Jean Chatzky

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

But am I going to tell women that they should buy Nvidia as we did for our investing club two years ago and tell men that they should not? No, absolutely not.

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?

I think our responsibility is to level it and it has to come from the employers because if employers don't take a look at our payrolls, don't take a look at how we are treating our employees irrespective of gender, irrespective of race, these gaps are never gonna close. And so we have to get really honest about who's doing what work And how much are they being compensated for it?