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From YouTube: Solid State with Sidney Miller
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A
A
Yeah
I
had
to
go
ahead
and
mute
that
on
my
on,
because
I
have
so
hey
everybody
welcome
to
solid
state.
I'm
tim
banks
just
go
to
the
technical
difficulties
again
of
trying
to
keep.
You
know
the
twitch
streaming
and
then
my
my
streaming
app
restream
going
the
same
time.
So
there's
a
little
little
funky
delay.
Things
are
fun,
but
hey
welcome
out
to
everybody,
I'm
glad
everyone
is
here
watching
solid
state
just
so
that
you
know
so
that
we're
all
clear
this
is
an
official
cncf
function.
A
A
A
So
sydney
if
you'll,
give
me
a
second
I'm
going
to
brag
on
you
by
reading
your
official
bio
sidney,
miller,
talent,
acquisitions,
talent,
acquisitions,
lead
for
equinix,
metal
and
equinix
is
on
a
mission
to
remove
barriers,
often
encountered
in
a
typical
tech
environment
a
born
disruptor.
She
is
a
passionate
advocate
for
giving
a
voice
to
the
voiceless
and
promoting
inclusivity
in
the
workplace,
particularly
for
female
and
female
identifying
candidates.
A
She
excels
at
matching
the
right
human
to
the
right
role
and
has
over
and
has,
over
two
decades
of
experience,
dedicated
to
building
healthy
engineering
teams
from
helping
candidates
to
negotiate
compensation
to
correct
leveling
and
accountability.
To
enrich
the
candidate
experience.
Sydney
is
committed
to
paving
a
successful
path
forward
for
everyone
in
her
downtime.
She
can
often
be
found
giving
impromptu
performances
in
the
grocery
store,
especially
when
her
three
kiddos
are
starting
to
tangle
up
and
tangle
up
in
the
bread
aisle
before
joining
equinix
medal.
A
Sydney
helped
held
principal
talent
positions
at
big
tech
companies
such
as
github
apple
and
google,
as
well
as
several
startups
sydney
is
also,
I
know,
to
be
a
prolific
gardener
and
a
and
a
collector
of
fine
fine,
beaded
bracelets.
A
How
are
you
so
in
in
the
interest
of
full
disclosure?
Sydney
has
recruited
me
a
couple
of
times
to
to
care
to
various
companies.
She's
worked
at
and
we
finally
got
to
work
together
at
equinix
medal,
for
which
I
am
exceedingly
grateful,
and
she
has
always
been
amazing
to
me
on
my
journey
in
both
getting
me
into
roles
as
well
as
advocating
for
myself,
including
to
myself
on
several
occasions
so
yeah
so
sydney.
A
B
I
know
right
isn't
that
funny
how
it
happens.
They're
like
how
did
you
get
into
tech
and
I'm
like?
Well,
that's
a
funny
story:
let's
go
ahead
and
pull
up
a
chair,
it
seems
like
a
lot
of
us
haven't
didn't
have
like
a
clear
path,
and
it
sounds
like
a
lot
of
folks
now
don't
under
like
have
that
clear
path
which
is
okay,
because
I
think
if
you're
gonna,
if
you're
meant
to
be
in
tech,
you're
gonna
but
you're
gonna
fall
into
it.
B
You
know
it's
you're
gravitating
to
it
in
an
energy
way
and
we
can
get
into
that
in
a
moment,
but
little
baby
sydney
well
little
baby
sydney
at
one
point
thought
she
was
going
to
be
a
backup
dancer
for
janet
jackson.
Truth,
truth,
truth,
truth,
yes,
and
I
am
still
to
this
day
living
it
out
in
my
kitchen
in
my
headphones.
B
B
Control
was
what
did
it
for
me.
I
was
like
that's
happening,
I'm
going
to
do
it,
I'm
going
to
push
myself
in
class,
we're
gonna
get
there,
and
now
I
just
get
to
dance
in
the
bread
aisle
for
my
kids
when
they
act
up
and
they
just
totally
are
like.
Oh,
my
god,
they
stop
what
they're
doing.
So.
That's
what
I
thought
I
was
gonna
do
once
upon
a
time.
B
I
also
thought
I
was
going
to
be
in
the
sciences
really
wanted
to
be
in
my
not
microcellular
biology,
but
I
went
to
the
university
of
arizona
bear
down.
Wildcats
have
to
say
it
sorry
huge
alumni
and
I
wanted
to
be
a
biologist
and
it
did
not
work
out
well
for
me
and
in
the
weed
out
class
of
biology
101
at
university
of
arizona.
It
was
one
of
the
hardest
classes,
as
kind
of
like
all
right.
Are
you
serious
about
sciences,
because
the
university
of
arizona
has
a
really
really
amazing?
B
You
know
life
sciences
as
well
as
computer
sciences
program.
So,
oddly
I
went
into
fashion
merchandising
and
the
business
behind
that
and
I
ended
up
working
for
corporate
demon
marcus
out
of
school
in
their
assistant
buying
program,
one
of
twelve
that
gets
selected
every
year.
Don't
know
how
that
happened,
interesting
story.
It
was
in
1997,
and
that
was
the
year
that
the
wildcats
won
the
entire
ncaa
basketball
championship
and
the
next
day
little
sydney
had
to
interview
for
her
big
time
job
and
was
out
until
you
know.
B
God
knows
what
my
time
of
the
night
celebrating
her
wildcat
win
and
ended
up
landing
the
job.
So
I
was
in
I
was.
I
was
in
the
couture
handbags
and
leather
goods
in
dallas
texas,
not
knowing
much
right
out
of
college
and
then
ended
up
falling
into
recruiting
out
of
that,
because
just
you
know
the
whole
fashion
thing
just
it
was
great,
but
just
not
what
I
wanted
to
do
and
then
I
ended
up
landing
a
gig
at
a
consultancy
and
my
first
client
was
sun,
microsystems
working
on
back
end
java
engineers,
so.
A
And
here
I
am
now
so
I
just
want
to
ask
that's
interesting,
so
you
you
know,
you
have
the
passion
that
you
have
the
the
background
and
the
interest
in
fashion,
and
I
wonder
because
it
has
been
said-
and
I
will
not
say
that
it's
actually
inaccurate-
that
a
lot
of
people
in
tech
dressed
terribly
yeah,
have
you
seen
or
have
you
have
you
seen
ways
that,
especially
in
the
recruiting
aspect
where
for
people
for
from
you
know,
either
economically
underprivileged
or
marginalized
backgrounds
like
the
way
they
dress
or
the
way?
A
B
B
They
show
up
because
they
want
to
be
seen.
They
want
to
be
heard.
They
want
to
be
evaluated
in
a
kind
of
perfect.
I
showed
up
for
this
right,
whereas
you
see
a
lot
of
folks
who
are
in
hoodies
and
had
you
know,
baseball
caps,
and
what
and
look
I'm
not
going
to
sit
here
and
say
that
there's
one
that's
better
than
the
other,
it's
just
you
can
see
it
just
a
difference
in
the
way
that
people
who
are
are
from
these
underrepresented
backgrounds.
B
B
That
is
one
primary
thing
that
I've
noticed
over
the
last
20
years
is
a
lot
of
underrepresented
folks
do
show
they
show
they
show
up
in
every
aspect,
and
so
of
course
I
mean
I'm
gonna
say
bias
is
everywhere.
You
know
everybody's
got
to
check
it
every
day
in
every
conversation
they're
in
so
I
mean
it
would
be
hard
for
me
to
say
that
there
isn't
right.
A
Yep
bands
and
then
I
know
what
kind
of
casual
looks
like
among
you
know
different
communities
of
color
and
or
or
just
different
regions.
Outside
of
you
know,
silicon
valley
and.
A
With
the
old
you
know,
the
old
culture
fit
catch.
If
that's
ever,
if
you've
ever
seen
that
that
play
out,
I
don't
know
that
it
has.
I
just
know
if
you
have
any
experience
on
that,
because
I've
often
wondered
that
myself.
B
Yeah
I
mean
it
did,
it
does
come.
It
has
come
up,
although
folks,
like
myself,
are
like?
Oh,
oh,
oh,
that's
not
appropriate.
You
know
I'm
sorry,
but
we're
gonna
have
to
redirect
this
unless
it
can
be
objective.
We
can't
discuss
this.
So
it's
really
up
to
the
ownership
of
those
that
are
in
the
room
to
ensure
that
they
hold
accountability
to
objective
feedback
scenarios
and
the
company
itself
right.
So.
A
B
B
A
A
So
so
sydney
you,
your
first
client
was
sun.
Microsystems.
B
B
That
was
that
was
interesting
because
I
had
no
clue
what
I
was
doing.
I
was
like,
and
you
do
what
tell
me
and
I
swear
that's
where
I
developed
my
my
ability
to
listen,
because
I
had
no
clue
what
I
was
doing
right.
How
did
the
little
girl
from
arizona
end
up
in
texas
working
for
working
with
a
big
consultant
company
that
that
works
for
some
microsystems?
B
I
don't
know
so.
You
know
what
it's
just
you
I
faked
it
until
I
made
it.
I
just
learned
from
the
best,
and
that
was
all
of
y'all
everybody
that
I
work
for
you
know
everybody
that
I
work
with
I
I
am
not
a
subject
matter,
expert
in
technology.
I'm
not
an
engineer
I
feel
like.
I
am
one
because
I
understand
it,
but
I
would
never
claim
to
be
one
and
so
so
yeah
I
just
I
don't
know.
Does
that
even
answer
your
question.
It's
monday,
I.
A
B
I'm
kind
I
listen
and
I
understand
what
the
needs
are.
I
mean
it's
it,
it's
the
only
thing
that
I
I
can
equate
it
to.
Is
honestly
technology
changes
so
rapidly.
But
how
are
you
hearing?
How
are
you
working
with
individuals?
How
are
you
curating
the
human
experience
right,
I'm
about
the
human
first,
I
could
tell
you
all
sorts
of
like
lingo
and
this
that
the
other
thing
and
throw
it
at
you
and
be
like
great
thanks
for
that.
I
really
didn't
want
to
get
regurgitated
job
description
information.
B
It's
really
about
like
tell
me
about
you
like
what
let's
have
coffee,
let's
talk
about
each
other.
Let's
make
sure
that,
like
as
a
human
being,
this
feels
right
to
you
and
just
tell
me
tell
me
I
always
open
with
tell
me
what
you
need.
Tell
me
what's
different.
Tell
me
what
you
know
tell
me
what
makes
you
excited.
You
know
what
bubbles
up
for
you
when
you
start
talking
about
technology-
and
I
swear
it's
just
by
being
meeting
people
where
they
are
and
that
could
be
anywhere
right.
B
A
B
A
B
Long
time
to
find
my
my
voice,
because
I
have
been
kicked
down
so
far
by
so
many
egocentric
people,
and
maybe
maybe
those
experience
really
helped
curate
me
to
be
like
you
know
that
fire
that
bubbles
in
you
and
then
how
do
you
you
know
I
had
a
lot
of
test
kitchens.
If
you
will,
where
you
know
you
know
me,
I'm
like
I'm.
B
Glass
everywhere,
especially
on
behalf
of
underrepresented
populations
and
those
who
have
pay
wage
gap
about
inequity
right,
it's
just
it's
what
I
do
and
it's
people.
I
know
that,
I'm
known
for
it.
I
think
I
had
to
fall
on
my
face
and
get
back
up
and
then
get
punched
in
the
face,
and
then
squashed
and
then
find
out.
You
know
what
I'm
actually
mad
about
this
stuff.
B
A
A
Yeah,
so
what
if
you
without
getting
like
gory
details
like
that,
but
like
we
talked
about
some
of
the
experiences
you
have
and
the
only
reason
I'm
asking
to
do.
This
is
because
I
want
maybe
some
people
that
are
that
are
also
like
seeing
this
like
you're,
not
alone,
like
I've
experienced
this
too.
Like
I
understand
you
go
because
I
found
that
when
you
tell
us
that
I
found,
if
you
tell
someone
like
yeah,
I
have
actually
been
through
something
like
that,
and
so.
B
B
Oh,
I've
got
some
good
ones.
First
and
foremost,
I
will
say
that
I
actually
have
corporate
ptsd
at
on
behalf
of
corporate
tech
and
I'm
going
out
to
say
that
this
has
been
mostly
at
the
hand
of
other
females
in
positions
of
power,
no
offense
to
my
ladies,
but
or
those
that
identify,
but
it
has
been
a
hard
time
and
so
you
know
being
pushed
down
my
work
taken
and
delivered
as
their
own
and
executive
level
leadership
meetings
only
taking
you
know,
taking
the
the
spotlight
and
not
that
I'm
like
hey.
B
But
you
know,
let's
share,
let's
collaborate,
let's
be
cool.
Let's
experience
ego
death,
so
we
can
all
produce
a
wonderful
environment
as
well.
As
you
know,
what
we're
here
to
do
right,
because
through
us
in
our
actions,
only
creates
that
environment
gosh
I've
been
yelled
at
I've,
been
pushed
I've
been
emotionally
scarred.
B
I've
been
told
that
no
one
cares
about
my
children.
I've
been
told
yeah.
I've
been
told
that
I'm
too
much
that
I'm
the
bull
in
the
china
closet
that
I
say
the
things
that
shouldn't
be
said
in
meetings
yeah.
B
So
now
I
stand
in
my
power
and
say
not
today,
because
I've
gone
through
it,
I've
been
there
and
now
I'm
ready
to
be
like
there's
a
lot
of
people
behind
me
that
need
me
to
do.
I
just
experienced
that,
but
I
have
a
position
that
I
can
actually
influence
and
bring
that
through
and
show
the
reason
why
being
an
empathetic
kind,
human
being
throughout
the
process,
making
sure
that
everyone
is
heard.
That
means
different
things
for
different
people,
so
you
have
to
make
sure
that
you
create
that.
B
B
B
It's
it's
everywhere.
I
wish
I
could
say
it's
different,
you
know.
The
honeymoon
phase
is
is
a
real
thing
and
then
you
know:
when
are
you
like
looking
under
the
hood
and
ripping
all
those
band-aids
off
right?
It's
hard
to
really
do
that.
B
I
will
say
that
I've
seen
it
more
so
in
under-represented
populations
than
others
me
being
one.
You
know,
I
am
not
only
a
female
in
tech,
but
I
also
hold
a
disability,
so
you
should.
Those
are
also
things
that
are
like
people.
Just
don't
understand
that
no
matter
where
you
are,
you
could
be
battling
something
that
no
one
has
an
idea
about.
B
A
A
B
A
For
inclusion,
but
not
just
in
getting
candidates
in
but
in
through
the
whole
process
of
of
interviewing
hiring
through
the
process
of
negotiation
for
salaries
and
even
after
the
fact.
So
what
are
some
of
the
roadblocks
you've
seen
that
you've
had
to
overcome
in
that
process
and
what
are
some
of
the
things
that
are
helpful,
both
maybe
for
those
who
would
be
hiring
managers
and
those
who
would
be
candidates?
A
You
know
that
you
know
hiring
managers
like
you
know
what
are
ways
that
they
can
make
sure
they're,
they're,
being
inclusive
and
looking
out
for
people
that
they
hire
make
sure
they
get
the
best
people
with
the
best
offers
and,
as
you
know,
maybe
as
for
candidates
to
ensure
that
they
are
insisting
on.
You
know
the
highest
standards
for
for
them
when
they,
when
they're
looking
at
a
place.
B
B
B
Just
look
at
them
who's
in
there.
What
part
of
the
world
do
they
represent?
What
part
of
the
ethos?
What
part
of
the
landscape?
What
part
of
the
world
are
they
part
of?
Because
I'll
bet
you
one
thing:
if
you
look
across
your
product
line,
you'll,
say
ooh,
you
know
I
bet
only
people
from
harvard
grad,
school
and
yale
will
use
this
project
for
product
or
thing.
B
You
know
no
offense
to
my
higher
education
folks,
but
think
about
that
for
a
minute
if
you're
requiring
degrees,
that's
exclusion,
because
what
about
our
code
camp
folks,
our
single
moms,
doing
ada
at
night?
What
who
are
these
people
who's
missing?
What
about
the
scrappy
people?
What
about
those
who
are
not
of
privilege,
lift
them
up?
B
Understand
the
population
go
into
your
own
community
and
start
identifying
with
these
populations,
because
that
is
where
you
will
start
to
know.
This
is
instead
of
just
sitting
in
a
chair,
saying:
oh,
you
know:
here's
the
talent,
landscape
that
my
recruiter
came
back
with
and
said.
You
know,
48
of
people
in
this
designated
geography.
Is
this
no
blow
it
up
represent
the
world,
make
sure
your
voices
are
heard,
put
people
at
the
table
that
never
would
be
there.
B
A
The
first
one
I
would
say
so
and
how
how
have
you
seen,
I
guess,
have
you
seen
kind
of
when
hiring
managers
do
you
want
to
do
that
like
what
are
the
some
of
the
roadblocks
that
you've
seen
them
have
to
deal
with
or
that
you've
had
to
deal
with
in
trying
to
to
insist
on
these
on
being
inclusive.
B
A
So
one
of
the
questions
that
came
in
the
chat-
it's
from
nicole
sumrall,
high
nicole
and
the
question
is:
do
you
have
advice
on
a
good
strategy
to
push
back
on
managers
who
hire
mostly
based
on
recommendations
and
people?
They've
worked
with
at
previous
companies.
B
Yes,
I
do
ask
them
why,
or
you
can
also
talk
about
it
in
meetings
and
say
you
know,
hey
you
know,
have
we
thought
about
it?
You
know
a
different
way
of
hiring.
B
Some
people
won't
feel
like
they
have
a
voice
there,
because
why
would
I
you
know
everybody
has
a
voice,
stand
up
for
it
see
something
say
something:
that's
how
people
are
gonna
stop
dead
in
their
tracks.
You
could
also
go
to
you,
know
your
hr,
but
that's
that's
a
whole
another
story
as
well,
but
I
would
say,
go
to
your
talent,
talent
partner,
because
you
should
be.
B
B
A
Often
times
companies
will
will
incentivize
employees
to
hire
people.
They
know
from
previous
companies
for
people
that
they
know
by
giving
you
know
you
know,
referral.
B
A
And
that
typically
will
have
people
you
know,
go
to
their
their
own
network
and
try
to
find
people
that
work
for
them.
How
have
you
have
you
seen?
I
mean
I
think
it's.
I
think
we
can
pretty
much
infer
already
from
from
people's
experiences
by
the
very
nature
of
that.
Maybe
that
does
help
lead
to
a
less
inclusive
environment,
or
at
least
you
know,
you
know,
hiring
you're
hiring
the
same
groups
of
people.
You
know
over.
B
B
Absolutely
and
that
that
responsibility
relies
with
the
hiring
manager
the
executives
in
the
organization
and
the
talent
organization,
because
anyone
else
doesn't
really
have
the
ability
to
kind
of
be.
In
that
initial
talk
about.
I've
got
this
job
opening.
Okay,
we
need
to
talk
about.
You
know
I'm
going
to
post
it.
Then
you
talk
about
okay.
How
many
referrals
are
there
great?
You
know
that
this
is
a
fair
and
competitive
process.
B
Correct,
so
you're
gonna
have
to
review
more
than
just
employee
referrals
before
we
roll
into
interview
stage
that
gives
the
awareness
and
the
availability
into
it.
You
also
make
sure
that
that's
not
the
first
person
going
in
you
know,
there's
a
there's
so
many
different
dynamics
that
we
could
like
strategize
out.
However,
the
accountability
is
really
to
ensure
that
the
team
understands
that
it's
not
one
and
done
and
unless
it
it
and
that's
what
the
role
of
the
talent
partner
and
talent
is
supposed
to
do
is
ensure
fair
process
for
all.
A
A
B
Not
on
my
watch
right,
that's
great
in
theory,
you
can
spin
and
do
what
you
need,
but
until
it's
fair
and
equitable,
no
doors
are
opening
on
club
miller
day.
You
know,
like
I'm
sorry,
but
I
got
a
whole.
You've
got
to
hold
the
ground.
You've
got
to
hold
that
bar
to
inclusivity
and
if
you
don't
you're
part
of
the
problem
right
I'll
give
an
example.
B
Is
this
truly
fair
and
equitable,
so
the
organization
as
a
whole,
with
support
of
its
and
executives
said,
let's
just
take
a
moment
and
let's
make
sure
that
when
we
review
our
pipelines
into
these
roles
that
they
are
as
fair
and
equitable
equitable
as
possible.
Now
that
is
how
you
truly
create
an
inclusive
environment.
Is
by
having
things
you
know,
the
world
has
changed.
Okay.
So
what
are
you
doing
to
make
sure
you
understand
what
those
changes
are
and
what
it
means?
It
impacts
the
environment
that
you're
in
especially
in
tech
right.
B
So
we
as
an
organization
said
we're
not
cool
with
just
going
through
this.
We
have
to
look
at
it
and
we
have
to
hold
ourselves
accountable
and
we
course
corrected,
and
that
meant
a
lot
of
different
things,
a
lot
of
different
things
right.
We
started
talking
about
different
strategies
and
where
we're
going
to
put
our
dollars
right
for
inclusion
because
here's
another
thing
I
want
to
bring
up
and
talk
about
out
loud.
B
Why
are
we
not
starting
with
the
trans
population?
First,
with
inclusion,
especially
in
tech,
why
are
we
not
supporting
you
know
the
most
vulnerable?
You
know
african-american
trans
women.
Why
are
we
not
giving
them
the
light
stay
with
me
for
a
second,
you
look
at
inclusion
plans
and
again
just
we're
going
to
tilt
tilt
it's
on
its
axis
a
little
bit
because
I
don't
know
anything
different
tim.
You
know
that
right.
B
So
why
are
we
not
starting
with
the
most
vulnerable
populations
and
then
work
up
and
then
pull
everyone
with
it
right
start
with
the
trans
populations?
B
Then
go
up
disabilities
veterans,
people
of
color
than
women
because,
as
we
know,
women
people
of
color,
you
know
it
depends
on
what
your
your
demographics
are
in
your
organization.
But
if
you
look
at
the
spend
and
the
cost,
how
much
is
in
women
women
identifying
truly
truly
needed?
Look,
I'm
not
here
saying
they
don't
need
it,
but
what
about
those
that
are
at
the
bottom?
B
Why
are
we
not
focusing
there
tell
me
that
those
are
great
questions
to
start
asking
in
meetings,
you
know
what
are
we
doing
for
trans
initiatives?
What
are
we
doing
locally?
How
are
we
showing
in
support?
Where
are
we
putting
dollars
that
we
don't
even
that
they're
not
contingent
upon
hire?
You
know,
do
the
right
thing
what's
wrong
with
us.
A
So
the
one
thing
that
you
brought
up
earlier,
which
I
and
I've
asked
companies
in
the
past,
it
seems-
can
be
almost
like.
A
third
rail
talk
to
me
or
talk
to
us
about
some
of
the
some
of
the
arguments
around
geographic
pay
bans
and
their
pay
pay
band
is
right
and,
as
far
as
their
effect
on
inclusivity,.
B
That
are
of
underrepresented
backgrounds
that
are
just
as
strong
as
the
person
that
sits
in
cupertino
california,
and
they
are
deserving
of
that
salary.
That's
in
cupertino
california,
because
it's
fair,
I'm
sorry.
I
know
I'm
probably
gonna
get
in
a
whole
heap
of
trouble
for
saying
this,
but
in
engineering
it
should
be
paid
across.
B
I
get
that
you
know.
Let's
talk
about
it,
money
in
idaho,
that's
san
francisco
money!
I
totally
understand
there
could
be
a
lot
of
things.
People
are
probably
going
a
little.
You
know
bubbly
here,
but
I
have
seen
better
or
if
not
just
as
amazing,
as
some
of
these
folks
who
have
come
from
advanced
degrees
have
worked
in
all
the
the
fang
companies
and
all
this,
and
then
we
have
somebody
that
is
from
a
tier,
three
right
or
tier
two
and
are
doing
the.
A
A
So
one-
and
I
want
to
get
back-
and
I
want
to
relate
this-
to
also
to
the
to
the
geopay,
because
I'll
see
also
sometimes
that
benefits
vary
by
geographic
location
as
well
and
so
denno
asked.
A
Can
you
talk
about
efforts
to
make
underrepresented
folks
feel
included
in
regard
to
benefits
the
reason
I
say
that
is
because
you
know
some
some
areas,
you
know
you
know
like
you
have
they'll
have
benefits
that
are
geared
toward
people
that
live
in
the
bay
area
or
live
in
very
urban
centers,
and
those
benefits
are
really
not
applicable
to
people
that
live
in
other
areas,
but
or
people
like
that
have
benefits
medical
benefits,
but
they
don't
cover
any
kind
of
trans
treatments,
but
they
don't
cover
any
kind
of
neurodiversity
treatments.
A
So
can
you
talk
to
us
about
some
of
the
efforts
around
that
you've
seen
or
something
efforts?
You
would
like
to
see
made
to
be
more
inclusive
about
those
benefits.
B
I've
got
a
great
example
of
what
myself
and
an
amazing
trans
engineer
that
you
and
I
are
both
friends
with
have
made
in
the
benefits
here
at
equinix.
I
had
an
individual
that
we
hired
and
I'm
close
enough
with
them,
that
they
raised
the
flag
and
said
hey.
This
is
not
does
not
make
me
feel
good,
like
in
process.
There
was
no
drop
down
for
other.
B
This
person
documented
every
single
piece
of
it
and,
I
said,
tell
me
how
you
feel
one
was.
This
is
because
it
was
true
right.
This
is
a
trans
person,
we're
not
making
room
for
this.
The
the
benefits
didn't
match
what
they
needed
as
far
as
hormone
replacement
and
therapies,
and
some
of
the
things
that
go
along
with
that
right,
equinix
as
a
company
and-
and
you
know,
high
equinix.
I
hope
that
this
is
okay,
I'm
sure
it
is.
I
want
to
scream
this
from
the
rooftops
and
it's
already
in
place
so
hey
here.
B
We
go
this
individual
single-handedly
changed
the
benefits
process
and
the
way
that
we
have
people
throw
flow
through
our
onboarding
system
in
24
to
48
hours.
It
was
changed
because
it
was
given
to
me
and
I
escalated
it
and
they
heard
and
they
changed
it,
and
these
are
some
of
the
ways
you
just
again
just
peel
the
band-aid
off.
Let's
talk
about
the
elephant
in
the
room.
Why
are
we
not
talking
about
the
people
that
make
up
our
teams,
especially
when
they
don't
fit
into?
B
Like
spell
you
and
a
spouse,
you
plus
one
you
plus
kids,
you
and
family.
You
know
it's
like
the
world
doesn't
look
like
that.
There's
not
five
options
to
to
what
that
is
right.
So
you
out
there
have
the
opportunities
to
change
this.
A
Yeah
the
the
health
care,
like
any
writers,
they
would
add
on
specifically
for
trans
folks
and
healthcare
benefits.
B
Oh
amy
told
me
stump
me
because
I
just
haven't
had
enough
coffee,
yet
you
mean
like
in
general
or
here
where
we
sit
as
far
as
equinix
is
concerned.
Let
me.
A
To
it
for
equinix
metal,
because
I
don't
know
if
you
can
represent
them,
but
speak
to
it
in
in
relation
to
places
where
you've
worked,
some
of
the
writers
that
they
put
on
specifically
trans
folks
and
maybe
some
of
the
ones
you
would
like
to
see.
B
B
I
think
that
there
should
be
add-ons
for
those
who
need
surgical,
who
are
are
halfway
through
transition
and
get
a
job.
They
should
be
met
where
they
are
in
benefits,
because
why
would
a
job
tell
you
where
you
are
in
your
own
transformation
now
the
other
way
that
you
know
the
other
things
and
I'm
sorry
miss
amy
toby.
B
I
know
that
I'm
totally
like
on
the
ones
that
are
for
equinix,
but
I
know
that
those
are
two
of
the
hottest,
the
hottest
topics,
because
so
many
companies
do
not
see
hormone
replacement
or
actually
reassignment
surgeries
as
something
that
they
curate
and
I'm
here
to
say,
wake
up
yo,
it's
time,
because
the
world
doesn't
revolve
around
historical,
regular
benefits
anymore
right.
B
I
also
think
that
there
should
be
a
larger
case
for
mental
and
therapies
when
it
comes
to,
I
mean
just
in
general,
just
in
general,
because
mental
health
is
so
important,
but
especially
for
those
who
really
need
it,
who
are
going
through
transition.
Who
might
need
who
might
need
extra
instead
of
just
the
eight
that
you
get
a
year?
You
know
why?
Isn't
it
unlimited?
B
Why
do
you
only
get
eight,
so
I
mean
we
could
dissect
this
a
million
different
ways
and
amy.
I
feel
so
bad
that
I
didn't
do
this
justice
for
you.
However,
I
will
say
that
whatever
it
is
whatever
it
is,
ask
for
it
and
if
it's
not
covered,
then
you
can
say
all
right.
Well,
here's
my
bill,
you're
gonna,
have
to
give
me
some
sort
of
financial
assistance
with
that,
and
if
you
need
help
negotiating
that,
I'm
your
gal
and
I'll
do
it
pro
bono.
A
B
A
B
A
A
You're
not
covering
medical
needs
for
their
gender
right
you're,
not
covering
medical
needs.
You
are
covering
the
medical
needs
for
that
person.
If
that
person
needs
medical
care,
medical
treatment
for
whatever
it
is,
it
should
be
covered,
regardless
of
their
gender.
Gender
presentation,
or
anything
like
that
to
to
to
you
know,
cover
some
benefits
for
some
folks.
You
know
to
the
nth
degree,
but
some
members,
or
rather
folks,
just
it's
just
not
I
mean
it
is
not
capital.
B
Yeah
I
mean
challenge
people
seriously.
The
other
thing
too
is
we
got
to
look
at.
Why
aren't
these
benefits
extended
to
your.
B
B
A
Yeah,
but
here's
something
that
you
mentioned.
I
really
think
that
needs
to
be
underscored
is
that
a
lot
of
these
folks,
especially
like
you,
know,
people
that
that
are
underrepresented,
who
come
from
you
know
under
approach
areas
the
notion
of
pushing
back
against
a
company
that
is
going
to
offer
you
more
money
than
you
ever
see
in
your
life
in
the
first
place,
but
then
insisting
on
these
things
or
or
not
we're
not
just
taking
the
very
first
like.
Oh,
I
got
this
offer
that's
going
to
take
and
take.
It
is
because
I'm
just
happy.
B
A
Get
in
this
thing,
do
you
make
it
safe
for
them
right?
Well,
how
how
do
you
make
it
number
one?
How
do
you
make
it
safe
for
them
and
then
how
do
you
make
them
feel
safe
to
push
back
and
insist
upon
these
benefits
when,
when
you
know
or
or
or
that,
getting
that
higher
pay
or
the
pay
that
they
deserve,
regardless
of
their
their
vans?
But
how
do
you
make
sure
that
they
are
able
to
successfully
advocate
for
themselves
without
burning
that
bridge,
because
I
know
that's
a
fear
that
I've
had.
B
B
When
did
we
forget
there
are
humans
behind
it?
This
is
an
ownership
thing
at
the
company
level
right,
and
I
think
that
in
in
your
interviews,
you
understand
what
their
inclusion
model
is
and
what
they're
doing
when
it
comes
to
benefits.
Ask
these
questions.
Ask
your
talent
partner
this.
They
should
have
that
locked
and
loaded
ready
for
you
and
if
they
don't
well.
B
Well,
they're
in
control
of
your
compensation
and
they're,
also
in
control
of
the
interview
process,
they're
the
curator
of
that.
So
absolutely
ask
it,
because
if
you
don't
and
they
don't
know,
then
that's
a
signal
too
right
and
that's,
but
you
know
I
I
understand
like
how
do
I
find
my
voice?
How
do
I
find
my
strength?
How
do
I
do
that?
You
just
use
it
and
you
just.
B
I
have
to
ask
this
question
for
me:
get
out
of
your
own
way.
Ask
the
question:
it
doesn't
have
to
be
sidney
miller's
side
style,
but
it
could
be
all
about
like
tell
me
about
your
inclusive
benefits
and
if
they're
like.
Oh
we've
got
great
dental
care.
Well,
that's
not
what
I'm
asking:
how
is
the
company?
How
does
the
company
see
inclusive
benefits
for
those
in
underrepresented
categories
and
if
they
say
we're
working
on
that
or
you
know
they
better
come
up
with
a
great
example,
why
they
don't
already
have
it
in
play?
B
It's
a
really
fair
question.
It'll
tell
you
everything,
but
also
rely
on
your
talent
partner,
to
help
you
say
you
know.
I
really
am
curious
about
that,
and
I
want
to
ask
these
questions
in
the
interview.
What
do
you
think.
A
Absolutely
there
are,
you
know
various
tech,
ceos
or
or
leadership
if
you'll
call
them
that
that
will
say
like
well,
you
shouldn't
ask
that,
and
if
a
candidate
asks
about
salary,
then
I
don't
want
them
because
they're
not
really
passionate
about
doing
the
job.
What
is
as
as
you
as
a
talent
acquisition
person?
What
is
the
take
you
know?
Maybe
you
can't
figure
out
what?
B
Yeah
accountability's
hard
man
right.
Why
don't
tell
me
for
a
second
that
these
leaders
aren't
in
their
you
know,
taking
their
jobs?
Well,
what
is
a
pay?
You
think
any
ceo
is
going
to
be
like.
Oh,
this
sounds
like
a
great
job,
but
you
know
this
sounds
like
a
great
opportunity.
I'm
going
to
wait
till
the
end
to
see
how
much
they're
going
to
pay
me
right.
Ask
it's:
okay,
it's
legal!
B
Bad
ones,
yes,
there
are
really
a
lot
of
them
that
are
just
under
ridiculous
times.
Time
frames
dialing
for
dollars,
sending
35
000
emails
to
you
about.
You
know:
hey
I've
got
this
great
business
analyst
job
and
you're
you're
in
a
site,
reliability
for
observability.
Like
did
you
even
look
at
me?
So
don't
don't
disclose
how
much
you
make
because
you
don't
have
to,
but
it
is
legal
for
you
to
ask
what
the
parameters
are
and
if
there's
a
squirm
in
the
ethos
hold
it
accountable.
Just
be
like.
B
B
Look,
this
is
the
level
this
is
the
expectation.
This
is
the
rule,
I'm
not
going
to
regurgitate
the
job
description
down
for
you,
but
here's
what
you
can
expect
as
far
as
salary.
Here's
the
base
component,
here's
the
bonus
component.
Here's
what
we
think
about
restricted
stock
units,
here's
our
benefits!
Deck,
could
you
imagine,
could
you
just
imagine
for
a
minute
all
of
y'all
out
there
if
you
had
all
those
things
at
the
end
of
the
call
in
your
first
call,
you'd
be
like
I'm
gonna
check
this
out
right.
B
A
I
do
think
yeah.
I
like
the
notion
that
I'd
never
considered
really
before,
and
I
probably
should
have
the
notion
of
asking
about
the
benefits
order,
because
I
know
for
me
right
if
and
I'm
not
going
to
speak
for
that
community.
But
I
can
imagine
that
if
you're
a
trans
person
you
don't
necessarily
want
to
out
yourself
as
being
trans
on
the
first
call,
then
asking
about
the
trans
benefits
package
or
the
trans
writers
could
be.
A
You
know
problematic
right,
and
so
maybe
it
should
be
like
if,
if
your
benefits
are
inclusive,
you
don't
have
to
ask
about
it.
It's
going
to
be
in
there
already
right.
So
if
you
ask
about
that,
and
it's
not
in
there
that
should
be
kind
of
a
red
flag
for
you.
You
know
that
that's
not
covered
or.
A
What
is
your
advice
to
someone?
That's
thinks,
maybe
that
they
have
been.
I
don't
know
victim's
right
word,
but
but
certainly
fall
into,
maybe
less
inclusive,
less
inclusive.
You
know
hiring
practice
interview,
practice
or
whatever
right
and
then
they
think
like.
Well,
maybe
I
didn't
get
it
because
I
wasn't
you
know
either
because
I
advocated
for
myself
or
because
just
the
process
wasn't
inclusive.
What
should
folks
do.
B
Ask
a
lot
of
questions
and
if
you
don't
get
anywhere
with
the
talent
partner,
then
you
escalate
and
you
can.
You
can
find
lots
of
content
in
detail
for
those
that
are
in
leadership,
positions
and
talent,
acquisition
and
nhr.
I
mean
account
like
again.
Accountability
is
hard
and
if
you
you
know,
mistakes
happen.
Natural
mistakes
happen
that
you
know
on
both
sides,
but
it's
holding
the
bar
on
inclusion
and
making
sure
that
you
don't
get
in
in
that
that
water.
B
However,
if
it
happens,
there
are
ways
for
you
to
do
it
and
that's
escalated
up
through
there's,
always
an
800
number.
You
can
always
ask
for
hr.
B
A
It's
there's
pretty
good
answer,
I
mean,
but
I
mean,
but
I
I
wonder
because
I
know
I
know
like
especially
we've
worked
at.
We've
worked
at
both
had
in
a
commonplace,
a
small
bookseller
out
of
seattle,
where
the
rsus
are
your
comp
right.
But
how
do
you
like?
What's
your
advice
in
general,
on
on
folks
that
that
are
dealing
with
like
their?
You
know
whether
stock
or
options
are
included
as
part
of
the
benefit
in
lieu
right
of
salary
like
how
do
you
what
what's?
What
are?
A
What
are
your
concerns
about
this?
First
as
far
as
inclusivity,
where
sometimes
folks
who
or
do
not
come
from
more
privileged
backgrounds,
the
notion
of
waiting
four
years
for
their
salary
to
be
the
market
equivalent?
Is
I
mean,
that's
not
going
to
help
pay
your
loans
right
now?
You
know
what
I
mean.
B
You
are,
are
you
more
cash
motivated
or
are
you
long-term
right
because
there's
two
there's
a
lot
of
different
ways.
People
view
compensation
right
if
you
need
cash
and
you're
motivated
by
liquid
cash
in
your
pocket,
negotiate
tell
them
what
your
thresholds
are
say.
I
cannot
have.
I
know
lots
of
people
that
are
like
I
ain't
moving
until
I
can
see
this
because
of
what
I
need
to
be
sustainable
as
a
human.
B
A
A
B
B
So
what
is
the
reality
of
us
layering
on
more
and
actually
really
having
to
pay
it
out?
That's
the
that's!
The
shush,
the
bad
of
rsus
and
those
are
real
conversations
that
happen
behind
closed
doors.
So
just
know
that
if
you
select
more
and
rsu's
and
do
not
plan
to
stay
you're
going
to
be
out
that
obviously,
but
it
all
comes
down
to
tell
the
person
you're
talking
to
that
yes
you're
motivated
by
rsu's
or
you're,
more
weighted
in
in
cash
now.
B
The
other
thing
I
want
to
bring
up
and
kind
of
circle
back
about
benefits,
ensure
that
there's
an
800
number
to
the
provider
on
the
deck
or
ask
for
the
800
number
that
is
covered
by
hipaa.
So
you
can
call
in
and
discuss
all
the
things
are,
my
prescriptions
paid.
I
have
one
that's
eighteen
hundred
dollars
a
month
and
if
it
wasn't
covered
by
insurance,
you
sure,
as
you
know
what
it
would
be
negotiated
into
my
salary,
because
I'm
not
gonna
get
a
job
where
I
might
have
to
be
risk
risk
of
my
pet.
B
My
my
prescription
cost
for
it.
These
are
real
things
yeah
so
like
that
could
be
part
of
your
negotiation
and
if
a
company
says
no,
I'm
sorry,
we
can't
cover
that
prescription
cost
I
mean
it's
just
they
should
be
able
to
to
help
right
because
they
don't
offer
certain
benefits.
But
again,
with
the
I
know,
I'm
kind
of
all
over
the
place,
because
I'm.
A
A
B
So
many
of
y'all
wait
until
the
end
and
just
assume
that
it's
gonna
be
part
of
the
package.
You
could
be
out
there's
hidden
cost
expenditures
within
benefits
that
are
not
and
make
sure
it's
apples
to
apples,
especially
for
those
that
depend
on
you
for
your
benefits.
Whatever
family
means
to
you
right.
B
A
Are
the
top
20
tech
companies
out
there
and
the
ones
that
have
power
to
change
the
tech
culture
so
to
speak?
Yep
you
have
exactly
one
minute
to
talk
to
them.
What
are
you
going
to
tell
them.
B
I
show
up
with
my
people
and
let
them
speak
has
nothing
to
do
with
me.
I
bring
you,
I
bring
amy
toby,
I
bring
y'all,
I
bring
a
nice
sampling
of
you
and
I
say:
listen
because
this
has
nothing
to
do
with
me.
It
has
everything
to
do
about
you
and
until
somebody
represents
you
in
that
room,
it's
for
nothing.
B
A
I
can't
think
of
anything
else.
Sidney
cindy
miller
has
always
been
a
a
staunch
advocate
and
ally
of
mine
and
a
great
friend
one
of
the
people
that
my
life
truly
would
not
be
anywhere.
A
I
don't
I
don't
I
can't
imagine
would
be
without
without
her,
so
I'm
me
and
many
other
you
know
marginalized
folks.
You
know
people
of
color
in
other
ways
and
other
underrepresented
minorities
can
who've
worked
with.
You
can
well
we'll
say
the
same
and
we've
talked
you
know.
So
I
appreciate
everything
that
you've
done
for
us
and
I
appreciate
that
all
that
you
continue
to
do,
and
I
appreciate
you
coming
on
to
solid
state
and
talking
to
us
a
little
bit
about
it.
A
If
you've
been
listening,
we
appreciate
you
coming
out
and
listening.
Please
smash
that
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button.
Please
follow
cloudnativetv
on
twitter.
You
can
follow
me
at
el
chef,
a
you
can
follow
sydney
at
sydney,
miller
ii.
The
number
two
sydney
is
there
anything
else
that
you
want
to
pitch
anything.
You
want
to
talk
about
real
quick
before
before
we
sign
off.
B
A
There's
a
lot
of
stuff
in
there
that
I
think
is
very
important
to
folks
and
we'll
I'll,
we'll
tweet
about
we'll
cover
some
stuff.
I
think
people
need
to
hear.
As
always,
you
can
come
back
and
listen
to
this
later
on
or
watch
this
later
on.
On
cloudnado.tv,
I
am
tim
banks,
and
this
was
solid
state
bye.