Why Your Voice Still Matters ! Ft. Alexis White & Desy Osunsade

Speaker A: What's up, y'?

Speaker B: All?

Speaker A: Y' all are listening to Living Corporate's flagship podcast. If you didn't know, Living Corporate helps organizations build employee engagement and market trust through data analytics and data transformation, our elearning platform and brand marketing storytelling. We're so excited for you to be here today. The conversation you're about to hear is going to connect the dots between employee experience and go to market effectiveness. If you're not ready, get ready. Here we are. Go. Hm. Well, my goodness gracious, I'm. I'm joined here. It's my pleasure, my honor to be joined here with Alexis White and Desi Osome Shade. Welcome to Living Corporate, y'.

Speaker B: All.

Speaker A: How are y' all doing?

Speaker B: Hey. Hey.

Speaker C: Thank you so much for having us. First off, happy Black History Month.

Speaker A: Happy Black History Month. You know, it's, you know, it's an honor of Black History Month that I decided not to go to the barber and cut off this Tyler Perry wig. I wanted to stay in the spirit of, uh, our ancestors, sisters and honor tradition. I think about my hair as time has gone on. Like the once illustrious black curls have turned into that afro. At the end of, um, Temptation, where the Lance Goss character gets old and he is spoiler alert. If you haven't seen Temptation, it's about, uh, it's about a woman who, um, who cheats on her husband and turns, um, out that she actually has an incurable disease. And at the end there's a time skip where she has to go get medicine for her disease. And the person who gives her the medicine is her ex husband who's been remarried now with a lovely family, but he's old now and he has this like, Dr. J Wig. It's, it's awful. I don't understand how Tyler Perry can be worth so much money and you have such hard rates and yet I, uh, look at my hair and I

Speaker C: say, well, you are very much giving Tyler Perry character and it's okay. We're grateful that you still have hair.

Speaker A: Yeah. Though my line is intact. It's just great.

Speaker B: Mhm. We support it. We support it. We support it.

Speaker A: No, but when I. But I'm going. But I'm going to the barber soon and we're gonna cut all this soon. Um, yeah, like probably, probably the next couple days. Anyway, anecdote aside, um, I'm excited about having y' all on the pod because one Alexis is the homie. And I know that she and I both have been having conversations now for years now. Wow. Like, it's been some Time about just navigating the reality of work and, like, having really honest and frank conversation about, um, sharing feedback about navigating work. Right. And so I just want to get right to it. Like, y' all have an organization. You have a company. It's called the Onyx Truth. I want to talk about the Onyx Truth. I want to talk about the name. I want to talk about the mission, the purpose. Like, I'll give y' all the floor. I don't have a pink y' all popcorn. Y' all figure out how y' all want to answer the questions. But let's just talk about, like, where did the Onyx Truth come from? Like, the idea for the company.

Speaker C: Desi, start us off, and then I'll get into our naming convention.

Speaker B: Yeah, yeah. I mean, I think that the. Well, then we wanted to find a way to make it, you know, very clear that we are supporting black people. Um, particularly in an environment where, you know, there's not much support for black people. And it's almost. Almost like it's not even cool to say black anymore. So we wanted to find a way to unapologetically state that we were supporting black people. Um, the idea for the company just came from experiences that I've had and in my years in human resources. Um, it's my years as a black person in the workforce myself. Some of the stuff that I went through, um, and just really being tired of, you know, having been in the workforce for so many years, seeing the same patterns and nothing really changing. And, you know, like, while we were working in an organization and we're just like, let's do something. Let's do something. And, um, so that's basically how it started.

Speaker C: I think if we also just add a little bit of color to it. Like, I think that moment in time also was the catalyst for really getting this movement, like, transparently. The Onyx Truth was birthed the year of the George Floyd, like, murder. And I think during that time, like, a lot of us had to make tough decisions around how we wanted to show up in the workplace. And I think that was our place to show up and to support black professionals, was to create the Onyx Truth. And in terms of the naming, obviously, we wanted it to be as black as possible. So we had a cute little Google sheet where we threw around every possible combination. And then the Onyx Truth, it just hit. It's so smooth. And we're like, this is who we're going to be in the market.

Speaker A: You know, it's interesting. Like, I think About, I think about other platforms, histor historical platforms, where it's like, all about, you know, employee feedback and, you know, sharing what's going on. And yet, like, it's tough to find spaces that aren't, um, controlled by, like, other larger interests. Right. So, like, talk to me about the Onyx Truth and, like, what is the ultimate goal? Like, let's say, like, let's say we take, you know, it's 2026. We're recording this in 2026. Let's say you look up 10 years from now. Onyx Truth is not, you know, obviously, hey, it's already launched, it's already active in 10 years. What would you want folks to say about the brand and what y' all been able to do and achieve?

Speaker C: I think to start off, I always want us to be an authentic brand. Like, we've made the conscious decision to one, be founded by black women, us, but also to ensure that, like, our target market and the people we're supporting, uh, in their journey are black professionals. And I know that's something like, it's very hard to, like, very much like, stay focused on, like, one particular audience, but we still stand by that. Like, the greatest asset that we can provide is to help other black professionals. So, like, 10 years from now, I don't want us to deviate away from that because there's so much nuance and diversity within the black experience that I feel like there's no shortage of support that we can put out into the market. Um, for me, that's like the number one thing, obviously. Number two, you know, like, diversifying who we support and how. I think on a global scale, the black experience, it's different, it's nuanced. There's so many cultural implications to take into consideration. So 10 years down the line, I would love to see us, like, become a global brand where we're able to help black professionals from all different walks of life just navigate this thing. Because at the end of the day, we're all going to have to work. Bills don't stop. So it's just like, if we could, people with the tools and resources and knowledge and community to navigate this. I know that we did our job and we did it well. But, Dusty, I would love to hear from you.

Speaker B: No, I agree. I mean, the key word that came to mind is empowerment. We want black professionals to be empowered. Whether you're a black professional in the United Kingdom, whether you're black professional, uh, whether you're black, whether you're black professional United States, um, the struggle is challenges are the same. And so what we want, as Alexa said, is to be global. Um, then on the professional side, we want people to be empowered. Empowered to go and get that job money and to navigate success challenges that we all face in our place. Those are the things that just for professionals, but for early professionals as well, right, who are coming out of college in this job market, don't know what they're, you know, walking into. We want. The word I want for success for our organization is empowerment of black professionals globally.

Speaker A: You know, it's interesting, I think I tell people all the time, like, your voice is like your most powerful thing, right? It's not your position, it's not even your degree. It's your voice, your willingness to speak up and share your experience and advocate for yourself. You know, we talk about the idea of the Onyx Truth and there being like this dual space of kind of like community. Well, no, it's dual in that it's. There's community sharing, but then there's also like, you know, uplift and, you know, and support. As you think about the landscape today and you think about, and you think about, like, the overwhelming resistance to anything black and brown, to anything woman, to anything, uh, non white, um, what, if any, anxieties does that create and how does that impact your strategy in terms of, like, rolling out, growing and marketing the Onyx Truth?

Speaker B: I mean, it's definitely, it's definitely, um. I know there's a. There's a risk associated with it, particularly in today's environment in the United States. Um, but we ain't scared. You know, we got. We go, we're gonna stand up, um, and we're gonna be about our people. Because if, if not us, then who? Um, you know, we. So we are, you know, even as we were creating the brand, even from just a, you know, in a marketing perspective, you know, we created this, you know, but back before this current situation, people were like, oh, you know, why don't you open it up to more people? And, you know, and so we. We know and understand and have lived, so we know our experiences are unique from other people of color. Are there some similarities? Yes, but there's certainly several areas that are just nuanced to us. And so we need a space to address that, just as simple as that. And, um, and I, we don't care, you know, about the politics of the day, care about the temperature of the day. We still have to and go to work and support our families. Those things do not stop, therefore, we will not stop.

Speaker A: That's Fire. I mean, I ask only because I remember when Living Corporate started. We started in 2008. 18. That's just a podcast. And we were really focused exclusively on black experiences at that time. And I remember people being like, are you sure you're gonna do something like this? And I'm like, like the moment. There's never a season where your voice should be put on the shelf somewhere. Right. Um, so, no, I love that. I love the attitude, um, when it comes to the Onyx Truth and, like, it's like Yalls strategy. Are y' all looking for investors? Are y' all, like, straight bootstrap? And, like, what either way or whatever your structure is, what was the influence behind that decision?

Speaker C: So right now we are bootstrapped and we are strapping our boots every single day to keep this moving along. Um, but in terms of just, like, why we made that decision, I think it goes back to, like, authenticity. Like, we want to be able to control who, what we're putting out into the market, um, the events that we're creating, the resourcing, and I think, like, where we're at and, like, where we want to go, at least in terms of the near term future, we want to have, like, total control over everything. And with that comes, like, you know, a little slower. You know, we're not going to have a big corporation behind us. Not to say it won't happen in the future, but for right now, where our goals align, like, that is the best path forward for us.

Speaker A: Right.

Speaker C: Right now.

Speaker A: You know, when you think about, like, even just like the world of work today, especially for black professionals, obviously, I'm sure y' all are capturing all types of stories. Y' all are, like, having conversations both on and off the record. Um, what are you noticing in terms of, like, black experience at work right now? And what are you hoping that the Onyx Truth can directly support and improve for black folks at work?

Speaker B: That is a loaded question, Zach. Um, my perspective is from two sides, which is what I think, uh, makes our with Alexis and I so unique. Um, because I am playing the role of both the person as HR professional whose decisions are being made about people who the average employee will never even hear, no clue what's going on, but directly affects them. And we both have experiences ourselves. And I think if I'm speaking as, like, the HR person, like, I've been in rooms where they're talking about promotions and there are people who look like me who aren't being discussed. I've been in rooms where we're talking about bringing people into the organization, um, and their clear biases against people who interview who look like me. I've been in the room where we're talking about compensation, um, and who is who they think is worthy of a certain type of compensation. Um, I've been in the room where, you know, a certain person who looks like me or all of a sudden has performance issues, um, and, you know, and maybe they're too vocal, they're too bold or too this. They're too that. Right. I've been in conversations where they. And so that's certainly happening on a regular basis. Um, sort, um, of, like, intentional bias, unintentional bias. I don't care. It's all still happening. Uh, who said to me that she was basically told at work to, you know, the message her supervisor gave her is that you're doing. You're shining too bright. You're shining too bright, and you're making your colleagues look bad. Can you imagine, like, what the. Uh.

Speaker C: This is the reality of so many of us. Like, I'm sure all three of us have been told something of that variation before.

Speaker A: Yeah. I mean, Alexis, you and I. You and I both, like. You and I both worked.

Speaker C: I'm just like, zach, I know. I know what. You know,

Speaker A: Alexis and I both worked in the organization where we both got, um, retention bonuses for, like, literally, incentives so that we didn't quit just for us to get shafted a couple months after that. So I think, um, yeah, it happens often. And. And to your point, right, like, I think black folks are told. I know black folks are told to dim their light, um, and to shrink themselves and are shamed. Right. For advocating for, uh, equitable treatment. I mean, I. Shoot. I worked at a place. My boss, who was a black man, told me, um, that, you know, it was. It was bad form for. For people to look. To get credit for their work that. Just do the work. Don't. Don't look to get credit. I'm like, you mean recognition for your job? No, you should want to get recognized for your job. Like, And I was like. I was like, recognition. Credit is another word for recognition. And people should want to get their recognition. Um, the same person was like, look, like. You know, look like, I can tell you're a superstar. And, you know, but, like, that's not the type of culture I'm looking to create. We just. We. We need more role players. We don't need superstars. I'm like, okay, well, that sounds like insecurity to me. Right? And.

Speaker B: Right.

Speaker A: And that's that's so often the experience. Especially, uh, black folks and then black women. I mean, I've. I've. I remember a conversation. I have somebody who. She got her mba and she was good. She. I was in consulting. She got her mba and she was very, very, very bright. She was super cold. And her manager said, I just think you're intimidating people because, you know, you're so well spoken. You have that NBA and people feel threatened when you show up. And it's like, how is. Why? And so often black folks are charged with the responsibility of managing white insecurities

Speaker B: and speak on it. Speak on it.

Speaker A: That just isn't sustainable. I ain't got time to manage my job and manage your ego at the same time. I gotta be your mom. I gotta be your dad. M. I got kids.

Speaker C: I feel like I always ask is, like, is this a core competency? Is this in my gd? Because as far as I'm concerned, as someone that spends a lot of time reading documents, it's not. So don't ask this of me.

Speaker A: Right. We had that conversation too, Alexis. I mean, we. I mean, talking to another executive, and it was like, there's a lot of. There's a lot of static around your name. It's like, what does that mean?

Speaker B: Does that mean, you know, there's.

Speaker A: There's some rump, there's just some rumblings. I was like, rumble? Rumblings of what? Well, just, you know, you know, just. Just, you know, just. Just be mindful. Be mindful of what?

Speaker C: Um, again, playing those mental gymnastics that, again, not in my job.

Speaker B: I can feel my blood pressure going up as you're talking.

Speaker C: I do want to, like, bring it back to this point because we spend a lot of time talking about actual professionals. And I think one thing that, like, we're not having in this conversation, that, like, I know me and Desi are, like, hyper focused on, is like, helping black professionals before they actually become black professionals. Like you had said, like, you know, what are the conversations you're having? I mean, a lot of the conversations me and Dusty are having right now, really around, like, are these college students prepared to enter the workforce? Um, you know, we are preparing for a lot of events right now. And some of the biggest conversations that I feel like I'm having around, like, how do I tie my major to an actual jd? Like, what do I look for, like, in a job? Like, help me understand my benefits, my comp package, my paycheck? You know, where are my taxes? Like, I think, like, while, yes, our goal is Hyper focus on black professionals and all the nuances that go on once you're in a job. But I think it's also equally important that we prepare this next generation as early as possible so they're not navigating blind once they're in college, when they're thinking about internships. So like I want to make sure that like we bring them into the conversation because their needs are just as important as those of us who are already at an organization or maybe trying to find like our next move within a job.

Speaker A: You know, you're absolutely right. Especially as you think about um, the world of work right where and the, and how entry level positions are shrinking every day. And of course that means those in the margins are going to have even even further diminished opportunity to get in somewhere. And so being really intentional and cerebral about okay, here's what I do, here's what I want to do, and here's how that matches up to this role. And like being uh, able to have those conversations when you, when you sit down, you talk to a recruiter or even just as you network and you're asking questions that you're asking the right questions, that you're being as prepared and proactive as possible. That's, that's, that's, that's a bar. And you know, it's not even just about necessarily aspiring professionals. It's also about black professionals who are redesigning their career or, or trying or pivoting because they're gonna have to do a lot of the same things that the college kid like so, you know, like a Gen X er or a boom baby boomer who maybe worked at IBM for 30 years and got laid off. They're having to re enter the workforce in a different way and they need support too. Um, and so that, that resonates with me a lot. When you think about the Onyx truth, like I want to talk a little bit about platform because I'd be nerding out about stuff. When you think about Yalls platform today, what excites you about its capability? And then like as you think about Yalls roadmap, what excites y' all about the future?

Speaker C: I want to take a shot at this. Dusty. I feel like I'm so future thinking. I think I'm gonna start with the future. I would love for us to, to get to a place where we are a one stop shop for community. So whether it's just like you have black people who work in your industry, maybe black people are in your same generation, maybe black people who are like in the process of pivoting. I want a platform that is rooted in community and knowledge sharing. Um, but I also want all of our tips, our trips, our content to be validated and rooted in real world experience and data. Because that's like how the Onyx troop was birthed. It was the intersection of hr, human resources and data, both of our backgrounds. So when I think about a platform, I want something that is data driven to help people make informed decisions. Um, so that's the future thinking. But today, I think right now it's really just like we want to give you access to tools and resources. I don't know if you've been following our social media and our thought leadership pieces. One thing we're going to do is over in Uday, our market, our partners, like our members of our community, with information that no one knows. I think about the piece we did on severance and just the feedback we got, like folks were like, what do you mean I can negotiate a, uh, severance? What do you mean? These are like levers that I can pull. Like, I want our content and like, the more information we put out there to spark those conversations, I want people to walk away and be like, you know what, I didn't know this beforehand, but I know it now and I'm going to pass along this information to someone else so they don't have to be playing these mental gymnastics if they're put in a situation. So I know that was a little bit of a tangent, but it's like, no, I want us to be a one stop shop for everything. Like, I want anyone to have like our experiences in the workplace and then like, if we can change the trajectory for one black professional, I think we're a success then and of itself.

Speaker A: So, you know what's interesting is, is like what you're describing, it reminds me of the promise of, um, a few different spaces. I think about Jopwell back in the day, before they were acquired and now they're kind of, I don't know, like, you don't really hear much about. Um, it reminds me a little bit of Blavity, of Afro Tech, right? The promise of the these places, right, like, which is all about like enrichment and empowerment. Um, it reminds me of a few different spaces. But what excites me and I feel the energy and difference here is y' all don't really give off the vibe that y' all are trying to hustle black folks, right? Or make them make, get a hit a lick off of somebody. And so that's encouraging. And I believe that it also follows the trend that black women, um, are often really communally engaged and often thinking about ways to pour back into people in spaces as opposed to extract. It's just a unique thing. Um, at the same time, like, when you think about this being something sustainable, that does not drain you. What are ways that the Onyx Truth can be that not just for its users, but for y' all as the founders?

Speaker B: Yeah. I think one of the things that we're super excited about, and Alexis alluded to it, um, earlier, is, um, the work we're doing to prepare young professionals. The answer to your question is scale, I think, and at large scale. So rather than talk to one student here, one student there, one student there, we're going right to the universities and we're talking to career centers to support their work. We're talking at HBCU specifically, and we're talking to black, um, student unions at predominantly white universities. And so how can we, with one, um, you know, workshop. One interaction. Reach more m. Reach, you know, hundreds of people at the same time. Um, and so it's, It's, It's. It keeps us, you know, it keeps us, um, it keeps our workload manageable, keeps our, you know, because obviously we're, you know, we're bootstrapped at that earlier. We still have day jobs, uh, we got bills to pay ourselves, but how can we expand our reach? Um, and so it's scale. Right. So we. We even on currently, now we're hosting webinars. Um, I've had. We've hosted a couple webinars on our platform. And so it's like, how do we reach people on a larger scale? We're really the momentum. We're starting to see these universities and colleges, um, because that I think is the key is to be able to scale and reach more people, not only just for our capacity, but also for impact. Right. Um, we'll have more impact that way. And so that's what I would say. Alexis, would you add anything?

Speaker C: No, I think you hit it, like, right on the nail, um, between the partnerships with universities, but also just local communities. I think that is where we have, like, you know, the biggest bang for our buck, but also like our time and energy.

Speaker B: Yeah, you know, one more thing. Is that an opportunity. And we're starting, um, to support affinity groups in organizations. Um, one of the universities we spoke to while we were pitching to students, they were like, we can help our staff too. Like our staff, our blacks, actually, that they could see a huge benefit as well, in supporting affinity groups in organize. Right. And so that's another area where, as opposed to black professional. Here, we can now support all the black professionals in an organization, many of them, um, you know, some of the larger, but also small organizations. I know what we're. I worked in a very large organization where the only thing that kept me sane was my affinity group of other black employees. And so I personally know the value of the stations. And so we're here to support.

Speaker A: That's awesome. Yeah, I was gonna. I was gonna say, like, I think that my concern sometimes when it comes to building community spaces is you pour yourself into it. Right. And, like, people end, um, up getting helped. But then, like, the people who founded it are, like, often, like, pushed to the edge of the brink. Right. And so it's just more of a. It's more of a question and a. Like a loving warning around, just like, what does it look like to make sure that you're protecting yourself and you're insulating yourself a little bit as you, like, as you build? Um, look, I feel like we could go all day. I told Alexis that I wanted to spotlight the honest truth. I wanted to talk about her work. I'm glad we were able to sit down if you could. Let's just, uh, we'll wrap up with this. Let's say you're in a room with, like, the most powerful executives in the world, across any industry or all industries, whatever that you want, and you're talking about the honest truth, but really you're just talking to them, and they're. They will take whatever advice you give and they will go implement it. If you had to give them three points of advice regarding improving the experience for black professionals at their companies, what would you say?

Speaker C: Oh, Desti, we're having a hard time hearing you.

Speaker A: Alexis, why don't you go.

Speaker C: Yeah, I'm gonna get us started. Until you work with that. I think, number one, I'm always going to say this is like, make sure you're doing an internal audit. I, uh, you know, I've worked at plenty of organizations where I've been actually a part of, like, their mission and value planning. I've actually helped start an ERG at an organization. But I'm always tell a company, if your mission and values do not line up with your workforce, the initiatives that you are putting forward, you're not ready to actually make an impact. So, like, I'm always going to tell folks, like, you might want to, like, you know, put your best foot forward. You might want to create an inclusive environment, you might want to ensure that you're like, not only hiring, but you're retaining black employees. But if your mission, values and processes do not support that makeup, you might need to just take a pause right then and there and evaluate who, what is a priority for your organization. Um, so for me, that's always going to be number one. I think, like, once companies embed and infuse that strategy into, like, their strategic planning, how they operate their company, like, then you can start thinking about, about more tangible and tactical next steps to ensuring that, like, they are setting themselves up for success. Um, that's, for me, that's always going to be number one. Desi.

Speaker A: You know, as, as Desi's doing that, what I will say is, I agree with you. Internal audit is critical. Um, the, the, the, the readiness and willingness to look in the mirror.

Speaker C: It's hard, especially when you got a board behind you when, like, you have external funding. Like, there are a lot of voices that need to be taken into considerations. And I do feel like for a lot of companies, it might not just be a priority. Am I to say it's wrong or it's right? No, I'm not in their shoes. But I do think if you're going to lead with, hey, I want to have a diverse and equitable A, uh, pro, like black organization, you need to have processes and things in place to support that. And if you don't, that's where we can come in and help you. Like, that is our consulting. That's our strategy. But if you're finding that that's falling by the wayside every time you start to build, start, stop, then that just tells you that's not a priority for your company.

Speaker A: Absolutely. Desi, back.

Speaker C: You are, you are.

Speaker B: Yeah, sorry about that. I mean, there's really only one thing I would say, and that is organizations have to realize that we all have biases. I think every. When you go into the, when you go into a position, when you make decisions even intentioned of, people think that, oh, you're, you know, not me, I'm not racist, not this, I'm not that. Like, I got a black friend. Okay. And you make your decisions on that you're already setting. Uh, once you recognize we all have biases, then you're doing things that Alexa is making decisions based on your compensation. Right. You're making. You have a full recruiting process recognizes the biases in the process, and then once you recognize, mitigate. Right. And so all these processes can be improved and be made better, not just for black people, but for all people, really. But, you know, and when you do something in service of diversity, it rises Everything, all processes elevate. Right. Just recognizing that they're biases. We have biases. And so I think when you recognize that, you build systems and processes to mitigate that. And everything gets. But so many organizations, but the social sector, which is where I work. Oh, we're good. You know, we don't have biases. Not us. Right. And that's when you start to get into trouble. And so the number one thing I would tell any executive in any organization is to make sure that you recognize biases and put processes in place to mitigate them.

Speaker A: I love it. Listen, I, I appreciate y'.

Speaker B: All.

Speaker A: You know, I'm always going to support any platform, any, any. Any initiatives that empower marginalized voices to speak truth to power and then not only just talk about it, but, uh, also empower them with resources to, to thrive and succeed, especially in our market. And one of the most challenged, harried job markets that black professionals have ever seen in your lifetime.

Speaker B: Mhm.

Speaker A: This is, this is not just great work. It's. It's critically needed work. So just know the Honest Truth has an open invitation. I just come back on the pod, but y' all got a press release. Y' all need. Y' all want space to do a live stream. Whatever we got y', all, we appreciate that so much.

Speaker B: We really do.

Speaker C: Thank you so much like inviting us here. We're definitely going to take you up on that.

Speaker B: Uh, that's right.

Speaker C: And invite to host some events.

Speaker B: Oh, that would be fire. That would be so cool.

Speaker C: I was like, Q2, I know the Honest Truth. We're a little Busy closing out Q1, but Q2, uh, might need to make this connection happen.

Speaker A: Let's make it happen. Let's make it happen. Listen, y', all, for you, if you haven't heard or you haven't been paying attention, let's say you was driving, you fell asleep, put over the side of the road because you tired and you wanted to make sure that you didn't crash your car. But then the podcast kept going. Now you're waking up and you're like, yo, what am I listening to? You've been listening to Living Corporate Send down with Alexis White and Desi Osun Shade of, uh, the Onyx Truth. All right, make sure y' all check out the links in the show notes. Sign up, Join the Onyx Truth. Reach out to both of these incredible people on LinkedIn. You have questions, you want to engage. You wanna. You know what I'm saying? You're trying to figure out how you can support. Make sure you engage them, reach out to them. Where else should they find you? I'm over here plugging your stuff like I'm part of the Onyx Truth.

Speaker C: We're Instant Instagram. Like, we're on Facebook. Uh, we're on Tick Tock. But, you know, we need a little work there. Y' all can find us anywhere. Slide into our DMs and let's talk. Also, let's talk about partnerships because we are out here trying to. Kids.

Speaker B: That's right. That's right.

Speaker A: Listen, it's a, it's a, it's a pleasure and an honor. I'm excited. I'm loving what y' all are doing. I'm excited to see where y' all go in the future. Look forward to talking to y' all soon. Until next time, y'.

Speaker B: All.

Speaker A: Peace.

Speaker C: Thanks.

Speaker D: Living Corporate is a podcast by Living Corporate, llc. Our, uh, logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevations. Post production is handled by Jeremy Jackson. Got a topic suggestion? Email us@livingcorporatepodcastmail. Uh.com. you can find us online on Twitter, Facebook, Instagram and Living Corporate. Com.

Speaker C: Thanks for listening.

Speaker D: Stay tuned.