God's son

[God's son @sirgregorym]

@aime_mwizaa Motho wa modimo

[God's son @sirgregorym]

@YUNGJIZZY19 Aging like milk

[God's son @sirgregorym]

@HermaineM Number of years spent In a barrel. 2yrs,4yrs and 10yrs

[God's son @sirgregorym]

you sound better when you are quiet

[Tessy ♥️🕊️ @Tess_ogar]

🤭🤔

[Wisdom Notes @WisdomNotess]

20 TINY HABITS THAT WILL CHANGE YOUR LIFE IN 6 MONTHS:

(Bookmark This!)

[God's son @sirgregorym]

R1000

[God's son @sirgregorym]

Doubleup

[Luhle @Luhlelo22]

Tell me you are South African without telling me 🥱😀

[God's son @sirgregorym]

@Pearlyi_n_

[ElevateYourMind @leantolearn]

10 Boundaries That Will Save Your Life :

Thread 🧵

[God's son @sirgregorym]

@Markosonke1 @MDNnewss We as Tax payers are still paying for the loan 😔

[God's son @sirgregorym]

ProKid

[God's son @sirgregorym]

Do you remember when you joined X? I do! #MyXAnniversary

[Sizwe Mpofu-Walsh @SizweMpofuWalsh]

Dr Pali Lehohla on the creation of wealth in SA…

[God's son @sirgregorym]

🙏

[7 Hertz @7hzXperience]

Please share your favorite Soulful House track(s). Let's build a spiritual playlist that feeds your soul.

❤️🏡🎶

[Sizwe SikaMusi @SizweLo]

Let’s talk about how some people in the workplace benefit from unspoken privileges that others can’t access and then see if you can identify exactly who the privileged ones are.

To be clear, the perks mentioned below aren’t found in HR manuals. They’re not discussed in team meetings or inclusion workshops. But they’re reinforced daily—quietly, consistently—through double standards and selective flexibility.

Does someone need to fetch their child from school? No problem—they're offered flexible hours. Another person asks for the same accommodation and hears, “Can’t someone else handle that?”

One employee lives far away and gets to work remotely a few days a week or start later and leave earlier to avoid traffic. Another, with a longer commute, is told to be punctual—no exceptions.

Some staff bring pets to work, decorate their desks freely, dress casually, and laugh loudly. Others are reminded to “be professional” and to “tone it down.”

One group casually extends “casual Friday” into the whole week, showing up in sneakers and jeans. They get called “easygoing” or “cool.” Another group tries the same and is met with raised eyebrows or quiet disapproval.

Other employees can try to wear their hair naturally or express themselves through cultural dress—but it gets labelled “too much for the office” or seen as unprofessional. Those same employees often find themselves left out of client-facing roles.

In some teams, people can blast music, crack edgy jokes, and use colourful language and it’s “part of the vibe.” Others in the same office are told they’re too loud, too blunt, or too intense. When they show frustration, HR tends to stay silent or step in—just not in their favour.

One set of employees gets quietly mentored into leadership. They’re offered stretch assignments, invited into senior rooms, or asked to grab drinks with executives. Others must repeatedly ask for guidance, only to be told they’re “not quite ready.” Their potential is treated like a theory, not a fact.

A candidate with a light CV but a great sense of humour gets hired because they “clicked with the team.” Another, with solid credentials, doesn’t get the role because they didn’t “feel like the right fit”—a phrase often used when people feel discomfort with difference.

One employee misses a deadline, and the team rallies: “We’ve all been there.” Another slips up once and is placed under performance review or labelled as unreliable.

And here’s a quieter truth: in some workplaces, certain employees can subtly reject leadership they don’t like or relate to. They can challenge authority without consequences—especially when they don’t “see themselves” in that authority figure.

These aren’t random occurrences. They form a pattern. A system. A silent code masquerading as workplace culture.

Here’s the thing: None of this happens by accident. These norms have evolved over time—often built around narrow ideas of professionalism, leadership, and belonging. Those who don’t match the mould are expected to adapt—or disappear.

These privileges don’t show up in policy documents. They won’t be in the onboarding pack. That’s what makes them powerful. They live in silences, in HR euphemisms about who is trustworthy, promotable, or a “team player.”

This isn’t about pets or jeans or playlists. It’s about who gets to show up fully human—messy, complex, cared for—and who gets reduced to a mere labourer. This is not about a few biased individuals. It’s about a system doing exactly what it was designed to do.

[7 Hertz @7hzXperience]

Please share House Music mixtape links 🙏🏾😍

❤️🏡🎶

[Anele Mdoda @Anele]

Another conversation we have to have is this private security that thinks we must listen to them. Skipping red robots like you are in the presidents detail. Whipping out guns in restaurants. Nope 👎

[Mankhumiše 🤍 @Ms_Logical]

🥹

[God's son @sirgregorym]

@ProVerbMusic Rhymes, beats and battle. Kimberly rise, hip hop mentality, marry me, microphone sweet home, Pila Pila the whole album is super nice. I still play it in my car to this day