Do the Change: Episode 5 - Brandon Phillips (Part 2)

Join us for part two of Do the Change with Brandon Phillips, MS, a second-year ergonomics student at UC Berkeley. Tune in to hear about Brandon's journey in the field and his thoughts on the importance of practical experience, creativity, and diversity in ergonomics. His journey includes a summer practicum he discovered through the power of social media, particularly X (formerly Twitter), demonstrating how social media platforms can be instrumental in securing internships and connecting with others in your area of interest.

See full transcript here: https://www.coeh.berkeley.edu/do-change-brandon-phillips

Transcript

TYRA PARRISH: 0:00

Hey, y'all. Welcome to part 2 of our conversation with our amazing speaker on Do the Change podcast. We're going to hop right back into the conversation. Don't forget to subscribe to our YouTube channel, Spotify page, and follow us on Instagram at Do the Change podcast. OK. My last-- I guess, well, it's not my last question. But before I shift topics, this is my last question. But what are your goals postgrad because you're finishing your second year right now? And have you started that job search considering that you said you need to start early? Have you started, I don't know, touching base on that? Or just in general, what are your goals postgrad?

BRANDON PHILLIPS: 0:37

Postgrad, I am still deciding if I'm going to stay for a PhD or not. But if it goes--

TYRA PARRISH: 0:44

But it's Midwest.

BRANDON PHILLIPS: 0:45

Yes.[CHUCKLES] If it goes that route, I'll be reapplying in a few months. If I decide that I'm cool right now, I'll start applying for jobs probably in August. That's what I've heard because you can't really have a company hold the spot too, like, too long. So I was thinking, probably six months out at the max. But I would start to at least search by August of who to probably apply to. But my goal is to either be a EHS specialist or an EHS engineer, and then work my way up to a EHS manager. And then finally, just get to the top. So I just wanted to be the best in my field honestly. I want to make sure everyone is safe, not having problems at work, fixing everything that deals with MSD, toxicology-type stuff, anything that helps out with the whole workers.

TYRA PARRISH: 1:46

OK. Well, I see a director in our future in a couple years. So I'm here for that. So now we are going to do a topic shift. It is now Tea Time with Tyra. I love this segment. I don't have my tea today. But it's OK because it stays here. So the first question is, so as you know, the field of OEHS is not as diverse as it could be even within the Ergo program at Cal. I'll air it out a little bit. There's not that many students of color.[CHUCKLES] I feel like I actually know all the students of color, which is problematic, but that's OK. So I'm just wondering how that lack of representation in the field has impacted you just as a person and just walking in those spaces? And also, what is your input on why do you think that that's happening just in general?

BRANDON PHILLIPS: 2:37

So me personally, when I see a PLC in our whole spaces, it's great because, even being at the school, there are not a lot. So I like seeing it. I think the biggest issue with this thing is most PLCs do not know about it because me personally, I didn't know about ergonomics or EHS until I looked up jobs in biomechanics. Which I didn't know about biomechanics until I met my mentor in undergrad. Which I honestly didn't know about my undergrad, whole major, until I switched over because I was a biology whole major at first, and I switched to kinesiology. So that's how that works. So I think the biggest problem is most people do not know about this. And I think if we start making spaces to talk about this to high schoolers, then it's a higher chance of there being an increase in the future.

TYRA PARRISH: 3:43

Yeah. I think you're spot on with that because it's like, I didn't even know what ergonomics was until I came here.

BRANDON PHILLIPS: 3:49

Exactly.

TYRA PARRISH: 3:50

Yeah. And then I was like, I hope this is really cool. And I even had to tell my sister. She's doing civil engineering right now. And all she talks about is like, oh, I want to choose, I want to make things better. Like there are better ways to make chairs to help people. There are better ways to make things so that people don't experience pain. And then later on, when I found out about ergonomics, I'm like, Jasmine, you want to do ergonomics. You don't want to be a civil engineer, which is cool, but it's like, that's not it for her. So I think you're totally right that if we knew, then it'd be so much easier, spend a lot less time maybe not going the best path. She can move to ergo pretty easily because it's the same-ish field. But yeah, I think you're spot on with that. And I want to follow-up with, are there any barriers outside of lack of knowledge of the field in regards to not being a lot of POC students or underserved students in the field?

BRANDON PHILLIPS: 4:53

I think, honestly, from what I've seen most of the time, if it's not due to not knowing, it's you have to have a college degree to even have an internship. And again, places will take out a degree. But you have to actually show reference that I've actually done this, which usually is internship. So in a long stretch, even having the chance to go to college can be a barrier, honestly.

TYRA PARRISH: 5:24

Yeah. I didn't know that. That's really, I don't want to say it's stupid because I don't want to discredit that. But it's also like a barrier where it's just like there are great people who don't have college degrees. But just because of that, you get blocked from even having that opportunity. OK, so now for my next question. In your opinion, what are some systemic barriers that individuals from underrepresented racial-- well, you talked about this actually, like one systemic barriers, just access to education. So I guess I'll just start with the followup question, which is how can organizations and industries work towards addressing and getting rid of these barriers and promoting greater inclusivity into the field?

BRANDON PHILLIPS: 6:10

OK. So something that's my current company does, which I thought was amazing, not to pat them on back too much. But I was talking about this. They actually have a DIB scholarship specifically for POCs. And they are giving, I think, 10 of the interns this summer a $10,000 scholarship to go back to school after they're done here. So they're clearly addressing the problem of even paying for school, which is a big fee for a whole bunch of people because I actually had a friend at my old school. He wasn't POC, but he had a problem where he got into the program, and he got halfway through. But since he was out of state, out-of-state fees, it was just too much for him. So he had to drop the whole program even though he was halfway done because, again, he was halfway done.

TYRA PARRISH: 7:14

Right. Yeah, that's really cool that your job is doing that because sometimes it's like, even Berkeley was expensive to apply to. And I can't imagine--

BRANDON PHILLIPS: 7:22

Berkeley is very expensive to apply to.

TYRA PARRISH: 7:24

It's very expensive to apply to, get here, and then stay here. Let's be real. The Bay Area is so expensive.

BRANDON PHILLIPS: 7:30

It's expensive, yes.

TYRA PARRISH: 7:31

It's so expensive. So that $10,000 probably, I know it makes a huge difference of, OK, now I can afford to apply to schools. And that just gives people so much freedom with what to do.

BRANDON PHILLIPS: 7:44

Exactly.

TYRA PARRISH: 7:45

Yeah. Shout out to-- I can't say the name, but you know who I'm talking--

BRANDON PHILLIPS: 7:50

Lumentum.

TYRA PARRISH: 7:50

Thank you, Lumentum. Shout out to Lumentum.[CHUCKLES] OK, so last question in this Tea Time. Are there any mentorship programs or professional organizations that you would recommend for young folks in the field who come from diverse backgrounds or any you have heard of or any organizations or groups you're a part of?

BRANDON PHILLIPS: 8:11

Yes. So when I was in biomechanics-- I'm still a biomechanist. But back then, there was this group called Black Biomechanists, and it includes not only biomechanics people but human factors, people which human factors goes with like ergo. So I read about that. As far as in the ergonomics world, and EHS, I haven't heard a lot, but I will say this, as far as mentorships, I'm a big person who's like, the worst they'll say is no. So something I personally do is if I see or if there is a way for me to talk to a POC who's in EHS, who has the same job as me and I see them on LinkedIn, I'm just going to add them, honestly. And then be like, hey, I'm not trying to be weird, but we're both POCs. And I just thought it was great to see you also. So that's why I'm adding you. And then from what I've seen, most of the time, people are nice. I will say this, I actually met someone at Apple who added me on LinkedIn the exact same way. I just was like, hey, I'm not trying to be weird or anything, but I admire you, your job, whatever, and I just would like to know more. So most people will answer and say, thank you for that. And most of them think, hey, you took the extra mile to actually say something to me. So I'll help you out. So my advice is, just ask, say something, and you'll probably hear something back.

TYRA PARRISH: 9:58

Yeah, that's good advice. The worst they can say is no.

BRANDON PHILLIPS: 10:02

That is what's got me a lot honestly.[LAUGHTER]

TYRA PARRISH: 10:05

And it's like, if you don't ask, it's definitely a no.

BRANDON PHILLIPS: 10:08

Exactly.

TYRA PARRISH: 10:10

And it's like, the same amount of time is going to pass by between you sending the message and you're not sending the message.

BRANDON PHILLIPS: 10:15

So the worst they can say is no.

TYRA PARRISH: 10:17

Right. Yeah, that's like a life model. Worst thing they can say is no, and then move on. OK. So we are coming to the end of this amazing conversation with Brandon. So first, I want to thank you for just being here, being open, honest, and also just giving some just straight advice, just cleared.[LAUGHTER] And so before we end, I want to end with some questions about self-care, and then also leave any space if you want to add any closing thoughts or more advice for upcoming leaders, stuff like that. OK. So first question is what is your self-care routine, and what do you do to decompress just after work or whatever?

BRANDON PHILLIPS: 11:01

You've known me for the past year. So you know I rarely get depressed.[LAUGHTER]

TYRA PARRISH: 11:06

I know. Just food for thought. But when I do decompress, I usually hang out with friends or I go for a walk, honestly. If I'm really just stressed out, I like to go for a run. As far as self-care, something that I highly recommend is-- and I know it's hard to do this in college. But I have a strict rule. After 12 o'clock, I don't care. Whatever is due at 12 o'clock, I don't care. Go to sleep. You can do it in the morning. I strongly recommend that because you stay up past 12:00 isn't going to help you out. So that is one piece of advice I will say. After 12 o'clock, do not care.[LAUGHTER] That is so real because I'm the same at-- my marker's a little bit earlier maybe because I know I get a little woozy after 10:00 PM.

10: 11:59

00 PM is my marker, where I'm like-- I'm a morning person. So it's a done deal. If I start getting sleepy, start wobbling, I'm going to bed. But that's hilarious.

After 12: 12:12

00, I don't care.[LAUGHS] Sorry.

BRANDON PHILLIPS: 12:16

And you will wake up, have a clear mind. So as far as quotes, my top one is, "the worst they can say is no." And I strongly live by that because everything I've done, I thought about it, said, you know what, maybe I shouldn't go. Shouldn't but then, as you said, even if you don't do it, time will pass still. So send that message, ask that person, do whatever you have to do.

TYRA PARRISH: 12:49

OK. Well, I again want to thank you for coming onto our podcast. And I want to thank you all for tuning in. And yeah.

BRANDON PHILLIPS: 13:00

You're a great host, Tyra.

TYRA PARRISH: 13:02

Oh, thank you. I appreciate it. All right, guys. So stay tuned.