Latest news with #MSNBC'S
Yahoo
11-04-2025
- Entertainment
- Yahoo
'Shotta Flow': NLE Choppa talks freedom, creativity & family in TV intv with Ari Melber
Artist NLE Choppa sits down with MSNBC'S Ari Melber for a wide-ranging conversation about his popular music, online virality, family and more. NLE Choppa gets candid about how social media has impacted the way artists create music and his consciousness about his stage persona and his identity offstage. (The Beat's YouTube playlist: Beat merch:
Forbes
23-03-2025
- Entertainment
- Forbes
Othering In The Workplace: 3 Strategies For Inclusion
A Different Turquoise Colored Piece in Yellow Colored Jigsaw Puzzle Pieces on Gray Background ... More Directly Above View. Othering is a social phenomenon where individuals or groups are perceived and treated as fundamentally different from a dominant or in-group. This process often involves dividing people into "us" and "them" based on perceived differences like race, ethnicity, religion, gender, sexual orientation or socioeconomic status. Left unchecked, othering can devalue non-dominant, historically marginalized groups or underrepresented groups by attributing negative characteristics or inferiority to the "them" group, while elevating the "us" group. Without allies or inclusion interventions, these othering practices can create a sense of separation and distance, leading to discrimination, prejudice and sometimes even violence. Othering poses a serious long-term threat to organizations with increased risk for discrimination lawsuits and damaged reputations. If an organization or its employees are perceived as engaging in othering practices, it can face significant public backlash, including boycotts, negative social media campaigns, and damage to its brand reputation. To push back on othering, allies and people with power need to proactively create inclusion vs. exclusion, leading proactively with psychological safety and inclusive leadership. Daniela Pierre-Bravo is the author of the book, The Other. As a former undocumented immigrant and on-air reporter for MSNBC'S Morning Joe, Pierre-Bravo knows othering firsthand. In our interview, she shared three key strategies for historically marginalized groups and their allies to navigate those othering in the workplace: Like many historically marginalized people, Pierre-Bravo felt pressure to succeed given her family's personal and financial hardships and sacrifices. Her family immigrated to the United States when she was young and she and her family worked multiple jobs to help her get through college financially. They were rooted in her personal why. When she had an opportunity to interview with Bad Boy Entertainment in college, she jumped on the opportunity. She purchased an overnight bus ticket and made it from the Midwest to New York City for the interview and got the job. That experience was the first steppingstone for her future career success. For historically marginalized groups and allies, it is critical to dial in on your personal why. Having a strong why keeps you centered and focused on your goals, especially when you face othering or headwinds to achieving your goals. According to Pierre-Bravo, 'Our why is our sense of purpose, mission, passion—that thing that at our core makes us feel like we're working toward something worthwhile and intentional. It can act as the foundation that holds us up when the going gets tough, when we get in our own way, or when uncontrollable outside factors play a role in pushing us off-balance.' Allies can be more helpful when you are intentional and consistent on your why. Pierre-Bravo's book chronicles the progression of allies in her career. From mentors to sponsors to advocates, allies help level the playing field for people to overcome the harmful effects of othering. Most notably sponsors because 'sponsors speak up in rooms where you are not.' As the first chief inclusion officer at Netflix, Verna Myers says, 'Sponsors talk about you, mentors talk to you.' The one to many dynamic of sponsorship is powerful. To push back on othering, take an inventory of your structural stakeholders. Reflect on: There is no one-size-fits-all ally. Sometimes allies come into our life for a season, sometimes they stay for our full careers. Allies can be a helpful antidote to othering in the workplace. In contentious times, historically marginalized people and allies have to be strategic about when to engage. We have to use our energy in spaces where it matters most. Spaces where change is possible. That means being more proactive when the right opportunities arise. While at MSNBC, Pierre-Bravo worked with on-air personality Mika Brzezinski. As production assistant, she was responsible for getting Brzezinki's coffee, in addition to other responsibilities. She knew that coffee was very important to Brzezinki, so she made sure it was prepared precisely the way she liked it. After months of working around Brzezinski, Pierre-Bravo seized a rare moment when they were alone travelling together, and pitched her an idea she had been thinking about for a long time. Historically marginalized people know that the windows for opportunities tend to be less frequent and less open. When the moment presents itself, seize it. As Pierre-Bravo shared, 'I had a rare moment alone with Mika and knew it would not happen often, so I seized that opportunity. The key is to make your pitch about what the other party will get out of it. I asked Mika for advice about an idea I had, knowing she also was interested in empowering women, and a few weeks later, she called me and told me she wanted to write a book together.' Othering is a social phenomenon that serves to divide us based on perceived differences, leading to discrimination and prejudice. To push back on othering, individuals and allies can dial in on their personal why, take inventory of their structural stakeholders, and seize opportunities to engage in meaningful dialogue.
