Erin Wade

“I would say pick a number that you care about improving that is dynamic and is that employees can make a difference on. Start measuring it and then set a benchmark, you know, like that you'd like to reach and share the success.”

“Like, for me, if someone is going to speak negatively about a former employer, honestly, I mean, I talk about this in the book. I really think job interviewing is, like, so similar to dating in so many ways, and just, like, if you show up to a date and someone…”

“If you just give someone a blank piece of paper, everyone's going to create art that's totally different. If you give people you know, a paint by number, everyone's going to create something that is exactly the same. And I think my goal is actually to be like …”

“I realized that my worst case scenario was basically the life I was already living. So, so what did I have to lose?”

“I wrote about it, and it got picked up by the Washington Post, and it became this, like, viral article. I testified about it in front of the United States EEOC in Washington, and it became adopted as a best practice by them.”

“The person who's really on the ground running something is really the most deeply responsible for the culture, and on all the people who are working Alongside them, right? Like, that's what creates the culture of that organization. I think I wanted to believe …”