I'm establishing a condition for our continued partnership. The silence that followed spoke volumes. She had pushed beyond the expected corporate apology, beyond the personal accommodation into territory that would require structural change. Ms. Reynolds Bradford finally said his voice recalibrating into something more genuine than his initial corporate tone.
I want to be clear that I personally find what happened to you appalling, but what you're proposing would require board approval and significant operational changes. You have a board member on this flight who witnessed everything. Ms. Elaine Woodward. She seems quite supportive of addressing these issues substantively.
Bradford's sharp intake of breath confirmed Dominique had just played a card he hadn't anticipated. Elaine is on your flight in 3C. We've had a very illuminating conversation about corporate governance and accountability. The calculation behind Bradford's pause was almost audible. the recognition that this situation had evolved beyond damage control into potential institutional transformation.
"I'll need to consult with our executive team," he said finally. "Of course, and I'll need to determine whether Nexus Systems can partner with an organization that doesn't share our commitment to equitable treatment. "$700 million is significant, Mr. Bradford, but principles determine who we do business with.
She delivered this not as a threat, but as a simple statement of fact. The leverage wasn't just in the immediate digital freeze she had demonstrated, but in the future partnership she could withhold. I understand, Bradford replied his tone, suggesting he truly did.
What timeline are you proposing for resolution? The system verification protocol has already been partially lifted. Full functionality will be restored when we conclude this call as a show of good faith. The contract revisions I expect to discuss at our 9:00 a.m. meeting tomorrow.
The policy review should commence within 30 days with preliminary findings within 90 days. Dominique could hear Bradford taking notes and regarding the staff involved in tonight's incident. She had anticipated this question, the corporate reflex to identify sacrificial employees rather than address structural issues. I'm not interested in individual terminations, Mr. Bradford.
Firing Veronica Miller or disciplining James Walker might create the illusion of accountability, but it wouldn't address the conditions that enabled their behavior. That's surprisingly generous given the circumstances. It's not generosity, it's strategy. Cultural problems require cultural solutions.
I'm interested in change, not casualties. As she said this, Dominique realized how deeply she believed it. The incident had never been about punishing specific individuals. It had been about demonstrating the consequences of casual disregard, about establishing that her dignity was non-negotiable.
Bradford seemed to recognize the wisdom in her approach. I believe we can work with these conditions, Ms. Reynolds. I'll meet with our executive team immediately and prepare for tomorrow's discussion. One more thing, Dominique added.
"I'd like Captain Ramirez commended for his handling of this situation. His professionalism and clarity were exemplary. "Noted and agreed. Is there anything else you require before we conclude?