Friday, November 21, 2014

“Diversity Issues in Higher Education” Conference Tackles Critical Issues for Social Change

"We need a collective understand of diversity to create actions that positively change our environment," said Sophie Howlett, Ph.D., Associate Vice President for Learning Support and Director of Accreditation and Assessment at Kean University, during the opening remarks at the Diversity Issues in Higher Education conference on November 14.

Titled "The Changing Face of Diversity: Poverty, Education, Immigration, and Race," this 14th annual event drew an audience of more than 150 students, faculty, administrators, and corporate leaders who explored diversity challenges across public and private sectors.

Please read full article here

UCLA Approves Diversity Course Requirement

The University of California at Los Angeles Academic Senate has voted, 85-to-18, to approve a plan to require all undergraduates in the primary undergraduate college at UCLA to complete at least one course in a diversity topic. The idea of a diversity requirement has been debated for years at UCLA, and has been previously voted down.

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RiseSmart® Named One of San Francisco Bay Area’s 101 Best &

RiseSmart, the leading provider of career transition services, was recently named one of San Francisco Bay Area’s 101 Best and Brightest Companies to Work For®. The award, given by the National Association for Business Resources (NABR), identifies organizations that demonstrate a commitment to excellence in human resources practices and employee enrichment. This accolade reflects RiseSmart’s dedication to creating the best possible work environment for its employees.


This is one of many accolades RiseSmart has garnered because of its exemplary workplace. The company was recently named a Great Rated! Company by Great Place to Work and earned a spot on the Bay Area News Group’s Top 100 Workplaces in the Bay Area list. Additionally, RiseSmart won the 2014 Leadership 500 Award, was named a Champion of Diversity by the American Association for Affirmative Action and is a three-time winner of the Silicon Valley/San Jose Business Journal and San Francisco Business Times’ Best Places to Work award.

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Monday, November 17, 2014

Research Universities Will Conduct Sex Assault Survey

The association representing the nation’s leading research universities said Friday that it planned to develop and administer a sexual assault climate survey for its members, in part to fend off efforts in Congress to mandate such surveys. The Association of American Universities said that it had hired a research firm to design a survey that its 60 U.S. member institutions may choose to have conducted on their campuses next April. The group plans to then publicly report the “cumulative results” from those surveys.

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Sunday, November 16, 2014

Sam Maiden to be New Director of Office of Federal Contract Compliance Programs (OFCCP) Southeast Region

OFCCP Director Pat Shiu has appointed Sam Maiden the new director of OFCCP’s Southeast Regional Office.  He will take the reins on December 14 and will oversee a region including four district offices and seven area offices in Kentucky, Tennessee, Mississippi, Alabama, Georgia, Florida, North and South Carolina.

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Inequality, Affirmative Action, Guns Top Issues Among Asians

With strong opinions on income inequality, affirmative action, and guns, Asian-Americans voters can no longer be seen as a limited issue group, according to the results of a multilingual poll by AAPI Data.

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Friday, November 14, 2014

Court Won't Reconsider University of Texas Affirmative Action Program

  The courts will not reconsider the use of race as a factor in admissions at the University of Texas, Newsradio 1200 WOAI reports.

  In a brief decision released today, the Fifth Court of Appeals in New Orleans rejected what is called an 'en banc' hearing to reconsider a ruling by a three judge panel earlier this year that the 'limited' use of race is appropriate to create a 'diverse' student body.

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Affirmative action should be viewed in global context

Affirmative action won’t be around for much longer, ” said one of our professors twenty years ago, advising against writing a dissertation on this topic. The United States Supreme Court’s Schuette decision earlier this year reinforces this common perception.

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Affirmative (Re)Actions to racially-based admissions policies

Benefactors of affirmative action spoke on Wednesday night about their experiences and complicated relationship with the topic at an event entitled, “Affirmative (Re)Action.” 

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Affirmative Action Could Go Back to Supreme Court

The issue of affirmative action could be headed back to the U.S. Supreme Court after a federal appeals court refused to reconsider a ruling allowing use of race as a factor in University of Texas undergraduate admissions.

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What Professors Are Thinking

Faculty members may not be flocking to all-online class formats, but they’re using technology and other pedagogies to make their classrooms more student-centered. Faculty members are divided, however, along racial, ethnic and gender lines about the state of diversity and climate at their institutions. And while non-tenure-track professors seem to be getting some advance notice for courses, they’re still denied basic resources with which to do their jobs.

Please read more here

Thursday, November 13, 2014

White House Report : Women and Girls of Color: Addressing Challenges and Expanding Opportunity

[Yesterday]  the White House Council on Women and Girls released a report entitled “Women and Girls of Color: Addressing Challenges and Expanding Opportunity”. This report highlights work the Administration has done over the last six years to reduce barriers to success for everyone including women and girls of color.  From continuing to fight to increase the minimum wage, encouraging women to enter STEM-related fields, providing increased access to health screenings and much more, this report re-emphasizes the Administration’s commitment to helping all women succeed in every area of their lives. A copy of that report is attached.


At 2:00pm EST today, the Council on Women and Girls will host a meeting with stakeholders at the White House to discuss a range of issues that impact girls and women of color -- including those topics featured within the report -- and to hear from a number of stakeholders on the work they have done and are continuing to do on this critical issue.  The event will be livestreamed at ><.



About the Report:

In recent years, on indicators ranging from educational attainment to economic security to health and well-being, women and girls of color have made tremendous progress.  The number of businesses owned by women of color has skyrocketed, and women of color have ascended to the upper ranks of workplaces across industries.  Teen pregnancy rates for girls of color have plummeted, and high school and college graduation rates have risen.


Yet, these achievements may obscure the very real challenges and disparities that persist for women and girls of color.  Girls of color still lag behind in their performance on standardized tests, and they are more likely to be suspended from school.  Women and girls of color still face higher rates of poverty and receive lower wages for their work than their white peers, and they are more likely to become involved in the criminal justice system.  Women of color still have some of the highest rates of heart disease, obesity, diabetes and other serious conditions, and they experience high rates of domestic violence.  And when women are the primary or sole breadwinners for nearly half of all households of color, these disparities do not just affect them, but their families and communities as well.


Further, as President Obama recently noted, women of color “struggle every day with biases that perpetuate oppressive standards for how they’re supposed to look and how they’re supposed to act.  Too often, they’re either left under the hard light of scrutiny, or cloaked in a kind of invisibility.”  When addressing the challenges women and girls of color face – challenges that often lie at the intersection of race and gender – we often fail to fully acknowledge, and account for, this complexity.


President Obama created the White House Council on Women and Girls in the first months of his presidency precisely for the purpose of addressing issues like these.  The Council’s mandate is to ensure that every agency, department and office in the federal government takes into account the needs and aspirations of women and girls in every aspect of their work.  Since it was established, the Council has worked on a number of issues and policies that impact women and girls of color across the country.  Highlights of these initiatives – as well as numerous others across the federal government – are detailed in this report. 


In detailing both the progress we have made and the challenges that still remain, this Report should serve both as a reminder of what is possible and as a call to action to do so much more.


Looking Ahead

Ø  As part of its efforts to address barriers and disparities that still exist for so many Americans and so many women and girls of color in particular, the Council is convening a Working Group on Challenges and Opportunities for Women and Girls of Color.  This Working Group will bring together policy staff from the White House and across federal agencies – as well as experts, leaders and advocates from outside the government – to focus on issues including education, economic security, health, criminal and juvenile justice, violence, and research and data collection.   More information on the Working Group will be released at a later date.


Ø  Consistent with President Obama’s commitment to ensuring that all students have an equal opportunity to succeed, in January, 2015, the Department of Education, the White House Domestic Policy Council, the White House Council on Women and Girls and Georgetown University will convene thought leaders, policy makers, practitioners, researchers, advocates, and marginalized girls and young women to focus on increasing access to STEM and CTE opportunities.  We will address barriers to access, including cultural competency, race and gender stereotypes, discrimination, and lack of sufficient resources to support programs in schools and communities.  This convening will produce and inform policy and programmatic proposals to help disrupt patterns of gender-based occupational segregation by increasing young women’s and girls’ participation in programs that prepare them for high-skill, high-wage jobs, including non-traditional occupations.  The aim is to develop a strategy to prepare students for in-demand careers in high-growth industry sectors.






Wednesday, November 12, 2014

Auditing Workplace Diversity

Diversity is at the forefront of many company values nowadays, but making sure the measures have tangible effects isn’t so simple. While those companies at least have some actionable measures, sometimes those need to be drafted from scratch, a problem commonly seen in Certified Public Accountant firms, according the American Institute of CPAs.

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People like us: how our brains view others

Race-related demonstrations, Title IX disputes, affirmative action court cases, same-sex marriage bans.

These issues made headlines in all spheres of the media this year. However, thoughtful articles on these subjects seem always to devolve to pitting warring factions against each other: black vs white, women vs men, gay vs straight.

Please read more here

Tuesday, November 4, 2014

Daley, Segvich square off again for 11th Cook County Board seat October 30, 2014

Democrat incumbent John Daley is facing Republican challenger Carl Segvich for the third time for the 11th District Cook County Board Commissioner seat.

Carl Segvich vowed to get Cook County’s “sanctuary” law and affirmative action programs repealed.

“It’s 2014 if I’m not mistaken,” said Segvich, the 11th Ward’s Republican committeeman, self described conservative activist, and “transportation provider” [cab driver] who said he first got interested in politics during the 1980s Council Wars.

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Czech Republic still struggling with gender equality issues

“The most serious discrimination of women takes place on the labour market. Women are discriminated against when looking for a job and if they have small children they tend to be the first to be laid off. But the biggest and most visible type of discrimination that women face in the Czech Republic is called pay discrimination as can be seen in the gender pay gap. Women in the same or similar positions as men earn less money than their male colleagues and the higher we go in the company hierarchy the bigger the difference. A woman in a managerial position for instance can earn just 50 percent of what her male colleague would earn.” 

Please teas more here

Report: Pro-affirmative action group BAMN rallies at U-M in protest of low minority enrollment

Members of the pro-affirmative action group By Any Means Necessary -- also known as BAMN -- protested on the University of Michigan campus Wednesday over what they called "a real shame" after minority student enrollment among freshmen fell by 0.6 percent for the fall 2014 school year.

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University continues to struggle with minority enrollment

Minority enrollment at the University has shifted dramatically in the past decade, following two court cases over the University’s race-conscious admission policies and a successful statewide referendum that banned the consideration of race in a public higher education admissions decisions.

This summer, the U.S. Supreme Court upheld the constitutionality of The Michigan Civil Rights Initiative, more commonly referred to as Proposal 2. The 2006 popular referendum banned the consideration of race, among other factors, in college admissions — rendering the final word on affirmative action in the state of Michigan.

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2015: Women insist on 35% affirmative action implementation

Ahead of the 2015 general elections, female politicians in the country have said Nigeria has yet to abide by the African Charter Protocol, which says women must have 35 per cent representation at all levels of decision-making.

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Renate Barnard taking up the cudgels against racial quotas on full-time basis

Trade union Solidarity today announced that Renate Barnard, a former lieutenant colonel in the SAPS, resigned from the private sector. She is going to continue her battle against racial quotas on a full-time basis, and has joined Solidarity's Centre for Fair Labour Practices.

After a nine year battle, the Constitutional Court recently ruled against her in one of South Africa's most prominent affirmative action court cases. Twice she was the best candidate for a promotional post but was not appointed because of the colour of her skin.

Please read more here