I Tommy Tucker talking about the Donald Sterling thing that on a more micro level a few illnesses you know -- NBA basketball but when it comes to bad behavior by the boss and -- work in for a man or woman that is either racist or bigoted. They're not bigoted toward you. Or your fellow workers and -- say these offensive things audience separate dad and and they doing anything wrong and replace Roy -- guests for coach author of the Wall Street professional survival good guide. Success secrets of a career coach Roy I don't know if I'm explaining it well but I think you get where I'm going on right. A morning tell me tell me how prevalent diseases in the work place. Which you know I think. Managers sometimes are just not -- to be good managers. And we have to be very careful that we don't jump to conclusions. About behavior that may at first appear to be by mr. bigoted. Or hateful so my my purse piece of advice so it -- don't jump to conclusions. And if you. Believe that you could be either bias or bigoted war. -- have some other you know law. Have you heard it yourself or is it hearsay. My my belief is that everyone deserves the benefit of the doubt on injured pitcher bots are racist -- actually an intention. Or issue you Ortiz simply accurate and possibly open to change so we got to the open that as well because -- -- now. Our bosses to change that we may be just as. As extremists there hour. And you know sometimes people make comments inadvertently there an intentional. And without malice. They may still be there Saturday. So is you know don't Shirley case sounds like you to die you'll -- cents. And let me what we eat better exercise good judgment just because there -- boxes may not always exercise good judgment isn't always need to. Make sure that we don't. Stoop to that level. Can you be -- raises but not -- -- discriminate against some money because I mean at some point you're entitled to your own views however flawed. They may be but if you. You know again you still get everybody their promotions evaluating everybody fairly in there weren't any example I gave earlier -- would -- trafficking and you -- -- my answer when we get your answer when we come back. Yet to African Americans working in a place of the white boss. And one of them has is a military Brad been all over the place it really is without accent. The other one has grown up in in an -- inner city is as Smart and as talented as anybody else. But they have a little a little bit of an accident just like we -- New Orleans -- So as soon as the person with the accident leaves the room the white bosses of the other African American worker man. Bill's right out and get -- name and then. The worker bee is terribly offended by that the the military person but. Nobody's being discriminated against that they guidance from the inner city still getting his promotions he's still. Moving up the corporate -- treated very fairly gets a lot of perks and the person that is in there with. With the boss of the time lady she gets the same things are I'm just wondering how it could be repugnant but yet not manifest itself in -- workplace and what happens then. Roy -- I guess -- will talk to him some moral we come back your phone calls is well 723 now -- crap. Harold Robinson I Tommy Tucker talking about the Donald Sterling saying in the -- vis a vis the everyday workplace so I gave the example before the commercial break Roy Cohen who is there again by the way and a career coach author of the Wall Street professional survival guide success secrets of a career coach yeah. And the boss a white boss makes a racial comment and for about. Employee eight after employee leaves the room. It's -- employee B who is of the same race. But neither one are being discriminated against their money for the most part loves working there because these things are said in private and they get their raises or bonuses -- a great working environment it's -- Well you know if -- -- greater work department sometimes the captain held homage. This tape with good intentions and the thought maybe take care of his employs. On but the fact is that there is still. I hit some tolerance for discrimination. And that could create stress that really is just an express so it's an employee -- Then it may be that the environment is one that fosters intolerance and just bad feelings and that's not. And it that is that is the definition of -- -- so that aren't. You know the other thing I think of is that. You know I always use the standard of if it's fun you hate to be there if it's supposed to be fun and enjoyable. If they pay you to be there its work and it's not going to be Disney land designed to be the golf course or whatever years sailboat whatever you like to do for recreation. So in terms of management where where do you cross the line there and -- or what how enjoyable is that supposed to be at work is ultimately you'll are at work right. Well work should be about getting worked on it shouldn't be about individuals feeling better that there our. And and that's what -- process over. If comments terminated about individuals -- categories. Of individuals. That it crosses over to. Either ignorance or intentional. Appliance. But -- error can have an employee of valuations leave race out of this. -- do you have an employee of valuation. And say it's not personal it's as personal as it gets on somebody's Sony only you know you really blew that sales call you really need to do that if you wanna do this and and then the you know they they use the iron fist in the in a velvet glove approach of hinting that you might not have a job anymore and anything about your family and I know sometimes to me is to draw the line -- between if year at picking on somebody and because of their racer may have just taken on him as an employee York. Or maybe just you know using veiled threats that would make -- an unpleasant workplace I guess what I'm saying where do you draw the line between. Will you what makes an unpleasant and for whom and and where does it become wrong. Well you know one thing to do is to kind of check with the other other -- you're your peers and get a sense from them as to whether -- war. Killings are valid. And so everybody is saying that the boss is. Is unreasonable. And is subjecting employer is too. Intolerant behavior. That you know and it's not just you and it may in fact -- have bought suitors. Creating a hostile work in. -- -- get a couple -- tell me when a hostile work environment would be -- will would be. A boss that's mistreating employees. Well -- year. If you criticize the true or not not because of the work -- -- but because of who you are at an individual either because of your race or gender. Your the way you speak your religious beliefs. That that hostile work environment. If you work it's fine and your criticized. Or set even suggests it's -- -- war in our. If it's unwarranted. It's a hostile work environment. I appreciate your time -- really deal we get to talk to you again. It's my pleasure and maybe next time we'll talk about what you do these sorts of your -- -- so these sorts of idiot the time we can do when we come back. Yeah -- to. -- absolutely let's talk about solutions -- owner guest career coach author of the Wall Street professionals survival guide success secrets of a career coach. I was under the impression he had to go but no we'd love to have you stay around Roy and take some phone calls to a -- six one point seven until free. 86 exit 89087. Right now time for -- WL first news. For that we go to David what I -- thank you David Blake talk and Roy Cohen who is our career coach author of the Wall Street professionals survival guide. Success secrets of a career coach bid before we get back to the solutions were talking about a little bit about the book right. Well well I area. At the good fortune for many many years to. Service has the former coach Byrd Goldman Sachs one of the world's leading investment banks and in that capacity at work with that folks in the brighter world functions in many levels and I just felt that it at some point I wanted to share some of the knowledge and -- or however many years that are working with for folks in the firm's. It's about what we do our job search also -- managing like work. When you're in a situation like the one that. What we're talking about -- -- On the job discrimination. So what happens then if you had. An employee era supervisor whose boats indiscriminate -- as discriminatory things. But his or her actions don't match up to those. Well you know again don't jump to conclusions. It may make sense -- In the non controversial. Or not that adversarial it's just -- ball. And don't don't do it away and it says you know look I'm gonna I'm gonna tell on you. I think they say you know and you make comments like they're realizing its -- sitting for the following reasons. -- a year year that we trying to have a discussion with your costs so that you can inform elevate that just because your pots -- year. I'm MA has that responsibility. That doesn't mean that there are Smart about everything. So. I might as a first step in its if you believed that those comments may be sent out of ignorance. And they may not be intentional. Then it may it may be worse having a conversation with your -- so that your you understand how -- comments make you feel. -- Roy. The practical you work for a guy. Or a woman that is bigoted racist and maybe they see maybe Europe color and they see other people of color differently than you but. It's gotten on the do is you you're getting your raises your promotions you're treated like a a king or queen common -- like -- plays along as you get to work done. On do you think the average person would then take it upon themselves to try to to talk to this manner this woman their superior about. I guess -- maybe I'm cynical but I just don't see an upside to this not -- where you do nothing but screw your situation at work. Well you know it is possible it if your -- is well liked or a big revenue generator. You know companies are up and I'm willing to overlook there indiscretions. On the other hand -- the company at a certain size they virtually employ it. Then it's more than likely there are rules in place that that those companies. Need to follow. We're guarding people are treated. So whether your -- it is saying it intentionally or unintentionally. On here you may still be. Needing to follow those rules. So the next step is to say okay. Maybe there's nature partner richer person. Sure I speak to that individual to get their feedback there and -- on how to deal with the situation. To be assured though is that the conversation I have with the age or will be handled confidentially because they get back to my thoughts that -- been. Telling on her or chilling on. My thought they react to carry poorly -- got to be really careful about. Having that conversational nature are another possibility is to reach out to -- manager the respect in the organization. Aren't -- reasons you know look when I bought. -- the following stop and they are number that's that feel that way. You know we're really concerned that that made the that you may be I discriminating against those what do you think how should we deal with its. Talk your peers see that your feelings in your treatment are validated. But by other -- -- -- being treated the same way. On if you're if you're African American and your college or white and he's he treats everybody the same. Then it -- that these that it actually. You think it's you being singled out. For discrimination because he talked to everybody. In a horrible way regardless just as in theory. But it got a much bigger situation that's really not about why it's about. Being just that -- manager Roy now. We analytical im sorry we're on its way to do -- comeback okay. Listen thank so much -- -- -- and that's tough -- -- I appreciate -- time -- and career coach and author of the Wall Street professional survival guide.