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  • Republicans to cut University of Wisconsin budget in ongoing fight over diversity and inclusion

    Republicans to cut University of Wisconsin budget in ongoing fight over diversity and inclusion

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    MADISON, Wis. — Republican state lawmakers were poised Tuesday to cut funding for University of Wisconsin campuses as the GOP-controlled Legislature and school officials continue to clash over efforts to promote diversity and inclusion.

    The vote comes just days after Republicans refused to fund the university’s top building project priority — a new engineering facility on the flagship Madison campus.

    Tensions between Republicans who control the Legislature and the state’s university system are nothing new. But the fight this year centers on issues of free speech and UW’s work to advance diversity and racial equity.

    Assembly Speaker Robin Vos, the state’s top Republican, said ahead of a meeting of the budget-writing committee on Tuesday that he wants it to cut all funding for diversity initiatives at UW. He estimated the cuts would total $32 million.

    “I hope we have the ability to eliminate that spending. The university should have already chosen to redirect it to something that is more productive and more broadly supported,” Vos told The Associated Press.

    University officials did not immediately return messages seeking comment.

    Vos has previously called campus diversity offices a waste of taxpayer money and said they further racial divides. Meanwhile, UW System President Jay Rothman hired a new chief diversity officer with an annual salary of $225,000 who began work on Monday. He did not publicize the hiring at a UW Board of Regents meeting earlier this month.

    “I want the university to grow and succeed, but if they are obsessed with spending all the scarce dollars that they have on programs that are clearly divisive and offer little public good, I don’t know why we’d want to support that,” Vos said.

    The fight reflects a broader cultural battle playing out across the nation over college diversity initiatives. Republican lawmakers this year have proposed more than 30 bills in 12 states to limit diversity, equity and inclusion efforts in higher education, an Associated Press analysis found in April.

    Democratic Sen. Kelda Roys, whose district includes the UW-Madison campus, called Vos petty and criticized the push to eliminate diversity initiatives.

    “You’d be hard pressed to find a major organization in this country that isn’t doing something to help them achieve equity and inclusion,” Roys said. “The UW is the economic engine of the state. Making any cuts to the UW, especially politically motivated ones, is just going to harm every person in this state.”

    UW regents asked the Legislature in September for a total spending increase of nearly $436 million in state money over the next two years, citing low revenue from a decadelong tuition freeze and rising costs due to inflation. Vos said the budget committee plans to reject that request, which was about $130 million higher than even Democratic Gov. Tony Evers wanted for UW.

    Factoring in the expected budget cuts, Tuesday’s vote could leave the UW System nearly half a billion dollars short of what school officials say they need.

    The fallout could land on the backs of students as UW leaders look to fill gaps in funding.

    Rothman proposed tuition and fees hikes ranging from 3% to 5.4% for undergraduates across the 13 colleges in the UW System after Evers proposed giving UW $130 million less than it wanted.

    Republicans have largely ignored Evers’ proposals, scrapping more than 500 of the governor’s budget items last month including proposals for a cabinet-level chief equity officer, 18 equity officers in state agencies and a state-funded diversity, equity and inclusion conference.

    The Legislature is expected to complete its budget plan by the end of June, at which point Evers can make adjustments using partial vetoes or send it back to lawmakers for revisions.

    ___

    Harm Venhuizen is a corps member for the Associated Press/Report for America Statehouse News Initiative. Report for America is a nonprofit national service program that places journalists in local newsrooms to report on undercovered issues. Follow Harm on Twitter.

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  • 4 Ways Inclusive Leaders Can Celebrate Juneteenth | Entrepreneur

    4 Ways Inclusive Leaders Can Celebrate Juneteenth | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    If you aspire to be an inclusive leader, there are opportunities in Juneteenth. As a White American who has been learning from and working alongside Black colleagues, friends, clients and family members for over 50 years, I offer four ideas about the power of Juneteenth for inclusive leaders.

    Juneteenth is an opportunity to amplify the voices and experiences of Black people as all your colleagues learn to honor the day in 1865 when enslaved people in Galveston, TX, first heard that they had been legally freed by the 1862 Emancipation Proclamation issued by President Lincoln.

    1. Center the voices of colleagues who identify as Black

    During this time of remembrance, we can ensure that we listen to, learn from and follow the agency of those among us who identify as Black or African American. Find the right way to engage with your Black colleagues. Make them visible, give them the mic and open the door to their stories and to systemic change that will help them. Make sure that the way your company recognizes Juneteenth reflects the amazing mix of their voices and their experiences. If you are Black, expect and ask allies to show up this way.

    My truth: I have not always known how to truly hear my Black colleagues. I have failed at times to prioritize their voices. Mistakes are available for making, like the impulse to monetize Juneteenth. Instead, we can bring a solemn sense of respect and open-heartedness to this day.

    Related: Beyond Marketing — How Brands Can Truly Support the Black Community on Juneteenth

    2. If you’re White, get Juneteenth right

    If you identify as White or your racial identity is other than Black, Juneteenth also invites you to own your story. My ancestors were enslavers of African people and settlers on native lands, as I’ve detailed here.

    Juneteenth encourages me to recommit to racial justice. This day of remembrance calls me to move beyond the shame I feel about what ‘my people’ did and keep doing as White supremacists and authentically serve as an accountable ally to Black people still navigating the impacts of slavery and discrimination. Juneteenth is a day for White people to learn history lessons and stand behind our Black colleagues, friends and customers by hearing their voices and following their lead.

    3. Juneteenth gives us a chance to explore the meaning of freedom

    In 1865, June 19th was a day people learned about freedom. In our time, the promise of freedom is still an essential American commitment, even though we fall short of this aspiration for all people in the USA. I grew up in a civil rights era that celebrated freedom riders, where the cry on the streets was “Let freedom ring.” It was a time that challenged the oppressive limitations imposed on Black Americans and many others.

    Freedom is a human value that opens the door to each individual’s voice and enables choices for each human to make and enjoy. We must not take our freedoms for granted nor assume that everyone is free. Do you have a point of view in your business about how freedom fuels inclusion and builds belonging on your team?

    To develop your point of view around freedom as an inclusive leader, I encourage you to explore Angela Davis’ book, The Meaning of Freedom. In the book’s Foreword, she is described as “one of the foremost philosophers of freedom in our time.” Ms. Davis’ life experience and her incisive mind equip her to draw many conclusions that were a disruptive revelation to me. Juneteenth should invite all of us to face up to her analysis as a thoughtful socialist.

    Related: We Need Inclusive Leaders Right Now More Than Ever

    4. Learn the lessons of transparency and truth-telling

    There was a thirty-month gap between the time the Emancipation Proclamation freed enslaved people from living as property and them hearing about their changed status as “free” humans. Even now, it is telling and troubling that society was set up so that it took a powerful White man to declare them in possession of such a fundamental human right.

    Yet there’s a wider application here regarding organizational life and how information is shared. We sometimes restrict truth and transparency around DEI, struggling to go beyond representational data in annual reports. We may fail to address real data points of suffering: for example, the frequent reality that Black employees receive lower performance ratings. Why does such a pervasive and impactful inequity exist, how will we solve it and how will we tell the truth about our learning as we do so?

    I understand there are legal issues to be considered as we explore why people who identify as Black are consistently rated lower. But Juneteenth should welcome a courageous competence to become more transparent about the complex interactions between human performance and systemic racism.

    There are also truths to tell about the stories of our societies. Teaching history is not an ideological act, nor a political position. A modern way to honor Juneteenth: we fight any attempt to stifle education about slavery, racism, anti-Semitism, misogyny, genocide, discrimination and other forms of hatred, past or present. How are you responding to any local attempts to suppress the truth and power that Juneteenth represents?

    However we identify racially, Juneteenth can activate our learning as inclusive leaders. No one should have to wait thirty months for truths that can be heard, told, and acted upon today.

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    Chuck H. Shelton

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  • Moms for Liberty rises as power player in GOP politics after attacking schools over gender, race

    Moms for Liberty rises as power player in GOP politics after attacking schools over gender, race

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    NEW YORK (AP) — To its members, it’s a grassroots army of “joyful warriors” who “don’t co-parent with the government.”

    To anti-hate researchers, it’s a well-connected extremist group that attacks inclusion in schools.

    And to Republicans vying for the presidency, it has become a potential key partner in the fight for the 2024 nomination.

    Moms for Liberty didn’t exist during the last presidential campaign, but the Florida-based nonprofit that champions “parental rights” in education has rapidly become a major player for 2024, boosted in part by GOP operatives, politicians and donors.

    The group that has been at the forefront of the conservative movement targeting books that reference race and gender identity and electing right-wing candidates to local school boards nationwide is hosting one of the next major gatherings for Republican presidential primary contenders. At least four are listed as speakers at the Moms for Liberty annual summit in Philadelphia later this month.

    Former President Donald Trump, Florida Gov. Ron DeSantis, former U.N. Ambassador Nikki Haley and biotech entrepreneur and “anti-woke” activist Vivek Ramaswamy have announced they will speak at the meeting at the end of June.

    The group said it is in talks to bring others to the conference, including Republican Sen. Tim Scott of South Carolina and Robert F. Kennedy Jr., a fringe Democrat known for pushing anti-vaccine conspiracy theories.

    The high interest in the event underscores how fights surrounding gender and race have become core issues for Republican voters. It also spotlights Republicans’ eagerness to embrace a group that has drawn backlash for spreading anti-LGBTQ+ ideas and stripping libraries and classrooms of diverse material.

    The group was founded in 2021 by Tiffany Justice, Tina Descovich and Bridget Ziegler, all current and former school board members in Florida who were unhappy with student mask and quarantine policies during the pandemic.

    In two years, the organization has ballooned to 285 chapters across 44 states, Justice said. The group claims 120,000 active members.

    It has expanded its activism in local school districts to target books it says are inappropriate or “anti-American,” ban instruction on sexual orientation and gender identity, require teachers to disclose students’ pronouns to parents, and remove diversity, equity and inclusion programs from schools.

    The group also has sought to elect like-minded candidates to school boards. In 2022, just over half the 500 candidates it endorsed for school boards nationwide won their races, Justice said.

    Moms for Liberty pitches itself as a nonpartisan, grassroots effort started by passionate parents who call themselves “joyful warriors.” Yet the group’s close ties to Republican organizations, donors and politicians raise questions about partisanship and doubts over how grassroots it really is.

    Co-founder Ziegler, who stepped down from the board in late 2021 but remains supportive of the group, is married to the chairman of the Florida Republican Party. Still a school board member in Sarasota County, she also is a director at the Leadership Institute, a conservative organization that regularly trains Moms for Liberty members.

    Marie Rogerson, who took Ziegler’s place on the Moms for Liberty board, is an experienced political strategist who had previously managed the 2018 campaign of Florida state Rep. Randy Fine, a Republican.

    The group also has quickly gained a close ally in DeSantis. In 2021, he signed Florida’s “Parents Bill of Rights,” which identified parents’ rights to direct their kids’ education and health care and was used to fight local student mask mandates. In 2022, he signed a law barring instruction about sexual orientation and gender identity in kindergarten through the third grade, a ban opponents had labeled the “Don’t Say Gay” bill and which has since been extended through 12th grade. Moms for Liberty had loudly advocated both pieces of legislation.

    Ziegler appeared behind DeSantis in photographs of the latter bill’s signing ceremony. When the group held its inaugural summit in Tampa last year, it hosted speeches by DeSantis and his wife, Casey, presenting the governor with a “liberty sword.”

    And though the group is a 501(c)4 nonprofit that doesn’t have to disclose its donors, there are other glimpses of how powerful Republicans have helped fuel its rise.

    Its summit sponsors, which paid tens of thousands of dollars for those slots, include the Leadership Institute, the conservative Heritage Foundation and Patriot Mobile, a far-right Christian cellphone company whose PAC has spent hundreds of thousands of dollars in an effort to take over Texas school boards.

    Maurice Cunningham, a former political science professor at the University of Massachusetts-Boston who has tracked Moms for Liberty’s growth and relationships, said its ability to draw so many top Republican candidates to its second annual summit is a testament to its establishment support.

    “Yes, there are certainly moms that live in their communities and so forth who are active,” Cunningham said. “But this is a top down, centrally controlled operation with big-money people at the top and political professionals working for them.”

    Justice said the group’s work with conservative organizations and DeSantis shows they take interest in the group’s cause, but doesn’t mean it isn’t grassroots.

    Even as Moms for Liberty has aligned with establishment Republicans, researchers say its activism is part of a new wave of far-right anti-student inclusion efforts around the country.

    The Southern Poverty Law Center, which tracks hate and extremism around the country, designated Moms for Liberty as an “anti-government extremist” group in its annual report released last week, along with 11 other groups it said use parents’ rights as a vehicle to attack public education and make schools less welcoming for minority and LGBTQ+ students.

    The label comes after some of the group’s leaders and chapter chairs have been accused of harassing community members and amplifying false claims related to gender controversies.

    Justice said calling Moms for Liberty’s activities extremist is “alarming” and that the group’s efforts to fund and endorse school board races show it is not anti-government.

    She said the group removes chapter chairs who break its code of conduct and that it has members and leaders who are gay, including one member of its national leadership team.

    A growing coalition of local organizations that promote inclusivity in education has begun to mobilize against Moms for Liberty and are petitioning Marriott to stop the upcoming conference. Defense of Democracy, a New York organization founded in direct opposition to Moms for Liberty, plans to bring members to Philadelphia to protest in person.

    “They’re so loud and so aggressive that people are kind of scared into silence,” Defense of Democracy founder Karen Svoboda said of Moms for Liberty. “You know, if you see bigotry and homophobia, there is a civic responsibility to speak out against it.”

    Moms for Liberty, in turn, said it will increase security for its meeting. Marriott hasn’t responded to the petition, and the Southern Poverty Law Center’s “extremist” designation hasn’t deterred any Republican candidate who plans to speak.

    Haley responded by tweeting, “If @Moms4Liberty is a ‘hate group,’ add me to the list.” Ramaswamy went onstage for a Thursday town hall with Justice and tweeted that SPLC stands for “Selling Political Lies to Corporations.”

    Those responses are unsurprising to Cunningham, who said in today’s climate, the “extremist” label is “almost a badge of honor” within the GOP.

    Moms for Liberty, for its part, is fundraising off it. After the SPLC report was public, Justice said the group quickly raised $45,000, an amount a larger donor has agreed to match.

    ___

    The Associated Press receives support from several private foundations to enhance its explanatory coverage of elections and democracy. See more about AP’s democracy initiative here. The AP is solely responsible for all content.

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  • Adopting Business Value Does Good & Makes You More Money | Entrepreneur

    Adopting Business Value Does Good & Makes You More Money | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In the past, society broadly — and entrepreneurs specifically — tended to embrace the capitalist rubric of “profit at all costs.” However, growing income inequality and increasing awareness of sustainability and employee well-being are fueling real change. Increasingly, altruism offers a better path for leaders to build resilient, future-proof enterprises.

    Here’s how.

    Words people first associate with for-profit structures likely don’t include altruism. On the contrary, the average person might offer diametrically opposed qualities, like greed and avarice. Unfortunately, this perception often perpetuates a dog-eat-dog culture, and the plain truth is that finding ways to embrace altruism as a core business value can fuel both broad societal good as well as revenue.

    A tale of shifting values

    People’s frustration with greed is growing, and they’re expressing it in various ways. As reported in a 2021 article in The Washington Post, employee loyalty is at an all-time low, reflective in part of the fact that the average worker typically receives little more than a paycheck in exchange for work. Largely gone are the days of fringe benefits, pension plans and generous vacation time allocations.

    Moreover, anxiety about growing economic inequality is increasing. Wealth disparities in countries like the U.S. are greater than ever, leading populations to face the possibility of their children winding up worse off than they are. In response, people are starting to think more broadly and deeply about how companies’ values reflect their own.

    One result of this is the growth of a new economic segment: the socially-conscious consumer. Among other qualities, these people think about the concept of wealth in wider terms than the simple accumulation of material things and are increasingly demanding that employers reflect this outlook. A remarkable 2022 Qualtrics survey found that 56% of respondents “…wouldn’t even consider a job at a company that has values they disagree with, while a 2020 CNBC/Momentive survey found that “40% of workers say they would likely quit their job if their organization took a stand on a political issue they do not agree with.”

    In other words, we’re witnessing the growth of altruism in the business world from the ground up.

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

    Turning altruism into an advantage

    Entrepreneurs have much to gain from making a practice of disinterested and selfless concern. In doing so, they can generate tremendous value within companies, enhance employee loyalty and engender public trust, gaining significant advantages over firms still prioritizing the bottom line above all else.

    Here are a few ways to make it a core business practice:

    • Prioritize employee well-being: A business that puts staff members’ needs above its own is more likely to have loyal employees that demonstrate altruism themselves, according to a 2022 report by the Research Journal of Management Practice. This could be achieved by providing paid leave during significant life events — extending beyond maternity and paternity leave to cover unexpected lapses in childcare coverage, as well as caring for a sick family member or attending to the mental health of a loved one. Offering remote work options can also help gain employee trust.
    • Build value-based business connections: Entrepreneurs might be wise to consider a policy of only doing business with firms that share their values, extending this approach to the way they connect clients with trusted partners. This arrangement can be mutually beneficial, even if it means choosing a partner that costs a bit more. Building industry partnerships based on shared beliefs rather than rote costs can lead to more sustainable and meaningful connections.

    Embracing an altruistic future

    Our world is already changing, with consumers, employees and the general public demanding more from companies. Entrepreneurs can embrace this change and use it to build entities that stand the test of time. “Doing well by doing good” has the potential to not only produce financial success but also create a more fulfilling and meaningful entrepreneurial journey — with benefits that include increased employee loyalty and public trust, as well as a growing market of socially-conscious consumers.

    Here are some additional strategies for integrating this spirit into entrepreneurial ventures:

    • Embrace corporate social responsibility (CSR): CSR initiatives that address social, environmental and economic issues relevant to your industry and community not only actively contribute to the well-being of society and the environment, but also demonstrate a business’s commitment to altruism, and will foster goodwill among customers and stakeholders alike.

    Related: Corporate Social Responsibility Can Actually Be a Competitive Advantage, So Where’s Your CSR Program?

    • Encourage a culture of giving back: Promote volunteerism and philanthropy within your organization by offering employees, say, paid time off for volunteer work, or matching their charitable donations. Such a culture can enhance staff morale and strengthen a company’s reputation as a socially responsible enterprise.
    • Practice transparent communication: Be open and honest with employees, customers and stakeholders about business practices, goals and challenges. Transparency fosters trust and demonstrates a commitment to ethics. So, share your successes and setbacks in implementing forward-thinking policies, and use the resulting feedback to make improvements.
    • Create an ethical supply chain: Work with suppliers that share your commitment to altruism, ensuring that they adhere to ethical labor practices, maintain sustainable operations and minimize their environmental impact. This can create a positive ripple effect that benefits all parties involved. A Business of Sustainability Index by GreenPrint revealed that 68% of Americans are willing to pay more for sustainable goods and otherwise support eco-conscious companies.
    • Measure and report on your impact: Regularly assess and report on the social, environmental, and economic impact of your business practices. By quantifying progress and sharing results, you showcase a commitment to altruism and inspire others to follow suit.

    Related: 3 Keys to Developing a Sustainable Supply Chain

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    Chris Porteous

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  • Report: Billionaire investor, philanthropist George Soros cedes control of empire to a younger son

    Report: Billionaire investor, philanthropist George Soros cedes control of empire to a younger son

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    NEW YORK — Billionaire investor turned philanthropist George Soros is ceding control of his $25 billion empire to a younger son, Alexander Soros, according to an exclusive interview with The Wall Street Journal published online Sunday.

    Soros’ business holdings include his nonprofit Open Society Foundations, which is active in more than 120 countries around the world and funnels about $1.5 billion annually to groups such as those that back human rights and promote the growth of democracies around the world, according to its website.

    The 37-year-old, who goes by Alex, told the Wall Street Journal that he is “more political” than his 92-year-old father, who has been a right-wing target for his backing of liberal causes such as reducing racial bias in the justice system. But he noted that the two “think alike.”

    Alex said he was broadening his father’s “liberal aims” and embracing different causes including voting and abortion rights, as well as gender equity. He said he aims to keep using the family’s wealth to back left-leaning U.S. politicians.

    Alex told the Wall Street Journal that he recently met with Biden administration officials, Senate Majority Leader Chuck Schumer and heads of state, including Brazil’s President Luiz Inácio Lula da Silva and Canada’s Prime Minister Justin Trudeau, to push for issues related to the family foundation.

    In December, the board of Open Society Foundations, known as OSF, elected Alex as its chairman, succeeding his father. The newspaper also reported that Alex now directs political activity as president of Soros’ super PAC.

    The Wall Street Journal reported that the younger Soros is the only family member on the investment committee overseeing Soros Fund Management, which manages money for the foundation and the family.

    During the interview with the newspaper, Alex expressed concern that former President Donald Trump would return to the White House and hinted that the Soros organization would play a key financial role in the 2024 presidential race.

    “As much as I would love to get money out of politics, as long as the other side is doing it, we will have to do it, too,” he said in the interview that took place at the fund manager’s New York offices.

    Alex is the oldest of two sons from George Soros’ marriage with his second wife, Susan Weber, according to the Wall Street Journal.

    The appointment passes over George Soros’ elder son Jonathan Soros, 52, a lawyer with a background in finance. He had been believed to be the clear successor until “a falling out and a change of heart,” according to the paper.

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  • Report: Billionaire investor, philanthropist George Soros cedes control of empire to a younger son

    Report: Billionaire investor, philanthropist George Soros cedes control of empire to a younger son

    [ad_1]

    NEW YORK — Billionaire investor turned philanthropist George Soros is ceding control of his $25 billion empire to a younger son, Alexander Soros, according to an exclusive interview with The Wall Street Journal published online Sunday.

    Soros’ business holdings include his nonprofit Open Society Foundations, which is active in more than 120 countries around the world and funnels about $1.5 billion annually to groups such as those that back human rights and promote the growth of democracies around the world, according to its website.

    The 37-year-old, who goes by Alex, told the Wall Street Journal that he is “more political” than his 92-year-old father, who has been a right-wing target for his backing of liberal causes such as reducing racial bias in the justice system. But he noted that the two “think alike.”

    Alex said he was broadening his father’s “liberal aims” and embracing different causes including voting and abortion rights, as well as gender equity. He said he aims to keep using the family’s wealth to back left-leaning U.S. politicians.

    Alex told the Wall Street Journal that he recently met with Biden administration officials, Senate Majority Leader Chuck Schumer and heads of state, including Brazil’s President Luiz Inácio Lula da Silva and Canada’s Prime Minister Justin Trudeau, to push for issues related to the family foundation.

    In December, the board of Open Society Foundations, known as OSF, elected Alex as its chairman, succeeding his father. The newspaper also reported that Alex now directs political activity as president of Soros’ super PAC.

    The Wall Street Journal reported that the younger Soros is the only family member on the investment committee overseeing Soros Fund Management, which manages money for the foundation and the family.

    During the interview with the newspaper, Alex expressed concern that former President Donald Trump would return to the White House and hinted that the Soros organization would play a key financial role in the 2024 presidential race.

    “As much as I would love to get money out of politics, as long as the other side is doing it, we will have to do it, too,” he said in the interview that took place at the fund manager’s New York offices.

    Alex is the oldest of two sons from George Soros’ marriage with his second wife, Susan Weber, according to the Wall Street Journal.

    The appointment passes over George Soros’ elder son Jonathan Soros, 52, a lawyer with a background in finance. He had been believed to be the clear successor until “a falling out and a change of heart,” according to the paper.

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  • Pride is back in Boston as parade returns after quarrel over inclusivity

    Pride is back in Boston as parade returns after quarrel over inclusivity

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    BOSTON — The biggest Pride parade in New England returns to Boston after a three-year hiatus Saturday, with a fresh focus on social justice and inclusion rather than corporate backing.

    About 10,000 marchers signed up before registration was shut down, according to organizers. Employee groups are welcome to march, but corporations aren’t. “We really did start by looking forward to how we could best serve the LGBTQ community in greater Boston and really all across New England,” said Jo Trigilio, vice president of Boston Pride for the People.

    One of the oldest Pride events in the country, this year’s parade will travel a bit shorter route than in past years, beginning at Copley Square and ending at Boston Common with a festival for families, teens and older community members. A second event for the over-21 crowd will take place on City Hall Plaza and include alcohol, a disc jockey and dancing.

    This marks Boston’s first Pride parade since 2019. The hiatus began with COVID-19, but extended through 2022 because the organization that used to run the event, Boston Pride, dissolved in 2021 under criticism that it excluded racial minorities and transgender people.

    The return comes amid growing hostility to members of the LGBTQ+ community in parts of the country. Some states have limited drag shows, restricted gender-affirming medical care and banned school library books for their LGBTQ content.

    Boston Pride for the People, the new group formed to plan Boston’s parade, came together last September to create a more inclusive, less corporate festival, Trigilio said.

    The group centers empowerment, celebration, commemoration and education, and seeks to counter Pride parades and celebrations nationwide that have become too commercial and too focused on appealing to people with privilege, said Trigilio, who uses the pronouns they and them.

    “The more you have corporations involved, the more they are looking for money and that caters to the privileged,” Trigilio added. “When you have a Pride that is too commercial, it becomes a party and you lose the social justice aspect to it.”

    They said Boston Pride for the People reviewed corporate funders using a number of criteria, including whether they donated to anti-LGBTQ lawmakers.

    “When you’re under attack, you don’t want to be treated as a market, you want to be treated as an ally,” Trigilio said, adding that this year’s organizers wanted to make sure the parade welcomes LGBTQ people of color, trans people and those facing multiple forms oppression.

    Just before the start of the parade, Mason Dunn, 37, of Tewksbury, Massachusetts, said the crowd was diverse. “All different gender identities, all different race, ethnicity, age, ability. We’re seeing a really great representation so far,” Dunn said.

    Gov. Maura Healey, one of the nation’s first two openly lesbian governors, said she is excited to participate.

    “This is a particularly special one to be marching in this year and at this time where we see states and some governors going backward, taking away equality, taking away freedoms, demonizing members of the LGBTQ community, hurting them, banning books, banning shows, banning access to even health care,” Healey said.

    Despite being the first state to legalize same-sex marriage, Massachusetts isn’t immune to attacks on the LGBTQ community, according to Janson Wu, executive director of GLBTQ Legal Advocates and Defenders, or GLAD.

    He pointed to protests targeting drag shows and harassment against children’s hospitals and physicians that provide gender-affirming health care.

    “The return of Boston Pride with new and grassroots leadership is incredibly important, especially now with rising attacks against the LGBTQ community,” Wu said.

    Boston Mayor Michelle Wu, a Democrat, welcomed the parade’s return, saying it’s important for Massachusetts and Boston to be “a bulwark on the frontlines in a moment of rising hate.”

    Neon Calypso, 30, a Boston drag queen and trans woman of color who performed Tina Turner’s “Proud Mary” at a Statehouse raising of the Pride flag Wednesday, said she’s baffled by those trying to marginalize drag performers.

    “It’s unfortunate that there are states and politicians that people empower that see something that’s so welcoming and accepting as something that’s negative,” she said. “A lot of those people who are protesting the shows, if they went, they would actually see that it’s not what they say.”

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  • Japan aims to refocus its foreign aid on maritime and economic security and national interests

    Japan aims to refocus its foreign aid on maritime and economic security and national interests

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    TOKYO — Japan approved a major revision to its development aid policy Friday to focus on maritime and economic security and its national interests while helping developing nations overcome compound challenges amid China‘s growing global influence.

    The revision to the Development Cooperation Charter, approved by Prime Minister Fumio Kishida’s Cabinet, comes two years early since the last was in 2015 and updates are usually on a 10-year cycle. That underscores the sense of urgency in addressing widening China concern and other global challenges such as the impact of Russia’s war on Ukraine.

    Japan in December adopted a new National Security Strategy, setting a goal of doubling defense spending to 43 trillion yen ($310 billon) over the next five years to fund a military buildup. That means Japan, with fiscal conditions already tight, must use development aid more effectively and strategically.

    Under the new security strategy, Japan’s Foreign Ministry has launched official security assistance, or OSA, for the militaries of developing nations primarily in the Indo-Pacific region and is likely to provide Japanese-made, non-lethal equipment like radars, antennas, small patrol boats or improvements of infrastructure such as ports.

    Ministry officials say that’s different from assistance under the Development Cooperation Charter, which sticks to non-military cooperation and ensuring peace and prosperity, while focusing on human security as “a guiding principle.”

    The Foreign Ministry in April had 571 billion yen ($4.1 billion) development aid for non-military purposes and, separately, 2 billion yen ($15.2 million) to help strengthen national security of the “like-minded” Indo-Pacific militaries.

    Under the revised charter, Japan will prioritize measures to combat climate change, food and energy crisis triggered by Russia’s invasion of Ukraine, as well as strengthening maritime security, supply chain resiliency and digital transformation.

    “The international community is at a historic turning point, facing compound crises,” the revised charter stated, noting worsening global challenges such as climate change, infectious diseases, serious challenges to the free and open international order and risks of fragmentation, and their impact on developing nations.

    The growing challenges make development aid a more important diplomatic tool than ever, at a time cooperation with so-called Global South countries as equal partners is key to gain their consensus on vital issues such as Russia’s war on Ukraine, China’s growing assertiveness, debt and development issues as well as climate change, Foreign Ministry officials say.

    Japan aims to work with recipient nations as equal partners in creating social values to promote shared cycle of growth and rules-based free and open international order — a vision that Japan promotes along with the United States and other democracies as a counter to China.

    To do that, Japan may offer development funding for infrastructure projects like fisheries or tourism on remote islands in the South China Sea or the South Pacific, officials say.

    Many Southeast Asian nations may be eager to balance their relationships with both Japan and China, while trying to get more from both. The revised charter stresses the importance of working with the private sector and civil society and bringing in new funding as Japan takes care not to put other nations on the spot as they build ties.

    Japan also wants to take the initiative to set international rules and guidelines as a donor nation that are based on inclusiveness, transparency and fairness.

    China’s aid donations in Africa and elsewhere have trapped many recipient countries in debt while allowing the Chinese access to local ports and other infrastructure.

    ___

    Find more AP coverage of the Asia-Pacific region at https://apnews.com/hub/asia-pacific

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  • The 6 Do’s and Don’ts for Engaging in Juneteenth Conversations | Entrepreneur

    The 6 Do’s and Don’ts for Engaging in Juneteenth Conversations | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    On June 19, 1865, Black folks in Galveston, Texas, were approached by 2,000 Union soldiers with good news: Slavery had been abolished. For the first time in 300 years, their families would finally know freedom. After the news of the abolishment of slavery had been heard in several other parts of the United States, people in Galveston were the last to know. It marked a new holiday where people all over the country could celebrate the turning of a page in American history: The end of slavery as they knew it.

    Fast forward to today, educating ourselves on historical markers that represented a shift in American culture is under attack. Critical Race Theory (CRT) is a prime example. By definition, CRT is a “set of ideas holding that racial bias is inherent in many parts of western society, especially in its legal and social institutions, based on their having been primarily designed for and implemented by white people.”

    In 2023, we would sum up CRT to mean simply “privilege” or “advantage” on the part of the dominant group in society. CRT asks us to look critically at the ways Juneteenth and other moments in American history came to be and why we should acknowledge the past so as not to replicate it in the present or future.

    Talking about Black history is the first step toward our national healing. When we acknowledge the impact history has had on our collective experience, we can begin to see the light at the end of the tunnel and work towards ending the inequality and injustice that’s plagued our nation.

    This Juneteenth, let’s take baby steps towards that national healing and focus on just having the conversation — the conversation that slavery was abolished not too long ago and that schools, workplaces, and other institutions should be talking about it in order for us to learn from the past and create a more equitable future.

    Here are 6 do’s and don’ts for engaging in conversations about Juneteenth.

    Do: Educate yourself on the holiday ahead of time

    When it comes to conversations on historical topics, not everyone knows every detail of how historical events came to pass. The first thing to do when planning to engage in a conversation about Juneteenth is to educate yourself on the facts. When did Juneteenth happen? How did it happen? Why did it happen? Who authorized the abolishment of slavery? Why did it take so long for the slaves in Galveston, Texas, to hear about it?

    Acquiring answers to these foundational questions ahead of time will arm you with a baseline of information that will inform more thoughtful conversations.

    Do: Allow Black colleagues to speak on their Juneteenth perspectives but don’t put the burden on them to educate everyone

    In 2023, it’s likely you work with a Black American or know one in your personal life. In the case of Juneteenth, don’t make the conversation a teacher-to-pupil dynamic. If a Black person in your life wishes to share their perspective or thoughts on Juneteenth, listen to them. Allow them to talk about their family traditions or how they choose to celebrate the day. You might even attend a Juneteenth celebration in your city and witness how Black folks express joy on the holiday. However, avoid targeting Black colleagues and acquaintances by asking them to educate you or expend mental energy to bring you up to speed. That’s your responsibility, not theirs. Strive for a friend-to-friend or colleague-to-colleague relationship on the topic of Juneteenth, not a teacher-to-pupil relationship.

    Do: Create a safer space for the conversation

    As I’ve shared in other posts, I don’t believe fully “safe” spaces exist. I do believe there are safer spaces where folks walk into a conversation with the best intentions and an open mind. If you choose to discuss Juneteenth in your workplace or institution, consider holding it in an intentional space with thoughtful touches.

    For example, if you’re hosting an in-person conversation, have you thought about including a facilitator or someone who can set some ground rules to maintain a cordial atmosphere while the conversation ensues? In addition, are you aware of the literal temperature of the room? Will it be a physically comfortable space, or will it be too hot or cold for the number of attendees in the space? Are there soothing beverages available like coffee or tea for moments when people could use a sip of something warm? Think about the seating arrangement. Is the room set up in a hierarchical way where all chairs are pointed in one direction in the teacher-to-pupil dynamic that I referred to earlier, or are the chairs set up in a circle so all attendees can be seen and heard?

    If you are choosing to send an email to your colleagues about Juneteenth, have you included a TL;DR or warning at the top of the email informing the recipients that the message they are about to receive contains information about Juneteenth and the history of slavery? As you can see, there are several ways to create a safer space that sets the foundation for a conversation that’s rich and enlightening as opposed to tense and uncomfortable.

    Related: Here’s How to Have the Most Powerful DEI Conversations

    Do: Propose to make Juneteenth a company holiday

    After your in-person or online conversations, consider making a case for why Juneteenth should be a company holiday. Perhaps you have several Black colleagues who would appreciate the day off or, if there is a multicultural coalition of people who also support the idea, come prepared to discuss with leadership or HR to request the holiday be a part of the company’s paid time off roster. Like Labor Day, the 4th of July, and other national holidays, Juneteenth marks a turning point in American history that affected not only Black folx but every American in the U.S. Why not make the case for Juneteenth to be celebrated in the workplace like other national holidays?

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

    Don’t: Make Juneteenth a one-day event

    Like other days involving Black history, companies, and individuals make the mistake of treating Juneteenth like a one-day event. The day comes and then it goes. But holidays like the 4th of July are celebrated over three or four days with an emphasis on pride and celebration. Juneteenth deserves the same acknowledgment. To enhance and elongate the holiday, give colleagues a runway of days during which to absorb historical information. For example, send an email about the history of Juneteenth one week ahead so people have time to absorb the content. You can also set up a small art exhibit or feature books and other historical information in a common space in the preceding month so people have time to reflect on the information. Host a book club featuring a Juneteenth-centered book so colleagues have a meaningful opportunity to be engaged in the history. In essence, preparing colleagues ahead of time will make the day that much richer–not just for your Black colleagues but for everyone involved.

    Don’t: Wear performative clothing to show that you’re “down” with the cause

    A common mistake companies and individuals make during Juneteenth is thinking that performative allyship is the way to celebrate and honor the holiday. That’s not true. Please avoid wearing dashikis or dawning red, green, and black colors on or around Juneteenth. For many Black people, it’s considered offensive and disingenuous. Avoid performative allyship at all costs, whether that’s your personal style choices or your company’s newest product promotion. The way to show Black folks and others who care about Juneteenth that you are engaged and want to pay your respects is by educating yourself, participating in meaningful conversations where you’re truly listening, and sharing this information with others in your life who may not know the history of Juneteenth. Those are steps towards allyship far more meaningful than wearing a dashiki.

    Related: How Brands Can Go From Performative Allyship to Actual Allies

    Final thoughts

    While the celebration of Black history is, in general, condensed into one month in February, Black History Month, we often forget that Black history is American history and that we should be celebrating it year-round. Not everyone does and that’s okay. What we can do is inspire more people to engage by having meaningful conversations about what happened on June 19, 1865, and the historical context in which the event occurred. Only when we can pull the veil off of Black history and see that these events are significant for all Americans do we begin to let down our guard and welcome the truth about our country: That we did some awful things, but we’re learning from them. This Juneteeth, make meaningful conversations a priority.

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    Nika White

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  • How AI is Helping Society Break Free From The 9-to-5 Mold | Entrepreneur

    How AI is Helping Society Break Free From The 9-to-5 Mold | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As someone who is a huge tech enthusiast, I have been privileged to witness the continuous evolution of technology throughout my career. From groundbreaking innovations like the iPhone to cutting-edge advancements like 5G, the pace at which our world changes never ceases to amaze me. However, amidst this ever-changing landscape, one particular technology has captured my attention and sparked my curiosity: generative artificial intelligence (AI).

    Generative AI, at its core, is a remarkable fusion of human ingenuity and machine learning. Its capacity to go beyond our preconceived limits and generate, imagine and produce is truly awe-inspiring. As someone who has always been captivated by the transformative potential of AI in various industries, encountering generative AI took my fascination to an entirely new level.

    When I first witnessed the capabilities of generative AI, I was left in awe. It’s almost as if the AI possesses its own inherent creative instincts, blurring the boundaries between the realms of human imagination and machine intelligence. While the notion of machines creating art, music, or writing that can rival human creativity might appear daunting to some, with fears of the automation apocalypse rampant, I think otherwise.

    In the 2023 edition of its annual Future of Jobs Report, the World Economic Forum reports that out of the 803 businesses that it surveyed from around the world, 25% believe that the integration of AI tech will lead to job losses, while 50% believe that it will create job growth. AI can only replace humans if you think it will and stop progressing and upskilling alongside it.

    The potential for AI to push the boundaries of what we thought was possible is truly inspiring, and that can be illustrated in the way that it can reimagine the 9-to-5 workday.

    Related: Why Are So Many Companies Afraid of Generative AI?

    Reimagining the 9-to-5 workday

    The traditional 9-to-5 work schedule has long been the standard in the corporate world, but with the rapid advancements in artificial intelligence (AI), the concept of “clocking in” and “clocking out” is undergoing a profound transformation. AI technologies are revolutionizing work, allowing flexibility, personalized schedules and reimagining the traditional workday.

    Every position within every organization holds the potential for reinvention. Accenture conducted a manual assessment of 200 language-related tasks to gauge the impact of generative AI. The aim was to identify which tasks were more likely to be automated or augmented through AI. The results showed that generative AI is projected to influence approximately 40% of individuals’ working hours.

    In this article, we will explore how AI is reshaping the 9-to-5 paradigm and empowering individuals to “flex out” of rigid work schedules

    Related: How ChatGPT and Generative AI Can Transform the Way You Run Your Business

    Embracing flexibility

    Within any given role, generative AI will help automate certain tasks while others will be assisted, freeing up individuals to focus on more meaningful endeavors. Rather than being bound by inflexible schedules, workers now have the chance to embrace flexible work setups that cater to their personal preferences and productivity patterns. Companies can optimize workflows, automate repetitive tasks and streamline processes, increasing employee flexibility.

    Additionally, there will be tasks that remain unaffected by the technology. The advent of generative AI will also usher in many new responsibilities for human workers, such as ensuring the responsible and accurate utilization of new AI-powered systems. This contributes to creating new job roles like AI system managers, AI ethics experts and prompt engineers.

    The rise of remote work

    AI has also played a crucial role in facilitating the surge of remote work, granting individuals the freedom to work from any corner of the globe. The advancements in communication and collaboration technologies, combined with AI-driven virtual meeting platforms, have simplified the process of remote collaboration for professionals.

    The flexibility offered by AI-powered remote work helps eliminate the need for lengthy commutes, reduces overhead costs for companies, and expands opportunities for individuals in remote locations. Moreover, AI-enabled remote work allows organizations to tap into a global talent pool, accessing a diverse range of skill sets and perspectives that can fuel innovation and foster growth.

    Related: How The AI Revolution Is Liberating Workers from the Office

    Redefining work-life balance

    The conventional 9-to-5 work model frequently falls short when it comes to striking a healthy work-life balance. AI is helping reshape this paradigm, granting individuals the liberty to manage their time in a manner that aligns with their personal obligations and outside responsibilities. Nobel Prize-winning economist Christopher Pissarides believes that AI can enable humans to work just four days a week.

    With the aid of AI, flexible work schedules empower individuals to allocate dedicated time to personal endeavors like quality family moments, pursuing hobbies, or prioritizing self-care activities. By nurturing a more harmonious work-life balance, AI isn’t just bolstering employee satisfaction and well-being but also improving productivity and overall job performance.

    A flexible and personalized approach to the 9-to-5 workday

    With the continuous advancement of AI, the inflexible 9-to-5 work model is gradually being replaced by a more adaptable and personalized approach. Professionals now have the chance to break free from the confines of the traditional workday structure.

    Embracing this transformation facilitated by AI can result in heightened productivity, increased job satisfaction, and a more balanced and fulfilling work-life equilibrium. As we progress, it becomes crucial for individuals and organizations to harness the potential of AI to reshape work hours and unlock the full capabilities of the modern workforce.

    Related: It’s Time to Prepare for the Algorithmic Workforce

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    Asim Rais Siddiqui

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  • Avoid Rainbow Washing Your Support of the LGBTQ+ Community | Entrepreneur

    Avoid Rainbow Washing Your Support of the LGBTQ+ Community | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In a world striving for inclusivity and acceptance, becoming an ally to the LGBTQ+ (lesbian, gay, bisexual, transgender, queer, questioning and more) community is an essential step toward fostering equality and creating a more inclusive society. Allies play a crucial role in promoting acceptance, advocating for equal rights and challenging discriminatory attitudes and behaviors during Pride Month and beyond.

    Yet recent actions from Bud Light and Target brands have created more polarization and fear in engaging in this important conversation. Now more than ever we need our allies to support the LGBTQ+ community. True allyship is not “rainbow washing” with support only in June — it is consistent, intentional actions year-round.

    For individuals, effective allyship requires supporting the LGBTQ+ community with empathy, educating yourself and taking meaningful action. For organizations, allyship means standing with the LGBTQ+ community on issues affecting them, having an inclusive environment where people can share their identities freely and measuring progress on their DEI initiatives.

    Related: 4 Commitments All Truly Inclusive Leaders Must Follow

    Individual action #1: Empathy

    Approach conversations with an open mind and be ready to listen and learn from the experiences of LGBTQ+ individuals. Be respectful, ask questions when appropriate and strive to understand the perspectives of others different from yourself. Avoid making assumptions or relying on stereotypes. Recognize that each person’s experiences are unique, and their individual stories and identities deserve to be heard and respected.

    Individual action #2: Education

    One of the first steps to becoming an effective ally is educating yourself about LGBTQ+ issues, terminology and history. Read books, articles and research to gain a better understanding of different sexual orientations, gender identities and the challenges faced by the community. Educate yourself on the struggles and victories of LGBTQ+ activists throughout history, as well as current social and legal issues affecting the community.

    Individual action #3: Sustained action

    One of the most impactful actions we can take is with our words. Language has a powerful impact on how we perceive and treat others. Familiarize yourself with inclusive language and pronouns, including using “they/them” when referring to someone whose gender identity you are unsure of. Respect the chosen names and pronouns of individuals, and avoid using slurs or derogatory language. By using inclusive language, you create a safe and welcoming environment for everyone.

    As an ally, it is essential to actively challenge discrimination and prejudice whenever you encounter it. This includes addressing offensive jokes or derogatory comments, whether they are made in person or online. Speak up in support of LGBTQ+ rights and equality, and use your voice to amplify their voices. Engage in constructive conversations to help educate others and debunk common misconceptions.

    Supporting LGBTQ+ organizations is a tangible way to make a difference. Volunteer your time, donate funds or participate in events that promote equality and advocate for LGBTQ+ rights. This support can help provide resources, counseling and safe spaces for LGBTQ+ individuals who may be facing challenges or discrimination. There are a number of organizations to support year-round:

    • GLAAD: A media monitoring organization that works to amplify LGBTQ+ voices and representations in the media while combating defamation and discrimination.
    • Trevor Project: A leading organization providing crisis intervention and suicide prevention services to LGBTQ+ youth through a 24/7 helpline, online chat and text messaging.
    • National Center for Transgender Equality (NCTE): Dedicated to advancing transgender equality and advocating for policy change at local, state, and federal levels.
    • PFLAG: An organization that provides support, education and advocacy for LGBTQ+ individuals, their families and allies.
    • GLSEN: Focused on creating safe and inclusive schools for LGBTQ+ students, GLSEN works to combat bullying, discrimination and harassment.

    Related: Brands Want to Tell Stories of Inclusion. Marketing Leaders Should Listen Instead.

    Organization action #1: Community building

    Leaders need to use their privilege and influence to advocate for LGBTQ+ rights and equality. Leaders go first and provide resources and education to their teams throughout the year so that they can facilitate an inclusive environment. The LGBTQ+ community is a substantial part of your workforce, especially for younger generations, and 40% of employees hide their LGBTQ+ identity at work.

    Organization action #2: Inclusive environment

    People are looking to business leaders to drive social change. Leaders that create an inclusive environment where people can bring their best selves benefit from higher rates of productivity, innovation and business results. Inclusive leadership is about psychological safety and ensuring people feel comfortable confronting microaggressions or non-inclusive behaviors. Organizations need to hold their leaders accountable for inclusion through representation and inclusion perception data.

    Organization action #3: Measure progress

    The Human Rights Campaign (HRC) has a Corporate Equality Index (CEI): The HRC annually publishes the CEI, which rates major companies and law firms on their LGBTQ+ inclusive policies and practices. The index examines non-discrimination policies, benefits and protections for LGBTQ+ employees, diversity and inclusion initiatives and public engagement on LGBTQ+ issues. Organizations that want to be inclusive year-round participate in the index and strive to improve their scores year over year.

    Standing with the LGBTQ+ community is an ongoing journey of growth and self-reflection. Organizations will make mistakes along the way and need to be open to learning from them. Be receptive to feedback from the LGBTQ+ community and adjust your actions accordingly. Understand that allyship is not about receiving recognition but about supporting and uplifting marginalized voices.

    Becoming an ally to the LGBTQ+ community requires supporting the LGBTQ+ community with empathy, educating yourself and taking meaningful action. For organizations, allyship means standing with the LGBTQ+ community on issues affecting them, having an inclusive environment where people can share their identities freely and measuring progress on their DEI initiatives.

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    Julie Kratz

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  • Hollywood actors guild votes to authorize strike, as writers strike continues

    Hollywood actors guild votes to authorize strike, as writers strike continues

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    Actors represented by the Hollywood union SAG-AFTRA voted Monday evening to authorize a strike if they don’t agree on a new contract with major studios, streamers and production companies by June 30.

    The strike authorization was approved by an overwhelming margin — nearly 98% of the 65,000 members who cast votes.

    The guild, which represents over 160,000 screen actors, broadcast journalists, announcers, hosts and stunt performers, begins its negotiations with the Alliance of Motion Picture and Television Producers on Wednesday, over a month after the Writers Guild of America began striking over its own dispute with AMPTP. If the actors union ultimately moves forward with the strike, it would be limited to television and film productions; news and broadcast work would not be directly affected.

    At stake is increased base compensation, which actors say has been undercut by inflation and the streaming ecosystem, the threat of unregulated use of artificial intelligence, benefit plans and the burden of “self-taped auditions” — the cost of which used to be the responsibility of casting and production.

    “We are approaching these negotiations with the goal of achieving a new agreement that is beneficial to SAG-AFTRA members and the industry overall,” the AMPTP said in a statement Monday.

    The strike authorization vote, a tool at the bargaining table, comes at a pivotal moment for the industry as 11,500 writers enter their sixth week of striking and the directors guild reviews a recently reached tentative agreement with studios on issues like wages, streaming residuals, and artificial intelligence. Should the actors strike, the industry already hobbled by the writers strike would come to a near-standstill, from production to promoting completed projects.

    The WGA, DGA and SAG-AFTRA have shown solidarity with one another since the writers began walking the picket lines on May 2. Many in Hollywood worried about the very real possibility that all three guilds would strike at the same time, as both the directors and the actors contracts were soon due to expire as well.

    That scenario changed Sunday night when the directors guild, which represents 19,000 film, television and commercial directors, announced that they had reached a “truly historic” tentative agreement with studios. The terms, which have not been disclosed in detail to the press or the other guilds, will be presented to the DGA board on Tuesday for approval and then to the membership for ratification.

    Representatives for both the writers guild and the actors guild congratulated the directors group for reaching a tentative deal, though neither commented on specific points of the DGA terms. The WGA also said that its bargaining positions remain the same.

    The DGA deal did not sit well with some individual WGA members, some of whom remembered when the directors negotiated their own contract while the writers were striking in 2007-2008. That deal 15 years ago, some felt, set precedent that forced the writers to fall in line with the terms agreed to by the DGA and end the strike.

    “Zero surprise. The AMPTP continues to use their tired old playbook. And the DGA sadly continues to toe the line, knowing that they can draft off of the WGA’s resolve to strike for a truly historic deal. Disappointing, but not surprising,” veteran television writer Steven DeKnight, who also wrote and directed “Pacific Rim: Uprising,” tweeted.

    Seemingly anticipating a repeat, the WGA negotiating committee last week released a letter cautioning that the studios would once again pursue a “divide and conquer” strategy, pitting the guilds against one another.

    “Our position is clear: to resolve the strike, the companies will have to negotiate with the WGA on our full agenda,” the WGA letter had said. “We will continue to march until the companies negotiate fairly with us.”

    While the unions have appeared more united this time, their aims are also different in many arenas. For the directors, securing international streaming residuals that account for subscriber growth was a key component, as were wages, safety (like banning live ammunition on set), diversity and inclusion and the addition of Juneteenth as a paid holiday.

    The WGA agenda includes increased pay, better residuals and minimum staffing requirements. One key area of overlap between all is artificial intelligence. The DGA said they’d reached a “groundbreaking agreement confirming that AI is not a person and that generative AI cannot replace the duties performed by members.”

    Duncan Crabtree-Ireland, the chief negotiator for SAG-AFTRA, maintains the needs of the guild’s actor members are unique. Hollywood actors haven’t gone on strike against AMPTP since 1980, which saw a 95-day strike over terms for paid television and VHS tapes.

    “Our bargaining strategy has never relied upon nor been dependent on the outcome or status of any other union’s negotiations, nor do we subscribe to the philosophy that the terms of deals made with other unions bind us,” Crabtree-Ireland said Sunday.

    On Monday, he added that the vote was a “clear statement that it’s time for an evolution in this contract.”

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  • Pride becomes a minefield for big companies, but many continue their support

    Pride becomes a minefield for big companies, but many continue their support

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    Many big companies, including Target and Bud Light’s parent, are still backing Pride events in June despite the minefield that the monthlong celebration has become for some of them.

    Target and Bud Light recently came under fire for their efforts to appeal to the LGBTQ+ community, only to come under more fire when they tried to backpedal.

    But even as they battle the negative publicity, Target and Bud Light haven’t pulled away from this year’s Pride celebrations. Target is a platinum sponsor of NYC Pride, which requires a $175,000 donation. And Bud Light’s parent Anheuser-Busch is a sponsor of Pride celebrations in Chicago, San Francisco, Charlotte and elsewhere.

    Many other big companies are sticking to their sponsorships as well, including PepsiCo, Starbucks, General Motors and Jeep parent Stellantis — all of which said they have been supporting Pride events for decades and aren’t hesitating to back them again this year.

    Jeff Gennette, CEO of Macy’s, another major Pride sponsor, told The Associated Press that although the company has received some negative reactions to its Pride merchandise, the company is “very careful about how we put out this product that we select and how we position it on website and in stores” and doesn’t plan to remove any of it.

    “We stand by our values and we’re a highly inclusive organization. And we think the bulk of America is as well,” Gennette said.

    InterPride, which represents more than 375 Pride organizations globally, said 40% have reported their sponsorship dollars are up 20% or more this year.

    The buying power of the LGBTQ+ community is likely too big for companies to ignore. LGBT Capital, a U.K.-based investment company, estimates the U.S. has more than 17 million LGBTQ+ people with more than $1 trillion in spending power.

    “For every one customer knocking the display over, there are 10 who love it, and they are going to vote with their feet,” said Allen Adamson, co-founder and managing partner of marketing firm Metaforce.

    Anheuser-Busch didn’t respond to questions from the AP about its Pride sponsorships. Target said its focus is “moving forward with our continuing commitment to the LGBTQIA+ community.”

    Despite the corporate support, there are clouds hovering over the rainbow.

    A majority of negative social media posts about Pride this year are attacking companies for being “woke” and accusing them of sexualizing or grooming children, says RILA Global Consulting, which tracks more than 100 million websites and social media pages per day.

    That’s an abrupt change from last year, when a majority of negative social media posts were focused on brands being “inauthentic” and not truly supporting the LGBTQ population even as they expanded their offerings.

    In May and June of 2022, there were fewer than 400 posts calling for Pride-related boycotts, RILA said. This year, in May alone there were more than 15,000.

    The backlash comes amid a furious and fast-spreading debate over the rights of transgender people. At least 17 states have enacted laws restricting or banning gender-affirming care for minors, most since the start of this year.

    That has left many companies feeling jittery.

    “I had a sponsor last night say their CEO is skittish about getting political,” said Fernando Lopez, executive director of San Diego Pride. “The fact that they’re even having that conversation is disheartening at best.”

    Target has long marketed to the LGBTQ+ community. But it recently found itself at the center of the bullseye when angry customers tipped over Pride displays and threatened staff in some stores. Target wound up removing certain items, to the dismay of LGBTQ+ supporters.

    Six weeks earlier, transgender influencer Dylan Mulvaney revealed on social media that Bud Light had sent her a commemorative can emblazoned with her picture. Boycott threats immediately followed, fueled by conservative commentators such as Matt Walsh, who has 1.9 million Twitter followers.

    Kohl’s, Lego and Southwest Airlines also have taken heat for their LGBTQ-friendly marketing in recent days.

    The backlash has produced real consequences. In the month ending May 13, Bud Light’s U.S. sales were down 23%, according to Bump Williams Consulting. Target’s shares have plunged 20% since mid-May, wiping away $15 billion in market value, although that’s partly due to investor concerns about inflation’s impact on shoppers.

    Lopez, at San Diego Pride, worries that some companies will back out of Pride celebrations because of concerns that boycotters will target them.

    “Companies may not be anti-LGBTQ, but they don’t want to be putting their employees in a potentially dangerous space,” Lopez said.

    Suzanne Ford, the executive director of San Francisco Pride, said she understands that companies are facing difficult decisions but they also know that the LGBTQ+ community is watching very closely this year.

    “In the end, human rights will win out,” Ford said. “And we’re going to remember: Did you shirk and disappear on us or did you step forward and say, ‘Even if it’s unpopular with a segment of the country, this is the right thing to do.’”

    Some Pride organizations had already distanced themselves from Bud Light because they felt it wasn’t doing enough to support the LGBTQ+ community beyond the street parties in June.

    When Anheuser-Busch’s multi-year sponsorship agreement with Miami Beach Pride ended in 2021, the organization signed a new multi-year contract with Molson Coors. Robert Legere, director of sponsorships for Miami Beach Pride, noted that Molson Coors’ seltzer brand Vizzy made a $1 million donation to the Human Rights Campaign, an LGBTQ+ group.

    “We don’t just blindly say, ‘Oh sure, we’ll take your money.’ We want to make sure the companies have a clear path to why they want to participate,” Legere said.

    Others, like San Francisco Pride, are sticking with Bud Light but bracing themselves for backlash from attendees who think the brand should have done more to support Mulvaney.

    Ford, the executive director, said Anheuser-Busch has been a longtime patron and increased its donation to San Francisco Pride this year. The group relies on its sponsors to keep its two-day, $3 million festival free, Ford said, and its costs for labor and security are skyrocketing.

    “There is some tension and we will be watching it. But on a local level, they’ve been a very great supporter,” she said.

    In its hometown of St. Louis, Bud Light will sponsor the main stage at Pride and provide the beer for the VIP tent, said Jordan Braxton, the director of diversity, inclusion and outreach for Pride St. Louis.

    “Times can be difficult, but they support us and we support them,” Braxton said. “They’ve been supporting us for years. It’s not our fault that you just woke up and realized it.”

    ___

    Associated Press Capitol Correspondent Andrew DeMillo in Little Rock, Arkansas contributed to this report.

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  • Sean ‘Diddy’ Combs says in lawsuit that spirits giant Diageo neglected his vodka and tequila brands

    Sean ‘Diddy’ Combs says in lawsuit that spirits giant Diageo neglected his vodka and tequila brands

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    Rapper and entrepreneur Sean “Diddy” Combs is suing Diageo, saying the company didn’t make promised investments in his vodka and tequila brands and treated them as inferior “urban” products

    ByDEE-ANN DURBIN AP Business Writer

    FILE – Music mogul and entrepreneur Sean “Diddy” Combs arrives at the Billboard Music Awards in Las Vegas on May 15, 2022. Combs is suing Diageo, saying the spirits company didn’t make promised investments in his vodka and tequila brands and treated them as inferior “urban” brands. (Photo by Jordan Strauss/Invision/AP, File)

    The Associated Press

    Rapper, producer and entrepreneur Sean “Diddy” Combs sued Diageo Wednesday, saying the spirits company didn’t make promised investments in his vodka and tequila brands and treated them as inferior “urban” products.

    The lawsuit, filed with the New York Supreme Court in Manhattan, says Diageo North America starved Combs’ Ciroc vodka and DeLeon tequila brands of resources even as it showered attention on other celebrity brands. Diageo bought actor George Clooney’s Casamigos tequila brand for $1 billion in 2017, for example.

    Combs, who is Black, said Diageo leadership told him his race was one of the reasons it limited distribution to urban neighborhoods. He was also told that some Diageo leaders resented him for making too much money, according to the lawsuit.

    “Cloaking itself in the language of diversity and equality is good for Diageo’s business, but it is a lie,” the lawsuit said. “While Diageo may conspicuously include images of its Black partners in advertising materials and press releases, its words only provide the illusion of inclusion.”

    Combs’ relationship with Diageo dates to 2007, when the London-based company — which owns more than 200 brands, including Guinness beer and Tanqueray gin — approached Combs about Ciroc.

    In a statement, Diageo denied allegations of racism.

    “This is a business dispute, and we are saddened that Mr. Combs has chosen to recast this matter as anything other than that,” the company said in a statement. “While we respect Mr. Combs as an artist and entrepreneur, his allegations lack merit, and we are confident the facts will show that he has been treated fairly.”

    In the lawsuit, Combs said he intends to seek billions of dollars in damages in other legal proceedings against Diageo.

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  • Yeezy shoes are back on sale — months after Adidas cut ties with Kanye West

    Yeezy shoes are back on sale — months after Adidas cut ties with Kanye West

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    WASHINGTON — Some of Adidas’ remaining Yeezy shoes are back on sale — months after the German sportswear company cut ties with Ye, the rapper formerly known as Kanye West.

    Adidas ended its yearslong partnership with Ye in late October, in light of his antisemitic remarks and other harmful behavior. In the months that followed, the fate of 1.2 billion euros ($1.3 billion) worth of unsold Yeezys remained unknown — until earlier this month, when Adidas CEO Bjørn Gulden announced the company would be selling a portion of the remaining inventory and donating some of the proceeds to social justice organizations.

    The first batch of Adidas’ remaining Yeezys went on sale Wednesday. At this time, the sneakers appear to be available through Adidas’ app “Confirmed,” according to the retailer’s website. Part of the profits will be donated to organizations including the Anti-Defamation League and the Philonise & Keeta Floyd Institute for Social Change, Adidas says.

    Wednesday’s release marks the first time that Adidas has sold Yeezys since the partnership termination in October. The Yeezy products up for sale will include already-existing designs as well as those that were initiated in 2022 and set to be released in 2023, Adidas previously noted.

    “We believe (selling and donating these Yeezys) is the best solution as it respects the created designs and produced shoes, it works for our people, resolves an inventory problem, and will have a positive impact in our communities,” Gulden said in an May 19 statement.

    At a May 11 annual shareholder meeting, Gulden explained the company made the decision to sell and donate Yeezys after speaking with nongovernmental organizations and groups that were harmed by Ye’s comments and actions.

    Some details of Adidas’ plans are still unclear — including how many Yeezys will eventually go on sale and what portion of sales will be donated. The Associated Press reached out to Adidas for further information on Wednesday.

    Cutting ties with Ye cost Adidas hundreds of millions of dollars — contributing to a loss of 600 million euros ($655 million) in sales for the last three months of 2022, which helped drive the company to a quarterly net loss of 513 million euros.

    Adidas reported 400 million euros ($441 million) in lost sales at the start of 2023, the company announced earlier this month.

    Net sales declined 1% in the first quarter, to 5.27 billion euros, the company said. It reported a net loss of 24 million euros, a plunge from a profit of 310 million euros in the same period a year ago.

    Operating profit, which excludes some items like taxes, was down to 60 million euros from 437 million euros a year earlier.

    Meanwhile, investors also filed a class-action lawsuit against Adidas in late April, alleging the company knew about offensive remarks and harmful behavior from Ye years before terminating its pact with him. Adidas has pushed back on the allegations.

    _________

    AP Business Writer David McHugh in Frankfurt, Germany, and AP Retail Writer Anne D’Innocenzio in New York contributed to this report.

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  • This Former Convict Is on a Mission to Inspire Greatness | Entrepreneur

    This Former Convict Is on a Mission to Inspire Greatness | Entrepreneur

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    On his show “Action and Ambition,” (streaming on EntrepreneurTV), host Andrew Medal has spoken with the likes of Floyd Mayweather, Jr., Nipsey Hussle and Damon Dash to learn the backstories, mindsets, and actions of the world’s most ambitious people.

    On Wednesday, 5/31, join EntrepreneurTV’s director of programming Brad Gage as he chats with Medal about what he has learned from his most inspiring guests. Plus, listen in for Medal’s uncensored insights on how he was able to overcome his own troubled criminal past and find success as a tech entrepreneur, author, angel investor and proponent for prison reform. This is not a conversation to be missed.

    What time does it start?

    Time: Wednesday, 5/31 at 1:30 pm EST

    Where can I watch?

    Watch and stream: Youtube, and LinkedIn.

    You can watch on your phone, tablet, or computer.

    Who is the guest?

    Andrew Medal is a self-made millionaire tech entrepreneur, investor, and prison reform advocate.

    He has made 100+ angel investments over the last couple of years, including Yuga Labs, Popchew, One of None, AngelList, Upstream, WAGMI United, Upstream, Swoops, The Sandbox, ALT, Collectable, Acquire, GreenPark Sports, Wilder World, Gan Controlled Football, Nameless, Nifty Games, and others.

    In addition to his video show on Entrepreneur, he also hosts the Action and Ambition podcast, highlighting triumphant founder stories.

    He is most known for his prison reform work with The Last Mile and other prison-focused charities. His personal experience in prison, as a troubled youth, led him to become a catalyst for change once released and out of the American judicial system. His story of triumph has inspired millions and is currently working on a program to teach troubled youth how to become successful entrepreneurs.

    About EntrepreneurTV

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

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    Entrepreneur Staff

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  • Andy Hooper of Hart House on Pioneering a Plant-Based Revolution | Entrepreneur

    Andy Hooper of Hart House on Pioneering a Plant-Based Revolution | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In the ever-evolving landscape of the restaurant industry Hart House is committed to creating a space where plant-based food options are more accessible to all.

    “This is plant-based food for the people…” Hart House CEO and co-founder Andy Hooper tells host Shawn Walchef of CaliBBQ Media. “…an opportunity to take food that is objectively delicious in its own right that just so happens to be made from something different than it’s normally made from.”

    Hart House is an innovative quick-service restaurant concept founded by Kevin Hart and partners. The company is committed to the future of food, as well as the overall wellbeing of its customers.

    “I founded Hart House to create a good experience that combines the joy of coming together over food, with the power of purpose,” Kevin Hart said on the Hart House website.

    Drawing inspiration from renowned restaurant brands, CEO Andy Hooper envisions a melding of their successes with a goal of creating a job structure that empowers individuals managing Hart House units. Therefore offering them real equity and the opportunity to thrive.

    “What would it look like if we took the best of Chick-Fil-A, the best of Outback’s Managing Partner program, the best of what Darden (Restaurants) has done to build their brand with full service over time. The best of what Cheesecake Factory did with their single unit operators.

    “And rolled that all into a job that gave real equity to the people managing these units?” says Hooper. “Thinking about it more as an investment thesis than a cost management approach.”

    This employee facing experience aligns seamlessly with Hart House’s overarching mission to create a space that is both hospitable to customers and serves the employee.

    Andy Hooper recognizes that a restaurant’s success transcends its physical offerings. Taking cues from industry giants like McDonald’s, Hooper understands that building a lasting brand necessitates careful consideration of every detail that contributes to the broadest possible appeal.

    With Hart House, the team is aiming to embrace the investment thesis that emphasizes the long-term benefits of cultivating a skilled, dedicated, and motivated workforce.

    Hooper’s pursuit of his vision was amplified when he met with multi-hyphenate entertainer extraordinaire and health enthusiast Kevin Hart. During this initial meeting, Hooper posed an important question to Kevin.

    “Candidly, my first question was, why do you need this?” he recalls. “Restaurants, as you know well, are not exactly a get rich quick scheme, especially for somebody who honestly probably has more to lose than to gain, at least on the surface. My question was like, why?”

    Luckily, Hart’s answer aligned with Hooper’s vision and the two set the wheels in motion for what would become Hart House.

    As we witness the birth of a new level of accessibility in plant based foods, the possibilities for both customers and employees in the realm of hospitality are expanding.

    Hart House stands as a testament to Hooper, Hart, and team’s audacity and unwavering dedication to creating a paradigm shift in the restaurant industry and usher in a new era of quick-service food.

    ***

    ABOUT RESTAURANT INFLUENCERS:

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

    Toast — Powering Successful Restaurants. Learn more about Toast.

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    Shawn P. Walchef

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  • 4 Strategies to Empower Women in the Workplace | Entrepreneur

    4 Strategies to Empower Women in the Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In today’s competitive business landscape, diversity and inclusion are more important than ever. Why? A diverse workforce fosters innovation and creativity, contributing to a more equitable and inclusive society while also allowing your business to pivot and remain flexible in a constantly changing environment.

    As co-founder and chief innovation officer at Cymbiotika, I’m proud to be a leader in this effort and I’ve made it my mission to empower the women on our team and advocate for gender equality. Using these strategies at my own company has helped create a work environment that empowers our women team members to lead more successful lives, both personally and professionally. Adding them to your own business’s strategies can help you do the same.

    Related: 3 Ways to Empower and Inspire the Next Generation of Women Leaders

    1. Nurture growth and development through mentorship

    Nurturing my team’s growth and development — particularly the incredible women among us — is a responsibility I not only wholeheartedly embrace but also take very seriously. Mentorship uplifts and empowers women, helps them better recognize their own innate power and potential, guides them to tap into their unique strengths to reach their career goals and develops them into confident leaders who are ready to inspire others, creating a cycle that brings us closer to a more equitable future.

    Have you had a mentor who supported you in your growth as a business leader? Maybe you have one today. Mentoring holds a profoundly significant place in my own personal and professional development.

    Note your own personal mentoring style and get to know the benefits of that style (and any potential disadvantages). My personal mentoring style is gentle, as my goal is to provide guidance, encouragement, and advice to help my mentees more gracefully navigate the incredible variety of challenges and opportunities they are likely to encounter in the workplace. If you are also dedicated to creating a nurturing environment where women can grow and thrive, providing mentorship opportunities to your team is the best place to start.

    2. Foster growth through connections

    We all need a safe haven to share stories and connect on a deeper level. Workshops and other team-building events and gatherings are a great way to bring women together and help cultivate a culture of trust, inclusivity and empathy so that women can uncover their common ground, connect and develop deep and meaningful relationships with people they otherwise might not have had the opportunity to meet.

    In addition to helping women bond with their teammates and build camaraderie, these uplifting workshops and events also serve as a vibrant platform for personal and professional growth, and participation in these activities presents women with a golden opportunity to develop new skills, broaden their networks and inspire one another by sharing valuable life lessons.

    3. Cultivate a culture of support and inclusivity

    There is immense value in providing women with opportunities to develop their talents and skillsets by making internal hiring and growth a priority. A more inclusive environment helps ensure all employees that they are valued, respected and genuinely supported.

    Encourage open communication and collaboration among team members to foster a warm and uplifting environment. By investing in the professional development of your employees and equipping them with the necessary resources and opportunities to enhance their skills and knowledge, such as training programs, workshops and seminars, employees will not only see your company’s commitment to their success, but they are also more likely to achieve their full potential.

    Related: Don’t Just Sit At the Table, Flip It. A Reflection for Women Entrepreneurs.

    4. Become a champion for equality and social change

    As a business owner, you have a powerful platform to promote policies that support women’s rights. What are you passionate about? Your passion can help guide you toward meaningful initiatives for both your organization and you personally to support.

    For example, I’m a passionate advocate for promoting women’s leadership, and I demonstrate that passion in tangible ways by supporting policies that enhance women’s health and wellness, such as Helping Hands for Afghans, a nonprofit agency I founded that benefits Afghan refugees as they resettle into their new lives. Through advocacy and philanthropic work, my company becomes a more supportive and inclusive environment for women to achieve their goals.

    Investing in your team and creating a more supportive and inclusive environment for women gives them room to grow and achieve goals both in and out of the work environment. By championing policies that promote gender equality and using your platform to raise awareness about crucial issues, you can help contribute toward a more equitable and just society.

    Making mentorship, professional development opportunities and advocacy a part of your business’s culture is the key to empowering women — or any other historically disadvantaged or underrepresented group — in the workforce.

    What change can you make today to make your business a more inclusive and empowering place to be?

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    Durana Elmi

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  • We Need to Talk About Black Vernacular and Dialect Bias in The Workplace | Entrepreneur

    We Need to Talk About Black Vernacular and Dialect Bias in The Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    African-American Vernacular English (AAVE), also known as Black Vernacular English (BVA) or ebonics, is a historic American English dialect that millions of people speak. It’s a part of our cultural DNA and is a blend of words and ways of speaking rooted in various African cultures as well as the English spoken in Southern U.S. states, with additional contributions from Creole.

    This way of speaking has long had negative connotations associated with it. People who speak AAVE are often seen as uneducated and not a cultural fit in workplaces managed by the dominant culture. Many Black people are penalized for a way of speaking that’s deeply rooted in this country and yet, despite their education, accomplishments and accolades, speaking AAVE can significantly diminish their professional prospects.

    This shouldn’t be the case. Speaking a different dialect should not negate the professional impact, skills and value that a worker brings. Companies that claim to support diversity, equity, and inclusion (DEI) while simultaneously discriminating against language or dialect should reconsider their stance on the topic.

    I am working to change that. I help organizations break barriers and integrate DEIB into their business frameworks with a human-centered approach. I will share how organizations like yours can be more conscious about language and dialect bias to do better on their DEI and inclusion goals.

    Hire for a culture “add,” not a culture “fit”

    Many individuals who speak AAVE are often dismissed in the job interview process because they don’t seem like a good cultural “fit.” I’ve discussed the dangers of hiring for culture fit before, but it’s worth noting that language or dialect should not invalidate a person’s ability to contribute, add value or participate in work life.

    Instead of assuming the status quo is the ideal culture in the company, consider the very real possibility that having folks who speak AAVE or another dialect or language on the team can truly “add” to the company culture. For example, perhaps someone speaking AAVE can bring a new perspective to company projects or dialogues. Or perhaps they can connect with diverse partners and stakeholders in a way that the dominant culture hasn’t previously found successful. Think outside the box about how someone’s language or dialect can actually enhance your company culture instead of “fit” into it.

    Related: Avoiding the Sea of Sameness: How Hiring for Culture Improves DEI

    Never judge a book by its cover

    Although people who speak AAVE are often described as “ghetto,” “loud,” or “aggressive,” it’s often a misconception. A prime example is Angel Reese, a Louisiana State University basketball player who has skyrocketed in popularity in recent weeks. She’s had to face dialect and gender bias in the public eye.

    Angel said, “I’m too hood. I’m too ghetto. I don’t fit the narrative and I’m ok with that. I’m from Baltimore where you hoop and talk trash. If I was a boy, y’all wouldn’t be saying nun at all.” Angel was referring to a culture of basketball that has a double standard for women, specifically for women who speak like her. While some are considered “ladylike” in the sport, others are called something very different.

    Apply this same logic to the workplace. If a worker doesn’t speak exactly like another colleague who represents the norm of the workplace culture, will they still be accepted and feel a sense of belonging? Why should language or dialect stand in the way of someone belonging in the workplace or prevent them from getting hired at all?

    DEI extends beyond skin and gender. Dialect and language should not create a hostile atmosphere where Black workers are undervalued, demeaned or held down at lower rungs in the organization because of the way they speak.

    Related: Hire Like a Diversity Expert: 5 Key Qualities of Inclusive Employees

    Bias against people who speak AAVE hurts organizations, too

    Did you know the fastest-growing entrepreneurial demographic in the United States is Black women? Black women aren’t waiting for organizations that exhibit bias in their company culture to accept them — they’ve moved on to building their own empires.

    Organizations that consciously or unconsciously bias their employee pool based on the dialect of English the applicant speaks are losing out in the end. As mentioned, dialect does not equate to intelligence, talent or value. Choosing not to hire a qualified candidate because they speak AAVE only pushes them to take their talents elsewhere which can often leave organizations at a deficit in terms of intellect, innovation and growth.

    In this sense, bias not only hurts the person who experiences it, but it hurts organizations, too. This type of bias holds everyone back. So, why not remove the barrier to access, create more empathy and understanding of the various cultures that live within the United States, and see candidates through the lens of value, character and contribution?

    Related: 5 Qualities of Black Excellence Overlooked in the Workplace

    Final thoughts

    Organizations are losing out every time they pass over a candidate that speaks a dialect of English that is not the cultural norm. Race, gender, ability and other identifiers are all seen as important parts of DEI that add to organizational growth and innovation. But why are dialect and language left out?

    The people who experience some of the most bias are those who don’t look or speak like those in the dominant culture. Sticking to the norm is not always the best or only way. I invite organizations to expand their definition of belonging and value and to create increased awareness around dialect bias.

    Human Resources and other groups involved in the hiring process and people management functions should put into place bias guardrails that push on hiring managers who may be discriminating against potential employees based on their dialect of English. The financial and cultural costs are too high to ignore. AAVE is English and should be valued and seen as such within institutions.

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    Nika White

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  • How the Glass Cliff Is Designed to Hold Women Back at Work | Entrepreneur

    How the Glass Cliff Is Designed to Hold Women Back at Work | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    You’ve probably heard of the glass ceiling when it comes to women in the workplace, but the “glass cliff” is just as harmful.

    Whereas the glass ceiling is a metaphor for the barrier women face in the workplace, the “glass cliff” builds on that idea — it’s the phenomenon in which female executives are only given leadership roles in seemingly impossible situations like crises, economic collapses or negative public relations incidents. Women are seen as the right choice to clean up a mess, but not to lead when times are good. Even today, there are recent examples of this including Marissa Mayer‘s tenure at Yahoo, Jill Soltau‘s time overseeing the collapse of J.C. Penney, Peggy Johnson at Magic Leap and Heyward Donigan at Rite Aid.

    The glass cliff phenomenon is further backed by academic research:

    • Researchers at the University of Exeter found that women are more likely to be appointed as CEOs in companies that have performed poorly in the past, compared to men.
    • Columbia Business School found that women are more likely to be appointed to leadership positions in companies that are in crisis, compared to men. The study also found that women are less likely to be appointed to leadership positions in companies that are performing well.
    • McKinsey & Company consistently finds that women are underrepresented in leadership positions across industries, with only 38% of manager-level positions being held by women.

    These statistics demonstrate the existence of the glass cliff phenomenon, which can set women up for failure in leadership positions due to the difficult circumstances they are often appointed under.

    How do you spot a potential glass cliff situation and what do you do to prevent it from happening at your organization?

    Related: 6 Ways to Better Support Women in the Workplace

    Pay attention to when and how women are promoted

    More often, women are promoted in situations that are less attractive to the majority group (often men). These could be situations where despite the best effort, chances of success are low.

    If women are promoted in roles that feel more challenging than the roles that men are often promoted into, you might have a problem. This is especially important for leaders to pay attention to and address. Keep your radar up for potential glass cliff situations and ask if this were a man, would we approach this the same way?

    Amplify the experiences of women in your network

    Often, women are not given credit for their work equitably to men. Watch out for missed opportunities to give women leaders the credit they deserve for their good work. Make sure that their performance is incrementally rewarded with pay and promotional opportunities similar to men’s. You can measure promotion rates of genders and see how it compares to industry standards. Most commonly women are promoted at 86% of the rate that men are promoted based on equal merit. McKinsey & Company calls this the “broken rung.”

    Set goals to increase the representation of women in leadership

    Once you’re paying attention and measuring promotion rates, it’s important to set goals — not quotas. Quotas can create a zero-sum game mentality where men feel like women are only promoted based on their gender. Goals create a win-win opportunity. As women advance, so do profitability and opportunities for all genders.

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

    Develop objective leadership selection criteria

    Begin by clearly defining the role you are hiring for, including the responsibilities, expectations and qualifications needed to succeed in the position. This will help you identify the specific skills and traits you are looking for in a candidate. Then, identify the key competencies that are essential for success in the role as well as performance indicators.

    Consider using validated assessments, such as personality tests or cognitive ability tests, to measure a candidate’s abilities objectively. These assessments can provide insight into a candidate’s strengths and weaknesses and help you make more informed hiring decisions. Be sure to review the criteria you have developed to ensure that they are fair, relevant and unbiased. Consider involving a diverse group of stakeholders in the review process to ensure that different perspectives are taken into account.

    Ensure balanced interview and interviewee slates

    For any open leadership position, it is critical to have a sourcing strategy that ensures you are reaching a diverse pool of candidates. This may involve using job boards, social media, networking events, employee referrals and other channels to attract a wide range of applicants. Screen candidates objectively by using the objective selection criteria you have developed. This will help ensure that all candidates are evaluated based on the same set of standards rather than by outdated gender biases.

    Some organizations screen resumes to remove any identifying information, such as names, addresses and schools, to reduce the potential for bias in the hiring and promotion processes. Be sure to Interview a diverse slate of candidates and mirror diverse representation with interviewers to attract a range of perspectives and experiences.

    Remove systemic gender biases

    The maternal wall is the largest area of gender bias against women where people assume women are caregivers and men are providers. This results and decreased opportunities for women and often the prime years of their careers.

    Start by recognizing and addressing biases related to caregiving responsibilities, such as assuming that women are more likely to take time off for caregiving or that men are not interested in or capable of taking on caregiving responsibilities. While this gender stereotype may be true often, workplace dynamics and family roles are shifting.

    Related: To See More Women in Leadership Roles, Here’s What Needs to Happen

    What to do as an ally

    You might be thinking this is great, but I’m just an individual contributor or one person in a massive organization. What can I do to influence change?

    Consider these ideas:

    • Challenge your leadership team to be accountable for gender issues in the workplace
    • Question promotional decisions that put women in more challenging circumstances where success is unlikely
    • Mentor, sponsor and advocate for women (especially women of color) that are more marginalized so that they are proactively equipped to lead when opportunities become available

    With the percentage of female CEOs leading corporate America at just 10%, we can do better. The glass cliff prevents women from being effective leaders and can hurt future generations’ chances of increasing representation. Learn how you can spot the glass cliff and how to prevent it from occurring in your organization. Collectively, our actions matter as allies.

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    Julie Kratz

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