We are all familiar with Gypsy’s iconic line: “Curtain up, light the lights!” but in order to even get the curtain and the lights securely in place, our industry relies heavily on structural engineering knowledge and that is where entertainment engineers come in to take center stage (heck, in the Majestic’s case, they designed a whole new one, just for us!).  That is why when McLaren Engineering Group approached us to help showcase a couple of their entertainment engineers on an upcoming TV show featuring women in STEM (Science. Technology. Engineering. Mathematics.) careers, we were thrilled to be able to lend our support and use of our venues to the cause. I had the honor of coordinating with the Shubert Facilities, Events, Theatre Operations, and Security departments to host this special opportunity and in late August 2024 a team of us gathered at the James Earl Jones with the McLaren and CBS teams to talk about how entertainment engineers rely on and use STEM knowledge to execute their craft and keep Broadway running smoothly and safely for audiences and show people alike.
 
This Women’s History Month please be sure to catch Ms. Nadia Itani, E.I.T. and Ms. Isabel “Issy” Block of McLaren Engineering Group on CBS’ Mission Unstoppable with Melissa Cosgrove. Brava ladies and we are so grateful for all the theatre magic you bring to our Broadway stages!
 
The full video for this is here:
https://www.linkedin.com/posts/mclaren-division-of-kci_engineering-entertainmentengineering-activity-7299830283086774274-QqEK?utm_source=social_share_send&utm_medium=member_desktop_web&rcm=ACoAAAenzBMBHWuJlq28LyjQFHHWdi1fwXsyAnk

Hi all, you should have received an email regarding creating a MyADP account.  (ADP is Shubert’s payroll company and the secure database for all employee information.) We are requiring this of all staff to give you more access and control over your information. 
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On My.ADP.com, you can:

• View your weekly pay statements
• View your annual statements (W-2s)
• View your work licenses & certifications
• Adjust your email address & phone number
• Adjust your emergency contact information

 

• If you already have a My.ADP.com account:  You’re good to go!

 

• If you don’t already have an account: 

1. On myadp.com, click the Get Started link.
2. Select Find Me.
3. Select the Your Information button and enter your First Name, Last Name, Date of Birth and SSN.
4. Choose to receive a text message to the mobile number we have on file for you OR choose to receive an email to the email address we have on file for you.
5. Enter the verification code sent to the mobile number or email address available on record. You can also enter a new phone number or email address for identity verification.

• If the system is not able to identify you as a Shubert employee, please email [email protected] and request an Emergency Contact Form to fill out.  Once your information is corrected by Payroll, you’ll be able to create an account.

If you read last month’s newsletter, you remember the monthly DEI article was about Intent versus Impact. Now, what do you do after someone has said or done something where the impact is you’re offended. Do you call them in or call them out and what’s the difference? 
Let’s start with what they are.
Calling in is an invitation to a one-on-one or small group conversation to bring attention to an individual or group's harmful words or behavior, including bias, prejudice, microaggressions, and discrimination.

Calling out is bringing public attention to an individual, group, or organization's harmful words or behavior.
So, what does that look like?
Calling-in examples:

• “Can you say a bit more about what you mean by [insert statement, process, or word you want to understand]?” 
• “I appreciate your intent, and I’d like to talk about the impact this has on…” 
• “I can see where you’re coming from, and I don’t want us to…” 
• “Thanks for sharing your perspective on this topic. I want to revisit [insert word or statement] because …” 
• “You mentioned that we’ve been doing this process for a while, and it’s been successful which is great. I also wonder what we can do differently that can further support our diversity efforts? For example…”

Calling-out examples: 

• “I have to pause what’s happening right now because…” 
• “I need to share with you how I’m reacting to what was just shared”
• “As your colleague, it's important for me to name that what was just said is not okay” 
• “We need to unpack this a bit further because this can be very detrimental to…” 
• “I can’t continue to be in this meeting/gathering if we continue discussing [insert topic] this way” 
• “This is the [number of times] you’ve done this and it’s really harming our team dynamics/company culture” 

Whether you are calling in or calling out, this isn’t always done perfectly, and anyone can have a misstep. I still remember when in the middle of a staff meeting, I decided that calling out a friend was the best course of action. SPOILER ALERT: It wasn’t. She felt attacked and purposely misunderstood. I know she did because she emailed me after the meeting to let me know she didn’t appreciate being spoken to like that in front of the whole staff. Now because of our friendship, we were able to sit, speak and see where each other was coming from. Now it’s not always easy to smooth things over when calling out goes wrong. 

Now that instance of calling out didn’t go a planned, but that doesn’t mean there’ s no place for it. There are times when it’s warranted, such as when the behavior has to be stopped immediately for safety reasons, or if you’ve tried time and time again to call this person in.   
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Whether you are calling in or calling out, the importance thing is to bring attention to the behavior that you want stopped. You may not do it perfectly the first few times, but like any muscle, the more you use it, the stronger you’ll become.