Charlotte Miller and Kellie Martin on Diversity, Equity and Inclusion

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01:03John Ho at 615-483-0315 or you can follow him on Instagram at HousePetality. Amanda Gardner with Foundation Mortgage is 865-230-1031. Find her on Instagram at mortgageamanda. Welcome to Nashville Restaurant Radio. The tastiest hour of talk in Music City. Now here's your host, Brandon Styll. Hello, Music City! And welcome to Nashville Restaurant Radio. My name is Brandon Styll and we are powered by Gordon Food Service. I will be joined with our co-host Caroline Galzin here very shortly. Happy St. Patrick's Day to you and yours. What a fun holiday for everybody.

02:03Looks like it's gonna be a rainy day, but I wanted to give you today a little bit of St. Patrick's Day history. What is St. Patrick's Day? St. Patrick's Day or Feast of the St. Patrick is the day of the Festival of Patrick. It's a cultural and religious celebration held on March 17th, the traditional death date of St. Patrick, the foremost patron saint of Ireland. So there you go. That is what St. Patrick's Day is, that's where it's from, and I hope that you celebrate your Irishness tomorrow. Hope you get to watch some March Madness and hopefully your brackets are doing really well. We've got some amazing episodes coming up. This Monday we'll be talking with Will Gaudera who is the former owner of 11 Madison Park. He is also the author of Unreasonable Hospitality and he joined us from his home in New York and what an amazing conversation.

03:04This happened on Wednesday and I just, I cannot wait to put it out there. This is such a fun conversation. Big thank you to Will Gaudera for joining us on the show. The following Monday we're gonna have the winner of Hell's Kitchen, Battle of the Ages. His name is Alex Ballou and we are also talking with Levi Rains who is the chef de cuisine at The Dutch as well as Karne Marius. We've got some amazing episodes coming up for you and I'm just so excited to put them out there. This episode today is another really, I think it's an important conversation. We had Claire Crowell in and she was talking about, she's the president at Le Dome d'Escopier Nashville and they're doing a table talk series over at Yayay's which is Charlotte Miller's place and she was coming in also anyway. We had her scheduled to come in and I went to the desegregating Nashville's food scene. We talked about diversity, equity and inclusion and the guest host for the evening, her name was Kelly Martin and I had such an, it was just so eye-opening and so interesting to be at this and it was uncomfortable in all of these things and so we were interviewing Charlotte the next day and I said, Kelly, why don't you come with us?

04:21I would love to have you in studio to talk more about this and she was like, let's do it. So we have both Charlotte Miller and Kelly Martin today and they are doing another desegregating Nashville's food scene. It's gonna be on March 27th, building a new culture. Guys, this is important stuff. I don't care who you are. This is really important stuff and it's really educational and I'm excited to put this episode out there because we have some, I think there's some important conversation that happens today and it's stuff that hopefully makes you see something differently or opens your eyes. I really tried to be open and honest during this interview, be vulnerable because look, I'm somebody who likes to look in the mirror and I wanna get better every single day and I think it's these conversations that are gonna get us there. So I hope that you guys enjoy this one. I certainly enjoyed sitting down with them and having this conversation. I know Caroline did as well and we just have, I love to hear your thoughts.

05:26So send me a DM, if you listen to this episode, send me a DM at Brandon underscore NRR and let's do it. We are celebrating this past week, three years of NASH Restaurant Radio. March 13th was the first day we did a podcast and we're three years. We talked about this in our next couple interviews that were three years into the pandemic and I don't know where you were three years ago, but I was in a completely different place and if you go back and listen to some of these old episodes, I recommend you go back and listen to the old episode with Alex Ballou. I may re-release that in a couple Fridays before that episode comes out and you can hear his first interview versus this interview and it's amazing the metamorphosis that one man can have from April of 2020 to almost April of 2023. Just some really fun stuff here. We're having some really good conversations. Again, thank you guys for listening. Let's jump in right now.

06:28We're talking diversity, equity and inclusion with Charlotte Miller and Kelly Martin. Super excited today to welcome in.

07:37We have two guests in studio today. Love when we have two guests. It's one of my favorite things. We have Charlotte Miller. Welcome back to Nashville Restaurant Radio. Thank you very much. Well, we'll ask you guys, get comfortable. Pull that mic right up to your face. Lean back, get comfortable. Just pull the mic right up there and that's how we're gonna be able to hear you and Kelly's on top of it. Kelly Martin and Kelly Martin is a DEA and I specialist in the workplace and soon to be doctor. Yes, soon to be doctor Kelly Martin. Congrats. Thank you. It's been a long journey. It's funny talking about it, sitting here with Charlotte because when I tell you, she's been with me every step of the way, like, all right, you can do it. Go girl. I got it. Take care. I'll take care of this. So I feel like it's our, You don't want to be called doctor. You don't want to be called doctor. Last night you hosted at Yayay's, a symposium.

08:39Desegregating the Nashville restaurant scene is the title of it. And your next one is on March 26th. Correct. Right? And you can buy tickets right now. If you go to laydomnashville.com, you can purchase tickets, I think they're $50. Also Eventbrite. Or Eventbrite, excellent. And from there you can, when you get a complimentary beverage, adult beverage. You get lots of complimentary beverages. You gotta get loosened up so you can talk honestly. Which is a major part of this thing. And I felt like the group last night, and we were talking about inclusion last night, and I felt like the group was a little quiet, but then people started chiming in and talking and engaging and that was good. And it was a little uncomfortable there for a little bit of times, but I think that's the way that you phrased it. And I wrote a little speech, right? And it's called I Bought a Jeep.

09:39Because I did and I took the doors off and the top off and the whole thing and I had no rear view mirrors and I was driving down the street and I was like, oh shit, I can't see behind me. And it dawned on me that like, how often we have to look backwards in order to go forwards. And so many people don't wanna get out of their comfort zone. They love being in my little 72 degree home and I know I'm not gonna like that so I'm gonna do it. Well, how do you know you're not gonna like that? You have to get uncomfortable sometimes. In order to get out of your comfort zone, you have to get uncomfortable and that's how you grow. That's how muscles work. That's how muscles work. You gotta tear them up a little bit, get a little pain and then they build back stronger. Absolutely. Such a good way to put it. Yeah, so I wanted to kind of not recreate that because there's a lot of people there and I thought there more small businesses need to understand the importance of inclusion and why they need to prioritize that and I just don't think people do on a general basis. So I wanted to have this conversation and there's lots of other topics we can talk about.

10:39All right, so what had happened was it was right after, well actually it was during COVID right after George Floyd was killed and I got a lot of phone calls from a lot of well-meaning white women friends Charlotte let off last night with a great kind of comment. How it came about. I've always been politically active. I had already been with Black Lives Matter and marching and all the things. I have a son who's 26 now and black. I went to school at USC. Eagle Scout, he's now in New York working in a restaurant. He follows his mom's footsteps, unfortunately and I was not okay and I just thought to myself it's ridiculous that in my own country that a man can be killed and we can watch this snuff film over and over and over again and when it is a black man we have no problems watching his death but don't let it be a dog. We won't show that and I was done.

11:41I was emotionally drained and done and I felt like we had gone backwards so much and made hardly any progress especially with the political climate also at that time. So after that a well-meaning group of Nashville hospitality people got together and hosted a bake sale and it infuriated me because it seemed so small and it did not understand the pain and the fear that I had because a bake sale is something you do to raise money for a uniform. The Cub Scouts. Right, a bake sale is something that's not going to solve or make me feel less frightened if my son gets pulled over. It's not gonna protect me or my son from death or financial harm or any of those other things and I just was angry and I was hurt and I also triggered all of the bad memories and all of the garbage I had gone through in 20 years in fine dining and working in some of the best kitchens around the country and it just brought everything back and these are the people who also had places like that through the same caliber and I was like this is the reason why I experienced that because they don't get it and Nancy, fellow Dom, is my mentor.

13:18She is a Jew. Yeah, she just gets it and I called her and I said am I being the mean angry black woman again? And she said no, I understand what you're saying. She goes but what do you want? What's the purpose of your, what do you want to come out of this? Do you just want to be angry and burn everything down? And I said what do you really want? She said write a letter, write down everything you're thinking and then put it aside and I did that and I went back and I sent it to her. She said whew, yeah, we don't need to send that. And I said okay, you're right. I go I feel a little bit better now and she goes what do you really want? And I go I want an honest conversation. I want to have some real change and I don't believe the people who did this came from a place of hurt. I don't think they came from, I think they really had good intentions. With the bake sale. With the bake sale. And she said you're right, so how do we help them along?

14:20And I said we had this conversation and Nancy was the one who said well let's figure this out. Let's do some research and we found out Nashville was the sixth most segregated city in America and that blew my mind because it felt that way but I didn't have any data and that was Nancy. And then she said well let's write a grant proposal and I say we because I'm French, no I'm not. Nancy did that and we got the grant money and I said well I'm known for brunch and you can never have a bad time when you're having good snacks and food and drinking so let's get people somewhat comfortable before we get them uncomfortable. And I had just gotten yay-yays and I said I will host it and I will do the brunches at my shop. And she said okay and La Dom's at that time also as everybody was having the great awakening decided to become a little bit better with their diversity and inclusion internationally. So we went to our fellow members and said hey we've been working on this, would you like to partner with us?

15:25And they said no, we'd like to do this for you, we like to sponsor it and we're gonna champion this. And Andrea who was our president at the time was amazing. She was like let's do this, what do you need? She reached out to people and that was last year. And then it was really successful, the surveys came back really well and we did it again this year and then we got sponsors and I'm just so happy that I didn't allow my anger and my feelings to be hurt and not be something that could have been productive. Because it could have been very easily. And it would have been okay if I had done that, if I felt that way. But I knew if I really wanted to fix something I had to do some work and I had to get uncomfortable. And I found out things about myself too. Implicit bias and things like that. And that's how it came about. So it came about and then last night we were talking about inclusion and then Kelly was kind of the moderator, was the moderator, host, I don't know how you'd like to put it.

16:28But Kelly, we'll turn it over to you now. I think one of the things that Charlotte said that was really key was she had to get uncomfortable. As a black woman it's not comfortable talking to white people about race. It's not comfortable talking to white people about bias or stereotypes. So there's discomfort on both sides, right? So the scales are balanced at that point. I think it's always just healthy to be able to have the conversation in safe environments where you can use verbiage and know that there's no ill will or bad intent behind it. You're just trying to make sure that everyone understands. You're seeking to understand. You're being open and open-minded. And I think that that's what makes for honest conversation. You can't really create a path to go somewhere if you don't know where you are at the moment. It's just like looking at a map. You can see your destination. You can see where you want to go. But if you don't know where you are, then there's no way to really figure out how to get there other than just talking about it.

17:36And it goes back to exactly what you were saying earlier that was about prioritizing. For years in the kitchen, especially, no one prioritized inclusion or anything. You were just a cog in the machine. And everybody had an awakening of some sort. And especially the way we started treating people not just in kitchens, but in the workforce entirely. And COVID helped us see that. So there was also all those other factors coming into that to see exactly because there was no priority. We're talking about looking on a map. It wasn't, no one had that on their map. You were lucky to be there. And that's exactly how I was treated. You were lucky to be here. And I was lucky. I was lucky to be in a lot of those kitchens. I think the George Floyd, the movement that happened during that time happened at a time when people weren't slammed with life. And people were able to stop and look at it and go, holy shit, let me get a mirror. And let me look in the mirror and see what I'm personally doing.

18:38And what can I do to change my own biases and my own thoughts? Because I think now we're so damn busy every single day that it kind of slips out of sight, out of mind, and it needs to be in the forefront. And that's one of the things I wanna talk about today. Yeah, and I think that you used the verbage prioritize. When we spoke yesterday, you used that. And it was like, yes, priority. I usually lean into intentionality, but you can be intentional about something. But if it's not a priority, it's not gonna get done. And if you don't really see why it needs to be done, you won't really do it. So I think that it's priority is a huge factor in where we are. I think also the prioritizing for, I'll say for me as a black woman, coming through those kitchens, especially fine dining, I never made it a priority to speak up and say when those things happen because I didn't want the spotlight on me.

19:40I didn't want them to know it was important to me because that made me one more way different. And I need to be part of the team. So I needed to make sure that they felt safe with me. They knew they could be who they wanted to so I could be part of the team. And it is the biggest regret of my career. When I read, how to be an anti-racist, I read that and I just felt, I just crawled in at how many opportunities I've missed in a conversation where I could have said, don't say that shit, that's not appropriate. Stop versus not saying anything. You're like, well, that guy's an idiot. We have a responsibility to actively say something when you see, because that's how people understand that there's accountability. That is not okay to speak that way. Being an anti-racist is really, it was a big eye-opening moment for me. I'm telling you, as a black woman, I did it too. Yeah, I think a lot of people do it.

20:41I was just as guilty, if not more so, because I was also in management. I was also a sous chef and executive chef and would allow it to slip through because I didn't want to rock the boat. And that goes into not necessarily identity shifting or code switching, but it goes into that space of- Well, I definitely code switch. Just wanting, yeah, and we all do it at some point where we change our tone, our dialect. We tone back or mask our identity as black people or black women specifically because I can really only speak for myself in that. So we change our tone and it's to fit in with everyone else because we don't want to stand out anymore. Listen, I'm almost 5'10", light, bright, blonde hair, blue eyes, I'm gonna stand out in any room I go in because half the time people are looking, trying to figure out what I am anyway. So speaking up about things has not necessarily always been easy, but I think when you realize you need to do it and then you do, you do recognize the target or you're considered a race baiter or you're told everything's not about race and all those other things.

21:56But at the same time, when you're accustomed to that, when you're accustomed to everything being about race and being about what color you are, being about the people that you came and sat in with, then that's kind of what you lean to first. Like, well, why are they treating me this way? Why didn't I get that job? Also, I was gonna say specifically in hospitality, because you are the only person, if you speak up, now the spotlight is on you. So that's what you're asking for in the grand scheme of things, which is counterintuitive to most hospitalities, pay attention to me, I'm uncomfortable, you must cater to me. And that's antithetical to what we're taught in hospitality, it's not about us, it's about the guest. Yeah, it's not. It's about the guest, and I'm not the guest. But you're an internal guest. Well, see, that's a shift now. That's gotta be the thing, you're an internal guest, we have to treat each other that way. Let's talk about DE&I, diversity, equity, and inclusion.

23:00You're a specialist in the workplace. You described it so well last night, were you kind of? Well, yeah, diversity, equity, and inclusion. And like I've mentioned before, it's been a buzzword where a lot of people wanna talk about it because of that time period where it was highlighted, where it's like, oh, everybody's DE&I, DE&I, DE&I. But they only, DE&I only works, DE&I, excuse me, only works when all three pieces are brought together. Diversity is having diverse candidate pools and diverse employees in your staff, in your kitchens, in your hotels, specifically with hospitality. That diversity looks different, it's not just race. Diversity is also religion, it's also gender, it's also ableism, it's also LGBTQ. There's so many different pieces of diversity. There's ageism, and we talked about our seasoned employees and the fact that for the first time in history, we do have multiple generational cohorts in the workplace.

24:03So there are boomers and then there are your zeers and millennials are sprinkled in everywhere and nobody really knows what the hell is going on. So. What about the Xers? Yeah, that's right. Always forget us. I'm like, what's going on here? Always forget the Xers. Well, it's everything from the Xers, the Yers, the Zers, all of us toward the end of the alphabet and you know, the millennials kind of sprinkled in. I'm actually a geriatric millennial. So on some charts, 1980 is the oldest you can be to be considered a millennial. I'm 79, that's why I said I'm right there. My number is unlisted. But for the first time, you have all of these different cohorts of generations in the workforce. So how do you make sure that your work is productive and that you are reaching your objectives without offending everybody, right? Because everybody has something about them that they can take offense to if it is poked just the right way.

25:06So it's a strange place, it's a strange time in the workplace with diversity. And also in the kitchens, let's be honest too, we do poke at each other. That's part of our fun. That was a pastime is to take those things and say, oh, this will bother you. So it became a game. It was. And I think a lot of that's changing. Well, and I think that it's such a high pressure environment too that a lot of times you're getting everyone at their worst on somewhat of a regular basis, and that can be a special kind of person to willingly go into some of these spaces and do that. And to get paid and volunteer not to get paid sometimes too, just for the hopes of learning. So yeah, that's another thing too. It says, again, against the makeup and the institution of hospitality. So now we're asking them to totally turn everything upside down, including myself. And I'm gonna admit, I didn't do it until I walked away from it and then started doing it on my own. And understanding that, and that's when you come into inclusion.

26:07Inclusion is the bridge between diversity and equity. It kind of makes sure that you take though that diverse pool of candidates and the diverse pool of employees and that they're in a workspace that makes sense, but you have to bridge it to making sure inclusion, make sure that they have equitable experiences, equitable opportunities, equitable pay, equitable information, and that they have access to all of those things. If we don't put all three of them together, diversity, equity, and inclusion, if they're not all together, then we're doing nothing more than recycling the integration back that happened during the civil rights movement where you're putting minorities in spaces where they're not welcome. And I think that's what I experienced the most was that there was no inclusion. And I did not understand that until I got into this symposium and started really understanding that. And again, I reached out to experts because I'll have you in HR in no time.

27:09So that's what I do that. And it changed the way I manage people now and the way I include. There's some, when I first started, I always hired people, I was always diverse in my hiring, but I was not in my inclusivity. If you came and you worked for me and you were a mom, you came and worked for me and you were, I don't care, we're all the same here. And that's not fair, we're not. No, you gotta seek to understand. Right. There was a woman last night who said, she has a young black woman who works for her and she's trying really hard. And she said, what do we do? She said, she's keep trying. And my brain, I was just thinking, you've gotta be vulnerable. You've gotta ask questions. You've gotta let the person in, sit them down and say, hey, look, these are some problems I had when I was growing up, or when I was learning this stuff in this space. These were my challenges. Do you share any of those? Or what are some of your, like ask questions, sit down with them, get to know them. I had a couple of really great chefs, Chef Anthony Keene, who worked with Baku's, who did that for me.

28:15He was like, he said to me, he might've called me school girl every day, but he also brought me in that office and said, I'm gonna teach you to be a chef, not a line cook. And he did. And he really, he sat down with me, and I was in his office every day. We went through menus, how he wrote things, what he was reading, what he was thinking. And that was inclusion. And building trust. Relationship building. So he knew I always had his back. Yeah. And I think that that's important in that. And I was so glad that she shared that, because I'm sure that there are so many other instances and even acknowledging like, hey, she's the only black person in there. So I know, you know, she feels like she doesn't receive the feedback well. And I'm like, well, she's probably really uncomfortable. And tired. That's one of the things like, I did not realize how tired I was, on top of the kitchen being it's already stressful and everything else.

29:15Now I've gotta play a whole nother game. Racial battle fatigue. Yeah. And I was horrible with that. That opened my eyes in a big way last night, because I said, you know, if we have a front of the house person who is of color and they leave because they don't feel comfortable, I'm looking at things based upon performance and this needs to happen, this needs to happen. And I have 140 employees. So it's like, how do you go in? But I didn't, I wasn't intentional and I didn't prioritize that. And I didn't recognize that that could be a thing because I don't experience that every day. I didn't recognize it in myself. I don't recognize it, because I don't experience it in my life. And just that understanding that that is a thing was so eye-opening for me. And that's part of it. That's, I mean, me saying that out loud is like, oh man, I didn't do that. Don't feel bad. I am a black woman and did not understand what it was until I went to a therapist after I left. And she goes, oh, let me tell you what's going on right now.

30:18Because you, because I would feel guilty and would feel weak and feel less than. And if I hadn't admitted that, yes, I am tired as fatigue, whatever, because I did not want anybody to know I wasn't strong enough. I was already a woman in the kitchen. So that was always the first thing. I gotta be as good as you, if not better, gotta be stronger, if not as strong. So I could not have that on top of it. And that's cultural. Like we're raised to be like, you have to be strong. You have to outperform. You have to work twice as hard as the next person. Also kitchen cultures that way. Able to get better. And then, so yeah, so you have that in the, you have that in the kitchen. You grew up with it, you know, coming up in school and it's different cultures. And I think that talking about them and understanding them. And let me, hospitality is a culture of its own. Vax. It's a culture of its own. There are things that happen in, you know, in culinary professions and in the kitchen that I had no idea about until I started spending time with more people in the industry and understanding.

31:23Like, holy shit, like y'all, this is wild. Like hearing some of the things that are said in there is just like, wow, okay. So when you take all of that, it's not a priority for you because you don't even recognize that it's happening. And that's why I said you don't know until you don't know. And that's gonna be whether you're white, whether you're black or whatever, you know, whatever race you are, when you just don't know what you don't know. And that's the reason why it was so important for us to have, to come from the top. For us to invite these people to the symposium like yourself, people who actually do the hiring. Because the people who actually make the businesses, the ones who own the businesses and stuff like that, because they're the ones who create the culture. It's their brand. It's them. And it's, and I can only say to you, hey, just so you know, this is how it's perceived. If you're cool with that, that's on you. But if you're not, let me tell you what else is going on. You know, that's the experience. Even with myself, I was like, oh, okay.

32:24I didn't look at that that way. And I didn't look at that that way. But yeah, that explains why I felt this way and that way. I'm definitely bringing all my GMs. Oh, I love that. To the next one. For those who are in the store level, working every day, hiring people who are making the decisions in the store level. They're all coming. It's a mandatory thing. Because of the open dialogue. I mean, you can't, I don't think it's appropriate to pull somebody aside in a restaurant and necessarily ask some of the questions that were being talked about last night. That almost accentuates that feeling. But I think understanding the things that you learned coming to the symposium is really helpful to open your eyes to things you might not see on a regular basis. And I don't know if it's empathy, but understanding. Does that make sense? I think it's a combination. Like there's empathy in there. There's compassion. There's understanding. All of those things. But I think that's a part of the reason that deep growth and growth is huge in that. But I think that's a part of the reason why DE&I is so important and why it's so disappointing. Like, you know, what they're trying to do in Florida and removing all of it.

33:25International. I mean, the drag shows, if that's another thing, there was just another way, or Tennessee, for us to say you're different. You're different. And we don't want you here. Was Sharon Hurt saying in the interview that this was retaliation for the RNC? Yes. That the drag show ban was retaliation? I don't want to put words in her mouth. I don't know that she said that verbatim, but that was the impression that I got. Did you get that? So part of what I've heard too is that quite a few Republicans in Nashville were, I mean, in Tennessee, not Nashville, were upset that Nashville did not want the Republican convention here. Which I think is hilarious because all the reasons why they want to come here is all the things that make it blue and then those are things they want to get rid of. Right. So it reminds me of that scene in The Handmaid's Tale when they have all the women and stuff all put to the side, but they all want to go to the Jezebel place on the weekends and stuff. So that same thing reminds me of Republicans.

34:28Of course. Yeah, they're like, oh, no, we don't want this and this, but we're going to go on a convention now. Well, it's like that asshole, Scott Descharlais, who's like the most outspoken anti-abortion proponent, but has paid for multiple abortions for his mistresses. But God forgave him, so it's all good. But what I'm saying is that was part of it, is that all the things that they say that they don't like about Nashville is all the things they want from us. Our money, our restaurants, all the cool things that make us cool, you know? Our drag shows. They want the money from all the things they don't like. The bars. And part of the reason why our bars and our scene is so great is because we do have a pretty diverse, different types of restaurants, and people are starting to come in. We are coming out of that way. And now they want to say things like critical race theory. It's like, what are you talking about? Well, I want to be specific here because one of the topics of conversation is inclusion.

35:29And you asked a question last night. You said, how many people here have a specific plan of inclusion in your restaurant? That's not the way you phrase it. What is the actual? Well, basically, that was it. How many people had inclusion strategies in their workplace? How many programs do you have that right where it's actually? It's not just like, oh yeah, we do that. Yeah, like you caught it. Are you intentional with it? And I think several people raised their hands, but then it was, do you have more than two to three people of color working for you? And it's like, not on the front of the house, but in the back of the house. And I just thought that was an interesting thing because my brain started racing because, I mean, we were actually, I don't know, I feel very proud of the inclusion that we have. And we are intentional. I don't know if there's a policy written about it. I know that- It's also the people you hire. We're very intentional about it, but there was a lot of ideas that you threw out there.

36:31But if I'm a restaurateur and I'm out there listening in my car right now, do you have a specific intentional plan of inclusion? And if not, why do they need that? So there are several- Why is that important? There are several different ways that you can create inclusion in the workplace and actually have a plan for it. Starting with, I don't know how much time because I am not in the restaurant business. Charlotte can probably speak better to that. But one of the things that I think about are one-on-ones, making sure that you have one-on-ones with your team members, or at least that your management is doing it, that you are making sure that they're- That's a major check. Yeah, and organizational health surveys, finding out where your team members are, what are they missing from the workplace as far as if they feel like they're getting what they need. People perform better when they're supported and feel like they have everything they need to perform at their best. So organizational health surveys, one-on-ones, are one. If you are lacking diversity in your workplace, you are so blessed to be in a city with four HBCUs, Historically Black Colleges and Universities, where you're able to go.

37:40You can do outreach and just get to know people. A lot of times, if you say, oh, we don't get that type of candidate, half the time they don't know that you're there. And they don't know that you're there because they haven't been exposed to it. It hasn't been accessible for them to know where you are in your business. So building a relationship with the students, I know that some of the guests last night spoke about a program that even reaches out to high school students who are interested. ProStart, yeah. I'm so gonna get involved in that. Yeah, I thought that that was great that it gives an opportunity. Taking a note now. I used to be a judge for ProStart. I used to go to the competition, I judged chicken fabrication. Cool, I like that. But you know, it was really cool because they had to break down a whole chicken and the whole thing. But you're talking to juniors and seniors in high school and they're so respectful and they're so passionate. You know, you deal with- I'm still not jaded. Yeah, you work with so many people that are jaded and you're in this group and they're like, they're cutting it and you're like, ah. Some people's knives aren't that sharp. And you see a discrepancy in this really nice school who has all- All the fancy stuff.

38:42Really nice and they're just chopping stuff up and the other schools don't. And you're just like, well, how is this so? It's very eye-opening to go to a ProStart, but it's really inspiring as well because they still have hope. I'm excited about it. They'll have dead eyes. Yes, I'm totally into this. We're gonna take a break to hear a word from our sponsors. Do you provide your team with health insurance? If you work for a restaurant right now that doesn't offer health insurance, do you need health insurance? Because Dan Maher over at Southern Health Insurance wants to change that. If you're a local restaurant and you just, you really want to offer health insurance, there are so many benefits. Improved employee retention. You have happier team members, which means longer tenures and less training time. Smoother shifts make everyone's lives easier, meaning happier employees are more likely to stick around. When employees take care of their health, they're less likely to take sick days. This means reduction in lost productivity and revenue for your business. Fewer sick days. Wouldn't that be great?

39:43You have improved morale. A healthy workplace with opportunities for growth is a happy workplace. Encouraging your team's wellbeing will result in higher morale and better work performance. Guys, all of these things, Dan offers health insurance. He offers visual insurance and dental, as well as life insurance. And guys, if you're out there and the marketplace is just too tough to navigate, Dan can answer any question that you may have. Any business, if you're a small business, it doesn't have to be a restaurant, you need to call Southern Health Insurance. 832-816-8602. If you prefer to email, you can email dan at southernhealthins.com. What Chefs Want story is incredibly unique. The owner, Ron Trenier, met with a bunch of chefs in Louisville back in the early 2000s and asked them one simple question. What do you want? And the chefs, they responded emphatically. We want deliveries on Sunday. We want to be able to split any item that you sell. We want a frictionless experience where we feel like we're being served.

40:48And so you know what he did? Something crazy. He did just that. So What Chefs Want is not only a company that's delivering fresh produce, fresh seafood, fresh custom cut meats, specialty items, dairy, gourmet, all of that seven days a week, they also offer 24 seven customer support. You want to call, you want to text, you want to email, you can talk to somebody 24 seven. Get your delivery seven days a week and an amazing selection of products. That is What Chefs Want. So if you ever wonder why do they call it that? That's your reason. Check them out at whatchefswant.com. Hey guys, we are supported by Sharpier's Bakery and we've been supported by Sharpier's Bakery for the last year. And I tell ya, I couldn't be more proud of this partnership. Guys, they're a locally owned and operated bakery right here in Nashville for the last 36 years. Yes, they deliver fresh baked bread daily to your restaurant's back door and man, is it good.

41:51You want to know what kind of bread they make? Go check them out at sharpiersbakery.com. That's C-H-A-R-P-I-E-R-S, bakery.com. So they have over 200 types of bread and if you're wondering, well hey look, it's a special recipe that I like to use that we bake it in our house and it's just, it's kind of a pain but we like to do it. They can take your recipe and make that bread for you without any of the hassle, the mess, the labor. They'll just deliver it right to your door every single day. It is freshly baked. They love to give you a tour of their facility. Give Erin Mosso a call. Her number is 615-319-6453. You should do it now. I do. I also thought Jason brought up a good point. My business partner, Jason Lentz, where he said, what about, what are you putting out to the world? The social media now, because I did not have that when I started, I noticed that there's a lot of people in their marketing and their social media and what they post does not include the people that are in their restaurants.

42:55I have been in places where there are black people and they come there often on the weekends as like one of our spots and we are not in a single one of their posts or pictures. But just so, devil's advocate, what about, do I walk over to you while you're dining and go, hi, we want to make a social media post. Can I take a picture of you guys? Because I want to have a, what do you do? Tarell Owens is fantastic at this. I'm going to go ahead and give credit. Liberty Common, we go, when Liberty Common first opened up, first of all, it's fried chicken, oysters, and champagne. How can you go wrong? Tarell Owens? Yes. I mean, Tarell Railey? Sorry, Tarell Owens, sorry, Tarell Owens. I was like, the football player. Tarell, I'm so sorry. I'm like, what is he doing? That's amazing. Tarell, I'm so sorry. I just made you T-O. I'm so sorry. Really? I was like, you just mentioned T-O. I'm like, you said that, I was like, you mean, oh, T-O, okay, yeah, okay. I know who you're talking about now. Yeah, so sorry. Anyway, it's been a long day already. Anyway, so, but what was great though was that we would come in all the time. I loved the place.

43:56And he just sent me a picture of me and my girlfriends. We'd come down on a weekend and he goes, hey, I'm going to put this on my, on the website. You cool with this? I was like, yeah, appreciate it. There's a bunch of black women just sitting on the front page, on the landing page, when they came in. And he made me so happy because it wasn't another picture of some blondes with the cowboy boots on or whatever in Nashville. It was like, we are downtown and we are part of the city. And he made it so matter of fact. Yeah, and so matter of fact, and like, yeah, I'm just going to do this, but I won't, but I'm going to be respectful enough to ask you if you're cool with that. I mean, honestly, and some people could take it one way, you coming up like, hey, you know, we want to get a picture of you. Most of the time, if there are mimosas and champagne and somewhere flowing, no one's going to keep, we're taking our own pictures too, you know? Like even because we're tagging the places that we go to.

44:57We're tagging the place that we're at. Why not use some of our, when we're tagging y'all, why not use some of those posts? We're telling you we're here. Yeah. We're going to use those. So, and that does make a difference too. And just as a patron, where you go, how comfortable you are being there. Do you feel welcome, you know, when you go, is there representation? Do you see anyone who looks like you? I'm going to freak almost every restaurateur, owner and Nashville out. Do it. There's a list that you guys don't know about. Sure is. Called Black Friendly. And I didn't know about it either. There is a list among professional middle-aged, I'm sorry, we're middle-aged people. Black people. The definition of middle-aged. Yeah. Of black people, they have a list. And when our friends come in from New York, they come in from Atlanta, they come in from all over the country. They said, where can I go that I'm okay? And we have a list of places.

45:58The fact that there's a list is. There is a list. Yeah, that place is cool. That place is cool. You can go there, don't worry about it. We have a list. And we also have stories of the places that aren't cool and why. I'd like to get on that list. I don't know. That's funny because like quite a few places that I thought were cool. And I was like, yeah, blah, blah, blah, blah, blah. And they were like, nope. And I was like, oh. Well, you get a different experience also being industry and being a part of it. That's privilege. Yeah, you definitely have a privilege. You're like a respected part of the, you know, the restaurant culture. We don't have that same experience. I've had experiences by myself in places that were totally different when we went places together. So it's a whole, it's a whole. Oh, I'm with Charlotte. Oh, well, here's the red carpet. We'd love to have you here tonight. Absolutely. Absolutely. I'm not gonna pretend like that doesn't seed my ego.

46:58That absolutely happens. But even Friday, I was in Yayay's and it was a couple of young ladies that came up from Atlanta. And they were like, oh no, we read about, apparently somehow they've gotten the list of places that are okay to go in Nashville. And it's happened before. It was the older couple that had come in. You know, I didn't know about it. I was like, how'd y'all find us? They're like, oh, you're on the list. And I was like, well, I'm glad I'm on the list. That's it. Because you took the survey and that's not who you are, right? I was like, oh. It's definitely a thing where if you don't feel safe, you don't feel comfortable, you don't feel welcome, then you won't go. But that's a whole, and if you just wanna look at it from a business perspective, the people that come into your place to spend money, it's green. It's a car. It's the same piece of plastic. Is that what hospitality is, though? 100%. What's his name? Guy from Madison Park says hospitality is about.

47:59Will Godera. Yeah, he said it's about how you make people feel. He says service is black and white and hospitality is color. Service is doing something for somebody. Hospitality is how you make somebody feel with your service. Short plug, he's gonna be on the show tomorrow. Shut up! Yeah. I might stop by with some snacks. No, no. He's gonna be on. On Zoom. He's gonna be on StreamYard. But you can still come by with snacks. We'll eat them. Yeah, I'm like, whoa, no, he'll be here at about 11, 15. We're in my lunch time. But yeah, because I thought about that because I kept saying to myself, what would radical hospitality look like? And radical hospitality, I don't mean just in the sense of how we take care of the business part of it, but how we do it in our everyday lives. What if our schools practice radical hospitality? What if our hospitals did? What if our prisons did? What if our police did? Everybody did. Right. That's his thing, he says anybody can be in the hospitality industry. No matter what you do, who you are, anybody can do it.

49:02And I love that. I wanna get back to a question I know Caroline wants to ask. Well, actually, I have a different question now. Okay, go. Because I love this conversation. So, earlier you were talking about how you got to hosting the symposium and you were saying that these well-meaning people kind of tried to do some things. I think that there's a lot of businesses out there that are those kind of well-meaning businesses, but aren't actually doing the thing. So, what do you think that a well-meaning business, and maybe I'm one of those businesses, that what can I do to ensure that it is a comfortable experience for people of color? So, the first thing I tell everybody is, walk into your dining room on a busy Friday night. When you're popping and you're like, oh man, and everything's feeling good. You know that energy. Everybody knows that feeling in a restaurant. When you're like, oh man, it's like a good dance. And ask who's not there and why. Who's not in your kitchen?

50:03Who's not your manager? Who's not your patron? And why? And then that's where you start. And then start asking those questions. Is it because of where you are? Is it proximity? Is it transportation? Is it price point? What is it? And sometimes price point's fine. You know, that's what it is. But for the question, that's the first step. Just ask why. And I think that's where you start. So, if you wanna be a well-meaning business, ask that question. The second thing I will say to you is, if you do not give any type of leadership role or somebody who can make some kind of decisions, and I'm not talking, that's another thing too. People think what I'm talking about is affirmative action. I'm not talking about that. I'm talking about somebody who's qualified. You cannot tell me. You cannot find a person of color. If you can find five white people who are qualified, you can find one person of color who's qualified also.

51:06And here was my question. Okay, so we're out of the pandemic. I guess it's officially over now. Are we? Is that right? I think that, I think Biden said it's over. I didn't get my ticker tape for it. But we've all, and I'm referencing small businesses. Right, I'm referencing people who is a chef owner. I'm referencing Caroline, okay, who's her and her husband are running a restaurant. They're active in the restaurant. They're hustling. They have people- I was at the shop this morning at 4 a.m. They have people like you, I'm referencing you, who show up in their, there's no day you show up and it goes exactly to script. I can't remember the last day where I was like, holy shit, that was exactly like I anticipated today to be. There's a reason why I've had, I've been married so many times because I trust no one. I have lived through, I have so many bad things and I trust nothing. If anything bad can happen, it will twice. So if that's the state of, that we're in, and I'm waking up today and I'm looking at my linen invoice and the linen company's screwing me and then my Cisco truck is late or my GFS truck because that's a more, I just was using Cisco as a- Because they're the ones who are late.

52:24Because they're the ones who are late. Yeah, GFS is always on time. The Cisco truck is late because that's a standard. You can kind of start planning on that. But you, it's kind of a, when do I prioritize this? I'm hair on fire trying to get stuff done. People are coming in the door and I'm trying to hire people. But- So you're trying to hire people. If you're trying to hire people and you can't figure out why you can't keep people, this is part of it. And it doesn't just affect black people. If I feel included and welcome, then that gay kid is gonna feel included and welcome. And the Buddhist and the Muslim because they can say, oh, okay. Everyone. Everyone here is okay. Yeah. And so that's also good for your business. It's good for your culture. And I always said, so I'm a believer in family meal. And the reason why I was a believer in family meals is because if I took care of my servers, they took care of my guests.

53:24So if you wanna make sure your guests are taken care of, take care of them. That is the Southwest way, the business model of taking care of your internal customers so that you're sure they take care of your external customers. That is an awesome way to run business, an awesome way to lead and to manage. One thing that I would suggest also, as you mentioned like Cisco and you mentioned your linen vendor, there are black businesses that do those things too. So who are your business partners also? Oh yeah, that's a good one. That's true. That you have the ability to help another small business and build a network with them. And I tell you, word of mouth is huge because you could have vendors who employees are like, oh no, this is a nice spot. We're gonna come in here and have brunch or we're gonna come in and have a birthday party or whatever the case is. But just expanding your network past what you're accustomed to. And I will say that Nashville has done that for me. I've only been in business for a year and I have had exceptional people reach out to me and have pushed me ahead and I'm not talking about, and perfect example is Jack Daniels at the company and stuff.

54:40They have always been, that's my chef. Not my black chef, not my woman chef. That's my chef. She does our tailgates. We do her part. She does our parties. And when people were afraid to hire me, I could call Tom or Misty Blue and say, hey, would you be a reference for me? They're like, no problem. And people would hire me like that because I had that attachment to them now. So that's really helpful too. If you can't, like I said, your vendors on top of that, but also using your platform, which is what you're doing right now, which I'm very much appreciative of. Well, I think that there's an absolute, especially with our talk with Sharon, talking about small businesses, supporting small businesses, supporting minority owned businesses because representation matters. It does. And she told a story about a young woman, her mom, growing up in Memphis and her mom took this young woman who she took her inside and bathed her and cleaned her and gave her clothes and washed her hair and sent her back home and she could see in the little girl's eyes that she had hope.

55:45Like she didn't have it. And then she left there and she was like, oh, I have hope. And I said, you, Sharon, being the mayor of Nashville, first black mayor of Nashville, do you think that that gives thousands of little girls that hope to see you there as represented as the mayor of Nashville? And she said, absolutely. And that's something like, and she almost had tears in her eyes thinking about that opportunity to represent and be there. Obama meant so much to us. I was gonna say the same thing. So I remember, because my parents- Or the vice president today, Kamala Harris. Yeah, well, so, yeah. So from my parents saying, if you work hard, then it'll be okay, just work hard. Just work hard and do the right thing. And so when Obama came into office, it was very important for me to make sure that our inauguration, my son saw it so he could see this is what hard work looks like. It is possible in America. And I always think it's funny that people think that black people hate America.

56:46I don't think there's a group of people who love America more. I would have to agree. We have been pushed down and everything else, and we still believe in the ethos and the promise of America, of everyone is equal, that we will have a pursuit of happiness, they will get the opportunity to work, and at some point, we will all reach there together. And we keep striving for it over and over again. Every time we get knocked down or told no, we believe, because we do have people, allies, who remind us, no, it's just these people aren't. But for the most part, we are American, and that's an American ethos, and I do believe that. So, and I would agree, I think that a lot of us do feel that way. We do believe in the promise of it. So when we see people who look like us, it seems more attainable, because these are spaces that we've not been in before. So to see that a black man could be president, we just got voting rights a couple years ago, it's just like, oh, okay.

57:52And that is one of the reasons why so many do push to make sure that people within our communities are voting and that people are getting out and getting politically aware and gaining the knowledge that they need to decide who's the right person to vote for, who's the wrong person to vote for. You gotta make sure you look at the judges. You gotta make sure that you look at your sheriffs and even people in those spaces, not just in presidential elections, but in your local elections also. Bringing back to hospitality, I know what it meant. Marcus was a chef here in Nashville, and he did an interview, and he said one of my mentors was Charlotte, and it took me aback when I read that. He said, I remember the day I walked into the Hermitage Hotel and I saw you with that chef coat on. He goes, and I thought, holy shit. And the Hermitage Hotel does a black woman sous chef? I am the only black woman chef in 114 years of that hotel.

58:55And still are, still. Why? There's not even a line cook, even to this day. So I'm gonna bring this point home, I promise. It's important, it is important to be inclusive. And back to the intentionality and prioritization, if I am one of those local businesses, and I think that we've done a good job over the past couple interviews to talk about the importance of supporting local and supporting minority-owned businesses and building up small businesses because this is our community, and it's building Nashville. You see Nashville changing every single day, and if you don't have a specific inclusion program, it's very important. If you're out there complaining about how Nashville has changed, doing this will help preserve who we are, and it will build up our community in ways that are tenfold gonna beat anything that else that you're gonna do. So I understand that Nashville was a kind of feeling of a small town in a big city.

01:00:00Yeah. And I love that about us. We can't lose that. Yeah, how you doing? How your mama and them doing? Oh, I saw you last week, thanks for coming back. Waving at folks that they've been driving down the street. Yeah. Can you believe this weather? How did your house come out, dude? What about our football team? I love that part of it, because I love Nashville. I love it. We were the second most friendliest town in America when I was a kid. I loved it. The first one was Honolulu. Well, they've got beaches. Come on. Exactly. How mad can you be? Diamondhead. Exactly. But I always thought that that was great. And I believed that about Nashville. And we're not on that list anymore. And I was like, what has changed about us? What has changed about our culture? What has changed us about our government? What has changed about our businesses? And small businesses have some of the largest impact economically on our communities, as well as to what we do specifically with one-on-one with each other. That's where that contact is.

01:01:01I think one of the things that I've noticed too is that since COVID, a lot of restaurants have had a hard time keeping staff. And you'll go in and they'll tell you it's a two hour wait because they're understaffed and things like that. So bringing it back to just the inclusion piece of it and being intentional and having that strategy is I believe in relationships. I believe that if you built relationships with back to the college students who need internships, contacting their career development center, finding out how you can have a presence in the community, you have, we're getting ready for a mayoral race, being out there and actually seeing what's going on in the community. That's outside of the one that you live in. We talked last night about the food deserts and not having grocers and grocery stores and not having nice restaurants or big brands or big chains in our communities until they're gentrified, getting out there.

01:02:01Inclusion plan means including everyone. So take a look at your staff, do those organizational health surveys and see how they feel about it. Let them know that it's a safe space where you can be honest. And that's honestly when I asked last night everyone to write down a stereotype that they believed about black people, I wanted to hear it so that we can do myth busters, right? And understanding that some things are just a myth. We all know some people like this, but then we also know people who aren't. So just in approaching the people that may be a part of our candidate pool or our patrons that come in, we have to have an open mind and leave the canvas blank and create the picture by talking to them without having one already predetermined in your mind. Also, I think stereotypes are also different and harder for us in hospitality industry because we work off stereotypes. I'm not gonna lie. I know that I have a group of black people coming in for a wedding. I know I need to cook those steaks a little bit longer if I had older black people inside a group because they're not gonna want those things medium rare.

01:03:04They're just not. Some may, some may not, I don't know. But the thing is though, so I went already because I'm thinking to myself, I need to go ahead and I need to make sure that I'm ahead of that again because I'm thinking A, B, C, D and I'm using those stereotypes on those things so I can get, what I'm thinking is giving better service. And what I'm not actually doing is thinking about them as people. Is that why they overcook my steaks? She's like, I'm using that next time, that's bullshit. What is that? That's some bullshit right there. Yeah, but it was like all sorts of things, just cultural things. Like I have to say that, like I said, I told y'all, I took that implicit bias test. I am bias. I'm telling you, yes. Well, ladies, I hate to do this, but we've got a hard cutoff in one minute. Not gonna be that hard because we're probably gonna go another five minutes, but Gordon Food Service is our amazing title sponsor.

01:04:04And they also were a sponsor for Symposio. So they're amazing. We love Gordon Food Service and they sponsor our final thought. So our final thought, we're gonna go around the table and I feel like Carolyn, we're just going, going, going. Final thoughts, whatever you guys wanna say, as long as you wanna say them, as long as we can cover it in three minutes. I'm just kidding, as long as you wanna do it. Kelly, we'll start with you and we'll just go around the table. All of us. I appreciate the conversation. I appreciate the open-mindedness, being willing to have the conversations and just talk about the hard things. I think that the best way to bring DE&I practices into your workplace as small businesses, it may be just to start by forming a committee of the different types of people, a diverse committee in your organization to say, hey, how do you think we can improve on this? What can we do on that? Do you feel included and just really kind of gauge the temperature of your staff, reaching out to vendors, minority vendors for different food services, different services within your organization that might be helpful, be it cleaning, be it linen, be it whatever that may be.

01:05:18And also, I don't know if everyone knows, but there is an organization called T. Mousa where there are black spirit owners, black and white, black wine and spirit owners here in the state of Tennessee where you can actually put their products in your stores and your restaurants just to kind of promote minority business as well and follow, start building that network with people who don't necessarily look like you, who don't come from where you come from because again, we're always better together. Love that idea. Charlotte. So I'm gonna give you a little bit more broad or macro. My father wrote a letter to my sister in her baby book and when she was born and he said, a life well lived is one lived with love and charitable behavior. And that's how you know you've lived a good life. And I think people deep down all wanna do that. I think that no, I don't believe that anybody gets up in the morning and says to themselves, I wanna be a dick.

01:06:22I wanna be an asshole. There you go. See, I mean, I, part of my morning meditation, but I mean, you know, whatever. I think for the most part, I don't know, maybe it's a polyentomy. So my final thought is if that is what you wanna do in your day-to-day behavior, in your day-to-day life, what is the legacy that you're leaving behind of your life? And if you're cool with that, then I'm cool with that. But if you look in the mirror and deep down, you know you could be better and do better, then do it. Amen. Caroline. Wow. I, you know, I just really wanna thank both of you for creating a space for these types of conversations. They are uncomfortable, but I think that they are critical, especially right now. You know, I think that there's a lot of people who unfortunately still tend to be close-minded about these conversations, but I think that if you aren't growing, you're gonna get left behind.

01:07:23And I think that- I think that's part of the reason why people are so uncomfortable right now and they're fighting so hard in these death throes is that they're afraid they're gonna get left behind. So I'm here to tell you right now, I'm not leaving you behind. We're giving you a roadmap. We're reaching out a hand. You're not gonna get left behind. We want you there too. Better together. Absolutely. I'm gonna do my own final thought because this is the first time I think we've actually grown on the table. It's always just been the guest. Start today. I don't care where you're at. I don't care if there's, it's never too late to start growing. It's not like when you're 18, that's who you are. Change. Open your eyes. Have the conversations. Read a book. Go do some research and figure out your own implicit bias. What is it? And what can you do to look yourself in the mirror and go, what can I do to be an anti-racist? What can I do to be more inclusive? And start growing. It's okay. Whatever your past is, it's not a death sentence. Every single person can start today and say, starting right now, look at your watch.

01:08:27Starting right now, I'm gonna change. I'm gonna be better. And it's not a, it doesn't matter what you've done in the past. Progress and perfection. Get better. Start today. And think, it's not about what you can do better. It's not about what you can do better. It's about what can I do better? And if every single person in the world looked in the mirror today and said, what can I do to be a better human? I feel like I'm gonna sing Michael Jackson right now. What's that? I'm gonna sing Michael Jackson right now. I'm gonna do a little man in the mirror. The man in the mirror. Oh yeah. You got it. But that's, I think if anybody starts, because I'm not saying I was the greatest person my whole life. But three years ago, I sat down and said, what can I do to grow and be better? And that's the person that I want to be and I wanna strive to be. It doesn't matter. Just start today. And that's how we're gonna drive change. And let's see it. I gotta say, I believe that Nashville can do it. I definitely believe Nashville can do it. I've seen it in some chefs that I worked with in the past. They've definitely done some out faces, some 180s. And I'm like, good for you.

01:09:27Yeah, hell yeah. Let's do it. All right, guys, ladies. Thank you so much for joining us today. It's been a pleasure. Thank you so much for having me. Thank you. Okay, wow. Thank you so much, Charlotte and to Kelly for joining us. That was a fun, I thought it was a fun conversation. And I learned a lot during that. I think that, I don't know. I don't know more to say. I think that there at the end, I think I said it all for myself and on that note, I will tell you that on March the 27th at Yayay's, they're doing another one of these, changing your culture. So I think it's something that if you need to get tickets, you should go right now to laydomnashville.org and you should get tickets. I know I will be there. So thank you for listening and hopefully we'll see you at a Ben's Friends meeting every Monday at 11 o'clock at the Oak Steakhouse. If you are trying to figure out any kind of substance abuse problem and you work in the restaurant industry, this is your place to be among like-minded people.

01:10:36It's not an AA meeting. It's just a meeting of people that get together that wanna help each other. So it's free and you can Valley Park and they'll comp your ticket and Ben's Friends at the Oak Steakhouse every Monday at 11 a.m. Hope you guys are being safe out there. Love you guys. Bye-bye.