 Well, hello everybody. I'm Marianne Schnaul. I'm the founder of What Will It Take? movements And I'm very excited to have you all here with us today Before we begin the conversation. I just want to give some context to You know, what brings me here to lead this conversation I had written this book called What Will It Take to Make a Woman President conversations about women leadership and power This book was inspired by a question by my then eight-year-old daughter Lotus Who asked me this very innocent question? Mommy, why have we never had a woman president? And you know as a journalist I decided to investigate and I went to all sorts of different notable figures Raging from Gloria Steinem to Anita Hill to Maya Angelou to Melissa Etheridge to Cheryl Sandberg to Kristen Gillibrand Just looking at this question about why we haven't had a woman president as a lens into Why we don't have more women generally and sort of all different sectors and industries And this sort of whole journey with the book which included a very surreal moment when Beyonce recommended my book about a year ago Made me decide to launch this platform, which is what will it take movements? Which is a media collaboration and social engagement platform Which you know seeks to engage and inspire women to advance in all levels of leadership and take action And also to be kind of a connective tissue To amplify all of the many groups and organizations that are working to advance women's leadership because we're stronger together What will take movements is very proud to be part of the of intentional media The part of the family of brands which also includes socap So very excited to be part of this event and to be working with socap And you know to me This conversation here today, you know when I was doing the book and all of my interviews about what strategies We could implement to advance women's leadership One of them was the reframing of you know gender equity and the need for more women leaders This isn't a women's issue. It's often sort of siloed as a women's issue. Whereas it's a human issue We all benefit from more equal representation From a reflective democracy And and also, you know men increasingly want to be included in this work Um, they realize that you know everybody benefits from a more equal just world And my by women's voices and visions being represented But I also think we can all think of some examples of how negative It is for men and boys these constrictive gender stereotypes and gender roles So I think we have to have men be part of this conversation And so um and particularly in this moment I think in the wake of me too and there's sort of fresh You know conversation about the need for more diversity and women leaders It's a really fertile time to have this conversation And so I am really honored to be able to Have the conversation with this esteemed panel Who represents all different work and perspectives as a lens into talking about these issues And I'm not going to do you know long bios and take up our time when we do want to leave time for questions But I do encourage you all to check out pathable or online because they all do amazing work and are attached with Incredible organizations So right next to me is ted bunch. He is the co-founder of a call to men And then we have adrian becker who is the ceo and co-founder of level forward and Mauricio mota who is founder and co-president of wise entertainment. So first of all, thank you all for being with me here today Um, so I'm going to start uh ted with you. Um So, you know, as we've been talking about me too has sort of spurred this national reckoning You know a very long overdue important conversation about sexual harassment about violence against women And also about sort of this larger issue about how to harness You know the full potential of women in the workplace And I know that you and a call to men have been working inside corporations in terms of trying to help them figure out How they can shift culture and also address these issues. So from your perspective, what changes have you been seeing? Thank you. Good afternoon everyone and thank you marianne for your leadership and vision in this space Really important. Um, so What we've been seeing so first of all just somebody share that a call to men's been in existence for 16 years We were founded in 2002 We've been doing this work in this space for a long time and um Early on we thought we were a bit ahead of ourselves because or ahead of our time because uh, no one was really interested in what we had to say But they are now Because we really are talking about this moment in time, which is a very it's a it's a chat It's it appears to be a challenging moment, but it's a very exciting moment. Actually There's a paradigm shift that's happening. That's long overdue And it's a benefit to all of us and it's a little frightening to men Because we're the because we don't quite know how to navigate it It's not a bad thing for men. Don't you know, I'm not saying that uh In any way that it's a bad thing for men But I'm saying that men don't quite know how to navigate it because we're the first generation of men Being held accountable for something that men have always gotten away with So how do we handle this? We're also the first generation of men who can be intentional about truly respecting and valuing women and girls So we talk about gender equality. It's not only about uh being allies But standing in solidarity with women. That's where we want to be so with this me too moment A year ago when all of these things happened it was A reckoning as you say where every man Had to really look and reflect about how am I impacting other people, especially women because It's so challenging. Why men are concerned is because all of us have done something That's why There's not a man that exists that hasn't either done something or said something that was sexually objectifying a woman or discriminatory toward a woman Or witnessed another man doing that or saying that and did nothing about it. He does not exist Doesn't exist including the men on this panel Doesn't exist because one of the ways that we prove that we're men Is to do these things in this definition of manhood that we have Currently, which is based on male dominant sexism and patriarchy, of course, right? But one of the ways we prove ourselves that we're men is by objectifying women So we so what happens in the workplace is just exposing it's a microcosm of the larger social issues cultural issues we have so it's very frightening because Men don't know how to navigate it and we need to be In this space because we have to reflect we have to make changes We're all looking in our rear view mirror. I was doing an article I think you may have assisted on this article for the huffington post about two days after Harvey Weinstein occurred right the allegations and I did this article. I'm hitting sand and what do you see oh uh, man, I Men in the room. I was adjusting my rear view mirror like oh boy When I hit sand is someone gonna say well, wait a minute ten Right because there were times not in a long time, but I've been at the water cooler Or I guess it would be the courage right The courage now where a sexist joke was said and I didn't say anything about it, right all of those things So we're so it's really a cultural shift and that most men don't do these things But we are silent about those that do and that's as much of the problem as the Action is whether it's violence or sexual harassment and so forth and um You know, I'd love to talk at some point Hopefully we'll talk about how we continue to pass these messages down to our boys and how they're really Going to be just as harmful in their generation as we are in ours if we don't start doing something about Um and before I quickly go on to agent I just want to just for for intangible things in terms of what you're seeing inside corporations What does it look like? To you know start to try to shift the culture Well, what it looks like is that uh corporations are calling us in now because it really is about the culture of the workplace not about you know There's always been kind of a mandate for corporations to have a sexual harassment Training every year right you go through the training. It's usually a legal conversation Of what the legal issues are if somebody does sexual harassment and it's done through hr It's really an hr thing and we all checked the box that yeah, we went to the sexual harassment training But now we're being brought in to look at the culture that allows sexual harassment to exist And deconstructing that and challenging that which really means all of us looking at our behaviors It means looking at not only how we're viewing women in the workplace and the things that we're doing that are not necessarily sexual harassment of a sexual nature but gendered Right, like she's always the one taking the notes even though we're all equal in the room things like that right that um That women are not promoted in the same rate that men are that women are not paid the same Wage that men are that all of these things have to be challenged because the culture of male dominance is being challenged in the workplace So those are the things that are really how those are the conversations we're having and also not only about women But also about the lgb Trans and gender non conforming individuals as well and how they're impacted because there's so much language that also is harmful to them there's so much harassment and House to work environment issues that are also really difficult for them So those are the conversations that are finally happening and also the conversations about men Feeling how they can navigate this because what also often happens when you challenge an oppression As you all know is that we probably and we challenge male dominance Which is sexism and sexism rears its ugly head and wants to and wants to push back So having conversations like And i'll just say this one example and i'll pass it back to you because i don't want to take up too much space but A very common thing when we're doing these sexual harassment trainings are things like A well-meaning man a good guy who would never sexually harass someone saying things like well, you know I think that the best thing for me to do is just not have closed door meetings with women Because I don't want anything to be misinterpreted like oh well First of all the issue of closing the door and who was safe and who wasn't It was women who weren't safe So she should really be more concerned about being behind the closure with you based on what we know Right, but that's what we do see we don't mean to do it But our setting is that we we lean toward giving men to benefit at a doubt And this is one of those ways we do that where we blame women for the violence or discrimination that men perpetrate In the same way that we blame women for oh, what did she have on is that the dress you wore those types of things, right? So to challenge those things and also to challenge and saying if we're going to have that as your policy That's your new procedure with women Then that needs to be a new procedure with men as well because it has to be fairness This is about fairness and equity right if i'm i'm a black man If I have 10 employees and i'm talking to the my black my wife folks in the audience I don't see any black folks out there that I could that are men anyway I'm a black man five ten employees and there's five black employees and five white employees and the black employees get the closed door meeting And the white employees. I'll just leave that door open, please Wouldn't you all think like what what are they talking about in the closed door meeting with the black folks? Like what's going on? That's discrimination. Like what is wrong here? It's the same thing Right, so we have to look at what equality looks like and so so those are the conversations we have Thank you so much. Um ten and I have worked together for years. He has been leading this work for a very long time So thank you so much. Um Adrienne so level forward was also born out of me too To champion projects that are spearheaded by female creatives and people of color And obviously we have you know for people who are here who have the ability to shape an organization From your experience, you know, what what are some of the most important considerations? And what do you think are some of the common missteps? so level forward I would say is focused on new voices attacking old problems Whether those are female voices or persons of color or male or any of the marginalized groups that we all can list We believe fundamentally that through inclusion You can get natural innovation and from innovation you create enduring impact And we do this through both business process and creative storytelling And making sure that those are aligned The story the stories that we tell influence culture in Exponentially Magnanimous ways They are The fodder for coming outside of who we are It gives us we talked about last week in new york giving us a chance to Rise up from our skins out of our bodies and away from our prejudices And so the power of storytelling in this moment we think is profound But we don't want to forget the power of process behind the story because that's where you get The questions about closed door meetings. That's where you get the question about how you value employees What kind of compensation you provide that's when you really understand the nuances of sources of capital And how sources of sources of capital can be very limiting And can perpetuate Narrow interpretations of a world where not everyone belongs And that's kind of fundamental to us But this these issues are to ted's point absolutely intersectional Today we announced an initiative called gun neutral, which while not directly About gender Says that the perpetuation of violence in media Needs to be accounted for and we've proposed a way to do that by creating an offset that storytellers can Do to destroy real world guns invest in local community arts programs every time a gun is on screen or on stage And it's about time Uh, I almost said something nasty. It's about time because We can't ask creatives to stop telling stories that accurately and honestly portray the world in which we we live But we can step into the leadership position Um of social good and knowing that that does translate to business good Um, so I also just want to say how brave it is for you to come out and to say, you know, every man Has at some point in his life Uh had an objectifying thought or an objective made an objectifying statement because that's a huge step forward And I also think that as women it is critical for us to support men in that process To acknowledge our role in that because women are not Immune to this there are plenty of women who abuse power And frankly the bigger issue abuse of power is one that we still have to reckon with And while we while we are at this moment of paradigm shift The shift will stop very quickly if we don't step in and actively do our part To advance it and to make it meaningful and enduring and all those things that we want Um, so that's a little bit about level forward and and kind of how we see the world right now Thank you so much. I mean it came up again and again even in doing my book You know where I sort of expected to find a lot of you know, sort of structural issues how much of it is cultural So I feel like the storytelling and broadening these experiences that we see on screen is so, you know important And I realized that actually All three of you do have something in common in the sense that you're all Using culture to shift culture So ted, you know, you want to call it to men do that through sports and adrian level forward does that through film and maricio Your company wise entertainment Tell stories at the intersection of entertainment and social justice and civic imagination and Your your acclaimed series east los high is obviously such a great example of that Can you just tell us a little bit about that series and the impact that it's had? um Yeah, I think that uh For us, I think it's it's so interesting to be in this panel because it's like full circle A lot of things that happened. I was talking a little bit with adrian Early about like we when we're doing this it didn't make sense to the market that we're doing it Everybody was calling us crazy, which is okay I used to have hair back then when I was doing east los high for the first time I think that When we came up it was katie's idea of doing katie's my part in the company my wife when she had the idea of doing the show was because through research we discovered that like US latinos were invisible. They were probably one of the most underserved audiences in the galaxy and Suddenly we started like developing this Trying to find the matrix. There was no matrix no real deep matrix about us. Let everything their dreams or fears their media consumption habits the everything now it's It's finally happening. It's very thorough, but then we didn't have anything about it and then The other layer was that we were very worried about how Latinos and latinas were portrayed in media. We were just looking just like wow. This is embarrassing Right and as a latino man I was Really shocked by it because maybe probably because I grew up in a very of course big latino market in brazil and then when we started doing the research and pitching the show we With all this research and then it was fascinating because we Start meeting with everybody big agencies big studios big buyers and everybody would say Wow, this research is amazing. It's like we never knew anything about US latinos we call them Hispanics actually Right because it's how people still call us and then we love this but We can't do the show this show would never see the the the light of day And then we say but why right back then I like to like I said earlier. I had hair I was his naive producer But why you were not going to buy the show so we could learn the reasons why And they would say this verbatim one of the top tv executives in Hollywood. He said The market is not ready for latinos as protagonists speaking in english So go back to the drawing board and bring something more relatable right relatable. We know what the meaning of that And then we started and then basically what we had to do is I'm doing a super fast version of what happened It looks super positive and easy, but it was very hard to do And then basically we spent two years raising money through grants and donations because The field kneeled that there was something there because we were talking to the president of fort foundation and we were like, oh, no Yeah, we know that This is necessary. We work with these kids in the field and we need that to happen and then we did that and then We there was a crucial moment In the process where we Shot a quick pilot everybody knows a pilot, right? It's like a prototype of a show Like we did like a sizzle reel And then we did it and then we sent to some of the people they were interested right two years Earlier the same people they said like oh send me something But they're probably just being polite, but we send it the same way And then we started we got in two hours. We got five calls. Let's wow. We're ready. Let's do this We were wrong. You're right. This is brilliant. We've never seen something like this We just have a few notes to give you But we're ready to throw money at you and then the notes were Generally the three notes that we would receive from big big big companies would be the first one would be can it be less latino the second one was The women are tough They're tough and they're edgy and they are They they're very they really talk a lot and they're very like they know what they want Can you make them more like Calm and more and they talk a lot about sex And then we and then we would say do you understand that by the way, have you ever been to high school? That was the first question back to the to the and generally guys And then we say do you understand have ever been to high school first and the second thing that we said is that Do you understand that 53 of young latinas in the u.s. At age 20 are pregnant already have a child Which through the research we discovered the world of manhood the latino manhood had on those numbers to your point early about blaming women for A lot of things right but and I think that for us was crucial to go through the pros and then we decided to do What all of our hollywood experts advisors told us we Got the money that we got from grants and donations. We shot 24 episodes ourselves, which you know, you don't do that it And it's crazy you don't do it you don't do it That's where I lost the rest of my hair because we did that we shot in 67 days We did the show and we shot 10 hours of extra content through different platforms had a cooking show We had a something for self-seem. We had a vlog with the pregnant mom and all that And then it was very interesting because what because we had very little money. We're doing on a shoestring. I remember katie leading Like we did all these focus groups with organizations. We're working with we got like I think 250 kids from different neighborhoods To help us with the casting process because we wanted to really innovate the process of doing that And then there were two guys running for a role One was going to be the I say baby daddy, right the guy right that's expression saying english and the other guy was going to be the good guy and then We had these two guys do both roles and then we were presenting this to the girls from these latina girls And we remember a crucial moment through the process where the guy the so they shot both videos and then The guy who we really wanted to play the the good guy He played the bad guy too. Not the bad guy, but like just like a douchebag Right, he was the guy that we wanted to portray as that stereotypical latino man the manhood thing that The old manhood process that tad mentioned And it was like the girls are just like, oh, I would be pregnant with that guy Right away and they're just like, okay, you're gonna become the good guy and we made the casting decision based on the fact that We wanted to really reconstruct that thing And then it was a great process. We we we involved a lot of communities because we built a lot of work with a lot of organizations and then After that, we had a lot of offers and we went to hulu for Reason because of the digital platform We knew that the show needed a bigger audience and then two weeks later we big raise anatomy So when the show was launching it became this huge phenomenon, etc, etc But to the point of our conversation here was very interesting to see through social media and discussions to see that The u.s. Latino community all over the country was they were talking about manhood And the role of women in a completely different way because Oh, wow, finally someone is showing all these complex layers of the latin the youth the latino youth experience But through the point of view of how boys and girls are Beauty relationships and having careers and all that so It's because it's what I said earlier also Marianne about for us the peeler of Like the third peeler of our company about civic imagination. I think that People need to understand in hollywood and in the field that we're representing here is that like Civic engagement without having tools of imagination is nothing because people will keep engaging the old models that they They have so we need to give them tools to imagine new scenarios and I think that And men have a huge responsibility into that because they've been it's been very easy for us guys The imagination has been favoring us for a long time So I think that that's our role many times through when it comes to the role that men have in society and the content that we do Thank you so much. You know, I think it's so important, you know the storytelling and and seeing Truth on on on film and it was funny because yes somebody yesterday asked me I which I hadn't been asked before what was the most surprising thing that I learned from doing the interviews in my book and what it really was when I thought about it was the idea that That women have these internal glass ceilings like that. It's not just, you know, we make it sort of like all these, you know Sort of restrictions that you know come from society But often it's women and girls who don't see themselves as leaders or don't advocate You know to burn to run for office or forays and so much of that is groomed by the media and by our culture Um, and you know, so agent, I know that, you know, this is part of level forwards work in terms of um, you know driving social change by shaping the expectations that we Have for ourselves, you know and for the world around us But how do you you know in terms of making the connection of like and sometimes they're very separate Active but and and just impact. How do you? Devise sort of metrics to measure the work that you do. How do you, you know, sort of judge the impact of your projects? So there's the front end Which is the be it see it end of things which is the reality that you know 4% of motion pictures are directed by latinos 3% by asians 5% by black americans 3.4% of all The high budget motion pictures That's like 40 million and above 3.4% are directed by women. These are not statistics from 10 years ago. This is right now um So there's the be it see it part of it And then there's the impact part of it And we've got some tricks up our sleeve. I think that um, we're excited about we um We believe that The leverage comes from the capital and I think this whole conference really speaks to that That if you can engage financiers and investors both impact investors and And capital investors solely capital investors in this conversation That you can provide them with the data To help inform their financing choices and that that is one of those bottlenecks and one of those inflection points in the in the cycle Um where we really need to target. So here's an example of what we're doing. We're investing in a database of uh women who work In storytelling directors dps costume directors everything From a to z And we are tracking and this database is growing. It's 3,000 people. It'll be 8,000 people. It'll be 20,000 people And we are tracking and incentivizing the studios who claim that's very difficult to find people women people of color Trans people to work on their television shows to work on their films to work on Broadway musicals To work for them And we are tracking their hiring performance through this database and we will then have that Those metrics and we will be able to provide those metrics not just to investors But also to local governments that provide tax tax subsidies for shoots So that when you go to apply for that california tax credit for 20 percent and your you're shooting in I'm going to use this example the city of oakland and you've hired 89 percent white caucasian men They're going to have a lot of empirical reasons for denying you that tax credit So I think that's one of the the very specific ways that we approach this Um another way is uh, we happen to be a part of the team behind jagged little pill the Broadway musical So jagged little and and ted knows about this because we've been talking with him about it. Um This is a musical based upon an album written by a woman when she was 19 Alanis Morissette wrote these songs and they remain as relevant today as they were Uh many years ago, uh as old as older. I am older than that album But uh, that is a story that we have very deliberately uh, and and with experts who understand the issues around consent around gender identity imbued in this story Um, not only relevance but a way of explaining some of these things that is not academic That is not preaching that is told through a story that is entirely relatable And it is the kind of story that you will want to bring your 13 14 15 16 year old children to so that they can have another perspective To see what consent really is Um, so building stories Maintaining creative excellence because this is not like it is not homework to watch these Maintaining creative static excellence extending the impact of that creative excellence And then defining what those impact goals are and i'm going to pass this to ted But it's not just about social media. We all know this. It's not about social media posts Like we need to track Those that hiring data we need to track inclusion data We need to track things in databases that are publicly available if we knew about settlements And companies had to report settlements pre wine scene We would have been able to see patterns that happened at the wine scene company and at many other companies and not just on the employer side But hey, I happen to have three payouts in the past 12 months. Maybe it's me Um, so I think you know transparency around information collection of data. These are actually tech enabled solutions That will really help us solve some of these problems Yeah, and um, I do think you know going to ted because you know, obviously at a conference like this, you know Often the conversation does shift to impact. How does the call to men measure the impact of your work? So that's uh So right now the way that things are funded and also what's often measured is We respond to things whether it's um this current situation or any allegations or any problem What it was four years ago was ray rice then we started talking about domestic violence Now it's sexual harassment because someone of influence got caught for something that a lot of people do Right and we intervene. We want to go and intervene. That's intervention Our work is to go upstream to prevention where it never happens in the first place. That makes sense, doesn't it folks? That's where we want to be right and that bridge from intervention to prevention is men It really is now. This is not an indictment on manhood. It's actually an invitation to men and it's important that we call men out because There are men need to be held accountable those who need to be held accountable that the voice of the victim is heard And hopefully healing comes from that but we also need to be intentional about calling men in This is really important Because we're all benefiting from it and those rigid notions of manhood those behaviors not only harm the man box as we talk about That man box were forced to live in not only hurt women and girls and those who don't conform to gender at all but also men and boys and You know the wonderful thing about this whether it's uh when we're doing this work Is that um well no matter who the man is men of color black men white men We have common ground here because we all have male privilege So we have this common ground that we get to work on these things together and hopefully do better So to I say all that to say that It's difficult to measure prevention because you're you're measuring what's not happening And that's one of the reasons why you know, and that's where we need resources really around prevention efforts Right. We need it because let me give you an example of why we need it We did it. We have a high school curriculum called live respect It's coaching healthy respectful manhood is for middle schools and high schools actually we wrote it with scholastic It's free online. You can do the webinar become certified and it's done very well around the country It's also in kenya and the earlier version of it is in the uk We surveyed in our country all over the country. We actually had one of the pilot schools here in california We surveyed hundreds of boys in high school your community and mine We were very specific around diversity and inclusion and making sure that we had a sample from Every different community that we could think of because we knew the problems universal and the solution is also And that's what we found. So this is what I want to share with you all We asked a number of questions. One of the questions we asked your sons and mine Good boys Is do you know what consent is? high school boys Could tell us what consent was Eight out of ten boys did not know what consent was what it explains a lot It explains sexual assault on college campus. It explains sexual assault in the military It explains why girls are women between 16 and 24 are at the highest risk for being sexually assaulted Because our boys think no means try harder or get her drunk Because those that's the messages they're getting because we're not having conversations with our boys dad men in the room We're not having moms having conversations, but it's not landing on him the way it needs to when it's land When it's when it's said from a man about no, we don't do these things Right So we're not having conversations with our boys about these things So We don't teach our boys early on about value and respect and boundaries for girls actually think about this a high school boy In your community taking a young woman out to A to a movie right they're going to see uh Star is born right great film by the way They're going to see a star born on a friday night. His name is john. Her name is kathy johns 18 years old Good kid senior in in high school taking his friend out Kathy To the movie he talks to his buddies on snapchat or the group text or something says hey guys I'm taking kathy to a movie. I'll hit you later. Hit you back later, right? They go to the movie he take and kathy go he takes kathy home He's back at his house gets back on the group text and he says i'm back from the movie Is the first thing those boys are asking him is how was the movie? exactly Because he's not supposed to be concerned about the movie. He's supposed to be concerned about what's he's supposed to get from her Objectification is taught early on. We don't value women and girls So that's the conversation we need to have another statistic was out of all those boys. We asked 41 percent said That we asked the question If you're having sex with a girl And she wants to stop Is that allowed? 41 percent said no Once she starts I got approval all the way through 41 percent good boys y'all Isn't that boys who are out there looking to be a predator These are good. These are your sons. I'm telling you better have a conversation with them Because when they go to school, even if they know the right thing when they go to school And they know the right thing Marianne and they say oh, you know what they feel inside. Oh, I don't want to be a part of that But the other two or three boys are saying oh, you're this you're that if you're not This man box they're pushing them back into the man box. So he doesn't do anything about it. So now this young girl has been Tragically harmed and this boy's lives are changed because they just don't know how to behave respectfully because we've never taught it to them So we really have to work around this issue of prevention So measuring it I could measure it probably more in 10 years from now But measuring it is a difficult thing that we do a lot of work with coaches and other people who have influence over boys And we have so many testimonies of a coach who says i'm never going to say to us to one of my players You got to throw a hearty throw like a girl. I'm never going to do that again. That's huge huge Yeah, no, thank you so much and I would definitely you know encourage everyone to find out about the Live respect curriculum, which is already showing dramatic results because those statistics that you said shifted Thank you for that right after the after the curriculum. So it's a it's a nine-week curriculum There's only two lessons on sexual objectification. There's other lessons around gender around all kinds of other things healthy manhood Those kind of things so it's a nine-week curriculum So 19% did not know what consent was at the end 75 percent of the boys could say what could could could define consent That's great. Thank you for that. Can I give a an anecdotal Postscript to that That's an amazing program and like you should be able to scale that program Everywhere and and everyone should support that We also have to look at opportunities that we have day in day out Speak to our sons to speak to our husbands speak to our partners our spouses our business partners everything I recently had this interaction with my 17 year old son who Looked at the newspaper one day and looked at Brett Kavanaugh's calendar and said Well mom at least he kept a calendar and I looked at him and You know, I really thought deeply about what I should say Quincy has a hard time keeping a calendar. Okay there. I've said it Couple days went by I kind of just Absorbed it and wanted to think about it couple days go by And this very brave woman Anna Maria Archila Steps into the elevator holds the elevator and confronts Jeff Flake And it's captured in a video that everyone sees And in that moment she demands That he look at her And she implores him to understand her experience as a woman as a Latina as a survivor And Jeff flake can't look up And I sit couple nights later with my son on his phone watching this video And he says after he watches the video Wow That's incredible. He's clearly moved by this And it struck me that she was able to tell a story In that moment and she caught the attention of you know, a fairly enlightened kid But a kid that thought Brett Kavanaugh was you know, okay, because he kept a calendar And he said to me He turned to me and looked at me and said I don't think He's okay anymore His resume cannot make up for his character and I said well, that's incredible And that is a shortcut to Illustrate the power that story and voice And as Ted said standing alongside how do you get people to create? How do you create empathy you find ways of standing alongside and my my last note on this is All movements require both sides in order to make progress White people we've had to stand up for people of color in order to do our part to complete that process that conversation and uh heteronormative people have to stand up for all the variations and colors of gender and sexual identity and men We are essential to the equation We all know that and we as women have to find ways of making it okay for them to come in So level forward as example, we created a company. Yes, mostly women in our company But there are men and they're fantastic and we cherish them and it's kind of critical to our success Thus far. Yeah, thank you so much for saying that I mean, I also agree with you because I think women do have to make space and you know, Ted can attest to this I've been very, you know intentional about You know, even in my events having men or interviewing men. It's so important That we create that space. Um, so I know I want to leave time for questions but Because well, first of all, I feel like with all that's going on and it is a very concerning messy time But as I said, I feel like it's really a fertile time for real transformative change because I think we're having really real conversations About sexual harassment about power and privilege about all of these things have been under the rug So if we can, you know, create a positive narrative connect people with, you know Communities and resources like this event that we have, you know here today So I want to end and again briefly because we we one leave time for questions on Very quickly one thing that you see that is working and also, you know, maybe a specific call to action for everybody here today Okay, uh, so the call to action I really want to reach out to the men in the audience because I really feel like we every man here has um A platform Either it's at work your home your community your family and you have influence and to start having the conversations That are difficult and to start looking at ourselves and how we might be Doing things the same things that uh That degrade women or someone from the lgbtq Uh Gender non-conforming individual What messages we're passing on to our boys to allow our boys have a full range of emotions to look to really support equal pay In your industry as you're looking at the bottom line in the budget looking at to make sure that women and men are being paid the same Um, but to really look at what is my role? What can I do because we can't be silent anymore? We're really benefiting from This privilege thing we have We have it whether we want it or not It's just there for us kind of like If everybody's quiet we can hear the hum in the room It's just always kind of there We have to pay attention to it. So that's really up to us and and and we're not losing anything We're actually gaining we're getting closer to our full humanity. This is really important that we're not losing anything And this is not about rescuing or saving women Actually, it's about saving men and everyone benefits from that I'm gonna let my myself to one which is uh Share and listen Share a story find someone that is not to you that does not look like you Share a story about your experience about who you are and then listen to their story About their experience and who they are and if you can create that moment Of true empathy you can take that and you can amplify that in a number of different ways in any kind of platform Just listen and share Yeah, I think that uh, what I would like to The call to action I like to I think that we are in a No, we but like I think that as a society we have this obsession with Destroying the patriarchy And as a man who was raised by two matriarchies in brazil from both my father and my mother's side I think that we have this amazing opportunity in the field even more the field has the to adren's point earlier like The capital and the resources It's it's such a beautiful moment to bring the matriarchy back Narratives of matriarchy the matriarchy has the blueprint is there And it's about how do you mix those things the good things because the matriarch is the the narratives of the matriarch are so powerful That's what have been one of biggest obsessions in our company Just like the matriarchy has the blueprint It's not about destroying one thing is about reviving things that have been happening for hundreds of years We just put it on the side because of the privilege right and I think that there is an opportunity to Always bring the perspective and many of them are just like what are the things that A female co-worker or a partner bring that makes the thing better because I think that and when you get to narratives the same thing So that's my call to action Thank you so much And I know that we have some time for questions So I want to open it up if anybody does have a question And I think also you take out a microphone probably to the audience. Okay, great. Um So Is there anybody that has a question? Uh, they're they were actually yeah, they want to capture everything. So if you get it on a microphone Hello, there you go. You're on So my question is for ted you said that uh, men were uh, our boys in high school went from 19 percent to 75 percent Understood what consent was can you speak to this still missing 25 percent there? Well, yeah, we needed some more time with them We we needed some more time with them as I said It was uh, it was nine weeks, right? And there's and two of the weeks were around one was around sexual objectification and one around sexual assault And that's where we focused on the issue of consent in particular. The others are focused on The man box gender rules media social media all of those things as relates to all the things we're talking about so So that other 25 we needed to support time with yeah But we feel like that's a really big jump considering it's it was it was it's one time a week for 45 minutes it's set up for a classroom and We actually go in and do the trainings for the teachers and then the teachers implement the curriculum because we wanted to be a part of the institution Yeah, so there's more work to be done But we need to start having these conversations I just want to quickly add I think it has to be so threaded into everything Like I feel like adrian story was such a powerful example of just like the teachable moments that are happening And and cultivating those conversations as well. I think so that it can't just be something. I think it's a combination Can I add something to that? I think it's uh Every time a friend of mine man or woman comes. Oh, I want to have a child I have three and I always like to say there's like parenting is 50% what you and your partner do And the other 5% of how other parents raise their kids because the moment I send My 13 year old daughter to school I can feed bbs to her 24 seven I she can listen to Elmo The moment she goes to school She's going to be spending more time many times with people They're raising a different way And I think that that 25% comes with that too just like people are raising their kids in a different way and Like they're consuming content and stories there It's still okay to do all the things that consent Yeah, that's a great point. And let me just add to that. That's a great point because even my own children growing up with me And I have actually five uh four four four boys daughters the oldest When those boys come home Even though they've grown up with me and we've always had a lot of social justice conversations all that I gotta give them a tune up I mean, that's what we call it when you're talking about your son I was like she's tuning them up, right? I mean, you gotta adjust this alter that change this You know change that filter put this filter in like because he's going out and getting these messages What we're talking about is counterintuitive to what he's What he's getting from the rest of the world you know, um We talk about our kids a lot, but there are infinite Conferences and panels and confabs and convenings for girls and women We have you can name them. They are abundant and every weekend There is nothing for boys and there's nothing for men Except except for tad But Think about it. I mean We're so empowered like my teenage daughter if I had to take if I was going to suggest to take her to another one of these She would stage a sit-in And refuse to go because she's heard how Powerful she is and she knows it But my poor son like call to men and that's it. So Well, we gather our boys in sports to show their power It's the hyper masculinity and those who don't fit into that Well, let's talk about tackle football then Because we got a whole tackle football culture that's Not a part of this conversation. We we actually work with The first professional flag football league And the thing that we love about that is the culture of violence is not a part of the game Because when you when you make the focus of sports Get in the other guy and taking him down and you have to put rules in place to make sure that he doesn't You know get paralyzed on the field. I love football too, but I mean using sports I think it's incredible and I think there's there's more to go there Thank you so much Other and I do want to say that there are a lot of resources that are out there that we need to So what they're worried about like a call to men and other organizations and and books and there are resources To be found. Oh, yes. Yes a question too. How are you scaling your curriculum How do we get it in our community? Oh, thank you. Well, so, uh, we go in and do trainings to schools So we we're really looking for resources to scale it up. We really are we're looking to partner with, um, uh, school districts, um people could Uh, well, we have we have college initiatives as well This curriculum in particular was written for middle school and high school, but it's the same it's the same conversation It's just different examples instead of the instead of the sexual harassment that's happening with girls in the in the high school hall You know the it's 50 of our girls are experiencing sexual harassment in the schools And a lot of it happens in the hallways But one of the most threatening places for the girls is in the stairways going up Because the boys kind of hang out there. That's like the construction site for the for the for the for the schools that's where the boys, you know, really kind of Demonstrate the Manhood that we've taught them that they should be living up to meaning my generation of men Our generation of men men. We're passing this down to them. We're passed down to us So we're looking for resources always scale it up. It could be done on your own online But that's where we're really looking for resources to go into school districts to adopt schools and to put the curriculum in There's a couple schools that we've we've followed up with and done a second year because there's been resources for it So we really need resources to do that. We also have college Campus initiatives that were involved in lots of education and training. There's lots of things that we're a lot of programming that we do But you know it needs resourcing And I just want to add because I did the article with you on it a call to men You know and the wake of me too did this amazing campaign I will speak up which is also like men's role in giving and it was a great campaign that used a lot of well known Actors and you know sort of male figures To model what it looks like for a man to speak up on this And be an advocate because I think that's another way that we you know can importantly create change on an individual basis Okay, let's see. Is there any other questions? I guess Hi, my name is arielle I want to thank you all so much for the work that you're doing and I also you were mentioning that There's aren't enough resources and there's not enough education And I completely agree which is why I founded an organization called gender illumination And the work that we do is we do education both for youth and adults around gender expansion gender inclusion And gender education So we are as you were saying we're stuck in this world where there's so much around gender roles and gender stereotyping and the work that we're doing is giving people the space to explore human potential And we also are giving a space for young people to explore the idea of gender queerness gender Non-binary and living outside of the traditional gender roles and expectations And so I'm curious for all of you where you see trans people fitting in and non-binary people And also I would love to just connect more and potentially collaborate with all of you sure You never you very rarely see trans people on set Behind the camera and even more rarely in front of the camera We're working with laverne cox right now on a documentary called disclosure trans people And the history of story It's excellent. It's one documentary But on that one documentary there was an apprenticeship program So that you could have trans people on set even those that did not have the experience needed to be in those positions And they were mentored and they shadowed The other people on set who were doing the work and that program is now we are kicking that program up And we are working with another organization called arts to work Which is a nationwide apprenticeship program funded by the department of labor And the trans component is now going to be extended nationwide. So it's a huge win And we're super happy about it But trans gender queer Disabled when do you see those characters on screen pursuing their dreams? We need more capital to fund more stories so that we can see it and then we can aspire to To be more comfortable with it and to be it If that's what speaks to you so Yeah, I could add to that. I think that for us it really is about the There's so many layers of inclusion, right? Because I think that It's something that we're talking earlier about nina Shaw Nina always says that about like if you don't have a place in the room on the table, we bring her chair I think that that's very important for any Hollywood that's happening more and more and I think for us It is there's a layer of authenticity, right? We were having this We had this amazing script come our you know to our project to our company beautiful script written by this Gay writer and it was about a trans experience Beautiful. I cried like read three times. I cried three times very powerful And then we had to have a conversation about like you can't you need to bring at least someone to consult But you need to be ready to share credits you need to be ready to share the creative power of your script because This is not your experience. This is something that you need to be and that's something that Credit seems like a very simple thing, but in Hollywood if you go to the wj website It's which is the the guild for writers And I think that those are the things the conversation would need to be having right because I think that We the ecosystem Is designed for the the margins to fail, but we need to have this conversation about About like power because it's about power, right? It's a very Make a movie about transgender character is 10 percent of the power But you need to have the whole supply chain involving those people Because then it's the real impact of that and I think for us was a great conversation because the writer was just like Okay, that makes sense And it's a hard conversation to have with any writer any writer To do that and I think that those conversations are happening more and more And of course you still have I would say that still 50 percent is just like oh, I need to hire a black guy because I have I have crazy conversations in Hollywood with people just like Do you know any latino guy because I'm doing this program? I need to have a latino just like I'm wrong the wrong person for you to ask because I'm gonna Say hard things to you that you don't want to hear because it's not affirmative action It's like it's gonna be a better cultural product And you're gonna make more money and people are gonna more people are gonna get hired It's about creating an ecosystem around it and I think that that's uh That's how and it's so simple. You just need to hire you need to find it I think that uh to Your point earlier about creating a database because there is a fallacy that they don't exist That we don't exist right a big producer last week said that I don't know where the female directors are There are no women that want to direct horror movies They're like really my friend and then of course the pushback was huge and for the trans community It's even bigger because also I think that it's like Native Americans now. It's so sexy To Hollywood native americans and trans people But for the the change to really happen the resources and the capital needs to be around you're like guys This is gonna be a 95% crew And before on the camera behind the camera. I remember when we did this los hi We had white executives coming to our set on season one They would ask it was so funny because it's like there was like the semi-woke moment in Hollywood They're like, where did you find all these brown people? They would ask me directly that Where did you find this black female cinematographer? There are only three in the whole country So I end with it's the same thing But I think that it's in a fundamental moment where capital for both sides for Money-making or for impact to find there's an opportunity to create a complete a new ecosystem around new voices so I just want to I realize that we're we're now out of time and I know there's gonna be another session But I first of all want to thank this incredible panel For the powerful conversation we had here today and all of them do really important work So please, you know find out more and support them Of course want to thank all of you and I also want to invite you to go to whatwillittake.com Please sign up to our mailing list. We'll be having, you know more events like this one We're hoping to really foster ongoing dialogue and community connect people to resources And we really want to hear from you and your ideas and feedback. So again, thank you all so much We really appreciate it. Thank you Mary Ann. Thank you for your time