Hi, everyone. It's Anna Noted. I'm Ashley Siegel. I use she, her pronouns. Um I have shoulder length brown hair, brown eyes. I'm wearing a black T shirt with our Intersectional Pride Mickey in today. Um So happy Pride Month to everybody who's joining.Um And I'm calling in from Hoboken, New Jersey. I, I really love for these things to be interactive. So wherever you're calling in from, if you all wanna share in the chat where you are, I know that this is a super global audience and so I'd love to just know where you are. Um As mentioned, I'm, I'm working with the Walt Disney Company. Um We are a global company, right? So we have representatives all over the world. Um And so I, I just love to know where all of you are. Um And so I can also take some questions as we're going through but the way, oh look, everybody's starting to do it. I love it. I love it. Thank you all for sharing so global. This is fantastic. Um So definitely keep questions coming as we go, I'm gonna kind of take you through a little bit of my own career journey. Um How I came into my current role, the work I'm doing right now and some key takeaways.

Um But if y'all have any questions, I'm happy to take them as I go. So, thank you. Thank you. Thank you for sharing where you are. Um And if you wanna also share your favorite Disney Plus releases, I like to see that too. Um I was up late last night watching Loki, so I can't help myself anyway. It's really nice to be following Doctor Anderson. It was really fantastic to hear her talk right before this. I think having that reminder that we work to live, we don't live to work is something that we all need to hear. Um I definitely need to hear it. So it was really nice to be prepping to speak with you all this morning. Hear that reminder that we could all be taking over that leadership role. Um Whether we are dealing with a difficult leader or difficult direct reports, it's really all part of us um to be part of that to be influencing how we move forward. Um And so for me, that was all a work in progress. I didn't come into this work. Um So, you know, knowledgeable, I think what this is all a work in progress, work in diversity, equity and inclusion is work that we are always learning on. I mean, I just, just like thousands of others finished the the certificate program that um the University of South Florida just offered and it's been amazing to see what everybody's been sharing on linkedin as they've all been completing that as well.

And there are folks that are leaders in the space that have took in that class and folks that are just entering the space that have taken that class. And I think it's just one of so many great um so many great opportunities that are out there where you can just continue your learning. Um And so it's nice to be on this stage to be talking about that with all of you today. Um So for me, as mentioned, I'm coming to you from New Jersey. Um I grew up here. I am a New Yorker. Um So always been in this, in this area of the northeast in the US. Um I went to school for journalism, um and religious studies. So I have no idea how I ended up here, but I think it really goes to show that follow the things that you're interested in, whether that's in your career, whether that's in your schooling. I know there are probably many of you who are out there who are still um in your schooling or thinking about going back to school, study things that are important to you that resonate with you um that accept you because otherwise you're going to tune out whether that's in your education or your work.

Um So for me, I studied journalism. I studied religion. I love to study both of them. I thought they were fascinating and I also knew that they would probably not lead to what my career would be. And so when I was finishing up school, I was applying anywhere that was remotely related to any of that. My journalism degree, excuse me, my journalism degree I did with a sports concentration. And so, I mean, out of that, I actually ended up at major league baseball's um internet um presence, major league baseball, advanced media. I had no experience in tech, little experience in sports. They trained me fully from the ground up. And when I got there, I realized I'm one of very few women around and one of very few queer people that I was aware of, you know, there was no way to, to visually show um that I was part of the LGBT Q community. I had no idea if anyone else around me was Jewish, I had no idea anything, right? Because it was a big culture that was focused on coming in, getting the work done and being really focused on that groundbreaking technology. And I think when we're in tech, it's really easy to get into that, that funnel of focusing just on what you're creating what you're doing.

Um and not having those conversations around the work, not getting, you know, to know your teams or your leadership or your, your key stakeholders, the other teams that you're working closely with. And so as I started to build that, I mean, I started entry level, I was working nights, weekends, holidays, you name it. Um, I was there and counting pennies while I was, uh, but as I, I came up through, through that organization, um, and of course, built my own privilege as well. I think that's really important. Right. When you first come in, I didn't, I didn't have the privilege to be able to say, where are the other non men in the workplace, right? I didn't have the the the privilege to say, hey, June is coming up. Are we going to do anything to honor pride? Hey, all of these things are happening. How can we talk about that in the workplace? But as I rose from entry level to managing the team that I started with, I grew that privilege in order to be able to have those conversations, to be able to ask those tough questions, to be able to say, hey, I recognize that there are more women and non binary people in the workplace.

Can we have a group? I did some research, I learned more. And also during that time, the company went through a lot of changes. I know right now, especially in tech, there are so many changes and acquisitions and being able to really manage yourself. Um and your environment through that is difficult. So what I did in addition to my full-time tech job was, I found the folks who were my biggest supporters and I think it's really important to take the time to figure out the difference between the people who support the work that you're doing as in, aren't going to stop it and are fine with the path that you're on.

Versus the champions of the world. The people who are going to jump in the car with. You don't care that there is a dirt road ahead. They're happy to help you pave the path and really elevate the work that you're doing. They're they're your accomplices versus your allies. And so those people, I surrounded myself with them quickly, I found out who they were. I felt the trust with them and I brought them in really close and we went on this journey together. And so as we went through this work, we realized, oh, I wasn't the only person feeling this way. Women weren't the only community that were feeling this way right? There were so many of us from different lived experiences that were really looking for that sense of community in the workplace. It was during that time that bam that MLB advanced media split to be MLB and Bamtech Media. Bamtech Media was really quickly bought by the Walt Disney company which threw us into a bit of a tailspin, but it was a really welcome one because Disney is known for their great culture. They're known to be inclusive. They're known to be a place where you can really challenge the status quo. And also they make a really positive impact on the world. We may not be creating new health care.

But the, the stories that we're telling to Children and families around the world are really shaping them. I mean, I never saw myself working at the Walt Disney company because I didn't know that that was somewhere that I could thrive. And when I came into the company, it really opened this door for me where I could challenge the status quo. Ask the question of why are we doing things like this and how can we make it better? Um And so that was the beauty of it. I spent years, you know, cultivating these communities in our tech segment where it was so the part of the company that I was at eventually became what is now Disney streaming. So that's the segment of Disney that is building Disney Plus, that's building ESPN Plus that's running Hulu.

Um And it's a really, really exciting part of the company to be at, but it's also one that went through a lot of change, right? We're talking about what Ba Mt A and what was Hulu as individual companies that were really running as a start up um coming into this massive corporation. And so navigating all of that, figuring out how to build those communities, how to build that trust. I think that was paramount and I think that's something that people forget this work is about people. So start to build those relationships if doing it in big group settings, isn't working. Find the time for one on ones I constantly and looking for how can I find time to have 15 minutes with someone else to build my network, to build their network, to say, you know what, here are two or three other people that you should be connected with either across the company or within this space that can really help build your repertoire of what you've learned, what you know, and where you're at.

And so for me, it was years of, I knew, first of all that I wanted to do the one thing that I encourage women in tech not to do, which is leave tech. But I was doing it in order to bring more women more underrepresented demographics, more people of underrepresented genders and backgrounds and ethnicities into technology. And so for me, when it was really clear that I wasn't going to be able to do exactly what I wanted to do where I was, which was years of trying, I think something that we forget in this space is that you have to try things many, many times. But you also have to realize when you're not gonna break through that wall when running into the brick wall over and over again is only hurting you and your community and isn't going to get anywhere it's not gonna change it. You have to do a course change. And so for me, it was a tough moment to stop and say, all right, let's do this a little bit differently. And thankfully, one of those champions, as opposed to supporters that I was referencing was a partner of mine in another area of the company actually at our corporate or enterprise level who came to me and said, the work that you're doing is important and let's do it together.

And so I was brought in to help lead the outreach and engagement strategy at the company, which is what I'm doing now. It was not easy. It was after, you know, as, as Anna mentioned in the opening, it was 10 years in the industry of doing this work, it was probably three or four years of knowing that I really wanted to be coming into the DE I space, formally figuring out what that meant, how I can make a broader impact um until there was, you know, the opportunity to take this new role.

And I think that was hard for me because I loved being in tech, I loved being in that small tech segment where I knew everyone. Um I will definitely get to that question about the LGBT Q community in just a second Nicole because that's an awesome question. Um And so knowing when to stop pushing and knowing when to do that, that pivot was really essential for my success. And so when somebody decided that they were gonna champion me, I had to go for it. It was a risk, it was scary. Um But I came into this work and I was able to really take the things that I've learned and embrace them and use them for the broader impact. And so it's been beautiful getting to build this work. I've, I've seen a bunch of names here in the chat that I recognize. Um we're putting on events now that are aligned to our different community that are aligned to different heritage and observance months. And we're doing it openly for the community and inviting everyone in. Um And so it's been really amazing to take the things that were important to me. The work that I'm doing now is like I said, focused on expanding our representation in the tech community. Um And it's been really just a gift to be able to be part of it, but to the top before mine boundaries, if you can't set them for yourself, you certainly will not be able to model them for others.

You know, as my team is expanding, that's something that let's be honest, I'm struggling with. I am someone who works a lot and I love my work. And so it's really tough to set those boundaries, but I have to. So I'm blocking my calendar from eight pm to 8 a.m. eastern time. My calendar says that of office, not that I'm gonna be working 8 a.m. to 8 p.m. every day. But it leaves a limited block where people can schedule time with me. It leaves a limited block where I know outside of those times I'm out of my office, I'm off my computer. Um, and I'm doing things to refill my cup because I think the most important thing when it comes to de I work is that you remember, you can't pour from an empty cup. And I think oftentimes we really, really try to do that. Um Because we're trying to give all we can of ourselves to support the communities, but we can't if we're not supported ourselves. So take care of yourselves, take care of the people around you, set those boundaries because you're modeling them for the people around you. But I think when it comes to inclusion work, trust your gut fight for the things that you really believe in.

Um And when it seems like you can't, when you've exhausted all your options, it's OK to make a pivot because your gut is, is going to be the strongest info here. So I I just wish you all the best of luck. I'm gonna get to some questions now. So if you have them, please add them to the chat. Um I also wanted to mention I'll be in the Disney Expo booth right after this. Um So if y'all wanna chat, connect, learn anything more about the Walt Disney company and chat about roles. I'm gonna head over there right after we finish this. Um But let me get to some questions. So we call at, what did you find is the best way companies support the LGBT Qi a community best practices. So I think this is such a great and timely question right now, right? That the, the big thing on social media I know is everybody's upset with Rainbow Washing. And, you know, for me, I think it's really interesting. So I agree, if companies are out there, you know, profiting on our community, if they are putting rainbows all over, like literally my background looks like right now um but not actually doing the work to support the community or the work isn't coming from the community ourselves.

I think that's really problematic. I totally understand the, the fervor that's out there. But on the other hand, as someone who's in addition to my day job, I, I like to say my day job and my day job um of leading, you know, the work of our Pride Month activations through um throughout the Walt Disney Company right now. And so for me, I'm not doing that as my full time job. I'm doing it as an employee who's part of the community and knowing the importance and we're a large group of global employees, our, our pride advisory group as we call it our, our leads within the community all over the world. So we have representation across the United States across Latin America in, in Brazil, um and Argentina in Shanghai in um London and Manchester and Amsterdam. Um all way out to Australia, our latest employee resource group for pride launched in India this year. Um So it's a really global community and I think the beauty of it is that we're the ones pushing for the things. If you see Disney going Rainbow anywhere. It's because we've been urging it. It's because we've been asking for it.

It's because we recognize that our standard Rainbow Mickey was not inclusive enough. And so we adjusted it for this year and it has the progressive bright colors. And I think as long as companies are, as long as that work is being driven by the community, whether it's pride, whether it's Black History Month, Women's History Month, any of these observance and heritage Months, any of these external celebrations. I think as long as the community is being supported, I think as long as money is going to nonprofits, you know, we're huge partners within the LGBT Q community with Glad with glisten with the Trevor project. We work with out in tech and lesbians who tech and all these fantastic organizations really support the community. Um We're also doing, you know, work to make sure that our health care is supportive of the community. And that is easy for our folks who are part of the trans community to transition without anything within work to be even more difficult on what they're going through at the moment. And I think all of that work means that if our, our logos go rainbow or we're, we're sharing our Rainbow Disney Collection, which by the way is designed by a member of the community that it's great. And it's a, it's a celebration.

If I as a kid saw more Rainbows on the Disney Channel, I think it would have helped me come out earlier in my life. And so I think best practices are obviously making sure that the impact is there first making sure that you're supporting nonprofits in the community, but also making sure that all of the work is really being driven by members of the community specifically because I think that's what makes it really authentic.

Let's see other questions. How do we expand DN I efforts to include neuro diverse? That is such a big question and conversation in the community right now. You're right. Um I think the neuro diverse community and the disability community at large, both visible and invisible disabilities are not apparent rather I apologize. Um are something that we're struggling with. And I think first of all, it's representation, right? We need to recognize that if we're going to be inclusive, that needs to include all point of views, all of the experience. The thing that I, I remind folks the most is we're all only cha only experts of our own lived experience, I can do this work. I can learn more. I can do all the research in the world, try to immerse myself in these communities. But I can only only, only be an expert of my own lived experience. And so if there aren't our diverse individuals at your leadership tables within the conversations that you're having about supporting the community, about inclusion, you need to change that. And that's something that we're having that conversation as well. I think it's really important that we recognize that everybody learns in the same way, not everybody works in the same way. And that goes for folks within the neuro diverse community. It goes for folks of all different backgrounds, of all different non apparent disabilities.

I mean, myself, I struggle with anxiety, depression and ptsd and I share that openly, right, with all of you. I share it at my company. I think it's important because it's, it's part of who I am. It's part of my work. Um and it can impact that. And I think as this, especially this next generation, I know Michelle you, you mentioned your son, I think this next generation that's coming up is so aware of these things. And it's been amazing to be part of the, the older millennial generation. And really starting to see my generation, the next generation come into the workforce and say we're gonna do things differently because it is important for us to all have a seat at the table. And so I think it's a challenge but, but you're right. I think asking questions like you're asking right now to anyone that you can bringing that within the conversation, I think it's something that we really need to make sure that we're bringing in the conversation, um, all of our inclusion conversations. Um And, and that's how we can really start to elevate it. But, but you're right. And I'd love to chat more about that with you in the, in the booth.