Janelle Gray's Blog, page 2

Be_Voiced Takeover: Gen Z talks Ineffective and Effective Protesting

The be_voiced Squad takes over Echoes on air! Squad members Lauren Harrison and Emily Truelove talk with Caleb de la Torre and Fatima Flores about effective and ineffective methods of protest and ways Gen Z is getting involved in protest movements.Find us at:iTunes - Click HereGoogle Play - Click HereSpotify - Click HereAs mentioned on the podcast: Follow @TheFundForCollegeAuditions on InstagramCheck out these additional articles:

Protesting and What to Expect on the Front Lines

In this early release of "on air with...", Janelle responds to the murders of Ahmaud Arbery, George Floyd, and Breonna Taylor, and the Black Lives Matter protests. She talks with DR Mann Hanson and Darnell Lamont Walker about protesting, what to expect and safety when on the front lines, and other ways to participate in the revolution.Find us at:iTunes - Click HereGoogle Play - Click HereSpotify - Click HereSeeking Asylum by Darnell Lamont Walker:https://vimeo.com/145091644Follow Darnell:www.darnellwalker.comIG @CleverBastardHow to make a gas mask:https://www.youtube.com/watch?v=A7SKAPN0zJA&app=desktopAdditional resources about what to expect: Protestors Have Rights: What To Do If ArrestedACLU Protestor's RightsActivism in Dallas, TexasCheck out Next Generation Action Network

The Pandemic of Hate

The Pandemic of Hate in America continues in 2020 with no signs of mitigation. The words “pandemic” and “relief” are used with regularity to describe the Coronavirus Crisis. We can use these same words to describe the contagion of hate and fear that has consumed America and cost Ahmaud Arbery his life.Brunswick, Georgia — a town created in the year 1738 — serves as a reminder that affairs between the white enslavers and present-day assassins are similar. In the antebellum south, white enslavers chased down Black men from the saddle of horses; today they do it from the back of pickup trucks. In the 282 years since the founding of Brunswick, Georgia, this type of behavior has not changed.Ahmaud Arbery, a Black man, was hunted down from the back of a Georgia pickup because he fit the description. What is the description? A Black man was doing something suspicious.Ahmaud was running, a usual activity for a jogger. However, in a country in which African-American citizens are routinely killed for doing random things like playing in the park like Tamir Rice and eating candy like Trayvon Martin. Now Ahmaud Aubery — died while jogging — fits the description of suspicion.The pandemic that is the killing of unarmed Black People continues with a lack of any measures that will flatten the curve. Since the advent of the Black Lives Matter Movement, there appears no vaccine that will cure this affliction. Soaring numbers of deaths proceed without any mitigation. The seasons change, and yet we know more will be killed regardless of the weather.There are the usual calls for social distancing. This appears not to be an effective strategy. Botham Jean was quarantined in his home, eating ice cream when he was gunned down. Pandemic victims fear for their lives, inside or outside of their homes, while fulfilling essential tasks.America apparently has a timing issue in dealing with different types of pandemics. It is our responsibility as survivors to hold the government as the responsible party in the death of all — those who have lost their lives through these Pandemics, one of hate and the other health.Editor’s Note: This article was originally posted on northdallasgazette.com.Two days after the initial publication of this article, an unarmed Black man, George Floyd, was killed in an altercation with a Minneapolis Police Officer.Some of his last words were, "I Can't Breathe".

ENCORE: Social Justice Burnout

COVID19 has us the world on high alert. Our mind is constantly being bombarded with endless uncertainty, rabbit holes of unclear and/or contradictory articles, and illness and death. What's more, social injustice and attacks on human rights have not ceased. Not only have the murders of Ahmaud Arbery and Breonna Taylor streamed across our feeds, but so, too, have the increased attacks on Asian-American citizens and the neglect of lower socio-economic populations.Feeling overwhelmed, Janelle stumbled on the Echoes 2019 Live Event on Social Justice Burnout. She and Jack realized that the tools given by therapists Anna Kim, Brittanie Gray, and Jimmy Owen are not only useful for social justice but also for Covid19 burnout. We hope that you when you listen to this encore airing of this episode, you find ways to name the fears you feel, draw the necessary boundaries, and become more aware of what you need to healthily get through this challenging time.Be safe. Be well.Chris, Jack, and JanelleFind us at:iTunes - Click Here Google Play - Click Here Spotify - Click HereKeep your eye on our social media to hear other clips from this wonderful interview.Find our therapists at:Brittanie Gray - Psychology TodayAnna Kim - www.wefixbrains.com/oakcliffJimmy G. Owen - Psychology TodayCheck out these other resources: Brené Brown shares wisdom for getting through the coronavirus pandemicSelf-Care Strategies for Survival: Sustaining Oneself in Social Justice Movements

The Body Papers

In this episode of on air with..., Janelle and Chris talk with Grace Talusan, author of The Body Papers, about her experiences traveling back to the Philippines and the journey to and importance of telling her story. Take a listen to find out why you should get your own copy.Find us at:iTunes - Click Here Google Play - Click HereSpotify - Click HereGet a copy of The Body Papers hereFind out more about Grace by following her on the following:Grace's websiteGrace's InstagramGrace's Facebook

Generations, A New View

Editor's note: Benjamin T. Lopez is the winner of the 2020 Echoes Media uSpeak Writing Contest. He is in the 9th grade at Forney High School in Texas.The U.S. Civil War was a period of great disagreement between the Union and the Confederates. In today’s time, people stick to what they believe just as strongly as the Union and Confederates did. Beliefs differ based on age, and when people have different ways of thinking, conflict is typically sparked. Growing up, whatever happens to us can change us for the better or worse, and through those experiences, personalities are shaped. Because personalities need time to develop, the differences in beliefs can create friction between differently aged people. This separation in beliefs is known as a generational gap. Much of this separation revolves around the concept of effort. The younger generation’s attention span has decreased with the increase of technology. They now pay so much attention to technology that they forget to listen to or understand other people. The millennial generation and younger has grown up in the information age. This time period produced smartphones, computers, and other electronic-based devices. These devices have proven to be addictive, and because of this, younger generations find themselves wanting to use them all the time. Xennials and older see this and it creates a bad bias towards the younger generations. In 2016, Brian O’Malley, wrote, “One telephone survey found that 71% of Americans believe millennials to be selfish, while another 65% find them entitled.” There are ways that the younger generation can decrease this hatred and increase cooperation. The younger generation can, first and foremost, spend a little less time with technology and more time with other people. Sure, society today is becoming increasingly centered around technology, but most of their time shouldn’t be spent entranced by addictive devices. When people spend time with others, it allows for a decreased probability in mental health issues, an opportunity to gain people skills, and a chance to have a healthier lifestyle. Not only that, but Xennials and older would respect the younger generations more because we would learn how to communicate our ideas and carry on a conversation. On the flip side, the younger generations don’t need to be the only ones making adjustments. If there is to be any sort of collaboration, effort needs to be a two way street. Older generations have lived a lot longer and experienced life differently. They then expect younger people to act the right way according to when they were growing up. But there is a problem with this. Times do change, and a mistake in one time might not be as bad as another. For example, in the mid 1900s to the late 1900s, a curse word was punishable in many ways, but in today’s time, saying a foul word isn’t as bad as it was back then. This mindset doesn’t allow for collaboration. A person from a time period without technology and a person who was born into an age full of technology see things differently according to their experiences. The older generations need to have an understanding that younger generations have different experiences, mindsets, and opinions. The older generation needs to look at an interaction with someone younger as an opportunity to learn something new or a way to interact with someone else. And the younger generation needs to listen to the advice and learn from the wisdom of younger generations — not just focus on gadgets. If both generations take that outlook, then maybe we can see that most stereotypes about the other aren’t completely true. Once that happens, then there is a chance that together old and young generations can strive for equality. But neither can make a change for the better if not given the opportunity. In all generations we strive for the best. Although the newer generations are taking different routes, we still want the same thing. The difference in the two generations is that one worked hard for their stuff and the other was given the privileges of that work. The determination that the older generation showed when they were young should be brought back and nurtured in the younger generation. The flexibility that the younger generations show should be looked upon as a new, essential, trait that should be learned by all. If we take the best thought processes from both young and old generations we can achieve a greater form of equality.

Asian-American Experience

In this episode of Echoes on air!, Chris and Janelle talk with Anna Kim, Grace Talusan, Rachmad Tjachyadi about the vastness of the Asian-American Experience and the danger of a homogenized representation of Asians in the U.S, speaking within a culture that is often considered silent, as well as highlight the APIA involvement in various social justice movements.Find us at:iTunes - Click Here Google Play - Click Here Spotify - Click HereKeep your eye on our social media to hear other clips from this wonderful interview.Also, follow guest Grace Talusan's author website and get her book, The Body Papers.Check out these other links on the topic.Why we must talk about the Asian-American, tooWISE: Asian-American Experience, Issues, and ResourcesIn "minor feelings," Asian-American Racial Trauma is Laid BareAsian Americans: Then and Now

Repeated History

In this episode of on air with..., Janelle and Chris talk with Liz Nichols, professor of U.S. History, about how history repeats itself, historiography, and how people came to be counted as they are on the census.Find us at:iTunes - Click Here Google Play - Click HereSpotify - Click HereKeep your eye on our social media to hear other clips from this wonderful interview.Check out these other links on the topic.William Appleman WilliamsJohn Punch1619 ProjectThuillier: History repeating — right before our eyes10 Worst Ways History has repeated itselfFreaky times when history repeated itself and no one realized it

Memoirs of a Corporate O.G.

Scene: Everyday Corporate America (technically Canada in this instance, but same culture)I land in Toronto with my associate, Ron. Ron is a mid-50s, white guy, gray and balding, glasses, very typical look of a corporate finance guy. We are there to evaluate two consultants, one of which will get a contract worth some $50 million dollars for his or her firm. While the decision on who to award the contract is not solely mine, it rests largely on my recommendation. Me, I’m an early-30s, somewhat baby-faced Black man, no gray, full beard, nice suit, diamond earrings in both ears, and a swagger more set for the studio than the boardroom, yet here we are — Ron and I, an odd-couple if you will, charged with awarding the contract. So we arrive at consultant contestant #1 and perform the exchange of handshakes and business cards that is customary at such an engagement. After the formalities they launch into their pitch on why they deserve to be awarded the business. As they present, it is clear they are directing more of the conversation toward Ron. They make comments about me “rolling up the data” and giving it to Ron and how it would be easier with their help. It is clear they have made an assumption that Ron is the senior associate in the room, and I am the junior associate. They are wrong. Ron works for me. They may have figured that out had they looked at the titles on the business card (Director vs Manager), but they felt comfortable making an assumption based on stereotypes. And you know what they say happens when you assume: you make an ass out of you and lose $50 million of business. Needless to say I did not recommend them for the contract, nor did they get it.Microagressions…some smart academic has termed events like this as such. A seemingly harmless mistake based on often unconscious biases that rub people like me (generally minorities) the wrong way, often completely unbeknownst to the offender. As a young, Black corporate executive at a Fortune 500 company, my work experience is riddled with these “microaggressions.” They often make me want to reach across the table and demand that the offender “put some respeck on my name”. Within the walls of my current company, which one might consider relatively “woke” if a corporation can be such a thing, I deal with these issues somewhat less than I may if I worked somewhere else; but when I step out into the community, or have to interact with other organizations, it becomes clear that the problem still persists. I also recognize that, even within my “woke” company, the problem persists more for others than for me. I have been fortunate to have the right light from the right people (leaders) shined on me at the right time, so that my excellent work could be seen and recognized. So now, for the most part, when I come into an internal meeting, people already know what it is…I gets my respeck☺. For many Black folks, that opportunity to shine and be seen hasn’t come yet. I believe for us as a people, being successful isn’t enough; we want validation and recognition of our success. Not necessarily to be boastful or braggadocios, but just to get that, “I see you,” an acknowledgement that someone sees your hard work and respects the station you have attained. If this were the rap game, I would just get a big ass rose gold chain with my title and quarter-million dollar income on the medallion, but this is not a place of OUR culture; this is a place of THEIR culture, and in order to arrive at the station I have arrived at, some degree of assimilation is required. So I manage, balancing my unapologetic blackness with modest assimilation to the culture created and owned by European men, talk their talk, and play (and win) their game, ALWAYS looking to lift the next Black man or woman as I climb, and always conscious of the example I bear for other young Black talent in my organization and outside. I try to help nudge that spotlight in their direction, and try to coach them up such that when they get the light, it highlights success and not failure. With us (Black folks) in Corporate America, it is not enough to be excellent. Many of my peers sit in a corner being excellent and never get recognized. And sometimes a person who is almost always excellent has that one bad week at the very wrong time (when the spotlight is on) and they never, ever get another chance (at least not within that company). You have to always be on, always be ready for the big opportunity, and even then, you need a little help from the top. So what’s the moral of the story here? Being a Black executive, though financially rewarding can be a lonely existence. I sit around a number of tables where I am the only person who looks like me. My day is taxing and riddled with code-switching (code-switching; verb - speaking, thinking or acting in a way one would with people of his or her own culture, then switching or translating those thoughts to something the majority culture deems acceptable, and back again). But I must persist. I must for the Black analyst that we hire out of college that wonders if she, too, can make it to the executive ranks, and for the Black, mid-level manager that works his ass off every day and just hasn’t been seen yet but is probably more ready for the next job up than his current boss is. So I will persist. I will tell the story. I will share the struggle. I will shine the light, and I will lead courageously, alone or not, as the young Black corporate O.G.(to be continued….)

Latinx Representation In Live Theatre

In this episode of on air with..., Janelle and Chris talk with Chris Ramirez, local Dallas actor, about Latinx representation on stage. They discuss the importance of diverse stories for both the sharers and the audience.Find us at:iTunes - Click Here Google Play - Click HereSpotify - Click HereKeep your eye on our social media to hear other clips from this wonderful interview.Check out these other links on the topic.Latinos are sorely underrepresented in Hollywood. L.A. Mayor Garcetti has a jobs plan to help'Gentified' Writer Linda Yvette Chavez Gets Real About the Issues Latinxs Face Breaking Into the Industry