Following Light v. California Department of Parks & Recreation (2017) 14 Cal.App.5th 75 and looking holistically at the evidence, plaintiff raised a triable issue of fact precluding summary judgment on her sex discrimination and retaliation claims. The defendant was not entitled to a presumption of nondiscrimination based on the same actor (hiring and firing) her since the hiring was tied to purchase of her business and so might reflect other factors than the hirer’s personal bias. Comments by a high level manager about the company being a boy’s club in which plaintiff couldn’t succeed were admissible as authorized admissions under Evid. Code 1222. Other evidence supported the inference that the employer’s poor performance reason for firing plaintiff was a pretext.