The first mainstream feature film funded and produced entirely by Native American. Starring Valerie Red-Horse, Irene Bedard, Kimberly Norris Guerrero.
Naturally Native follows the lives, loves, pain, joy and relationships of three sisters as they attempt to start their own business. Of American Indian ancestry, but adopted by white foster parents as young children, each sister has her own identity issues and each has chosen a very different career path.
Now dedicated to starting a Native cosmetic business, they attempt to overcome obstacles both in the business world and in the home. A touching love story of family and culture, Naturally Native also interweaves a subtle, but strong wake-up call regarding the treatment of Native people in corporate America. Naturally Native also provides some insight into tribal infrastructure and gaming issues. (read more)
Bed Bath & Beyond Inc. has announced that Mary Winston, a seasoned public company executive who recently joined the Bed Bath & Beyond Board of Directors, has been appointed Interim Chief Executive Officer, effective immediately.
Ms. Winston is a seasoned executive with significant governance expertise across a broad range of industries, having served on large public company boards and audit committees for many years. She has a strong background in all aspects of finance and accounting, as well as experience in M&A, corporate strategy, cost restructuring programs, corporate governance/compliance, and investor relations/communications.
Among other roles, she has served as Executive Vice President and Chief Financial Officer at Family Dollar Stores Inc., Senior Vice President and Chief Financial Officer at Giant Eagle, Inc., Executive Vice President and Chief Financial Officer at Scholastic Corporation, Vice President and Controller of Visteon Corporation and Vice President, Global Financial Operations at Pfizer Inc. in the Pharmaceuticals Group. She started her career as a CPA and auditor at Arthur Andersen & Co. (read more)
I love those nerdy Pew Research Center surveys because they provide such fascinating snapshots of how conflicted and confused Americans are on a host of issues.
The latest one is on American attitudes about racial and ethic diversity, and the section on workplace diversity should strike a chord with those in the legal profession.
How does your firm compare on diversity? Where are your competitors’ strengths and weaknesses with Diversity? Use Legal Compass to compare firms on key metrics of race and gender diversity, and find out which firms are Mansfield Certified.
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In a nutshell, Pew finds that a majority of Americans believe diversity is a worthwhile goal, but ”few endorse the idea of taking race or ethnicity into consideration in hiring and promotions.”
In other words, we like diversity in theory but just don’t want to tinker directly with the hard, messy stuff—which, of course, is race and ethnicity.
First, let me list some of the relevant findings from this survey of 6,637 adults in the United States (Pew notes that Asian responses are not broken out separately because of their small sample size): (read more)
Roughly one year ago, Priyanka Chopra Jonas spoke about her fearlessness in the face of adversity, especially when it comes to her career. “Ambition has no color,” she told me at the Forbes Women’s Summit. “It has no language. It has no border or country. Ambition is pure ambition. And I have it.”
The actress, producer & activist’s latest project falls right in line with that statement—and she wants to bring others on that journey alongside her. Chopra recently announced a collaboration with Obagi, a medical grade skincare product, on its new Skinclusion campaign, which encourages people around the world to recognize and address hidden or unconscious bias, specifically those surrounding skin tone. (read more)
Artificial Intelligence (AI) is sometimes heralded as a panacea, able to improve and automate technology in a way that will solve many of our social, business and wellness issues. But AI also has a well-documented diversity problem, one that can limit the potential of its usefulness or – worse – amplify the implicit biases that are present in our world today.
A recent report from the AI Now Institute found that 80% of AI professors, 85% of AI research staff at Facebook, and 90% of those staffers at Google are male. Further, people of color make up only a small fraction of staff at major tech companies.
This shortfall in diversity can lead directly to shortcomings in the resulting technology. For example, Amazon recently ceased using an AI-powered tool for hiring that was unwittingly slanted against minorities. The more women and minorities on these AI research and development teams, the more powerful and robust the technology they will produce. (read more)
Robert F. Smith was giving the commencement address to the graduating class of Morehouse College when he made a surprise announcement: He would be paying off the student loans of the roughly 400 graduates.
It was just the latest substantial gesture from Mr. Smith, the richest black man in America, who until just a few years ago was practically unknown.
Here’s what you need to know about him:
■ Mr. Smith has amassed a fortune that Forbes estimates to be worth $5 billion by founding Vista Equity Partners, a private equity firm that focuses on buying and selling software firms.
■ Vista has about $46 billion in assets under management, according to Forbes. The company is privately held and does not publicly report its results, but it is believed to be one of the best-performing firms in the country, with annualized returns of more than 20 percent since its founding. (read more)
A series of interviews with creative and marketing innovators changing the business landscape at the 2019 Cannes Lions Creativity Festival: Adrianne C. Smith, Founder “Cannes Can: Diversity Collective” and Managing Partner, Vision Corps Media Group.
Bruce Rogers: Tell us about the “Cannes “Can: Diversity Collective” and how it came together?
Adrianne Smith: I’ll answer that by going back a bit to help put this initiative into context. My background is in advertising and marketing. I started at Leo Burnett in Chicago many years ago where I worked on the Kellogg’s account. Once I left there I came to New York and started working in sales and advertising for a black-owned television syndication sales company which licensed movies from movie studios and then repackaged them with “wrap-arounds” featuring Hollywood icons Ossie Davis and Ruby Dee under the African Heritage Network. This was an opportunity for people who had not seen some of the old great black movies and other video content that were just sitting on studio shelves. It was also the birth of one of the most successful minority owned television syndication sales companies. (read more)
We hear a lot about diversity, equality and inclusion, and with good reason. Our society has come a long way, but more needs to be done for the American workforce to truly reflect the multicultural makeup of America.
Despite the nationwide push for enhancing diversity and inclusion in the workplace, the financial advice industry is one of the least diverse fields. The U.S. Bureau of Labor Statistics reports that only 5% of the 537,000 Americans employed as personal financial advisers last year were African-American, with Asians and Latinos accounting for 6.9% and 6.6% of our country’s advisers, respectively.
At first thought, an obvious solution to the lack of diversity in a financial advisory practice might appear to be to hire a chief diversity officer (CDO). Many companies in different industries brought CDOs into their businesses after the creation of the Office of Minority and Women Inclusion (OMWI) in the Dodd-Frank Act. The OMWI was established to monitor and assess the diversity practices and policies at entities regulated by eight federal agencies, including the Securities and Exchange Commission. (read more)