[ad_1]
On the season nine finale of “Entrepreneur Elevator Pitch,” find out what happens when entrepreneurs with big ideas meet investors with big money.
[ad_2]
Entrepreneur Staff
Source link
Tag: diversity
-
Mississippi candidates for statewide offices square off in party primaries
[ad_1]
JACKSON, Miss. — JACKSON, Miss. (AP) — A bitter Republican primary for lieutenant governor is one of several races to watch in Mississippi party primaries.
Republicans currently hold all eight statewide offices and a majority in the state House and Senate.
Polls are open 7 a.m.-7 p.m. Tuesday.
Primary runoffs are Aug. 29. The general election is Nov. 7, with runoffs Nov. 28. Here is a preview of statewide contests:
LIEUTENANT GOVERNOR
Republican incumbent Delbert Hosemann is challenged by state Sen. Chris McDaniel and educator Tiffany Longino. In November, the Republican primary winner will face business consult D. Ryan Grover, who is unopposed for the Democratic nomination.
Hosemann is seeking a second term as lieutenant governor after serving three terms as secretary of state. He has touted a teacher pay raise, millions in new funding for public education, and a budget surplus. Hosemann has also called McDaniel a “pathological liar” and accused his campaign of “despicable” behavior.
McDaniel, of Ellisville, is a four-term state legislator who has lost two races for U.S. Senate in the past decade, including a 2014 election that he refused to concede. He says Hosemann isn’t conservative enough and has appointed too many Democrats to committees chairmanships in the state Senate. Both candidates have tied themselves to former President Donald Trump.
Longino, of Brandon, says she wants to expand Medicaid to cover people who work in jobs that pay modest wages and don’t provide private health insurance.
Grover, of Hattiesburg, says he wants to clog Mississippi’s “Brain Drain.” The state is losing too many educated young people, which is hampering economic growth, Grover says.
The lieutenant governor presides over the 52-member Mississippi Senate, appoints senators to committees and names the committee leaders.
ATTORNEY GENERAL
Republican incumbent Lynn Fitch and Democratic challenger Greta Kemp Martin do not have party primaries.
Fitch was first elected attorney general in 2019 after two terms as state treasurer. Under Fitch, the state attorney general’s office argued the case that the U.S. Supreme Court used in 2022 to overturn Roe v. Wade, the 1973 ruling that legalized abortion rights nationwide.
Kemp Martin is an attorney for Disability Rights Mississippi. She says Fitch was wrong to push the case that overturned Roe v. Wade, and women are worse off because Mississippi and some other states have restricted women’s access to healthcare.
SECRETARY OF STATE
Republican incumbent Michael Watson and Democratic challenger Shuwaski Young do not have party primaries.
Watson was elected secretary of state in 2019 after three terms in the state Senate. He says his office is working to build confidence in Mississippi’s election process. That has included backing a law to strengthen proof of citizenship requirements for voting and shoring up paper trails for voting machines. If re-elected, Watson says he will conduct post-election audits in all 82 counties.
Young worked in the Department of Homeland Security during Barack Obama’s presidency and in the Secretary of State’s Office under Democrat Eric Clark and Republican Delbert Hosemann. Young launched his campaign for secretary of state after running unsuccessfully for Mississippi’s 3rd District congressional seat in 2022. Young wants to expand early voting and allow online voter registration. He also pledged to work with Republicans to monitor the state’s voter rolls.
TREASURER
Republican incumbent David McRae and Democratic challenger Addie Green do not have party primaries.
McRae was first elected treasurer in 2019 after running unsuccessfully for the office in 2015. He says he opposes screening investments based on corporations’ environmental, social and governance strategies.
Green is a former Bolton alderwoman and has run unsuccessfully for other offices, including treasurer in 2019 and state agriculture commissioner in 2015. She says Mississippi should set a $15-an-hour minimum wage, up from the $7.25 federal minimum.
AUDITOR
Republican incumbent Shad White and Democratic challenger Larry Bradford do not have party primaries.
White was appointed by then-Gov. Phil Bryant in 2018 and was elected to a full term in 2019. White’s office investigated the misspending of $77 million of federal welfare funds that were diverted to allies of Bryant. The Republican former governor has not been charged with a crime.
Bradford, a former mayor of Anguilla, says he would focus on protecting public money and would not get distracted by hot-button social issues. He criticizes White for attacking Diversity, Equity and Inclusion initiatives at public universities.
INSURANCE COMMISSIONER
Incumbent Mike Chaney faces challenger Mitch Young in the Republican primary. Bruce Burton is unopposed for the Democratic nomination.
Chaney was elected insurance commissioner in 2007 after serving in the state House and Senate. He says he has focused on making insurance more affordable, and he has touted efforts to investigate complaints and help residents recover from natural disasters.
Young, who ran unsuccessfully for governor in 2015, served in the U.S. Navy from 1979 to 1999. He has also worked as a machinist and engineer. Mississippi’s insurance industry needs to be better regulated so it can avoid the problems that have beset disaster-prone states like Florida, Young says.
Burton is a Belzoni-based attorney. He has run unsuccessfully for other offices, most recently in 2022 for a judgeship on the Mississippi Court of Appeals.
AGRICULTURE COMMISSIONER
Republican Andy Gipson is a former state representative who has been agriculture commissioner since 2018, when then-Gov. Phil Bryant appointed him to the vacant job. Gipson was elected agriculture commissioner in 2019.
Three candidates are seeking the Democratic nomination: Robert “Brad” Bradford, Bethany Hill and Terry Rogers.
Bradford is the emergency manager director in Adams County. He’s a military veteran and a fourth-generation farmer from the Mississippi Delta.
Hill grew up on a farm in north Mississippi, and she publicly supported the effort to legalize medical marijuana in the state.
Rogers, 19, is the youngest candidate in the race. He says he supports having a Future Farmers of America chapter in each high school to encourage young people to consider agriculture jobs.
[ad_2]
-
The Power of Continuous Innovation and 3 Easy Ways to Implement It | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
It is no secret that brands and companies are always on the hunt to elevate their presence in a competitive realm. Even the most recognizable brands are finding new ways to adapt to the sway of their consumers’ expectations to grow. However, some become too comfortable in a state of stagnation once they’ve reached the highest step on the winning podium.
Innovation is the lifeline of many companies, and to remain in stasis could eventually make your brand outdated. Thus, innovation is the key to growth that shouldn’t be overlooked. It doesn’t, however, have to be a drastic change that reinvents the wheel. Innovation can be subtle but significant, and there are many ways to achieve just that. Let’s explore the importance of easy ways to achieve innovation and how you can implement it into your internal strategy.
Related: 4 Ways to Drive Growth-Unlocking Internal Innovation in Your Organization
Keep your company competitive
When your business achieves significant success with its product or service, it becomes crucial to uphold the principle of continuous evolution at its core. While this may appear self-evident, it is a common occurrence for prosperous brands to fall into complacency, stagnating their innovation process. Periods of inertia often provide an opportunity for competitors to outperform them with superior versions of those very same products or services. To maintain a sustainable competitive edge, companies must keep innovation perpetually in motion. The next out-of-the-box idea is easier said than done — however, keeping your brand relevant and modern is a more subtle, but noticeable way to keep your brand in a constant state of renewal. The best way to achieve this is through a brand refresh.
In our digital design agency, we have witnessed first-hand that when we assist industries with brand rejuvenation, it often leads to a surge in conversions and audience growth. Whether it’s a minor tweak or a comprehensive transformation, modernizing your brand’s design language, website or marketing materials can be a potent form of innovation. This involves making forward-looking visual UI decisions that harmonize with your existing brand style, thereby ensuring your design is future-proof. Even something as simple as a logo refresh can be a powerful statement to your audience, signaling that your brand is keeping pace with the times. Every upgrade contributes to the ongoing evolution of your brand’s identity.
Updating your brand website with tweaks to usability and accessibility is also a great way to innovate. When your company considers all users of all abilities, it not only makes it a great experience for everyone, but it also demonstrates to your consumer base that their experience with your brand is also prioritized just as anyone else’s. Incorporating ADA-compliant standards into your website, color schemes, typography sizes, alt text incorporation and more are just a few ways to boost users’ experience.
Related: 3 Startups Making a Big Difference with Small Innovations
Make a difference with demographics
To truly ignite innovative thinking, fostering a culture of shared ideas and collaborative brainstorming is often the crucial catalyst to the next breakthrough concept. Consequently, it is vital for industry leaders to not only welcome but actively encourage input from their in-house teams.
This strategy may involve ensuring a diverse workforce, inclusive of both younger and older generations, to infuse a breadth of fresh perspectives and experiences that create a productive ground for ideas to thrive. Engaging team members from a younger demographic can be particularly beneficial, as they are typically current with the latest trends, user expectations and potentially outdated practices that the company might unwittingly still be employing. This collective knowledge and shared perspective can be the driving force behind meaningful and relevant innovation. According to UNICEF, hiring younger team members can help tap into the millennial and younger audiences since they are more attuned and familiar.
Further, innovation means growth and scalability. When you innovate for people of all demographics, you are expanding your audience base as well as growing your company’s conversions. Another best practice to achieve collaboration for fresh ideas is holding weekly idea sessions to share ideas internally on how to improve certain products or services based on client feedback and surveys. The crux here is to create an inclusive environment where every idea is heard and valued. Any dismissive attitude can rapidly quell team morale and stifle their enthusiasm for sharing their insights. Therefore, nurturing an open and receptive atmosphere is pivotal to driving successful and continuous innovation.
Related: Great Minds Think Unalike — 3 Ways to Drive True Innovation Through Diversity
Adopt a design-thinking mindset
Often utilized in the digital design industry, including our agency, design thinking can help the structure of the way ideas flow. Design thinking is a problem-solving approach that emphasizes human-centered design. Design thinking incorporates empathizing with user needs, defining problems, ideating ways to improve a problem/idea, prototyping, testing, then circling back in iterative increments. Design thinking fosters a collaborative environment where multidisciplinary teams work together to find solutions. This diversity of perspectives can lead to more innovative ideas and solutions for your brand.
Additionally, it emphasizes an iterative process. Ideas are tested and refined based on user feedback, leading to continuous improvement. This ensures your brand stays updated and resonates with evolving customer expectations. Concepts and ideas can become more defined and not simply live on as ideas but can be put into an actionable space to eventually flourish. By incorporating a design-thinking approach into your company, your team can view growth with a fresh perspective.
In the relentless pursuit of brand supremacy, companies must continuously innovate to keep pace with ever-evolving customer expectations and outdo the competition. However, the idea of innovation often connotes seismic shifts and grandiose changes. Instead, the reality is that innovation can, and often does, happen incrementally — through brand refreshes, website updates and diversity in demographic insights — in a subtle, but powerful approach.
[ad_2]
Goran Paun
Source link -
The Middle East is Emerging as a Serious Hotspot — Here’s What Entrepreneurs Worldwide Can Learn | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
Over the last decade, the Middle East has undergone a profound transformation. Traditionally viewed as an oil-rich region, the Middle East has been diversifying its economies, creating an entrepreneurial landscape ripe with opportunity. The region’s dynamic economies, bolstered by ambitious economic diversification and innovation plans, have created a favorable environment for global entrepreneurs.
With its expansive Vision 2030 economic reform plan, Saudi Arabia has been leading this transformation. Still, the entrepreneurial wave is being felt across the region — from the United Arab Emirates to Qatar, Bahrain and beyond.
Related: Entrepreneur Middle East
Diverse economies foster entrepreneurship
Countries across the Middle East are showing increased commitment to fostering entrepreneurship as they seek to diversify their economies beyond oil. Governments are investing heavily in infrastructure and establishing regulatory frameworks that are conducive to business, creating a fertile ground for startups and SMEs.
For instance, Saudi Arabia’s Vision 2030 plan aims to foster a vibrant society, a thriving economy and an ambitious nation. To achieve these goals, the kingdom promotes sectors like tourism, entertainment and technology, providing ample opportunities for entrepreneurs. Likewise, the United Arab Emirates Vision 2021 aims to make the UAE among the best countries in the world by the Golden Jubilee of the Union, and it recognizes entrepreneurship as a key driver of competitiveness and growth.
Related: The Changing Face Of Business In The Middle East
The strategic advantage of location
In today’s globalized economy, the Middle East’s strategic geographic position cannot be underestimated. The region serves as a bridge between the East and West, providing businesses easy access to markets in Africa, Asia and Europe. The region’s extensive logistical and transportation networks further enhance its attractiveness as a hub for international business.
Investing in innovation
The Middle East’s commitment to innovation is mirrored in its vibrant investment scene. Sovereign wealth funds, private investors, and venture capitalists actively invest in promising ventures, providing the financial fuel that startups need to scale and thrive. For instance, the Saudi Arabian Public Investment Fund (PIF) has been actively investing in tech companies and startups domestically and internationally, providing the necessary capital for growth.
At the same time, governments are backing initiatives such as startup incubators and accelerators, offering new businesses resources, mentorship, and networking opportunities to navigate the entrepreneurial landscape.
The advantage of a tech-savvy population
One of the Middle East’s greatest assets is its young, tech-savvy population. With one of the world’s highest smartphone penetration and internet usage rates, the region’s consumers are eager for innovative products and services. This creates lucrative opportunities, particularly in the digital and e-commerce sectors, which are experiencing explosive growth.
Overcoming challenges and obstacles
Despite the significant potential, the Middle East’s entrepreneurial scene is not without its challenges. Entrepreneurs often cite regulatory complexities, bureaucratic red tape, and the need for more robust intellectual property rights as hurdles to business. However, governments are showing a commitment to addressing these issues, and the business environment is improving year by year.
Moreover, the region is also grappling with the need to develop a culture of entrepreneurship and risk-taking, a shift from the traditional preference for stable government jobs. However, the tides are changing, and the growing success of startups in the region inspires a new generation of entrepreneurs.
The Middle East, with its strategic location, vibrant economies, supportive government initiatives and untapped market potential, presents a compelling opportunity for global entrepreneurs. With the right insight, cultural understanding and innovative solutions, the region offers rewarding opportunities for those willing to navigate its unique landscape.
As governments continue to foster entrepreneurship, and with increasing global interest in the region, the Middle East is emerging as a hotspot for global startups and a region worth considering for entrepreneurs looking to expand their horizons.
[ad_2]
Henri Al Helaly
Source link -
Condoleezza Rice Fast Facts | CNN Politics
[ad_1]
CNN
—
Here’s a look at the life of Condoleezza Rice, former US secretary of state.
Birth date: November 14, 1954
Birth place: Birmingham, Alabama
Birth name: Condoleezza Rice
Father: John Wesley Rice Jr., minister and dean
Mother: Angelena (Ray) Rice, a high school teacher
Education: University of Denver, B. A., 1974; University of Notre Dame, Master’s degree, 1975; University of Denver, Ph.D., 1981
Name is from the Italian “con dolcezza” meaning “with sweetness.”
She enrolled in the University of Denver at the age of 15, and graduated Phi Beta Kappa with a B.A. at the age of 19.
At the University of Denver, she studied under Josef Korbel, the father of Madeleine Albright.
Has served on the boards of Dropbox, Chevron, Charles Schwab, the University of Notre Dame, and the Rand Corporation, among others.
She is a Fellow of the American Academy of Arts and Sciences.
As a professor at Stanford, she won the 1984 Walter J. Gores Award for Excellence in Teaching and the 1993 School of Humanities and Sciences Dean’s Award for Distinguished Teaching.
1981 – Appointed to the faculty of Stanford University as a professor of political science.
1986 – Serves as Special Assistant to the Director of the Joint Chiefs of Staff, while also an international affairs fellow of the Council on Foreign Relations.
1989 – Appointed Special Assistant to President George H. W. Bush for National Security Affairs.
March 1991 – Resigns as Senior Director of Soviet and East European Affairs in the National Security Council, and as Special Assistant to the President for National Security Affairs.
1993 – Becomes the first woman and the first African-American to become provost of Stanford University. She was also the youngest person ever appointed provost.
June 1999 – Resigns as Provost of Stanford University but remains a faculty member.
January 22, 2001-2005 – National Security Adviser to President George W. Bush. She is the first woman to hold this post.
October 5, 2003 – The White House announces the formation of the Iraqi Stabilization Group, headed by Rice. The group will consist of four coordinating committees: counter-terrorism, economic development, political affairs, and media relations. The committees will be headed by four of Rice’s deputies and will include representatives from the CIA and the under-secretaries from the State, Defense and Treasury Departments.
April 8, 2004 – Rice testifies in public, under oath before the 9-11 Commission after weeks of requests for her to do so. She has previously met with the Commission in private.
November 16, 2004 – President Bush announces his nomination of Rice as secretary of state.
November 20, 2004 – Rice is released from Georgetown University Hospital in Washington, DC., after undergoing a uterine fibroid embolization the day before.
2004-2007 – Time Magazine names Rice as one of the World’s Most Influential People.
January 26, 2005 – Confirmed as US secretary of state by a vote of 85 to 13 in the Senate. She is the first African-American woman to hold this position.
January 28, 2005-January 20, 2009 – Serves as the 66th US Secretary of State.
July 24, 2006 – Arrives in the Middle East to discuss a peace plan between Israel and Lebanon after violence erupts.
August 16, 2008 – Oversees a cease-fire agreement between Russia and Georgia.
September 5, 2008 – Meets with Moammar Gadhafi in Libya, the first visit by a US secretary of state to Libya since 1953.
January 28, 2009 – Stanford University announces that Rice will return “as a political science professor and the Thomas and Barbara Stephenson Senior Fellow on Public Policy at the Hoover Institution.”
February 2009 – Agrees to a three-book deal with Crown Publishers starting with a memoir about her years in the George W. Bush Administration.
November 2009 – Is a founding partner of the RiceHadley Group (now Rice, Hadley, Gates & Manuel LLC), an advisory firm, along with former George W. Bush Administration National Security Adviser Stephen Hadley.
July 28, 2010 – Plays the piano during a performance with the “Queen of Soul,” Aretha Franklin and the Philadelphia Orchestra for a charity event to raise money for inner city music education.
October 12, 2010 – Rice’s memoir, “Extraordinary, Ordinary People,” is released. The book details Rice’s childhood in segregated Alabama.
November 1, 2011 – Rice’s memoir, “No Higher Honor: A Memoir of My Years in Washington,” is published.
August 20, 2012 – Along with financier Darla Moore, becomes the first woman admitted as a member to Augusta National Golf Club.
October 16, 2013 – Rice is announced as one of 13 members of the College Football Playoff selection committee.
May 3, 2014 – Rice declines to speak at Rutgers University’s May 18th commencement after students and faculty opposed her support of the Iraq war.
May 9, 2017 – Rice’s book, “Democracy: Stories from the Long Road to Freedom,” is published.
October 11, 2017 – It is announced that Rice has agreed to chair the NCAA’s Commission on College Basketball.
May 2018 – Rice and co-author Amy Zegart’s book, “Political Risk: How Businesses and Organizations Can Anticipate Global Insecurity,” is published.
January 28, 2020 – Rice announces she will be the next director of Stanford University’s Hoover Institution, a public policy think tank.
September 1, 2020 – Rice assumes her position as director of the Hoover Institution.
July 11, 2022 – The Denver Broncos announce Rice is joining the NFL team’s new ownership group.
[ad_2]
-
How Social Entrepreneurs Are Changing the World | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
In a rapidly evolving world facing an array of pressing challenges, the rise of purpose-driven entrepreneurship has emerged as a beacon of hope.
Social entrepreneurs are individuals who use entrepreneurial principles, innovative thinking and business acumen to create positive and sustainable social or environmental impact. They are driven by a strong sense of purpose to address pressing societal challenges and improve the well-being of communities and the planet.
Social entrepreneurs apply the same entrepreneurial mindset used in traditional business ventures to develop innovative solutions to complex social problems. Their primary goal is to generate positive outcomes rather than solely seeking financial profit. They often work to empower marginalized groups, improve access to essential services, address environmental issues and promote social justice.
This article delves into the transformative force of purpose-driven ventures, exploring their sustainable impact and the supportive ecosystem propelling their success.
Related: 3 Steps to Forge Your Company’s Purpose-Driven Path
The emergence of purpose-driven ventures
Traditionally, entrepreneurship has been associated with profit-driven motives, but a paradigm shift is underway. Social entrepreneurs have recognized that addressing societal and environmental challenges requires more than just good intentions; it demands a sustainable approach that integrates purpose into business strategies. These visionary leaders view challenges as opportunities and harness the power of innovation and empathy to create lasting impact.
For example, Patagonia, founded by Yvon Chouinard, is a renowned outdoor apparel company that embraces sustainability and environmental responsibility as part of its core mission. They prioritize eco-friendly materials, minimize waste and actively support environmental causes through campaigns like “1% for the Planet,” where they donate a portion of their revenue to environmental initiatives.
The power of profit and purpose alignment
Contrary to the notion that profit and purpose are conflicting concepts, social entrepreneurs have unlocked the potential of aligning the two forces for the greater good. By imbuing their ventures with a meaningful mission, they attract a loyal customer base and engage employees who are deeply committed to the cause. This alignment fuels passion, creativity and dedication, propelling these purpose-driven ventures towards remarkable success.
A good example is Warby Parker, an eyewear company co-founded by four friends (Neil Blumenthal, Dave Gilboa, Andrew Hunt and Jeffrey Raider), which has a “Buy a Pair, Give a Pair” business model. For every pair of glasses sold, they provide a pair to someone in need through partnerships with nonprofit organizations. This alignment of profit and purpose has resulted in both business success and significant social impact.
Related: How to Build a Business that Makes a Positive Impact
Driving sustainable impact
One defining characteristic of purpose-driven entrepreneurship is its commitment to sustainable impact. Social entrepreneurs look beyond short-term gains, focusing on solutions that create lasting change. Whether it’s tackling environmental issues, empowering marginalized communities or improving healthcare access, these ventures invest in projects with far-reaching and enduring effects, leaving behind a positive legacy for generations to come.
Green School, for example, founded by John and Cynthia Hardy, is an innovative, eco-focused school in Bali that integrates sustainability, environmental education and holistic learning into its curriculum. The school’s unique approach empowers students to become changemakers, fostering a generation of environmentally conscious leaders.
Inspiring stories of social entrepreneurs
Tony Elumelu is a visionary entrepreneur and philanthropist who has become a leading example of purpose-driven entrepreneurship. As the founder of The Tony Elumelu Foundation, he is empowering African entrepreneurs to drive sustainable economic growth and social development on the continent. Through his foundation’s flagship initiative, the Tony Elumelu Foundation Entrepreneurship Programme (TEEP), Tony Elumelu has provided mentorship and training to 1,500,000 and seed funding to 18,000 young African entrepreneurs.
There’s also Kiva, an online micro-lending platform, co-founded by Jessica Jackley and Matt Flannery. It connects individuals looking to lend small amounts of money (as little as $25) to entrepreneurs in developing countries. This peer-to-peer lending model empowers entrepreneurs to start or grow their businesses, with the goal of lifting them out of poverty.
The support ecosystem
Behind every successful social entrepreneur stands a supportive ecosystem that nourishes their vision. Impact investors, philanthropic organizations and government initiatives play a pivotal role in nurturing purpose-driven ventures. The collective effort of these stakeholders provides access to capital, mentorship and networks that amplify the ventures’ reach and potential.
Related: 3 Steps for Making a Positive Environmental, Social and Governance (ESG) Impact
Spreading the movement
The rise of purpose-driven entrepreneurship is not an isolated phenomenon. It is part of a global movement towards a more sustainable and equitable world. As these social entrepreneurs blaze a trail, they inspire others to follow suit, creating a ripple effect that catalyzes positive change across industries and borders.
B Corporations, also known as B Corps, are businesses that meet rigorous standards of social and environmental performance, accountability and transparency. These Save & Send for Review companies include Patagonia, Ben & Jerry’s and Seventh Generation, among others. The B Corp movement is spreading globally, inspiring businesses to pursue not just profit but also purpose and positive impact.
[ad_2]
Taiwo Sotikare
Source link -
How to Embrace People With Disabilities In Your Workplace | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
People with disabilities face several barriers to entering the workplace and frequently face discrimination and exclusion. To develop an institution of inclusivity, people with disabilities must be represented and embraced at every level. According to the World Health Report, an estimated 1.3 billion people — or 16% of the global population — experience a significant disability today. Unfortunately, people with disabilities face mistreatment and discrimination just for having a disability.
Based on the United Nations Department of Economic and Social Affairs, a 2004 survey found that only 35% of working-age persons with disabilities are employed, compared to an employment rate of 78% in the rest of the population. Two-thirds of unemployed respondents with disabilities said they would like to work but could not find jobs.
I have been a disability advocate for several years, and I have the experience of growing up with one. I am currently the co-chair of the disability inclusion network where I work, and I’ve volunteered for many organizations focusing on disability rights. I’ve advocated for people with disabilities at the White House during the first-ever Mental Health Youth Action Forum.
People with disabilities have more difficulty finding work because they are perceived as less than others or assumed to be unable to work, which is a common misconception. The pandemic’s move toward remote and hybrid was a positive step toward providing more flexibility and accommodations for people with disabilities. Before the pandemic, many people with disabilities weren’t offered a role due to requesting to work remotely. Offering these options isn’t enough, and more changes need to continue to embrace them fully.
Related: How Hiring People With Disabilities Will Make Your Business Stronger
Addressing ableism and sanism
Ableism is discrimination against people with disabilities based on just having a disability, and sanism is the same, except for people with mental health conditions. Other forms of discrimination often dominate conversations about diversity, equity, inclusion and accessibility (DEIA) more than ableism and sanism.
Based on the Harvard Business Review, only about 4% of DEI programs include disability. Even DEI programs designed to address workplace discrimination still fail the disability community, which is why ableism and sanism commonly perpetuate in the workplace. This statistic is concerning as people with disabilities significantly face barriers in the workforce, like low labor force participation rates, higher unemployment rates and pay inequality.
On top of that, many organizations don’t incorporate the “A” in DEIA — accessibility — because they don’t view it as an issue of equity. For example, issuing two people the same equipment doesn’t achieve anything if someone with a disability cannot use the technology to perform.
Invest in accessibility
It isn’t enough to announce that your organization prioritizes hiring more people with disabilities if your institution is inaccessible. If any practices are inaccessible, people with disabilities must navigate and maneuver additional barriers. It will be substantially more difficult for them to be seen, hired, considered and celebrated. Accessibility is a growing need every organization should invest in to create the best experience for its users, customers and staff members.
Accessibility transforms information, content and anything else in your business into something sensible, meaningful and easier to use. Are you thoughtfully investing your resources into accessibility or treating it as an afterthought when someone comes forward with an issue? Accessibility should begin before someone requests an accommodation by approaching accessibility proactively. It would help if you devoted a sizeable fraction of your budget to assemble a dedicated team or position to accessibility, e.g. chief accessibility officer. Consider also working with a consulting agency if you want a third-party perspective.
If you have a team in accessibility, is it being evaluated across the company rather than specific areas like technology and infrastructure? Assessing accessibility at every business function, like recruitment, job descriptions, content, social media, operations and events, will upscale and streamline more remarkable results. An example of this is clearing any ableist language on job applications because that already excludes a talented pool of candidates with disabilities.
Accessibility isn’t only making work equitable for people with disabilities — it makes it easier for everyone. People with disabilities should be your target demographic for creating the most equitable products for them to enjoy and use. However, if you lead with accessibility in your organizational strategic plan, everyone will systemically benefit.
Related: How We Can Redefine the Word “Disability” One Superpower at a Time
Celebrate disability pride
Based on the National Organization on Disability (NOD), while recently, more people with disabilities are entering the workforce over the last 12 months, self-identification (self-ID) rates have decreased from 4.09 in 2020 to 3.68 in 2021. Supporting people with disabilities must move from only offering accommodations to celebrating disability pride.
Disability pride is the concept that disability isn’t just a medical condition but a social identity with enriching intersectionality, community and culture. Disability pride affirms that people shouldn’t be ashamed of their disabilities. Disability Pride Month is in July, and the National Disability Employment Awareness Month is in October. Because disability has been stigmatized and shamed for centuries, diverting that shame to pride is the future of disability inclusion.
These are paramount organizational-wide moments to address disability, tell meaningful stories of their lived experiences and show your actionable commitment to DEIA. While those are noteworthy times to prioritize the disability community, disability pride should be distributed throughout the whole year because people with disabilities don’t stop existing and living outside of those months.
There are limitless choices to include people with disabilities in the workplace by hosting workshops on disability inclusion, encouraging self-identification, outlining legal resources, facilitating open discussions on disability pride and history, establishing an employee resource group (ERG) to invite people with disabilities, caregivers and allies to join forces and hold the organization accountable and cultivate a more positive culture, work with other networks to showcase the intersectionality of disability and different social identities, appointing board members with disabilities and monitoring how your organization is operating.
Related: 5 Ways Employees With Disabilities Help Maximize a Company’s Growth
Diversity without disability is not diversity
Suppose your organization does not include people with disabilities in your mission, decisions, products and leadership. In that case, your organization will never be diverse, and ignoring a substantial and vital population segment will only negatively influence your performance and impact. People with disabilities have the right to work and belong to an organization valuing their contributions and ensuring they have opportunities to thrive as much as everyone else.
[ad_2]
Zane Landin
Source link -
Select Board awards two marijuana licenses | News – Medical Marijuana Program Connection
[ad_1]
TEWKSBURY — The Tewksbury Select Board met on July 18, 2023 at town hall.
The board approved a common victualler license application for Brothers Sports Bar & Grille at 553 Main St. Brothers has a location in Dracut and is purchasing the Skybox Sports Bar and Restaurant. The restaurant will be more family-style than Skybox, and will seek a liquor license in the coming months.
The board set Monday, Oct. 2, 2023, as the date for special Town Meeting. The warrant will be open through Friday, Aug. 18, at 12:30 p.m.
The board discussed openings on various town committees and boards. Residents can apply on the town website to serve on the Conservation Commission, Economic Development Committee, Green Committee, Historic Commission, Local Historic District Study Committee, Massachusetts Cultural Council, Beautification Committee, and Diversity, Equity, and Inclusion Advisory Committee.
The board voted to designate firefighter Michael Donovan as a special municipal employee to work as a traffic control guard for the Tewksbury Police Department.
The board took up the long-awaited designation of retail marijuana establishment licenses. With three licenses potentially up for grabs, eight pro-ponents completed the Select Board application process and passed Planning Board review, some of whom had been working towards the licensure stage…
[ad_2]
MMP News Author
Source link -
7 Common Myths You Might Believe About Allyship | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
In a world that continues to grapple with social injustice and systemic inequality, allyship has emerged as a critical strategy for advancing diversity, equity and inclusion. While many individuals genuinely believe they are good people, the challenge lies in effectively demonstrating allyship in their actions. True allyship goes beyond performative gestures or one-time efforts; it requires consistent, intentional actions over time. Allyship is about sustained change long term.
Allyship, at its core, involves supporting marginalized individuals or communities by using one’s privilege to dismantle oppressive systems. Allies actively work to amplify marginalized voices, challenge biased norms and advocate for equity and justice. It is important to recognize that allyship is not a self-appointed label, but rather a status earned through continuous learning, self-reflection and ongoing action.
In an era of social media activism and viral challenges, it is easy to fall into the trap of engaging in check-the-box activities. These are actions taken solely for the purpose of being seen as an ally or to temporarily ease one’s guilt, without a genuine commitment to effecting real change. Posting a hashtag, attending a single protest or making a donation can certainly be valuable, but they alone do not define allyship. True allyship necessitates a long-term investment of time, energy and resources.
Effective allyship involves taking meaningful action beyond performative gestures. Engage in direct support of marginalized individuals and communities. This can include volunteering, mentoring or financially supporting relevant organizations. Stand up against discrimination and biases, even in uncomfortable situations. Being an ally means using your voice and privilege to effect change, both on an individual and systemic level.
Related: Are You a Performative Ally? Here Are the Signs.
Myth 1: Allyship is a one-time act
Allyship is an ongoing commitment to actively support and advocate for marginalized individuals or groups. It requires consistent effort, education and self-reflection.
Myth 2: Allies should speak for marginalized groups
True allyship involves listening to and amplifying the voices of marginalized communities, rather than speaking on their behalf. Allies should create space for marginalized individuals to share their own experiences and perspectives. Allyship is about speaking up with marginalized groups, not for marginalized groups.
Myth 3: Allies are always perfect and never make mistakes
Allies are human and can make mistakes. It’s important to acknowledge and learn from those mistakes, take responsibility and make efforts to do better. Allyship is a continuous learning process. It is about progress over perfection.
Myth 4: Allyship is solely about individual actions
While individual actions are important, allyship also involves addressing systemic issues and working towards creating inclusive and equitable environments. This may involve advocating for policy changes, challenging discriminatory practices and supporting organizations that promote diversity and inclusion. Individual actions are important, but systems must be addressed for true positive change.
Myth 5: Allies should be recognized and praised for their efforts
Allyship is not about seeking recognition or accolades. It’s about supporting marginalized communities without expecting anything in return. True allyship is driven by the desire to create positive change, rather than personal gain. Allyship is in the eye of the beholder, it cannot be a self-proclamation.
Myth 6: Allies should always be at the forefront of activism
Allies should recognize that their role is to support and uplift marginalized communities, rather than taking the spotlight away from them. Centering and amplifying the voices and experiences of those directly affected by systemic injustices is crucial. Allyship is about dropping your ego and doing what is right, even if it is hard.
Related: Every Leader Should Be an Ally: How To Implement Diversity and Inclusion in Your Business
Myth 7: Allies cannot be criticized
Feedback is a gift. Allies should be open to feedback and criticism. It’s essential to listen to the concerns and perspectives of marginalized individuals and be willing to reflect on and improve their allyship practices. Constructive criticism can help allies grow and become more effective in their support. If someone’s kind enough to give you feedback, they are trying to help you be better. Allies leverage feedback to learn and grow. It may be hard to understand something you haven’t yet experienced as an ally. That’s why feedback and learning are so critical.
Allyship is a journey, and it requires continuous self-education, empathy and action. It’s important to recognize and challenge these myths in order to foster more inclusive and supportive communities.
In a world striving for social justice and equality, allyship plays a pivotal role. It requires consistent, intentional actions over time rather than mere check-the-box activities. By actively educating ourselves, listening, amplifying marginalized voices and taking meaningful action, we can contribute to creating a more inclusive and equitable society.
[ad_2]
Julie Kratz
Source link -
Struggling in Franchising? You Need to Think Bigger. | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
A few years ago, I was speaking to some friends and colleagues about a vision I had for a new franchise restaurant. I told them the brand had a unique concept and could quickly be on track to 1,000 worldwide locations. The responses were fairly consistent: incredulity and laughter. And these people were supposed to be my friends!
The brand we talked about was The Halal Guys, a company I work with. After an extremely successful 2022, one in which the company opened its 100th location — and with 300-plus more in development — it was tempting to then ask them, “Who’s laughing now?”
The plan was aggressive from the jump: We’d target the 50 largest markets in North America, then go international. Most of those major metro areas are covered now, and international expansion has begun with the UK and South Korea. Pulling this all off as quickly as we’d envisioned seemed impossible to a great many, but that ambitious mindset worked.
Here are some essential strategies I’ve applied in the course of taking more than 10 such brands worldwide.
Related: 5 Strategies You Need to Build Your Brand
Think positively
There’s nothing a failing person likes to see more than someone else fail. So, it’s okay if someone doesn’t see your vision: It wasn’t their vision anyway, it’s yours.
My story about The Halal Guys isn’t an outlier. When you’re building, many people are going to root for you to tank simply because they aren’t winning, which often means that they’ll give you bad advice, encourage you to back off and/or withhold a helping hand. That’s why it’s so important to think positively about your brand’s potential and growth plan. Because challenges arise for young franchises daily, and panic doesn’t put money in the bank.
When I was helping PayMore through its initial franchise launch, it seemed that we couldn’t sell to anyone. Despite great unit economics and a scalable business plan, many thought its buy-sell-trade model seemed too much like a pawn shop, and in truth, we weren’t doing the company any favors by presenting it like one.
Still, there was no panic. We stayed positive and altered our presentation. It’s been a little more than a year now since we launched franchising, and over the last two months have completed more than a dozen deals encompassing 60-plus units. Put simply, positivity paid off.
Think aggressively
It’s important to have brand standards, but it’s also important to know when to bend them. You may be dead-set on only allowing multi-unit deals, for example, but the right single-unit deal can get the ball rolling for a stagnant brand, including attracting good press, which could lead to a multi-unit franchisee down the road.
Also, think about how you can incentivize franchisees to expand their territories because encouraging them to embrace affordable conversions could lead to quicker growth (keep in mind that this requires having the right design and brand standards in place). Thinking aggressively means being prepared to act fast when opportunities arise, so plan accordingly when building your business strategy.
Part of thinking aggressively is thinking big: Don’t be content with small, steady growth if your concept can handle rapid expansion. Don’t be afraid to go for it.
Related: As a Leader, You Need to Be Both Positive and Aggressive
Think beyond yourself
Building a brand that aims to be a household name is a lot easier with a solid team in place. I’ve always enjoyed getting my hands dirty, and I’ve never worked harder than I did for real mentors and with other people who have taught me about the industry.
Case in point: I’m working with a new brand out of Chicago called Cilantro Taco Grill. Their story is inspiring — run by a family of first-generation immigrants from Jalisco, Mexico, who built the restaurant as a tribute to their father and as a celebration of the authentic flavors they grew up with. They’ve dominated the quick-service Mexican scene in Chicago, in part because their business plan was born out of familial love. The company’s story and standards are authentic, and its food tastes better because of that.
This is just part of why it’s so vital to share your goals, and even more so to share your success. Team members should also be in line with the business plan and where the brand is headed — should be thinking positively and aggressively right alongside you. Of course, that requires the right workplace dynamic: People naturally invest themselves in people who take care of them, so incentivize success, offer quality benefits and provide a comfortable workplace.
Related: Why Are Companies Still Holding Back on Investing in Employees’ Development?
Think about the future
The goal for any franchisee should be to get wealthy, certainly, which involves building towards an exit. This business, like virtually all others, is about growing an asset that has the potential to sell at peak value. That’s why you need to be positive, prioritize aggression and focus on building a team — with the very possible goal of attracting a buyer. A profitable five-unit franchise chain that sells at eight times its yearly income could potentially set you up for life — a return most other industries can’t offer in a comparable timeframe.
You shouldn’t be looking to create a job — heck, you can go find a job. Your future in franchising should be building generational wealth — for your family, your kids and yourself.
[ad_2]
Dan Rowe
Source link -
Biden will establish a national monument honoring Emmett Till, the Black teen lynched in Mississippi
[ad_1]
WASHINGTON — President Joe Biden will establish a national monument honoring Emmett Till, the Black teenager from Chicago who was abducted, tortured and killed in 1955 after he was accused of whistling at a white woman in Mississippi, and his mother, a White House official said Saturday.
Biden will sign a proclamation on Tuesday to create the Emmett Till and Mamie Till-Mobley National Monument across three sites in Illinois and Mississippi, according to the official. The individual spoke on condition of anonymity because the White House had not formally announced the president’s plans.
Tuesday is the anniversary of Emmett Till’s birth in 1941.
The monument will protect places that are central to the story of Till’s life and death at age 14, the acquittal of his white killers and his mother’s activism. Till’s mother’s insistence on an open casket to show the world how her son had been brutalized and Jet’s magazine’s decision to publish photos of his mutilated body helped galvanize the Civil Rights Movement.
Biden’s decision also comes at a fraught time in the United States over matters concerning race. Conservative leaders are pushing back against the teaching of slavery and Black history in public schools, as well as the incorporation of diversity, equity and inclusion programs from college classrooms to corporate boardrooms.
On Friday, Vice President Kamala Harris criticized a revised Black history curriculum in Florida that includes teaching that enslaved people benefited from the skills they learned at the hands of the people who denied them freedom. The Florida Board of Education approved the curriculum to satisfy legislation signed by Gov. Ron DeSantis, a Republican presidential candidate who has accused public schools of liberal indoctrination.
“How is it that anyone could suggest that in the midst of these atrocities that there was any benefit to being subjected to this level of dehumanization?” Harris asked in a speech delivered from Jacksonville, Florida.
DeSantis said he had no role in devising his state’s new education standards but defended the components on how enslaved people benefited.
“All of that is rooted in whatever is factual,” he said in response.
The monument to Till and his mother will include three sites in the two states.
The Illinois site is Roberts Temple Church of God in Christ in Bronzeville, a historically Black neighborhood on Chicago’s South Side. Thousands of people gathered at the church to mourn Emmett Till in September 1955.
The Mississippi locations are Graball Landing, believed to be where Till’s mutilated body was pulled from the Tallahatchie River, and the Tallahatchie County Second District Courthouse in Sumner, Mississippi, where Till’s killers were tried and acquitted by an all-white jury.
Till was visiting relatives in Mississippi when Carolyn Bryant Donham said the 14-year-old Till whistled and made sexual advances at her while she worked in a store in the small community of Money.
Till was later abducted and his body eventually pulled from the Tallahatchie River, where he had been tossed after he was shot and weighted down with a cotton gin fan.
Two white men, Roy Bryant and his half-brother J.W. Milam, were tried on murder charges about a month after Till was killed, but an all-white Mississippi jury acquitted them. Months later, they confessed to killing Till in a paid interview with Look magazine. Bryant was married to Donham in 1955. She died earlier this year.
The monument will be the fourth Biden has created since taking office in 2021, and just his latest tribute to the younger Till.
For Black History Month this year, Biden hosted a screening of the movie “Till,” a drama about his lynching.
In March 2022, Biden signed the Emmett Till Anti-Lynching Act into law. Congress had first considered such legislation more than 120 years ago.
The Justice Department announced in December 2021 that it was closing its investigation into Till’s killing.
[ad_2]
-
Are You a Visionary Leader? Here Are 12 Ways to Get Started | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
In today’s rapidly evolving business landscape, the role of visionary leadership has become increasingly crucial. Visionary leaders possess a unique ability to inspire and guide their organizations toward a desired future state. History has shown that a visionary leader initiated every significant technological invention. They are catalysts for change, capable of transforming companies and shaping industries.
As the founder of LEAD + VISION, a vision-based leadership coaching and consulting firm, I coach C-suite executives on building and elevating their visionary thinking skills. Today, we embark on a journey to explore the transformational effect of visionary leadership and uncover invaluable insights on how you can develop and elevate your visionary leadership skills.
The power of visionary leadership
Visionary leaders profoundly impact their organizations by providing a clear sense of purpose, direction and motivation. They possess a compelling vision, which acts as a guiding star for their teams. This vision serves as a roadmap, helping companies navigate through challenges, seize opportunities and adapt to the ever-changing business landscape.
Transformational leaders have the ability to communicate their vision effectively, creating a shared understanding and sense of ownership among team members. Visionary leaders foster collaboration, inspire innovation and drive engagement by aligning the organization around a common goal. This synergy and excitement of a shared vision empower employees to go above and beyond their usual responsibilities, fostering a culture of excellence and continuous improvement.
Related: 3 Perspectives of Visionary Leaders
Developing visionary skills
While some individuals naturally possess visionary leadership abilities, it is a skill that can be trained and built with practice. Here are some strategies to cultivate and enhance visionary leadership skills:
- Self-reflection: Take time to introspect and define your personal values, passions and long-term goals. Understanding your own aspirations and what drives you will enable you to craft a compelling vision that resonates with your team.
- Environmental scanning: Stay informed about industry trends, emerging technologies and societal changes. By continuously scanning the external environment, you can anticipate shifts, identify opportunities and adjust your vision accordingly.
- Embrace the power of curiosity: Curiosity fuels the fire of visionary thinking. Embrace an insatiable hunger for knowledge, exploration and learning. Seek diverse experiences, delve into new domains and challenge conventional wisdom. By fostering an ever-curious mindset, you will expand your mental horizons, uncover hidden connections and illuminate the path toward visionary insights.
- Embrace systems thinking: Embrace the wisdom of systems thinking, for it is the cornerstone of connecting the dots. See your organization as an intricate ecosystem, interconnected and interdependent. Understand the ripple effects of decisions, the delicate balance of forces at play and the dynamic relationships within and beyond your organization. By adopting a systems thinking mindset, you will perceive the interwoven threads that shape your organization’s destiny.
- Foster a learning culture: Nurture a culture of continuous learning within your organization. Encourage your team to explore new concepts, engage in cross-functional collaborations and share their discoveries. Create spaces for open dialogue, where ideas can flow freely and diverse voices can be heard. By fostering a learning culture, you create an ecosystem where dots naturally converge, enabling the emergence of innovative solutions.
- Embrace data and analytics: In the age of digital transformation, data and analytics serve as a powerful lens to perceive hidden patterns. Leverage technology and data-driven insights to unearth correlations, trends and anomalies. Develop the ability to extract meaningful insights from vast volumes of information, enabling you to anticipate shifts, seize opportunities and connect the dots that others overlook.
- Encourage intuition and creativity: Visionary leaders understand the power of intuition and creativity as catalysts for connecting the dots. Cultivate your intuitive senses, trust your gut instincts and allow your subconscious mind to weave its magic. Embrace creativity, for it is the bridge that connects seemingly disparate elements, sparking innovative solutions and revealing unexpected connections.
- Engage in strategic thinking: Develop the ability to think strategically by analyzing complex problems, considering multiple perspectives and envisioning future scenarios. Strategic thinking allows you to anticipate challenges, devise innovative solutions and guide your organization toward success.
- Nurture an innovative culture: Cultivate a mindset of curiosity, experimentation and embracing calculated risks throughout your organization. Foster an environment where employees are encouraged to contribute their ideas and provide valuable feedback. By fostering a culture that celebrates innovation, you empower your team to break free from traditional boundaries, igniting transformative change and propelling your organization toward new heights.
- Effective communication: Master the art of communicating your vision clearly and consistently. Tailor your message to resonate with different stakeholders and adapt your communication style to suit diverse audiences. Use storytelling techniques to inspire and engage your team, painting a vivid picture of the desired future state.
- Build a diverse team: Surround yourself with individuals who bring different skill sets, perspectives and experiences. Diversity enhances creativity, fosters innovation and ensures that blind spots are identified and addressed. Embrace inclusive leadership practices that create an environment where everyone feels valued and empowered.
- Develop emotional intelligence: Visionary leaders understand the importance of empathy, emotional awareness and effective relationship-building. Cultivate emotional intelligence to inspire trust, motivate your team and foster a sense of purpose.
In this era of constant disruption, visionary leadership is the catalyst for transformative change. By integrating these strategies into your leadership approach, you will unlock the full potential of your team and navigate the evolving business landscape with confidence.
Embrace the visionary within you and let your leadership shine as you shape industries, inspire change and leave a lasting impact on your organization’s success. Your visionary journey starts now.
[ad_2]
Tugba Yanaz
Source link -
Why Investing in the Accessibility Space Is a Smart Business Move | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
As entrepreneurs, we’re always looking for ideas on how to effectively run our businesses, launch new ventures, raise more capital, be better leaders and attract incredible employees. Investing in the accessibility space is one surefire way to accomplish many of these goals at once.
Six years ago, I launched a startup, Verbit, which quickly grew into a $2 billion company that’s leading the way in accessibility. Many of my entrepreneurial peers and our partners are building and running thriving businesses and attributing their success to greater investment in access.
Everyone from Google to Microsoft to Harvard University has an accessibility policy or inclusion arm. Microsoft launched a neurodiversity hiring program, while Apple is giving prescription hearing aids a run for their money with its AirPods’ hearing aid feature.
Here are some tips on how and why entrepreneurs like you should commit more resources to accessibility for business longevity and financial success.
Related: How Accessibility Teams and Executives Can Work Together for Disability Inclusion
Why entering the accessibility space is such a smart move
One key indicator of business success is the total addressable market, the size of the audience you can appeal to. Apple and other tech giants are pushing resources toward accessibility-focused innovations because they understand the statistics
More than 1.5 billion people have some form of hearing loss globally. Projections suggest that by 2050, that number will rise to over 2.5 billion. That reality has boosted the over-the-counter hearing aid market, one ripe for innovation, to over $1 billion.
Hearing aids, and now even assistive technology in cars that helps people continue to drive as they age, are examples of innovations that improve people’s lives by helping them maintain autonomy. It’s lucrative for entrepreneurs to start businesses that give people more control, freedom and better quality of life. Businesses that open themselves up to accessibility are attracting more talent, customers and best of all, investors.
Start by looking internally: Your current hiring practices and employees
Filling positions can come with a price tag of $15,000 for each employee who earns around $45,000. It only goes up from there. Being unable to fill positions also puts existing employees at risk of burnout.As an entrepreneur building your startup into a functioning business, you need to eliminate opportunities for turnover. Enlisting inclusive hiring practices is one place to start.
Studies at CVS and Microsoft showed that their initiatives aimed at hiring employees with disabilities improved their bottom lines. People with disabilities are underemployed, even in job markets with low unemployment levels. Start by training your team to prevent ableism — the idea that candidates with disabilities may not be able to perform — when they are more than qualified. Educating hiring managers and ensuring that your process is an accessible one is a great place to start. From the CV submission process to the interview, make sure your team is trained and platforms are accessible to all applicants.
I’d also recommend hiring someone or making a current team member responsible for accessibility and inclusion to orchestrate these efforts, review your processes and hold you accountable. Creating a leadership position to address accessibility and inclusion highlights the importance of them to your startup, which investors will find attractive as well.
Related: Employing Individuals with Disabilities May Solve Your Talent Crisis
How an accessibility focus can help you attract investors
Investors are paying attention to what startups and companies are doing for the common good. You’ve likely seen the term “ESG” pop up. Environmental, social and government (ESG) considerations evaluate a company’s impact on the natural world and humanity. These metrics are vital for many investors and accessibility is an important part of the equation.
Inaccessible businesses neglect the social component of ESG and expose themselves to legal risks. As a result, even if they aren’t put off by the lack of accessibility, risks of costly lawsuits can deter would-be investors. To prevent this, even newer founders should be in discussions ESG consultants. Consultants, even if you don’t have enough funding yet to hire them, can help you identify areas to focus on. Is your website accessible? Are you contributing to air pollution? Investors will be impressed by your efforts to track changes in these areas.
ESG reporting is all about transparency. Investors will want to see your scores and showing them the proactive steps you’re taking to develop a responsible corporate culture will attract them.
Doubling down: How to start an accessibility-minded business or arm
There are so many barriers impacting the lives of individuals with disabilities. As an entrepreneur, you’re gifted at identifying key problems. Why not find one that they’re facing and solve it to create a positive impact?
My product was initially developed for the legal industry. I started considering additional use cases and the TAM. I founded my company in Israel, which is home to 1.8 million people with disabilities. However, even from the startup stage, our prospecting and growth efforts were focused on selling abroad to serve the 61 million adults with disabilities in the US. Putting out Verbit in the US meant an exponential increase in our TAM. Now, our solutions are making it easier for people worldwide — not just those with disabilities — to study, work and live their lives more efficiently. That’s why entrepreneurs are poised to enter the accessibility space — we think big and can have big impact.
My advice to you is to keep finding ways to pair your ideas and startup’s capabilities with greater problems in need of solutions. Investors need to understand that your mission will be lucrative, but if they also buy in to the “why” with the good you can do for the world, their commitment and mentorships will extend beyond the financial investment alone. The same goes for your team — if they buy into your mission or see how you’re reinventing your hiring processes, they’re going to stay. They won’t see it as just another job.
Creating something that’s able to improve the lives of millions rather than a “nice-to-have” offering makes for smart business. Get into the accessibility space if you’re interested in doing just that.
[ad_2]
Tom Livne
Source link -
New York City appoints its first Latino police commissioner Edward Caban | CNN
[ad_1]
CNN
—
New York City has appointed its first Latino police commissioner as authorities work to diversify leadership of the country’s largest police department and curb the city’s crime rate.
Mayor Eric Adams announced Monday that Edward Caban had been promoted to the city’s top cop position. Caban, who is of Puerto Rican descent, has served as acting police commissioner since Keechant Sewell resigned in June.
Caban first joined the NYPD in 1991 and was the son of a transit police officer.
Caban was promoted to deputy inspector in 2008 and served as the adjunct of patrol for Brooklyn north where he “oversaw many public safety programs.” In 2022, he became NYPD’s First Deputy Commissioner.
Adams praised Caban for his success in the department. He credited Caban’s leadership for helping with efforts to get “major crimes down in all 68 enforcement zones.”
“Commissioner Caban has had a strong hand in this historic achievement and will continue this legacy of success going forward,” Adams said.
Caban said in a statement that he was “humbled” to served in this new role.
“The NYPD is the most consequential police department in all of law enforcement,” Caban said. “Its storied history is a living legacy of valor, bravery, and sacrifice — of ordinary New Yorkers who did extraordinary things. When a person in need rings the bell, you can always count on the NYPD to answer the call. Together, we will build upon our successes and continue to drive down crime and improve the quality of life in our communities.”
Caban’s appointment comes as police nationwide have faced scrutiny for profiling and violence against Black and Latino people. In 2021, Latinos accounted for 33.2% of misdemeanor arrests in New York City and 28.9% of the population, according to police data. That same year, Black people in New York City accounted for 20% of the population but also 42% of all misdemeanor arrests, data shows.
Major crimes in New York City rose 22% last year while the number of shootings and murders dropped, the New York Times reported.
Caban’s appointment comes as the department also named the first woman of color – Tania Kinsella – to serve as NYC first deputy commissioner. Kinsella is daughter of immigrants from Jamaica and Guyana.
The Legal Aid Society, a social justice law firm in New York City, released a statement Monday saying policing New York City is in “dire need of reform” and that Caban will need to make “significant inroads with the public to improve their trust in the department he’s about to lead.”
“This starts with acknowledging that law enforcement isn’t a panacea for many community issues and that initiatives like the evidence-based CURE Violence model must take precedence over the continued revamping of the racist and fraught policies and practices of yesteryear,” Legal Aid Society said in a statement.
The law firm called on Caban to immediately meet with members of the community.
[ad_2]
-
First Amendment group sues Texas Governor and others over the state’s TikTok ban on official devices
[ad_1]
NEW YORK — A First Amendment group sued Texas Governor Greg Abbott and others on Thursday over the state’s TikTok ban on official devices, arguing the prohibition – which extends to public universities – is unconstitutional and impedes academic freedom.
The complaint was filed by The Knight First Amendment Institute at Columbia University, a free speech group in New York that’s suing on behalf a coalition of academics and researchers who study technology’s impact on society.
The lawsuit said the state’s decision to restrict access to TikTok on official devices, as well as on personal devices used to conduct state business, is comprising teaching and research. And more specifically, it said it was “seriously impeding” faculty pursuing research into the app – including research that could illuminate or counter concerns about TikTok.
Critics of TikTok have claimed the popular social media app, owned by Chinese parent company ByteDance, could push pro-Beijing propaganda on its platform or hand U.S. user data over to the Chinese government if compelled under the country’s national intelligence laws.
TikTok has long maintained it hasn’t handed over any U.S. data to the Chinese government and says it wouldn’t do so if asked. To fend off the accusations, the company is overseeing a project to store U.S. user data on servers maintained by the software giant Oracle. But the scrutiny hasn’t diminished.
Congress, the White House and other Western governments have banned TikTok use on official devices, citing espionage fears.
Texas implemented its own ban in December as a flurry of similar prohibitions were being put in place by dozens of states and several universities across the country. In June, Abbott signed legislation that codified the ban, which was first issued as an executive order.
In an interview, Jameel Jaffer, the Knight Institute’s executive director, said the group decided to sue Texas after speaking to different professors in the state who’ve been affected by the ban.
The complaint, filed in U.S. District Court for the Western District of Texas, cites one professor, Jacqueline Vickery, who has had to suspend or alter her research projects as a result of the ban. The lawsuit said the ban also precludes Vickery, a professor at the University of North Texas, from assigning students in-class work that requires them to access TikTok or pulling up certain videos for reference during class discussions.
University administrators have told Vickery that her applications for an exception will not be considered, according to the lawsuit, which also lists the school system’s chancellor and members of the board of regents as defendants.
“Concerns about data collection and disinformation on social media platforms, including TikTok, are legitimate concerns,” Jaffer said. “The question is whether this kind of ban is a sensible or constitutional response to those concerns. And it’s not.”
Jaffer said the group also sees the lawsuit as an opportunity to push back against larger efforts in Texas “to curtail academic freedom,” pointing to efforts to by state lawmakers to restrict tenure for university professors. Last month, Abbott also signed a bill that bans diversity, equity and inclusion (DEI) offices at public colleges and universities.
The coalition group of researchers is asking the court to declare the ban a violation of the First Amendment for university faculty seeking access to TikTok for research and teaching, and provide exemptions for its members.
A spokesperson for the governor’s office did not immediately reply for a request for comment.
___
This story was published on July 13, 2023. It was updated on July 16, 2023, to correct the name of a school cited in the lawsuit. It is the University of North Texas, not the University of Northern Texas.
[ad_2]
-
How Code-Switching Hurts People of Color in the Workplace | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
“You’re acting white.” This harmful statement is commonly directed toward people of color (POC) who hear it from their colleagues, friends and family.
“Acting white” is something that many people of color find themselves doing in order to survive a lack of diversity in the workplace. If the dominant culture is white, how else can the person get ahead in their career, connect with a colleague and make it in their industry?
This is also a form of code-switching. Code-switching, by definition, is when a person changes their language, dialect, behavior or appearance in order to fit into the dominant culture.
Code-switching is a common practice amongst POC who are cultural minorities in certain spaces. It’s used as a survival tool to get ahead in business, life and personal relationships. Although it’s become a common practice for many POC, code-switching isn’t harmless. In fact, there are negative psychological effects of code-switching that may not be obvious to managers, executives and others in a person of color’s life.
Here are some ways people code-switch, how it harms POC and some ways organizations can help eliminate the need for code-switching.
Why people of color code-switch
There are many reasons why people code-switch in their daily lives. People might code-switch for professional advancement. One study showed that people played down their race if they were a racial minority in order to get hired in corporate spaces. Others code-switched in order to increase their chances of getting a promotion, being considered for a raise or earning a high-profile assignment once they’re employed.
POC can often distance themselves from racial stereotypes in the workplace in order to be seen as leaders in the eyes of their colleagues. They may downplay their dialect, like African-American Vernacular English (AAVE), in order to sound more like the dominant culture. In fact, one study reported that 38% of Black Americans and 45% of Latinos felt judged for their language, accent or dialect in the workplace. Thus, code-switching helps alleviate the tension of being “othered” in the workplace.
Code-switching can also include changes to one’s physical appearance. In particular, women with cultural hairstyles or headscarves may choose to wear their hair in a particular way to blend in with the dominant culture. Black women have been shown to be 80% more likely to change their hairstyle to meet societal norms at work with the goal of being seen as “more professional.”
All of these cultural adaptations can have serious consequences for the individual. POC are mentally suffering from always having to change the outward manifestations of their cultures to adapt to what they perceive are the norms of their workplaces.
The psychological impacts of code-switching
Code-switching can affect a person’s mental state and wellbeing in more ways than one. Research suggests that code-switching to avoid stereotypes can affect work performance over time. This can look like a POC not being as present or focused because they’re too busy trying to avoid negative judgments or repercussions for how they look or speak.
Constantly code-switching has also been associated with feelings of burnout and exhaustion. At times, it can feel like the person is wearing a mask eight hours a day, without a break or time to express their authenticity.
One study suggested that those who are labeled as “acting white” may experience psychological damage later on down the road. People of color labeled in this way can often feel like they’re not Black enough, Latino enough, Asian enough and so on. The effect is a long-term imposter syndrome where the person doesn’t feel a sense of belonging in any group and can feel lonely and left out.
Overall, code-switching can worsen stress and feelings of anxiety, especially when the person is in a stressful situation or having to make difficult decisions. Constantly feeling pulled to be someone they’re not, hiding their authentic self, and trying to fit into a dominant culture can be toxic emotionally and mentally for POC.
So how can we make code-switching a thing of the past and encourage authenticity and humanity in the workplace?
Related: 4 Ways to Cultivate Inclusion and Compassion In the Workplace
Make code-switching a thing of the past with an inclusive workplace
It all starts with cultivating a sense of belonging and bringing diversity, equity and inclusion (DEI) to the forefront. Companies with very little diversity and who struggle with inclusivity may feel comfortable with the dominant culture and view the struggles of minorities in the office as invisible.
However, individuals in the workplace can make a conscious decision to pay attention to the ways their minority colleagues are having to shift who they are. They can practice better allyship and become a support system that encourages a person of color to feel a sense of belonging when embracing their authenticity.
Hiring managers also have a role to play when it comes to promoting DEI and curbing the effects of code-switching. Hiring managers can be mindful of hiring for culture “adds,” not culture fits. Culture adds are people who add or contribute to the culture by bringing a different background, experience or perspective.
Hiring for culture fits ensures that the dominant culture stays the same, and this practice can often push those who are different to the margins and result in code-switching. Hiring for culture adds helps open the door to diverse representation and can bring more development, innovation and inclusivity to the workplace.
It’s also important to increase the cultural competency of all employees through DEI programming. This can look like hiring a full-time, in-house diversity officer or hosting a series of workshops and trainings with a diversity consultant to increase cultural competency and build strategies that support belonging, inclusion and safety for POC and minorities.
Related: 6 Ways to Offer Allyship to Black Entrepreneurs
Final thoughts
Code-switching isn’t just a problem for people of color, it’s an institutional problem that should be on the radar of leadership. Every time a person of color code switches in the workplace, the company loses a valuable opportunity to promote inclusion, authenticity and belonging.
While creating the appearance that everyone is the same is appealing to some, it is actually an illusion that ignores and suppresses unique contributions. This results in less development and innovation in the long run.
Companies should work to increase their cultural competency and learn to accept diverse dialects, behaviors and perspectives in order to advance the overall well-being and health of the organization and its employees.
Code-switching is a health hazard for POC, in the short and long term. Companies can benefit from encouraging authenticity and honesty in the workplace and rewarding those who contribute their gifts while also expressing their authentic selves.
[ad_2]
Nika White
Source link -
AI Can Be Racist, Sexist and Creepy. Here Are 5 Ways You Can Counter This In Your Enterprise. | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
I started my career as a serial entrepreneur in disruptive technologies, raising tens of millions of dollars in venture capital, and navigating two successful exits. Later I became the chief technology architect for the nation’s capital, where it was my privilege to help local government agencies navigate transitioning to new disruptive technologies. Today I am the CEO of an antiracist boutique consulting firm where we help social equity enterprises liberate themselves from old, outdated, biased technologies and coach leaders on how to avoid reimplementing biased in their software, data and business processes.
The biggest risk on the horizon for leaders today in regard to implementing biased, racist, sexist and heteronormative technology is artificial intelligence (AI).
Today’s entrepreneurs and innovators are exploring ways to use to enhance efficiency, productivity and customer service, but is this technology truly an advancement or does it introduce new complications by amplifying existing cultural biases, like sexism and racism?
Soon, most — if not all — major enterprise platforms will come with built-in AI. Meanwhile, employees will be carrying around AI on their phones by the end of the year. AI is already affecting workplace operations, but marginalized groups, people of color, LGBTQIA+, neurodivergent folx, and disabled people have been ringing alarms about how AI amplifies biased content and spreads disinformation and distrust.
To understand these impacts, we will review five ways AI can deepen racial bias and social inequalities in your enterprise. Without a comprehensive and socially informed approach to AI in your organization, this technology will feed institutional biases, exacerbate social inequalities, and do more harm to your company and clients. Therefore, we will explore practical solutions for addressing these issues, such as developing better AI training data, ensuring transparency of the model output and promoting ethical design.
Related: These Entrepreneurs Are Taking on Bias in Artificial Intelligence
Risk #1: Racist and biased AI hiring software
Enterprises rely on AI software to screen and hire candidates, but the software is inevitably as biased as the people in human resources (HR) whose data was used to train the algorithms. There are no standards or regulations for developing AI hiring algorithms. Software developers focus on creating AI that imitates people. As a result, AI faithfully learns all the biases of people used to train it across all data sets.
Reasonable people would not hire an HR executive who (consciously or unconsciously) screens out people whose names sound diverse, right? Well, by relying on datasets that contain biased information, such as past hiring decisions and/or criminal records, AI inserts all these biases into the decision-making process. This bias is particularly damaging to marginalized populations, who are more likely to be passed over for employment opportunities due to markers of race, gender, sexual orientation, disability status, etc.
How to address it:
- Keep socially conscious human beings involved with the screening and selection process. Empower them to question, interrogate and challenge AI-based decisions.
- Train your employees that AI is neither neutral nor intelligent. It is a tool — not a colleague.
- Ask potential vendors whether their screening software has undergone AI equity auditing. Let your vendor partners know this important requirement will affect your buying decisions.
- Load test resumes that are identical except for some key altered equity markers. Are identical resumes in Black zip codes rated lower than those in white majority zip codes? Report these biases as bugs and share your findings with the world via Twitter.
- Insist that vendor partners demonstrate that the AI training data are representative of diverse populations and perspectives.
- Use the AI itself to push back against the bias. Most solutions will soon have a chat interface. Ask the AI to identify qualified marginalized candidates (e.g., Black, female, and/or queer) and then add them to the interview list.
Related: How Racism is Perpetuated within Social Media and Artificial Intelligence
Risk #2: Developing racist, biased and harmful AI software
ChatGPT 4 has made it ridiculously easy for information technology (IT) departments to incorporate AI into existing software. Imagine the lawsuit when your chatbot convinces your customers to harm themselves. (Yes, an AI chatbot has already caused at least one suicide.)
How to address it:
- Your chief information officer (CIO) and risk management team should develop some common-sense policies and procedures around when, where, how, and who decides what AI resources can be deployed now. Get ahead of this.
- If developing your own AI-driven software, stay away from public internet-trained models. Large data models that incorporate everything published on the internet are riddled with bias and harmful learning.
- Use AI technologies trained only on bounded, well-understood datasets.
- Strive for algorithmic transparency. Invest in model documentation to understand the basis for AI-driven decisions.
- Do not let your people automate or accelerate processes known to be biased against marginalized groups. For example, automated facial recognition technology is less accurate in identifying people of color than white counterparts.
- Seek external review from Black and Brown experts on diversity and inclusion as part of the AI development process. Pay them well and listen to them.
Risk #3: Biased AI abuses customers
AI-powered systems can lead to unintended consequences that further marginalize vulnerable groups. For example, AI-driven chatbots providing customer service frequently harm marginalized people in how they respond to inquiries. AI-powered systems also manipulate and exploit vulnerable populations, such as facial recognition technology targeting people of color with predatory advertising and pricing schemes.
How to address it:
- Do not deploy solutions that harm marginalized people. Stand up for what is right and educate yourself to avoid hurting people.
- Build models responsive to all users. Use language appropriate for the context in which they are deployed.
- Do not remove the human element from customer interactions. Humans trained in cultural sensitivity should oversee AI, not the other way around.
- Hire Black or Brown diversity and technology consultants to help clarify how AI is treating your customers. Listen to them and pay them well.
Risk #4: Perpetuating structural racism when AI makes financial decisions
AI-powered banking and underwriting systems tend to replicate digital redlining. For example, automated loan underwriting algorithms are less likely to approve loans for applicants from marginalized backgrounds or Black or Brown neighborhoods, even when they earn the same salary as approved applicants.
How to address it:
- Remove bias-inducing demographic variables from decision-making processes and regularly evaluate algorithms for bias.
- Seek external reviews from experts on diversity and inclusion that focus on identifying potential biases and developing strategies to mitigate them.
- Use mapping software to draw visualizations of AI recommendations and how they compare with marginalized peoples’ demographic data. Remain curious and vigilant about whether AI is replicating structural racism.
- Use AI to push back by requesting that it find loan applications with lower scores due to bias. Make better loans to Black and Brown folks.
Related: What Is AI, Anyway? Know Your Stuff With This Go-To Guide.
Risk #5: Using health system AI on populations it is not trained for
A pediatric health center serving poor disabled children in a major city was at risk of being displaced by a large national health system that convinced the regulator that its Big Data AI engine provided cheaper, better care than human care managers. However, the AI was trained on data from Medicare (mainly white, middle-class, rural and suburban, elderly adults). Making this AI — which is trained to advise on care for elderly people — responsible for medication recommendations for disabled children could have produced fatal outcomes.
How to address it:
- Always look at the data used to train AI. Is it appropriate for your population? If not, do not use the AI.
Conclusion
Many people in the AI industry are shouting that AI products will cause the end of the world. Scare-mongering leads to headlines, which lead to attention and, ultimately, wealth creation. It also distracts people from the harm AI is already causing to your marginalized customers and employees.
Do not be fooled by the apocalyptic doomsayers. By taking reasonable, concrete steps, you can ensure that their AI-powered systems are not contributing to existing social inequalities or exploiting vulnerable populations. We must quickly master harm reduction for people already dealing with more than their fair share of oppression.
[ad_2]
Jamey Harvey
Source link -
She Ditched Corporate Life and Bet on Herself. Did It Pay? | Entrepreneur
[ad_1]
On this episode of “Entrepreneur Elevator Pitch,” find out if a new food company has investors digging in or saying no thanks.
[ad_2]
Entrepreneur Staff
Source link -
How to Build an Inclusive Culture That Permeates the Entire Organization | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
I recently discussed how lack of inclusivity can create a toxic culture. However, research suggests that only 36% of companies are actively working to build an inclusive culture.
Considering this prioritization lag, I’d like to discuss why the fundamental characteristics of an inclusive organization are important and must be implemented at both leadership and managerial levels.
What does an inclusive culture look like?
From the individual perspective, it isn’t difficult to envision an inclusive culture. If I were to ask, “Would you like to work at an organization where you’re recognized not just for accomplishing the work you were hired to do, but for the way you carry it out and the value you bring?” what would you say? I have yet to encounter someone who, when asked that question, says, “I prefer an environment that’s indifferent to the unique things I bring to the organization.” For individuals, an inclusive workplace involves feeling recognized beyond our tasks. We all want that kind of workplace.
It’s also not difficult to envision a non-inclusive culture. I often ask staff and leaders, what would be the effect for you, personally, if the things you like to be recognized and appreciated for were not valued or recognized by your leader? In working with thousands of individuals, the typical response I hear is that they would feel deflated, demotivated, frustrated, disheartened, disillusioned and disengaged.
And it’s no wonder. Individuals who work for managers/leaders who are not committed to inclusion report being far less likely to feel a sense of belonging — research shows they are twice as likely to feel excluded at work and three times more likely to want to quit. Teams plagued with inclusion-rooted challenges often suffer from siloed communication and lack of trust. This bridges into a lack of openness, which may devolve into its extreme form: information hoarding, unhealthy competition and negative work environments.
Related: How to Create a More Inclusive Workplace
The critical role of leadership in an inclusive culture
Leaders are central to an inclusive culture. Research shows that the relationship between leaders and employees can impact employee sentiment and well-being. Additionally, strong relationships between leaders and employees can promote a sense of inclusion where different perspectives, experiences and personality types can thrive.
In my consulting, I’ve found that leaders generally want to create inclusive environments and grow in their ability to lead inclusively. When I walk them through the business benefits of inclusion — how it moves the needle on things every leader wants — they’re even more convinced. But even when they fully appreciate its value, they encounter so many barriers that there’s often a chasm between their desire and their ability to operationalize inclusion within their organizations. At that point, they’re saying, “Help me make this happen.”
Top-down vs. bottom-up inclusion
If the C-suite is committed to inclusion, it may be tempting to say “OK, we’re good.” However, there’s an organizational perspective on inclusion, which is typically addressed by the C-suite, and then there’s the operational piece that lives or dies at the managerial level.
Most employees’ ability to feel included doesn’t come from a mission statement or the C-suite’s verbalized commitment to inclusivity. It comes from the relationship with their direct manager, who, according to MIT Sloan, plays a key role in either reinforcing or undermining the culture promoted by leadership.
Indeed, the people managers to whom most employees report are key to operationalizing any C-Suite initiative to create an inclusive culture. The challenge is that while frontline people managers influence 80% of a company’s workforce, they often receive just 20-30% of the organization’s training. This imbalance in leader development means we often see notable investments in C-Suite and top leadership, but a disproportionately lower investment in those frontline leaders, who, according to research, can make or break the organization’s commitments.
Ample research shows that we want our direct manager to recognize our unique strengths and motivators. Even when the C-suite commits to inclusion, if it doesn’t make its way down to the everyday employee experience, via management, an inclusive culture can’t emerge. How can both leaders and managers take concrete steps to develop a culture of inclusion that permeates the entire organization?
Related: We Need Inclusive Leaders Right Now More Than Ever
Creating an environment of psychological safety
One critical step leaders and managers can take is developing a culture of psychological safety, where everyone feels they can offer ideas that deviate from the status quo or majority opinion. They can do it without fearing it’ll turn into a strike against them and with confidence their idea will be heard and considered with fairness, even if it ultimately does not prevail.
It’s not enough for only some to feel psychologically safe. To truly harness a team’s diversity of thought, all members must have a sense of this safety and confidence that their colleagues and manager will invite their voices into the conversation whenever possible. When this sense is absent for anyone on the team, I see other effects, including siloed meetings, people being left out of important meetings, decisions being made in smaller huddles versus in team meetings, etc. When these effects prevail, the team is not realizing the benefits of its diversity.
Conversely, teams that harness the diversity of the thoughts and backgrounds of their members can wrestle more effectively with big challenges. I find these teams often create such compelling cultures and work environments that they retain their employees longer and see greater levels of both employee satisfaction and employee engagement.
These teams welcome the healthy conflict that comes from divergent points of view because they’re founded on a sense of trust and respect. Consequently, they reap the benefits of enhanced collaboration and smarter decisions.
The rise of company culture as a differentiator
As company culture has hit an all-time high in terms of emphasis from employees, we’ve seen tremendous movement in the workforce. People are weighing culture more heavily in job searches than even salary. Considering that inclusive company culture drives countless critical factors in a successful business, such as employee engagement, innovation and employee retention, companies must ask, “Can we afford to not focus on inclusion?”
By implementing a strategy that promotes inclusion at both the leadership and managerial levels, companies can build a compelling work culture in which employees feel heard and recognized not only for the tasks they complete but also for their contributions, talents, abilities and approaches to work.
Related: How Does Inclusive Culture Boost Company Performance?
[ad_2]
Rachel Cubas-Wilkinson
Source link -
Why Addressing the Racial Wealth Gap is Good for Business | Entrepreneur
[ad_1]
Opinions expressed by Entrepreneur contributors are their own.
Philanthropy and government programs have been trying to close the racial wealth gap for a long time, but they’ve been focused on band-aids when we need ladders. While the wealth gap is fueled by several contributing factors, including disparity in home ownership, accumulation of financial assets and strong growing wages, as small business investors, we can draw our attention to a core piece of the problem: the wage gap.
Let’s take a moment to clarify what we mean when we talk about the wage gap as it relates to the racial wealth gap. We are not just talking about good-paying jobs for people of color. We really need good-paying jobs that provide a clear pathway for Black and Brown employees to build a stronger, sustaining financial future.
The typical white U.S. household has nearly eight times the wealth of the typical Black household. To address the systemic issue of racial wealth inequity, the private sector must do what it does best – invest in great companies and entrepreneurs that create quality jobs –and ensure all workers, especially Black and Brown workers, have an equal opportunity to build a lasting, positive economic reality for themselves and their families.
Related: Compounding Inequality to Compounding Success: Bridging the Racial Wealth Gap
Media reported widely that recent pandemic aid cut U.S. poverty to a new low, but that was a short-term solution to a global crisis — it wasn’t aimed at driving wages higher in perpetuity. As that funding source dries up, those in a lower economic bracket return to the same or even worse circumstances than they were at the start. To truly attack the racial wealth gap, we need the private sector to make the change that the government and non-profits simply cannot do independently.
Private sector employers and investors often can’t see how they can drive the change needed to give Black and Brown Americans access to wealth-creation opportunities while growing businesses and pleasing investment partners. But it is not as hard as they may think, and the benefits to their business and community deliver a long-lasting ROI for companies, workers and families.
Building a path to financial security starts with strategic wages
For decades, wages for Black and Brown workers have lagged behind those of white workers with the same experience and education, even in the same geography Even when people of color climb the corporate ladder, they make less — 97 cents on the dollar.
These communities need more than just a living wage; they also need opportunities for long-term career development, pay parity and wage progression. A rising wage promotes economic stability, helps workers provide for their families and facilitates wealth accumulation for future generations.
Wage progression — whether linked to individual performance, company performance, tenure, skills development, or promotion — is also good for business. It helps attract the best employees, improves retention, and sustains and incentivizes business growth.
Related: How to Support Black Employees During (and After) Juneteenth
The role of benefits in building generational wealth
Meaningful benefits are a major piece of increasing sustainable employee wealth. Most employee wealth is derived from workplace benefits packages: health insurance, 401ks, stock options, etc. Low-wage workers typically don’t have those options, which are key to building generational wealth.
Business leaders and investors can change this situation by learning from employees what benefits and opportunities would make the greatest difference in their lives and free up income for saving and investing– be that affordable healthcare, child/eldercare support, or direct wealth creation through incentivized savings opportunities like 401k plans, IRAs, and employer matching savings programs.
Offering these types of household-stabilizing benefits could largely pay for themselves in terms of lower absenteeism, greater productivity, increased retention and worker-driven competitive advantage.
Help employees continually grow their skills
Too often, the leadership potential and training of Black and Brown Americans is overlooked. According to McKinsey, Black workers are disproportionately concentrated in entry-level jobs with low pay and underrepresented in leadership and executive positions.
Correcting this divide means providing entry-level workers with access to training and development opportunities from the moment they are hired. Programs that teach employees valuable skills for remaining relevant in their careers to prepare them for higher responsibilities while reducing turnover, improving engagement and accelerating business growth.
Making it happen
Investors typically provide small businesses with growth capital, but they can also provide operational capital that is invested directly in employees. Business leaders, their investors and advisors can collaborate to devise a feasible and ambitious plan that establishes measurable goals for the company and the impact company leaders aim to achieve by driving an innovative wage strategy.
Several local or national advocacy groups for diverse workplaces, such as the Business Consortium Fund, the National Institute of Minority Economic Development and the Minority Business Development Agency, can assist with this kind of wage-targeted approach to eliminating the racial wealth gap.
Furthermore, it is crucial to monitor and evaluate outcomes using meaningful metrics. Failing to measure outcomes from these changes means businesses will not know what they’ve really achieved, which keeps them from continuous improvement.
Related: How to Overcome Workplace Inequality and Reach Gender Parity
Opportunity and obligation
I believe that every employer and their investors have a moral imperative to make closing the racial wealth gap a focal point of their business model, even if it means taking a little less for themselves and other executives off the bottom line. There is a tremendous opportunity to hire workers from disadvantaged communities and grow and sustain a strong workforce that helps grow all businesses. In return, employees would benefit from quality jobs and greater economic vitality now and in the future, setting up the next generation for even greater progress.
It’s about doing something incredible and making work “work” for businesses and employees alike. This type of investment is the catalyst for the change we need in our business world and our society —but it can’t happen without the private sector and its leaders driving the charge.
[ad_2]
Sandra M. Moore
Source link