Episode Transcript – Transgender Empowerment in the Workforce

[00:00:00] Betsy Cerulo: Welcome to Room at the Table, an opportunity for you to join me, Betsy Cerulo and my guests for conversations about creating equitable and inclusive workplaces where leaders rise above mediocrity and our teams thrive. Pull up a chair. There's always room at the table. Welcome to another Meaningful Conversation on Room at the Table.

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[00:00:27] I am Betsy Cerulo, your host, and welcome to my guest today, Todd Bavol, CEO of Integrity Staffing Solutions, and founder of Be The Transformational Change. Today we're talking about how to empower. All employees in a rapidly changing workforce. So pull up a chair, enjoy your favorite beverage, and let's get started.

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[00:00:50] Welcome, Todd. It is so great to see you. 

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[00:00:53] Todd Bavol: It's so great to see you as well. Um, what is your favorite beverage this morning? What do you have your beverage of choice? 

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[00:00:59] Betsy Cerulo: [00:01:00] Well, today I've already had my chai latte, and now I just have water. 

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[00:01:03] Todd Bavol: Okay, water. That's, I've had my two cups of coffee. That's my allotment for the day.

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[00:01:08] And I have my water that I'm drinking. I'm trying to get away from plastic, but, uh, yeah, you know, I, I know I'm drinking my water. 

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[00:01:16] Betsy Cerulo: And the weather, I'm sure for you is really hot. So staying hydrated is so important and um, absolutely, you know, and keeping our workforce hydrated, right? 

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[00:01:27] Todd Bavol: Everybody, everybody has to be hydrated.

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[00:01:29] It's that time of the year. 

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[00:01:31] Betsy Cerulo: Well, I have to tell you, I have admired you from afar, from our work and, and GLCC and, uh. I just love all the work that you're doing. So today, I, I really wanna talk about, especially in these changing times, what inspired you to start be the transform transformational change after you started Integrity Staffing?

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[00:01:52] Todd Bavol: Gosh. Um, that, that's a great question. Um, what, what really inspired me, um. It [00:02:00] happened long after I started, uh, uh, integrity with my partner. Um, I think, gosh, gosh, uh, 25 years later. Mm-hmm. And, uh, you know, always through the work that we did as at Integrity, it was always about generating opportunities for people to exceed their own expectations.

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[00:02:18] That was just in our DNA as an organization. Um, about three years ago, uh, one of my dear friends, uh, who is a, uh, a transgender woman, she was, uh, walking into a place of business that she was going to work, uh, for the day, and, uh, happened to be, uh, she, she's a performer and it was a drag brunch. Mm-hmm. And, um, there were was a row of Nazis.

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[00:02:47] No kidding with swastika, the whole nine yards, standing and blocking the entrance of the building, and I get this phone call. And you, you know when someone's afraid. Yeah. You've ever had anyone [00:03:00] call you and you could just hear the fear in their voice? And I could hear the fear in her voice, and, and I said, what's wrong?

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[00:03:06] And she said, I'm terrified. 

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[00:03:09] Todd Bavol: Mm-hmm. I'm terrified. And I said, just walk, walk by. Go in. And she said, there's, they're shooting swastika into the building and mm-hmm. I said, you're gonna be okay. Mm-hmm. And when I hung up that phone, I decided, you know. It's a time in the business where I have really good leadership.

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[00:03:28] I can, I need to do something. I'm, yeah, not gonna make a huge difference, but you know what? I need to speak up about what's happening. And, uh, we then from that, that became the inspiration for forming be the Transformational Change Fund, um, which is, who's, our mission is to remove employment barriers, um, uh, create solutions to homelessness and, and other social injustices for the L-G-B-T-Q-I.

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[00:03:55] Plus AI plus community. So, um, that's really how it started. [00:04:00] Um, it was a, it was a spark and I think those sparks 

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[00:04:03] Betsy Cerulo: Yeah. 

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[00:04:03] Todd Bavol: Are how other people probably are inspired to start things similar to BTTC. 

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[00:04:09] Betsy Cerulo: Absolutely. And it is such, when you look at the rep, the website, it's so. Rich. It is, it's beautiful. It is welcoming, it is joyful.

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[00:04:21] And what I find as I go through it, I'm learning more. Like I, I know from some of the programs that you have, we have a, a common friend, Ashley Brundage, who has also been a guest and I, and I believe our season one. And what I find is when I meet trans people, the stories, you know, they're so moving. And they're so courageous and I feel, I feel they have far more courage to enter into the changes in their life than people really understand.

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[00:04:57] Todd Bavol: Yeah. 

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[00:04:57] Betsy Cerulo: And I, and so from when I look at your [00:05:00] website, I, I, I feel that it's a way for people to get educated. A a absolutely. The people that want to be educated. 'cause we know there's people that don't. 

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[00:05:08] Todd Bavol: Sure. Absolutely. 

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[00:05:10] Betsy Cerulo: So both of our companies are in the staffing industry and we have, we have diverse workforces because all people work.

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[00:05:20] So why is diversity, equity and inclusion an important com component for rich workforce? 

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[00:05:28] Todd Bavol: You know, I, I, I think, can you imagine if I said that it wasn't, I mean, I, I can't, I can't even imagine not thinking that it's an important component to a rich workforce because, you know, diversity of thought, diversity of experience, diversity of opinion.

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[00:05:50] Is what makes for strong solutions is what creates strong environments. Um, it's what built. Uh, this [00:06:00] country. Yes. Uh, and so I think to me, uh, there, there's nothing more important, uh, than bringing diversity into the room, uh, when you're a business. Yeah. 

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[00:06:13] Betsy Cerulo: Well, I think, you know, especially this year, hear the term diversity, equity, inclusion in with more negative.

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[00:06:24] Ideas and thoughts and opinions, and I think what people are missing is the word diversity. How diversity of thought is so important. You know, diversity of ideas and you've, you've mentioned some, it's not just about gender, uh, religion, sexual identity. Skin color. It's, its ideas. And when we make that word negative, we are really harming our workforce and we're, we're harming global business.

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[00:06:56] So I, I stand by [00:07:00] diversity. I know you do too. 'cause it's so much bigger than what we read about in the media. 

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[00:07:06] Todd Bavol: Yeah. I, I think there's, you know, the, the, the thought that. By bringing diversity into your workforce means that you're not hiring the best right, or you're not bringing in the best. Mm-hmm. It's, I, I'm not quite sure where that conversation started, but it's just not accurate.

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[00:07:27] Correct. You know, it doesn't mean that you're not bringing in the best to me, it really means that you're doing the best service for your customers, the best service for your internal workforce, the best service for whatever your product, uh, is that you're trying to create. So, um, at the end of the day, uh, you, you are delivering the best.

[00:07:48] Betsy Cerulo: Yeah. And small businesses. We don't have the time or the money to not hire the best. Right? And small businesses are the [00:08:00] backbone of American business. So when I think about everything that I've heard, whether it's DEI, affirmative action, I think to myself, we have always hired the best based on their qualifications and what the job requires.

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[00:08:14] I don't under, I don't understand. How it's gotten to the other opinion. I mean, I know some of it, but it's, isn't it smart business and isn't it logical that you hire only the best who has money to waste to do anything other? 

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[00:08:31] Todd Bavol: Bingo. Can I give a quick example of something that's going on in our organization right now?

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[00:08:36] So, um, we have, uh, you know, there's a lot of change going on in the world, uh, through, uh, just intel artificial intelligence and just the pace of change is so fast. So we created a. Internal work group in our organization called Vision X. And Vision X is, um, it, it, it's really focused on what are the disruptors of the [00:09:00] future.

[00:09:00] Now, my point is, is that in building this group, we're doing six month rotations of six to eight people. Mm-hmm. And we're purposely choosing folks who are in different work groups in the organization. Why? Because if we chose only leaders, we would get be getting one perspective. If we chose only those in sales, we'd be getting another perspective.

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[00:09:26] So we absolutely need diversity. Yes. Right? Mm-hmm. In that work group to make this work. It's no different. And I think that's such a, that's so missing in this conversation. If folks move away from. True diversity of thought, of process, of experience. They literally will miss out on staying in front of the important changes that are coming fast and furiously.

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[00:09:54] Absolutely. In, in our country and in the world. 

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[00:09:56] Betsy Cerulo: Mm-hmm. And even, even as far [00:10:00] as extrovert and introvert. Is diverse. And what I learned early on in leadership that oftentimes the quietest person in the room often has some of the most powerful ideas. It's not just the people who are out in front or who are the loudest.

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[00:10:19] So you know, right there just being introverted or extroverted. That's diversity. 

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[00:10:27] Todd Bavol: Exactly, 

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[00:10:28] Betsy Cerulo: so I I, I love what you're doing with that because it's so true. The best way to get a a true read of the pulse in any organization is when you bring people together from different aspects, because not everybody necessarily knows exactly what the other work group is doing.

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[00:10:46] Doesn't understand what the problems are, or, or they're a little bit more objective to offer solution because they're not in the thick of the soup. Mm. But I love it. I absolutely love it. So how does your [00:11:00] organization handle the inequities that are focused on the L-G-B-T-Q-I-A community? 

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[00:11:06] Todd Bavol: Well, I think, uh, by.

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[00:11:10] Education. Mm-hmm. Is, is one thing. Um, we, in our organization, we're all, we're we, we have, um, a, a, uh, publication that comes out each month and it literally is focused on, uh, diversity, you know, just the differences. And we tell the stories of, uh, uh, uh, different, uh, employees, so from diverse backgrounds. Um, by doing that, by educating folks on.

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[00:11:37] Life experiences. Mm-hmm. You can't imagine how often you'll hear someone say, I never realized that. Um, you know, there's a lot of folks who, who have no idea that in some of the states across our country, you can still lose your job. Just because you come out or you're found to [00:12:00] be gay. Mm-hmm. You know, that can still happen.

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[00:12:03] And, and, and it still surprises me how many people just aren't aware of it. And so in our organization, education is one. I think if we empower others with knowledge and with good information, I find that people. Good people. Yes. Right. They then use that information in a, in a way that moves things forward.

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[00:12:28] Hmm. Um, I, I think that, uh, anyone who would hear that and who really believes in fairness would say, Hmm. That just doesn't feel right. 

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[00:12:38] Betsy Cerulo: Yeah. And, you know, you know, so 

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[00:12:40] Todd Bavol: education is one, is one important way that we do that. 

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[00:12:44] Betsy Cerulo: And you, you stay close to your workforce. I know over the past couple of years when there have been changes in laws that impact people, we have, I have reached out to our workforce across the country, and I know you have employees across the [00:13:00] country too.

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[00:13:01] And basically just ask, what do you need from us? How can we support you? We are here to listen. Not that we can solve it, but we are here to listen. And that in itself made a really big difference. Just the fact that we reached out to say, okay, does this change in the law impact you? How does it impact you?

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[00:13:24] And I was really. It was amazing the feedback we received simply because like you, we cared. We cared to ask the question, not just work, go to work, do whatever you do. But we cared to know how to ask, how did that impact your soul? How that impact your family. Mm-hmm. And I know you're like that too. And that's education.

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[00:13:51] Todd Bavol: Absolutely. Yep. Absolutely. Yeah. It's, um, it, it moving between organizations, uh, you know, the, our Integrity organization, [00:14:00] the staffing, and then the nonprofit, which are two separate organizations. They operate separately, of course. BTTC did a survey. Um, we've done it two years in a row now, called the Shine the Light Survey.

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[00:14:11] And it's, um, represents the, um, the beliefs or the experiences of the LGBTQIA plus workforce across the United States. And it's very, very deep survey. We had over a thousand respondents this year. Um, in last year's, uh, report, not over a thousand. We were about nine 60, but close enough. Uh, and so we got a really.

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[00:14:33] Interesting feedback. And when you, um, if, if, if, uh, your listeners have a chance to download that survey, it, it gives a really interesting perspective. Um, uh, you know, just as simple as understanding what the major, what. Workers that are in the LGBTQ I a plus community feel like when they, um, are in a, in a room and folks are talking about their weekend with their [00:15:00] significant other, you know, how, how comfortable do they feel about talking about their life, right?

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[00:15:05] And, and what that reality is. And I think, again, talking about education, that's a great survey for, uh, business owners, um, uh, HR executives, leaders to look at to. Educate themselves and understand what might be happening in their own environment. Yes. To create questions for them to ask about. Mm-hmm. How can we improve?

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[00:15:27] How can we make this better for everyone? Mm-hmm. 

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[00:15:30] Betsy Cerulo: So especially this year, what have you seen as a result of be the transformational change? What have you seen shift within the community or even allyship? As a result of what you offer. 

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[00:15:51] Todd Bavol: Hmm. It's a, so, uh, from the [00:16:00] participant or the, the, the people we serve, right.

[00:16:03] The community. Mm-hmm. Um, we hear of there's a lot of fear. Yes. Because there's a lot of misinformation. Right. And so right now we're, we're trying to combat. Bad information. Right. Um, and, and so again, that goes to education from the ally perspective. Um, it's also fear. 

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[00:16:24] Betsy Cerulo: Yeah. 

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[00:16:25] Todd Bavol: Uh, will help. Please don't put our logo out on materials that we might be sponsoring or supporting, um, because of, uh, concerns regarding retaliation or, or something, you know, and, and those may be unfounded, but.

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[00:16:45] They're real, they're, we're hearing that, right? Mm-hmm. We're hearing those fears. Um, hopefully that's, uh, none of that will ever come to fruition, but, but it's, but it's real for folks. Uh, and, um, we're seeing folks pull back [00:17:00] on, um, uh, sponsoring or, or donating to certain things, um, rather than others. So we're, we're just seeing a change.

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[00:17:08] And, and with that change, um. You know, we're, we're trying to just continue to move forward and find out what, what, what people need. Right. Um, what do people need? And so one of the things that we're working on right now is, um, uh, uh, uh, you know, it's, it's difficult for f folks to find the facts, right. To find, well, this law is coming out.

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[00:17:30] Is it really law right now? Yes. Does it really change something for me right now? Do I have to live in fear of this? Um, and, and so really getting information out to people is something that we're working hard on. 

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[00:17:43] Betsy Cerulo: Do you, uh, and I hope you don't mind me asking, what, are there certain places where people can go, where your team finds facts versus the misinformation?

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[00:17:59] Todd Bavol: Yeah. [00:18:00] Yes, absolutely. Um, there's, there's a couple, uh, you know, um, uh, really, really, uh, great. I mean, you, you have the, the, uh, Williams Institute, you have the Trevor Project. You have the, the, the, um, uh, uh, uh, glad is a, is is another. Great, uh, resource, um, you know, but, but not all of them capture everything.

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[00:18:25] Right? Correct. And that's the challenge. And so we're, we're really trying to figure, solve the, the challenge of how do you get in, how do you, how do you pull together all the, that great information and keep it real and timely enough because mm-hmm. Google isn't even fast enough to keep up with the pace of, uh, some of these legislative changes.

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[00:18:48] Right? Right. And so if, if someone's out there Googling something, they're getting yesterday's news. Right. And, um, that, that's a challenge. Uh, um, you know, right now, uh, [00:19:00] in particular, you know, the word came out that, oh, guess what? You can, you now can get your gender marker on your passport. That's changed.

[00:19:08] Well, not really. It's still on pause. Because while, while, uh, while a ruling came down on that the, the, uh, people who are processing the passports haven't been given that instruction. So a lot of folks turned in their passports based on that knowledge that that ruling came down. Yeah. And now they're sitting in limbo without a passport and unable to travel.

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[00:19:35] Mm-hmm. So that, that's why this is such, such a critical thing, I believe. No, it 

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[00:19:41] Betsy Cerulo: is. And so some of the things I hear from people are I didn't know. It's not my fault. And then I'll ask, where are you getting your news from? So I'll listen. And part of it is encouraging people [00:20:00] going back to educating people where to go get the facts because look.

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[00:20:06] Misinformation of propaganda has been here for probably is forever. Of course. And it's right. And it's really imp. We all have opinions. We, we all like to read things that, that fill what we like. 

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[00:20:22] Narrator: Mm-hmm. 

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[00:20:22] Betsy Cerulo: But the truth is we have to go find the facts and we have to understand, especially with changes in laws.

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[00:20:29] Exactly how that impacts myself, my professional life, my family go down the list and so I have to be really encouraging when to, to move people towards, look over here. I'm not telling you, you have to accept what's over here, but look over here so you can get the entire picture. 

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[00:20:57] Todd Bavol: Yeah. And, and I'm also, I'm [00:21:00] also want to look over there.

[00:21:02] Right. And that's, I think that's such great advice is mm-hmm. Look over here. Mm-hmm. You know, me too. And, and, you know, and take a look. You know, there's, there's always, again, diversity of perspective. Yes. Right. Is important. Is important. And, um, and listening and, and being open to learning. Something new. 

[00:21:27] Betsy Cerulo: Yes.

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[00:21:28] And I have, I've gone to look at some of the, uh, news sites that I wouldn't normally agree on 

[00:21:37] Narrator: mm-hmm. 

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[00:21:37] Betsy Cerulo: To look at what are they saying? And I have had people on different sides come to me and ask me questions when it comes to the LGBTQ plus community. And I'll say, where did you get your news from? I'll, okay.

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[00:21:51] Given I'm part of the community, that's absolutely not true. So you can believe that. But here I am and let me tell you what the [00:22:00] fact is and what's the truth. And you know, sometimes I'll get people like, oh, I never thought about it that way. That's what you wanna hear. And then once in a while, I'll get some, no, no, that's not true.

[00:22:10] Like, okay, believe what you'd like. Okay, yeah, that's okay. That's okay. In some ways it's not, but it, it has to be understood. You know? It has to be. Yeah. Agreed. And, um, I have, I have. I have certainly been mindful where I put my energy now to fighting. I'm more towards let's participate in the good fight.

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[00:22:36] Let's come from it with energy that we want to see more people have. And believe me, do I get upset? Sure. I, I, I'm sure you do. To any, any, anybody that feels people are being attacked unfairly, gets upset about what's, what we see going on. So we have to advocate. Uh, [00:23:00] because I am kind of seeing that certain ways to fight just don't work.

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[00:23:04] 'cause what we wanna do is we wanna open people's hearts. We wanna open people's minds. 

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[00:23:10] Todd Bavol: Mm-hmm. 

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[00:23:11] Betsy Cerulo: Yeah. And give people choice. 

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[00:23:13] Todd Bavol: That, that word advocate, I think is so important. Um, you know, it's, it's one of. Core values in our organization is advocate for our associate success. And yes, advocating looks many, looks so many different ways, but it's so important to us to empower our workforce, to advocate for our employees who are working across the multitude of different environments that mm-hmm.

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[00:23:36] Um, may have, um, you know, uh, uh, different levels of, of expertise. And so if we're, if we're standing and advocating for our employees, um, and for our workforce. For other human beings. Mm-hmm. It's just a natural way, um, to, uh, you know, to, to, uh, I think be a good human. That's it. [00:24:00] 

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[00:24:00] Betsy Cerulo: Love thy neighbor as thyself.

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[00:24:02] Todd Bavol: There you go. 

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[00:24:03] Betsy Cerulo: That's it. That's it. So in your opinion, how can workforces in general support the empowerment and thriving of the trans community? 

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[00:24:14] Todd Bavol: Uh, so. The, the, the feedback that, that we get a lot is that, that the, the challenge is there's, there's a couple challenges, right? And, and again, not being a, a transgender, uh, person.

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[00:24:33] It's not my lived experience, so I'm talking about experiences that I've heard. Right. Um, from, from others. So, uh, so I might not articulate it perfectly, but the, there's a couple buckets of challenges. One is I'm working right. Um, I, uh, we had a, a, um, person that we were helping out that worked, uh, in the state, uh, for the government actually.

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[00:24:58] And, um, [00:25:00] she, uh, she. Begin coming out of her trans starting her transition at work. That's a huge challenge because there has, there needs to be a very strong process that supports that around that person or it, it really, really, really is uncomfortable. Absolutely not just for the person. But for people around because no, they may not understand what's happening.

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[00:25:26] They're not educated. Yes. Right? Yes. And so having some type of process in your organization to facilitate that, uh, support that person through that trans, through their transition and help that process is one thing that that folks can do too. Make sure that, um, the, in your training for your hiring processes, folks understand how, what fair hiring looks like, right?

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[00:25:53] That, that, uh, what we hear a lot is that, um, once, once they found out, let's say their [00:26:00] gender marker on their ID was different, and so they're going through a process. There are many, uh, people that are turned down for jobs once they found out, find out that they're transgender, um, which is, can be. A horrible experience.

[00:26:14] It is, right. Uh, it's a horrible experience. And so ensuring that your hiring staff understands, um. That, uh, that's, that's not 

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[00:26:24] Betsy Cerulo: the right thing to do and focus. Right. And if we're focused on hi, in any organization hiring the best people, right? The gender marker should not matter. 

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[00:26:35] Todd Bavol: The gender marker shouldn't matter.

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[00:26:37] Exactly. Right? Right. Yeah. And so, so one of, one of the things that, um, we're trying to work on is having employers. If, if more employers identified themselves as, Hey, and, and I hate to say it because everybody should, in reality, everyone based on our laws should be welcome everywhere, right? Yes, yes. But if you are an employer who's is a [00:27:00] true ally and, and, and.

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[00:27:03] Supports, uh, folks of all walks of life let people know that somehow we we're, what we're working at, at VTTC is coming up with a way to let employers know, Hey, let people know that you are welcoming, that you're accepting, promote that yes, so that people feel safe applying. Because I think right now, if, if, if I were, um.

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[00:27:31] Coming from that experience, I'd be terrified to apply for a 

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[00:27:36] Betsy Cerulo: job. I know, I know. 

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[00:27:37] Todd Bavol: Especially in certain states, I'd, I'd be terrified. Uh, and so I think there's a lot of work we need to do and, um, you know, but starting with just say, putting your hand up and saying, Hey, come here, you know, come here. Um, you are welcome here.

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[00:27:52] Yes. Uh, is is a big start because you know. There's a lot of talent out there that is, uh, really desperate for [00:28:00] Yeah. For work and, um, and struggling to find it. 

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[00:28:03] Betsy Cerulo: And you just said it, talent. Mm-hmm. You know, I, over the past couple years I had, uh, an employee, this one particular situation. I had an employee come to me and knew that there was a couple of people on the team that were trans.

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[00:28:20] So this person just asked me. Because they knew I was LGBT and, and just ask me. I just wanna understand. Uh, and I so appreciated the conversation because that person was not part of the community, and he just, he just wanted to know. He asked me, I said, so ask me a couple questions, and he goes, all right. I never thought about it that way.

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[00:28:43] Okay, I didn't know that. I said, great. That's exactly what I want, is for people just to come and ask me. Because I can help guide you through it. And, and that's really what I continue on you to, you do too, is to promote that across our workforce is just ask some [00:29:00] questions. It's okay to ask so you can get the, the, the understanding.

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[00:29:04] Todd Bavol: Mm-hmm. Yeah, that's a great point. 

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[00:29:06] Betsy Cerulo: Yeah. So as we bring our conversation to close, tell me, with both of your organizations, what are you proud of the most for those organizations? 

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[00:29:21] Todd Bavol: Uh, I think, uh, the, for the Integrity organization, um, you know, we are 27, 28 years, I think 27, 28 years we're, we're getting there.

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[00:29:33] And, uh, just the number of people who have that have been in my team for. 20 plus of those years. And you know, I've, I've now, in fact you introduced me as the CEO. Mm-hmm. I just recently stepped into the role of chairman and I promoted Jamie Donnelley, who, um, has been wonderful with us for a very long time into the role of CEO.

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[00:29:55] Um, that's been. You know, her goal, and, and it was time for her to, uh, step [00:30:00] into that role. Uh, and as chairman, I'm focused on the Vision X Pro program, but, um, I, I think I'm most proud of seeing people develop and create lives that they. Possibly didn't imagine. Um, and that's just a beautiful thing as a leader.

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[00:30:20] Yeah. To see people succeed. I think that's what I'm most proud of. I'm most proud of, uh, uh, creating programs like Project Home, uh, where we, you know, we really, really. Practice w Walk our talk about advocating for, uh, associates. Um, on the BTTC side, I think I'm most proud of, first of all, starting a nonprofit, which is a lot of work.

[00:30:46] Boy, do we make it difficult in this country Absolutely. To do good. 

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[00:30:50] Betsy Cerulo: Yes. 

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[00:30:50] Todd Bavol: We make it really, really difficult. I think I'm most proud of, um, launching, uh, the, uh, from BTTC. We had our first, [00:31:00] uh, uh, miss International Queen, uh, competition, which is, uh, a pageant with a purpose. We had 25 contestants in Las Vegas.

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[00:31:09] Um, it was, uh, just an amazing event. The feedback from all of our contestants was that it was, um, it was a series of workshops throughout the course of the week and learning and education. And at the end of the week, folks felt elevated that, uh, and I believe that if we shift the narrative and we give folks another way to, to see how many amazing p, these are amazing people.

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[00:31:37] Yes. Uh, and we put them in the limelight for just one moment that perhaps. If we can change one mind, if we can shift one narrative, that's great. Um, and I feel that we did that this year. Uh, and, uh, you know, we, this year we'll be in Atlantic City, New Jersey at Harris's. Uh, so Awesome. We're putting that program together and we're really excited about it.

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[00:31:58] Uh, and, um, [00:32:00] you know, uh, if we can, if we can shift one mind at a time. That's okay with me because all of those people are going to want to shift minds too. Yeah, absolutely. So that's what I'm most proud of with B TT C. And we're gonna do it with love. We're gonna do it with caring, we're gonna do it with communication, uh, and, and with, um, you know, sharing, sharing a new perspective for people.

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[00:32:21] Uh, that's what I'm most proud of. 

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[00:32:23] Betsy Cerulo: Well, it, it, that is absolutely beautiful and, and we share the same concept about how to make change through love. So I, I am just really honored to have this conversation. I am so grateful that we are in a similar industry. We the same approach. So, Todd, how can people. Get in touch with you or, or either one of your organizations because I, I want people to know out there that working for Integrity Staffing is just that a place of integrity and, and be the transformational change is life affirming and changing.

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[00:32:59] So how can [00:33:00] people find you? 

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[00:33:01] Todd Bavol: Yeah, well, um, you can always find me personally on LinkedIn. Um, I'm, uh, easy to find on LinkedIn. Send me, send me a, a, a message on LinkedIn. Uh, for the Integrity Staffing Organization, we have a great communication device on our website. So whatever it is you're looking for, you can easily find someone to communicate, uh, or.

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[00:33:20] Two, just go to uh, www.integritystaffing.com for be the transformational change. Um, we are on Facebook, on Instagram, and we have a website. Facebook and Instagram are at be the Transformational Change, and our website is be the transformational change.org. And that's how folks can find us. 

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[00:33:45] Betsy Cerulo: Wonderful. Well, Todd, thank you so much for our conversation today.

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[00:33:49] And to all the listeners out there, please look at both of Todd's websites, get more informed, educated, and reach out to us if you have any [00:34:00] questions and know that you all. Are loved and cared for. So thank you so much. 

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[00:34:05] Todd Bavol: Thanks. Thanks for the conversation. 

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[00:34:08] Narrator: Absolutely. Thanks for listening to Room at the Table.

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[00:34:11] If you've enjoyed this episode, follow us on your favorite listening platform and share this episode with a colleague or two or three for resources to help you lead with purpose and build more equitable workplaces. Visit Room at the Table podcast.