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Tag: diversity

  • Why I Hire and Invest in Working Moms | Entrepreneur

    Why I Hire and Invest in Working Moms | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    For more than two decades, my co-founder and I have built an education business focused on mentorship, transparency and ethical guidance, and are committed to cultivating a culture where working moms of all ages and life stages can thrive. Before I launched this college admissions company, Top Tier Admissions, my professional network in educational television, publishing and as a parenting expert included women who inspired me, personally and professionally, as mentors and colleagues. I knew I wanted to use my position as an owner to empower working parents and create a culture that reflected this, even as we operated virtually. Today, I’m proud to lead a team composed primarily of working moms.

    Like many in business, I’ve been watching as the mass exodus of working women shapes conversations around associated policies and leadership retention. According to McKinsey, 10.5% of women in leadership are leaving their jobs — an alarming attrition, and the highest rate in the last five years. The private membership network for women executives, Chief, recently launched a campaign, #MakeWorkWork, to amplify how companies are supporting women leaders. In an interview with Forbes, their CEO, Carolyn Childers, notes that “… over 90% of women say that they would stay at a company if they were just invested in it.”

    So how do we invest in women, particularly those who are also balancing caregiving roles? Here are some lessons I’ve learned along the way — as a founder, a mom, a grandmother and a leader of working moms — to connect and support teams while delivering high-quality products and expertise.

    Related: I’m A Traveling Mompreneur. Here’s Why Ditching Sales Calls and Using DMs Was The Best Thing For My Sales

    1. The importance of flexible work

    Post-pandemic, traditional 9-to-5 jobs are declining, and for good reason. By prioritizing work/life balance and flexibility in order to accommodate parenting responsibilities, team members can be better valued and respected as whole people. Our team sets their own hours and works from anywhere. Moms with very young children can choose to take on a lighter client load for a season, for example, waiting until their youngest enters pre-school or the baby is sleeping through the night.

    Working mothers make exceptional entrepreneurs, but to set them up for success, it’s key to prioritize independence and control over working environments, hours and futures. The capable and experienced members of our team have this kind of freedom, and so flourish.

    2. Supportive mentors and peers

    A team is more productive when its members are encouraged and motivated to reach out and share expertise. Regardless of gender or parenthood status, everyone who contributes to the company’s mission should feel seen and valued. Drawing on the experiences of fellow team members fills in the cracks and lifts us up, energizing engagement with clients.

    Our philosophy as college counselors is to mentor students and families one-on-one. At the same time, team members mentor each other with casual lunch Zoom drop-ins, by sharing resources, concerns and case studies on Slack, and by imparting more formal expertise when it comes to deliverable reviews.

    Related: How Women Entrepreneurs Can Find Women Mentors

    3. Embrace asynchronous collaboration tools

    Dropbox is an obvious asset for any remote business. We appreciate the ability to learn from one another and prioritize transparency for more effective collaboration, and so each counselor’s student folders and files are available to the team. This way, we can brainstorm together, ask for peer review and share resources. We also rely on Slack for day-to-day feedback, quick questions and encouragement and to foster a sense of community and collegiality when we aren’t physically in the same place.

    4. Lead by example

    When my co-founder and I started Top Tier Admissions, our children were young. We had each other’s backs and cycled work days to match work/life rhythms. I was up early and handled the 5:00 a.m. international calls, while Michele was a night owl and dove into work after her children were asleep. Now, as a grandmother, I am seeing my daughters navigate the same precarious balance that comes with work and home obligations.

    Related: Lessons Learned From A Midlife Venture Into Business Ownership

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    Mimi Doe

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  • Bindi Irwin reveals 10-year battle with endometriosis on International Women’s Day | CNN

    Bindi Irwin reveals 10-year battle with endometriosis on International Women’s Day | CNN

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    CNN
     — 

    The Australian conservationist Bindi Irwin revealed Wednesday she has undergone surgery for endometriosis after a decade-long battle with the condition that affects the uterus.

    “For 10 years I’ve struggled with insurmountable fatigue, pain and nausea,” Irwin shared in posts on social media alongside an image of her in a hospital bed.

    “A doctor told me it was simply something you deal with as a woman and I gave up entirely, trying to function through the pain.”

    Irwin’s posts coincided with both International Women’s Day and Endometriosis Awareness Month.

    Endometriosis is “a condition in which the tissue that normally lines the uterus grows outside the uterus,” according to the United States’ National Institutes of Health.

    Symptoms can include pelvic pain, heavy bleeding during periods and fertility issues.

    Irwin, 24, said doctors had found 37 lesions, some of which were “very deep and difficult to remove,” but she was now “on the road to recovery.”

    “I’m sharing my story for anyone who reads this and is quietly dealing with pain and no answers. Let this be your validation that your pain is real and you deserve help,” she added.

    Anyone with a uterus who is of reproductive age can suffer from the disease but it’s most common among women in their 30s and 40s. Approximately one in 10 people born with a uterus has endometriosis, according to the World Health Organization. The disease affects around 190 million women and girls globally.

    Irwin is a celebrity conservationist who has starred in “Crikey! It’s the Irwins,” a reality TV show that chronicles her family’s work at the Australia Zoo in Queensland, which her mother owns.

    She won “Dancing With the Stars” in 2015 and comes from a family of conservationists that includes her father Steve, the late ‘Crocodile Hunter’ who was killed by a stingray while filming in the Gerat Barrier Reef in 2006.

    She gave birth to a daughter, Grace, in March 2021.

    “Please be gentle and pause before asking me (or any woman) when we’ll be having more children,” Irwin wrote in her post Wednesday. “After all that my body has gone through, I feel tremendously grateful that we have our gorgeous daughter. She feels like our family’s miracle.”

    Soon after her posts, her family took to social media to share their support.

    Her husband Chandler Powell said, “Seeing how you pushed through the pain to take care of our family and continue our conservation work while being absolutely riddled with endometriosis is something that will inspire me forever.”

    Irwin’s brother Robert added on Instagram that, “You never know who’s suffering in silence, let’s make this a topic that we all freely talk about.”

    Irwin is the latest in a series of celebrities to have opened up about their struggles with endometriosis.

    In a Paramount Plus docuseries released last year, comedian Amy Schumer discussed her decades-long battle with what she called a “lonely disease.” Schumer had her uterus removed in 2021 and shared video on her Instagram following the surgery.

    Comedian Lena Dunham and actress Padma Lakshmi have also been vocal about their experiences with the disease.

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  • Studies Suggest It’s Good Business to Hire Women Over Men. Here’s Why. | Entrepreneur

    Studies Suggest It’s Good Business to Hire Women Over Men. Here’s Why. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Research from cognitive neuroscience and behavioral economics has consistently shown that women are held back from career advancement compared to men.

    A study of managers in 20 Fortune 500 companies discovered that men had a faster career progression and received higher pay than women, despite the fact that women had similar qualifications, worked in the same industries and had consistent work experience.

    Another study of 138 executives, half male and half female, found that women had to work harder to overcome barriers such as exclusion from informal networks and receiving less mentoring than men.

    Additionally, a study of over 1000 MBA graduates revealed that women faced discrimination more often than men, and even when controlling for work experience, women earned less than men.

    It is clear that the “glass ceiling” exists, and women face discrimination that hinders their advancement compared to men, despite having similar qualifications, skills and experience.

    Related: If You Want More Women in Leadership, You Have to Enact Concerted Change. Here’s How.

    However, employing women over men may be the key to success for your business, according to a wealth of scientific research. Studies have shown that teams led by women tend to outperform those led by men and that companies with a higher proportion of women in leadership positions are more profitable.

    One study published in the Harvard Business Review reports that companies with a higher proportion of women in top leadership positions “are more profitable, more socially responsible and provide safer, higher-quality customer experiences.” Focusing deeply on innovation, the study looked at 163 multinational companies over 13 years to determine how these firms’ long-term strategies shifted after women joined their top management teams. They discovered that firms became more open to change and less open to risk and shifted focus from M&A to R&D.

    Other scholarship shows similar results. Research from the 1996 to 1997 National Organizations Survey revealed that firms with more gender diversity tend to have more clients, higher sales revenues and greater profits. Another study found that companies with at least 30% of women on their Board of Directors tend to be more profitable. Furthermore, a third study found that teams with gender balance tend to have better sales and profits compared to teams that are mostly male.

    But why do teams led by women tend to perform better? Research suggests that women may be more effective leaders because they are more likely to foster a positive and inclusive work environment. Studies have found that women are more likely than men to encourage collaboration, share credit, and provide constructive feedback.

    Additionally, women are often more adept at multitasking, which can be a valuable asset in today’s fast-paced business world. Women are also more likely to adopt a long-term perspective, which can be beneficial for a company’s long-term success.

    However, it’s not just about the numbers. It’s also important to ensure that women are given equal opportunities to succeed and are not held back by unconscious bias.

    Related: Women Are Being Pushed Out Of The Workforce, and It’s Time Employers Do Something About It. Here’s How.

    Companies that prioritize diversity and inclusion tend to have a more engaged workforce and a more positive company culture. This can lead to increased productivity and employee satisfaction, as well as a more innovative and adaptable workforce.

    This discrimination is often the result of implicit bias, which refers to unconscious and unwarranted associations and assumptions that we make due to our gut reactions, intuitions and instincts around people we perceive to belong or not belong to our group. These biases can take the form of the halo effect, where we make a too-positive evaluation of other aspects of an individual based on one characteristic we like, or the horns effect, where we downgrade all of another person’s characteristics based on one aspect we dislike.

    To address these biases, it is important to evaluate their consequences and take steps to counteract them. This can include implementing diversity and inclusion programs, training employees on implicit bias and its effects, and actively seeking out and promoting qualified women for leadership positions. Additionally, it is important for both men and women to be aware of their own biases and work to counteract them in their interactions with colleagues and in their decision-making processes.

    Overall, the research is clear that discrimination against women in the workplace is a real problem, and that addressing implicit bias is crucial to promoting gender equality and creating a more inclusive and equitable workplace. By taking proactive steps to counteract these biases, organizations can not only promote gender equality but also reap the benefits of improved performance and increased profitability.

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    Gleb Tsipursky

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  • How Dogpatch Games Wrote the Rulebook for Tabletop Gaming Customer Service? | Entrepreneur

    How Dogpatch Games Wrote the Rulebook for Tabletop Gaming Customer Service? | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Behind the Review host and Yelp’s Small Business Expert, Emily Washcovick, shares a look at this week’s episode of the podcast.

    Growing up, Shannon spent countless hours playing board games with his family, a core memory he wanted to help others recreate, especially during the pandemic when people were feeling largely disconnected. From that, Dogpatch Games was born—a board game store in San Francisco that, soon after opening, became more than just a place to buy games.

    “One of our key tenets or touchstones that we try to focus on is inclusivity,” Shannon said. “It’s this idea that there is a seat for everybody, and there’s a game for everybody. This game may not be for you, but this game is, and you just haven’t found it yet.”

    Shannon’s approach to entrepreneurship was to start slow, giving the business a chance to grow in the neighborhood. He started with a soft opening, in which the business was only open a few hours of the day. Even with limited hours, curious customers still trickled in, giving Shannon the opportunity to wow them.

    One such customer was Yelp Elite reviewer Jenny X., who saw the store when she moved to the area. Before entering, she thought Dogpatch would be a one-time visit. To her surprise, it ended up being a memorable experience she couldn’t wait to tell her friends about.

    “I definitely entered being really skeptical. I [thought], we’re just gonna pop in and leave. This is not going to be somewhere we’re going to spend a lot of time,” Jenny said. “Just seeing how much passion the owner had for games, I let my guard down a little and [decided] to not be skeptical for a second here and let him try to convince us.”

    To make Dogpatch more than a store, Shannon goes the extra mile to make customers feel comfortable. Similar to Jenny’s experience, he frequently offers to teach customers how to play different board games and asks questions to figure out which games they’ll like best.

    By easing customers into the business, Shannon was later able to introduce a membership model for return customers, which provides a stable stream of revenue for the store. In deciding prices for different membership levels, Shannon prioritized accessibility for all customers.

    “We were trying to find a price that feels fair but recognizing that this is a premium game space,” Shannon said. “We want to have our community members feel like they’re getting enough value for their membership, where they’re getting the premium service, but they’re getting enough of a discount for it and getting invited to these extra things so that they don’t want to give up their membership.”

    As part of the membership model, Dogpatch hosts exclusive events and game nights for members. It also hosts events open to any community members, such as Dungeon & Dragons tournaments and Ladies’ Nights, to help customers meet each other and form new connections.

    Moving forward, Shannon hopes to integrate Dogpatch even more into the community by partnering with local businesses, such as his “Parents’ Night Out” initiative with local restaurant Gilberth’s Latin Fusion, where parents can drop their kids off at Dogpatch and receive a discount on their meal out.

    “The kids are here for two hours playing games. We got them—you go have your date night and then come back and pick them up,” Shannon said. “We’re trying to create a little neighborhood community with other establishments in our neighborhood because we’re all in this together.”

    Other small businesses can learn effective strategies from Dogpatch’s playbook, such as:

    • Considering a soft opening model. A soft opening can be a great way to garner excitement for your business and get the word out organically without a high resource investment.
    • Building a solid pricing model. Creating profiles of your ideal customers can help you decide on a pricing model that’s right for your business and accessible to customers.
    • Integrating your business in the community. Host community events open to all, and partner with other local businesses to help each other grow.
    • Giving customers an experience to talk about. Prioritize customer service and help customers feel comfortable with unfamiliar experiences to keep them (and their friends) coming back.

    Listen to the episode below to hear directly from Shannon and Jenny, and subscribe to Behind the Review for more from new business owners and reviewers every Thursday.

    Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, and Soundcloud

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    Emily Washcovick

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  • What’s on Entrepreneur TV This Week | Entrepreneur

    What’s on Entrepreneur TV This Week | Entrepreneur

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    Entrepreneur TV’s original programming is built to inspire, inform and fire up the minds of people like you who want to launch and grow their dream businesses. Watch new docu-series and insightful interviews streaming now on Entrepreneur, Galaxy TV, FreeCast, and Plex.

    This week be sure to watch episodes of:

    Chicago CEOs (Sunday, Monday, Tuesday, Wednesday, Thursday, Friday, Saturday)

    This Week’s Featured Show!

    CHICAGO CEOs, have you sat down with Chicago’s top CEOs as they discuss what brought them success?

    Episode 101: Sit down with the CEOs of the Chicago Bulls, White Sox, Cubs, personalized video app Cameo, healthy food producer Simple Mills, and the Wintrust Financial Corporation.

    My Stories (Sunday, Monday, Tuesday, Wednesday, Thursday, Friday, Saturday)

    MY STORIES The life stories of Roshan Brown, former D1 Basketball player.

    Episode 101: This moment of my life was an eye-opener and put me on my current path. Your current situation is different from your destination. Always keep striving for more!

    Celebrity Business Tips (Sunday, Tuesday, Thursday, Saturday)

    CELEBRITY BUSINESS TIPS showcases actors, athletes, and entrepreneurs as they share their best business tips to help you get started and find success with some humor and heart.

    Episode 101: Actors, athletes, and entrepreneurs alike all share their best business tips to help you get started and find success with some humor and heart.

    Habits and Hustle (Sunday, Tuesday, Thursday, Saturday)

    HABITS AND HUSTLE host Jennifer Cohen brings thought leaders and notable game-changers into thought-provoking conversations identifying effective techniques and ideas to help listeners level up their physical and mental capabilities.

    Episode 151: Amanda Knox is an exoneree, writer, and NYT bestselling author. We discussed topics like stoic meditation, negative visualizations, and the creative mental exercises she used to get through this hellish period. It’s imposing hearing Amanda’s ability to try to empathize with the people who had wronged her and the professional way she carries herself, especially after having every reason to be resentful.

    That Will Never Work (Sunday, Tuesday, Thursday, Saturday)

    THAT WILL NEVER WORK’s lively conversations showcase Marc’s unique combination of analytical skills and tough love, with a healthy dose of humor to provide actionable advice that will benefit founders – and would-be founders – at every stage of their business journey.

    Episode 304: Have you ever wondered what people do with the advice that Marc gives them on the show? David Silberman, the co-founder of PingPod, is here to tell you just that.

    Burt’s Buzz (Monday, Wednesday, Friday)

    Our featured film BURT’S BUZZ looks at the world of Burt Shavitz, the face, and co-founder of Burt’s Bees.

    Movie: Journey into the remarkable double life of Burt Shavitz, a reclusive beekeeper who reluctantly becomes one of the world’s most recognizable brand identities.

    Action and Ambition (Monday, Wednesday, Friday)

    ACTION AND AMBITION Andrew Medal goes behind the scenes to learn the world’s most ambitious people’s backstories, mindsets, and actions.

    Episode 102: Brothers John Resig and Leo Resig founded Chive Media Group and its flagship site, theCHIVE.com, in November 2008 with no capital and much hustle. With backgrounds in digital publishing and financial backing from partner Doug Schaaf, John and Leo were able to turn a three-person project into the nationwide, 170-employee entertainment digital media company that Chive Media Group is today.

    Elevator Pitch (Monday, Wednesday, Friday)

    On ENTREPRENEUR ELEVATOR PITCH, entrepreneurs have 60 seconds to pitch a business idea to a boardroom of investors.

    Episode 803: They say to dress for the job you want. So why did one contestant show up without a shirt? Watch to see if going a little risque was worth the risk, and take in the lessons of other pitches on an episode that scored the most deals in show history.

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    Entrepreneur Staff

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  • How This Entrepreneur is Transforming Workplaces for Women Worldwide | Entrepreneur

    How This Entrepreneur is Transforming Workplaces for Women Worldwide | Entrepreneur

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    Tiffany Pham says her grandmother is the reason why she started her company, Mogul. “She was such a mogul herself. She was this incredible woman who ran businesses in Asia and was always looking to provide people in need with opportunities.” When her grandmother passed away, Pham made a promise to herself that she would follow in her grandmother’s footsteps. Today, her global diversity recruitment company is transforming workplaces for women around the world. She sat down with Jessica Abo to talk about how Mogul works and her advice for aspiring entrepreneurs. To watch the full interview, click on the video above.

    Jessica Abo: Tiffany, tell us about Mogul and how it works.

    Mogul is a global diversity recruitment company that is made up of three parts. The first part is our talent ecosystem. That’s where we support women, minorities, veterans and people with disabilities. We really nurture them and cultivate them to reach their greatest potential.

    Then, next, we have our talent solutions. That is where we provide Fortune 1000 companies and many of the world’s leading startups, scale-ups, IPO and companies with software solutions and services to help them transform their workplace.

    And then the third part of Mogul is our social impact. Everything that we do internally and externally aims to give back towards global good. We aim to provide diverse talent in need with educational opportunities and economic access to enable them to reach their greatest potential and help the world to grow to its greatest potential.

    What kind of support does Mogul provide?

    Mogul supports women and diverse professionals by providing them with a platform at OnMogul.com/join where we enable them to join and provide their information — and then from that information, provide them with access to industry leaders, access to opportunities and ultimately access to learning that is going to enable them to accelerate their skill sets and themselves.

    Does someone need to be at a certain level in their career to benefit from Mogul?

    Mogul supports at all levels. So you can be entry-level, mid-level, senior-level, at the board level, and we’ll still be able to help you no matter what, be able to achieve that next step in your career, be able to accelerate yourself to grow to, again, your greatest potential.

    What are some of the services that you offer?

    Mogul offers our Diversified Search Services, which is essentially us using our own technology to place roles on behalf of our clients. Our clients are turning to us because they believe either they have a lack of capacity on their end, or that our methodologies are superior, leading to better results. Using our own technology, we’re able to be more comprehensive and thus inclusive in our efforts. And as a result, the right person is being selected for the role.

    And what I love about this is that it is creating true change in our clients’ workplaces. It means that at the board level, for example, more women are being placed, more people of color, more veterans and people with disabilities.

    Given your experience, what advice do you have for aspiring entrepreneurs?

    In these times of turmoil, always trust your instincts. Throughout childhood, throughout your teen years, throughout your 20s, your 30s and onwards, these experiences have all shaped your intuition, your knowledge of what’s meant to happen, what’s meant to be for yourself. And as a result, always trust it.

    As an executive, as an entrepreneur, for example, over time, a lot of incredible team members have joined you and they’re helping you and they’re supporting you in this journey that you’ve undertaken to build this company that’s creating impact. But from time to time, something will strike you, something will hit your gut, and you should speak up. You should trust that gut. If something’s not sitting well with you, it’s probably not right. Speak up. Trust your gut.

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    Jessica Abo

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  • No. 2 at USDA, who led efforts to remedy historical racial discrimination, set to leave department | CNN Politics

    No. 2 at USDA, who led efforts to remedy historical racial discrimination, set to leave department | CNN Politics

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    Washington
    CNN
     — 

    Jewel Bronaugh, the No. 2 person at the US Department of Agriculture and the first Black woman in the position, will leave the department on Tuesday after a two-year tenure in which she led agency efforts to diversify its workforce and provide relief to farmers of color who say they have been discriminated against over the years.

    Bronaugh announced last month that she was leaving the agency in order to spend more time with her family. Xochitl Torres Small, the under secretary for rural development, has been nominated to succeed her.

    Along with helping steer a department that boasts 29 agencies and more than 100,000 employees across the country, Bronaugh has played a central role in the USDA’s efforts to remedy decades-long discrimination that has impacted farmers and ranchers of color. Most notably, she has co-chaired an independent commission that has examined the USDA’s policies and programs for factors that have contributed to historic discrimination against farmers of color and identify disparities, inequity and discrimination across the agency.

    “I understood as a Black woman, coming into the role as deputy secretary, the weight that went with that. The responsibility that went with that. The people who for years have not been able to get resources from USDA. The history that that has had on farmers and landowners and people who live in rural communities, I knew that I had a responsibility,” Bronaugh explained in an interview with CNN.

    “I knew coming in that there was a lot of work to be done and I was going to have to be real to that commitment, not only to everyone that USDA serves but specifically as a voice for people who have felt like they had not had a voice that represented in their interactions with the USDA. It was my responsibility to carry that.”

    Born and raised in Petersburg, Virginia, by educators, Bronaugh at first had aspirations to become an educator herself and earned a bachelor’s degree in education from James Madison University.

    But after earning a master’s degree and doctorate in vocational education from Virginia Tech, she stepped into agriculture when she took a job as a 4-H extension specialist at Virginia State University, a historically Black college and university. She also became dean of the College of Agriculture at Virginia State University and was executive director of the university’s Center for Agriculture Research, Engagement and Outreach.

    In May 2018, she was appointed commissioner of the Virginia Department of Agriculture and Consumer Services and made history as the first Black woman in the position. She was confirmed to her current role in May 2021.

    At USDA, Bronaugh led international agricultural trade missions in the United Kingdom and countries in East Africa to help US farm businesses and organizations strengthen export and trade relationships.

    She also helped create a chief diversity and inclusion office within the Office of the Secretary and has focused on diversifying USDA’s workforce, which has seen a slight uptick in the number of employees of color over the course of her tenure. According to USDA data, 73% of USDA employees are White, 28% are employees of color and 11% are Black. Forty-five percent of USDA employees are women.

    Her very presence atop the department has been inspiring for current and former Black USDA employees, including Shirley Sherrod, who was the USDA’s director of rural development in Georgia before being pushed out under controversial circumstances in 2010.

    “The fact that she is the first Black woman to hold the position means a lot to us. It gives us hope for the future,” Sherrod, who is also a member of the Equity Commission, told CNN. “When you look at the US Department of Agriculture and you look at all of the actions we have suffered as Black people trying to get the programs that should have been available to everyone, to access them and feel that they were being implemented fairly – to actually have someone in the second position … really helping to oversee that and have a voice in places we don’t normally get a chance to be in, just to me meant a lot.”

    As Bronaugh prepares to leave the agency, one of her final orders of business will be to release the Equity Commission’s interim report on its findings on Tuesday, which she hopes will provide a blueprint for acting on the inequities she has tried to address during her time at USDA. She said there is no time frame on when the agency will begin implementing the recommendations but she is hopeful it will happen immediately. If confirmed by the Senate, Small would be tasked with presenting the commission’s final recommendations to Agriculture Secretary Tom Vilsack later this year.

    “Being able to get the Equity Commission to a set of interim recommendations has been huge for me,” Bronaugh said. “That is going to give us an opportunity to look at, you know, where we have discretion, where we have authority and where we have resources to immediately start to address some of the historical inequity issues here are USDA.”

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  • MacDowell artist retreat org taps Chiwoniso Kaitano to lead

    MacDowell artist retreat org taps Chiwoniso Kaitano to lead

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    NEW YORK — MacDowell, one of the oldest artist residency programs in the U.S., has tapped Chiwoniso Kaitano as its new executive director, the organization announced Friday.

    Kaitano joins MacDowell with a mandate to “intensify outreach to traditionally underrepresented artistic voices,” among other charges, a release said.

    “Our search was rigorous, all our finalists compelling. But Chi’s expertise, energetic and collaborative methods of engagement, and inspiring leadership qualities proved irresistible,” author Nell Painter, the chair of MacDowell’s board, said in the statement.

    Kaitano is the former executive director of Girl Be Heard, a nongovernmental organization that uses theater and the performing arts to advocate for social change. Originally from Zimbabwe, she also serves on the boards of several arts organizations.

    The prestigious MacDowell retreat is based in Peterborough, New Hampshire, where David Macy serves as resident director. Kaitano will work from the organization’s New York office when she joins in mid-March. She will take over from transitional leader Philip Himberg.

    In the wake of the 2020 protests spurred by the police killing of George Floyd, MacDowell shed “Colony” from its name in response to feedback from fellows and artistic communities.

    “In the language we speak today, colony is a word tied to occupation and oppression,” Painter told The Associated Press at the time. A statement from the organization said the name change was “in keeping with the organization’s longstanding commitment to eliminate financial, geographic, cultural and accessibility barriers to participation.”

    Friday’s statement referenced the shift in announcing Kaitano’s appointment.

    “This change in MacDowell’s leadership follows an intense period of inquiry and innovation throughout the pandemic and recent social justice movements,” said board president Andrew M. Senchak. “During which time, MacDowell dropped ‘Colony’ from its name and the staff and board worked with external consultants to examine our values and our governance, to strengthen and democratize our policies, procedures, and program.”

    The retreat was founded in 1907 by composer Edward MacDowell and the musician and philanthropist Marian MacDowell and has played host to more than 8,800 fellows across seven disciplines: writing, architecture, composition, film, theater, visual art, and interdisciplinary art.

    “I look forward to working with the board and staff to sustain and grow funding and to build upon the extraordinary vision for artist support that Edward and Marian MacDowell articulated when they welcomed the first artists-in-residence,” Kaitano said in the statement. “Imagining and joyfully meeting the ever-evolving needs of contemporary artists is how MacDowell can and will continue to be a pioneering champion for the value of the arts in our society.”

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  • Entrepreneur | How I Completely Transformed My Company’s Culture on My Own Terms

    Entrepreneur | How I Completely Transformed My Company’s Culture on My Own Terms

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    Opinions expressed by Entrepreneur contributors are their own.

    A few years ago, most of us leaders had certain ideas about how an office and team should work: Namely, that we as a team should be together in an office, working 8- to 12-hour+ days every Monday through Friday and weekends as well, broken up only by the standard two weeks of vacation and occasional holiday or sick day. In my company and many others, there wasn’t a lot of flexibility to do it differently — this is what we knew and grew up thinking was correct. It’s how we conformed to the ideals of other leaders and mentors before us. But then the world shifted, and suddenly, remote work was our only viable option. Once lockdowns were lifted, we were still initially encouraged to keep our distance, and schools remained online, which meant parents needed to generally still be home, too.

    Eventually, though, schools reopened and we started gathering again. And for many of us, it’s made sense to bring our work teams back together again, too. I have. And it feels great to have that dynamic energy return. But — I’m proud to say — it’s different now.

    Covid helped us all wake up. It helped me wake up. We learned that our previous level of inflexibility was unnecessary.

    Related: 5 Ways to Turn Your Company Culture Around

    How I transformed our culture

    During the pandemic, I had to lean into some trust — that my previously all-in-person team could be remote, and we could still produce amazing work and get everything done with the same quality our clients expect from us. And guess what? With the right structure and expectations set, we absolutely did. And in learning to trust more and make the changes I had to, I gave myself permission to make further changes. As we returned to the office, and I started to take stock of things, I realized that I had evolved — and I could bring our culture forward instead of just reverting to the old normal.

    And now, I’m seriously ready to move on from Covid and also from tired excuses, barriers, fears and limitations that stop us from doing business how we want to. So, now I ask, what do I want? And what do my employees need?

    I realized I wanted to build in more time for rest and recharge — to sometimes go slow to then be able to go faster. I also knew my team, now a mix of in-office and fully remote employees, would benefit from continued flexibility around where they worked and when. And I’d learned that with a solid structure and clear expectations and goals, people did well with the space to make more decisions for themselves.

    So, in 2022, we made some big changes. We rolled out unlimited vacation and PTO days. We instituted daylight savings hours, where we all take a break around 3:30 p.m. to either drive home while it’s still light out and finish out the day from the comfort of home, or for those working remotely, pause and pick up their kids from school, take the dog for a walk or move and stretch before coming back refreshed. During summer, we now have shorter working hours on Fridays and also keep work light between Christmas and New Year’s. We’ve also started planning quarterly gatherings to connect and get to know each other better outside of work.

    Besides making a positive impact on my team members’ daily lives, these changes encourage me as a leader to take time off that I probably wouldn’t have otherwise. And I’ve proven to myself I can do it — without everything burning to the ground.

    Now as we move into 2023, I am making more shifts to build deeper productivity, foster the growth of my team and further evolve as the leader I want to be. After seeing how well things went over the past year, we are adding another benefit in addition to unlimited PTO: Two defined weeks off when we shut down the office, one in the summer and one in the winter, both at times that are naturally slower around seasonal holidays.

    Making these changes requires planning and organization, but it’s worth it — for my team and for myself as a leader. As I’ve slowed down myself, I’ve been able to get my own oxygen mask firmly in place. I’ve learned I don’t always need to go 100 mph. In fact, slowing down can be incredibly helpful. It’s the perfect time to look around, challenge our long-held perspectives and grow. It’s the perfect time to build more intentionally, from the inside out.

    Related: Great Company Culture Isn’t Magic — Take These Steps to Create It

    How you can transform your culture

    Being willing to change my perspective as a leader and build culture in new ways has been an incredible gift to myself and my company. If you want to step into a cultural rebirth of your own in 2023, I encourage you to do it. Here are a few tips to get you started:

    1. Honor the team culture that feels right to you — don’t be afraid to center around your personal goals as a leader and lead according to your own North Star, instead of what you may have been “taught” in the past. You aren’t beholden to any old-school way of doing things.

    2. Take it slow, make changes when it feels right, and retract when it doesn’t. Accept that trial and error will happen; changes often won’t be perfect at the first rollout. It’s OK to recalibrate, as you continually move toward what’s best for your company and team.

    3. Don’t think of these changes as handouts to appease your team or to keep up with other leaders. While you might be ready to make some changes, each should be instituted when you feel the time is right, rather than acting from a sense of pressure. Otherwise, you could easily feel resentful if your team doesn’t show the gratitude you might have expected.

    4. Give your team the responsibility to uphold the culture and grow it. They have a very big part in making sure what you are instituting works, too. For example, give them transparency around who is taking a vacation and who isn’t. Having an open PTO policy that allows peer oversight helps those who take a little more be aware and those who don’t take enough self-manage.

    5. Recognize the role your energy plays in your company’s culture. Lead by example. Do the personal work to figure out what helps you bring your passion to your company every day —then do more of that. Be the mentor you maybe never had as you lean into your own strengths. This will show up in the cultural framework you create for your team to uphold.

    We don’t need a new year to change—but it’s as good a time as any.

    Related: What Makes a Great Company Culture (and Why It Matters)

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    Taja Dockendorf

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  • US Rep. Cicilline to step down, lead nonprofit foundation

    US Rep. Cicilline to step down, lead nonprofit foundation

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    Rhode Island congressman David Cicilline said Tuesday he will step down this summer to lead his home state’s largest funder of nonprofits.

    The Democrat, who is a member of the House Foreign Affairs Committee and the House Committee on the Judiciary, was named president and CEO of the Rhode Island Foundation, effective June. 1.

    “Serving the people of Rhode Island’s First Congressional District has been the honor of my lifetime,” said Cicilline, who is serving his seventh term. “As President and CEO of one of the largest and oldest community foundations in the nation, I look forward to expanding on the work I have led for nearly thirty years in helping to improve the lives of all Rhode Islanders.”

    Cicilline, 61, said the opportunity to lead the foundation was unexpected, but gives him the opportunity to “have an even more direct and meaningful impact on the lives of residents of our state.”

    The Rhode Island Foundation, founded in 1916, focuses on supporting economic security, affordable health care, as well as education and job training. It raised $98 million in 2021 and awarded $76 million in grants, according to its website.

    Cicilline takes over for Neil Steinberg, who will continue as president and CEO until Cicilline starts. The congressman has “the experience, the skills, the passion, and the network to ably lead the Foundation,” Steinberg said.

    Cicilline was selected after a national search.

    “Congressman Cicilline’s career-long fight for equity and equality at the local, national and international level, and his deep relationships within Rhode Island’s communities of color are two of the many factors that led us to this decision,” said Dr. G. Alan Kurose, chair of the foundation’s board of directors, said in a statement.

    Cicilline has represented Rhode Island in the U.S. House since 2011.

    The news of his retirement comes months after he withdrew his bid for a leadership post in the House this Congress. Cicilline, who is openly gay, had challenged Rep. James Clyburn of South Carolina for the Democrat’s assistant role, arguing that it was time the party’s leadership table included LGBTQ voices.

    But Clyburn, the highest-ranking Black American in Congress, received unanimous support from the caucus in closed-door elections in December to stay in leadership.

    The challenge to Clyburn was a surprise, but Cicilline said at the time that he felt the need to act to ensure the Democratic leadership “fully reflect the diversity” of the caucus and of the country.

    During his tenure he was a frequent critic of big tech and the amount of power the nation’s tech companies held. He was a House impeachment manager during former President Donald Trump’s second impeachment trial, and a lead sponsor of the legislation that gave federal recognition to same-sex marriages.

    Cicilline previously served as mayor of Providence from 2003 to 2011, and in the state legislature from 1995 until 2003. He has degrees from Brown University and Georgetown University Law Center.

    Rhode Island’s other longtime Democratic representative, Jim Langevin, served his last day in office earlier this year after announcing in January 2022 that he would not seek reelection to the seat he has held since 2001. He was replaced by another Democrat, Seth Magaziner.

    Under state law, Rhode Island’s governor can set a date for a special election to find Cicilline’s successor.

    ___

    Associated Press writer Farnoush Amiri in Washington, D.C. contributed to this story.

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  • Entrepreneur | How DEIB Programs Can Help Solve the Biggest Challenges in Employee Management Today

    Entrepreneur | How DEIB Programs Can Help Solve the Biggest Challenges in Employee Management Today

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    Opinions expressed by Entrepreneur contributors are their own.

    Following a year marked by the “Great Reset,” 2023 is bound to bring even more employee management challenges, from spiking attrition to falling morale amid the economic downturn. As these challenges compound and priorities continue to shift, Diversity, Equity, Inclusion and Belonging (DEIB) programs can serve as a hedge against these trends.

    The companies that make a concerted effort to establish equity and work-life balance for their employees will see tangible benefits in the year to come. DEIB programs are central to retaining the best talent, but it goes beyond programming, too: Between its role in upholding work-life balance guardrails to avoiding burnout, DEIB is an important effort to create a strong company culture that can power through tough economic times.

    Here are some of the top employee management challenges that companies face today, and how DEIB programs play a part in solving them:

    Related: The Importance of Diversity and Inclusion During Uncertain Times

    DEIB as a critical tool against today’s challenges

    Companies across industries are experiencing rising employee disengagement rates. Even as economic patterns shift, the issue prevails, with some studies estimating that as much as half of the U.S. workforce are “quiet quitters.”

    With many quiet quitters driven by burnout, DEIB can play a role in reversing this pattern. Why? Psychological safety is powerful — so much so, that people bypass extra money and better benefits in exchange for feeling safe at work. It’s human nature for people to want to stay in a place where they feel they belong and where their opinions and needs are valued. One study found that employees who feel a strong sense of belonging demonstrate a 50% reduction in turnover risk, a 56% increase in performance and a 75% decrease in sick days. Employees are more likely to stay at companies that see diverse perspectives as a business imperative — and DEIB programming helps build and nurture this sense of belonging.

    On the other side of the coin, despite economic headwinds, many companies are continuing to hire for priority roles and compete for top talent. Companies that historically haven’t been able to match large salaries from Big Tech can compete by creating a culture where all people can thrive. In fact, 86% of job seekers rank a company’s DEIB approach as a motivating factor for them when looking at their next role.

    Related: 7 Ways Leaders Can Level Up Their DEI Workplace Strategy

    Securing the buy-in to make it happen

    To see the above results, it’s critical to build a well-resourced and data-driven DEIB program. As recession fears prompt budget cuts across organizations, maintaining well-resourced DEIB programs should be a priority for leaders. Even so, securing buy-in from the top can be a challenge.

    Diversity roles are in high demand – “diversity and inclusion manager” was the second fastest-growing job title this year, according to LinkedIn. But DEIB role tenure, especially in the C-suite, is alarmingly short. That’s because underfunded teams can only do so much, and DEIB leaders aren’t immune to burnout themselves. DEIB leaders need continued resources to preserve and grow their efforts and effectively hedge against market conditions.

    Communicating the business case and outlining thorough plans can help DEIB leaders convince other stakeholders to join them in championing their missions. I’ve found that having honest conversations with an open mind and asking questions to learn more about where other stakeholders are coming from has helped me make my case to leaders throughout my career.

    Data is also central to DEIB — in both getting programs up and running and in iterating for improvement. Hard numbers are an effective way to secure important resources and support from leaders. Data also helps “lean” DEIB teams understand where they must focus their time and resources to make a meaningful impact. It also helps teams predict trends and anticipate needs and gaps ahead (recruiting, turnover, engagement, etc.).

    All challenges have solutions — and when it comes to solving “people problems,” DEIB is the answer. As economic uncertainty continues, these programs are not the place to cut. Good company culture is a boon right now, and DEIB plays a critical role in building and maintaining it.

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    Jyl Feliciano

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  • Another education fight over DEI emerges, this time at a conservative campus in Texas | CNN

    Another education fight over DEI emerges, this time at a conservative campus in Texas | CNN

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    Lubbock, Texas
    CNN
     — 

    One of the largest universities in Texas is now reviewing its hiring procedures after one department closely scrutinized candidates over their knowledge of diversity, equity and inclusion, more commonly known as DEI.

    “We could see that this could be viewed as possibly exclusionary,” Texas Tech President Lawrence Schovanec said in an interview with CNN. “And so we wanted to step back and review the whole process.”

    The biology department at Texas Tech University – set in deeply conservative West Texas – asked faculty candidates in 2021 to submit statements on their commitment to DEI. Some candidates received negative notes if their answers were deemed insufficient, such as not knowing the difference between “equality” and “equity.”

    The process, which came to light earlier this month, prompted swift conservative backlash against the storied institution, with critics decrying such DEI screenings as litmus tests that discriminate based on ideology. The term DEI has become the latest target among conservative politicians in the recent era of racial reckoning, echoing the heated debates over critical race theory in schools.

    DEI programs have become commonplace in the worlds of business, government, and education to promote multiculturalism and to encourage success for people of all races and backgrounds. But they’ve also become a focal point of those who describe them as another example of extreme political correctness.

    In Florida, Republican Gov. Ron DeSantis said earlier this month he intends to ban state universities from spending money on DEI initiatives. “We want education, not indoctrination,” he said at an event in Jacksonville.

    And in Texas, Republican Gov. Greg Abbott this month issued a memo to state agencies and universities asserting that using DEI as a screening tool is illegal. “When a state agency adjusts its employment practices based on factors other than merit, it is not following the law. Rebranding this employment discrimination as ‘DEI’ does not make the practice any less illegal,” the memo said.

    Schovanec said the school’s lawyers insist the biology department’s actions were not illegal, but the university is ending efforts that use DEI as a screening tool for faculty while it undergoes a review of its hiring practices campuswide.

    A group called the National Association of Scholars first uncovered the situation at Texas Tech by obtaining DEI-specific notes and documents from the biology department’s hiring process through open records requests. The group published the roughly 100 documents online, along with an op-ed for the Wall Street Journal, called “How ‘Diversity’ Policing Fails Science.”

    The DEI portion was just one component of screening candidates in the biology department, according to the university. Each applicant was asked to submit a curriculum vitae, three representative publications, separate statements of research and teaching interests, three potential referees, and “a diversity statement that addresses any past contributions to diversity, equity, and inclusion and outlines plans and actions for advancing DEI” at Texas Tech. Finalists were also interviewed by a DEI committee.

    According to the documents, candidates were flagged for being “reluctant” to answer questions about DEI or not having a “good grasp” of the concept. Under the “weaknesses” for one candidate, it was noted the candidate repeatedly used the pronoun “he” when talking about professors. The same candidate was “red-flagged” and hiring committee members wrote they had “reservations about sending him into a large, diverse undergrad classroom with his current understanding and strategies.”

    Another candidate’s weakness was listed as: “Mentioned that DEI is not an issue because he respects his students and treats them equally.”

    While the names of the candidates in the documents were redacted, Texas Tech University confirmed to CNN that some of the candidates featured in the documents were hired and not all of the positions have been filled yet.

    Steve Balch is a former Texas Tech professor and founder of the National Association of Scholars, which has done considerable research on DEI efforts in universities to illustrate what it sees as an impediment to academic freedom.

    “My quarrel isn’t with people who think diversity, equity and inclusion are good things,” he told CNN. “My argument and the argument of the NAS is turning them into dogma and then using them to vet faculty members, graduate students, undergraduate students – creating aversive environment in which you feel you have to swear fealty to a particular creed. I think that’s wrong.”

    The issue at Texas Tech also came up in a state Senate hearing on February 8. Sen. Joan Huffman questioned Texas Tech’s chancellor Tedd Mitchell, saying she was “concerned and confused” over the incident.

    “I do not believe in litmus tests of any type,” Mitchell said. “It’s no more appropriate to ask somebody about their position on DEI than it is to ask them if they’re a Christian or a Muslim. When we find out something like that has occurred, we stop it.”

    Schovanec recognizes that Tech is in conservative part of a conservative state with many key conservative stakeholders, donors, and legislators involved in school funding.

    “We have to be pragmatic in acknowledging issues that are being raised,” he said. “Our legislators are responding to their constituents. And in this country right now, education has many challenges.”

    He stressed the importance of diversity at the school, which has its own DEI division. According to Texas Tech, 46% of this year’s incoming class are students of color, and 30% of faculty are faculty of color.

    “So we’re totally committed to a diverse campus community, but those hiring practices could present the perception that certain candidates would be excluded based on their ideological views, as opposed to the real excellence related to that discipline and the ability to address the priorities of our mission here,” he said.

    Schovanec said the school needs more diverse faculty, and he acknowledged that some prospective candidates might see the school’s recent move to end DEI screenings and question Tech’s commitment to diversity.

    “Faculty and students have to judge us by our actions. Do we support them? Do we create an environment here where they feel they belong and this is a place where they can thrive? That’s a much bigger issue than certain elements of a hiring process,” he said “But that is a challenge that we have.”

    Paulette Granberry Russell, president of the National Association of Diversity Officers in Higher Education, said the political firestorm over the incident at Texas Tech is simply an “attempt to fuel the base” among those who don’t agree with longstanding efforts to increase diversity.

    She’s concerned that DEI will follow the same path as critical race theory, or CRT, and become a term that’s twisted and misrepresented for political purposes.

    “It’s demonizing efforts, not only within higher education, but I think within this country to create a more equitable, just United States,” she said. “On some levels it’s misappropriating the work that is being done and using it as a basis for saying we’re discriminating against others.”

    Granberry Russell said she wants people to understand the nuance of DEI and that it’s designed to increase opportunities for people who have been historically marginalized or not well represented in higher education or the workforce.

    “My hope would be that as we begin to think more broadly about inclusion, that people will better understand this is not a situation where some are intending to take access away, but to expand access,” she said.

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  • 3 Ways to Meet the Needs of a Divergent Workforce

    3 Ways to Meet the Needs of a Divergent Workforce

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    Opinions expressed by Entrepreneur contributors are their own.

    Mental health, well-being and stress management will rise to priority status as workers demand a work-life balance. This is good news for disabled employees, but how will business leaders rise to meet this need? Executives will work harder than ever to create a more inclusive, welcoming, and accommodating environment to attract and retain these creative and productive workers. Learning to listen, communicate effectively and make changes in how teams work together can go a long way in creating an environment where everyone feels safe and respected.

    Rather than a “sink or swim” approach, leadership can meet workers where they are. This is where a business leader with a limitation can use intuition, see areas for improvement and change the dynamic in the workplace so that needs are understood and met. Business leaders should focus on three main areas to meet the needs of a divergent workforce.

    1. Empathy

    When a worker with a limitation applies for a job in the business world, they often fear the staff will not accept them. They are often worried they will not be heard if they ask for an accommodation. They may be concerned that what seems easy for everyone else will be difficult — or impossible — for them. Empathy is the quality of compassion that allows us to feel what it might be like to be in someone else’s shoes. It is the action-oriented part of compassion.

    It’s not about the number of divergent employees a company has on the roster; it’s about the employee work experience. Executives can show they are aware of the unique needs of the staff and are willing to meet those needs. Managing with empathy means understanding that someone in the office or on the other end of a remote call might have a disability or a limitation they are unwilling to share. It means taking the time to get to know the staff member on a more personal level and responding to their needs in a meaningful, timely way.

    Related: Why Empathetic Leadership Is More Important Than Ever

    Being open about diverse abilities begins with the company website, the company’s reputation on the web and the interview process. From the beginning, a potential candidate with a limitation can tell whether a company will be open to discussing their needs, the accommodations that might be required, and the way a limitation might change aspects of the work experience. A leader with a disability intuitively asks the right questions. Does a new employee need to communicate differently than other employees? What about physically navigating the building? How can the team best work with a staff member’s condition?

    For executives without disabilities, learning to be open and accepting of workers with limitations, striving to communicate more effectively and helping staff members feel safe will benefit not only disabled workers but will also improve the work experience for everyone.

    As an executive, you may feel uncomfortable asking questions or looking for feedback from disabled employees. The truth is that empathy is as uncomplicated as being a good listener, a good observer and a good mentor. When you create a culture that celebrates workers’ contributions with limitations, they may open up about their needs. An employee with dyslexia might need a team member to enter data on an excel sheet. A staff member with PTSD might have to schedule telehealth visits on breaks. If these workers are hiding their needs from you, the cost can be overwhelming stress for them. The company’s stakes are also high: rising turnover, absenteeism and low productivity.

    Related: 5 Ways Employees With Disabilities Help Maximize a Company’s Growth

    2. Accessibility

    A business leader with a disability has the edge when it comes to creating an environment that is equally accessible for everyone. Chances are that a wheelchair-bound executive has circled the parking lot looking for a ramp or dealt with oncoming traffic in a parking garage attempting to make it to the elevator. A legally blind business leader has experienced more than a few meetings where important information was presented only on PowerPoint. If you are an executive without a disability, you may have never considered how many potential candidates might have found your building or information inaccessible; they may have made it to the parking lot, quietly leaving without pointing out how their lack of access left them feeling helpless and excluded.

    A leader with a limitation will look at the corporate space from a perspective of challenge. A disabled executive will ask, “What hurdles will a disabled person meet attempting to work here?

    Do your meeting spaces accommodate divergent needs? Ramps, elevators, the width of doors and aisles between desks, lighting and closed-captioning are just the beginning. If an employee with anxiety issues needs a peaceful place to calm down, or if a worker needs to keep moving to improve chronic pain, is there a place for them to go? What about transportation? Could the company offer a car service or a monthly stipend to cover a ride share?

    However, it isn’t just about disabled staff. The need for accommodations can arise at any time. Workers without disabilities can break limbs, have painful surgeries, be wheelchair-bound or use crutches. Leaders can anticipate how the workspace might become a burden for staff and make adjustments.

    Beyond the physical environment, corporate heads can embrace technology to assist divergent employees in reaching their potential. Technology has moved beyond closed captioning and voice accessibility. Consider how you can make technology more accessible for your staff. A simple solution might be making transcriptions of meetings. These could be emailed out to staff, including those who are hearing impaired.

    Some apps allow people to take pictures and have documents read to them. There are apps that magnify text for those with impaired vision. Young engineers are working with AI to create more effective communication between the hearing impaired and people without that limitation. Executives can fund training and innovations that meet employees’ needs. Both staff and business leaders will be challenged to find different ways of doing things, working together to find solutions so that everyone can be more productive. Simply delivering material and information in a variety of ways will enable everyone to have better access.

    Related: Employers Need Workers. Now They’re Realizing The Untapped Talent of These People.

    3. Team building

    Even if business leaders grow in their understanding of divergent staff, the next step is even more critical: Management can bring employees together to learn from one another. If staff members hide in cubicles or a remote office without fellowship, mutual understanding can’t occur. One of the most innovative ways to find common ground in the workplace is to use team-building exercises.

    What if the office meeting wasn’t just the usual grind? What if part of that time was spent on team building? This can be done online or in the office. A manager can help staff clarify the team and individual goals. Employees can share their hopes or their vision for their lives. Leaders can go around the room, asking the same question, such as, “What are you most proud of?”

    Another option is to bring in a corporate trainer to build synergy. This can be done across departmental lines to bring a fresh perspective. Trainers may give the teams “assignments,” such as a project to complete, a problem that needs solving, or a set of tasks that force them to rely on each other and pull their own weight. Members of the team are pushed out of their comfort zone. They learn how to accommodate diverse abilities in their group using resourcefulness, recognizing strengths and weaknesses, and filling in the gaps when needed.

    A corporate retreat is a chance to get workers out of the office and into an environment where they can open up and share things they wouldn’t ordinarily reveal in an office setting. Staff members can relax, share their fears, and get vulnerable. Whether the retreat lasts a couple of days or a week, they can get to know each other. After a retreat, employees often feel they have gained trust, respect, and a sense of purpose where they work. They may feel they have a better grip on leveraging their team and workplace’s diverse abilities.

    Final thoughts

    An executive with a disability may have the edge in anticipating the needs of staff members with diverse abilities; however, leaders without limitations can find ways to maximize the potential in all staff members by making empathy, accessibility, and team-building a part of the corporate culture. Celebrating your team’s unique skills while working to meet their individual needs will create the kind of environment where the most talented candidates will thrive.

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    Nancy Solari

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  • 4 Resources To Make Your Website More Accessible

    4 Resources To Make Your Website More Accessible

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    Opinions expressed by Entrepreneur contributors are their own.

    If you made a list of goals for your website, I bet three things would be near the top:

    1. Get more value out of your customers.
    2. Find new customers.
    3. Increase your website’s conversion rate, whether you want more leads or more sales.

    Each of these goals requires a functional, easy-to-use website. Yet a staggering 97% of the internet today is inaccessible to people with disabilities — meaning there are accessibility issues that can make it hard for some visitors to navigate a website or engage with its content.

    That’s a big problem — and it’s not just a matter of what’s fair or legally required. (Although the U.S. Department of Justice has repeatedly maintained that accessibility laws like the Americans with Disabilities Act (ADA) apply to websites and physical locations.)

    It’s also a matter of what makes sense for your business.

    In the United States, one in four adults lives with some type of disability, from visual impairments that require them to navigate websites using assistive technology, such as screen readers, to hearing impairments that make it hard to follow videos without captions. Globally, people with disabilities — and their friends and family — control more than $13 trillion in disposable income.

    That’s a lot of potential customers who could be left behind if you don’t take steps to make your website accessible to everyone.

    Now for the good news: Every accessibility issue is fixable if you have the right tools and know what to watch for. Here are some of my favorite accessibility resources to help you:

    1. Use alt text correctly

    The World Wide Web Consortium (W3C) is known for publishing the Web Content Accessibility Guidelines (WCAG), but it has also created additional resources to help businesses better navigate digital accessibility.

    One of the most useful is the alt Decision tree, which describes how to use the alt attribute of the element in various situations. With the decision tree, you can make faster, more informed decisions on whether your image needs alt text — and, if so, what information to include.

    Alt text is a written description of an image that screen readers can read aloud — or convert to Braille — for people with visual impairments, sensory processing disorders or learning disorders.

    Done right, alt text can help paint a fuller picture of your products and services for people who use screen readers to navigate websites. Unfortunately, many businesses forget to provide alt text. Or they write something so generic — for example, an image of a restaurant menu that simply says “menu” — that it may as well not be there.

    Note: As a general rule, I always recommend writing alt text like you’re describing an image to your friend over the phone. What are the key details they need to know in order to understand the image?

    Related: How to Make Your Social Media Channels More Accessible to Everyone

    2. Check your website’s accessibility

    When it comes to digital accessibility, one of the biggest challenges is the dynamic nature of most websites. Just think about how often your website changes, whether it’s new product photos or updated website copy.

    Each update is a chance to introduce new accessibility issues to your website accidentally, so it’s important to monitor your website constantly. Unfortunately, most businesses lack the time or internal resources to test the accessibility of every new design and line of code. That’s where an automated solution like AudioEye’s Website Accessibility Checker — which runs more than 400 tests to check your content against accessible coding standards like WCAG, then generates a detailed report of accessibility issues on your site — comes into play.

    Related: How Website Accessibility Affects Your Brand’s Reputation and Success

    3. Add automated captions to your videos

    People are watching more video content than ever, but you could be leaving a large part of your audience behind if you don’t add captions to your videos.

    There are plenty of tools that can help you save time by automatically generating captions. However, it’s important to note that voice recognition technology is not perfect. Errors do occur, which can confuse or frustrate people who rely on captions.

    For that reason, I always recommend proofing automatically generated captions with human eyes and ears.

    Closed captioning is a great example of the overlap between “good” and “accessible” design. When you add captions, you aren’t just helping people with hearing impairments or cognitive disabilities — you’re helping anyone who chooses to watch the video with the sound off. For example, someone might be watching your video in a public space or while multitasking.

    Adding captions can ensure a positive experience no matter how people consume your content.

    Related: How Accessibility Teams and Executives Can Work Together for Disability Inclusion

    4. Check your color contrast

    The colors on your website might seem like a purely aesthetic decision, but they have a significant impact on how usable your website is for people with color vision deficiency (also known as color blindness) and other visual impairments.

    Low contrast between foreground and background elements (think white text on a gray button) can make it harder for people to navigate your site, engage with your content and ultimately take the actions — whether it’s filling out a contact form or making a purchase — that matter to your business.

    AudioEye’s Color Contrast Checker makes it easy to determine if your colors meet WCAG’s requirements on contrast ratio. To conform with Success Criterion (SC) 1.4.3 Contrast (Minimum), you should aim to have a contrast ratio of at least 4.5:1 between the foreground and background color.

    Related: Launching a Business Website? Here’s What You Need to Know About Accessibility

    Take the first step toward a more accessible website

    For most businesses, there are two hurdles that can slow down accessibility efforts.

    The first hurdle is awareness. Many business leaders are unaware of digital accessibility or that it could present a problem for their online business, both in terms of user experience and legal risk. However, the rise in digital accessibility-related lawsuits is bringing more attention to the importance of accessibility.

    The second hurdle is a common misconception about the cost and difficulty of digital accessibility. Some organizations believe that making a website accessible would cost too much, or require building a new website from scratch. The truth is that there are plenty of things you can do to improve your website’s accessibility without touching a line of code.

    To help you get started with your business’s overall accessibility strategy, the W3C and the UK’s Business Disability Forum have created self-assessment tools that can help organizations understand their current level of accessibility and implement measures to improve their accessibility policies, processes, and outcomes.

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    Alisa Smith

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  • 3 Authentic Ways Brands Can Celebrate Black History Month

    3 Authentic Ways Brands Can Celebrate Black History Month

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    Opinions expressed by Entrepreneur contributors are their own.

    Did you know that in 2019, 46.8 million people in the United States identified their race as Black, alone, or as part of a multiracial or ethnic background? While this is only about 14% of the United States population, their influence will continue to grow as their buying power does — which is projected to reach $1.8T by 2024. This sharp increase in buying power can be attributed to the forecasts for the Black population growth. Between 2020 and 2060, the Black population is expected to increase by 22%. What does this mean for marketers? There is projected to be a substantial shift towards multicultural marketing over the next few years instead of a more traditional, generic approach.

    We are already seeing this shift play out in advertising, in the first half of 2022 alone, more than 6,000 advertisers spent over $1.2 billion trying to connect with Black and African American consumers across traditional media, including television, magazines and radio. This shift towards a multicultural approach allows for more authenticity in marketing and provides greater exposure for historically marginalized groups. Black consumers (like many other minority consumers) are looking for authenticity, representation and most importantly — action. They want brands to be their voice and partner in fighting injustice. This is critical when considering how to implement a marketing strategy that attracts instead of alienates the Black consumer.

    Are you looking to ramp up your multicultural marketing efforts, specifically your Black marketing efforts? Here are three ways your marketing department can authentically celebrate Black History Month and Black culture year-round:

    Related: 6 Ways to Celebrate Black History Month Beyond February

    1. Amplify Black creators, leaders and changemakers

    Organizations traditionally have a much larger reach than individuals. Therefore, it is recommended to leverage those social media channels to shine a light on those with a limited social media reach. By spotlighting changemakers, activists and other key players in the Black community, your organization will transition from being a company that celebrates Black History Month and to being seen as an ally and partner in the Black community. An excellent example of an organization that did just this is Target. The organization launched an initiative called “Black Beyond Measure,” where it created a YouTube series that highlights leaders within the Black community. There is also a section of its website dedicated to buying Black, thus leveraging its platform and its traffic to spotlight those with a limited reach.

    2. Show the face behind the logo

    It’s imperative to show the people who make your organization and company culture what it is. Those individuals include social media fans, customers and employees. All of them have ultimately played a role in the success of your organization and deserve to be spotlighted. Black consumers want to engage with diverse content and buy from brands featuring Black talent. In fact, 69% of Black viewers are more likely to watch content in which they’re represented, and 55% are more likely to buy from brands that advertise in representative content.

    A great example of a company showing the face behind the logo is GymShark’s “To the Heroes” campaign, which celebrated three community heroes for the barriers they broke and their overall impact on the community. In addition, the campaign’s creative was made by an entirely Black team, from the camera crew to the makeup artists and health and safety officers.

    Related: How Can You Truly Make a Difference for Black History Month?

    3. Leverage an existing campaign

    If your company has an ongoing campaign, it is recommended to leverage it by including it in your overall Black History Month campaign. This will help your brand maintain authenticity while naturally incorporating Black History Month into your content mix. An example is Adobe, which leveraged its weekly social series, “Women Create Wednesday,” to feature four Black creators who inspired change in their community. This was a seamless way to incorporate Black History Month into their overall marketing strategy.

    Another thing to remember when creating a Black marketing campaign is that the Black community is extremely brand loyal, with 66% of Black consumers more likely to return to a brand with advertising that authentically reflects their race/ethnicity. This is critical because when the Black community sees your brand consistently celebrating their culture, including them in DEI marketing campaigns and overall traditional campaigns, getting involved in the community and exhibiting cultural empathy, your company will gain their trust, and eventually, their loyalty.

    Black History Month is here and should be treated as a launchpad to a 365-day multicultural marketing approach. Brands must remember to be vocal not only during the shortest month out of the year but also year-round. This will, in turn, prevent your marketing tactics from appearing performative and will position your organization as an ally and advocate. By truly understanding the communities’ pain points, serving as a voice for the voiceless and shining a spotlight on those leading change within the community, you will develop a lifelong customer and a partner in the success of your organization.

    Related: Don’t Phone It In for Black History Month: 5 Ways to Show You’ll Be Dialed In All Year

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    Christine Alexis

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  • 5 Qualities of Black Excellence Overlooked in the Workplace

    5 Qualities of Black Excellence Overlooked in the Workplace

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    Opinions expressed by Entrepreneur contributors are their own.

    We live in a world where Black excellence is everywhere. Entrepreneurs like Oprah, Rihanna, Michael Jordan, Jay-Z and Beyonce dominate the airways, TV stations and retail outlets. Each of these stars entered the arena in different ways and all managed to embody Black excellence to grow their businesses to unimaginable heights.

    But why is it that excellent qualities revered in celebrities are so often overlooked — and sometimes even stifled — within everyday white and eurocentric workspaces? It doesn’t take a Diversity, Equity and Inclusion (DEI) expert like myself to tell you that Black employees get a bad rap at work. Racism, stereotypes, inequity and cultural clashes make it so that employers and coworkers alike may exclude, diminish and at times target Black workers while downplaying their excellent qualities.

    Despite the systemic reasons why some Black workers may retreat and lose their shine in the workplace, there are others who hone in on their excellent qualities, break through barriers and shoot for the moon. Today, we’ll discuss five qualities of Black excellence, how they are cultivated in Black communities and the myriad of ways they manifest in the workplace.

    Related: It’s Black History Month. Here’s How to Show Black Employees You Care.

    1. Black culture encourages building meaningful connections

    In many Black households, family and community are one and the same. One person’s grandmother is everyone’s grandmother and often holds the role of making sure no one is left behind, alone or without guidance. Black entrepreneurs coming from traditional Black households understand that building meaningful connections and looking out for one another is essential to survival.

    This shows up in the workplace as Black employees seeking to connect with individuals at varying levels of the organization, networking across departments, social statuses, races, genders and nationalities to build connections that feel reciprocal, meaningful and welcoming. Lifting others up, checking on them and making sure they’re included is a quality of Black excellence that eurocentric workplaces would be wise to recognize and value in their Black employees.

    2. Black culture cultivates creativity

    When all Black folks had was each other and the hope they would surpass the confines of slavery, Jim Crow and now the prison industrial complex, many folks cultivated a sense of creativity. Whether inventively using food scraps left by white plantation owners during the slavery era or making music and art during segregation, Black folks had to be creative to find upward mobility, bypass restrictions from the wider society and most importantly, survive.

    Black culture encourages us to see obstacles and find ways around them. We’re encouraged to find new opportunities, think outside of the box, and innovate on new solutions–even if the existing culture tries to stop us. Creativity could be the secret sauce to why so many Black entrepreneurs experience success.

    Related: Managing a Black Woman? Here’s How to Become Her Success Partner and Ally.

    3. Black culture invites joy and humor as resistance

    Despite all that’s happened to the Black diaspora, many people still find a reason to smile and find joy. Instead of weeping and retreating into sadness, many of us had to find a way through the most difficult parts of our lives and cultivate an inner strength that showed up as joy, humor, and wit.

    This isn’t simply a sign of someone who enjoys humor, but someone who is resilient in the face of difficulty and who can turn a hard situation into something joyful. Some who experience trauma in the workplace may exemplify anger, hatred or sadness. But facing triggers and difficulties with satire, improvisation or wordplay to create a humor-filled moment and create something positive is a soft skill that should be recognized in more Black employees.

    4. Black culture calls for fairness

    The vast majority of folks calling out workplace racism or inequality are people of color, in particular Black folks. Many Black individuals have had to collectively fight for their rights which produced a sense of righteousness and justice-mindedness that’s pervasive throughout the Black culture.

    In the workplace, a passion for fairness can look like speaking up when a biased comment is spoken. It can also look like holding leadership accountable for implementing programming and initiatives equally amongst all employees.

    Black workers are often passionate and vocal about fairness because it was a necessity in our families and communities. This quality helps us advance diversity, equity, and inclusion (DEI) across communities, companies and workplaces.

    5. Black culture encourages people to project confidence

    “Keep your chin up” is a common phrase heard in Black households. The idea is to never let the dominant culture see you sweat. The goal was to work hard and project confidence even if you were feeling low. Freedom, safety, jobs and other opportunities may not always be available, but Black culture tells us to project confidence, stand tall and keep moving forward.

    At all levels of the organization, Black folks attempt to show pride in their work. They can strive for excellence in their corner of influence even if it’s not the most powerful position in the company. It can show up as being strong at work even if things in one’s personal life are not in great shape. Demonstrating resiliency and projecting confidence are qualities of Black excellence passed down through the generations and are deserving of recognition.

    Final thoughts

    Whether it’s Beyonce, Jay-Z, Michael Jordan or Oprah, all of the Black entrepreneurs we know and love have qualities rooted in Black culture. While all Black entrepreneurs are inherently gifted with qualities of Black excellence to one degree or another, some have yet to reach their full potential, while others have truly embraced and embodied them to break through barriers and skyrocket to success. Now is the time for conventional, white, and eurocentric workplaces to finally recognize the unique qualities that come from Black culture and lift up employees who exemplify these qualities.

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    Nika White

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  • Why All of Us Need to Join the Fight for Workplace Diversity

    Why All of Us Need to Join the Fight for Workplace Diversity

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    Opinions expressed by Entrepreneur contributors are their own.

    The Ernst & Young 2020 Global Private Equity Report found that 74% of private equity firms under $2.5 billion did not have set targets for ethnic diversity and had no plans to set any.

    While this might come as a surprise to those with no history working in private equity or hedge funds, this statistic and the recent media attention Soo Kim has received regarding the TEGNA takeover, unfortunately, come as no surprise to me.

    As a former employee of Standard General, one of only a handful of Black Americans working in the hedge fund sector and an immigrant founder, I’m appalled at the lack of diversity in this space. However, I can firmly say that it would be a lot worse without Soo Kim’s contribution — but we need more than just him to join the cause.

    Related: 18 Business Leaders on Creating an Inclusive and Equitable Society

    What’s happening with Soo Kim’s TEGNA takeover?

    In February 2022, Soo Kim’s Standard General, with funding from Apollo Global Management announced a deal to acquire TV station owner TEGNA for roughly $8.6 billion. TEGNA is the second-largest local TV broadcaster by revenue, operating 64 TV stations and two radio stations across various markets in the U.S. Contrary to large TV consolidation mergers, this particular deal has drawn a number of vocal objectors.

    Ostensibly, the critique has come from a union — The NewsGuild — that purports to be concerned about jobs, despite the public commitments that Standard General made to preserve local station employment. While concerns about jobs are admirable, the publicly filed comments from these groups include statements that, in so many words, say that Soo Kim’s ownership of this station group would do nothing to advance diversity as understood by the civil rights community and public interest.

    Is there a “wrong” type of minority?

    These commenters continue to say that Soo Kim was not barred by his race from becoming a successful entrepreneur.

    As a fellow New Yorker and both graduates of Stuyvesant High School, I can speak to our experiences. Using his Asian ancestry against him is exactly the kind of short-sighted hateful rhetoric causing so many issues for Asian communities across America. I have seen this in all aspects of American life, from Wall Street firms to my days at West Point and in Baghdad.

    When there’s a flag draped over your coffin, there is no “wrong type of minority.” Yet we seem to treat immigrant founders and founders of color like there is such a thing as a “wrong” type of minority.

    The indivisible nature of the United States is our greatest strength, but that strength is weakened by the belief that Soo Kim being Asian makes him unqualified to pursue the commercial principles that our country was founded on.

    However, what worries me more than anything is that Kim hasn’t been treated fairly by anyone throughout this deal. Are these political letters and criticism influencing the regulators whose judgment the closing of this deal depends on? I know firsthand how hard it is for founders of color to access the capital to pull off deals of this magnitude. An adverse outcome here would have a chilling impact on minority ownership of broadcasting assets at the very least. Perhaps this is what the objectors want.

    While the thought of that is troubling at the very least, I believe what’s been so impactful and appalling to me throughout this entire debacle has been the fact that I know Soo Kim. I’ve worked with him, I have represented him on public company boards and I’ve seen what he stands for. It’s unimaginable to me that he could be on the receiving end of such racism when he so clearly stands for justice and equality.

    Related: 6 Ways to Offer Allyship to Black Entrepreneurs

    Commitment to diversity

    As the founder of Standard General, Kim has been tireless in his commitment to diversity: from hiring to using his power to change companies to better reflect what America really looks like. More importantly, he didn’t limit his search to just Asian professionals. Black, Asian, Jewish and white employees all were represented in the 12-person team at Standard General while I was there. He has also consistently appointed women and people of color to the boards of his companies throughout the years.

    I have seen the good he does in his companies and how hard he works to provide equal access to opportunities regardless of race or gender.

    And, because I am the diversity and inclusion officer for the MediaCo board of directors, which owns the radio stations Hot 97 and WBLS (which has a management team that is over 50% diverse and a staff that is over 70% diverse overall), I would say that it is precisely Kim’s unique background that could help improve TEGNA own documented diversity issues.

    If other leaders follow Kim’s lead, we can slowly but surely change the diversity problem. But we all have to actually commit.

    How the TEGNA deal compares to other acquisitions

    Just to drive my point home, I believe it’s important to take a look at how this TEGNA deal compares to other similar acquisitions.

    Recently, the TV industry has seen a surge in big deals. For example, Gray Television acquired Meredith’s and Quincy’s local stations with virtually no opposition from across the aisle. Scripps bought ION Media Group and Nexstar Media Group also added to its empire by snatching up Tribune Broadcasting — moves that heavily concentrated power in this industry space.

    All of those prior deals did not face any of the scrutiny and criticism from this deal, which is curious because the TEGNA deal shrinks the company with the concurrent sale of a number of stations to Cox Media Group, and does not require any statutory divestitures or regulatory rule waivers as each of the above did. And yet, with Standard General’s deal, the informal 180-day “shot clock” for a regulatory decision has long passed.

    The point? The lack of opposition to other similar deals shows young entrepreneurs and immigrant founders that even when you try to play fair as a person of color in this industry, you just can’t seem to win.

    Related: 5 Ways Entrepreneurs of Color Can Determine an Ally’s Authenticity

    The system has to change

    In one interview, Kim said that after the takeover, TEGNA would get a “company with a minority owner, run by a woman, that’s committed to serving diverse communities. We think that’s good business.”

    It is good business, and I am delighted to see that Kim and Standard Media CEO Deb McDermott have received letters of support from legislators, civil rights groups and minority media groups. I applaud these groups for speaking up in defense of Soo Kim and other minorities in this space. I, too, am doing my part to speak up against these racist attacks. However, that isn’t enough anymore.

    The system has to change — and it changes by not allowing these types of attacks, comments and ideals to persist in any way, shape or form. We must stop entertaining the idea that these types of comments are valid or even acceptable. We have as a nation all experienced the heartache of watching videos of racially motivated violence against people of color from all walks of life. Racial oppression takes place in the business world just as it does in the streets, just without the same visible evidence but the same indelible impact on those persons of color involved.

    As a business leader, here’s how you can enact systemic change:

    1. When making hiring decisions, stop going with your gut. Newsflash, your gut always leads you to the most comfortable choice. Instead, create a list of metrics you will hire for and focus on hiring someone that meets those metrics. Blind auditions eliminated discrimination in the world’s greatest orchestras. Imagine what it could do for your business.
    2. Be aware that there are challenges diverse individuals face in business that you don’t see or experience. Do your best to factor those in when evaluating candidates. They may not have Goldman Sachs on their resume, but can you see evidence of ability in past academic performance or in other areas like military or community service?

    As the great Martin Luther King Jr. said, “An injustice anywhere is a threat to justice everywhere.”

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    Andrew Glaze

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  • DeSantis proposes banning diversity and inclusion initiatives at Florida universities | CNN Politics

    DeSantis proposes banning diversity and inclusion initiatives at Florida universities | CNN Politics

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    CNN
     — 

    Florida Gov. Ron DeSantis said Tuesday that he intends to ban state universities from spending money on diversity, equity and inclusion initiatives in hopes that they will “wither on the vine” without funding.

    “It really serves as an ideological filter, a political filter,” the Republican said while speaking in Bradenton, Florida.

    The proposal is a top priority for DeSantis’ higher education agenda this year, which also includes giving politically appointed presidents and university boards of trustees more power over hiring and firing at universities and urging schools to focus their missions on Florida’s future workforce needs. DeSantis, who is said to be weighing a potential 2024 presidential bid, has seen his standing among conservatives soar nationwide following his public stances on hot-button cultural and education issues.

    In a press release about the announced legislation, the governor’s office called diversity, equity and inclusion programs “discriminatory” and vowed to prohibit universities from funding them, even if the source of the money isn’t coming from the state.

    Diversity, equity and inclusion programs are intended to promote multiculturalism and encourage students of all races and backgrounds to feel comfortable in a campus setting, especially those from traditionally underrepresented communities. The state’s flagship school, the University of Florida, has a “Chief Diversity Officer,” a “Center for Inclusion and Multicultural Engagement” and an “Office for Accessibility and Gender Equity.”

    Tuesday’s announcement was foreshadowed in December when the governor’s office asked all state universities to account for all of their spending on programs and initiatives related to diversity, equity and inclusion or critical race theory.

    DeSantis announced his higher education agenda in Bradenton, a 15-minute drive from New College of Florida, a public liberal arts college where DeSantis has installed a controversial new board with a mandate to remake the school into his conservative vision for higher education. DeSantis said his budget will include $15 million to restructure New College and hire faculty.

    The new board met on Tuesday, leading to protests on the campus.

    One of DeSantis’ new board members, Eddie Speir, wrote in an online post that he planned to propose in that meeting “terminating all contracts for faculty, staff and administration” of the school, “and immediately rehiring those faculty, staff and administration who fit in the new financial and business model.”

    DeSantis’ announcement follows a commitment earlier this month from the presidents of the state’s two-year community colleges to not teach critical race theory in a vacuum and to “not fund or support any institutional practice, policy, or academic requirement that compels belief in critical race theory or related concepts such as intersectionality, or the idea that systems of oppression should be the primary lens through which teaching and learning are analyzed and/or improved upon.”

    The state’s education department characterized the move as a rejection of “‘woke’ diversity, equity and inclusion [and] critical race theory ideologies.”

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  • 4 Mindsets To Help You Rise to Leadership Working with a Disability

    4 Mindsets To Help You Rise to Leadership Working with a Disability

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    Opinions expressed by Entrepreneur contributors are their own.

    There’s no question: More of us are working with a disability or a limiting condition for a longer period than ever before. This means we must change our perspective on our own productivity and be willing to see ourselves leading with a limitation. Disabled people must be ready to reach for the brass ring as they make up more of the executive team.

    In the era of the “big quit,” employers are more willing than ever to hire diverse candidates with exceptional needs and limitations. The reason? Many people with disabilities have already proven they can go above and beyond expectations in their personal lives — and on the job.

    But are you ready to take the next big step and leverage your strengths gained through adversity to aim for a leadership role? Here are four mindsets you need to take the leap of faith and expand your vision beyond the invisible barriers holding you back.

    Related: How Physical Disability Helped Me Become a VC-Backed Tech Founder

    1. Get creative

    There’s no greater opportunity to demonstrate your creativity than the journey through progressive visual impairment, multiple sclerosis or autism spectrum disorder. Whatever your limitation, finding creative solutions is the key to every closed door, every blocked opportunity and every unaccommodating venue.

    Many disabled people get up much earlier than workers without limitations; for a person with multiple sclerosis, getting dressed can take more than twice the time most people would need. A legally blind manager must listen to emails read through speech recognition technology, whereas most people would visually scan the most important messages and easily toss out the rest.

    Since you’ve found creative solutions to navigate obstacles in your personal journey, you can take this creativity to the next level. If you’ve been considering competing for a leadership role, use your creative side to uncover new methods and embrace innovation. Your adaptability and willingness to explore new technology will propel you to a new level of efficiency. You can be a beacon for others who want more from their careers. You’re a hurricane of inspiration; you’ve learned to meet change with confidence rather than fear.

    Related: How to Be More Creative in Your Business

    2. Bring your perspective

    Now that you’ve proven that your limitation doesn’t define you, it’s time to capitalize on the level of mindfulness you have gained through your journey. Your natural mindset is an awareness of staff members’ stress as they go about their day. There will be decisions as to how work will be done. Accessibility and accommodation are already part of your wheelhouse. You will come into a leadership position with an edge. Look around your workplace and see what needs redefining. Can small changes make a big difference in how team members work together?

    Perhaps living with a disability has taught you how to leverage strengths and weaknesses for maximum output. You can spot hidden potential and get the most productivity out of others because you have overcome the obstacles in your own life. You have learned to complement your team members’ traits, learning to demand more of yourself while stepping back to let others shine when the time is right. This is the essence of leading with empathy, guiding people toward accepting one another’s gifts and working with each other’s shortcomings. You will be the first to admit that we are all a blend of both. Other executives will want to study your leadership style when you take the next step.

    3. Speak for yourself

    Part of living with a limiting condition is learning to advocate for yourself and discovering strength in your vulnerability. You will excel in negotiations and motivating people because you can relate and empathize with those struggling and celebrating their victories.

    You may think sharing your journey through disability or chronic illness might bring unwanted attention or put you in a weakened position in the eyes of others. If you’re aiming for a leadership role, you may fear that telling your story could risk everything you’re working for. What is intriguing is how often a person’s journey weighs heavily in hiring decisions. The ability to move people with your struggle and connect authentically with others who have walked through adverse circumstances is often the deciding factor when company executives are looking to fill leadership roles. Most important, you will be a source of inspiration for people of all levels in the company. Finding your voice is vital to relate to employees and help them feel a part of the corporate community.

    For you, “speaking up” could be asking for the role you want or advocating for your ideas. Learn to talk your worth and make your mark on the team. Finding your voice is the best way to position yourself for opportunity. You should be able to explain why you should get the job, why your idea will succeed, and why your story is important.

    Related: Need to Negotiate? Here’s the Best Way to Advocate for Yourself for Maximum Impact.

    4. Measure your impact

    What is your legacy in your workplace? Are you known as an overcomer, an advocate, or a leader with a fresh perspective? You can gauge your worth to your workplace by taking stock of the impact, the “footprint” you have made in your company, no matter how large or small the business may be. It’s never too late to change your legacy. Perhaps, in the beginning, you were getting your feet under you, discovering your resourcefulness. Now, it’s time to expand your vision and think about how you can leave your mark in business and life. This is a chance to live what you have learned and be mindful of the legacy you leave for the future.

    Think about how you can make a difference and become a force for good when you finally land in an expanded role. It’s good practice to mentally prepare to step into leadership. You’ve served and observed, taking notes and promising yourself that if you ever rose to a powerful position, you would advocate for those who needed it. Your tendency to recognize others’ strengths despite their vulnerabilities will allow you to comfortably take charge with a heart of compassion toward those who may also wish to rise above their circumstances and see their dreams come true.

    Finally, go with confidence

    If you’re aiming for a position in leadership, let your confidence shine. After all, you’ve gone up against greater foes than unmotivated employees or a sluggish sales report. You’ve battled for your life and come out on the winning side. Go into your new role with the same strength and bold attitude you showed everyone, the positive outlook that helped you stay in the ring, refusing to let pain, anxiety, or frustration take you out. The culture is shifting as businesses learn to celebrate exceptional people while they honor diversity in the workplace. As a disabled worker, you can lead confidently, charting a new course and breaking new ground for all those who dream of overcoming adversity and rising to new horizons in leadership.

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    Nancy Solari

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  • Why Age Is the Most Overlooked Piece of the Diversity Puzzle

    Why Age Is the Most Overlooked Piece of the Diversity Puzzle

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    Opinions expressed by Entrepreneur contributors are their own.

    Generational diversity is diversity. Diversity is broader than just race and gender. We often oversimplify diversity to attributes we think we can see — like race and gender, yet the richness of diversity goes beyond our skin color and gender identities. Most attributes of diversity are fluid — gender, race, ethnicity and age — they can change over time or people may associate along a spectrum or identity with multiple categories within a dimension.

    Age is a fluid dimension of diversity as it’s constantly changing.

    Our workforce currently has four generations participating in it. Although there is no formal authority to define generations, generations are commonly defined by birth year:

    • Baby Boomer Generation: People ages 56 to 75 (born between 1946 and 1965)
    • Generation X: People ages 41 to 55 (born between 1966 and 1980)
    • Generation Y (millennials): People ages 25 to 40 (born between 1981 and 1996)
    • Generation Z: People ages 9 to 24 (born between 1997 and 2012)

    Related: Diversity Starts at the Top: Embrace Different Perspectives for Maximum Success

    Gen Z is the most diverse generation of all time

    Because Gen Z grew up in a time of peak immigration in the U.S., they had more exposure to other racial groups and ethnicities. They also grew up in a more welcoming and accepting environment for the LGBTQ+ community.

    Neurodiversity is also a key dimension of difference for Gen Z. Rates of diagnosis for autism, ADHD and other neurodivergence have increased significantly in recent years. With exposure comes a broader acceptance of differences. People have not changed; it is the awareness that has. For organizations that want to attract top talent, addressing the unique aspects of generational diversity is key.

    Gen Z expects inclusion

    In a recent study by Monster, 83% of Gen Z individuals stated an employer’s commitment to diversity and inclusion is significant when choosing where to work. Another poll found 75% of people in Gen Z said they’d reconsider applying to a company if they weren’t satisfied with their diversity and inclusion efforts. It is common for younger generations to ask about diversity efforts at organizations during the interview process. They want to know if it’s simply window dressing or if it’s authentic and is quick to decipher authenticity.

    Related: 6 Ways Multi-Generational Workforces Lead to Business Growth

    Age bias is the biggest area of bias

    According to Project Implicit, the most common bias people have is age. Most people have more positive associations with younger people than older people and 93% of older Americans have experienced age bias, one study said. As with many dimensions of difference, there are common stereotypes about age:

    • Older people are poorly skilled with technology (and younger are better)
    • Younger people are entitled (and older people work harder)
    • Older people are more conservative (and younger people are more liberal)

    These are just a few commonly held beliefs about people based on age. While biases and stereotypes can be rooted in some truth, it is important that we don’t apply a stereotype about a group of people to an individual. Here are some problematic ageist statements/actions with potential corrections:

    • Giving the social media project to a young person vs. Delegating the social media project to a person with the most expertise/passion, regardless of age.
    • “I don’t want to hire them because I am afraid they won’t work as hard” vs. “Let’s have objective criteria to determine fit rather than using outdated stereotypes.”
    • Thinking “I know who they voted for” based on their age vs. Getting to know the person and their beliefs.

    Related: Why You Need to Become an Inclusive Leader (and How to Do It)

    One of the biggest challenges with ageism is that we have a primal fear of getting old. We discriminate against our older selves. In Ashton Applewhite’s Ted Talk, they discuss why we fear getting old and how the stigma of being “old” manifests itself in our culture. This fear can lead to unhelpful behaviors that discriminate against older employees.

    In fact, ageism does not make sense. Most research shows that we are the happiest at the beginning and end of life given the data on the U Curve of Happiness. Happiness bottoms out in the mid-40s and often increases with age. Coupled with research on Blue Zones, studies find having a strong community as you age has the biggest influence on longevity.

    Ageism is real. It’s often the biggest source of bias. Let’s be careful not to be biased against our younger, current or older versions of ourselves. As conversations on diversity and inclusion continue, expect them to intensify with Gen Z demanding more diverse representation and inclusive behavior in organizations. If generational diversity is not addressed, organizations stand to lose out as younger generations vote with their dollars and feet.

    Generational differences are a part of the diversity conversation, yet often overlooked or not included. By including generational diversity in the overall diversity, equity and inclusion conversation you bring more human experiences and potential allies into the work.

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    Julie Kratz

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