EP 119: From Immigrant Beginnings to Culture Strategy — Identity, Human Behavior, and Leadership with Adriana Vaccaro

In this episode of Thriving in Intersectionality, Dr. Lola Adeyemo sits down with Adriana Vaccaro to explore how her leadership has been shaped across identity, culture, and the systems she has navigated over time.

Adriana shares her journey from Bogotá, Colombia, to U.S. corporate spaces and how those early experiences shaped how she learned to communicate, show up, and make sense of the unspoken rules of the workplace.

As her career evolved, so did her perspective—moving from navigating those systems to understanding the human behavior behind them, and eventually to helping organizations think more intentionally about how culture is actually experienced.

Through her story, we explore the intersection of immigrant identity, voice, and visibility, and organizational systems—and how those layers continue to shape the way she leads today.

This conversation offers a closer look at how leadership is not just developed through experience - but shaped by how we interpret and respond to the environments we move through.

What You’ll Hear in This Episode

• How immigrant identity shapes communication, confidence, and workplace navigation
• The transition from observing systems to understanding human behavior within them
• Why doing good work is not always enough to be seen or advanced
• How voice and visibility evolve over the course of a leadership journey
• The gap between stated workplace values and lived employee experience
• Why culture is always being shaped—whether intentionally or not
• What it means to move from adapting to systems to influencing them

About the Guest

Adriana Vaccaro is an entrepreneur and organizational culture strategist, and the Founder and CEO of Culture Redesigned. Originally from Bogotá, Colombia, her work focuses on helping organizations align people, performance, and culture through a deeper understanding of human behavior and workplace systems.

About the Podcast

Thriving in Intersectionality explores how identity, lived experience, and leadership intersect in today’s workplace. Through conversations and reflections, host Dr. Lola Adeyemo uncovers insights, challenges, and leadership lessons that help professionals not just survive in the workplace but truly thrive.

Each episode invites leaders to define intersectionality in their own words and reflect on how their layered identities shape how they navigate, lead, and build impact within organizations.

If this episode resonated with you:

⭐ Check out Dr. Lola’s reflective deep dive on Substack
⭐ Share with a colleague or leader
⭐ Leave a review to help others discover the show

Transcript

SPEAKER_01 0:02

Hello and welcome to the Thriving in Intersectionality Podcast. A podcast that explores the real experiences of professionals navigating the workplace with layered believed identities. I'm your host, Dr. Lola Ademo, the CEO of EQI Mindset and founder of the nonprofit Immigrants Incorporate Inc. I'm also an author, speaker, and a workplace inclusion strategist. I work with organizations to build communities of belonging through strategy, storytelling, and systems change. This podcast amplifies the voices of professionals from intersectional backgrounds, immigrants, ethnic minorities, first-gen professionals, veterans, working parents, individuals with disabilities, and so many more. Through solo reflections and guest conversations, we will uncover the eating challenges, celebrate the wins, and offer insights to help you thrive, not just survive in the corporate world. Because in today's global workforce, belonging isn't just a bonus, it's the catalyst for real growth and impact. Let's dive in. I came into that word a while back, and I had to remind myself that not everybody is as familiar with the word, and so it's always important to set the stage with that. What is intersectionality? Intersectionality is a framework, and I came through this through the work of Kimberly Crenshaw, and I love that she defined it using the word framework because it's a lens, it's a language that helps us perceive things. It recognizes our multiple aspects of identity, such as gender, race, ethnicity, immigration class, uh status, and class, among so many other categories, how all of these things overlap and interact, and they create unique experiences of privilege or discrimination that you can't understand by examining just a single one of these factors in isolation. This framework helps us explore leadership, not just as skills and strategies, but as something that is deeply shaped by our identity and lived experiences and also gives us context. And so I love to bring guests that bring a whole range of intersections and then we talk through how they've seen this show up in their leadership styles. So my guest today is Adriana. Hi, Adriana Baccaro. Hi. Hi, Dr. Lola. Thank you for having me. Of course, thank you for being here. I'm excited to jump in, but first I would like to give my audience a little bit about you, and of course, they can find your full bio in the show not at the end of the conversation. But just a little bit about who Adriana is. Adriana Bacaro is an award-winning entrepreneur, organizational culture strategist, and a best-selling author dedicated to transforming the way we work by centering people, purpose, and performance. She's originally from Bogota, Colombia, and her personal journey reflects resilience, vision, and a deep commitment to building workplaces where humanity and strategy coexist. She has over 15 years of experience across human resources, organizational development and process improvement, and helps organizations align people practices with business goals. Our work bridges behavioral science, data, and culture change, guiding leaders through complex transformations that elevate trust, collaboration, and inclusion. Adriana is the founder and CEO of Culture Redesigned, a consulting firm that partners with mission-driven organizations to build cultures of belonging and innovation. And I'm excited to jump into our background and maybe a little bit about our work, because I can already tell our work sort of intersects with what I do. And uh, but I want to go backward first and learn to know a little bit more about you, Adriana. Thanks for being here today.

SPEAKER_00 4:46

Thank you for having me. And I I love um the I love to start with my intersectionality and my way of identifying myself. Um, like you said, I'm a woman, I'm an immigrant, I'm an entrepreneur, I'm a mother, and I feel like each part of my identity gives me a different lens and a different experience. It also gives me a sense of power and privilege in so many ways. Um, but it in a way, it also gives me a way of um connecting with others because I do understand how one part of your identity might affect drastically some parts of your life. Um, in my example, being an immigrant and being a woman of color, starting a business in Massachusetts, it has some challenges, of course. Um, but it also allows me to not compare my journey to someone else's journey if we don't have the same identity. It's a completely different journey.

SPEAKER_01 5:52

Yeah, absolutely. I I I had to remind myself that too a lot of times, because I remember writing my book and doing book launch and just thinking of the communities that some of my uh friends that were writing at the same time that just had their plugged-in community to do their book campaign. And that was my first realization like, oh my gosh, even though we're at this phase of life together, we don't have the same experiences backing us up. And absolutely.

SPEAKER_00 6:22

Yes. Um, we you mentioned book launch, and I I relate to that comment because I I wrote my book with a cohort as well, and I could see how their experience getting book ambassadors and getting, you know, a ton of people to buy 10 copies of their book was it looked in uh in a way to me that like, oh my gosh, how I did, how are they doing all of this? But I look at my I have three sons, and my oldest is 18, and I know if in 10 years he decides to write a book, he went to school here, he's gonna go to college here, he's it's gonna look completely different. So I have to give myself grace and understand that is my journey, is the journey of an immigrant. Um, but it doesn't mean it's better or worse, it's just different.

SPEAKER_01 7:11

It's just different, exactly, and that's it. So um is there any other uh when you think of intersectionality, is there anything else you want to add to that as far as any of your identity categories that have shaped your leadership journey?

SPEAKER_00 7:26

Um, I think um as a Latina, that there is something I've learned in terms of developing my own leadership style. Um, and it's almost it involves unlearning. In our culture, we tend to be really uh collectivist. Like if in the in the workplace, you're you do your work and people are supposed to notice and they're supposed to help you elevate yourself. And I think when I started my corporate career in the US, I was kind of like following that cultural, what I knew, right? I just have to keep my head down, do my job. If the quality of my job is good, if my the quality of my work is good, I will see those promotions and the races and whatever else. And I have learned that in the US it's a little more individualistic. So I have had to learn to use my voice and say, I should be considered, or what do I need to do here to get that race? Uh, that is not culturally acceptable in other countries. So I uh when I meet someone with similar identity, I I try to share that here we need to learn to do that, which is yeah, you know, it probably wasn't accepted in our home or workplace back home, but it is the norm here.

SPEAKER_01 8:48

It is here, yeah, absolutely. And and uh I'm from Nigeria, and I I told somebody that it took me a while to realize that part of why we also didn't need to celebrate ourselves was because back home our communities will celebrate us, yes, right? Your neighbors, your church, your community. You didn't need to celebrate yourself. You keep quiet, you do your work, and people will lift yes, absolutely. Yes. So now we are coming to this new space where nobody really knows you, and I think a lot of times the culture is very different. Everybody is trying to promote themselves, so we have to understand that.

SPEAKER_00 9:29

And it feels a certain way when you're not used to it. And I I think if you want, if you when we all need to develop and some when something is unfamiliar, as long as we are aligned with our values, we can develop that skill as well. So is it is it easy to talk about ourselves? No, but can we learn? Absolutely. Should we learn? Yes, yes, yeah.

SPEAKER_01 9:55

So I I didn't get into LinkedIn and posting about the things I'm doing until I became an entrepreneur. I remember the very first time I posted on LinkedIn, I was so nervous. And then, you know, fast forward a couple of years, somebody made a comment saying, Um, oh, and you know, you do a good job, you're so good at promoting yourself. And I remembered feeling so triggered. Like, that sounds like like you're calling me out, like I did something bad. And the person was giving me a compliment, but it felt so awkward, like, oh my gosh, you know, somebody thinks I'm good at promoting myself.

SPEAKER_00 10:30

That feels wrong. Yes, yes. Oh, I relate 100% to that comment too.

SPEAKER_01 10:37

Yeah, all right, Adriana, let's uh get to know about your journey a little bit. Um, I, you know, I shared a little bit about what you do, but could you walk us back through your career path and maybe you want to highlight some of the key milestones on your journey that led to where you had today?

SPEAKER_00 10:54

Thank you. Yes, so I started my career in human resources back in Colombia, and when I moved to Massachusetts, I came to, I wanted to do my MBA, I wanted to learn English, and while the plan wasn't to stay here, um, you know, things changed. And I ended up having to like pivot my my career, and I the the first job I found was actually at a cell phone store. Um, I had to, you know, sell cell phones. That was my my very first job. And I I always like to share that story because even though it wasn't in human resources, it wasn't doing what I love, I seized that opportunity. I I really gave it my best, and I was grateful for having it. And then one particular day, a gentleman came to buy a phone. I was in charge of helping people that spoke Spanish, um, and he didn't, but there was a long line on you know the side that spoke English. So I said, you know, I can help you. I'm not completely fluent, but I'm happy to help you if you want me to. And then he said, Yes, he bought like five lines, which it was a big sell day for me, but more importantly, he liked the way I helped him. And he said, I I have a company and I'm looking for bilingual recruiters. Would you be interested? I could not believe it. And that transaction led me back to my HR journey that I really was passionate about. Um, and it was just fascinating. So everything that is amazing, yeah. Yes. Um, and I think even that level of gratitude when you have a job and you do your best, even if it's not the thing you love to do, other opportunities will show up. So I will always be grateful for that gentleman that gave me a chance to go back into HR. And then from there, I stayed with that company for a few years, and then I went to a drug testing laboratory. And that's at the laboratory, that was my that's the place where my career really evolved and mature because I started um handling the HR function, but the president allowed me to learn other areas of the organization. So I I had my own PL plan. I started opening uh territories. I went to um, you know, DC and Maryland and um Chicago and Maine. So I started traveling and really developing um myself as a leader. Um and it was it was a very interesting combination of putting in place what I knew while simultaneously learning everything I didn't know, all the compliance I didn't know, all the financial background that I didn't have, all the um it was a clinical laboratory, so I had to learn how to communicate with insurance companies and hospitals. So I think that position really gave me a level of maturity and many other capabilities that I initially I didn't have. Um, and I will always be grateful for that gentleman, that CEO, that said, you know, even though it's not your expertise, why don't you go and open a territory? Why don't you go and negotiate rates with Blue Cross Blue Shields? So he really allowed me to explore possibilities. Um, and I think that level of trust is what allows an individual to develop potential that sometimes we don't even know we have until someone else sees that in us.

SPEAKER_01 14:38

Yeah, absolutely. I mean, thankful for people that take the time to notice other people, right? To notice and invest and sponsor people. Uh, because I was just having the conversation about that. That, well, not every manager is has the skill to be a good coach and mentor and sponsor. But when we do find one or two people that see us, they see us, which is why they take that chance, right? Yeah, because sometimes as an immigrant, it's very we don't see ourselves the way other people see us, and we're just working hard. And sometimes you work hard and you get stuck, but it takes one person seeing you and offering the next level of opportunity.

SPEAKER_00 15:19

And I I love to say, as we get to a level of maturity, we can be that person to someone else.

SPEAKER_01 15:27

Yes, yes, absolutely. Yeah, we we have to keep doing that as we're moving along because we're not gonna stop learning, we're not gonna stop like reaching for the next level, but there are other people um that can already learn so much from our journey as well. Thank you. All right, so uh maybe talk a little bit about the work that you do now before I I sort of ask about that layer of and maybe the layer is part of it. How do you think um some of that's your identity background and who you are, how do you think it's shaped the choices that you have made in your in your career so far?

SPEAKER_00 16:04

Um, I think is there is always uh a moment when you realize that what was one day a limitation can become a strength. And I do think in my work, in my line of work, or at least when I'm connecting two groups um that are diverse and every person might have a different background. Maybe we don't need to have boxes that we check to have in common with someone, but I think the skill of understanding their perspective and how we can both experience the same situation, but our reality might be completely different depending on our identity. I think that knowledge or that ability to understand and stop sort of like generalizing judgments, um, that curiosity to understand why someone is behaving in a particular way in the workplace, um, I think that skill is something that I love to bring to workplaces because it's not um, you know, it's not emotionally, emotionally driven, or maybe it's not being led by drama, it's really being led by data. We all have different components that determine who we are. And if we understand how psychologically that can affect a person, or even how our reactions are perceived by everyone else, I think that changes the quality of the workplace.

SPEAKER_01 17:39

Yeah, absolutely. So maybe that's feeding into cultural redesign. Is that what your Yeah?

SPEAKER_00 17:46

So what I do, what I do with cultural redesign, we have an assessment, so we help organizations evolve their cultural maturity level. Um, so we talk about um capability, competence, and capacity, and we explain that for a manager to be functioning or a people leader to be functioning at a high level is not only knowing the competence or having the capability to do something, but it's also about having the capacity to do it. So emotional capacity, physical capacity, the the um appropriate language, and the ability to connect. Um, I don't know if you've ever experienced the leaders that talk about feedback or emotional intelligence, but they don't know how to give feedback or practice emotional intelligence. So, all these concepts, sometimes people have the notion, but they don't know what that looks like in practice. And they also don't know how to personalize it because if I'm giving feedback, it might look very different than if you're giving feedback. And we maybe we both can do it professionally, but it it definitely looks different until you start putting in the reps and developing that muscle of how to give feedback. And that's that's really what I do. We have identified different capabilities that are um vital for people leaders, and then we support them on developing those capabilities in a way that feels good to them.

SPEAKER_01 19:19

Yeah, no, I I definitely can see how your own experience can uh can shape this, but I want to learn more about that. How did you move from being you know a leader within an organization to starting this? What what part of what caused that shift? What initiated it?

SPEAKER_00 19:37

Yes, thank you for that question. I I love to share that part. I think when you work in human resources, um, or even you know, as a as a business owner, a lot of things are nice to have. And culture becomes one of those that are like, oh, that would be nice to work on culture, but it's usually never urgent, right? Like compliance is urgent, benefits are urgent, uh open enrollment is urgent, um pay rates are urgent, races, people you need to fire and hire, all of that is is usually a priority. And then culture becomes something that you will do later. And after being in that HR role for years, I realized, you know, I want to be the resource for people and businesses that really care about culture, but don't have the bandwidth to work on it. And that's how I decided to start my business, and then that evolved into a long data collection process and research project until we were able to validate the capabilities we work on today and really kind of like put together the solutions we offer companies, whether they have um, you know, a team of three or a team of 3,000. Um, the solution is different, but we have identified what is critical at different stages in a business. Um, so that's how I got started. I I wanted to be the person I couldn't be when I was working internally.

SPEAKER_01 21:06

And I I you know, I think talking about culture, I think um that's one of those things where it's not a priority, you are not working on it, but it's being shaped. Yes, so it's happening, it's it exists, it exists, yes, it it exists.

SPEAKER_00 21:24

Yes, it's it's shaping to be however you want. Yeah, exactly. So I think one of those lessons that I learned with culture is you can have the best language on the website, and you can have the values on the walls, and you can have with all your poetry everywhere. But if you don't have what I call the plumbing, right? Like the systems that lead to the to delivering those values, um, employees don't experience what you have on the wall. The reality becomes very different than what you are projecting. So, yes, I You said something great about culture, you might as well be intentional. Because if you're not intentional, it doesn't mean, oh, we're it's gonna default to the poster. Absolutely not. It's gonna default to the behaviors you tolerate. So, yes, I think is I always tell people if you think culture is not important, look at your employee retention, you look at your employee engagement, look at your internal promotions. That is culture as well.

SPEAKER_01 22:26

That is culture, yeah. Absolutely. Thank you for sharing that. And I, you know, for those listening, I already know Adriana and I are going to have a whole deep dive conversation on the work she does because I can see that overlap. And I would love to really get into that with what I'm seeing in my B2B work, uh, with companies trying to build communities for minorities, and you know, just to the challenge with trying to get them to come up and look at the big picture, you know. Oh, I love that. Yes, for these, you know, they bring you in to do these about ERGs, and I'm like, this is a sign of something else you need to do.

SPEAKER_00 23:06

Oh, I I love that. Thank you for doing that work. You know, I I feel like a lot of times we end up being put in this box. Um, and there I remember when I when my book first came out, someone said, Well, do you want to be the first uh Latina with a book that reached whatever level best-selling in Amazon? And I was looking at the question and thinking, I I want to be a best-selling author, regardless of who I am, right? Like I just want to be in that category. Um I don't want another smaller category made just for me. Um, I want to be part of the the grown-up category. Yes, don't make another category just for me.

SPEAKER_01 23:59

Yes, yeah, exactly. Yeah, and and you know, the first, the first, I think the most important thing about being highlighted for the first is something that we talked about, is is that opening the door for other people to see that it's possible. Right, right, right. So that's the way because I also struggle with all the the first person doing this, the first person doing that, and I'm like, what is the value in that? Um, but I think uh the intent, the intent behind that is if we embrace that, maybe you will feel a little less awkward.

SPEAKER_00 24:34

Yes, I think I think it I think it's almost like uh a coin, right? You have to look at both sides. So, yes, we want to be um an example for the upcoming generations, of course, and it is it possible, yes. And also we can be part of the general category as well. Um I I think um sometimes, like with this, all the you know, all the groups and all the uh all the we the mother, working mothers and you know, all the subgroups, and then I think it's okay to find identity and connection, but in terms of, for example, business development, most of my clients are not from any of those groups. So if I want to develop my business, I also have to show up in rooms where I'm the only person that looks and sounds like me, and that's okay. So you need to sort of develop that courage. Otherwise, every time I show up to the like the you know, Latina businesswoman, I am very comfortable there. Right. But guess what? I also need to develop that comfort in a group where I'm the still the only one, so that other people will start showing up there.

SPEAKER_01 25:50

Yeah, absolutely. All right. So um as we kind of move towards the end and the final part of our conversation, um, I want to ask a little bit more of advice based on your own journey for anyone that is listening. Uh so drawing from your experience um and your own life story and journey, what advice and guidance will you offer to leaders? First, maybe we'll do it in two parts. First, leaders who are within organizations and are trying to, you know, they have good intent. Yes. And they are trying to, you know, whether they're part of a minority group or not, they're trying to really make an impact for their employees. What advice will you give them? And then the second side of that will be for anyone that can relate with you, you know, maybe he's from the same country, maybe he's an immigrant or a mom or HR, right? And they are also trying to figure out their career now. What are some of the things you would tell them that they should do in order to advance their career?

SPEAKER_00 26:47

Thank you. Thank you for those two questions because they're thoughtful. And I want to start with the second part. And uh, anyone, maybe a mom or an immigrant, um, I will say my advice will be don't let someone else put limitations on your future. Because I think um I was in rooms where maybe with a good intention, I remember someone that told me once, well, you you're a working mother, and like you you just can't apply for that job. Like you need to, I remember he said you need to relax, maybe go take a yoga class. And I know he meant he came from a good place, but I I want to say to anyone listening, don't let someone else tell you what your limitations are. If you think you want to do more and you're capable of more, um, even if you're not ready for more, start developing yourself so that you can get there. So believe your inner voice and not the good intended, you know, thoughts of someone else that doesn't know your potential. Yeah, absolutely. Thank you for that. And then in the workplace, like the second part, I will say to leaders, and it's all it's almost like the same advice, only to for different people. Um, I think we tend to believe that we know what someone else needs. So when we are when we are leading a team or when we are developing others, I think we should think more about asking questions and listening to see what what they really want. Because maybe I want someone to become a great salesperson, but they're not interested in sales. So instead of letting our own assumptions about an individual guide their developmental journey, we should ask we should be curious. And instead of letting our own biases dictate, oh, um, this is what's best for that person, we should ask questions and we we can practice curiosity and let the other person kind of like guide that journey so that it can be really a collaboration.

SPEAKER_01 29:03

Yeah, yeah, and and the result is often way better than either of us could have individually planned, right? Right. Yes. Because yeah, you know, you bring an experienced lens, and then this person also brings their lived realities and and their own dreams and personal goals. Right. And so working together is definitely going to be a good outcome. You know, there are leaders um talking about you know HR talent development that will talk about, oh, we offer 20 things, you know, we do this at the organization. Why do the employees still complain? Yes, you know, sometimes you can do 20 of the wrong things or the things that are not right to your people, right? Are you listening? Are you listening to them uh to find out the one thing you might be able to do differently that will go a long way than doing 20 things that nobody cares about? Exactly. Yes. All right, well, thank you so much for that. Um, I love hearing about your story, your journey, and your your insights. I anything before I I have a final question that I like to use to wrap up, but before I go to that, anything you want to share with my audience, maybe about your work or about what you are doing now?

SPEAKER_00 30:17

Uh yes, I would love to share um the fact that I I my my story when I share it, it makes me vulnerable. And initially I wasn't sort of comfortable, but I have found a lot of strength in that vulnerability. Um, and I did not expect that. So for any person um kind of like feeling a little vulnerable about their upbringing or their journey, I want to share that once you lean into who you are, there is a magical strength that you will find on the other side of vulnerability. Um, so lean into it.

SPEAKER_01 30:59

Thank you. That is so beautiful. I yeah, that's such a great place to learn this because you're right. Our stories are powerful, and you you look you won't realize until you start how much you get strength from it. Thank you, Adriana. My pleasure. Thank you for having me and for creating this type of space. I love it, and I I I love especially because most of my guests are not people that I know personally, and you know, I know the the level where you are now, the things you're doing, and I love to just help people humanize some of these experiences and and hopefully inspire somebody else to take that old step as well on their career. So thank you for sharing. All right, um, so my final question is a fun one, and it's about food. Okay. If you were to share a dish from your home, your culture, your family, with your co-workers, what would you pick and why?

SPEAKER_00 32:00

I will bring empanadas and I'm gonna tell you why. Even though I um um I don't I'm not good at making them, so they will be bought at a Colombian restaurant. Um, I like that you can take little bites and talk. So it's a it's a great food to be shared while having conversation, like you're not so engaged in your full meal that you cannot have a conversation. And two, I think I think I like the fact that there is crunchiness outside, but softness inside, just like humans. Um, so I I usually like to see when we're when I'm doing coaching, I I like to talk about what's inside. Not only what we're projecting and how we want to be perceived, but let's talk about what's inside. And that's kind of like if we look at an empanada, the whole like thing is what's inside. Is it sweet? Is it chicken? Is it saucy? Like what's inside?

SPEAKER_01 33:00

Oh my gosh, I love that. I love listening to how people respond to this question and then tying it back to what you just shared. We are all these physical layers of what you see, but you don't really know what's inside until you spend time. You take a bite, you take another bite. Um, and that's really the goal of human connection and culture and everything you talked about is you know, you can't please 100 employees the exact same way, right? But when you take a moment to know people, to listen, when people know you care, um, we're always able to find connection with each other, even even when you work with this. So, thank you so much for sharing that. Now I'm gonna I'm not going to look at empanadas the same way again. Nice. Thank you on the outside was tweeted. It's such a good food to explain that concept. Thank you for sharing that, Adriana. It was so lovely to meet you. Thank you so much for having me. Thank you everyone for listening today. Thank you for joining us. Please don't forget to rate and review the episodes. We have the videos on YouTube, but we also have the audios on um Spotify, Amazon Audible. Please review and share with your colleagues, your boss, anyone that needs to uh be aware of some of these conversations. Uh until next time, it's been Thriving in Intersectionality. Thank you. Thank you for being part of today's conversation on thriving in intersectionality. If you're an HR or DEI leader and you need employee resource group or business resource group resources, let's connect and LinkedIn and help organizations build inclusive cultures through inclusive workplace communities, strategy, and storytelling. Immigrants and first-gen professionals, join our free community at www.immigrantsincorporate.org for career support, networking, and resources in community with peers who understand your journey. Tag our podcast page on LinkedIn or connect with me directly to continue the conversation. Please don't forget to rate and review to help others discover these discussions. Keep thriving in your intersections. Your story matters. I'm Dr. Lola Adyemo, and this has been Thriving in Intersectionality Podcast.