ReportWire

Tag: diversity

  • Florida’s new DeSantis-backed laws address immigration, guns and more

    Florida’s new DeSantis-backed laws address immigration, guns and more

    [ad_1]

    TALLAHASSEE, Fla. (AP) — Employers who hire immigrants in the country illegally will face tough punishments and gun owners will have more freedoms when more than 200 new Florida laws take effect Saturday, many of which Gov. Ron DeSantis will highlight as he seeks the Republican presidential nomination.

    DeSantis has taken a hard line on illegal immigration as he campaigns, saying he’ll finish the Mexican border wall his one-time supporter, Donald Trump, promised to build. He’s also carried out political gimmicks like flying immigrants from Texas to blue states, supposedly before they can get to Florida.

    The new employer penalties are a chance for DeSantis to show he doesn’t just talk tough on illegal immigration, but he’s put in place what some critics say the harshest state law in the country. DeSantis has largely echoed the border policy of Trump, whose endorsement propelled DeSantis to the governor’s office in 2018. DeSantis is now the former president’s leading competitor for the White House.

    Partying never gets old in the Florida Keys — especially for a milestone birthday like No. 200. The Florida Keys celebrated its bicentennial Monday along the Gulf of Mexico with a Key lime pie more than 13 feet (4 meters) in diameter — which organizers intend to certify as a world record.

    New state laws are tackling some of the most divisive issues in the U.S., including abortion, gender and guns.

    Attorneys say the acquittal of a Florida deputy for failing to act during a school shooting shows there are holes in the law.

    The two leading contenders for the Republican presidential nomination have courted conservative women at the Moms for Liberty conference in Philadelphia .

    The new law expands worker verification requirements, among other provisions. The governor’s office blames the Biden administration for what it says is a crisis at the southern border.

    “Any business that exploits this crisis by employing illegal aliens instead of Floridians will be held accountable,” said DeSantis spokesman Jeremy Redfern.

    But in a state where the largest industries — tourism, agriculture and construction — rely heavily on immigrant labor, there are concerns that the economy could be disrupted when employers are already having a hard time filling open jobs. Florida’s unemployment rate is 2.6%.

    Samuel Vilchez Santiago, the American Business Immigration Coalition’s Florida director, said there are 400,000 “undocumented immigrants” working in the state and far fewer applicants than jobs.

    “We are in dire need of workers,” especially in construction, the service industry and agriculture, he said. “So there is a lot of fear from across the state … that this new law will actually be devastating.”

    The law forces any company with 25 or more employees to use E-Verify to document new hires’ eligibility to work or face a loss of business license or fines of $1,000 per day per employee.

    The law also forces hospitals that accept Medicaid to ask patients if they are citizens or legally in the United States and voids drivers licenses issued by other states to people in the country illegally.

    Protesters have rallied around the state. Dozens of people on Friday waved signs and Mexican, Cuban and American flags in front of the historic Capitol. Rubith Sandoval, 15, helped organize the protest. Her family moved from Mexico and now owns a farm in Quincy.

    “We work hard in the fields. We pick tomatoes, we pick strawberries, we pick watermelons, oranges, and who’s going to do that now?” Sandoval said. “My parents now have documents, but they still haven’t forgotten how it was not to have documents.”

    Republicans have a supermajority in the House and Senate, and only one Republican opposed the legislation. Given DeSantis’ power and reputation for being vengeful, there has been little vocal opposition among GOP elected officials about the new immigration policy. But that doesn’t mean all Republicans are supporting it, either

    Independently-elected Agriculture Commissioner Wilton Simpson, a Republican, said illegal immigration is a federal problem.

    “Our state solutions are limited, not particularly effective, and have unintended consequences,” Simpson said in an email. “I think the Legislature’s work to tackle illegal immigration is necessary, whether or not it is effective is yet to be seen.”

    DeSantis will also be able to tout expanded gun rights under a new law that allows anyone legally able to own a gun to carry it concealed in public without a permit. While concealed weapons permits will still be issued, those choosing to carry without one won’t be subject to a background check or training.

    The law doesn’t ease background checks on gun sales that already require one. Another new law prohibits credit card companies from tracking gun and ammunition sales to prevent them potentially using the data to flag people who make large purchases.

    Florida has also banned colleges from using state or federal funding for diversity, equity and inclusion programs, a consistent DeSantis target, and schools will be prohibited from requiring teachers and students to use pronouns that match someone’s gender identity.

    Beginning Saturday, Chinese nationals will be banned from purchasing property in large swaths of the state. A new law applies to properties within 10 miles (16 kilometers) of military installations and other “critical infrastructure” and also affects citizens of Cuba, Venezuela, Syria, Iran, Russia, and North Korea. But Chinese citizens and those selling property to them face the harshest penalties.

    The American Civil Liberties Union is suing in federal court to stop the law, but a judge won’t consider an injunction until nearly three weeks after it takes effect. The U.S. Department of Justice provided a brief to the court saying it believes the law is unconstitutional.

    “DOJ has weighed in because Florida’s law is blatantly unconstitutional and violates the Fair Housing Act. Their brief underscores just how egregious” the law is, ACLU lawyer Ashley Gorski said in an emailed statement.

    DeSantis defended the law using his campaign Twitter account, saying President Joe Biden and Attorney General Merrick Garland are siding with the Chinese Communist Party.

    “I side with the American people,” the tweet said. “As governor, I prohibited CCP-tied entities from buying land in Florida. As president, I’ll do the same.”

    One new law Democrats and Republicans agreed unanimously on is a sales tax exemption on baby and toddler products, including diapers, strollers, cribs and clothing. The tax package also includes exemptions for dental hygiene products and gun safety devices, such as trigger locks.

    [ad_2]

    Source link

  • How AI Can Protect and Improve Your Business | Entrepreneur

    How AI Can Protect and Improve Your Business | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    In the ever-evolving landscape of the business world, resilience is key. The ability to weather storms, adapt to change and emerge stronger is what separates leaders from followers. However, this resilience isn’t a product of sheer will alone — it requires a certain degree of foresight, strategy and an arsenal of powerful tools. One such tool that’s proving to be increasingly invaluable is artificial intelligence (AI).

    During periods of turbulence, AI can serve as a game-changer for businesses, equipping them with the necessary capabilities to not only withstand challenges but also to seize opportunities and forge a path towards growth.

    This article will delve deep into the heart of this topic, exploring the manifold ways in which AI can act as a protector and enhancer of businesses during challenging times. We aim to provide you with insights, examples and action points — strap in for an enlightening journey into the world of AI in business resilience and growth.

    Related: What Is AI, Anyway? Know Your Stuff With This Go-To Guide.

    Leveraging decision-making AI for proactive problem-solving and decision making

    AI can be a powerful tool for detecting and resolving issues before they become full-blown crises. Through data analysis and predictive analytics, AI can alert you to real-time potential issues, from supply chain disruptions to unexpected shifts in market demand.

    When the stakes are high, and decisions need to be made quickly, AI can help businesses navigate uncertainty. AI can provide detailed insights and recommendations through machine learning algorithms that enable data-driven decision-making.

    Related: Redefining Problem-Solving With AI

    AI-Powered risk management

    Risk management is crucial for any business, but during challenging times, its importance magnifies. By predicting market volatility and providing insights into potential threats, AI can help you mitigate risks effectively.

    Artificial intelligence (AI) is revolutionizing the way businesses anticipate market volatility. Traditionally, predicting market trends was a laborious task that required teams of analysts to sift through colossal amounts of data. Today, AI simplifies this process, offering faster and more accurate predictions.

    AI leverages sophisticated algorithms and machine learning (ML) techniques to scan through huge data sets that humans would struggle with. It captures patterns, analyzes anomalies, and interprets economic indicators to give reliable predictions about market volatility.

    Example: Hedge funds like Bridgewater Associates and Renaissance Technologies employ AI to evaluate complex financial markets. They use these AI systems to predict potential stock price changes based on many factors, including economic indicators, geopolitical events and even social media sentiment. With the help of AI, these firms can process and interpret information far quicker than humanly possible, gaining a competitive edge in predicting market shifts.

    Spotting potential threats with AI

    Security threats pose a significant risk to businesses. AI-powered systems can detect anomalies, flag potential threats and even take corrective action, ensuring your business remains secure.

    The use of AI in identifying potential security threats goes beyond conventional practices. With its deep learning capabilities, AI can examine large amounts of data in real time and find patterns that might escape human detection.

    Related: How AI Is Shaping the Cybersecurity Landscape — Exploring the Advantages and Limitations

    For example, a financial institution could use AI to analyze millions of daily transactions. Instead of simply flagging large transactions as potentially fraudulent, AI can identify more subtle patterns that indicate illegal activity. It could look at the frequency of transactions, unusual transaction sizes for a specific customer, or even transactions at odd times. This provides more in-depth insights into the potential threats that businesses could face.

    Businesses can take the following steps to leverage AI in spotting potential security threats:

    1. Implement AI-based Security Systems: Businesses should look to integrate AI-driven security software that provides real-time threat detection. This can help not only in identifying threats but also in taking proactive measures to neutralize them.

    2. Continuous Training of AI Models: AI models learn from experience. Training these models on the latest threat patterns can improve their detection capabilities.

    3. Invest in AI Talent: Having AI specialists on the team can be a significant asset. They can help optimize AI models, interpret the results, and formulate effective response strategies.

    Gaining a competitive edge with AI

    Despite the challenges, tough times can present opportunities for businesses ready to innovate. Using AI, you can gain a competitive edge and position your business for future success.

    AI for automating mundane tasks — AI has already revolutionized several sectors by taking over repetitive and mundane tasks, thus freeing up the workforce to engage in more strategic and creative pursuits. For instance, in the retail industry, chatbots have been programmed to handle basic customer inquiries, leaving more complex queries to human representatives. This not only improves efficiency but also enhances customer experience.

    AI in product development — AI is also changing the face of product development. One example can be seen in the automotive industry. Companies like Waymo, Tesla, and Uber are using AI and machine learning to develop self-driving vehicles. These cars use a combination of sensors and advanced machine-learning algorithms to navigate roads and traffic more efficiently than a human driver could.

    AI in predicting customer needs — AI and machine learning can also aid businesses in better understanding and predicting customer needs. For instance, Spotify uses AI algorithms to analyze users’ listening habits and suggest music that aligns with their tastes, creating a highly personalized user experience. Similarly, Amazon uses predictive analytics to recommend products to users based on their browsing and purchasing history.

    Creating personalized customer experiences — Customers crave personalization in today’s digital world. AI can analyze customer behavior, enabling businesses to offer tailored experiences that boost customer satisfaction and loyalty.

    Artificial intelligence offers the unprecedented ability to collect and analyze vast amounts of data, including customer preferences, shopping patterns, and interaction histories. This allows businesses to create highly personalized experiences that meet and exceed customer expectations.

    Examples

    1. Netflix: A perfect example of personalization driven by AI is Netflix. Their AI algorithms analyze viewership data to suggest shows and movies based on what the user has watched before, their ratings of the previous content, and how they interact with the service. This has led to improved customer experience, higher viewer engagement, and decreased churn rate.

    2. Amazon: Amazon uses AI for product recommendations. If a customer is buying a phone, Amazon will suggest related items like a phone case or screen protector based on other customers’ buying patterns. This personalization makes the shopping experience more seamless and increases the likelihood of additional purchases.

    The Future of AI in Business

    With the increasing capabilities of AI, it’s clear that its role in business will continue to grow. The future of AI in business looks promising, potentially revolutionizing how we work.

    The role of AI in post-pandemic recovery is not just significant but transformative. AI technology provides tools and methods to streamline operations, reduce costs, and drive growth, acting as a powerful engine for businesses to rebuild and adapt to the new normal.

    The global pandemic catalyzed digital transformation, pushing businesses to rethink their operations and strategies. The digitization that was anticipated to occur in a few years got condensed into months, with AI being at the forefront.

    For example, traditional brick-and-mortar retailers that were hit hard by the pandemic had to shift online. AI played a significant role in this transition, from developing intuitive and user-friendly e-commerce platforms to powering sophisticated recommendation engines that enhance the customer shopping experience.

    Potential challenges and ethical considerations

    The use of AI isn’t without its challenges. As businesses increasingly rely on AI, issues related to data privacy, ethics and job displacement may arise, requiring thoughtful consideration and responsible AI practices.

    In a world where change is the only constant, improving your business with AI is no longer a vision of the future but an essential strategy for today. The current era of technological advancement offers both challenges and opportunities, and the smart use of AI will determine who comes out on top.

    AI is no longer an abstract concept but a real and tangible force in the business world, driving resilience, spurring innovation and powering growth. It’s the ally that works round-the-clock, the silent partner that offers deep insights, and the game-changer that provides businesses with an undeniable competitive edge.

    As businesses around the globe grapple with various challenges, from economic downturns to global pandemics, the ability to harness the power of AI becomes not just desirable but critical. Yes, the path may be riddled with hurdles, such as data privacy concerns and ethical considerations, but the benefits of integrating AI into your business strategy far outweigh the potential drawbacks.

    The future of business lies in AI — those who embrace it will lead, and those who ignore it may well find themselves struggling to catch up. So, here’s to a future where AI and business go hand in hand, a future where resilience is a given, and growth is a sustained trajectory!

    [ad_2]

    Gajura Constantin

    Source link

  • ‘Race neutral’ replaces affirmative action. What’s next? | CNN Politics

    ‘Race neutral’ replaces affirmative action. What’s next? | CNN Politics

    [ad_1]

    A version of this story appears in CNN’s What Matters newsletter. To get it in your inbox, sign up for free here.



    CNN
     — 

    When the Supreme Court cut affirmative action out of college admissions programs Thursday, it did not outlaw the goal of achieving diversity, but it set a new “race-neutral” standard for considering applicants.

    That term – “race neutral” – does not appear in the opinion of the court, written by Chief Justice John Roberts, which states that colleges and universities have “concluded, wrongly, that the touchstone of an individual’s identity is not challenges bested, skills built, or lessons learned but the color of their skin.”

    But when Roberts clarifies that students can still refer to their race in admissions essays, explaining challenges they’ve overcome, he and the majority are buying into the idea of race neutrality.

    Justice Clarence Thomas, who wrote his own concurring opinion, uses the term “race neutral” repeatedly, offering it as an antidote to affirmative action.

    Pointing to efforts in California and Michigan to enroll diverse classes at top universities even after voters in those states ended affirmative action, Thomas says race-neutral policies can “achieve the same benefits of racial harmony and equality without any of the burdens and strife generated by affirmative action policies.”

    Justice Sonia Sotomayor shot back at Thomas and the majority, rejecting the term.

    “The majority’s vision of race neutrality will entrench racial segregation in higher education because racial inequality will persist so long as it is ignored,” she wrote.

    For more on this view, read this piece in The Atlantic by scholars Uma Jayakumar and Ibram Kendi: “‘Race Neutral’ Is the New ‘Separate but Equal.’”

    If the experience of California and Michigan – where voters ended affirmative action programs years ago – is any indication, we can expect that the representation of Black and Latino students at top-level universities will fall.

    Those states argued in briefings to the court that their race-neutral efforts have not been completely successful, particularly at top-tier, flagship public schools, in creating environments that are inclusive for all.

    California has, according to its brief, tried race-neutral measures that “run the gamut from outreach programs directed at low-income students and students from families with little college experience, to programs designed to increase UC’s geographic reach, to holistic admissions policies.”

    While it has made strides, it says, there is a shortfall “especially apparent at UC’s most selective campuses, where African American, Native American, and Latinx students are underrepresented and widely report struggling with feelings of racial isolation.”

    In California, half of the college-age population – 18-24 – is Latino, according to data from the Public Policy Institute of California. Compare that with just 27% of enrollees for 2022 at the University of California’s nine undergraduate campuses who the UC system categorizes as Hispanic/Latinx.

    On the other hand, less than 13% of the college-age population is Asian, compared with 38% of UC enrollees.

    A little more than quarter of college-age Californians are White, compared with 18% of UC enrollees.

    Five percent of UC enrollees are African American, which is about on par with the 5.6% of college-age Californians who are Black.

    The figures change in comparison with the system overall at UC Berkeley, the system’s flagship undergraduate campus, where a smaller portion of entrants in 2022 were categorized as African American / Black (3.6%) and Chicanx / Latinx (21.1%), and more were White (30.7%) and Asian (52.1%).

    It’s also interesting to note that the Supreme Court exempted military academies from the decision. They can, presumably, still utilize affirmative action even though they are the higher learning institutions over which the federal government has the most control. The court, according to the majority opinion, feels the academies have “potentially distinct interests.”

    Those interests were perhaps outlined by former military leaders who wrote a brief last year arguing affirmative action aided national security.

    Meanwhile, even though race is off the table as a determinative factor, schools like Harvard University can and still will very much take into account whether an applicant’s parents went there, how much their parents might be able to donate and whether an applicant can help their sports teams.

    “While the actual language of the Supreme Court will come across as very intellectualized and esoteric, as if in a classroom, in reality, how will this work?” wondered Laura Coates, CNN’s chief legal analyst, appearing on the network Thursday.

    “How will you be able to have certain color blindedness but then at the same time allowed to take into account one’s experiences when race has been a part of that? That’s the devil in the details of every affirmative action case.”

    CNN’s Nicquel Terry Ellis wrote about what the data suggests will happen:

    A study by the Georgetown University Center on Education and the Workforce found that colleges and universities are less likely to meet or exceed their current levels of racial diversity in the absence of race-conscious admissions. They are also less likely to reflect the racial makeup of the population graduating from the nation’s high schools.

    Zack Mabel, a researcher for Georgetown’s Center for Education and the Workforce, told her race-neutral practices have not driven the diversity many colleges hoped for, and some students are simply not applying. Read more from Terry Ellis.

    Creating a more equitable and representative workforce has been a public aim in corporate America, where companies have created diversity, equity and inclusion, or DEI, departments. Multiple corporations – from Apple to IKEA – asked the Supreme Court to allow affirmative action to continue so that their potential workforce is more diverse.

    But efforts to recruit students of color in the race-neutral, post-affirmative-action world will be complicated in states where there is a growing backlash to diversity efforts.

    CNN’s Leah Asmelash recently wrote:

    More than a dozen state legislatures have introduced or passed bills reining in DEI programs in colleges and universities, claiming the offices eat up valuable financial resources with little impact.

    “The ruling by the Court’s six Republican-appointed justices prevents higher-education institutions from considering race in admissions precisely as kids of color, for the first time, comprise a majority of the nation’s high-school graduates,” writes Ronald Brownstein, a senior editor at The Atlantic and a senior political analyst for CNN.

    He suggests the decision will “widen the mismatch between a youth population that is rapidly diversifying and a student body that is likely to remain preponderantly white in the elite colleges and universities that serve as the pipeline for leadership in the public and private sectors.”

    Rather than ease social tension, he argues, the new race-neutral requirement could actually propel it.

    [ad_2]

    Source link

  • Social Responsibility: The Unexpected Product of a NYC Chocolate Shop | Entrepreneur

    Social Responsibility: The Unexpected Product of a NYC Chocolate Shop | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    One of the oldest chocolate shops in New York City, Aigner Chocolates has been serving chocolate treats and other sweets for 93 years. When Rachel Kellner and her husband Mark Libertini bought and took over the store in 2015, they had to navigate how to preserve the store’s identity while also keeping it exciting for future generations.

    Mark is a pastry chef and restaurateur, but as a former social worker, Rachel had no experience in the food industry. Rather than seeing her untraditional background as a mismatch, she used it to bring a new perspective to the store.

    “Business is really all about networking. It’s all about building relationships, and I love doing that,” Rachel said. “As a therapist, that’s your role. A therapist-client relationship is based on the trust and safety that you build with your client.”

    While the ownership is different, much of Aigner Chocolates is the same. Mark and Rachel use all of the same recipes as the original owners so customers eat the same classic chocolates they have been for years.

    In terms of evolving the store, Rachel changed the branding, updated the website, and built a stronger online presence. She’s also single-handedly grown media relationships and written press releases.

    “I built those relationships, and now it’s to the point where I’ll literally text my media contacts and say, ‘Hey, this is what’s going on,’ and I’ll pitch them stories,” Rachel said. “There are so many terrible things happening in the world that the news couldn’t go on if they didn’t have some lighthearted pieces, so we’re always able to provide that.”

    While Rachel continues to expand Aigner Chocolates’s presence online and capitalize on media coverage, she still thinks the store’s strength lies in the in-person experience for customers. She prioritizes training her staff and treats them like family, which comes across in their interactions with customers.

    For Yelp Community Manager Samantha B., the in-person experience will always be preferable to ordering Aigner Chocolates online. She loves coming into the store due to the relationships the staff has built with her over the years.

    “I’m a people person to begin with, so it’s always really nice to just walk into a brick and mortar and see a smiling face.” Samantha said. “We got so comfortable during the pandemic just sitting behind a screen, but I’m just not that person.”

    In addition to treating all walk-ins as valued customers, Aigner Chocolates engages the community by frequently giving back to local charities and organizations, such as the Queens Center for Progress and a local hospital.

    Rachel sees these efforts as a way to combine her social work background with her new experience in the food industry. During the pandemic, the shop donated chocolate totalling around $30,000 in value. Now, Rachel sets a donation budget and selects local organizations whose values align with her business.

    “We’ve been gifted this incredible opportunity to run this business, to carry on a tradition, and it’s my husband and my social responsibility to spread joy,” Rachel said. “We’ve really taken that on in every way that we can, and we just try and find ways to do that.”

    Other creative strategies to engage the community from Aigner Chocolates include:

    • Host community events. Aigner Chocolates frequently hosts fundraisers with local schools and organizations. Hosting these events is a great way to raise awareness for both your business and causes you care about.
    • Hire local community members. Rachel frequently hires students from local high schools and partners with local universities to give college students internship opportunities. By offering jobs and professional development opportunities, you can grow your small business’s ties to the community.
    • Treat customers like family. As a longstanding business, staff at Aigner Chocolates ensure that old and new customers alike feel welcomed. Prioritizing customer service helps every customer feel like a valued part of the community and creates loyal patrons.

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

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

    [ad_2]

    Emily Washcovick

    Source link

  • Republican leaders say no more money for University of Wisconsin or school safety office

    Republican leaders say no more money for University of Wisconsin or school safety office

    [ad_1]

    MADISON, Wis. (AP) — Republicans plan to make no substantive changes to the state budget, meaning that a cut in funding to the University of Wisconsin System that puts the entire spending plan in jeopardy of being vetoed will remain, legislative leaders said Tuesday.

    Democratic Gov. Tony Evers has threatened to veto the two-year spending plan if UW funding for diversity, equity and inclusion, or DEI, programming is cut. The plan passed by a Republican-controlled budget committee reduces UW funding by $32 million and eliminates nearly 190 positions, money and staff dedicated toward DEI staff salaries and programs.

    However, the budget does allow UW to come back and get the $32 million if it shows how it would be spent on workforce development efforts, and not DEI programs.

    The Republican-dominated North Carolina legislature has swept six vetoed bills into law. The House and Senate completed the efforts on Tuesday following a succession of votes with margins large enough to overcome Democratic Gov.

    Wisconsin Gov. Tony Evers says in a newspaper report that he won’t sign the state budget if Republican lawmakers cut funding for the state’s university system’s diversity officers and initiatives.

    New St. John’s coach Rick Pitino has thrown out a ceremonial first pitch at the Subway Series between the New York Yankees and New York Mets.

    Republican lawmakers have suspended a vote on funding for University of Wisconsin campuses, just hours after a top GOP leader promised to slash the college system’s budget as part of an ongoing fight over diversity and inclusion initiatives.

    Evers also has the power to make more limited line-item vetoes, but he could not increase funding with a partial veto. Evers on Sunday told WISN-TV that he was waiting to see the final budget text before making decisions on vetoes. His spokesperson Britt Cudaback referred to those comments Tuesday when asked about the governor’s plans.

    Assembly Speaker Robin Vos said he “can’t imagine” that Evers would veto the entire budget because of the UW funding cut. But Vos says he had not spoken with Evers about it.

    The Senate is scheduled to vote on passing the budget on Wednesday. It would then go to the Assembly, which would have to pass an identical version before it would go to Evers. The Assembly could make changes, which would then send it back to the Senate for another vote.

    But Senate Majority Leader Devin LeMahieu and Vos told The Associated Press in separate interviews Tuesday that no changes were planned.

    Democratic Attorney General Josh Kaul, along with school and law enforcement leaders, have been pushing Republicans to increase funding for the state’s school safety office. That office, created by Republicans in 2018, was designed to prevent violence in schools after the mass shooting at Marjory Stoneman Douglas High School in Parkland, Florida.

    The office provides safety grants to Wisconsin schools, maintains a 24/7 tip hotline, offers training and maintains blueprints of school layouts to assist law enforcement when reacting to emergencies. The Legislature’s budget committee voted to cut funding for the office this month, a move that Kaul said would essentially gut it and not allow it to provide all the services it currently does.

    The office would have more than half a million dollars in funding to pay for nearly four full-time positions. It currently employs 16 people, with 12 of them paid for by time-limited federal funding that came during the pandemic.

    Vos defended the cut, saying the Legislature won’t replace pandemic-era federal funding and that the core functions of the office can continue with the money provided.

    If Kaul wants to make a case to the Legislature later for additional funding, “we’re always willing to take a look at it,” Vos said.

    Kaul said he was “certainly disappointed” that the Legislature doesn’t plan to continue current funding levels. If funding isn’t found to replace it by the end of the year, Kaul said programming that helps schools around the state may be lost.

    Kaul said that all avenues to maintain current funding, including going back to the Legislature, will be pursued.

    Democrats and child care providers have also been pushing to restore funding for a pandemic-era child care subsidy program that Republicans cut. Advocates have argued that the move would be devastating for needy families and the state’s economy.

    Kaul, the UW System and others advocating for additional funding have argued that it could be done given that the state has a projected budget surplus of nearly $7 billion. Republicans have instead focused on cutting taxes.

    The state budget includes a $3.5 billion income tax cut for all taxpayers, a plan Democrats have derided because wealthy people will get a bigger reduction than lower earners. The budget also includes $1 billion more for K-12 public schools, additional funding that Evers secured as part of a deal with Republicans to increase state aid to Milwaukee and other local communities.

    Evers signed the past two state budgets passed by Republicans and took credit for tax cuts they included.

    [ad_2]

    Source link

  • 10 Questions to Ask Yourself to Make Meetings More Productive | Entrepreneur

    10 Questions to Ask Yourself to Make Meetings More Productive | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Inclusive meetings boost innovation, decision making and business results. By actively involving all participants, you unlock a wealth of diverse ideas, insights and solutions. Inclusive meetings promote creativity, innovation and problem-solving. As different perspectives are shared, the group elevates their thinking and grows beyond status quo superficial ideas and solutions. Inclusive meetings contribute to a positive and inclusive culture, where individuals feel respected, valued and more engaged.

    Yet, most meetings aren’t inclusive. How do you know if your meeting is exclusive?

    • The same people dominate discussions
    • People are interrupted frequently
    • The right people aren’t in the room
    • It’s all presentation and no discussion
    • There is a lack of clear next steps and purpose

    The role of a meeting facilitator is critical to inclusive meetings. The challenge is most people aren’t trained or developed to have inclusive meetings. They learn non-inclusive behaviors modeled by other leaders and perpetuate the same vicious cycle.

    Consider these 10 prompts to drive more inclusion as a facilitator:

    1. Have you shared and asked for feedback on the meeting’s purpose and agenda in advance?
    2. Is everyone at the meeting necessary to fulfill the purpose? (marking people optional on a meeting is a great best practice)
    3. Do you have an inclusive icebreaker exercise to kick off?
    4. Is discussion necessary to debate, brainstorm or problem solve vs. present only?
    5. Do you have mechanisms (polls, chat, notes) to facilitate discussion?
    6. Have you set norms to rotate speaking roles so that everyone feels psychologically safe speaking at the meeting?
    7. Are you rotating note-taking responsibilities from previous meetings?
    8. Do you have a plan to facilitate discussion if team members do not speak up or speak too much?
    9. Did you set the next steps and assign them to team members?
    10. Do you have an accountability plan to ensure the next steps are completed prior to the next meeting?

    If you didn’t fair well on the checklist, you’re not alone. Most meetings do not reach 50% of this criteria most of the time. To boost inclusion at your next meeting, consider these ideas:

    • Have a pre-work exercise to stimulate thinking in advance
    • Start the meeting with an icebreaker to learn more about team members
    • Rotate key roles intentionally at the meeting to evenly distribute participation

    Related: Make Sure Your Meetings Don’t Waste Everyone’s Time by Doing These 10 Things

    Have a pre-work exercise to stimulate thinking in advance

    Sometimes, people may feel hesitant to speak up during meetings due to time constraints or fear of being put on the spot. Encourage more introverted participants to share their ideas or questions before the meeting, either through email or collaboration tools. This approach provides an opportunity for everyone to contribute, even if they’re not comfortable speaking up during the meeting itself.

    It’s a good idea to keep timing in mind. Limit pre-work to a task that takes no more than 10 minutes with clear expectations such as reading this article and coming prepared to discuss your biggest takeaway or watching this video and picking one example that resonated with you and works well. This starts the meeting on an equal playing field where all team members are prepared to engage.

    Start the meeting with an icebreaker to learn more about team members

    For an icebreaker to be inclusive, be mindful of the implications of class, race, gender and other dimensions of diversity. Even well-intentioned icebreakers can reinforce stereotypes or preclude people from the very conversation they’re hoping to create. For example, travel experiences or activities that require socioeconomic status can be limited to participants and may be of a lower class which is often correlated to other dimensions of diversity.

    Examples of inclusive icebreakers could be a short simple share about a positive event that happened at work, something people might misunderstand or not know about you yet, or a two-word emotional check-in on how your day is going. These quick shares generate discussion and make it more likely that team members will participate inclusively in the remainder of the meeting.

    Related: Having Trouble Speaking Up in Meetings? Try This Strategy.

    Rotate key roles intentionally at the meeting to evenly distribute participation

    Non-promotable tasks or administrative tasks like note-taking, food preparation or social event organization largely fall on women and people of color. Watch out for how these important yet not highly valued tasks are distributed. A best practice is to be mindful of the administrative tasks necessary for the meeting to be successful and intentionally rotate them to different people each time. If someone says they’re not good at taking notes, ask them to practice and learn. Set the norm for everyone to participate in these tasks. This has a ripple effect on fairness and respect as people learn that everyone’s role is equally valued.

    By intentionally distributing these responsibilities, you create a more inclusive dynamic where everyone has an opportunity to contribute beyond their designated roles. It also helps challenge traditional power dynamics and fosters a sense of shared ownership and accountability.

    Inclusive meetings are not just a buzzword; they are a powerful tool for unlocking the full potential of your team or group. By actively involving all participants, valuing diverse perspectives and creating a safe and respectful environment, you can harness the collective intelligence and creativity of your team. As a meeting facilitator, it’s crucial to be mindful of inclusive practices, rotate roles and responsibilities and create opportunities for everyone to contribute. By embracing inclusivity, you can drive innovation, better decision-making and improved business results.

    [ad_2]

    Julie Kratz

    Source link

  • Canada will require Google and Meta to pay media outlets for news under bill set to become law

    Canada will require Google and Meta to pay media outlets for news under bill set to become law

    [ad_1]

    OTTAWA, Ontario — Canada’s Senate on Thursday passed a bill that will require Google and Meta to pay media outlets for news content that they share or otherwise repurpose on their platforms.

    The bill, which is set to become law, was passed amid a standoff between Prime Minister Justin Trudeau’s government and Silicon Valley tech giants.

    Ottawa has said the law creates a level playing field between online advertising giants and the shrinking news industry. And Canadian Heritage Minister Pablo Rodriguez has promised to push back on what he describes as “threats” from Facebook and Google to remove journalism from their platforms.

    Meta confirmed Thursday that it plans to comply with the bill by ending news availability on Facebook and Instagram for its Canadian users, as it had previously suggested. Meta would not offer details about the timeline for that move, but said it will pull local news from its site before the Online News Act takes effect. The bill will come into force six months after it receives royal assent.

    “We have repeatedly shared that in order to comply with Bill C-18, which was passed today in Parliament, content from news outlets, including news publishers and broadcasters, will no longer be available to people accessing our platforms in Canada,” said Lisa Laventure, head of communications for Meta in Canada.

    Legacy media and broadcasters have praised the bill, which promises to “enhance fairness” in the digital news marketplace and help bring in more money for shrinking newsrooms. Tech giants including Meta and Google have been blamed in the past for disrupting and dominating the advertising industry, eclipsing smaller, traditional players.

    Meta, which is based in Menlo Park, California, has taken similar steps in the past. In 2021, it briefly blocked news from its platform in Australia after the country passed legislation that would compel tech companies to pay publishers for using their news stories. It later struck deals with Australian publishers.

    Laura Scaffidi, a spokesperson for the minister, said Rodriguez was set to have a meeting Thursday afternoon with Google, which has hinted that removing news links from its popular search engine is a possibility. The company didn’t provide comment on the matter.

    Meta is already undergoing a test that blocks news for up to five percent of its Canadian users, and Google ran a similar test earlier this year.

    The Online News Act requires both companies to enter into agreements with news publishers to pay them for news content that appears on their sites if it helps the tech giants generate money.

    “The tech giants do not have obligations under the act immediately after Bill C-18 passes. As part of this process, all details will be made public before any tech giant is designated under the act,” said Scaffidi.

    [ad_2]

    Source link

  • Canada will require Google and Meta to pay media outlets for news under bill set to become law

    Canada will require Google and Meta to pay media outlets for news under bill set to become law

    [ad_1]

    OTTAWA, Ontario — Canada’s Senate on Thursday passed a bill that will require Google and Meta to pay media outlets for news content that they share or otherwise repurpose on their platforms.

    The bill, which is set to become law, was passed amid a standoff between Prime Minister Justin Trudeau’s government and Silicon Valley tech giants.

    Ottawa has said the law creates a level playing field between online advertising giants and the shrinking news industry. And Canadian Heritage Minister Pablo Rodriguez has promised to push back on what he describes as “threats” from Facebook and Google to remove journalism from their platforms.

    Meta confirmed Thursday that it plans to comply with the bill by ending news availability on Facebook and Instagram for its Canadian users, as it had previously suggested. Meta would not offer details about the timeline for that move, but said it will pull local news from its site before the Online News Act takes effect. The bill will come into force six months after it receives royal assent.

    “We have repeatedly shared that in order to comply with Bill C-18, which was passed today in Parliament, content from news outlets, including news publishers and broadcasters, will no longer be available to people accessing our platforms in Canada,” said Lisa Laventure, head of communications for Meta in Canada.

    Legacy media and broadcasters have praised the bill, which promises to “enhance fairness” in the digital news marketplace and help bring in more money for shrinking newsrooms. Tech giants including Meta and Google have been blamed in the past for disrupting and dominating the advertising industry, eclipsing smaller, traditional players.

    Meta, which is based in Menlo Park, California, has taken similar steps in the past. In 2021, it briefly blocked news from its platform in Australia after the country passed legislation that would compel tech companies to pay publishers for using their news stories. It later struck deals with Australian publishers.

    Laura Scaffidi, a spokesperson for the minister, said Rodriguez was set to have a meeting Thursday afternoon with Google, which has hinted that removing news links from its popular search engine is a possibility. The company didn’t provide comment on the matter.

    Meta is already undergoing a test that blocks news for up to five percent of its Canadian users, and Google ran a similar test earlier this year.

    The Online News Act requires both companies to enter into agreements with news publishers to pay them for news content that appears on their sites if it helps the tech giants generate money.

    “The tech giants do not have obligations under the act immediately after Bill C-18 passes. As part of this process, all details will be made public before any tech giant is designated under the act,” said Scaffidi.

    [ad_2]

    Source link

  • Why Good Leaders Must Embrace Strong Personalities | Entrepreneur

    Why Good Leaders Must Embrace Strong Personalities | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Years ago, I had a strong disagreement with a staff member. He was a long-time employee who sat several steps below me in the org chart. He was prone to strong opinions and passionate feelings, but he was also an extremely high performer in the organization and someone I was personally very fond of.

    While he was usually correct in his opinions, he sometimes lacked a strategic view of the issues and did not always accept when he was wrong. This “spirited discussion” resulted from one of those “nonacceptances” which happened in a public place and was overheard by many other staff members. The conversation was confrontational, and it clearly made some of those around us a little uncomfortable.

    Afterward, several staff members approached me and wondered if this moment of public insubordination meant I would fire him. When I told them that there would be no disciplinary action but that he and I would discuss it later to find common ground, they looked confused. Why would I, as the CEO, let a staff member argue with me and not immediately fire them? The answer is simple: It is easier to temper passion than to inspire it. If you want excellence, you need people with strong personalities!

    Related: 6 Steps for Hiring the Right People to Build Effective Teams

    Organizations are just a grouping of people and things. Organizational success is the collective sum of individual successes. As a leader, it is our job to harness 100% of every team member’s possible talent. We must focus on building each team member individually into the best they can be, which requires that they feel safe to express their views, are comfortable speaking truth to power, and are supported to exceed the limits of their skills from time to time. This does not happen when we stifle people’s opinions or break their spirits by forcing compliance. Instead, it comes from individual responsibility, commitment to the shared mission and taking risks.

    Simply put, in a business context, passion is an essential ingredient for greatness. It may be the essential ingredient. Yet, passion is almost impossible to inspire; it needs to rise organically from deep inside people who are committed to their mission. Passionate people often obsess over little details; they are constantly looking for a better way; they are frequently frustrated by others and are usually a pain in their leaders’ butts. They are also the star performers of the business and the centers of creation and excellence for the organization.

    Unfortunately, many leaders see these traits as signs of a difficult personality and become frustrated. They find these people difficult to control, argumentative and sometimes even disrespectful or insubordinate. Sadly, in many business environments, these people are marginalized, disciplined or even fired. Passion is quashed in favor of obedience. Leadership encourages conformity through words and deeds with an eye on producing an obedient, homogeneous “team” where everyone plays nice and does what they are told. This is a bit like throwing away all the sharp knives in your kitchen to avoid hurting yourself or others. While you will be safer, you will also end up with a drawer full of spoons!

    Exceptional people are creative, inventive and bright. They are different from the norm. They are extraordinary. Often, they are exceptional because of their passion for what they do and their willingness to challenge authority. As a result, they usually stick out in a sea of mediocrity and are sometimes unwilling to follow the herd. This obviously can make them a bit of a handful. It is important to realize, however, that this reluctance to do what everyone else does makes them great. They have no allegiance to tradition or authority for their own sake. They will make you and your team better!

    Related: How To Keep Employees Feeling Passionate About Their Work

    This does not mean it is okay to be rude, insubordinate or destructive to the organization’s morale. On the contrary, a good work environment and discipline matter greatly. It is great to argue your points and to challenge the thinking of others. But, that said, it is not okay to be mean, rude or disrespectful in the process.

    This is a very fine line to walk and can be challenging to interpret. As a result, leaders must give their team the benefit of the doubt and adopt a “teach, don’t beat” mindset. We need to encourage our passionate people. But, at the same time, we need to help them express their ideas and make their challenges in a way that will provoke thought, not anger.

    Exceptional organizations are the result of extraordinary people. It is essential as leaders, we spend time nurturing the passion people have for their work. We must encourage them to think outside the box, not to become discouraged by failure, and encourage them to take risks.

    We need to pick them up and dust them off when they fall. Most of all, we need to understand that the fire that drives them will sometimes make them a challenge to lead, and they will occasionally cross the line and need to be corrected. But we need to make sure that we don’t break their spirit. Their strong personality will make them, and the organization, excellent!

    [ad_2]

    Jon Becker

    Source link

  • Pride flags vandalized at Stonewall National Monument in New York | CNN

    Pride flags vandalized at Stonewall National Monument in New York | CNN

    [ad_1]



    CNN
     — 

    The New York Police Department is investigating “a criminal mischief pattern” of vandalism against Pride and transgender flags at the Stonewall National Monument during Pride month, it said in a statement.

    The police department said its Hate Crime Task Force is investigating three incidents, which occurred June 10, June 15 and June 20.

    According to police, individual or individuals were seen removing Pride flags that were displayed on the fence of the monument. In two of the incidents, the flags were also broken, the statement said.

    There were no injuries as a result of the alleged crimes, and it’s not clear from the statement released Monday if the same person or people were involved.

    Earlier this month, the NYPD tweeted a photo of individuals it said were “wanted for criminal mischief” in connection to the June 10 incident and asked for public assistance.

    President Barack Obama in 2016 designated the area around the Stonewall Inn, the site of the 1969 Stonewall uprising, as the country’s first national monument to honor the LGBTQ+ community.

    The uprising occurred when a police raid of the Stonewall Inn, a gay bar, turned violent after patrons fought back. The incident led to the first march for gay and lesbian rights.

    The Stonewall National Monument includes Christopher Park, the Stonewall Inn and the surrounding streets and sidewalks where the uprising occurred.

    [ad_2]

    Source link

  • Dealing With Workplace Intimidation? Here’s How to Fight It | Entrepreneur

    Dealing With Workplace Intimidation? Here’s How to Fight It | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Workplace intimidation is alive and well. Whether working remotely or on-site, employees continue to experience high levels of intimidation, often resulting in an environment made up of toxic behavior or bullying.

    The Workplace Bullying Institute (WBI) estimated that more than 48.6 million American employees experience some form of bullying at work. Additionally, the WBI survey found that around 30% of working adults have ongoing direct experience with bullying in the workplace, an increase of 57% between 2017 and 2021.

    While some business leaders might feel that being more assertive — or oftentimes, intimidating — will bring out a more submissive attitude in their employees, it often results in a working environment that is toxic for everyone and can lead to greater employee turnaround or lower productivity.

    Related: How to Deal With a Workplace Bully

    Bullying vs. intimidation

    Although the two terms might be closely related, for employees it’s important to differentiate between both and know how to act upon them when they are confronted with this sort of behavior.

    Bullying is often considered an act of domination. This is usually through using threatening gestures, whether it’s verbal, non-verbal, physical or even physiological.

    On the other hand, intimidation is defined as a deliberate act of frightening a person into doing something. This could be an employer threatening one of their employees with their job or withholding their wages if they are unable to finish a certain task or project, or do not agree with what they are being told to do.

    The lines are often blurred when it comes to differentiating between being bullied or intimidated. Nonetheless, in the modern workplace, professionals consider intimidation as a form of bullying, which can harm their performance and their relationship with their peers.

    Creating room for improvement

    Taking control of bad or negative workplace behavior is never an easy challenge, and confronting a person on their actions can often result in even more uncomfortable situations for employees, managers and employers.

    To put things into perspective, nearly 60% of American employers tend to react negatively when they find out that bullying is being reported in the workplace. The result is that perpetrators often don’t see the consequences of their actions, which in turn creates a sense of fear among those in the workplace.

    However, this creates a lot of room for improvement, and for employees that encounter bullying or intimidation regularly, there are ways they can reclaim their workplace relationships and take more action to hold their perpetrators accountable — even if it might be their boss.

    Related: Bullying Doesn’t Just Happen in Schools. Here’s How to Turn a Workplace Culture of Bullying to a Culture of Innovation

    Acknowledge the reality of the situation

    Take note of when intimidation occurs and realize that it might not be just a person’s personality or a clash of opinions. This is important both for employees that experience it or perhaps managers witnessing this behavior among team members.

    Make clear distinctions on whether or not a person is deliberately going out of their way to make other colleagues feel scared, threatened or uncomfortable. An action that is repeated multiple times shouldn’t be considered a coincidence, but can rather be seen as a choice to act in a certain way.

    Identify when or where it takes place

    Intimidation can be a physical threat or even something that might occur in an email or other forms of communication. If you become aware of when and where this might have taken place, you can start to take more note thereof.

    Make sure to keep a record of this, either on some notes on your phone or on a separate email account that is not linked to your work. Include as much information as possible, who was involved, what was being said and whether or not the issue has been resolved.

    Have an open dialogue

    Often employees tend to feel intimidated by things they don’t know, whether it’s having to deal with group projects, new programs or even a new colleague. Simply raising specific points with a person in an open dialogue can help resolve a lot of issues.

    If you can understand a person’s point of view and what they expect from you — in this case, either a manager or employer — you will get a better idea of where you need to make possible improvements or adjust your understanding going forward.

    Don’t directly accuse any person of being intimidating or call them out on their behavior. Rather see whether or not it’s possible to resolve the underlying conflict.

    Take action when needed

    Employees and teams need to know when to take action and what their options might be. Employees need to assess their options, whether it’s talking to a colleague, their manager or even HR. The same goes for those in upper management roles.

    Additionally, if an employee is being intimidated or bullied by a fellow peer or their manager, approach them in private and see whether or not you can assist them. Always use the available channels you have available to resolve any confrontation before it transcends into bigger problems.

    Evaluate workplace policies

    Most organizations will have policies in place that aim to prohibit the act of bullying in the workplace. Make sure that as an employee, you know what the workplace policies are in terms of this, and when it’s possible to identify if someone has stepped out of line.

    If there are no workplace policies, see whether or not you can bring this up with management or employers. There should be clear guidelines on how bullying or intimidation should be handled within the office.

    Find your voice

    There’s no harm in standing up to someone if you feel that they have crossed a certain boundary. Standing up for yourself isn’t easy, and it’s even harder to do so for other people, especially in the workplace.

    Not everyone can muster up the confidence to speak out when it’s needed. In these cases, keep a record of these particular instances, or perhaps approach a person to see whether or not there might be some unresolved problems that can be sorted out.

    To conclude

    Intimidation in the workplace only creates a toxic work environment for every employee. Having the courage to stand up to someone is not always an option for everyone, so it’s important to consider other possibilities that can help them find a viable solution to resolve workplace bullying.

    [ad_2]

    Pierre Raymond

    Source link

  • Equality vs. Equity: What’s the Difference? Here’s What to Know | Entrepreneur

    Equality vs. Equity: What’s the Difference? Here’s What to Know | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    DEI is the most common acronym in the diversity space. D for diversity, E for equity — not equality — and I for inclusion. Why the difference?

    Equality suggests that treating everyone equally will solve the diversity problem, yet that has resulted in little to no change. Equity by contrast is about meeting the needs of individuals that are systemically marginalized because of factors outside their control — race, ethnicity, class, age or gender most commonly — yet many more.

    There are three key differences between equity and equality. Equity means:

    1. Providing resources to those that need them the most first
    2. Educating the majority group on their role in inclusion
    3. Proactively communicating the importance that DEI is not a zero-sum game

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

    Provide resources to those that need them the most first

    Equity is about putting the needs of those most marginalized first. That means those that have been systemically disadvantaged due to their gender identity, race, ethnicity or other dimensions of diversity are prioritized with resource allocation. Resources such as education, mentorship opportunities and sponsorship need to be allocated to those that reflect the general population. Unfortunately, resources are often overallocated to the majority group that already holds the most privilege and proxy to power, reinforcing the status quo.

    Examples of resource allocation are programs inclusive development programs that amplify the skills and voices of people of color, mentorship programs that target underrepresented demographics with access to senior leaders and sponsorship programs that ensure that people’s work is equitably recognized. Too often, promotion and representation rates dwindle for women, people of color, those with disabilities and the LGBTQ+ community. Equity seeks to right that wrong.

    Educate the majority group on their role in inclusion

    However, these programs will fail if the majority group doesn’t understand their role in facilitating an inclusive environment where diverse talent can thrive. Often the majority group has not had the lived experiences of being part of a marginalized group and so they lack the context and understanding to be helpful.

    Panel discussions that bring to life the real experiences of underrepresented groups in a thoughtful pragmatic way can help bridge the gap. In addition, proven resources, documentaries, books and podcasts can help the majority group understand the nuances of inclusion.

    It is likely leaders will make mistakes in the DEI conversation. Having tools and resources is critical for the majority group to proactively avoid some of these likely missteps.

    • Tokenism: Tokenism occurs when individuals or organizations make superficial efforts to include diverse individuals or groups without genuinely valuing their contributions. It is important to go beyond representation and create inclusive environments where everyone’s voice is heard and respected.
    • One-size-fits-all approach: Another mistake is assuming that DEI initiatives can be applied universally without considering the specific needs and experiences of different groups. It is important to recognize and address the unique challenges faced by various communities and tailor strategies accordingly.
    • Failure to address systemic issues: DEI efforts should not solely focus on individual actions or behaviors. It is crucial to identify and challenge the systemic barriers and biases that perpetuate inequality and exclusion. This may involve examining hiring practices, policies and organizational culture.
    • Lack of genuine leadership commitment: DEI initiatives require genuine commitment and support from leadership. Without strong leadership buy-in, these efforts can lack the necessary resources, accountability and sustainability to effect meaningful change.
    • Overlooking intersectionality: Intersectionality refers to the interconnected nature of social categorizations, such as race, gender, sexuality and class, which can create overlapping and interdependent systems of discrimination. Ignoring intersectionality can result in exclusionary practices and a limited understanding of the experiences of marginalized individuals.
    • Relying on quotas: While quotas can be a useful tool to increase representation, relying solely on them can be counterproductive. It is important to create inclusive environments where individuals from diverse backgrounds have equal opportunities to thrive, rather than solely focusing on numerical targets.
    • Lack of ongoing evaluation and feedback: DEI initiatives should be regularly evaluated and adjusted based on feedback from the affected communities. Failure to gather input and measure the impact of these initiatives can hinder progress and perpetuate ineffective practices.
    • Performative allyship: Performative allyship refers to instances where individuals or organizations publicly express support for marginalized groups without taking substantive actions to address underlying issues. It is important to back up intentions with meaningful actions and engagement.

    Equity is about meeting leaders where they’re at and equipping them proactively with tools and information to combat these missteps.

    Proactively communicating the importance that DEI is not a zero-sum game

    As with any shift in culture or change, the why is pivotal. People need to understand why equity is necessary. Equality is the goal – equity is how we get there. DEI is about doing things differently and challenging the status quo. We can’t solve a problem by doing things the same way that created the problem. That’s where equity comes in.

    Oftentimes, the majority group might feel alienated or that they’re somehow left out of promotional opportunities because of the focus on diversity. The opposite is often true. When we have diverse representation in decision-making, we have higher rates of innovation, higher revenue rates and profitability. Rather than thinking about it as my seat at the table versus your seat at the table, or my pie slice versus your pie slice, the pie collectively grows bigger and they’re more seats at the table for everyone.

    Many people get overwhelmed with diversity language. Just two letters in the difference between equality and equity mean two very different approaches. As leaders, it’s critical that we understand that equity is the path to equality and be willing to do things differently to achieve real diversity.

    [ad_2]

    Julie Kratz

    Source link

  • Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    [ad_1]

    LONDON — Multinational companies including Amazon, Marriott and Hilton pledged Monday to hire more than 13,000 refugees, including Ukrainian women who have fled the war with Russia, over the next three years in Europe.

    Just ahead of World Refugee Day on Tuesday, more than 40 corporations say they will hire, connect to work or train a total of 250,000 refugees, with 13,680 of them getting jobs directly in those companies.

    “Every number is a story of an individual family who left everything, seeking safety, seeking protection and wanting to be able to rebuild as quickly as possible,” said Kelly Clements, U.N. deputy high commissioner for refugees. “So the commitments that businesses are going to make on Monday are absolutely essential.”

    She says 110 million people have been displaced worldwide, with an estimated 12 million from Ukraine, nearly half of whom are living in Europe after the continent’s largest movement of refugees since World War II.

    The hiring push in Europe was organized by the Tent Partnership for Refugees, a nonprofit founded by Chobani CEO Hamdi Ulukaya that connects businesses and refugees, and is being unveiled at a gathering in Paris. The group’s first summit in the U.S. last year led to commitments to hire 22,725 refugees.

    In the new round, Amazon leads the pack, vowing to hire at least 5,000 refugees over the next three years in Europe, followed by Marriott and Hilton with 1,500 each, Starbucks and ISS with 1,000 each, and smaller commitments from brands like Adidas, Starbucks, L’Oreal, PepsiCo and Hyatt.

    “This is good for us as a company because the opportunity to add diversity to our workforce will continue to make us a stronger company,” said Ofori Agboka, Amazon vice president overseeing human resources. “With diversity brings innovation, creativity, different insights.”

    He said the vast majority of jobs will be hourly roles at fulfillment and storage centers and in transport and delivery.

    Amazon announced 27,000 job cuts earlier this year, part of a wave of layoffs after tech companies ramped up hiring during the COVID-19 pandemic. Those layoffs primarily affected salaried office jobs, Agboka said.

    Daria Sedihi-Volchenko fled Kyiv last year and now works in Warsaw, Poland, as a senior program manager for an Amazon Web Services program providing free tech training for Ukrainians. She says about 40% of those in the program have no tech background.

    “I went through the same way as many of our learners … are going through,” she said. “I had to learn, and I took a commitment on my interview. I said that ‘OK, if we can agree and I can start working for you, I promise to learn Polish and I promise to learn technical skills.’”

    A year ago, Sedihi-Volchenko woke up to explosions from Russia’s invasion.

    “I was terrified. I was so scared for Ukraine, for the nation, for the future, for my own life,” she said. “But also that was a shocking moment when I understood that everything in my life is changing.”

    She began living in basements but left as Russian forces approached Kyiv. She drove 40 hours to reach Moldova, thankful that she “didn’t drive on a single land mine and nobody shot into my car.”

    She went to Poland to find work, embarking on an IT path after working as a project manager for government ministries and as an economist in Ukraine.

    Companies are hoping refugees can fill staffing needs after the economy bounced back from the pandemic. In Europe, unemployment is at its lowest since the euro currency was introduced in 1999.

    “We’re seeing record levels of demand for our properties across many markets here in Europe,” Marriott International CEO Anthony Capuano said. “And so we are hiring aggressively to make sure we can accommodate our guests as demand ramps up.”

    Marriott’s jobs will largely be hourly positions like housekeepers, kitchen staff and front desk attendants.

    European nations have welcomed Ukrainians, and while Clements applauded opening schools, workplaces and other opportunities to them, she said the same should be offered to others fleeing conflict and crises in places like Syria, Sudan and Afghanistan.

    Sedihi-Volchenko knows the challenges ahead for refugees, even as some companies offer help with language skills, counseling and training. Job listings can be difficult to decipher, and like her, they may have difficulty securing a stable internet connection or work clothes.

    “It’s important to give a refugee just time to learn the language, but the person can start working because if you bring experience with IT systems or finance or project management or any other area, naturally, you understand, it’s not so much about the language. You understand the flow of work,” she said.

    ___

    Follow AP’s coverage of the war in Ukraine: https://apnews.com/hub/russia-ukraine

    [ad_2]

    Source link

  • Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    [ad_1]

    Multinational companies including Amazon, Marriott and Hilton pledged Monday to hire more than 13,000 refugees, including Ukrainian women who have fled the war with Russia, over the next three years in Europe.

    Just ahead of World Refugee Day on Tuesday, more than 40 corporations say they will hire, connect to work or train a total of 250,000 refugees, with 13,680 of them getting jobs directly in those companies.

    “Every number is a story of an individual family who left everything, seeking safety, seeking protection and wanting to be able to rebuild as quickly as possible,” said Kelly Clements, U.N. deputy high commissioner for refugees. “So the commitments that businesses are going to make on Monday are absolutely essential.”

    She says 110 million people have been displaced worldwide, with an estimated 12 million from Ukraine, nearly half of whom are living in Europe after the continent’s largest movement of refugees since World War II.

    The hiring push in Europe was organized by the Tent Partnership for Refugees, a nonprofit founded by Chobani CEO Hamdi Ulukaya that connects businesses and refugees, and is being unveiled at a gathering in Paris. The group’s first summit in the U.S. last year led to commitments to hire 22,725 refugees.

    In the new round, Amazon leads the pack, vowing to hire at least 5,000 refugees over the next three years in Europe, followed by Marriott and Hilton with 1,500 each, Starbucks and ISS with 1,000 each, and smaller commitments from brands like Adidas, Starbucks, L’Oreal, PepsiCo and Hyatt.

    “This is good for us as a company because the opportunity to add diversity to our workforce will continue to make us a stronger company,” said Ofori Agboka, Amazon vice president overseeing human resources. “With diversity brings innovation, creativity, different insights.”

    He said the vast majority of jobs will be hourly roles at fulfillment and storage centers and in transport and delivery.

    Amazon announced 27,000 job cuts earlier this year, part of a wave of layoffs after tech companies ramped up hiring during the COVID-19 pandemic. Those layoffs primarily affected salaried office jobs, Agboka said.

    Daria Sedihi-Volchenko fled Kyiv last year and now works in Warsaw, Poland, as a senior program manager for an Amazon Web Services program providing free tech training for Ukrainians. She says about 40% of those in the program have no tech background.

    “I went through the same way as many of our learners … are going through,” she said. “I had to learn, and I took a commitment on my interview. I said that ‘OK, if we can agree and I can start working for you, I promise to learn Polish and I promise to learn technical skills.’”

    A year ago, Sedihi-Volchenko woke up to explosions from Russia’s invasion.

    “I was terrified. I was so scared for Ukraine, for the nation, for the future, for my own life,” she said. “But also that was a shocking moment when I understood that everything in my life is changing.”

    She began living in basements but left as Russian forces approached Kyiv. She drove 40 hours to reach Moldova, thankful that she “didn’t drive on a single land mine and nobody shot into my car.”

    She went to Poland to find work, embarking on an IT path after working as a project manager for government ministries and as an economist in Ukraine.

    Companies are hoping refugees can fill staffing needs after the economy bounced back from the pandemic. In Europe, unemployment is at its lowest since the euro currency was introduced in 1999.

    “We’re seeing record levels of demand for our properties across many markets here in Europe,” Marriott International CEO Anthony Capuano said. “And so we are hiring aggressively to make sure we can accommodate our guests as demand ramps up.”

    Marriott’s jobs will largely be hourly positions like housekeepers, kitchen staff and front desk attendants.

    European nations have welcomed Ukrainians, and while Clements applauded opening schools, workplaces and other opportunities to them, she said the same should be offered to others fleeing conflict and crises in places like Syria, Sudan and Afghanistan.

    Sedihi-Volchenko knows the challenges ahead for refugees, even as some companies offer help with language skills, counseling and training. Job listings can be difficult to decipher, and like her, they may have difficulty securing a stable internet connection or work clothes.

    “It’s important to give a refugee just time to learn the language, but the person can start working because if you bring experience with IT systems or finance or project management or any other area, naturally, you understand, it’s not so much about the language. You understand the flow of work,” she said.

    ___

    Follow AP’s coverage of the war in Ukraine: https://apnews.com/hub/russia-ukraine

    [ad_2]

    Source link

  • Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    Amazon, Marriott and other companies vow to hire thousands of refugees in Europe

    [ad_1]

    Multinational companies including Amazon, Marriott and Hilton pledged Monday to hire more than 13,000 refugees, including Ukrainian women who have fled the war with Russia, over the next three years in Europe.

    Just ahead of World Refugee Day on Tuesday, more than 40 corporations say they will hire, connect to work or train a total of 250,000 refugees, with 13,680 of them getting jobs directly in those companies.

    “Every number is a story of an individual family who left everything, seeking safety, seeking protection and wanting to be able to rebuild as quickly as possible,” said Kelly Clements, U.N. deputy high commissioner for refugees. “So the commitments that businesses are going to make on Monday are absolutely essential.”

    She says 110 million people have been displaced worldwide, with an estimated 12 million from Ukraine, nearly half of whom are living in Europe after the continent’s largest movement of refugees since World War II.

    The hiring push in Europe was organized by the Tent Partnership for Refugees, a nonprofit founded by Chobani CEO Hamdi Ulukaya that connects businesses and refugees, and is being unveiled at a gathering in Paris. The group’s first summit in the U.S. last year led to commitments to hire 22,725 refugees.

    In the new round, Amazon leads the pack, vowing to hire at least 5,000 refugees over the next three years in Europe, followed by Marriott and Hilton with 1,500 each, Starbucks and ISS with 1,000 each, and smaller commitments from brands like Adidas, Starbucks, L’Oreal, PepsiCo and Hyatt.

    “This is good for us as a company because the opportunity to add diversity to our workforce will continue to make us a stronger company,” said Ofori Agboka, Amazon vice president overseeing human resources. “With diversity brings innovation, creativity, different insights.”

    He said the vast majority of jobs will be hourly roles at fulfillment and storage centers and in transport and delivery.

    Amazon announced 27,000 job cuts earlier this year, part of a wave of layoffs after tech companies ramped up hiring during the COVID-19 pandemic. Those layoffs primarily affected salaried office jobs, Agboka said.

    Daria Sedihi-Volchenko fled Kyiv last year and now works in Warsaw, Poland, as a senior program manager for an Amazon Web Services program providing free tech training for Ukrainians. She says about 40% of those in the program have no tech background.

    “I went through the same way as many of our learners … are going through,” she said. “I had to learn, and I took a commitment on my interview. I said that ‘OK, if we can agree and I can start working for you, I promise to learn Polish and I promise to learn technical skills.’”

    A year ago, Sedihi-Volchenko woke up to explosions from Russia’s invasion.

    “I was terrified. I was so scared for Ukraine, for the nation, for the future, for my own life,” she said. “But also that was a shocking moment when I understood that everything in my life is changing.”

    She began living in basements but left as Russian forces approached Kyiv. She drove 40 hours to reach Moldova, thankful that she “didn’t drive on a single land mine and nobody shot into my car.”

    She went to Poland to find work, embarking on an IT path after working as a project manager for government ministries and as an economist in Ukraine.

    Companies are hoping refugees can fill staffing needs after the economy bounced back from the pandemic. In Europe, unemployment is at its lowest since the euro currency was introduced in 1999.

    “We’re seeing record levels of demand for our properties across many markets here in Europe,” Marriott International CEO Anthony Capuano said. “And so we are hiring aggressively to make sure we can accommodate our guests as demand ramps up.”

    Marriott’s jobs will largely be hourly positions like housekeepers, kitchen staff and front desk attendants.

    European nations have welcomed Ukrainians, and while Clements applauded opening schools, workplaces and other opportunities to them, she said the same should be offered to others fleeing conflict and crises in places like Syria, Sudan and Afghanistan.

    Sedihi-Volchenko knows the challenges ahead for refugees, even as some companies offer help with language skills, counseling and training. Job listings can be difficult to decipher, and like her, they may have difficulty securing a stable internet connection or work clothes.

    “It’s important to give a refugee just time to learn the language, but the person can start working because if you bring experience with IT systems or finance or project management or any other area, naturally, you understand, it’s not so much about the language. You understand the flow of work,” she said.

    ___

    Follow AP’s coverage of the war in Ukraine: https://apnews.com/hub/russia-ukraine

    [ad_2]

    Source link

  • As the nation celebrates Juneteenth, it’s time to get rid of these three myths about slavery | CNN

    As the nation celebrates Juneteenth, it’s time to get rid of these three myths about slavery | CNN

    [ad_1]



    CNN
     — 

    Temple “Tempie” Cummins stoically stares at the camera with her arms folded in her lap, sitting stiffly in a chair in her dusty, barren backyard with her weather-beaten wooden shack behind her. Her dark, creased face reflects years of poverty and worry.

    The faded black and white image of Cummins from 1937 was snapped by a historian who stopped by her home in Jasper, Texas, to ask her about her childhood during slavery. Cummins, who did not know her exact age, shared stories of uninterrupted woe until she recounted how she and her mother discovered that they had been freed.

    She said her mother, a cook for their former slave owner’s family, liked to hide in the chimney corner to eavesdrop on dinner conversations. One day in 1865, she overheard her owner say that slavery had ended, but he wasn’t going to let his slaves know until they harvested “another crop or two.”

    “When mother heard that she say she slip out the chimney corner and crack her heels together four times and shouts, ‘I’s free, I’s free,’ ” Cummins told the historian, who recorded her story for a New Deal writers’ project that collected the narratives of the formerly enslaved during the Great Depression. “Then she runs to the field, ‘gainst marster’s will and tol’ all the other slaves and they quit work.”

    That story is one of the first recorded memoires of an experience that would inspire the creation of Juneteenth, an annual holiday celebrating the end of slavery that the US will commemorate this Monday. It marks the moment in June of 1865 when Union troops arrived in Texas to inform enslaved African Americans that they were free by executive decree. Many people like Cummins in remote areas of Texas and elsewhere did not know that they were free as their White owners hid the news from them.

    Juneteenth has since become known as “America’s Second Independence Day.” Now a federal holiday, it will be celebrated by parades, proclamations, and ceremonies throughout the US. Though it commemorates a moment when enslaved African Americans were freed, the US is still held captive by several myths about slavery and people like Cummins.

    One of the biggest myths that historians and storytellers have successfully challenged in recent years is that enslaved African Americans were docile, passive victims who had to wait until White abolitionists and “The Great Emancipator” Abraham Lincoln freed them. Black soldiers, for example, played a pivotal role in winning the Civil War. This new understanding of slavery has led to a rhetorical shift: It’s no longer proper to refer to people like Cummins as simply “slaves.”

    “There’s been a shift in the historical community attempting to not define the period or the people by what was done to them in the sense that their identity becomes a noun, a slave, but rather that they are that they were in the process of being enslaved,” says Tobin Miller Shearer, a historian and director of African American Studies at the University of Montana.

    “There were slavers who did that to them,” he says, “but there’s more to their identity than what was being done to them.”

    Yet other myths about slavery persist, in part, because of the sheer enormity and brutality of slavery.

    “The enslavement of an estimated ten million Africans over a period of almost four centuries in the Atlantic slave trade was a tragedy of such scope that it is difficult to imagine, much less comprehend,” Albert J. Raboteau wrote in “Slave Religion: The ‘Invisible Institution’ in the Antebellum South.”

    Here are three other myths about slavery that historians say persist:

    There is a popular conception that the formerly enslaved were freed after the Civil War ended. But many had to continually fight for their freedom because so many Whites still tried to keep them in captivity and were willing to use deceit and violence to do so.

    The author Clint Smith described this dynamic in his New York Times bestselling book, “How the Word is Passed: A Reckoning with The History of Slavery Across America.” Smith said the Juneteenth jubilation didn’t last for many formerly enslaved people. Former Confederate soldiers still tried to round up Black “runaways” to return them to their owners though that term no longer had any legal merit. And White vigilantes tracked down and punished formerly enslaved people.

    Smith unearthed the narrative of a woman named Susan Merritt of Rusk Country, Texas, who recounted what happened when some people like Cummins in Texas tried to claim their freedom:

    “Lots of Negroes were killed after freedom…bushwhacked, shot down while they were trying to get away,” Merritt said. “You could see lots of Negroes hanging from trees in Sabine bottom right after freedom. They would catch them swimming across Sabine River and shoot them.”

    A sketch of

    And then there was the practice of taking away Black freedom through other means, like convict-leasing programs and a corrupt justice system throughout the South that the historian Douglas A. Blackmon documented in his Pulitzer Prize-winning book, “Slavery By Another Name.”

    The lesson from history: Slavery didn’t end with the Emancipation Proclamation. Black people still had to literally fight for their freedom long afterward. Smith quotes the historian W. Caleb McDaniel who wrote:

    “Slavery did not end cleanly or on a single day. It ended through a violent, uneven process.”

    Mention slavery and it still evokes images of half-naked Africans stumbling onto the American shores, struggling to learn to read and write in a strange and alien land. The focus of many stories about the formerly enslaved is what was taken from them. But they gave plenty to America in ways that are still not appreciated.

    Captive Africans who came here didn’t need to be civilized. They came to the US as fully formed individuals, not blank canvases, with their own cultures and specialized knowledge, says Leslie Wilson, a historian at Montclair State University in New Jersey.

    The thumbprints of the culture that formerly enslaved people created are now stamped on virtually every facet of American culture, Wilson says. By the Civil War, Black people had already changed American concepts of architecture, burial, music, storytelling and medicine, Wilson says.

    “Much of Southern culture is nothing more than blackness,” Wilson says. “It is the blues and jazz of the 19th century and the rock and roll of the 20th. It is the chicken and grits, the way that people rock in church or the cadence of the pastor.”

    If that sounds like hyperbole, consider how much of Americans’ contemporary landscape is shaped by the legacy of the formerly enslaved:

    • The Statue of Liberty was originally created to commemorate freed enslaved people, not the arrival of immigrants.
    • An enslaved person called Onesimus changed the way Americans treated epidemics, pioneering a technique to prevent the spread of smallpox that he had learned from his native West Africa.
    • Country music owes much of its musical legacy to the influence of the formerly enslaved. The banjo, for example, is a descendant of an instrument that was brought to America by enslaved West Africans and many of the genre’s earliest hits were adapted from slave spirituals.
    • Bugs Bunny cartoons and other stories like Brer Rabbit featuring clever, talking animals were originally inspired by African folktales first told by enslaved people.
    Brer Rabbit chatting with little rabbit children in an illustration for the book,

    Black and White culture is so intertwined that the cultural critic, Albert Murray, declared in his book, “The Omni-Americans,” that “American culture is “incontestably mulatto.” White and Black people in the US “resemble nobody else in the world so much as they resemble each other.”

    “The United States is in actuality not a nation of black people and white people. It is a nation of multicolored people,” Murray wrote. “Any fool can see that the white people are not really white, and that black people are not black. They are all interrelated one way or another.”

    In the Museum of the Bible in Washington, DC, there is a special exhibit of an artifact that is so rare that there are only a handful now in existence. It is what historians call a “Slave Bible.” It is a copy of a Bible that was used by British missionaries to convert enslaved African Americans. Published in 1807, the Bible deletes any passages that may inspire liberation – about 90% of the Old Testament is missing along with half of the New Testament.

    “They literally blacked out, portions of the Bible that had anything to do with freedom, anything to do with equality, anything to do with God delivering folk,” says Leon Harris, a theology professor at Biola University in California.

    There is misconception that Christianity was successfully used to create docile slaves who were conditioned to heed New Testament passages such as “slaves obey your earthly masters.” Malcolm X derided Christianity as a White man’s religion used to brainwash Black people to “shout and sing and pray until we die ‘for some dreamy heaven-in-the-hereafter’” while the White man “has his milk and honey in the streets paved with golden dollars right here on this earth!”

    But historians like Harris say most slaves disdained the type of Christianity that was taught to them. Many instead discovered those missing passages in the Slave Bible, such as the Old Testament stories of God freeing the Israelites from Egyptian captivity. It’s no accident that many Black leaders who have led freedom struggles, from Nat Turner to the Rev. Martin Luther King Jr., were Christian ministers.

    “Instead of Christianity being a religion of African oppression, many interpreted it as a religion of freedom,” Harris says.

    A

    The historical record shows that enslaved African Americans revitalized Christianity in other ways, historians say. They injected emotionalism and an emphasis on ecstatic worship into evangelical Christianity that can still be seen in how many White Pentecostal worship today. And Negro spirituals, often called the nation’s first musical form unique to America, continue to be sung throughout churches of all races and ethnicities today.

    Former slaves remade Christianity – it didn’t remake them, says Raboteau, author of “Slave Religion.” He wrote that it had a “this-worldly” impact:

    “To describe slave religion as merely otherworldly is inaccurate, for the slaves believed that God had acted, was acting, and would continue to act within human history and within their own particular history as a peculiar people just as long ago he had acted on behalf of another chosen people, biblical Israel,” Raboteau wrote.

    This year, Juneteenth comes at a time when White educators and politicians are passing laws that ban the teaching of Black history in schools that could make White students or others feel “discomfort.” How many students will be able to learn about the resilience of the formerly enslaved?

    That’s a question that no holiday celebration can answer. But one historical debate has been settled:

    Even as the stories of the formerly enslaved are forgotten by history, we live in a contemporary America that was profoundly shaped by how they resisted captivity – whether some of us care to know it or not.

    John Blake is a Senior Writer at CNN and the author of “More Than I Imagined: What a Black Man Discovered About the White Mother He Never Knew.”

    [ad_2]

    Source link

  • Celebrate Juneteenth by promoting Black health, wealth and joy | CNN

    Celebrate Juneteenth by promoting Black health, wealth and joy | CNN

    [ad_1]



    CNN
     — 

    June 19, 2023 is the third annual observance of Juneteenth. The federal holiday commemorates June 19, 1865, when the enslaved people in Galveston, Texas, learned of their emancipation two years after President Lincoln signed the Emancipation Proclamation.

    Although Juneteenth has recently become more widely recognized, the date has long been a deeply spiritual time of remembrance and celebration for the Black community.

    Across the country, African Americans have rejoiced with fireworks and cookouts, sipping red drinks – a nod to ancestors’ bloodshed and endurance.

    “We know the horrors that we went through,” explained Kleaver Cruz, writer of the forthcoming book “The Black Joy Project” and creator of a digital initiative of the same name. “It’s always concurrent: the joy and the pain. We use one to get through the other.”

    On a particularly joyous note, this June 19, CNN and OWN (both properties of Warner Bros. Discovery) will simulcast Juneteenth: A Global Celebration for Freedom at 8 PM Eastern time. The concert will feature artists across multiple genres including Charlie Wilson, Miguel, Kirk Franklin, Nelly, SWV, Davido, Coi Leray, Jodeci and Mike Phillips. CNN will kick off pre-show coverage at 7 PM Eastern time, highlighting Black advocates, trailblazers, and creators.

    “We get to celebrate our freedoms; we get to celebrate the dismantling of things and lean into what we want in the future,” Cruz said of Juneteenth observance. “We want more of that space and less of the one that harms us.”

    The Black community still struggles with pain and inequity. Impact Your World has gathered ways you can help reject the pathology of racism and thoughtfully celebrate Juneteenth through non-profits that support Black health, wealth, joy, and overall empowerment. You can donate to those charities here.

    For Black Americans, the end of slavery was just the beginning of a 158-year quest for equality. Along the way, the cumulative effect of institutional and systemic racism fomented stark disparities in income, health, education, and opportunity.

    “Those that came before us were physically free but were unable to earn livable wages or receive an education without its share of defeating challenges,” said Marsha Barnes, Founder of The Finance Bar.

    Data collected by the Board of Governors of the Federal Reserve System shows that in the fourth quarter of 2022, the average Black household’s net worth was about one-fourth that of the average White household.

    “Taking the time to address the racial wealth gap highlights many of the roadblocks we as Black Americans currently face,” explained Barnes, a certified financial therapist. She sees the well-documented connection between financial literacy and financial wellness as a key to enhancing wealth in the Black community.

    “We still are at a disadvantage, but it’s important we become comfortable with having to learn while playing the game,” Barnes told CNN.

    HomeFree-USA is a non-profit aiming to close the racial wealth gap by improving financial education, homeownership, and opportunities. Their Center for Financial Advancement (CFA) recruits, trains, and places Historically Black College and University students into internships and careers with mortgage and real estate companies. The goal is to enhance diversity in the financial sector, expose students to credit and money management and help them become savvy consumers and future homeowners.

    The African American Alliance for Homeownership is a non-profit counseling agency that helps families obtain, retain, maintain, and sustain their homes. The organization offers HUD-certified counselors who support first-time homebuyers and foreclosure prevention. The group recently expanded its services to help homeowners with estate plans, resource navigation, home repairs, and energy-efficiency upgrades.

    Former NFL Player Warrick Dunn started Warrick Dunn Charities in 1997 to help single parents buy homes by providing $5,000 down payments and home furnishings.

    “The more I learned, we wanted to get into the business of giving people the potential to break their cycle of poverty,” Dunn explained in a 2021 interview with CNN.

    The non-profit has expanded its priorities to include financial literacy, health and wellness, education attainment, workforce development, and entrepreneurship support.

    The National Urban League is committed to the advancement of African Americans through economic empowerment, equality, and social justice. The organization champions education, job training, workforce development, and civic engagement through community and national initiatives.

    The legacy of racism in America continues to fuel health and healthcare inequities for Black people.

    “We’re seeing diseases that, when I was in medical school, I thought to be diseases that would start to develop in people in their fifties, sixties, and seventies. I’m seeing these diseases sometimes in teenage years,” said Dr. Barbara Joy Jones, an Atlanta-based family medicine physician.

    According to the CDC, five health conditions particularly affect the Black community at higher rates: cardiovascular disease, human immunodeficiency virus (HIV), metabolic syndrome, colon cancer, and mental health conditions.

    “I consider hypertension, Diabetes, and obesity the triad,” said Jones.

    The leading contributor to that triad is what you eat.

    “Diet is 80% of health, and just access to quality food and education about food has been very hard,” Jones explained.

    “When you go back and look at slavery, the foods we had to eat were the last scraps, so through the passing down of culture, you’re eating foods that are not the healthiest because it was simply for survival,” said Jones.

    According to Feeding America, eight of the ten US counties with the highest food insecurity rates are at least 60% Black and one in every four Black American children is affected by hunger.

    Addressing food insecurity, nutrition education, and better food access can make a difference.

    Feeding America runs a network of food banks in those mostly Black hard-hit counties.

    Share Our Strength runs a program called Cooking Matters offering cooking classes, grocery store tours, and digital content to help marginalized families across the country shop and cook with an eye towards health and budget.

    The African American Diabetes Association uses targeted outreach projects to help Black people prevent or delay type 2 diabetes.

    Despite progress over the years, racism continues to impact the mental health of African American people.

    “The stress and microaggressions that happen daily for a person of color in the work environment and everyday life add up, and unmitigated stress can lead to disease,” Jones told CNN.

    The Black Mental Health Alliance and the Trevor Project, provide training and networks of mental health providers specifically supportive of the Black and Black LGBTQ communities.

    In 2019, the CDC found that Black people comprised 41% of the new HIV infections in the US. The Black AIDS Institute was founded in 1999 to mobilize and educate Black Americans about HIV/AIDS treatment and care. The Black AIDS Institute advances research, support groups, and education and runs a clinic catering to BIPOC and underserved communities.

    As recently as the 1990’s, unethical medical research was conducted on Black Americans. The Tuskegee Study is one of the most widely recognized examples of the racist practice that led many Black people to distrust the healthcare system and avoid doctors altogether.

    Beyond investing in cultural sensitivity training and prioritizing preventative care, Jones said, “For anti-doctor people, find someone that looks like you; representation matters.”

    “Half of the getting to know your part of medicine is to know why psychosocial and economically you are where you are, and having a doctor that looks like you can support that.”

    Only about 5.7% of US physicians identify as Black or African American, according to the Association of American Medical Colleges.

    The White Coats Black Doctors Foundation is working to increase diversity in the medical profession, supporting educational preparation to become a doctor and helping offset the costs associated with applying and transitioning to residencies.

    Janice Lloyd of Annapolis, Maryland watches a Juneteenth parade in 2021.

    Black joy has been essential for survival, resistance, and self-development for centuries. But these days, it’s often exploited and misunderstood.

    “I see the ways that Black joy at this moment is being commercialized or co-opted to make it feel like it’s Black people smiling,” lamented Cruz. “It’s much, much deeper than that.”

    Cruz launched the Black Joy Project as a photo essay on social media in 2015 following the deaths of Michael Brown and Sandra Bland to help the Black community process its collective pain.

    “I posted it on Facebook in the stream of consciousness and said, ‘Let us bombard the internet that joy is important too, and as people are sharing these traumatic videos, we have to make space for joy.’ And it was an invitation for anybody else that wanted to do that.”

    Enslaved Black people knew they weren’t free but still hoped their future generations would be. That empowering optimism gave them the will to press forward, no matter the circumstance.

    “This (joy) is just a continuation of those practices,” Cruz said. “Joy is intrinsic. It’s something that can’t be taken from us because it comes within us; it’s always ours to have.”

    Juneteenth is a celebration of freedom, culture, and history, and it’s important to uplift non-profits that positively nourish the arts, music, and all the things that foster Black joy.

    The Robey Theatre Company was founded in 1994 by actors Danny Glover and Ben Guillory to tell the complex stories of the Black experience. The theater showcases and develops up-and-coming actors and playwrights to sustain Black theater.

    The Debbie Allen Dance Academy uses dance, theater, and performance to enrich, inspire and transform students’ lives.

    As some states are moving to block Critical Race Theory and Black history from public education, the Legacy Museum: From Enslavement to Mass Incarceration gives visitors an interactive history lesson on the harsh repercussions of slavery and systemic racism in the US. The immersive exhibition carries visitors through the transatlantic slave trade up to the current mass incarceration of Black people. The museum occupies a site in Montgomery, Alabama where enslaved Black people were historically auctioned off.

    “If we’re being serious about Black joy, that means we’re being serious about Black lives, period,” Cruz concluded.

    [ad_2]

    Source link

  • Southern Baptist Convention votes to uphold removal of Saddleback Church over women pastors after appeal by Rick Warren | CNN

    Southern Baptist Convention votes to uphold removal of Saddleback Church over women pastors after appeal by Rick Warren | CNN

    [ad_1]



    CNN
     — 

    The annual meeting of the Southern Baptist Convention voted to affirm a decision made earlier this year to remove Saddleback Church, a major southern California congregation founded by the pastor and author Rick Warren, due to its having women pastors.

    Representatives at the conference in New Orleans overwhelmingly supported the decision to expel the church, according to the vote count reported Wednesday morning, despite pleas a day earlier by Warren, the author of “The Purpose Driven Life.” The representatives, known as messengers, also voted to affirm the ousters of two other churches, including Fern Creek in Louisville, Kentucky, which has had a female pastor since 1993.

    The vote to uphold those removals came just a few hours before a two-thirds majority of the Southern Baptist Convention – the largest Protestant denomination in the United States – separately voted to approve an amendment to its constitution that would more broadly prohibit churches from having women hold any pastoral title.

    The amendment must pass by a two-thirds vote two years in a row, with Wednesday’s vote marking its first.

    The Baptist Press, which describes itself as the SBC’s official news service, reported Saddleback was found “not to be in friendly cooperation” with the SBC’s “statement of faith,” which says in part that “the office of pastor is limited to men.”

    Warren was among those who asked the SBC to reverse the February decision on Tuesday. He appealed to the representatives to “act like Southern Baptists who have historically ‘agreed to disagree’ on dozens of doctrines in order to share a common mission,” per the Times, which reported Warren appointed a husband and wife to succeed him after his retirement in 2021. Three more women were ordained as pastors at Saddleback that year, according to Baptist Press.

    Voters were unconvinced: Per the Baptist Press, 9,437 votes were cast in favor of upholding the decision, compared to 1,212 against. Fern Creek Baptist’s appeal was similarly rejected, with 9,700 voting in favor of upholding the decision and 806 voting against.

    CNN has reached out to the SBC, Saddleback Church and Fern Creek Baptist for comment.

    The ousting of a third church, Freedom Church in Vero Beach, Florida, was also upheld. That church was expelled for a separate reason unrelated to the question of female pastors.

    Churches not found in friendly cooperation effectively lose their affiliation with the wider convention, though they could still operate congregations.

    The fight at one of the nation’s most important evangelical bellwethers is playing out against the backdrop of broader political and cultural battles over the rights of women and LGBTQ people.

    In the wake of the Supreme Court’s reversal of Roe v. Wade, an energized, conservative faction within the GOP has pushed for strict abortion restrictions and limits on gender-affirming care for transgender people in statehouses across the country. That push has also triggered a backlash among the broader electorate, with Democrats notching victories in competitive 2022 midterm races and 2023 elections where those cultural clashes have taken center stage.

    Andy Wood, who currently pastors Saddleback Church, pushed back after the SBC’s decision to remove the church in a video in March, noting that all the church’s elders were men but that they could “empower women and mobilize women to use their spiritual gifts in the local church.”

    “This is a historic moment,” Wood said. “The church at large, the global church is looking for good Bible believing examples of empowering women for ministry. So Saddleback, we want to lead the way in that conversation.”

    “If we can be a part of mobilizing and empowering a whole generation of women, we would love nothing more than to lean into that conversation and empower women for ministry.”

    The proposed amendment taken up Wednesday would add a qualification to Article III of the SBC Constitution, saying churches will be considered in friendly cooperation only if they do “not affirm, appoint, or employ a woman as a pastor of any kind.”

    Mike Law, the pastor of Arlington Baptist Church in Arlington, Virginia, has identified himself as the person who introduced the amendment. In a video, he explained the goal was to “encourage Southern Baptists to keep in step with the spirit and the scriptures on the subject of the Pastoral office.

    “The Baptist faith and message announces our belief that the office of Pastor is limited to men as qualified by scripture, and this amendment would clarify that our cooperation as churches is in accord with this particular belief.”

    [ad_2]

    Source link

  • Shell ditches lower oil production target but insists it’s committed to cutting emissions

    Shell ditches lower oil production target but insists it’s committed to cutting emissions

    [ad_1]

    LONDON — Shell has effectively abandoned a plan to cut oil production by 1-2% per year until the end of the decade, instead maintaining output at current levels in a move that risks angering climate activists.

    Ahead of an investor update in New York on Wednesday, Europe’s largest energy company argued that it had already met the target it had set for itself in 2021 through asset sales.

    London-based Shell said it had seen its production drop from 1.9 million barrels of oil equivalent per day in 2019 to 1.5 million in 2022. Shell has, for example, offloaded a little under 200,000 barrels of daily production when it sold its sites in the U.S. Permian basin to ConocoPhillips two years ago.

    “Our target of a reduction in oil production by 2030 has not changed,” the company said. “We’ve just met it eight years early.”

    New chief executive Wael Sawan insisted that the company was still committed to decarbonizing its operations, reiterating the goal that Shell will become a net-zero emissions energy business by 2050.

    “We are investing to provide the secure energy customers need today and for a long time to come, while transforming Shell to win in a low-carbon future,” he said in a statement.

    The oil strategy comes as Shell and other oil giants have faced increasing pressure to do more to fight emissions from climate activists, including protesters who were dragged away at Shell’s London shareholder meeting last month and others who faced tear gas outside TotalEnergies’ gathering days later.

    Last week, the U.K.’s advertising watchdog banned a Shell marketing campaign for implying a big proportion of its business was in low carbon energy even though fossil fuels make up the “vast majority” of its operations.

    Oil and gas companies like Shell, London rival BP and others also have spurred anger for posting bumper profits after Russia’s war in Ukraine drove up the price of energy, surging inflation and helping fuel a cost-of-living crisis.

    When it comes to Shell oil production, maintaining it at current levels will require investment because output from existing reservoirs naturally declines by around 5% every year.

    “It (Shell) has made some meaningful nearer term pledges including the elimination of gas flaring at its wells by 2025, but there will be some disappointment that oil production is set to remain at current levels out to at least 2030,” said Derren Nathan, head of equity research at stockbrokers Hargreaves Lansdown.

    Shell also said it would buy back at least $5 billion of its shares from investors in the second half of the year, a move aimed at bolstering investor confidence amid a relative underperformance in the company’s share price. Shell also said its dividend payment to shareholders would rise by 15%.

    It also set out a target to reduce underlying operating costs between $2 and $3 billion by 2025 and reduce capital spending from $22 to $25 billion in 2024 and 2025.

    [ad_2]

    Source link

  • How Tiktok and YouTube Are Changing Music | Entrepreneur

    How Tiktok and YouTube Are Changing Music | Entrepreneur

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Music discovery and entrepreneurship are witnessing a paradigm shift — courtesy of the digital era. Platforms like YouTube and TikTok have revolutionized traditional mechanisms, providing an open stage for emerging artists to connect directly with global audiences and redefining the business landscape.

    These digital platforms are not limited to connecting artists with audiences. They’ve fostered a new ecosystem comprising music influencers, reaction channels, cover artists and dance challenge creators, all contributing significantly to music discovery. However, the digital revolution also presents challenges, with artists trying to stand out in a crowded digital space and listeners navigating the overwhelming volume of music.

    The digital wave of YouTube and TikTok

    YouTube, since its inception in 2005, has emerged as a game-changer. With over two billion logged-in users monthly, it provides a democratic space for artists worldwide, paving the way for music stars like Justin Bieber and Ed Sheeran.

    TikTok, though a more recent player, has already made its mark as a music discovery platform. Its unique algorithm prioritizes content discovery, allowing artists like Lil Nas X to gain overnight popularity with hits like “Old Town Road.” For music enthusiasts, these platforms provide an endless catalog of diverse music genres, styles and artists.

    Related: TikTok Is Reportedly in Talks to Expand Its Music-Streaming, Could Take on Spotify

    The power of podcasts

    Another significant product of the digital revolution is podcasts. They offer a unique platform for music discussion and discovery. They provide an intimate, conversational format for exploring music, the artist’s journey, genre impact and the industry’s evolving landscape. With shows like “Song Exploder,” where musicians break down their songs, podcasts offer a deep dive into music, presenting a richer experience and potentially revealing unheard artists and tracks to listeners.

    Related: How to Master the Power of Podcasts in Your Marketing Strategy

    Music entrepreneurship in the digital age

    Entrepreneurship within the music industry has expanded beyond traditional roles, courtesy of the digital age. Platforms like YouTube and TikTok have democratized music discovery, enabling artists to bypass traditional gatekeepers and reach audiences directly. Consequently, roles such as independent playlist curators, music bloggers, influencer marketers and data analysts have emerged.

    Data and analytics have become crucial, offering valuable insights into audience behavior and preferences and informing decisions on marketing strategies and tour locations. For instance, Chance the Rapper utilized these digital platforms effectively to distribute his music, connect with fans and win a Grammy, all while remaining independent.

    Future trends and predictions

    Emerging technologies and cultural shifts continue to shape the landscape of music discovery and entrepreneurship. Artificial Intelligence (AI) has already made its mark in song recommendations, and its role could expand to music creation. Companies like OpenAI’s MuseNet, which generates original songs in various styles and genres, suggest that AI could democratize music creation further.

    Virtual Reality (VR) is another trend with the potential to revolutionize the industry. It could transform live music experiences, allowing artists to perform in virtual spaces and fans to attend concerts from anywhere worldwide, opening new revenue streams and making music more accessible to a global audience.

    The role of community in music discovery is expected to grow. Trusted curators and influencers could become more important in this scenario, with platforms fostering a sense of community and offering personalized recommendations.

    Related: The Benefits of Investing in Talent: How It Impacts the Music Industry and Beyond

    On the entrepreneurship front, the ethical use of data will become increasingly critical. As data-driven decision-making becomes standard, organizations must navigate privacy concerns and ensure they collect and use data ethically.

    In conclusion, digital platforms have fundamentally reshaped music discovery and entrepreneurship, introducing new roles and making data-driven strategies vital. Anticipated future trends, such as AI and VR’s influence, an increased emphasis on community and a focus on ethical data use, further emphasize the importance of adapting to these dynamic shifts. The music industry’s future lies in embracing these changes, fostering a sense of community and leveraging technology responsibly to continue discovering tomorrow’s stars.

    [ad_2]

    Eric Dalius

    Source link