She flipped to another page.
"Revenue impact. We've lost approximately $8 million in diversity-focused corporate contracts in the past 18 months."
Walsh's radio erupted with static and urgent voices requesting updates.
Sterling continued reading.
"Legal exposure. Six pending discrimination lawsuits currently in litigation. Average settlement cost: $1.2 million per case."
She looked up at the cameras still recording.
"This isn't about Dr. Amara Sterling being inconvenienced. This is about a pattern of behavior that's costing Delta money, reputation, and partnerships."
A regional supervisor finally arrived.
Thirty minutes after the incident began, Marcus Thompson appeared, jogging through the gate area.
Someone had finally connected the dots and called middle management.
"Dr. Sterling," Thompson called out breathlessly. "I am so sorry. This is completely unacceptable."
Sterling nodded at Thompson.
"Marcus, I was hoping to discuss this privately in Atlanta, but circumstances have evolved."
Thompson looked around at the cameras, the crowd, the social media documentation happening in real time.
His face showed the exact moment he realized how bad this could get.
"How can we fix this immediately?" Thompson asked.
Sterling gestured toward the live streams and recordings.
"Fix what, Marcus? The discrimination or the documentation of the discrimination?"
Chen's viewer count had hit 2,000.
Someone in the comments had posted Sterling's LinkedIn profile showing her consulting work with major corporations.
"Both," Thompson said quickly. "All of it. Whatever you need."
Sterling closed her portfolio but kept it in her hands.
"What I need is for Delta to become the airline that prevents these situations instead of explaining them afterward."
She turned toward Chen's camera.
"Everyone who's watching this, thank you. Thank you for being witnesses. Thank you for demanding better."
Then she addressed Thompson directly, but loudly enough for everyone to hear.
"I'm proposing immediate bias-interruption training for customer service employees at major hubs, starting within 90 days."
Thompson nodded rapidly.
"Absolutely. Done."
"Plus implementation of the bias-reporting system we discussed in our last partnership review."
"Yes, of course."
"And diverse hiring accountability for management positions, with quarterly progress reports."
The crowd began to applaud, but Sterling raised her hand for quiet.
"But Marcus, if Delta isn't ready to commit to meaningful change, if this is just damage control, then DS Holdings will need to reconsider our $45 million annual partnership."
The threat hung in the air like a thunderclap.
Thompson's eyes widened as he calculated the impact of losing their largest diversity consulting contract.
"Dr. Sterling, I give you my word. We'll implement every change you've suggested."
Sterling nodded once.
"Good, because the partnership meeting starts in 45 minutes, and this will be our primary agenda item."
She turned to Walsh, who was still holding her radio like a lifeline.
"Ms. Walsh, I'm going to board my flight now. But first, I want to thank you."
Walsh looked confused.
"Thank me?"
"Yes. You've helped me demonstrate why these changes are necessary. Your actions today will probably save Delta millions in future settlements and lost partnerships."
Sterling picked up her briefcase and headed toward the boarding door.
"Oh, and Ms. Walsh," she called over her shoulder. "You might want to call corporate back. Tell them Dr. Sterling says the situation at Gate A7 is resolved."
She paused at the boarding door and looked back at the crowd.