID A BODY OF RESEARCH FOR MY BOOK WHERE WE ASKED HUNDRED OS EMPLOYEES ALL ACROSS DIMENSIONS OF DIFFERENCE TO TELL US STORIES OF TIMES THEY FELT SEEN, VALUED, PROTECTED, AND TELL US STORIES OF TIMES THEY FELT INVISIBLE, DISRESPECTED, UNDERAPPRECIATED AND SCRUTINIZED.

SOME OF THE NUANCES WE WERE ABLE TO DRAW OUT FROM THAT RESEARCH WERE REALLY FASCINATING.

AGAIN FOR LATINO WOMEN THEY FELT OFTEN MISUNDERSTOOD.

WASN'T JUST THEY FELT INVISIT, BUT MISCHARACTERIZED AT WORK, AND THAT WAS A REALLY BIG CONCERN AND SOMETHING THAT OFTEN CAUSED THEM TO START TO THINK DIFFERENTLY ABOUT THEIR PLACE IN A COMPANY.

FOR BLACK PEOPLE AT WORK, THEY OFTEN FELT DISRESPECTED AT WORK, RIGHT?

AND THAT MOMENT OF DISRESPECT WAS REALLY ACUTE.

LIKE, IT HAPPENED IMMEDIATELY, CAUSES A VERY STRONG EMOTIONAL REACTION AND IS OFTEN THE MOMENT THAT LEADS TO DEPARTURE, RIGHT?

OR LEADS THEM TO EXIT.

SO THERE ARE NUANCES IN THE GROUPS DEPENDING ON WHAT THEY'RE EXPERIENCING OUTSIDE THE COMPANY THAT THEY BRING WITH THEM INSIDE THE COMPANY.

BUT GENERALLY WOMEN OF COLOR AS A WHOLE ARE NOT GETTING AS MANY OPPORTUNITIES TO GROW.

THEY'RE BEING PROMOTED AT A LESSER RATE AND CERTAINLY PAID MOST OFTEN AT A LESSER RATE AS WELL.

>> OF COURSE.

WOMEN'S EQUAL PAYDAYS, THE VARIOUS ONES WE HAVE THROUGHOUT THE YEAR, ARE VERY INDICATIVE OF.

THAT I WANT TO ASK FOR MY FINAL QUESTION, BECAUSE WE'VE GOT ABOUT A MINUTE LEFT -- FOR PEOPLE WHO MAY HAVE HAD DIRECTIVES GIVEN FROM THEIR JOB, THEIR BUSINESS THEY WORK FOR, THAT BACK TO OFFICE IS DEFINITELY HAPPENING AND THEY'RE DREADING THE RETURN TO THE OFFICE, WHAT WOULD BE YOUR ADVICE FOR SOMEONE TO PROTECT THEIR MENTAL HEALTH AND WELL BEING?

>> SUCH AN IMPORTANT QUESTION.

I WOULD SAY NUMBER ONE, TAKE WHAT YOU'VE LEARNED IN THIS TIME YOU HAVE BEEN AWAY ABOUT WHAT IT LOOKS LIKE TO CARE FOR YOURSELF, TO GIVE YOURSELF GRACE AND SPACE, AND TRY TO PRESERVE AS MUCH OF THAT AS YOU CAN.

BUT ALSO REMEMBER THERE'S A FLIP SIDE TO THIS.

GOING BACK TO THE OFFICE ALSO INCREASES VISIBILITY, AND WITHOUT VISIBILITY, WE DON'T REALLY GET THE OPPORTUNITY TO CONTRIBUTE AT OUR HIGHEST POSSIBLE LEVEL.

SO THERE ARE PUTS AND TAKES, AND I THINK IF WE CAN REMEMBER THAT, WE CAN GO BACK TO THE OFFICE WITH A MORE BALANCED POINT OF VIEW AND A HEALTHIER MIND SET.

>> ALL RIGHT, WELL, LISTEN, MY GUEST WAS TARA J. FRANK.

I WANT TO THANK YOU SO MUCH.

TARA IS AGAIN AN EQUITY STRATEGIST WHO ADVISES COMPANIES ON WORKPLACE CULTURE AND ISSUE OF DIVERSITY, EQUITY, AND INCLUSION.

THANK YOU SO MUCH FOR TAKE, TIME TO HAVE THIS CRITICALLY IMPORTANT CONVERSATION WITH US ON "METROFOCUS."

>> THANK YOU.

>>> "METROFOCUS" IS MADE POSSIBLE BY -- SUE AND EDGAR WACHENHEIM III, FILOMEN M. D'AGOSTINO FOUNDATION, THE PETER G. PETERSON AND JOAN GANZ COONEY FUND, BERNARD AND DENISE SCHWARTZ, BARBARA HOPE ZUCKERBERG, AND BY --