During the executive session for FX at TCA, John Landgraf was presented with many questions, but when the question of diversity and inclusion of women in FX’s development pipeline came up from a very passionate TCA member, Landgraf presented some receipts in the form of graphs and charts to illustrate the progress of the network’s effort to include more women and people of color involved in their programming.
When it comes to FX’s diversity effort, Landgraf said that they have made the promise to present a report card of the progress at every TCA — and he points out that its a gradual process. “You have to care about it,” said Landgraf when it comes to diversity. “You have to value the idea; you have to care about who you’re hiring.” (read more)
ilson Cruz, a co-star in the new Hulu animated children’s series “The Bravest Knight,” describes the show’s dad couple this way: “We’re not explaining homosexuality, or same-gender sexuality. We’re talking about the love of a family.”
His words and those of his fellow Hulu father, T.R. Knight, speak loudly about the state of LGBTQ representation in TV fare for kids, a segment of media that has been broadening story lines over the last several years to include a range of non-binary characters.
“It’s these parents that love her and care about her. That’s it,” Knight told The Associated Press in a recent joint interview with Cruz, referring to their cartoon daughter, Nia, a brave knight-in-training.
Seeing same-sex parents, gay marriage and general expressions of romantic non-binary affection is something the 46-year-old Knight wishes he had been exposed to growing up in Minneapolis.
“You feel starved, and you feel lonely, and that depression and that loneliness, it ain’t healthy,” he said. (read more)
“I sat in the customer lounge, I listened to all the customers, what their complaints were. Honestly, most of the customers were OK with the way things worked,” said Thomas, who is now the store’s operating partner. “So I said, ‘Man, if I come in, and I can do the things I want to do, and if they’re comfortable with this, what can I do if I bring my own philosophy into this, and make the improvements that I want? These will be customers for life versus people that tolerate because this is the closest place.’ ”
A turnaround occurred under a new ownership team comprising Thomas along with longtime dealer Eddie Hall Jr., his son Eddie III and their partner, Steve Whitener, of Hall Automotive Group. Northland is the Hall group’s fourth store, and the only African-American owned Chrysler dealership in the Detroit area. Thomas and the Halls are black; Whitener is white. Blacks make up 79 percent of the people in Michigan’s largest city, according to U.S. Census data.
Despite CBS programming chiefs on Thursday touting strides with diversity in front of and behind the camera of their scripted series, they continued to come under fire by the TCA press corps for mismanaging inclusivity on the network’s reality programs like Big Brother and Survivor.
One press member today specifically called out the situation of Kemi, an African-American woman on Big Brother, who in the wake of being eliminated from the show claimed series producers tried to goad her into playing the part of a sassy black woman. The reporter also reminded CBS Entertainment president Kelly Kahl and SVP Programming Thom Sherman about Survivor contestant Julia Carter’s 4,600-word essay on her experience during Season 38, which entailed a racial slur being used on the first day and the backlash she received after discussing exclusion in the first four episodes. (read more)
Last month, fashion house Chanel appointed its first head of diversity and inclusion. Announcing the hire, the French brand said it hoped to provide “momentum” for its “existing diversity and inclusion approach.”
The move marked Chanel’s entry into a new race in the world of luxury fashion: the race to hire more diverse talents, and thus lessen the chance of becoming the latest brand to alienate potential customers with racially or culturally insensitive gaffes.
About two weeks later, Gucci then appointed
a new global head of diversity, equity and inclusion in order to “create a more inclusive and equitable workplace and increase workforce diversity.” Prada and Burberry, too, have created a similar position in recent months.
These announcements all appear to be part of the fashion industry’s response to accusations that it’s out of touch with customers and society at large.
In the past year alone, Gucci has come under fire for retailing a $790 turban
, a garment with religious significance for Sikhs; Dolce & Gabbana was accused of racism
after it portrayed a Chinese model attempting to eat Italian food with chopsticks; and Burberry was accused of glamorizing suicide after it presented a hoodie
featuring an elaborate knotted drawstring that resembled a noose. Meanwhile, Prada merchandise
and Katy Perry shoes
have both blithely referenced blackface caricatures. (read more)
Building a successful company today means more than just moving fast, breaking things, and gobbling up market share. Success is increasingly dependent on hiring the right engineers and making sure to create an environment where they are motivated to contribute and thrive.
This means recognizing that companies must be attuned to managing a host of factors in any corporate workplace, so the good days for any one employee outnumber the bad.
“A bad day for an engineer is a day when something is breaking and they have to stay up all night and fix it,” said Christine Heckart (pictured, left), chief executive officer of Scalyr Inc. “A good day for an engineer, a human being, is the day they get to go home and have dinner with the family.”
Heckart spoke with John Furrier (@furrier), host of theCUBE, SiliconANGLE Media’s mobile livestreaming studio, in Palo Alto, California. She was joined by Bhawna Singh (pictured, center), vice president of engineering at Glassdoor Inc., and JP Krishnamoorthy (pictured, right), senior vice president of engineering at Coupa Software Inc. They discussed the importance of managing technical debt, expansion of the engineering community beyond company walls, creating peer learning opportunities, coordination of work as firms expand into remote locations, and the need to address diversity issues in the workplace (see the full interview with transcript here).
For some time, the misrepresentation of women in technology-related fields has proliferated the industry. Research from Stanford, assessing 84-on-campus recruiting sessions for graduating STEM students over two years, illuminated that women with STEM (science, technology, engineering, or math) degrees are dramatically less represented in tech jobs compared to their male counterparts. The research signified the stark differences in perceived openness of these climates in relation to welcome varying perspectives and needs of those not representative of the current majority.
Additionally, this proliferation has continued to hold true in the entrepreneurial space for women-led tech companies. On average, only 10% of funding globally goes to women, and roughly .2% has gone to Black women-led ventures. The misrepresentation of women populations in the tech and tech entrepreneurial realm is very important for consideration due to the major impact that a lack of equality can have on societal prospects for living, working, and performing in an economic environment that thrives with regard to diversity of thought, voice, gender, orientation, and race.
One organization at the helm of changing this dialogue is Women Who Tech, a nonprofit organization, with the vision of transforming the world and inspiring change by bringing together women breaking new ground in technology. Women Who Tech is notorious for shifting the paradigm. They led what the nonprofit calls “telesummits,” with some of the most renowned and thought-provoking women startup investors like Joanne Wilson and entrepreneurs Arianna Huffington, Rashmi Sinha—co-founder of SlideShare, and more. In 2015, the organization launched the Women Startup Challenge program to showcase and fund women founders in partnership with Craig Newmark, founder of craigslist and Craig Newmark Philanthropies. (read more)
For decades, efforts to grow the game of golf have fallen short of making a significant impact in underrepresented communities. Initial efforts made by the PGA of America were primarily focused on creating monthly, nationwide promotions designed to attract newcomers to PGA Professional-affiliated facilities, such as PGA Family Golf Month. While these programs were worthwhile in terms of giving consumers a taste of golf, something was missing. Namely, an ability to track these consumers and actively bridge them into the game.
“For many years, improving diversity in golf has been focused on player development programs,” said Sandy Cross, PGA of America Chief People Officer. “That wasn’t enough. Those programs are part of the solution, but we have come to understand that we need to work on changing the workforce as a key priority. It is a long journey, but raising awareness of the many careers available in the vast golf industry is the best path to improving diversity.” (read more)