February 1, 2025 • 35 mins
DEI & Black History month per President Trump. Army Black Hawk crew involved in DC crash made up of 'top pilots' with thousands of hours of experience. Army Black Hawk helicopter in DC crash was practicing disaster drill. President Trump's response. Trump administration's attack on DEI. Interview with Maiya Winston, a Global DEI Ambassador.
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Episode Transcript
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Speaker 1 (00:00):
You're listening to KFI AM six forty on demand. Y, Raoul.
Speaker 2 (00:05):
We're gonna cut the music short today because we're gonna start.
Speaker 3 (00:09):
The show slightly differently.
Speaker 2 (00:12):
I feel like we have a new theme and Raoul,
I'd like you to play that now.
Speaker 4 (00:16):
Well, to go from the food show to why we
need DEI. I'm out of here, tired of that crap. Anyway,
you can send that to the CEO of iHeartMedia. Tired
of DEI, tired of people saying it's it should be
stay around. I'm a white male. We've been screwed lately,
So anyway, screw DEI. I'm done with kfire for the night.
Speaker 3 (00:38):
Run our song, Raoul, let's do our song crazy. Please
listens me at.
Speaker 2 (00:45):
The up KFI AM six forty five, everywhere on the
iHeartRadio app.
Speaker 3 (00:53):
We should put that. We should make that.
Speaker 2 (00:55):
A drop Brad and put him to music like they
did with all those other memes and things and people
put him to music, put him to a really nice,
like super soulful backing track and just run him.
Speaker 3 (01:09):
That's that's our new song. You know what it? You know,
just to just to comment on that, you're a white male.
Andrew speaking for you. I'm partially I'm also Asian, are
you really yeah, I'm Dutch Indonesian. Represent you just pissed
Brad all the way off. Based on what he said,
(01:29):
it did sound like that he he was demanding some
inclusivity for himself.
Speaker 2 (01:33):
I think so he really wanted to have his commentary included,
and we did. And that's what diversity, equity and inclusion is.
He got airtime, therefore he was included. It was equitable,
it was the same length as our intro song, and
it was definitely a diverse opinion.
Speaker 3 (01:51):
Very diverse opinion, very diverse opinion.
Speaker 2 (01:53):
And as a white male speaking for other white males,
if you agree or disagree with Brad, you can do
exactly what he did, which has hit that talkback feature
and let us know how you feel. It's Saturdays with
Tiffany here with you from five to seven. Thanks for
joining in.
Speaker 3 (02:10):
What a January.
Speaker 2 (02:11):
I'm really glad that it's behind us and we are
now in February, the shortest month of the year and
hopefully not the most outrageous. We started our year off
with a lot of news, and we actually ended our
January with a lot of news, much of which we
will cover today, starting of course with that really unfortunate
(02:34):
and horrific collision between the Blackhawk and American Airlines planes
as they again collided over the Potomac River out there,
and we'll talk about that in depth because I have
information I want to share with you. Given that this
was a huge news story, a lot of information came
out that wasn't immediately accurate, and so since it's been
(02:57):
just two short days since that incident, there's some clarifications
I can make. I can give you some follow up
information that will help really put this story in context
from experts. So we'll make sure that we do that
starting off the show. That's how we're gonna start it.
Then we will move into some conversation about whether or
(03:18):
not flying is actually safe. There's a lot of fears
that have arisen out of these crashes, that one with
the American Airlines and black Hawk planes, the one in
Philadelphia just yesterday, and other questions around whether or not
flight travel flying is in fact safe. I'll give you
some statistics and hopefully put you at ease. In a
(03:41):
little bit we will in fact talk to one of
Brad's nemesis, my friend Maya Winston, who is an expert
in DI.
Speaker 3 (03:51):
She's not here to wag her finger at you.
Speaker 2 (03:53):
She is here to inform all of us, including me,
on what DEI really entails. There are a lot of
miscons about DEI. People think it's just race or it's
just this. Well, Maya is a global ambassador. That means
she is very well traveled. She travels around the world
advising corporations companies about DEI strategy and structure. She is
(04:18):
the foremost expert on the matter, and she will be
joining us at five point thirty to give her insight
as to what DEI is in reality and how companies
and all of us will be impacted by the scaling
back of DEI at a lot of these companies that
we like to patronize. We also will hear a bit
(04:40):
from President Trump. He did respond to what happened with
the Blackhawk and American Airlines crash.
Speaker 3 (04:47):
It didn't go the way he thought.
Speaker 2 (04:49):
And I think with President Trump, he expects to have
one sort of reaction or one sort of galvanized response. Well,
this one the response he got after commenting on the
collision was not necessarily what he expected. And I'll play
that audio for you in a little while speaking of disaster. Sadly,
(05:11):
we are now on the heels of the most costly
fires in Los Angeles history, in California history, and we'll
talk about what happens when all of those clothes that
are collected, because Californians have a lot of clothes and
they were donating those clothes in droves. What happens when
(05:34):
those clothes that are collected have nowhere to go, when
people don't need the clothes. What happens to all of
these tons of clothes in collection centers. I'll tell you
in a little bit and continue continuing with fire news.
Now that the rebuilding phase is in effect, what restaurants
(05:56):
around Altadena, Pasadena, Malibu and the Palace Esades are hoping
to rebuild, which ones are expecting to.
Speaker 3 (06:04):
Rebuild, and where I will have a list for you.
Speaker 2 (06:07):
So that's some really good news, some really hopeful and
aspirational news coming out of the fires. And well in
the show, talking about Black History Month again to Brad's chagrin,
he'll probably turn the radio at that point, but I
hope you don't, because, just like President Trump said yesterday,
Black History Month is official and we should be celebrating
(06:30):
the contributions of black Americans. I will share with you
a list of events happening around southern California this Black
History Month.
Speaker 3 (06:39):
Again.
Speaker 2 (06:40):
President Trump proclaimed it so so even if you don't
like what I have to say and you don't want
to hear about DEI, President Trump says, well, you need
to know about Black History Month, and I'll share those
events with you at the end of the show. When
we come back, we're going to talk about that Army
Blackhawk American Airlines collision, and I'll share some updates to
(07:01):
that story with factual information that I feel you'll be
really appreciative to know. People want to place blame, and
I'll let you know exactly where that blame should potentially
be placed, or if there's anyone to blame in the
first place. When we come back, it's Saturdays with Tiffany
right here on KFI AM six forty Live everywhere on
(07:24):
the iHeartRadio app.
Speaker 1 (07:26):
You're listening to KFI AM six forty on demand.
Speaker 2 (07:31):
I Am six forty live everywhere on the iHeartRadio app.
Tiffany hobbs here with you and I am ruffling feathers today.
I like it because at least you're listening, and I
don't expect you to agree with everything I say, but
I do appreciate that you are listening and that you
are forming your own opinions. My job is to give
(07:52):
you some information so that your opinions can be based
in reality and in fact and not just in emotion.
And that is the problem with what's happening with our
next story. On Thursday night, there was a horrific crash
between that Army black Hawk helicopter and the American Airlines
commuter jet or commercial jet as it was descending into
(08:14):
Reagan Airport, and by Friday morning, just hours after the crash,
there were accusations, there were theories, there were ideas, all
being shared about what happened and why as details were released.
As these things go, facts came out, information came out,
(08:35):
and people still wanted to indict those who they felt
were copable in the cause of this crash. With fires
and other tragedies, there's always a want to blame. That's
a natural human reaction. It's a part of the stage
of grief. You can research it, but it is something
(08:57):
that is synonymous with just simplistic human Something bad happens,
and we want to point a finger or fingers at
something somewhere or someone. We need to have a reason
to pin on why something happens.
Speaker 3 (09:13):
And with this crash, in.
Speaker 2 (09:14):
Fact, the flames were being stoked in the direction of
the actual helicopter pilots, all of which are soldiers, all
of which are people who have dedicated their lives to
serving the United States military through their expertise in aviation.
And as the bodies were still being pulled from the
(09:36):
Potomac River, President Trump pointed blame towards those three soldiers.
He questioned their experience, he questioned the validity of their experience.
And I do want to share with you just a
little bit about these soldiers so that you can be
better informed. The three soldiers of the Army UH sixty
(09:57):
black Hawk helicopter that collided with the American Airline's plane
were all very experienced and not only had thousands of
hours of flight time between them, but were very familiar
with the flight patterns above the Potomac River.
Speaker 3 (10:15):
This comes from ABC News.
Speaker 2 (10:18):
The Army has confirmed that all three soldiers were from
Bravo Company and that the helicopter flight along the Potomac
was a routine nighttime qualification flight in which an instructor
pilot tests a pilot's skills at navigating the various routes
(10:38):
through the Washington area that are key parts of the mission.
There's a person his name is Jonathan coziole He's a
retired Army Chief Warrant officer with more than thirty years
experience in flying Army helicopters, and he has gone on
to be interviewed in which he said it was a
(10:58):
very experience group these three soldiers aboard that helicopter. Cozio
confirmed to reporters on a conference call that the male
instructor pilot had more than one thousand hours of flight time,
the female pilot, who was commanding the flight at the time,
had more than five hundred hours of flight time, and
(11:21):
the crew chief was also said to have hundreds of
hours of flight time, So again, over a thousand, thousands
of hours of flight time between the three of them.
Cozio went on to say both pilots had flown this
specific route before at night.
Speaker 3 (11:40):
This wasn't something new to either of them.
Speaker 2 (11:44):
These are our top pilots doing this national capital region.
He went on to include that this was a relatively
easy corridor to fly because you're flying down the center
of the river. So Cozio, expert in aviation, this career
and veteran aviator, is saying that the route itself was
(12:08):
an easy corridor. He said, it's easily identifiable, and that
while they were flying at night, night vision goggles were
available to aviators but were not necessarily utilized because they
would have had the peripheral vision of the lights on
both sides of the shore. Cozio is saying, these pilots
(12:29):
knew where they were going and what they were doing,
and the terrain and the airspace in which they were navigating. Lastly,
Cozio says that the pilots quote situational awareness would have
been aided by a moving tracking screen in the cockpit
which pinpointed their exact location, along with visual aids within
(12:52):
their lines of sight.
Speaker 3 (12:55):
This was a routine mission.
Speaker 2 (12:59):
This was not some thing as I saw posted online
and I heard on that on that during that Friday
morning quarterbacking of theorizing and trying to figure out why
and how could.
Speaker 3 (13:10):
This have happened. This was not a novice operation.
Speaker 2 (13:14):
These were veterans, These were career aviators, These were instructors,
and they knew where they were and had flown that
flight path before. This was an annual routine retraining. This
is something that they did annually. So the questions that
(13:35):
are coming out, some of which were raised by President Trump,
are being bad it down because there is actual information
that is true. There's there's the reality of the matter,
and then there's the conjecture. There is the hypothesizing, there
are the rumors. The reality is all three of these pilots,
(13:56):
two men and one woman, who are now amongst the
casualties of this horrific crash, knew what they were doing.
In fact, all signs point to this being a horrific accident.
Nothing deliberate, nothing planned beforehand, nothing nefarious, but an accident.
(14:20):
And I think when we have tragedy like this again,
our compulsion is to want to make some sort of
sense of the tragedy, and because we want to blame,
it is hard for us to accept that bad things happen,
and that this could be an example of a bad
thing happening on accident that has now caused the loss
(14:44):
of sixty seven lives, including these three helicopter professionals from
the military and the sixty four passengers and crew. On
that American Airline's plane. When we come back, we're going
to play a little bit of audio that speaks to
to some of President Trump's commentary about this crash, and
(15:05):
then we will transition that into a conversation about diversity,
equity and inclusion with a global ambassador for DEI, Maya Winston,
who is the foremost expert on the subject. We'll tie
it all together because it needs to be, and we'll
do that on the other side of the break. Kf
(15:27):
I AM six forty Live everywhere on the iHeartRadio app.
Speaker 1 (15:31):
You're listening to KFI AM six forty on demand.
Speaker 2 (15:35):
Kf I AM six forty Live everywhere on the iHeartRadio app.
Speaker 3 (15:39):
Tiffany Hobbs here with you.
Speaker 2 (15:41):
And it seems that in talkbacks that we've been receiving,
I am being referred.
Speaker 3 (15:46):
To as the DEI Hire. Well, thank you.
Speaker 2 (15:50):
I'll accept that because I'm here and you're not, So
you have to listen to this DEI hire whether or
not you want to. And we do have a talk
back from Dennis, and Dennis is a little less vitriolic.
Let's hear what Dennis has to say. Oh, you don't
have it yet, that's Okay, that's okay. Well, when we
get that talk back from Dennis, we will hear it.
(16:12):
You know, in the last segment, I was telling you
that we have a guest coming up.
Speaker 3 (16:16):
Her name is Maya Winston, and we'll get to her
in a moment.
Speaker 2 (16:19):
But the reason we're talking to this guest is because
there's been a very peculiar, a very bizarre tie in
between DEI diversity, equity and inclusion and how that policy
is implemented within the corporate structure, and as you probably know,
(16:40):
it is one of the things that is being rolled
back by the Trump administration. Whatever your feelings are on DEI,
just present presenting the facts to you.
Speaker 3 (16:50):
But the tie in between.
Speaker 2 (16:51):
DEI and the crash between the Blackhawk helicopter and American
Airlines commercial jet again is one that to me is
a bit peculiar. And the tie in actually was at
the hands of President Trump, who was speaking at a
press conference about the helicopter crash, and he had some
strong thoughts, as as is appropriate, on this situation. But
(17:16):
one of the thoughts has been met with a lot
of division and quite honestly, a lot of pushback in
places and from places that I believe President Trump hasn't
necessarily been accustomed to Let's hear this clip and then
we'll talk a little bit about it after.
Speaker 5 (17:34):
I don't want to comment on that.
Speaker 3 (17:36):
Do you have a plan to go visit the site
or I have.
Speaker 5 (17:39):
A plan to visit not the site, because what did
you tell me? What's the site to order? I don't
have a plan to do that, but I will be
meeting with some people that were very badly hurt with
their family member, obviously, but I'll be meeting with some
of the family.
Speaker 2 (17:56):
So, as you heard there, President Trump was asked by
this reporter off air if he planned to visit the site,
and he said, quote, I have a plan to visit
not the site, because you tell me what's the site?
Speaker 3 (18:09):
The water you want me to go swimming?
Speaker 2 (18:13):
Well, regardless of your thoughts on politics, regardless of what
side of the aisle you find yourself on, regardless as
however you voted in this last election and how you
plan to vote moving forward, I think we can all
collectively agree that in the wake of this tragedy, sarcasm, dismissiveness,
(18:37):
and incentivity has no place. And what we heard was
our commander in chief, our president at that time during
this press conference, using all three of those descriptors, he
was in fact dismissive, He was in fact insensitive, and
he made light and was sarcastic when asked about whether
(18:59):
or not he would visit. And this has a lot
of people very upset, many within his own party, many
on the outside, because this is a time in which
we should be mourning nationally and asking questions about, of course,
aviation safety and what went wrong. But those questions are
being overshadowed by that commentary as well as the linking
(19:21):
to DEI. And President Trump and members of his cabinet
have since weighed in on why they feel that the
helicopter crash happened, why that collision occurred, and they are
placing blame on.
Speaker 3 (19:33):
The quote DEI hires.
Speaker 2 (19:37):
So, because DEI is in the news and seems to
find itself constantly in the news, I wanted to get
an expert on the matter, and I know, Raoul, we
do have a clip about what DEI is. There's a
social media clip that's been viral, now gone viral, and
this clip asks questions that many of you may be asking,
(20:00):
and it provides some pretty good answers and then we'll
get to Maya Winston and let her explain from the
experts point of view what DEI is.
Speaker 3 (20:10):
All right, Rol, we are learning more about the victims
and the black clock helicopter that collided with an American
Airlines plane.
Speaker 1 (20:17):
Not that one.
Speaker 2 (20:18):
Actually there's a different one. There's a clip where there's
a woman saying out there with.
Speaker 6 (20:22):
One benefit of the DEI movement. Oh yeah, and you
can fact check me on this. One benefit therapy for veterans.
Speaker 7 (20:29):
So there's one for you.
Speaker 6 (20:30):
One benefit of mother's rooms.
Speaker 7 (20:32):
So when you're a fresh mother and you have to
pump your rest for your.
Speaker 6 (20:36):
Children, give me one benefit.
Speaker 7 (20:38):
Hey care differently. So the family member's about to pass
away and your company says, go home, we'll pay you
while you see them away.
Speaker 6 (20:45):
Me one benefit paternity leave.
Speaker 7 (20:47):
So when you're an expectant parent you can actually spend
time with your newborn.
Speaker 6 (20:51):
You can give me one benefit.
Speaker 7 (20:53):
Disabled accessible places in spaces I think like elevators, wheelchair rams, handicapstalls,
and a through even er economic displays and setups for
somebody who might not be able to do day to
day activities. I have a friend who lost most of
the used his hands and his job requires him to type,
so there's a screen program that clocks his eyes and
(21:15):
goes to where he needs.
Speaker 6 (21:16):
So there's an example diversity, all.
Speaker 3 (21:18):
Right, Rob Welby.
Speaker 2 (21:19):
And there now, as you can see, there are questions
about what DEI actually includes.
Speaker 3 (21:24):
There are lots of questions in.
Speaker 2 (21:25):
The talkbacks, people are coming up with their ideas as
to what DEI actually is. And because there's all this
misinformation swirling around, what better than to get someone who
is smarter than all of us, who actually is a
career corporate expert on DEI to come on KFI, to
(21:45):
come on Saturdays with Tiffany and discuss exactly what DEI is,
what the impacts are when it is implemented, and how
rolling back DEI can affect us all. And I'm very
happy to bring on my dear dear friend, my USC alum,
Maya Winston. And let me tell you a little bit
(22:06):
about Maya before she starts talking, because you need to
know this woman's repertoire. Maya Winston is a Dallas, Texas
based coach, consultant and mentor, and she is a global
DEI leader in the technology sector with over fifteen years
of corporate experience. She has seen firsthand the difference that
(22:28):
working with purpose and passion can make on the lives
and careers of employees. Maya's areas of focus include diversity,
equity and inclusion within corporate spaces, leadership development, and employee engagement.
She is currently pursuing a doctorate an organizational development and
leadership with a focus on cultural competence and global business.
(22:50):
She is an Opportunity Fellow. She is a diversity professional.
She is a Human Resources Management Certified professional. She served
as the executive director of the Dallas Fort Worth Collective
of Black Employee Research Research Resource Groups. Geez, she has
so many things that I'm getting tongue tied because if
I spent more time reading her bio, we would not
(23:12):
have time to interview her and to talk to Maya. Maya,
I'm gonna bring you on quickly and I'm gonna hold
you over for the next segment. But welcome to Saturdays
with Tiffany.
Speaker 8 (23:22):
Thank you, Tithany. This is such an honor and a
privilege and a pleasure, and I'm grateful to be here.
And I would love to share what DEI actually is
versus what it's being vilified as in the media at
large right.
Speaker 2 (23:37):
Now, perfect, and we will do that on the other
side of the break, so we can give you the
full segment to go into that explanation and so that
you can share your expertise, of which we do not
have I know I do not have it when it
comes to DEI with our listeners. So can you do that?
Can you hang on with us for one more segment?
Absolutely fantastic. We're talking to Maya Winston and we'll be
(23:59):
back with Maya to talk about diversity, equity and inclusion
on the other side of the break. KFI AM six
forty Live everywhere on the iHeartRadio app.
Speaker 3 (24:08):
It's Saturdays with Tiffany.
Speaker 1 (24:10):
You're listening to KFI AM six forty on demand.
Speaker 2 (24:14):
I AM six forty Live everywhere on the iHeartRadio app.
Tiffany Hobbs here with you until seven o'clock and I
just introduced Maya Winston and briefly just to bring her
back into the conversation. Maya is the foremost expert on
DEI in corporate spaces. She travels the world doing consulting
workshops and is a consultant for companies that are looking
(24:38):
to implement diversity inclusion. Equity into their corporate structure. She
knows what DEI is and what could potentially happen in
the event that DEI is taken out. Maya, you are
again the consummate professional, and I thank you for coming on.
Speaker 8 (24:55):
You are far too gracious. Thank you. I stand on
the shoulders of people who have been in this work
for decades, so I am still a student of the work.
While also yes, I do accept that you say I
am a scholar of it and am doing the work actively,
but I stand on the shoulders of people who have
been doing this for generations and for centuries, because this
isn't new for us all. And I'm very grateful to
(25:17):
be here with you today. You know, for me, I
am a. Let me start with my introduction as is.
My name is Maya Winston. I use she her and
her pronouns and identify as a black woman. I am
especially applied to be on KFI with you as an
LA native. I was born, raised, educated in Price out
of LA and currently live in Dallas, Texas. But it
(25:38):
is really thrilling for me to be here on a
station that I grew up listening to. And I'm so
proud of you Tiffany for having your very very powerful
voice amplified, and for the advocacy that you're doing well
and the work that you continue to do.
Speaker 2 (25:53):
Thank you, and this you know, this isn't about me,
and I want to throw it back at you, Maya,
because there are lots of but it is.
Speaker 8 (25:59):
About you, miss d had or because you possibly cannot
have gotten the role because you are qualified, that you've
been doing this for a while, that you have CBS
receipts on what you have accomplished in order to qualify
for the role. Obviously it's just because you're so stunningly gorgeous,
which is necessary for radio, right, and somebody fy you
(26:19):
walking down the street and said, ooh, who that pretty
black girl. Let's just put her on the radio. Unlike
that is the fallacy of DEI. You can't possibly have
gotten this job because you are qualified.
Speaker 9 (26:32):
Or even as you read my accolades, when I see
the things that I've accomplished for me, those are all
the things that I have to have in my back
pocket in order to be taken seriously in some spaces
where I am immediately dismissed.
Speaker 8 (26:47):
When I walk in the door due to my physical
presentation that's bias, yes, which is a part of what
DEI worked, the combat. What DEI is at its core
is human work. It is not human work for people
who look like XYZ. It is not human work for
a certain portion of the population. It is human work, period.
(27:11):
That is what true DEI work is. The vilification of
the work by people who do not agree with it
because they believe that it is in some way, shape
or form taking away what they believe that they are
entitled to by birth, by position, by resources is basically
(27:34):
a huge tantrum that's being thrown by a segment of
the population, and sadly, instead of making it about race,
it really is about resources because there are certain people
from you know, white male, straight Christian populations who are
(27:55):
not being considered when these arguments are being put up
in regard to they're taking our jobs. If you are
not in a certain tax bracket, if you do not
make a certain amount of money, if you do not
if you exist it and rely on government resources, you're
not a part of that us that's being advocated for.
(28:16):
You are the collateral damage in the result of taking
the rights away from those who do not qualify in
that assumed disenfranchised population.
Speaker 2 (28:27):
So what I hear you saying is that disenfranchisement is
not only relegated to race, but it is also inclusive
of the economic status that a person has disability, gender, yes, sure,
race and culture, but also handicaps and disability. I said that,
(28:47):
but that there are other sectors as well where people
are judged that could basically preclude them from being able
to be a part of those who are benefiting from
what I guess most of the country aspires to have,
which is that kind of quintessential American dream. And again,
if you don't fit into those boxes, even if you
(29:10):
are in fact white, male, Christian, straight, if you are
not fitting into the boxes required, you also will be
excluded from getting what you feel you should deserve.
Speaker 8 (29:25):
In fact, well not necessarily getting from that, but getting
what this notion of taking back what's ours, making America
great again by taking back from these others who are
elevating themselves, who are getting all of the education, who
are elevating themselves as far as where they are in
the government, that's not their place based upon the history
(29:49):
of the United States and who has traditionally been in power,
because that is shifting because the population is shifting. There
is a sense of we have to correct this because
this can't be. This imbalance of power being taken away
from traditionally white men with money and resources can't be.
(30:11):
We can't allow this to go on because this is
not how things are supposed to work. But sadly, with
that mindset, people are doing more damage to themselves as
opposed to just damaging other everybody else.
Speaker 3 (30:24):
And what does that damage look like?
Speaker 8 (30:27):
The damage looks like I was told the story the
other day of a truck driver going to pick up
a load of produce in the fields in California and
there wasn't enough for him to fill his load because
there are no workers or not enough workers to pick
up the food where there are companies who now are
(30:50):
being forced to roll back their DEI strategies and programs
which were again not specifically for only certain types of people,
but for everyone. And that included programming like skills based hiring,
which said you don't have a you don't have to
(31:10):
have a degree to qualify for one of our roles,
and we will put you on a path to make
sure that you can grow your career here versus simply
being stuck in a entry level role because we understand
that college is not the path for everyone, that is
not just targeted to non white people. There are plenty
(31:31):
of everybody who can qualify for something like that. But
because DEEI has been placed in this very narrow box
of color versus it being understood as this is a
way for everybody to be able to coexist, to be
included inclusivity, and to have equitable opportunities, it's all just
(31:55):
being flushed down the toilet versus really being truly understood
for what it is. And as a result, there's going
to be a lot more lost than there will be
benefits at the end of the day.
Speaker 2 (32:07):
So, in speaking of loss, can you can you quickly
summarize what this will look like going forward as the administration,
the current administration looks to roll back DEI across the
board governmentally and private businesses as well, or somewhat following suit,
what this could potentially look like over the next say
(32:30):
year into the future.
Speaker 8 (32:33):
Lost wise, we're looking at a loss of information. You
talking about all the people who are being forced out
of their jobs on the federal side, how much of
that is people who have been there for so long,
who actually know how to do the job, who have
trained others who are subject matter experts that they're now
being pushed out the door, and then who's going to
figure out how to do it. AI can only work
(32:54):
if the human trains the machine what to do, So
there's only so much the computers can take part in
without there being somebody to support that. There's going to
be a trickle down effect as far as the loss
of knowledge and skills from the human side because of
these rash decisions to push people out, which will then
start to affect our daily lives in terms of how
(33:16):
we live, how we make money, how we spend money,
and then just generally the perception of us on the
world stage right now is not good. I have colleagues
from overseas who are calling to check on me because
they're just like, it looks crazy over there. There's a
mess happening. And in the midst of all this, vuhala,
how are you all doing? How are you hoping? And
(33:40):
how can we support you? Because it just seems like
there's something coming every five minutes and we see that
this is not the way to go. But how can
we support you and how can we help? And from
the outside looking in. We are in a dire place
as a nation, and we have to find ways to
keep things together so that we can all live and
(34:02):
all be able to operate in our daily function. And
people really don't understand how much DEI, which you know
is not called out, really does affect them. That clip
that you played was amazing, because yes, brand.
Speaker 3 (34:16):
Hey, Maya, I actually have to break now.
Speaker 2 (34:19):
You know you're the expert, and I thank you for
sharing this information with us.
Speaker 3 (34:23):
I'm sorry we can't go longer.
Speaker 2 (34:24):
We are confined as DEI is hoping to to not
be by, you know, by constraints, and so we have
to go. But I thank you so very much for
coming on Saturdays with Tiffany, and I'd love to have you.
Speaker 8 (34:36):
Back sometime anytime, anytime.
Speaker 2 (34:39):
Thank you so much. We've been speaking with Maya Winston.
She's the global DEI leader in the technology sector, and
we will talk about what's going on with those extra clothes,
extra clothes that have been collected for the wildfires. What's
going on with those where are they going on the
other side of the break. Kf I AM six forty
Live everywhere on the iHeartRadio app.
Speaker 1 (35:00):
KFI A M six forty on demand,
You're listening to KFI AM six forty on demand. Y, Raoul.
Speaker 2 (00:05):
We're gonna cut the music short today because we're gonna start.
Speaker 3 (00:09):
The show slightly differently.
Speaker 2 (00:12):
I feel like we have a new theme and Raoul,
I'd like you to play that now.
Speaker 4 (00:16):
Well, to go from the food show to why we
need DEI. I'm out of here, tired of that crap. Anyway,
you can send that to the CEO of iHeartMedia. Tired
of DEI, tired of people saying it's it should be
stay around. I'm a white male. We've been screwed lately,
So anyway, screw DEI. I'm done with kfire for the night.
Speaker 3 (00:38):
Run our song, Raoul, let's do our song crazy. Please
listens me at.
Speaker 2 (00:45):
The up KFI AM six forty five, everywhere on the
iHeartRadio app.
Speaker 3 (00:53):
We should put that. We should make that.
Speaker 2 (00:55):
A drop Brad and put him to music like they
did with all those other memes and things and people
put him to music, put him to a really nice,
like super soulful backing track and just run him.
Speaker 3 (01:09):
That's that's our new song. You know what it? You know,
just to just to comment on that, you're a white male.
Andrew speaking for you. I'm partially I'm also Asian, are
you really yeah, I'm Dutch Indonesian. Represent you just pissed
Brad all the way off. Based on what he said,
(01:29):
it did sound like that he he was demanding some
inclusivity for himself.
Speaker 2 (01:33):
I think so he really wanted to have his commentary included,
and we did. And that's what diversity, equity and inclusion is.
He got airtime, therefore he was included. It was equitable,
it was the same length as our intro song, and
it was definitely a diverse opinion.
Speaker 3 (01:51):
Very diverse opinion, very diverse opinion.
Speaker 2 (01:53):
And as a white male speaking for other white males,
if you agree or disagree with Brad, you can do
exactly what he did, which has hit that talkback feature
and let us know how you feel. It's Saturdays with
Tiffany here with you from five to seven. Thanks for
joining in.
Speaker 3 (02:10):
What a January.
Speaker 2 (02:11):
I'm really glad that it's behind us and we are
now in February, the shortest month of the year and
hopefully not the most outrageous. We started our year off
with a lot of news, and we actually ended our
January with a lot of news, much of which we
will cover today, starting of course with that really unfortunate
(02:34):
and horrific collision between the Blackhawk and American Airlines planes
as they again collided over the Potomac River out there,
and we'll talk about that in depth because I have
information I want to share with you. Given that this
was a huge news story, a lot of information came
out that wasn't immediately accurate, and so since it's been
(02:57):
just two short days since that incident, there's some clarifications
I can make. I can give you some follow up
information that will help really put this story in context
from experts. So we'll make sure that we do that
starting off the show. That's how we're gonna start it.
Then we will move into some conversation about whether or
(03:18):
not flying is actually safe. There's a lot of fears
that have arisen out of these crashes, that one with
the American Airlines and black Hawk planes, the one in
Philadelphia just yesterday, and other questions around whether or not
flight travel flying is in fact safe. I'll give you
some statistics and hopefully put you at ease. In a
(03:41):
little bit we will in fact talk to one of
Brad's nemesis, my friend Maya Winston, who is an expert
in DI.
Speaker 3 (03:51):
She's not here to wag her finger at you.
Speaker 2 (03:53):
She is here to inform all of us, including me,
on what DEI really entails. There are a lot of
miscons about DEI. People think it's just race or it's
just this. Well, Maya is a global ambassador. That means
she is very well traveled. She travels around the world
advising corporations companies about DEI strategy and structure. She is
(04:18):
the foremost expert on the matter, and she will be
joining us at five point thirty to give her insight
as to what DEI is in reality and how companies
and all of us will be impacted by the scaling
back of DEI at a lot of these companies that
we like to patronize. We also will hear a bit
(04:40):
from President Trump. He did respond to what happened with
the Blackhawk and American Airlines crash.
Speaker 3 (04:47):
It didn't go the way he thought.
Speaker 2 (04:49):
And I think with President Trump, he expects to have
one sort of reaction or one sort of galvanized response. Well,
this one the response he got after commenting on the
collision was not necessarily what he expected. And I'll play
that audio for you in a little while speaking of disaster. Sadly,
(05:11):
we are now on the heels of the most costly
fires in Los Angeles history, in California history, and we'll
talk about what happens when all of those clothes that
are collected, because Californians have a lot of clothes and
they were donating those clothes in droves. What happens when
(05:34):
those clothes that are collected have nowhere to go, when
people don't need the clothes. What happens to all of
these tons of clothes in collection centers. I'll tell you
in a little bit and continue continuing with fire news.
Now that the rebuilding phase is in effect, what restaurants
(05:56):
around Altadena, Pasadena, Malibu and the Palace Esades are hoping
to rebuild, which ones are expecting to.
Speaker 3 (06:04):
Rebuild, and where I will have a list for you.
Speaker 2 (06:07):
So that's some really good news, some really hopeful and
aspirational news coming out of the fires. And well in
the show, talking about Black History Month again to Brad's chagrin,
he'll probably turn the radio at that point, but I
hope you don't, because, just like President Trump said yesterday,
Black History Month is official and we should be celebrating
(06:30):
the contributions of black Americans. I will share with you
a list of events happening around southern California this Black
History Month.
Speaker 3 (06:39):
Again.
Speaker 2 (06:40):
President Trump proclaimed it so so even if you don't
like what I have to say and you don't want
to hear about DEI, President Trump says, well, you need
to know about Black History Month, and I'll share those
events with you at the end of the show. When
we come back, we're going to talk about that Army
Blackhawk American Airlines collision, and I'll share some updates to
(07:01):
that story with factual information that I feel you'll be
really appreciative to know. People want to place blame, and
I'll let you know exactly where that blame should potentially
be placed, or if there's anyone to blame in the
first place. When we come back, it's Saturdays with Tiffany
right here on KFI AM six forty Live everywhere on
(07:24):
the iHeartRadio app.
Speaker 1 (07:26):
You're listening to KFI AM six forty on demand.
Speaker 2 (07:31):
I Am six forty live everywhere on the iHeartRadio app.
Tiffany hobbs here with you and I am ruffling feathers today.
I like it because at least you're listening, and I
don't expect you to agree with everything I say, but
I do appreciate that you are listening and that you
are forming your own opinions. My job is to give
(07:52):
you some information so that your opinions can be based
in reality and in fact and not just in emotion.
And that is the problem with what's happening with our
next story. On Thursday night, there was a horrific crash
between that Army black Hawk helicopter and the American Airlines
commuter jet or commercial jet as it was descending into
(08:14):
Reagan Airport, and by Friday morning, just hours after the crash,
there were accusations, there were theories, there were ideas, all
being shared about what happened and why as details were released.
As these things go, facts came out, information came out,
(08:35):
and people still wanted to indict those who they felt
were copable in the cause of this crash. With fires
and other tragedies, there's always a want to blame. That's
a natural human reaction. It's a part of the stage
of grief. You can research it, but it is something
(08:57):
that is synonymous with just simplistic human Something bad happens,
and we want to point a finger or fingers at
something somewhere or someone. We need to have a reason
to pin on why something happens.
Speaker 3 (09:13):
And with this crash, in.
Speaker 2 (09:14):
Fact, the flames were being stoked in the direction of
the actual helicopter pilots, all of which are soldiers, all
of which are people who have dedicated their lives to
serving the United States military through their expertise in aviation.
And as the bodies were still being pulled from the
(09:36):
Potomac River, President Trump pointed blame towards those three soldiers.
He questioned their experience, he questioned the validity of their experience.
And I do want to share with you just a
little bit about these soldiers so that you can be
better informed. The three soldiers of the Army UH sixty
(09:57):
black Hawk helicopter that collided with the American Airline's plane
were all very experienced and not only had thousands of
hours of flight time between them, but were very familiar
with the flight patterns above the Potomac River.
Speaker 3 (10:15):
This comes from ABC News.
Speaker 2 (10:18):
The Army has confirmed that all three soldiers were from
Bravo Company and that the helicopter flight along the Potomac
was a routine nighttime qualification flight in which an instructor
pilot tests a pilot's skills at navigating the various routes
(10:38):
through the Washington area that are key parts of the mission.
There's a person his name is Jonathan coziole He's a
retired Army Chief Warrant officer with more than thirty years
experience in flying Army helicopters, and he has gone on
to be interviewed in which he said it was a
(10:58):
very experience group these three soldiers aboard that helicopter. Cozio
confirmed to reporters on a conference call that the male
instructor pilot had more than one thousand hours of flight time,
the female pilot, who was commanding the flight at the time,
had more than five hundred hours of flight time, and
(11:21):
the crew chief was also said to have hundreds of
hours of flight time, So again, over a thousand, thousands
of hours of flight time between the three of them.
Cozio went on to say both pilots had flown this
specific route before at night.
Speaker 3 (11:40):
This wasn't something new to either of them.
Speaker 2 (11:44):
These are our top pilots doing this national capital region.
He went on to include that this was a relatively
easy corridor to fly because you're flying down the center
of the river. So Cozio, expert in aviation, this career
and veteran aviator, is saying that the route itself was
(12:08):
an easy corridor. He said, it's easily identifiable, and that
while they were flying at night, night vision goggles were
available to aviators but were not necessarily utilized because they
would have had the peripheral vision of the lights on
both sides of the shore. Cozio is saying, these pilots
(12:29):
knew where they were going and what they were doing,
and the terrain and the airspace in which they were navigating. Lastly,
Cozio says that the pilots quote situational awareness would have
been aided by a moving tracking screen in the cockpit
which pinpointed their exact location, along with visual aids within
(12:52):
their lines of sight.
Speaker 3 (12:55):
This was a routine mission.
Speaker 2 (12:59):
This was not some thing as I saw posted online
and I heard on that on that during that Friday
morning quarterbacking of theorizing and trying to figure out why
and how could.
Speaker 3 (13:10):
This have happened. This was not a novice operation.
Speaker 2 (13:14):
These were veterans, These were career aviators, These were instructors,
and they knew where they were and had flown that
flight path before. This was an annual routine retraining. This
is something that they did annually. So the questions that
(13:35):
are coming out, some of which were raised by President Trump,
are being bad it down because there is actual information
that is true. There's there's the reality of the matter,
and then there's the conjecture. There is the hypothesizing, there
are the rumors. The reality is all three of these pilots,
(13:56):
two men and one woman, who are now amongst the
casualties of this horrific crash, knew what they were doing.
In fact, all signs point to this being a horrific accident.
Nothing deliberate, nothing planned beforehand, nothing nefarious, but an accident.
(14:20):
And I think when we have tragedy like this again,
our compulsion is to want to make some sort of
sense of the tragedy, and because we want to blame,
it is hard for us to accept that bad things happen,
and that this could be an example of a bad
thing happening on accident that has now caused the loss
(14:44):
of sixty seven lives, including these three helicopter professionals from
the military and the sixty four passengers and crew. On
that American Airline's plane. When we come back, we're going
to play a little bit of audio that speaks to
to some of President Trump's commentary about this crash, and
(15:05):
then we will transition that into a conversation about diversity,
equity and inclusion with a global ambassador for DEI, Maya Winston,
who is the foremost expert on the subject. We'll tie
it all together because it needs to be, and we'll
do that on the other side of the break. Kf
(15:27):
I AM six forty Live everywhere on the iHeartRadio app.
Speaker 1 (15:31):
You're listening to KFI AM six forty on demand.
Speaker 2 (15:35):
Kf I AM six forty Live everywhere on the iHeartRadio app.
Speaker 3 (15:39):
Tiffany Hobbs here with you.
Speaker 2 (15:41):
And it seems that in talkbacks that we've been receiving,
I am being referred.
Speaker 3 (15:46):
To as the DEI Hire. Well, thank you.
Speaker 2 (15:50):
I'll accept that because I'm here and you're not, So
you have to listen to this DEI hire whether or
not you want to. And we do have a talk
back from Dennis, and Dennis is a little less vitriolic.
Let's hear what Dennis has to say. Oh, you don't
have it yet, that's Okay, that's okay. Well, when we
get that talk back from Dennis, we will hear it.
(16:12):
You know, in the last segment, I was telling you
that we have a guest coming up.
Speaker 3 (16:16):
Her name is Maya Winston, and we'll get to her
in a moment.
Speaker 2 (16:19):
But the reason we're talking to this guest is because
there's been a very peculiar, a very bizarre tie in
between DEI diversity, equity and inclusion and how that policy
is implemented within the corporate structure, and as you probably know,
(16:40):
it is one of the things that is being rolled
back by the Trump administration. Whatever your feelings are on DEI,
just present presenting the facts to you.
Speaker 3 (16:50):
But the tie in between.
Speaker 2 (16:51):
DEI and the crash between the Blackhawk helicopter and American
Airlines commercial jet again is one that to me is
a bit peculiar. And the tie in actually was at
the hands of President Trump, who was speaking at a
press conference about the helicopter crash, and he had some
strong thoughts, as as is appropriate, on this situation. But
(17:16):
one of the thoughts has been met with a lot
of division and quite honestly, a lot of pushback in
places and from places that I believe President Trump hasn't
necessarily been accustomed to Let's hear this clip and then
we'll talk a little bit about it after.
Speaker 5 (17:34):
I don't want to comment on that.
Speaker 3 (17:36):
Do you have a plan to go visit the site
or I have.
Speaker 5 (17:39):
A plan to visit not the site, because what did
you tell me? What's the site to order? I don't
have a plan to do that, but I will be
meeting with some people that were very badly hurt with
their family member, obviously, but I'll be meeting with some
of the family.
Speaker 2 (17:56):
So, as you heard there, President Trump was asked by
this reporter off air if he planned to visit the site,
and he said, quote, I have a plan to visit
not the site, because you tell me what's the site?
Speaker 3 (18:09):
The water you want me to go swimming?
Speaker 2 (18:13):
Well, regardless of your thoughts on politics, regardless of what
side of the aisle you find yourself on, regardless as
however you voted in this last election and how you
plan to vote moving forward, I think we can all
collectively agree that in the wake of this tragedy, sarcasm, dismissiveness,
(18:37):
and incentivity has no place. And what we heard was
our commander in chief, our president at that time during
this press conference, using all three of those descriptors, he
was in fact dismissive, He was in fact insensitive, and
he made light and was sarcastic when asked about whether
(18:59):
or not he would visit. And this has a lot
of people very upset, many within his own party, many
on the outside, because this is a time in which
we should be mourning nationally and asking questions about, of course,
aviation safety and what went wrong. But those questions are
being overshadowed by that commentary as well as the linking
(19:21):
to DEI. And President Trump and members of his cabinet
have since weighed in on why they feel that the
helicopter crash happened, why that collision occurred, and they are
placing blame on.
Speaker 3 (19:33):
The quote DEI hires.
Speaker 2 (19:37):
So, because DEI is in the news and seems to
find itself constantly in the news, I wanted to get
an expert on the matter, and I know, Raoul, we
do have a clip about what DEI is. There's a
social media clip that's been viral, now gone viral, and
this clip asks questions that many of you may be asking,
(20:00):
and it provides some pretty good answers and then we'll
get to Maya Winston and let her explain from the
experts point of view what DEI is.
Speaker 3 (20:10):
All right, Rol, we are learning more about the victims
and the black clock helicopter that collided with an American
Airlines plane.
Speaker 1 (20:17):
Not that one.
Speaker 2 (20:18):
Actually there's a different one. There's a clip where there's
a woman saying out there with.
Speaker 6 (20:22):
One benefit of the DEI movement. Oh yeah, and you
can fact check me on this. One benefit therapy for veterans.
Speaker 7 (20:29):
So there's one for you.
Speaker 6 (20:30):
One benefit of mother's rooms.
Speaker 7 (20:32):
So when you're a fresh mother and you have to
pump your rest for your.
Speaker 6 (20:36):
Children, give me one benefit.
Speaker 7 (20:38):
Hey care differently. So the family member's about to pass
away and your company says, go home, we'll pay you
while you see them away.
Speaker 6 (20:45):
Me one benefit paternity leave.
Speaker 7 (20:47):
So when you're an expectant parent you can actually spend
time with your newborn.
Speaker 6 (20:51):
You can give me one benefit.
Speaker 7 (20:53):
Disabled accessible places in spaces I think like elevators, wheelchair rams, handicapstalls,
and a through even er economic displays and setups for
somebody who might not be able to do day to
day activities. I have a friend who lost most of
the used his hands and his job requires him to type,
so there's a screen program that clocks his eyes and
(21:15):
goes to where he needs.
Speaker 6 (21:16):
So there's an example diversity, all.
Speaker 3 (21:18):
Right, Rob Welby.
Speaker 2 (21:19):
And there now, as you can see, there are questions
about what DEI actually includes.
Speaker 3 (21:24):
There are lots of questions in.
Speaker 2 (21:25):
The talkbacks, people are coming up with their ideas as
to what DEI actually is. And because there's all this
misinformation swirling around, what better than to get someone who
is smarter than all of us, who actually is a
career corporate expert on DEI to come on KFI, to
(21:45):
come on Saturdays with Tiffany and discuss exactly what DEI is,
what the impacts are when it is implemented, and how
rolling back DEI can affect us all. And I'm very
happy to bring on my dear dear friend, my USC alum,
Maya Winston. And let me tell you a little bit
(22:06):
about Maya before she starts talking, because you need to
know this woman's repertoire. Maya Winston is a Dallas, Texas
based coach, consultant and mentor, and she is a global
DEI leader in the technology sector with over fifteen years
of corporate experience. She has seen firsthand the difference that
(22:28):
working with purpose and passion can make on the lives
and careers of employees. Maya's areas of focus include diversity,
equity and inclusion within corporate spaces, leadership development, and employee engagement.
She is currently pursuing a doctorate an organizational development and
leadership with a focus on cultural competence and global business.
(22:50):
She is an Opportunity Fellow. She is a diversity professional.
She is a Human Resources Management Certified professional. She served
as the executive director of the Dallas Fort Worth Collective
of Black Employee Research Research Resource Groups. Geez, she has
so many things that I'm getting tongue tied because if
I spent more time reading her bio, we would not
(23:12):
have time to interview her and to talk to Maya. Maya,
I'm gonna bring you on quickly and I'm gonna hold
you over for the next segment. But welcome to Saturdays
with Tiffany.
Speaker 8 (23:22):
Thank you, Tithany. This is such an honor and a
privilege and a pleasure, and I'm grateful to be here.
And I would love to share what DEI actually is
versus what it's being vilified as in the media at
large right.
Speaker 2 (23:37):
Now, perfect, and we will do that on the other
side of the break, so we can give you the
full segment to go into that explanation and so that
you can share your expertise, of which we do not
have I know I do not have it when it
comes to DEI with our listeners. So can you do that?
Can you hang on with us for one more segment?
Absolutely fantastic. We're talking to Maya Winston and we'll be
(23:59):
back with Maya to talk about diversity, equity and inclusion
on the other side of the break. KFI AM six
forty Live everywhere on the iHeartRadio app.
Speaker 3 (24:08):
It's Saturdays with Tiffany.
Speaker 1 (24:10):
You're listening to KFI AM six forty on demand.
Speaker 2 (24:14):
I AM six forty Live everywhere on the iHeartRadio app.
Tiffany Hobbs here with you until seven o'clock and I
just introduced Maya Winston and briefly just to bring her
back into the conversation. Maya is the foremost expert on
DEI in corporate spaces. She travels the world doing consulting
workshops and is a consultant for companies that are looking
(24:38):
to implement diversity inclusion. Equity into their corporate structure. She
knows what DEI is and what could potentially happen in
the event that DEI is taken out. Maya, you are
again the consummate professional, and I thank you for coming on.
Speaker 8 (24:55):
You are far too gracious. Thank you. I stand on
the shoulders of people who have been in this work
for decades, so I am still a student of the work.
While also yes, I do accept that you say I
am a scholar of it and am doing the work actively,
but I stand on the shoulders of people who have
been doing this for generations and for centuries, because this
isn't new for us all. And I'm very grateful to
(25:17):
be here with you today. You know, for me, I
am a. Let me start with my introduction as is.
My name is Maya Winston. I use she her and
her pronouns and identify as a black woman. I am
especially applied to be on KFI with you as an
LA native. I was born, raised, educated in Price out
of LA and currently live in Dallas, Texas. But it
(25:38):
is really thrilling for me to be here on a
station that I grew up listening to. And I'm so
proud of you Tiffany for having your very very powerful
voice amplified, and for the advocacy that you're doing well
and the work that you continue to do.
Speaker 2 (25:53):
Thank you, and this you know, this isn't about me,
and I want to throw it back at you, Maya,
because there are lots of but it is.
Speaker 8 (25:59):
About you, miss d had or because you possibly cannot
have gotten the role because you are qualified, that you've
been doing this for a while, that you have CBS
receipts on what you have accomplished in order to qualify
for the role. Obviously it's just because you're so stunningly gorgeous,
which is necessary for radio, right, and somebody fy you
(26:19):
walking down the street and said, ooh, who that pretty
black girl. Let's just put her on the radio. Unlike
that is the fallacy of DEI. You can't possibly have
gotten this job because you are qualified.
Speaker 9 (26:32):
Or even as you read my accolades, when I see
the things that I've accomplished for me, those are all
the things that I have to have in my back
pocket in order to be taken seriously in some spaces
where I am immediately dismissed.
Speaker 8 (26:47):
When I walk in the door due to my physical
presentation that's bias, yes, which is a part of what
DEI worked, the combat. What DEI is at its core
is human work. It is not human work for people
who look like XYZ. It is not human work for
a certain portion of the population. It is human work, period.
(27:11):
That is what true DEI work is. The vilification of
the work by people who do not agree with it
because they believe that it is in some way, shape
or form taking away what they believe that they are
entitled to by birth, by position, by resources is basically
(27:34):
a huge tantrum that's being thrown by a segment of
the population, and sadly, instead of making it about race,
it really is about resources because there are certain people
from you know, white male, straight Christian populations who are
(27:55):
not being considered when these arguments are being put up
in regard to they're taking our jobs. If you are
not in a certain tax bracket, if you do not
make a certain amount of money, if you do not
if you exist it and rely on government resources, you're
not a part of that us that's being advocated for.
(28:16):
You are the collateral damage in the result of taking
the rights away from those who do not qualify in
that assumed disenfranchised population.
Speaker 2 (28:27):
So what I hear you saying is that disenfranchisement is
not only relegated to race, but it is also inclusive
of the economic status that a person has disability, gender, yes, sure,
race and culture, but also handicaps and disability. I said that,
(28:47):
but that there are other sectors as well where people
are judged that could basically preclude them from being able
to be a part of those who are benefiting from
what I guess most of the country aspires to have,
which is that kind of quintessential American dream. And again,
if you don't fit into those boxes, even if you
(29:10):
are in fact white, male, Christian, straight, if you are
not fitting into the boxes required, you also will be
excluded from getting what you feel you should deserve.
Speaker 8 (29:25):
In fact, well not necessarily getting from that, but getting
what this notion of taking back what's ours, making America
great again by taking back from these others who are
elevating themselves, who are getting all of the education, who
are elevating themselves as far as where they are in
the government, that's not their place based upon the history
(29:49):
of the United States and who has traditionally been in power,
because that is shifting because the population is shifting. There
is a sense of we have to correct this because
this can't be. This imbalance of power being taken away
from traditionally white men with money and resources can't be.
(30:11):
We can't allow this to go on because this is
not how things are supposed to work. But sadly, with
that mindset, people are doing more damage to themselves as
opposed to just damaging other everybody else.
Speaker 3 (30:24):
And what does that damage look like?
Speaker 8 (30:27):
The damage looks like I was told the story the
other day of a truck driver going to pick up
a load of produce in the fields in California and
there wasn't enough for him to fill his load because
there are no workers or not enough workers to pick
up the food where there are companies who now are
(30:50):
being forced to roll back their DEI strategies and programs
which were again not specifically for only certain types of people,
but for everyone. And that included programming like skills based hiring,
which said you don't have a you don't have to
(31:10):
have a degree to qualify for one of our roles,
and we will put you on a path to make
sure that you can grow your career here versus simply
being stuck in a entry level role because we understand
that college is not the path for everyone, that is
not just targeted to non white people. There are plenty
(31:31):
of everybody who can qualify for something like that. But
because DEEI has been placed in this very narrow box
of color versus it being understood as this is a
way for everybody to be able to coexist, to be
included inclusivity, and to have equitable opportunities, it's all just
(31:55):
being flushed down the toilet versus really being truly understood
for what it is. And as a result, there's going
to be a lot more lost than there will be
benefits at the end of the day.
Speaker 2 (32:07):
So, in speaking of loss, can you can you quickly
summarize what this will look like going forward as the administration,
the current administration looks to roll back DEI across the
board governmentally and private businesses as well, or somewhat following suit,
what this could potentially look like over the next say
(32:30):
year into the future.
Speaker 8 (32:33):
Lost wise, we're looking at a loss of information. You
talking about all the people who are being forced out
of their jobs on the federal side, how much of
that is people who have been there for so long,
who actually know how to do the job, who have
trained others who are subject matter experts that they're now
being pushed out the door, and then who's going to
figure out how to do it. AI can only work
(32:54):
if the human trains the machine what to do, So
there's only so much the computers can take part in
without there being somebody to support that. There's going to
be a trickle down effect as far as the loss
of knowledge and skills from the human side because of
these rash decisions to push people out, which will then
start to affect our daily lives in terms of how
(33:16):
we live, how we make money, how we spend money,
and then just generally the perception of us on the
world stage right now is not good. I have colleagues
from overseas who are calling to check on me because
they're just like, it looks crazy over there. There's a
mess happening. And in the midst of all this, vuhala,
how are you all doing? How are you hoping? And
(33:40):
how can we support you? Because it just seems like
there's something coming every five minutes and we see that
this is not the way to go. But how can
we support you and how can we help? And from
the outside looking in. We are in a dire place
as a nation, and we have to find ways to
keep things together so that we can all live and
(34:02):
all be able to operate in our daily function. And
people really don't understand how much DEI, which you know
is not called out, really does affect them. That clip
that you played was amazing, because yes, brand.
Speaker 3 (34:16):
Hey, Maya, I actually have to break now.
Speaker 2 (34:19):
You know you're the expert, and I thank you for
sharing this information with us.
Speaker 3 (34:23):
I'm sorry we can't go longer.
Speaker 2 (34:24):
We are confined as DEI is hoping to to not
be by, you know, by constraints, and so we have
to go. But I thank you so very much for
coming on Saturdays with Tiffany, and I'd love to have you.
Speaker 8 (34:36):
Back sometime anytime, anytime.
Speaker 2 (34:39):
Thank you so much. We've been speaking with Maya Winston.
She's the global DEI leader in the technology sector, and
we will talk about what's going on with those extra clothes,
extra clothes that have been collected for the wildfires. What's
going on with those where are they going on the
other side of the break. Kf I AM six forty
Live everywhere on the iHeartRadio app.
Speaker 1 (35:00):
KFI A M six forty on demand,
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