WEBVTT 00:00:08.757 --> 00:00:10.049 Hey. 00:00:11.238 --> 00:00:12.861 Have you met him yet? 00:00:12.901 --> 00:00:13.841 Who? 00:00:14.004 --> 00:00:14.842 Sanjay. 00:00:14.852 --> 00:00:17.524 The new guy they brought in to help us with the roll out. 00:00:17.734 --> 00:00:18.454 Oh, him. 00:00:18.491 --> 00:00:19.294 No. 00:00:19.352 --> 00:00:19.794 Why? 00:00:19.844 --> 00:00:20.887 Is there a problem? 00:00:20.957 --> 00:00:22.828 Not yet... But... 00:00:22.918 --> 00:00:24.177 But what? 00:00:24.346 --> 00:00:25.013 Look, 00:00:25.029 --> 00:00:27.981 we're already under a super tight timeline as it is, right? 00:00:28.164 --> 00:00:29.088 Sure. 00:00:29.170 --> 00:00:30.896 I don't care how great the guy is. 00:00:30.932 --> 00:00:32.780 The last thing we need is 00:00:32.850 --> 00:00:34.757 one of those people get involved. 00:00:34.913 --> 00:00:36.031 Those people? 00:00:36.120 --> 00:00:38.290 - Come on, Matt. - No, I'm serious. 00:00:38.346 --> 00:00:40.599 I've got friends that have worked with foreign developers. 00:00:40.746 --> 00:00:43.513 And they say it is going to be very difficult 00:00:43.523 --> 00:00:46.209 for us to meet our milestones with... 00:00:47.455 --> 00:00:49.455 somebody like him involved. 00:00:50.171 --> 00:00:52.341 I have nothing against Sanjay, personally. 00:00:52.467 --> 00:00:54.976 And I can understand the company bringing in guys like that, 00:00:54.989 --> 00:00:57.619 I mean after all they're good at what they do. 00:00:57.702 --> 00:00:58.727 It's just... 00:00:58.783 --> 00:01:00.387 such a short timeline 00:01:00.883 --> 00:01:01.920 and... 00:01:01.962 --> 00:01:03.100 well... 00:01:03.476 --> 00:01:05.476 my promotion was riding on that project. 00:01:06.679 --> 00:01:07.728 Look, 00:01:07.751 --> 00:01:09.416 they're really detail oriented... 00:01:09.445 --> 00:01:10.655 And that's a bad thing? 00:01:10.665 --> 00:01:13.188 Yah... if it's going to slow us down. 00:01:13.388 --> 00:01:15.206 You know how rigid they are! 00:01:15.309 --> 00:01:17.271 Besides, most of the time 00:01:17.299 --> 00:01:19.299 I can't understand them. 00:01:20.142 --> 00:01:21.847 And... 00:01:21.911 --> 00:01:24.873 they don't like anyone telling them how to do things. 00:01:25.036 --> 00:01:26.366 Sounds like somebody else I know. 00:01:26.450 --> 00:01:29.310 Yah, well, at least I know how to pick my battles. 00:01:29.386 --> 00:01:32.291 I've heard that these guys will go to the mat with anybody who questions even 00:01:32.334 --> 00:01:34.126 the slightest bit of their work. 00:01:34.209 --> 00:01:35.108 So, 00:01:35.137 --> 00:01:36.571 what do you suggest we do? 00:01:36.627 --> 00:01:38.797 I don't know. I'm just telling you... this... 00:01:38.807 --> 00:01:39.799 this, project 00:01:39.810 --> 00:01:43.520 is a train wreck waiting to happen with somebody like him involved. 00:01:45.249 --> 00:01:46.233 To begin with, 00:01:46.269 --> 00:01:47.979 I thought Matt was just being paranoid. 00:01:48.029 --> 00:01:49.219 But... 00:01:49.362 --> 00:01:50.536 he did get me to think. 00:01:50.580 --> 00:01:51.550 I mean... 00:01:51.625 --> 00:01:53.259 this project is under a microscope... 00:01:53.269 --> 00:01:55.595 and we're being asked about deadlines everyday. 00:01:55.697 --> 00:01:59.050 We don't have time to referee every issue between Sanjay and whoever. 00:01:59.786 --> 00:02:00.337 So, 00:02:00.348 --> 00:02:02.921 is it okay to express our frustration about a coworker 00:02:02.931 --> 00:02:05.728 that we think is a roadblock to productivity? 00:02:05.825 --> 00:02:06.465 Sure, 00:02:06.482 --> 00:02:09.777 if we do it for the right reasons and we do it the right way. 00:02:09.859 --> 00:02:13.155 This is not the right reason and it's not done the right way 00:02:13.188 --> 00:02:16.059 because the frustration is based on assumptions and stereotypes 00:02:16.070 --> 00:02:18.603 that didn't give the other person a chance. 00:02:19.252 --> 00:02:22.846 The line between what we should and shouldn't say is pretty clear... 00:02:22.958 --> 00:02:26.683 but sometimes our biases and emotions can force us across the line, 00:02:26.693 --> 00:02:29.616 with some serious unintended consequences. 00:02:30.106 --> 00:02:33.383 Being frustrated is natural and understandable. 00:02:33.559 --> 00:02:37.480 But the reason for that frustration needs to be examined carefully... 00:02:37.515 --> 00:02:39.201 for stereotypes. 00:02:39.631 --> 00:02:41.921 When we perpetuate stereotypes about people 00:02:41.931 --> 00:02:45.263 based on things like their appearance or where they come from, 00:02:45.274 --> 00:02:48.627 not only is it unprofessional and disrespectful... 00:02:48.657 --> 00:02:50.893 it also can be illegal. 00:02:51.543 --> 00:02:52.246 Remember, 00:02:52.292 --> 00:02:55.936 an organization can set standards that are higher than the law. 00:02:56.662 --> 00:02:58.253 Doing that makes sense 00:02:58.263 --> 00:03:01.005 because you wouldn't want every violation of policy 00:03:01.015 --> 00:03:03.015 to also be a violation of the law. 00:03:03.644 --> 00:03:07.484 Policy should set boundaries that prevent violating the law. 00:03:08.124 --> 00:03:12.171 And even a single conversation about a coworker or contractor 00:03:12.182 --> 00:03:15.019 based on his or her national origin or ethnicity 00:03:15.128 --> 00:03:16.832 is a violation of policy 00:03:16.855 --> 00:03:21.453 and can lead to legal issues if not stopped before things get worse. 00:03:21.701 --> 00:03:22.161 Yes, 00:03:22.172 --> 00:03:25.061 we all have a right to think what we want to think. 00:03:25.238 --> 00:03:25.818 But... 00:03:25.829 --> 00:03:29.501 it's critical that we refrain from expressing those kinds of views 00:03:29.512 --> 00:03:30.732 or acting on them 00:03:30.742 --> 00:03:32.220 publicly or privately - 00:03:32.230 --> 00:03:34.933 by words or actions, in the workplace.