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Tag: diversity

  • Convention on Biological Diversity (CBD) – Fourth meeting of the Subsidiary Body on Implementation – World News Report – Medical Marijuana Program Connection

    Convention on Biological Diversity (CBD) – Fourth meeting of the Subsidiary Body on Implementation – World News Report – Medical Marijuana Program Connection

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  • Affirmative Action Fast Facts | CNN

    Affirmative Action Fast Facts | CNN

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    CNN
     — 

    Here is some background information about affirmative action as well as a few notable court cases.

    Affirmative action policies focus on improving opportunities for groups of people, like women and minorities, who have been historically excluded in United States’ society. The initial emphasis was on education and employment. President John F. Kennedy was the first president to use the term in an executive order.

    Supporters argue that affirmative action is necessary to ensure racial and gender diversity in education and employment. Critics state that it is unfair and causes reverse discrimination.

    Racial quotas are considered unconstitutional by the US Supreme Court.

    The state of Texas replaced its affirmative action plan with a percentage plan that guarantees the top 10% of high-school graduates a spot in any state university in Texas. California and Florida have similar programs.

    1954 – The US Supreme Court, in Brown v. Board of Education, rules that the “separate but equal” doctrine violates the Constitution.

    1961 – President Kennedy creates the Council on Equal Opportunity in an executive order. This ensures that federal contractors hire people regardless of race, creed, color or national origin.

    1964 The Civil Rights Act renders discrimination illegal in the workplace.

    1978 – In Regents of the University of California v. Bakke, a notable reverse discrimination case, the Supreme Court rules that colleges cannot use racial quotas because it violates the Equal Protection Clause. As one factor for admission, however, race can be used.

    1995The University of Michigan rejects the college application of Jennifer Gratz, a top high school student in suburban Detroit who is white.

    October 14, 1997 – Gratz v. Bollinger, et al., is filed in federal court in the Eastern District of Michigan. The University of Michigan is sued by white students, including Gratz and Patrick Hamacher, who claim the undergraduate and law school affirmative action policies using race and/or gender as a factor in admissions is a violation of the Equal Protection Clause of the Fourteenth Amendment or Title VI of the Civil Rights Act of 1964.

    December 3, 1997 – A similar case, Grutter v. Bollinger, is filed in federal court in the Eastern District of Michigan. Barbara Grutter, denied admission to the University of Michigan Law School, claims that other applicants, with lower test scores and grades, were given an unfair advantage due to race.

    December 2000 – The judge in the Gratz v. Bollinger case rules that the University of Michigan’s undergraduate admissions policy does not violate the standards set by the Supreme Court.

    March 2001 – The judge in the Grutter v. Bollinger case rules the University of Michigan Law School’s admissions policy is unconstitutional.

    December 2001 – The Sixth Circuit Court of Appeals hears appeals in both University of Michigan cases.

    May 14, 2002 The Sixth Circuit Court of Appeals reverses the district court’s decision in Grutter v. Bollinger.

    January 17, 2003 – The administration of President George W. Bush files a friend-of-the-court brief with the Supreme Court, opposing the University of Michigan’s affirmative action program.

    April 1, 2003 – The US Supreme Court hears oral arguments on the two cases. US Solicitor General Theodore Olson offers arguments in support of the plaintiffs.

    June 23, 2003 – The Supreme Court rules on Grutter v. Bollinger that the University of Michigan Law School may give preferential treatment to minorities during the admissions process. The Court upholds the law school policy by a vote of five to four.

    June 23, 2003 – In Gratz v. Bollinger, the undergraduate policy in which a point system gave specific “weight” to minority applicants is overturned six to three.

    December 22, 2003 – The Supreme Court rules that race can be a factor in universities’ admission programs but it cannot be an overriding factor. This decision affects the Grutter and Gratz cases.

    November 7, 2006The Michigan electorate strikes down affirmative action by approving a proposition barring affirmative action in public education, employment, or contracting.

    January 31, 2007 – After the Supreme Court sends the case back to district court; the case is dismissed. Gratz and Hamacher settle for $10,000 in administrative costs, but do not receive damages.

    2008 – Abigail Noel Fisher, a white woman, sues the University of Texas. She argues that the university should not use race as a factor in admission policies that favor African-American and Hispanic applicants over whites and Asian-Americans.

    July 1, 2011 An appeals court overturns Michigan’s 2006 ban on the use of race and/or gender as a factor in admissions or hiring practices.

    November 15, 2012 – The US Sixth Circuit Court of Appeals throws out Michigan’s 2006 ban on affirmative action in college admissions and public hiring, declaring it unconstitutional.

    June 24, 2013 – The Supreme Court sends the University of Texas case back to the lower court for further review without ruling.

    October 15, 2013 – The US Supreme Court hears oral arguments in a case concerning Michigan’s 2006 law on affirmative action.

    April 22, 2014 – In a six to two ruling, the Supreme Court upholds Michigan’s ban of using racial criteria in college admissions.

    July 15, 2014 – The US Court of Appeals for the Fifth Circuit upholds the use of race by the University of Texas as a factor in undergraduate admissions to promote diversity on campus. The vote is two to one.

    November 17, 2014 – Students for Fair Admissions sues Harvard University, alleging Harvard intentionally discriminates against Asian-Americans. Students for Fair Admissions is run by Edward Blum, a conservative advocate, who sought Asian-Americans rejected by Harvard.

    December 9, 2015 – The US Supreme Court hears oral arguments in the University of Texas case regarding race as a factor in admissions policies.

    June 23, 2016 – The US Supreme Court upholds the Affirmative Action program by a vote of four to three with Justice Elena Kagan taking no part in the consideration. The ruling allows the limited use of affirmative action policies by schools.

    October 15, 2018 – The lawsuit against Harvard filed in 2014 by Students for Fair Admissions goes to trial.

    February 2019 – Texas Tech University enters an agreement with the Department of Education to stop considering race and/or national origin as a factor in its admissions process, concluding a 14-year-long investigation into the school’s use of affirmative action.

    October 1, 2019 – US District Court Judge Allison Burroughs upholds Harvard’s admissions process in the Students for Fair Admissions case, ruling that while Harvard’s admissions process is “not perfect,” she would not “dismantle a very fine admissions program that passes constitutional muster, solely because it could do better.”

    November 12, 2020 – A Boston-based US appeals court rejects an appeal brought by the Students for Fair Admissions group.

    January 24, 2022 – The US Supreme Court announces it will reconsider race-based affirmative action in college admissions. The justices will hear challenges to policies at Harvard and the University of North Carolina that use students’ race among many criteria to decide who should gain a coveted place in an entering class. On June 29, 2023, the US Supreme Court says colleges and universities can no longer take race into consideration as a specific basis for granting admission.

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  • Missouri attorney general is accused of racial bias for pinning a student fight on diversity program

    Missouri attorney general is accused of racial bias for pinning a student fight on diversity program

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    JEFFERSON CITY, Mo. — Days after Missouri Attorney General Andrew Bailey blamed an after-school fight on a school district’s diversity programming, a lawyer for the majority Black district in suburban St. Louis said that the state’s chief attorney is showing “obvious racial bias.”

    Bailey, who is campaigning to keep his seat, said last week that he is investigating possible violations of the state’s human rights laws by the Hazelwood School District, after a March 8 fight left a girl hospitalized with severe head injuries.

    Bailey blamed the school district’s diversity, equity and inclusion programming as a cause for the fight, which St. Louis County police say happened after school hours in a neighborhood about two blocks from Hazelwood East High School. He said were it not for the programs, a school resource officer would have been present at the school.

    “I am launching an investigation into Hazelwood School District after a student was senselessly assaulted by another student in broad daylight,” Bailey said in a statement. “The entire community deserves answers on how Hazelwood’s radical DEI programs resulted in such despicable safety failures that has resulted in a student fighting for her life.”

    Hazelwood School District lawyer Cindy Reeds Ormsby said in a Tuesday letter to Bailey that his “obvious racial bias against majority minority school districts is clear.”

    “Do you honestly believe, again, without any official verification or specific knowledge, that the fight on March 8th was a result of a racial issue between the female students that was caused by the HSD belief in the importance of diversity, equity and inclusion for all?” Ormsby wrote. “What community do you represent as the Missouri Attorney General? Do you represent all citizens of Missouri? Or only the white citizens?”

    Ormsby also questioned Bailey’s interest in the Hazelwood assault, but not several other cases of violence against students from nearby districts.

    Hazelwood School District is about 95% Black and less than 2% white, according to state education department data. The races of the victim and a 15-year-old girl who was arrested for assault have not been released.

    In a response Tuesday to Ormsby’s letter, Bailey did not directly address her allegations of racial bias but said she should stop making personal attacks. He acknowledged his previous error in stating the date of the fight was March 11, not March 8, and again directed the district to provide records for his investigation.

    Associated Press calls and emails to the family attorney of the hospitalized girl were not immediately returned. The 15-year-old has not been named by police because she is a juvenile.

    Issues with school resource officers in Hazelwood schools began in 2021, when the district tried to require police to attend 10 hours of diversity, equity and inclusion training to work at the schools.

    Police chiefs from St. Louis County, Florissant and Hazelwood sent a letter to the school board in June of that year saying police “receive training that is more than adequate and addresses the critical matters of diversity, equity, and inclusion.”

    No deal was reached between police and the schools, prompting the district to hire 60 private security guards to replace the school resource officers.

    Hazelwood police later returned to some of the district’s buildings as school resource officers. But Florissant and St. Louis County police never reached an agreement with the school district.

    In a letter requesting documents from Hazelwood about the student fight, Bailey wrote that “the absence of SROs on the scene is directly attributable to Hazelwood’s insistence on prioritizing race-based policies over basic student safety.”

    Ormsby said school resource officers “would not have prevented a fight from occurring off school property and outside of the school day.”

    Hazelwood spokeswoman Jordyn Elston said in a statement that the school district “does not prioritize DEI initiatives at the expense of student safety” and believes the programs help student safety and learning.

    “These values are not negotiable,” Elston said, “and we will continue to prioritize them in all aspects of our work as community leaders.”

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  • Alabama Governor Signs Sweeping Law Banning DEI In Public Schools And Universities

    Alabama Governor Signs Sweeping Law Banning DEI In Public Schools And Universities

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    Alabama Gov. Kay Ivey (R) signed into law a sweeping bill that prohibits public schools and universities from maintaining or funding diversity, equity, and inclusion programs, as well as also requiring public universities to “designate restrooms on the basis of biological sex.” What do you think?

    “There’s a severe lack of funding for homogeneity and exclusion programs.”

    Andrea Byrd, Theramin Tuner

    “No lady governor’s going to tell me I can’t practice diversity, equity, and inclusion.”

    Marco Sharp, Toothpaste Flavorer

    “I’m just surprised Alabama has schools to ban DEI in.”

    Dillon Rollins, Number Compiler

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  • Kamala Harris Fast Facts | CNN Politics

    Kamala Harris Fast Facts | CNN Politics

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    CNN
     — 

    Here is a look at the life of Vice President Kamala Harris.

    Birth date: October 20, 1964

    Birth place: Oakland, California

    Birth name: Kamala Devi Harris

    Father: Donald Harris, economics professor

    Mother: Shyamala Gopalan Harris, physician

    Marriage: Douglas Emhoff (2014-present)

    Education: Howard University, B.A. political science and economics, 1986; University of California, Hastings College of the Law, J.D., 1989

    Religion: Baptist

    First African American, first woman and first Asian American to become attorney general of California.

    First South Asian American attorney general in the nation.

    First Indian American and second African American woman to serve as a senator.

    First African American woman to represent California in the Senate.

    She is the daughter of Jamaican and Indian immigrants.

    Grew up attending a Black Baptist church and a Hindu temple.

    Her name comes from the Sanskrit word meaning “lotus” flower.

    1990-1998 – Serves as deputy district attorney for Alameda County, California.

    1998 – Is named managing attorney of the Career Criminal Unit of the San Francisco District Attorney’s Office.

    2004-2011 – District attorney of San Francisco.

    2009 – “Smart on Crime: A Career Prosecutor’s Plan to Make Us Safer” is published.

    2011-2016 – Attorney general of California.

    January 3, 2017-January 18, 2021 – Serves in the US Senate.

    December 5, 2018 – Accepts the resignation of Larry Wallace, a senior aide, after accusations of harassment surface from the time that he worked with her at the California Department of Justice.

    January 8, 2019 – Harris’ memoir, “The Truths We Hold: An American Journey,” and picture book, “Superheroes Are Everywhere,” are published.

    January 21, 2019 – Announces she is running for president in a video posted to social media at the same time she appears on ABC’s “Good Morning America.”

    October 30, 2019 – In a memo to staff and supporters, Harris’ campaign manager says the campaign will cut staff and expenses to focus on strategy in Iowa. It will lay off staffers in her Baltimore headquarters and deploy staff from New Hampshire, Nevada and California to Iowa.

    December 3, 2019 – Harris ends her 2020 presidential campaign.

    March 8, 2020 – Harris endorses Joe Biden for president.

    August 11, 2020 – Biden names Harris as his running mate, making her the first Black and South Asian American woman to run on a major political party’s presidential ticket.

    November 7, 2020 – Days after the election on November 3, CNN projects Harris is elected vice president, making her America’s first female, first Black and first South Asian vice president.

    January 20, 2021 – Is sworn in as vice president of the United States.

    May 28, 2021 – Harris gives the commencement speech at the United States Naval Academy addressing the 2021 graduating class. She is the first woman to give a commencement speech at the school.

    November 19, 2021 – Biden temporarily transfers power to Harris while he is under anesthesia for a routine colonoscopy. Harris becomes the first woman with presidential power.

    April 26, 2022 – The White House announces that Harris has tested positive for Covid-19. She is exhibiting no symptoms. She will isolate and work from the vice president’s residence.

    May 27, 2023 – Becomes the first woman to deliver a commencement address at the graduation ceremony at the US Military Academy in West Point, New York.

    March 14, 2024 – Harris visits a Planned Parenthood clinic in Minnesota, the first time a sitting US president or vice president is believed to visit an abortion provider.

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  • Pimco’s Sonali Pier lets her ‘cautious contrarianism’ speak for itself: The bets she’s making now

    Pimco’s Sonali Pier lets her ‘cautious contrarianism’ speak for itself: The bets she’s making now

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    Sonali Pier is a portfolio manager with Pimco

    Pimco’s Sonali Pier strives for outperformance.

    The youngest of three and the daughter of Indian immigrants, Pier set her sights on Wall Street after graduating from Princeton University in 2003. She began her career at JPMorgan as a credit trader, a field that doesn’t have a lot of women.

    “In the ladies room, I don’t bump into a lot of people,” said Pier, who moved from New York to California in 2013 to join Pimco.

    Fortunately, she’s seen a lot of changes over the years. There has not only been some progress for women entering the financial business, but the culture has also changed since the financial crisis to become more inclusive, she said. Plus, it’s an industry where there is clear evidence of performance, she added.

    “There’s accountability,” she said, in a recent interview. “Therefore, the gender role starts to break down a little bit. With responsibility and accountability and a number to your name, it’s very clear what your contributions are.”

    Pier has risen through the ranks since joining Pimco and is now a portfolio manager within the firm’s multi-sector credit business. The 42-year-old mother of two credits mentors for helping her along the way, as well as her husband for supporting her and moving to California sight unseen. Her father also raised her to value education and hard work, Pier said.

    “He was the quintessential example of the American dream,” she said. “Being able to see his hard work and a lot of progress meant that I never thought otherwise, that hard work wouldn’t lead to progress.”

    Pier’s work has not gone unnoticed. Morningstar crowned her the winner of the 2021 U.S. Morningstar Award for Investing Excellence in the Rising Talent category.

    “Pier’s cautious contrarianism and rising influence at one of the industry’s premier and most internally competitive fixed-income asset-management firms stands out,” Morningstar said at the time.

    Putting her investment strategy to work

    Pier is the lead manager on Pimco’s Diversified Income Fund, which was among the top performers in its class — ranking in the 13th percentile on a total return basis in 2023, according to Morningstar. It has a 30-day SEC yield of 5.91%, as of Jan. 31.

    “We’re really broadly canvassing the global landscape, and then looking for where there’s the best opportunities,” Pier said. “It’s getting the interest rate sensitivity from investment grade, high-quality parts of EM [emerging markets], and the equity-like sensitivity from high yield and the low-quality parts of EM.”

    The fund also invests in securitized assets, with about 23% of the portfolio is allocated to the sector, as of Jan. 31.

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    Pimco Income Diversified Fund

    While the fund has a benchmark, the Bloomberg Global Credit Hedged USD Index, it is “benchmark aware” and doesn’t “hug it,” Pier said.

    Morningstar has called the fund a “standout.”

    “Pimco Diversified Income’s still ample staffing, deep analytical resources, and proven approach make it a top choice for higher-yielding credit exposure,” Morningstar senior analyst Mike Mulach wrote in January.

    It hasn’t always been smooth sailing. The fund has more international holdings and a more credit-risk-heavy profile than its peers, which has sometimes “knocked the portfolio off course,” like it did in 2022 during the Russia-Ukraine conflict, Mulach said. Still, he likes it over the long term.

    So far this year, the fund is relatively flat on a total return basis.

    In addition to also leading PDIIX, Pier is also a manager on a number of other funds, including the PIMCO Multisector Bond Active ETF (PYLD), which was launched in June 2023. It currently has a 30-day SEC yield of 5.12%, as of Tuesday, and an adjusted expense ratio of 0.55%.

    Stock Chart IconStock chart icon

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    Multisector Bond Active Exchange-Traded Fund performance since its June 21, 2023 inception.

    “It’s maximizing for yield, while looking for capital appreciation, and obviously, with the same Pimco principles of wanting to keep up on the upside, but manage that downside risk,” she said.

    Where Pier is bullish

    Right now, Pier prefers developed markets over emerging markets and the U.S. over Europe.

    Within investment-grade corporate, she likes financials over non-financials. Credit spreads have widened in financials over the concerns about regional banks, she said.

    “Maybe some of it’s warranted for the fact that they need to issue significant supply year after year, but we think that the metrics of, say, the big six … look quite resilient on a relative basis,” Pier said.

    Within corporate credit, the team looks at the “full flexibility of the toolkit,” she noted. That could include derivatives and cash bonds, she added.

    “Are we looking at the euro bond or the dollar bond in the same structure? The front end or the long end? Cash versus derivatives? However we can most efficiently express our view and trade that will lead to the best total return,” Pier said.

    Don’t miss these stories from CNBC PRO:

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  • Google Used a Black, Deaf Worker to Tout Its Diversity. Now She’s Suing for Discrimination

    Google Used a Black, Deaf Worker to Tout Its Diversity. Now She’s Suing for Discrimination

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    Hall says when she has access to an interpreter, they are rotated throughout the week, forcing her to repeatedly explain some technical concepts. “Google is going the cheap route,” Hall claims, saying her interpreters in university were more literate in tech jargon.

    Kathy Kaufman, director of coordinating services at DSPA, says it pays above market rates, dedicates a small pool to each company so the vocabulary becomes familiar, hires tech specialists, and trains those who are not. Kaufman also declined to confirm that Google is a client or comment on its policies.

    Google’s Hawkins says that the company is trying to make improvements. Google’s accommodations team is currently seeking employees to join a new working group to smooth over policies and procedures related to disabilities.

    Beside Hall’s concerns, Deaf workers over the past two years have complained about Google’s plans—shelved, for now—to switch away from DSPA without providing assurances that a new interpreter provider would be better, according to a former Google employee, speaking on the condition of anonymity to protect their job prospects. Blind employees have had the human guides they rely on excluded from internal systems due to confidentiality concerns in recent years, and they have long complained that key internal tools, like a widely used assignment tracker, are incompatible with screen readers, according to a second former employee.

    Advocates for disabled workers try to hold out hope but are discouraged. “The premise that everyone deserves a shot at every role rests on the company doing whatever it takes to provide accommodations,” says Stephanie Parker, a former senior strategist at YouTube who helped Hall navigate the Google bureaucracy. “From my experience with Google, there is a pretty glaring lack of commitment to accessibility.”

    Not Recorded

    Hall has been left to watch as colleagues hired alongside her as content moderators got promoted. More than three years after joining Google, she remains a level 2 employee on its internal ranking, defined as someone who receives significant oversight from a manager, making her ineligible for Google peer support and retention programs. Internal data shows that most L2 employees reach L3 within three years.

    Last August, Hall started her own community, the Black Googler Network Deaf Alliance, teaching its members sign language and sharing videos and articles about the Black Deaf community. “This is still a hearing world, and the Deaf and hearing have to come together,” she says.

    On the responsible AI team, Hall has been compiling research that would help people at Google working on AI services such as virtual assistants understand how to make them accessible to the Black Deaf community. She personally recruited 20 Black Deaf users to discuss their views on the future of technology for about 90 minutes in exchange for up to $100 each; Google, which reported nearly $74 billion in profit last year, would only pay for 13. The project was further derailed by an unexpected flaw in Google Meet, the company’s video chat service.

    Hall’s first interview was with someone who is Deaf and Blind. The 90-minute call, which included two interpreters to help her and the subject converse, went well. But when Hall pulled up the recording to begin putting together her report, it was almost entirely blank. Only when Hall’s interpreter spoke did the video include any visuals. The signing between everyone on the call was missing, preventing her from fully transcribing the interview. It turned out that Google Meet doesn’t record video of people who aren’t vocalizing, even when their microphones are unmuted.

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  • A federal judge has ordered a US minority business agency to serve all races

    A federal judge has ordered a US minority business agency to serve all races

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    NEW YORK — A federal judge in Texas has ordered a 55-year-old U.S. agency that caters to minority-owned businesses to serve people regardless of race, siding with white business owners who claimed the program discriminated against them.

    The ruling was a significant victory for conservative activists waging a far-ranging legal battle against race-conscious workplace programs, bolstered by the Supreme Court’s ruling last June dismantling affirmative action programs in higher education.

    Advocates for minority-owned businesses slammed the ruling as a serious blow to efforts to level the playing field for Black, Hispanic and other minority business owners who face barriers in accessing financing and other resources.

    Judge Mark T. Pittman of the U.S. District Court of the Northern District of Texas, who was appointed by former President Donald Trump, ruled that the Minority Business Development Agency’s eligibility parameters violate the Fifth Amendment’s equal protection guarantees because they presume that racial minorities are inherently disadvantaged.

    The agency, which is part of the U.S. Commerce Department, was first established during the Nixon administration to address discrimination in the business world. The Biden administration widened its scope and reach through the Infrastructure Investment and Jobs Act in 2021, making it a permanent agency and increasing its funding to $550 million over five years.

    The agency, which helps minority-owned businesses obtain financing and government contracts, now operates in 33 states and Puerto Rico. According to its yearly reports, the agency helped businesses raise more than $1.2 billion in capital in fiscal year 2022, including more than $50 million for Black-owned enterprises, and more than $395 million for Hispanic-owned businesses.

    In a sharply worded, 93-page ruling, Pittman said that while the agency’s work may be intended to “alleviate opportunity gaps” faced by minority-owned businesses, “two wrongs don’t make a right. And the MBDA’s racial presumption is a wrong.”

    Pittman ruled that while the agency technically caters to any business that can show their “social or economic disadvantage,” white people and others not included in the “list of preferred races” must overcome a presumption that they are not disadvantaged. The agency, he said, has been using the “unconstitutional presumption” for “fifty-five years too many.”

    “Today the clock runs out,” Pittman wrote.

    Dan Lennington, deputy counsel at the conservative Wisconsin Institute for Law & Liberty, which filed the lawsuit, said called it “a historic” victory that could affect dozens of similar federal, local and state government programs, which also consider people of certain races inherently disadvantaged. He said the ruling will pave the way for his and other conservative groups to target those programs.

    “We just think that this decision is going to be applied far and wide to hundreds of programs using identical language,” Lennington said.

    Justice Department lawyers representing Minority Business Development Agency declined to comment on the ruling, which can be appealed to the conservative-leaning 5th U.S. Circuit of Appeals in New Orleans. In court filings, the Justice Department cited congressional research showing that minority business owners face systemic barriers, including being denied loans at a rate three times higher than nonminority firms, often receiving smaller loans and being charged higher interest rates.

    John F. Robinson, president of the National Minority Business Council, said the ruling is “a blow against minority owned businesses,” and does nothing to help majority-owned businesses because they already enjoy access to federal resources through the Small Business Administration.

    “It has the potential of damaging the whole minority business sector because there will be less service available to minority-owned businesses,” Robinson said.

    In a similar ruling last year, a Tennessee judge struck down a program run by the Small Business Administration that steered some government contracts toward minority-owned businesses.

    Several other lawsuits have targeted government and private sector programs designed to benefit minority-owned businesses, including the case against the Fearless Fund, an Atlanta-based organization that provides early-stage funding to businesses owned by women of color.

    Arian Simone, CEO of the Fearless Fund, criticized what she called dwindling corporate commitment to equity programs in the face of the growing legal challenges.

    “Practically every day there seems to be a new legal ruling that chips away at our attempt to close economic gaps that exist for people of color,” she said in a statement. “The inaction by those who claim to be committed to equity has created the vacuum for this to happen.”

    But Alphonso David, president & CEO of The Global Black Economic Forum, who is helping to represent the Fearless Fund, said the Texas ruling is not necessarily predictive of how those other cases will play out.

    He pointed to another ruling Wednesday in which a conservative group lost its attempt to reinstate a lawsuit against pharmaceutical giant Pfizer over a fellowship program for Black, Latino and Native American professionals.

    The New York-based 2nd U.S. Circuit Court of Appeals ruled Wednesday that the group, Do No Harm, lacked standing because it didn’t identify the plaintiffs by name. David said the Fearless Fund is making a similar argument against the American Alliance for Equal Rights, the conservative group that filed its lawsuit on behalf of anonymous women.

    Do No Harm Chairman Dr. Stanley Goldfarb said he was “disappointed by the Court’s decision” and would continue to pursue appeals.

    Pfizer did not immediately respond to requests for comment. The company, despite winning dismissal of the original lawsuit, changed the criteria of its fellowship program last year to open it to all races.

    DEI advocates celebrated a separate win on Tuesday when a Florida law that limits discussions on race and diversity in the workplace was ruled to be unconstitutiona l by a federal appeals court.

    “I think what we’re going to see over the next months — and years — is just a flurry of lawsuits from different directions, with conservative and liberal judges around the country reaching totally contradictory decisions to one another,” said David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion, and Belonging at New York University’s School of Law. “And that ultimately it’s going to have to wind its way back to the Supreme Court.”

    ___

    AP Race & Ethnicity reporter Graham Lee Brewer and AP Business Writer Haleluya Hadero contributed to this story.

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  • How This Texas Farmers Market’s Gamble Paid Off Big | Entrepreneur

    How This Texas Farmers Market’s Gamble Paid Off Big | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Fall Creek Farmers Market in Humble, Texas, is not just a spot to stop by for your Sunday morning coffee and a fresh vegetable or two. Owners Jonathan and Andrea Haskin built this vibrant space with a vision to change their community’s food shopping habits and educate their customers on the importance of buying fresh and local items.

    The couple came up with the idea for the market in 2015 when they started taking a longer look at what kind of food they had available to them and realized they had to travel far and wide just to source quality ingredients from local farmers. What would happen if they brought their community closer to the source?

    Related: Top Health and Wellness Franchises

    To their delight, the Haskin’s neighbors embraced the concept. Situated in the beautiful Fall Creek neighborhood, the market’s outdoor setup is near a golf course and several walking trails, drawing tons of people and their pets into the space every Sunday morning.

    Jonathan and Andrea prioritize being present in their space and providing a personalized experience for every visitor. Getting set up two hours before the market opens and staying until the last group trickles out, the pair walk around to greet and share their story with customers. In the market’s early days, their daughters sat at the entrance making bracelets for shoppers as they walked in.

    This community feel is what drew in reviewer Forest B., now a regular visitor of Fall Creek Farmers Market. “All of the vendors were so personable, willing to share advice and their specific stories,” his review reads. “I particularly enjoyed the cultural diversity. So much to learn at each booth.”

    With 20+ vendors spanning global cuisines, there is no limit to the kind of food you can sample at Fall Creek Farmers Market. On his first visit alone, Forest tried a Colombian coffee blend, two empanada flavors, Vietnamese egg rolls, and an Italian ice dessert. The cherry on top was getting to engage with the vendors themselves, learning firsthand about their products and journeys.

    Related: 4 Reasons Why You Should Enter the Health and Wellness Industry

    “One [vendor] that’s not mentioned in my review is the Indian couple who serve prepared foods there,” Forest said. “They are a little bit older. That’s completely different, say, from the couple who owns Frostbite, which is the Italian ice vendor. They’re youngsters and [are] actually looking to you to provide them information on your journey here in the United States. So you just learn quite a bit about the people. Sometimes people are a little surprised to find out that you know a lot about topics in their areas, but the way you learn a lot is by talking to people and being open and receptive.”

    Forest’s experience is a perfect example of Jonathan and Andrea’s educational ecosystem in action. First and foremost, the market aims to teach its visitors about the importance of fresh, quality food. The Haskins ensure their vendors share this passion and make an effort to educate every customer who visits their booth. 90% of Fall Creek’s vendors farm and ranch full-time. Some even take agriculture classes at Texas A&M.

    “They live it as we do,” Jonathan said. “And it starts from the inside. We are really passionate about immersing ourselves into the market, and we are very selective with who we allow [to be] a part of our team.”

    Jonathan and Andrea’s goal is to be the tipping point that pushes customers into the world of local food shopping, and they’ve found that preparation is key. They engage with customers online ahead of each sale to make sure they have all the information they need for a smooth visit. Because offerings shift each week to spice things up for shoppers and ensure seasonal produce stays front and center, Jonathan and Andrea provide a list of vendors and produce options in advance to help customers plan their meals and build out their grocery lists before arriving at the market.

    Related: How This Healthy Food App Scored a $200K Investment

    The most faithful customers do around 80% of their food shopping at Falls Creek Farmers Market, which was the vision the owners had in mind when they set out to build a business.

    “It’s not a craft show. It’s not a bake sale. You can actually come and get your pastured eggs and real items,” Jonathan said. “Knowing where your food is from is a big deal. It’s like getting a root canal or heart surgery. So it feels really good to be able to serve and to be able to give them access as we have it.”

    Not only is shopping locally good for your health, but it’s good for the local economy. Forest stressed the importance of spending your money and time at small businesses.

    “Business owners typically are here from other countries. [They] come from backgrounds in which there was virtually no safety net, so they bring their knowledge to the United States. When I’m looking at these businesses, I’m looking at how I can learn more so I can help other people in the community continue to start these small businesses that make our economy run.”

    Beyond making visits, reviewing is a powerful way customers can show support. Jonathan and Andrea take every review they receive to heart, always looking to expand the offerings and inclusivity of their space. They find it important to stay receptive to feedback, keeping the dialogue with customers open, genuine, and full of love.

    In addition to prioritizing customer education and building community, Falls Creek Farmers Market believes:

    • Passion starts from the inside. Put love and care into what you do and it will trickle down to your partners and employees—and ultimately your customers.
    • Preparation is key. Communicate online with your customers ahead of a sale so they know what to expect. Plus, make time to help out with any problems that come up.
    • Supporting local is a great way to learn new things. Opening up your mind and heart to small businesses might just help you discover an important lifestyle change.

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

    Available on: Spotify, Apple Podcasts, Google Podcasts, Pandora and Soundcloud.

    Editorial contributions by Callie Morgan and Kristi Lindahl.

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    Emily Washcovick

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  • Why The NFL is A Leader in Social Impact | Entrepreneur

    Why The NFL is A Leader in Social Impact | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The expectations for this year’s Super Bowl were high, but I don’t think anyone predicted that this year’s event would turn out to be America’s most-watched program since the moon landing, with an astounding 123.4 million viewers tuning in to the big game.

    While the Taylor Swift effect certainly was a factor in achieving that staggering number, there is more to the modern NFL than celebrity fans, touchdowns and tailgate parties. The league has grown into a case study for a corporation seeking to support its communities across the country.

    The NFL has been a long-time supporter of charitable causes, but in recent years, it has significantly ramped up its player safety, social responsibility and social justice initiatives.

    A visit to the NFL’s Community page on its website shows the breadth of the league’s initiatives, from environmental sustainability to domestic violence education, youth fitness, early cancer detection and prevention, and building character in young people.

    I learned of the massive scope of the NFL’s social responsibility work through another of its initiatives, Inspire Change, the league’s social justice platform. Its goal is to reduce barriers to opportunity, particularly in communities of color. It operates at all levels of the league, from current and former players to the NFL teams and their owners and up to the league head office.

    Related: A Former NFL Plays Says ‘Indentity Shifting’ Is the Key to Success

    Inspire Change facilitates NFL investment in organizations, programs and initiatives that reduce barriers to opportunity, anchored in four pillars: Education, Economic Advancement, Community-Police Relations, and Criminal Justice Reform.

    My connection to the program came from a partnership between Inspire Change, my organization (Legacy+), and the Martin Luther King III Foundation.

    Martin Luther King III, his wife Arndrea Waters King, and their daughter Yolanda Renee King were seeking ways to commemorate the upcoming 100th birthday of Martin’s father, Dr. Martin Luther King Jr. The result was Realize the Dream, a bold new initiative that aims to transform, unify and uplift America by rallying communities to perform 100 million hours of service by the 100th anniversary of Dr. King’s birth.

    In seeking to amplify Dr. King’s vision of unity and launch the historic community service program, the NFL was an obvious choice. No other platform has the reach or worldwide profile held by the NFL. In 2023, the league averaged 17.2 million viewers per game for its 272 regular season games, creating a potential viewing audience unmatched in North America.

    Those significant audience numbers rise exponentially during the playoffs, so we worked closely with the NFL to launch the five-year service campaign during Wildcard Weekend, which coincided with MLK Day 2024.

    The game between the Philadelphia Eagles and Tampa Bay Buccaneers opened with a commemorative coin toss with Martin Luther King III, Arndrea Waters King and Yolanda Renee King.

    A series of events and activations took place over the weekend, with MLK decals and Dr. King’s iconic “Be Love” message affixed to the helmets of all 318 players participating in the weekend games. The “Be Love” and “It Takes All of Us” messages were also stenciled into the end zones for all games.

    The game opened by the Kings drew an audience of over 29.2 million viewers. While that number seems low compared to the viewership for the Super Bowl, the game was ESPN’s second-most watched NFL game in its history. Public service announcements aired over the weekend on all the networks covering the games (ESPN, ABC and CBS), with over 180 million viewers taking in the games and viewing the powerful Realize the Dream messaging.

    Beyond its ability to reach tens of millions of viewers, we looked for the NFL’s support due to its work to raise awareness on diversity and equity issues. Along with Inspire Change, the league is on the record in committing to increasing the number of black head coaches and executives so that the diversity on the field is reflected back on the sidelines and in owners’ boxes.

    To that end, the league adopted the Rooney Rule in 2003. Named after a former Pittsburgh Steelers owner who also served as the chair of the league’s diversity committee, the rule set out hiring and interview requirements for filling coaching and front office positions to ensure more minority candidates were considered and hired.

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

    The NFL’s support for Realize the Dream is yet another positive step in accelerating the league’s commitment to diversity and inclusion, and it may already be reaping benefits.

    Within days of the launch of the campaign, the New England Patriots named Jerod Mayo as their new head coach, the Atlanta Falcons hired Raheem Morris to lead their team, and the Las Vegas Raiders elevated interim head coach Antonio Pierce to full-time status.

    While those three hirings happening so close to the launch of Realize the Dream could be written off as coincidence, they may also reflect how the league’s open commitment to diversity can influence the actions of ownership, teams, and players.

    That is the power of corporate impact initiatives that permeate an entire organization. It would be one thing for the NFL to make a lump sum donation to Realize the Dream or some other cause, but the level of buy-in was visible on team uniforms and helmets, in the end zones on the field, all while tens of millions of viewers watched from homes and restaurants.

    While corporations making donations to charitable organizations is a commendable way to try and give back, concrete actions like those being taken by the NFL deliver true impact and will ultimately be the drivers of change.

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    Craig Kielburger

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  • Diversity, equity and inclusion initiatives limited at Kentucky colleges under Senate bill

    Diversity, equity and inclusion initiatives limited at Kentucky colleges under Senate bill

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    FRANKFORT, Ky. — A Republican-backed measure to limit diversity, equity and inclusion practices at Kentucky’s public universities won approval from the state Senate on Tuesday after an emotional debate that delved into race relations and what the bill’s sponsor portrayed as the liberal bent on college campuses.

    The bill cleared the Senate on a 26-7 vote after a nearly two-hour debate, sending the proposal to the House. The GOP has supermajorities in both chambers. One Democratic lawmaker, predicting a legal challenge, said the final arbiters could be the courts.

    Debates revolving around initiatives on diversity, equity and inclusion — known as DEI — are playing out in statehouses across the country. So far this year, GOP lawmakers have proposed about 50 bills in 20 states that would restrict DEI initiatives or require their public disclosure, according to an Associated Press analysis using the bill-tracking software Plural. Meanwhile, Democrats have filed about two dozen bills in 11 states that would require or promote DEI initiatives.

    In Kentucky, opponents warned the proposed restrictions on campuses could roll back gains in minority enrollments and stifle campus discussions on topics dealing with past discrimination.

    The legislation, among other things, would bar public colleges and universities from providing preferential treatment based on a person’s political ideology. It would prohibit the schools from requiring people to state specific ideologies or beliefs when seeking admission, employment or promotions.

    Republican Sen. Mike Wilson said he filed the bill to counter a broader trend in higher education toward denying campus jobs or promotions to faculty refusing to espouse “liberal ideologies fashionable in our public universities.” He said such practices have extended to students and staff as well.

    “Diversity of thought should be welcomed in our universities and higher education,” Wilson said. “But we’ve seen a trend across the United States of forcing faculty, in order to remain employed, to formally endorse a set of beliefs that may be contrary to their own, all in violation of the First Amendment.”

    Democratic Sen. Reginald Thomas said the proposed restrictions would jeopardize successes in expanding the number of minority students on Kentucky’s university campuses.

    “The richness of our diversity and our differences, that’s what makes us strong,” said Thomas, who is Black. “We are like a quilt here in America.”

    Wilson responded that there’s nothing in the bill to prohibit colleges from supporting diversity initiatives, as long as those efforts don’t include “discriminatory concepts.”

    The legislation sets out a host of such concepts that would be prohibited, among them that a person, based on their race or gender, bears responsibility for past actions committed by other members of the same race or gender. Another is meant to keep people from feeling guilt or discomfort solely because of their race or gender.

    The state attorney general’s office would be allowed to take legal action to compel a school’s compliance.

    Other senators opposing the bill warned that its restrictions could have a chilling effect on what’s taught on college campuses. They pointed to the women’s suffrage movement and the landmark Supreme Court ruling that outlawed segregation of public schools as possible examples of topics that could be excluded.

    In supporting the bill, GOP Sen. Phillip Wheeler said it’s important for students to delve into the past and learn about the struggles of people. The bill attempts to “get to a balance, to where we’re no longer looked at as the oppressors and the oppressees, that we are each judged on our own merit,” he said.

    “I think that some of the vitriol that occurs on the campuses, some of the topics, have really done more to divide us than unite us,” he added.

    The Supreme Court’s June decision ending affirmative action at universities has created a new legal landscape around diversity programs in the workplace and civil society.

    On Tuesday, one of the most emotional moments of the Kentucky Senate debate came when Republican Sen. Donald Douglas talked about his own life experiences, recalling that some classmates believed he got into medical school because he was a Black athlete, despite his academic achievements.

    “You know how embarrassed I was?” Douglas said in supporting the bill. “How embarrassed I was to tell them I had an academic scholarship to medical school and I had to explain, as a Black man, how I got a scholarship to medical school?”

    The changes proposed in the bill would be painful for some people, Douglas acknowledged. But he predicted that most affected students will “succeed with vigor and they will succeed with a sense that they are responsible for their success and not just the system.”

    ___

    The legislation is Senate Bill 6.

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  • How the Far Right Took Over a Pennsylvania School Board—And How Parents Took It Back

    How the Far Right Took Over a Pennsylvania School Board—And How Parents Took It Back

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    Last spring, when the odds seemed far longer, Bob Cousineau, a social studies teacher at Pennridge High School, predicted that whatever happened in his embattled district would become a national “case study” one way or another. It would either create “the blueprint” for outside political interests to enact a complete takeover of local public schools, he said, or “the blueprint for how to stand up to it.”

    For much of the past two years, Pennridge School District, in Bucks County, Pennsylvania—one of Philadelphia’s suburban swing counties—has served as an experiment in how far conservatives can pull public schools right.

    Until this past November, its nine school board members had all been elected as Republicans, including a five-member majority reportedly affiliated with the activist group Moms for Liberty. Policies introduced by the board and district administrators in recent years have been sweeping: Two separate groups focused on diversity, equity, and inclusion (DEI) issues were shut down; LGBTQ+ “Pride” rainbows were banned alongside other “advocacy” symbols; curriculum was repeatedly changed or culled to remove purportedly partisan topics; and more than a dozen library books—most related to race, gender, or sexuality—were reportedlyshadow-banned” by officials unwilling to wait for a formal review. Anti-trans policies were passed, school staff were ordered not to use “terms related to LGBTQ,” and a full year of social studies was cut from graduation requirements to make room for supposedly more patriotic instruction.

    All of this reached a boiling point last April, when Pennridge hired a brand-new consultancy firm called Vermilion Education. The company, according to its website, is intended to help school board members keep their districts “ideology-free,” but critics say it is meant to transform public school districts along the lines of the right-wing Hillsdale College. At the Moms for Liberty annual conference in July, Vermilion founder Jordan Adams said that districts like Pennridge, where conservatives had gained control of school boards, faced a “do or die kind of moment” to enact so many new changes, so swiftly, that their opponents wouldn’t be able to resist. “If we don’t make the most of this chance,” he said, “we’re not going to get another one.”

    “It hit us like a ton of bricks,” said Laura Foster, a local mother who helped create the progressive advocacy group the Ridge Network to fight the right-wing dominance of Pennridge’s schools. “They systematically changed policies in the school…so if there’s racism happening, you can’t do anything about it; if there’s homophobia, you can’t do anything about it. Just these methodical, step-by-step plays.”

    That’s how things seemed in Pennridge until November’s school board election, when all five open seats were won by Democrats—a stunning turnaround in a district with a more than 3:2 Republican advantage. A week later, another page in an emerging playbook for fighting back was more quietly revealed, when a group of Pennridge community members charged that the policies Pennridge had adopted weren’t just partisan, but violated civil rights law, in a federal complaint that could have implications far beyond Bucks County.

    When the Pennridge board passed a last-minute motion to hire Vermilion Education last April, the company was virtually unheard of apart from a controversy that had just roiled Sarasota, Florida. There, another school board had unsuccessfully attempted to contract it to review curricula, teacher trainings, union contracts, and more.

    But if Adams and Vermilion were unknown quantities, for many in Pennridge, what they seemed to represent was not.

    Before officially launching Vermilion in March, Adams had worked for his alma mater, Hillsdale—a private Christian college in Michigan dedicated to “classical” education, hard-right political advocacy, and spreading its education model nationwide. Its “1776 Curriculum” for grades K-12 has been criticized for revisionist history, including whitewashed accounts of US slavery and depictions of Jamestown as a failed communist colony. Hillsdale boasts a national network of affiliated charter schools, and one of its former professors helped revise South Dakota’s social studies standards along the lines of the 1776 Curriculum. In Florida, Governor Ron DeSantis appointed a slate of hard-right board members at the public New College of Florida, with the goal of transforming it into a “little Hillsdale” of the South.

    A Hillsdale employee until early 2023, Adams worked on its charter program and to promote the college’s 1776 Curriculum. He’d also been enlisted by Florida’s Department of Education to review math textbooks for “prohibited topics” like critical race theory, and by South Dakota to train teachers on the new social studies standards.

    In Sarasota, after public outcry over Adams’s proposed contract with the district, two conservative board members broke rank and blocked it. The following week, after Pennridge hired Vermilion instead, Sarasota board chair Bridget Ziegler—a Moms for Liberty cofounder—lamented on Facebook that Vermilion’s inaugural “‘WOKE’ Audit” should have been with them. “We could have and should have led on this.”



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    Kathryn Joyce

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  • To benefit all, diverse voices must take part in leading the growth and regulation of AI | TechCrunch

    To benefit all, diverse voices must take part in leading the growth and regulation of AI | TechCrunch

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    Over the last 25 years, I’ve been a tech investor, founder, organizer, strategist and academic. I’m proud to be part of a growing group of diverse leaders shaping an innovation system that represents and benefits us all. But in recent months, I’ve become increasingly troubled by the absence of Latinx/e founders and leaders in today’s critically important conversations about AI’s growth and regulation.

    As AI’s presence in our lives increases, so does the number of diverse founders leveraging it to develop positive, socially impactful services and products. Because their unique life experiences inform these founders’ ingenuity, their startups often address critical social needs. When diverse founders succeed, society benefits.

    Yet their voices and perspectives remain largely absent from policy discussions and decisions that will shape the future of AI and its influence on our society.

    Unfortunately, such exclusion is part of a broader pattern within the startup and venture ecosystem. Those of Latinx/e heritage in the U.S. account for more than 20% of the U.S. population; they’ve founded half of all new businesses over the last decade (19% of which are tech-related), and contribute $3.2 trillion annually to the nation’s economy. As a group, they represent the fifth-largest economy in the world.

    As AI’s presence in our lives increases, so does the number of diverse founders leveraging it to develop positive, socially impactful services and products.

    Yet, despite their entrepreneurial talent and determination, Latinx/e founders remain overlooked and undervalued, receiving less than 2% of startup investment funding. Even when they receive it, it’s typically just a fraction of what’s awarded to their non-Hispanic counterparts.

    While historically underestimated, Latinx/e Americans are persevering and preparing to be a significant force in the U.S.’ future. Latinx/e college enrollment has more than doubled since 2000, and enrollment in science and engineering programs has grown by 65% over the last 10 years.

    Guillermo Diaz Jr., former CIO of Cisco, called today’s intersection of AI and tech with surging Latinx/e education, economic power, and employment “a light-speed moment,” noting that an increase in Latinx/e technology leadership means a far more prosperous U.S.A.

    When it comes to AI regulation, I understand and share some commonly voiced concerns and appreciate the recent clamor for quick regulation. But I don’t understand Latinx/e and diverse groups’ exclusion from the regulatory conversation.

    Last year, the Biden administration discussed AI regulations with leaders from companies like Open AI, Google, Amazon, Meta, Microsoft, and a handful of academics and advocates. But this group was too narrow. Underrepresented communities and our allies generally have a nuanced outlook on AI.

    On one hand, we are rightly concerned that AI technologies could perpetuate bias and discrimination. On the other, we are eager to ensure that diverse communities, founders, consumers and all Americans can benefit from AI’s many positive potential implementations. Regulations made without broad, nuanced perspectives could diminish AI’s benefits to diverse communities, leading to worse social and economic outcomes for everyone.

    Discussions about AI’s growth and regulation are fundamentally discussions about the future of society, and diverse groups will play a key role in that future. Before regulators finalize any significant policy changes, diverse, visionary startup founders and leaders should be engaged in discussing how to simultaneously develop an appropriate regulatory framework for AI technology while also creating the conditions to encourage diverse founders to have a say and play a meaningful role in the evolution of AI.

    In addition to creating thoughtful guardrails, policymakers should also be ideating about incentives like tax credits, STEM education grants, and training and recruitment programs to create pathways for diverse groups’ increased representation, contributions, and success within the growing AI sector.

    Like any transformative technology, advanced AI has risks and incredible positive potential for all. That means lawmakers need all of us to provide input to AI-related policies. It is imperative that they include diverse startup founders and leaders as they consider the AI incentives and regulations that will shape our collective future.

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    Carrie Andrews

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  • Watch These Black Shows and Movies Before They Get Axed

    Watch These Black Shows and Movies Before They Get Axed

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    In 2020, pretty much every industry went through a crisis. Yes, partly because of the pandemic. But, after the murder of George Floyd and the international Black Lives Matter playlists, everyone looked around and realized: their Black representation was abysmal.

    From corporate offices to movies, people were forced to reckon with the institutionalized racism at the core of their industries. Promises were made. Copies bell hooks’s All About Love were sold out. DEI executives were added to C Suites. And everyone swore to look inward and make changes outward. But now, all those promises have been forgotten.


    DEI leaders are being fired across the board in record numbers, and companies are proving that all their talk in 2020 was just that — talk. According to a report by Revelio Labs, a data analytics company analyzing workforce trends, DE&I roles have been diminishing faster than non-DE&I positions since 2021.

    The entertainment industry is also reneging on its promises. Despite having loyal audiences and critical acclaim, Black titles that were greenlit during the BLM fervor have now been cast aside by executives. In 2023, a record number of Black-led titles were canceled. Some of the axed titles include: HBO MAX’s Love Life starring Jessica Willims; Grown-ish, the Hulu spinoff of Black-ish starring Yara Shahidi, Trevor Jackson, Luka Sabbat, and Marcus Scribner; the beloved political comedy series Ziwe starring Ziwe; AMC’s Damascus; FX’s Kindred; and the reality show Sweet Life: Los Angeles.

    Even powerhouses in the industry are worried by this trend. Issa Rae, showrunner of Insecure and our President in Barbie spoke Net-A-Porter about this trend. “You’re seeing so many Black shows get canceled; you’re seeing so many executives – especially on the DEI side – get canned. You’re seeing very clearly now that our stories are less of a priority.”

    If even Issa Rae worries about the state of entertainment, it must be dire.

    So this Black History Month, support Black titles — before they get axed. Maybe by showing our support to Black stories, we can get more of them made. Here’s to wishful thinking.

    Rye Lane

    Forget Anyone But You, Rye Lane is bringing back the rom-com. Starring David Jonsson andVivian Oparah, this lighthearted romantic comedy follows two heartbroken singles who spend a day together in South London.

    They Cloned Tyrone

    Starring John Boyega, Teyonah Parris and Jamie Foxx, this science fiction comedy and mystery follows an unlikely trio as they delve into the heart of a neighborhood conspiracy.

    The Kitchen

    Directed by Daniel Kaluuya (of Nope and Judas & the Black Messiah), The Kitchen is a dystopian commentary on class in London. Set in a future without socialized housing, The Kitchen follows a community determined not to leave their home.

    American Fiction

    Head to the theaters for this one — it’s one of Jeffery Wright’s best performances. It follows an author who parodies the mainstream expectations of Black writers and is caught in a trap when his parody book skyrockets in popularity. A commentary on American culture and the publishing industry, follow this outrageous tale — which also features Issa Rae.

    Chevalier

    Kelvin Harrison Jr. stuns in this biographical portrayal of composer Joseph Bologne, Chevalier de Saint-Georges — who was the illegitimate son of an African slave and a French plantation. It tells the insane but true story of his rise into the upper echelons of French society as a celebrated violinist-composer and fencer, including his love affair and falling out with Marie Antoinette.

    Abbott Elementary

    https://www.youtube.com/watch?v=-61kVCFplfI

    Abbott Elementary is back for Season 3 this month. Celebrate the Emmy award-winning sitcom by binging the first two seasons in preparation for its great return. Fingers crossed it never gets canceled.

    Queen Charlotte

    From the Bridgerton family comes Queen Charlotte, which emerged from the fun and fanciful world of Bridgerton as a force of nature. Dramatizing the real-life story of Queen Charlotte and George III, this surprisingly sharp and smart drama explores themes of race and mental health while retaining Shonda Rhimes’s addictive approach to romance.

    Top Boy

    Speaking of British dramas, Top Boy is London’s answer to The Wire. Every few years it goes viral when it comes back on Netflix. Catch up now and don’t be surprised if you find yourself incorporating London slang into your day.

    Spider-Man: Across the Spider-Verse

    The Spider-Verse animated Spider-Man movies follow Miles Morales, the Black, Brooklyn spiderman, as he travels across multiple dimensions. The most recent 2023 installment is a heart-wrenching journey that will thrill and surprise you, then leave you begging for part three.

    Swarm

    Donald Glover’s partnership with Amazon Studios is bringing us a TV remake of Mr & Mrs Smith this year. Until then, enjoy Swarm, starring Dominique Fishback. Fictionalizing the fervor of Beyonce’s Beyhive, it’s a satirical thriller about fandom.

    Black Cake

    Based on The New York Times-bestselling book by Charmaine Wilkerson, Black Cake is a generational-spanning family drama wrapped in a murder mystery about a woman whose children unravel the mystery of her life from the Caribbean to America.

    High Fidelity

    Zoe Kravitz, the ultimate cool girl, stars in one of my favorite shows ever — another Black-led show that was canceled after one season. A rework of the novel by Nick Hornby and the 2000 movie starring John Cusack, High Fidelity is a tumultuous story about one girl, the music she likes, and all her exes. It also stars Da’Vine Joy Randolph, who is currently nominated across the awards circuit for her recent role in The Holdovers.

    Genius: MLK/X

    After the hit that was Hulu’s Genuis: Aretha, the series is back with a story about Martin Luther King and Malcom X. This docu-series explores the work and personal lives of these two civil right figures without shying away from their personal figures and spotlighting the contributions of the women in their lives and in the movement.

    The Color Purple

    A cinematic feat, this 2023 musical adaptation features a powerhouse cast of: Halle Bailey, Fantasia Barrino, Taraji P. Henson, Danielle Brooks, Colman Domingo, and more. You’re going to want to see this in theaters.

    The Little Mermaid

    Halle Bailey brought new life to this fairy tale and its soundtrack. Balance the heavier content you consume this month with this tale (no pun intended) of hope and love.

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    LKC

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  • How to Transform Your Business Through Inclusive Leadership | Entrepreneur

    How to Transform Your Business Through Inclusive Leadership | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Hold onto your seats, entrepreneurs, CXOs and everyone with a vested interest in the future of leadership. Today, we’re slicing through the noise and diving deep into the beating heart of what makes teams thrive: inclusive leadership. Forget your cookie-cutter management styles; this is the game-changer you’ve been waiting for.

    We live in an era of rapid technological advancements, global interconnectedness and unprecedented diversity. In this volatile, ever-changing landscape, what separates the winning teams from the sinking ships? If you’re thinking “inclusion,” pat yourself on the back because you’re spot-on. But let’s be real: Inclusion isn’t just tossing a couple of diverse hires into the mix and calling it a day. It’s a nuanced, intentional strategy that starts at the top — with you, the leader.

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

    Inclusive leadership — a framework, not a fad

    Ah, the age-old misconception that “inclusive leadership” is a mere buzzword, possibly thrown around by millennials seeking a warm and fuzzy work environment. If that’s your thinking, it’s time to recalibrate because you’re not just off the mark — you’re not even on the right playing field. So, let’s cut through the jargon and get down to the brass tacks.

    Inclusive leadership is anything but a fleeting trend or a checkbox on your HR audit. The linchpin holds your organization together in an increasingly complex, diverse and global marketplace. Those who underrate its impact are missing out on a force multiplier that has the potential to revolutionize the very fabric of their organizational success. Let’s dissect why.

    1. Self-awareness is your starting point

    Listen, the “know thyself” mantra isn’t just philosophical mumbo-jumbo; it’s Leadership 101. You must be acutely aware of your tendencies, biases and triggers. The road to inclusion starts with you. Dive deep into introspection — audit your choices, behaviors and especially those hidden biases you think you don’t have. Brave enough? Seek candid feedback. The goal is to turn self-awareness into your internal compass for making inclusive decisions.

    2. Action over words

    You know what the world doesn’t need? More lip service to diversity and inclusion. Enough with the platitudes and performative gestures! We’re talking about actionable initiatives. Revamp your recruitment processes, run workshops, form employee resource groups, and launch mentorship programs. Do something that moves the needle. Inclusion isn’t a checkbox; it’s a long-term investment. Make sure your actions deliver tangible results, not just Twitter applause.

    3. Your company culture isn’t a billboard

    Company culture isn’t what’s plastered on your website or embroidered on your merch. It’s what happens when the boss leaves the room. Culture is shaped by what you tolerate, not just what you advocate for. Inclusivity should be so ingrained in your culture that it feels like second nature. Reward inclusive behaviors, and be explicit in condemning exclusionary or toxic conduct. No exceptions. Talent should never be an excuse for toxicity.

    Related: Do You Have an ‘Inclusion Delusion?’ Here’s How a Lack of Inclusivity Can Create a Toxic Culture

    4. Data-driven decisions

    In God, we trust; all others bring data. If you’re not measuring your inclusion efforts, you’re playing a guessing game. Start treating inclusion like any other critical business strategy — back it up with data. Capture metrics that matter: employee retention rates, diversity in leadership roles, the effectiveness of inclusion initiatives and so forth. Analyze, adapt, and execute.

    5. Empower to elevate

    Leadership is not about creating a legion of followers; it’s about nurturing future leaders. Empower your team by giving them the tools, resources and opportunities they need to excel. When people feel valued and capable, they perform better, innovate more and elevate the team’s effectiveness. Your job is to set them up for success, then step back and let them shine.

    6. Accessibility is non-negotiable

    Let’s broaden the scope of inclusion beyond gender and ethnicity to encompass physical abilities. Are your office spaces accessible? Can everyone participate in company events? Compliance with the Americans with Disabilities Act (ADA) is the starting point. Aim to create a space where everyone, regardless of physical ability, can bring their A-game.

    7. Be ready to pivot

    We live in a dynamic world; what worked yesterday may not cut it tomorrow. The trick is to remain agile. Always be ready to pivot your strategies based on the feedback loop from your team and real-world results. Stagnation is not just a roadblock; it’s a cliff edge. Keep your ears to the ground, and be prepared to iterate.

    Related: 4 Commitments All Truly Inclusive Leaders Must Follow

    Inclusive leadership is not just a moral imperative; it’s a business one. Teams under inclusive leaders are more engaged, innovative and likely to go above and beyond. So, make the switch — your business’s success depends on it.

    If you’ve been coasting on outdated leadership models, now is the time for an overhaul. The future belongs to leaders who embrace, empower and elevate every team member. Be one of them. Because in the end, inclusive leadership isn’t just about making everyone feel welcome — it’s about creating a dynamo of creativity, innovation and success. Anything less is not just detrimental; it’s entrepreneurial malpractice.

    So, what’s your next move, leader?

    Keep this article bookmarked, share it with your C-suite buddies, and start making those actionable changes today. Your future diverse and effective team will thank you.

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    Chris Kille

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  • War in Gaza and US election factor into some of the many events planned for MLK holiday

    War in Gaza and US election factor into some of the many events planned for MLK holiday

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    As communities nationwide celebrate the Rev. Martin Luther King Jr. holiday this weekend with events ranging from parades to prayer services, some people are taking a cue from the slain civil rights icon’s history of protest to demonstrate against the war in Gaza and draw attention to the looming U.S. presidential election.

    The Monday holiday also marks 100 days since Oct. 7, when Hamas launched an attack in southern Israel that killed some 1,200 people and resulted in about 240 taken hostage. Since then, more than 100 Israelis remain kidnapped and more than 23,000 Palestinians have been killed in Israel’s bombardment of Gaza, as global health organizations have warned of a worsening humanitarian crisis there.

    Perhaps the biggest organized event of the weekend in the U.S. was held in the nation’s capital Saturday — the March on Washington for Gaza, co-hosted by the American Muslim Task Force on Palestine, comprising some of the largest Muslim organizations in the U.S., along with antiwar and racial justice groups.

    Thousands of people rallied near the White House to call for an end to Israeli military action in Gaza, with some holding signs questioning President Joe Biden’s viability as a presidential candidate because of his staunch support for Israel in the war against Hamas.

    March organizers called on Biden to demand a permanent cease-fire and an end to the violence against civilians in Gaza and the West Bank. They also called for the release of Israeli hostages and Palestinian political prisoners and an end to “American unconditional financial support for the Israeli military,” according to Edward Ahmed Mitchell, AMTP media coordinator and deputy director of the Council on American-Islamic Relations.

    A similar demonstration held in November, the National March on Washington: Free Palestine, drew tens of thousands of participants from around the country. Some estimates suggested at least 100,000 attended.

    The title of Saturday’s march evoked the famous March on Washington for Jobs and Freedom in 1963, at which King delivered his historic “I Have a Dream” speech atop the steps of the Lincoln Memorial. That history, as well as King’s vocal opposition to the U.S. role in the Vietnam War toward the end of his life, was a guiding factor for the organizers.

    Mitchell, who called King’s legacy “multifaceted,” said King spoke up even if it meant getting vilified.

    “He was considered un-American and called a traitor. Even the political establishment shunned him,” Mitchell said.

    In 1967, exactly one year before he was assassinated, King delivered his famous “Beyond Vietnam: A Time to Break Silence” speech at Riverside Church in New York City. After quietly opposing the Vietnam War for years, he took the public step to condemn it, connecting racial and economic inequality in the U.S. with increased military spending abroad.

    “I was increasingly compelled to see the war as an enemy of the poor, and attack it as such,” King said in his speech.

    King’s daughter, Bernice King, has said her father was against antisemitism and also would have opposed the bombing of Gaza. The taking of lives through retaliatory violence is not the strategy he would want to see today.

    “There is an opportunity for us to have a real breakthrough and get to some genuine conversations and actions that can allow people to co-exist in an area of the world,” Bernice King said in a recent interview from The King Center in Atlanta, where she is CEO.

    She believes protests are critical in difficult times. King just hopes that people in general use nonviolent words and actions if they invoke her father’s name.

    “My father had a certain manner, tone and tenor in his protest. You know, your language, your speech has to be in line, not just the physical acts,” she said. “But if your language is violent, that is not necessarily in sync with Dr. King.”

    The center also will hold a holiday commemorative service Monday at Atlanta’s Ebenezer Baptist Church, where the late civil rights icon served as pastor.

    Observed federally since 1986, the holiday occurs on the third Monday of January, which this year happens to be the Rev. King’s actual birthday. Born in 1929, the minister would have been 95. This year also marks the 60th anniversary of the passage of the Civil Rights Act and King’s Nobel Peace Prize.

    Prominent Democrats will be commemorating the holiday in South Carolina, now the first state in the Democratic Party’s reshuffled presidential primary schedule.

    The NAACP is hosting Vice President Kamala Harris, the first Black person to hold the office, at the State House in Columbia. Harris visited the city in November to officially file paperwork putting Biden on the presidential ballot. House Minority Leader Hakeem Jeffries, the first Black leader of a party in Congress, will speak at an interfaith prayer service. The day’s events will center on a theme of “Ballots for Freedom, Ballots for Justice, Ballots for Change!”

    For many, the holiday will be an opportunity to counter the recent backlash over efforts at companies and universities to implement diversity, equity and inclusion initiatives.

    The Rev. Al Sharpton, founder and president of the National Action Network, will announce Monday a national campaign to sustain DEI measures. This comes after he led a demonstration against last week’s resignation of Claudine Gay, Harvard University’s first Black president. Sharpton will also be hosting the annual Martin Luther King Jr. Day Breakfast. Members of King’s family will be in attendance.

    Giving back is also an intrinsic part of the MLK holiday. AmeriCorps will host its annual Martin Luther King Jr. Day of National Service. The government agency is working with the King Center and several charities, faith-based organizations and businesses on community service projects. Various cities and organizations are holding their own volunteer events such as neighborhood clean-ups, food drives and packing care kits for the unhoused.

    On the actual holiday, events will go beyond just Washington and Atlanta, King’s birthplace. Some will touch on the war in Gaza.

    Detroit will hold its 21st annual MLK Day Rally & March. The speakers’ list includes Democratic Rep. Rashida Tlaib, the only Palestinian American in Congress, who was censured for rhetoric over the Israel-Hamas war, and Shawn Fain, the United Auto Workers president who led negotiations during six weeks of strikes.

    There will also be plenty of opportunities to attend events after the holiday is over. The W.K. Kellogg Foundation will hold its eighth annual National Day of Racial Healing on Tuesday. It has partnered with nonprofits, schools and communities to hold over 200 events nationwide. These include “sing-ins” of Civil Rights era songs and neighborhood dialogues.

    The hope is “challenging the attitudes and assumptions that people hold about folks who are different from themselves,” said Alandra Washington, the foundation’s vice president for transformation and organizational effectiveness.

    “Even a conversation can make a difference in the lives of others,” she said.

    ___

    Associated Press writer Sudhin Thanawala in Atlanta contributed to this report.

    ___

    Noreen Nasir and Terry Tang are members of AP’s Race and Ethnicity team. Follow Nasir on X (formerly Twitter) at @noreensnasir. Follow Tang at @ttangAP.

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  • Terry Barber Proudly Announces 'The Gay Tenors' Tour

    Terry Barber Proudly Announces 'The Gay Tenors' Tour

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    Tonys, Grammys, and Broadway, oh my! A dream team of artists has come together to do what producer Terry Barber says is “necessary good.” After building an impressive resume, touring with a multiple Grammy-winning group, and being hired as a soloist at many of the world’s best venues, rare countertenor and producer Terry Barber announces “The Gay Tenors, a show that entertains with human rights messaging,” he explains.

    “This undeniable talent is showcasing at the biggest national booking conference in the USA (APAP) Friday night, January 12, at 10:20 p.m. and Saturday, January 13, at 6:30 p.m., Gibson suite, 2nd floor New York Hilton 1335 6th Ave. When people look back on the present day, they will recognize this as an era of representation. Minorities are finally being seen and heard,” Barber continues.

    Attendance to showcases is free, but space is limited. The team invites celebrity friends and those who care about human rights to this and all future performances to show their support. They will sing the kind of repertoire one might expect from the original “Three Tenors” tour, but uniquely arranged for their voices and quite often with a twist that Barber hopes will cause his audience to think, affecting positive change in the human rights sphere. Expecting to appeal to a younger audience as well, the group will additionally feature the work of prominent gays in modern music like Freddie Mercury and Elton John.

    “Our goal is to break down barriers through the beauty and emotion of the art we deliver: sincere, heart-throbbing, and laugh-out-loud musical storytelling,” shares performer Benjamin Howard.

    Clayton Phillips, the tour’s director, served as multiple Tony-winning Harold Prince’s assistant director for give years, on such shows as Kiss of the Spider Woman, Candide, and Parade. Clayton believes, “There are so many LGBTQ kids who deserve to be represented. It is not a choice but a fact of life that we are all born equal but uniquely different individuals. We all deserve love and understanding. So let’s all say ‘Gay’ as often as we can.”

    “We can entertain, be role models, and also educate in a fun-loving way,” says Broadway performer, Melvin Tunstall III.

    Everyone in the group has dealt with discrimination, homophobia, heterosexism, and are confident they can make a difference with the right support. The Gay Tenors are applying for grant support from human rights foundations, considering corporations to partner with as sponsors, and can accept tax-deductible donations at this link via the 501(c3) organization Artists for a Cause Inc. info@A4AC.org

    Contact: Management@TerryBarber.com, (917) 338-6319, TheGayTenors.com

    Source: Terry Barber Management LLC

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  • Egypt Sherrod & Mike Jackson Talk About The Success Of 'Married To Real Estate' Ahead Of Season 3!

    Egypt Sherrod & Mike Jackson Talk About The Success Of 'Married To Real Estate' Ahead Of Season 3!

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    Did you guys catch the Season 3 premiere of Married to Real Estate last week on HGTV December 28th?

    Source: Courtesy / HGTV

    If you’ve never watched before, Season 3 of Married To Real Estate features power couple Egypt Sherrod and Mike Jackson as they help Atlanta families buy houses with potential and transform them into breathtaking dream homes in a new 12-episode season. Egypt, a real estate broker and designer, and her husband Mike, an expert builder, will continue to inspire fans and keep it fun while they run successful property businesses, manage a home and raise three daughters. Egypt, who previously starred in HGTV’s Property Virgins and Flipping Virgins, will apply her extensive real estate and financial knowledge to find clients affordable options in their ideal neighborhoods that can be reimagined with her custom design plans. Mike and his team will then maximize the budget and troubleshoot any construction issue to deliver stunning renovations that increase the homes’ value and return on investment. Also this season, Egypt and Mike will share memorable family experiences as their pre-teen Kendall takes up the viola while younger daughter Harper learns to ride a bike, and they’ll renovate a new office for their booming businesses.

    “If you paid attention to season one and two, you know that we were trying to find a building, find a location to open up the business right bring them all together into one,” Mike Jackson told BOSSIP’s Sr. Content Director Janeé Bolden. “You see that happen. It comes to pass. So that’s the big one. Plus we also step outside of residential construction and design and we do CAU, Clark Atlanta University. It was a pretty big project.”

    “You also see our girls graduating,” Egypt added. “You see Mike and I going at it. I quit the show, I quit him, I quit the project for 5 minutes. Then I was back. The stakes were definitely higher so tempers were a little higher this season too.”

    Married to Real Estate stars Egypt Sherrod and Mike Jackson

    Source: Courtesy / HGTV

    While anyone who has bought, built or renovated a home knows how stressful it can be, Egypt joked that the stress had more to do with the normal pressures of working with loved ones than the tribulations of home construction.

    “It had absolutely nothing to do with the projects and everything to do with being married and working with your spouse and your uncle. All in good fun. I think we just take everybody on the journey with us and you know with our show it really is about an evolution of family and legacy so season three is no different. You get more of what folks have been loving about us and we thank everybody. We’re so grateful for this journey that you guys have supported us on.”

    The couple’s genuine loving rapport is definitely a large part of what’s attracted over 15.6 million viewers to their previous run. But Egypt and Mike say very little has changed for them or their kids, even though the show has extended their family to include numerous fans, who Egypt has nicknamed “fanily”.

    “I don’t think they’ve noticed it as far as people recognizing them especially Harper,” Sherrod said of the couple’s youngest daughter. “When people come up to her and say, ‘Hey!’ she just thinks it’s stranger danger, she’s not worried about that. With Kendall she recognizes that people understand what it is, but she’s like ‘OK but I’m trying to go buy me a new something.’ It’s not about the fame for her. The adjustment has been okay. We’ve kept them pretty insulated because nothing’s changed about mommy and daddy. They’re surrounded by love and their full village and aunties and grandmas and cousins and everything so nothing big has changed. We haven’t gone out and gotten paparazzi. That’s not our life, we’re still in Costco!”

    Married to Real Estate stars Egypt Sherrod and Mike Jackson

    Source: Courtesy / HGTV

    That down to earth energy is definitely part of their appeal. The success of Married to Real Estate has been beautiful to watch because Mike and Egypt are such a positive reflection of what a healthy Black marriage can look like. It’s also just as powerful to see Black entrepreneurship in action.

    “I feel like growing up I wanted to see more people like me,” Egypt recalled. ” I wanted to see marriages that worked. In our community maybe we just haven’t had as many examples or maybe they’re just not shown on television. We recognize the importance of people viewing a really truly happy marriage where folks are friends, we’re getting along, we don’t demean each other. It’s not fake. We’re the same people on and off the camera. But where we have this whole picture of having children and we love just as hard, we’re building a legacy for our kids and we do good business. Representation across the board, any facet of life, matters. We recognize and do not take for granted what our show means for our community.”

    While the spotlight can be a difficult place for some, Mike and Egypt say remaining true to who they are have made their journey run smoothly.

    “We are who we are, on camera and behind the scenes, so we never have to put on,” Jackson told BOSSIP. That’s when you start to feel the pressure, when you gotta live up to something that’s really not you. When [people] come up to us and say, ‘Listen, my daughter just sat and watched the show with me,’ or ‘isten just keep going because you’re representing us well,’ those are the things when you know your’e doing the right thing for the right reasons.

    Tune in for all-new episodes of Married to Real Estate Thursdays at 9pm ET/PT on HGTV

    Fans can stream the first two seasons of Married to Real Estate now on Max®. And, HGTV’s digital platforms will offer up even more exclusive content from the new season at HGTV.com and by following @HGTV and #MarriedtoRealEstate on Facebook, X (formerly known as Twitter), Instagram, TikTok and Threads. In addition, fans can connect with Egypt (@egyptsherrod) and Mike (@djfadelf) on Instagram.

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    Janeé Bolden

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  • Why Restaurateur Jack Gibbons Loves Confrontational Customers | Entrepreneur

    Why Restaurateur Jack Gibbons Loves Confrontational Customers | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Experience is everything.

    That’s the underlying belief of FB Society, a Dallas-based hospitality company operating numerous restaurant concepts that are intrinsically innovative and scalable. FB Society CEO Jack Gibbons’ history of scaling unique restaurant concepts is marked by a pragmatic understanding that profit is not just desirable, but an essential element for expansion. He emphasizes that the decision to grow a restaurant must be earned through the establishment of a financially viable and culturally rich foundation.

    FB Society knows a lot about building successful restaurant brands. The company developed, scaled, and sold the extremely popular Twin Peaks chain as well as Velvet Taco (of which they are still investors).

    “Whether it’s the culinary side or the experiential side, it’s got to be something that you ask, ‘why should it exist?’,” the CEO said about developing new concepts. “Because the last thing the world needs is just another restaurant.”

    In this interview for Restaurant Influencers with Shawn Walchef of Cali BBQ Media, Gibbons asserts: “If you don’t build margin into your brand, you can’t hire the best people, you can’t buy the best products, you can’t run great campaigns, and it gives you zero flexibility.”

    “The first thing is you just got to run one great restaurant and it’s got to make sense financially.”

    D.N.A. stands for Differentiation, Nuances, Attitude

    Jack Gibbons places a premium on a brand’s D.N.A., which stands for Differentiation, Nuances, and Attitude.

    This deliberate approach ensures that as the company expands, it retains its uniqueness and doesn’t lose its soul.

    Gibbons integrates the brand’s DNA into every aspect of the business, sharing it with the team and incorporating it into training. He believes that decisions, even at the management level, should be aligned with the brand’s fundamental D.N.A.

    “We create a DNA that’s actually written down on paper, and it’s really the reason a brand should exist,” articulates Gibbons. “We share the DNA with the team. We make it a big part of the training. We make it part of something you celebrate all the time.”

    In the realm of industry feedback, Gibbons adopts an uncommon perspective. He values confrontation and sees direct feedback, even when negative, as a requirement in order to improve.

    Gibbons challenges the industry norm by publicly responding to every Yelp review, whether positive or negative, viewing it as an opportunity to show customers genuine appreciation and a commitment to continuous improvement.

    This approach reflects his belief that embracing criticism is vital for the growth and excellence of management teams in the competitive restaurant industry.

    “I love this feedback. I could just ignore it if I choose to, or I can act upon it,” he says. “If you truly value your customers, but you say only when it’s something that’s positive, then that’s a bunch of bull***. Because the reality of it is we don’t execute perfectly every day.”

    The straightforward, no-nonsense approach to development is what has helped catapult Jack Gibbons to the top of the industry.

    With energy for growing concepts still running high, he shows no signs of slowing down.

    In his words, “There’s just so much to learn.”

    Subscribe to Restaurant Influencers: Entrepreneur | Spotify | Apple

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    Restaurant Influencers is brought to you by Toast, the powerful restaurant point of sale and management system that helps restaurants improve operations, increase sales and create a better guest experience.

    Toast — Powering Successful Restaurants. Learn more about Toast.

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    Shawn P. Walchef

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  • Are Your Christian Holidays Excluding Your Staff? DEI Expert Reveals How We Can Equitably Handle Time Off For The Company. | Entrepreneur

    Are Your Christian Holidays Excluding Your Staff? DEI Expert Reveals How We Can Equitably Handle Time Off For The Company. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    It’s that time of the year again when “Let’s circle back in the new year” is the recurring mantra around the office while employees schedule their much-needed time off. If you’re responsible for approving requests for paid time off, you may have seen some interesting dates — some that don’t seem to align with Christmas and other Christian holidays. You may have encountered requests around the three other December holidays that aren’t Christian-centric and that HR and hiring managers often overlook.

    Before you hit “deny” on that PTO request, make sure you aren’t saying no to someone’s religious holiday needs. There are three religious and cultural holidays in December that may have slipped your mind. Here’s how to stay on top of your employees’ requests for holiday time off and keep your business afloat at the same time.

    Brush up on Hanukkah, Kwanzaa and Bodhi Day

    Although 63% of Americans identify as Christian, that leaves 37% who don’t — many of these people celebrate religious holidays and periods that aren’t Christianity-centric and here are three that you should be aware of.

    Hanukkah

    This Jewish holiday period begins this year on Thursday, December 7, 2023, and runs through Friday, December 15, 2023. For several days, different themes are celebrated, candles are lit on the menorah, there’s daily reading of Scripture, recitation of some of the Psalms, and singing of special hymns. All of which take time off and dedication to fully enjoy. If you have Jewish employees at your company, be sure to respect their needs for family and tradition during this period.

    Kwanzaa

    Kwanzaa is a pan-African holiday that started in the United States in the 1960s. This holiday period begins this year on Tuesday, December 26, and ends on Monday, January 1, 2024. It includes celebrating a different value every day during that period, wearing symbolic colors, reciting sayings from great black thinkers, African drumming and sharing a meal from the African diaspora. Be sure to honor the paid time off requests of those who celebrate Kwanzaa.

    Bodhi Day

    Bodhi Day is a Buddhist holiday that occurs this year on Friday, December 8, 2023. Bodhi Day commemorates the day of Buddha’s enlightenment. It involves lots of prayer and meditation, reading scriptures, decorating trees with colorful lights, and having meals with family. Be sure to respect those who ask for this day off in 2024 and beyond.

    Ask what employees need

    Sometimes, employees submit PTO requests and don’t give context or explanations of their religious or cultural holiday needs. If you, an HR professional, or a manager have a good relationship with someone who is a religious minority, be sure to start a conversation about what that person needs this holiday season.

    Some employees want time off to pray; others want time off to travel to faraway places to celebrate with loved ones, while others would appreciate an office party to commemorate the period. However, employees choose to celebrate and practice compassion, understanding, and strategic planning to honor their religious needs while keeping business running as usual.

    Create staggered time off schedules around religious holidays

    If you have Buddhist employees who want Bodhi Day off or employees who celebrate Kwanzaa towards the end of December, you can artfully create staggered schedules that honor cultural holidays while keeping the company employee roster organized.

    Ask employees to submit their PTO requests at least one month in advance to give managers and directors time to strategize. That way, employees have time to hear back about their requests, and managers can ensure no balls are dropped while coordinating coverage. This is good practice in general but especially important during the holiday season.

    Final thoughts

    For those of us in the United States, living in a Christian-centric society means that many of us might forget that not everyone celebrates Christmas. The holiday season is full of festivities that span beyond Christianity and should be respected and honored in a similar fashion.

    For those in charge of managing paid time off, be sure to be mindful of what non-Christian holidays are occurring, which employees celebrate certain holidays, and how to keep business going through the holiday season. Your workforce and their families will thank you.

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    Nika White

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