So there are some departments that if you go into them, you have to have really thick skin.

And HR is one of them.

And as a lawyer, employment law was also one of those.

So I used to be a big reader of us weekly, like huge. I would read it every

Friday when it came and all this. But you know what? I could stop reading that when I became a lawyer

and my first job as a summer associate, meaning between my first and second years of law school,

I worked at a law firm and did employment law and had to work on briefs, meaning legal documents. And what that's

like when someone brings a lawsuit is someone brings a lawsuit and says this thing happened.

And then both sides do discover it, which means someone's like, show me all the documents,

give me all the documents. So lawyers have to, especially like the lower level lawyers, we have

to read through, or some are associates are not a lawyer, but'd have to read through all these documents. So this case in particular

was one about gender discrimination in the workplace. And I was reading about it. And I started out

and read the complaint. And the complaint talked about that it was pervasive and that there

basically weren't enough rules. And so

there was locker room talk. Well, you know, sometimes in the HR complaint, people may say,

there's locker room talk. And you don't think to ask, what specifically do you mean? That's,

it is important thing to understand. But you got to brace yourself because you're going to hear

the realities of things. And so I was reading through this lawsuit game ready and I had to do all this research. And the locker room talk was some things like morning shows that were degrading to women. And then it was things like using the bitch, you know, men, these men call me bitch. And then it was like they also sent emails. And I'm so I'm going through at this point reading through depositions. And so they're in, I'm reading the deposition and they're like, well, what happened? They sent her own inappropriate emails. The lawyers and this other lawyer. Oh, well, I'm sorry. I have to ask you what that means, you know, generally. Okay. Well, they sent one with an inappropriate picture. Okay, what was that picture? Well, it was a woman giving a job to a horse.

Ew. And I read it and I was like, oh my God, oh my God, oh my God, oh my God. And I'm reading on and I'm like, oh my God. And I'm like reading the next question. They're like, okay, do you have any copies of that email? But thankfully the woman said, no, I don't. I did not. I was like, you wanted to see a picture? No, no, no.

But it is like... of that email, but thankfully the woman said, no, I don't. Okay, good. I was like, you wanted to see a picture?

No, no, no, no. But it is like, there are some, and I just remember reading that and immediately thinking to myself, I can probably cancel my subscription to us weekly. Oh, because the gossip. Because you read this, I mean, you, like you read. And so, and the thing is also as a lawyer when you're working on things, what you have to do is you have to give an example of something. Oh, you have to say. And, you know, as you're, as if you're in court and you're pretending like this isn't a completely uncomfortable thing to say, spell us that and give examples of other things that have happened to compare them with these things. And so you'll be like, well, you know, this case, this person touched someone on the

ass and this and all the terminology. And so you got to know. And so that happens as a lawyer,

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