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  • Diversity of Thought a Key Driver in the Path to Success at Northrop Grumman – ClearanceJobs

    Diversity of Thought a Key Driver in the Path to Success at Northrop Grumman – ClearanceJobs

    ClearanceJobs recently sat down with Carolyn Verastigue, a senior principal talent acquisition partner. With over 10 years of talent acquisition experience, Carolyn shared with us about ways to stand out to recruiters and the value that Northrop Grumman has to offer to its employees.  

    The Best Applicants Stand Out to Northrop Grumman

    Carolyn shared that when talking to candidates on a daily basis, the applicants that stand out are the ones who have the passion for the meaningful work that we do here. With mission critical work at Northrop Grumman, a candidate with aligning goals will shine in their responses about what they do know, as well as, in their eagerness to learn every aspect of the organization’s programs. Northrop Grumman helps protect the warfighter and that truly resonates with people who value our nation’s security. But Northrop Grumman is also on the lookout for applicants with diversity of thought. Individuals that come from different backgrounds offering their own unique perspectives and creative innovative thinking are critical because when we combine these talented individuals with the current staff, we enhance inclusivity throughout the company.

    Advice for Northrop Grumman Applicants

    While it’s hard to narrow down advice for candidates considering career opportunities at Northrop Grumman, Carolyn recommends that candidates use their vast networking capabilities through social media. With hiring managers active on social networks, it’s important to build that network and channel so you have an expanded touch with those hiring managers. Additionally, national chapters and groups can open up relationships. And be sure that your targeted requisitions align with your specific experience and background. When applying to roles, it is imperative that you can honestly answer “yes” to all of the basic qualification questions asked on the requisition application portal because this immediately notifies recruiters that a viable candidate has applied and puts you one step closer to hiring manager review. At Northrop Grumman, candidates at every career opportunity need to understand that this is an organization where your voice will be in high demand. Hiring managers want to hear your input and recognize that your development is seen as a greater benefit for the overall enterprise.

    Diversity and Inclusion at Northrop Grumman

    Carolyn emphasized that diversity and inclusion play a pivotal role at Northrop Grumman, explaining that their value is demonstrated in the conversations that take place on a weekly if not daily basis. The active open dialogue is framed in a way of, “how can we help create and maintain an inclusive environment for every single individual?” Northrop Grumman has the awareness that the company’s environment is a direct reflection of the culture, and it’s imperative to achieve outcomes that service the business and community. Practically speaking, these values play out through examples like Employee Resource Groups. Northrop Grumman has over 200 groups that promote bringing people together from different backgrounds in order to empower a diverse culture throughout the company and allow for networking, professional development, and community outreach. When it comes to hiring in keeping with the organization’s values, Northrop Grumman has specific growth targets. Talent acquisition sustains this growth by providing a diverse hiring pool of candidates and making sure workgroups are inclusive in order to leverage an array of brainpower. The environment is such that all spectrums of diversity are expected to be met. Employees come to work and contribute with different backgrounds and feel empowered in a work environment where everyone’s opinions are welcomed.

    Female CEO at the Helm at Northrop Grumman

    CEO Kathy Warden leads Northrop Grumman, and the fact that the organization has such a strong, diverse leadership team is a direct reflection of the company’s population.  The leadership recognizes that there is always room for improvement as they focus on how to move forward. Northrop Grumman provides an environment that creates allies and support systems for one another. Information, knowledge, and experience are wide open for discussion, as Northrop Grumman recognizes the benefit of diversity of thought. Embracing an inclusive environment is the key to Northrop Grumman’s success, and promoting innovation and creativity ensures organization goals are met.

    Getting Hired at Northrop Grumman

    Northrop Grumman solves the toughest problems in space, aeronautics, defense and cyberspace to meet the ever-evolving needs of our customers worldwide. Their 90,000 employees define possible every day using science, technology and engineering to create and deliver advanced systems, products and services.

    This content was originally published here.

  • BSU names Rojas as new campus diversity officer | Bemidji Pioneer

    BSU names Rojas as new campus diversity officer | Bemidji Pioneer

    BSU names Rojas as new campus diversity officer

    Written By:
    Pioneer Staff Report |

    Oct 30th 2020 – 10am.

    This content was originally published here.

  • The effect of Proposition 16 on campus diversity

    The effect of Proposition 16 on campus diversity

    Faculty members weigh in on the outcome of Proposition 16 and how UC Davis continues to address structural barriers to higher education and employment

    Despite the failure of Proposition 16 in the recent California election, the UC system has reaffirmed its commitment to promoting diverse campuses. The proposition would have replaced Proposition 209 that banned affirmative action and thus prohibited the consideration of race, ethnicity and gender in higher education and employment. UC Davis also released a statement regarding on-campus diversity.

    Three faculty members at UC Davis have weighed in on the outcome of this proposition and how the UC system has found other ways to enhance diversity on campus.

    Brian Soucek, a professor of law at UC Davis, theorized that Proposition 16 would not have created a lasting effect on the diversity of the UC Davis campus for two main reasons. The first involves the future decisions that are likely to be made by the U.S. Supreme Court.

    “I think the current U.S. Supreme Court is incredibly likely to strike down affirmative action as unconstitutional under the U.S. Constitution, in which case, it wouldn’t matter what the California Constitution says on the subject,” Soucek said.

    The second reason is that, since Proposition 209 was first passed in 1996, the UC system has almost 25 years of experience in working to diversify its institutions without the use of affirmative action. While it can’t make specific use of race and gender in admissions and hiring, the UC administration utilizes outreach targeted towards underrepresented minorities to diversify the applicant pool.

    “Proposition 209 limits the methods we can use in building the university’s diversity,” Soucek said. “We can’t consider race directly, but it just means that we have to do a better job building pipelines, doing outreach, making sure that people of all races in California know that UC Davis is a place where they can get in and thrive.”

    According to Soucek, other efforts to enhance diversity include fellowships that nurture graduate students from underrepresented populations, targeted hiring efforts that attract a diverse population of workers to Davis and the requirement of diversity statements from faculty candidates.

    Raquel Aldana, a professor of law at UC Davis who specializes in criminal law and immigration, stated that affirmative action was a flawed solution to the greater problem of structural inequality.

    “The silver lining of Proposition 209 is that, in the absence of affirmative action, the UCs had to take a hard look and say, ‘How do we take up the harder task of addressing the barriers to access, now that we don’t have this tool to create this pipeline?’” Aldana said. “‘And how do we become more honest about our own responsibility in the creation of these barriers?’”

    One of the ways that the UC system has worked towards dismantling these barriers is by implementing a more holistic admissions process. Earlier this year, the UC Board of Regents decided to suspend the requirement for standardized test scores in applications, such as those from the ACT and SAT.

    “The standardized tests, increasingly, have been shown to not be perfect measures of what it actually means to be successful and a good citizen,” Aldana said. “These instruments, and grades as well, also reflected the inequalities because the people who did best are the people who had access to resources to prepare.”

    UC Davis currently has early outreach programs in place to help high school students overcome these obstacles. For example, the Educational Opportunity Program (EOP) helps students from historically-disadvantaged communities prepare for college by understanding what courses to take, how to apply for financial aid and how to connect with campus resources. Another program that Aldana herself has benefitted from is Upward Bound, a federally-funded program that provides low-income high school students with financial assistance for college.

    The UCs turn their attention not only to high school students, but students in community college as well. Aldana, a previous co-chair of the Hispanic Serving Institution Task Force at UC Davis, has also done research on the experiences of Latinx students. She stated that, of the Latinx students who go to university, 72% will go to community college first. After two years, only 6% transfer to a four-year institution.

    “The problem is that community colleges are not resourced adequately to be able to help students navigate towards a four-year institution,” Aldana said. “So supplemental programs, like the ones that UC Davis has, to create that pipeline from community college to the UCs is really, really important. That’s another important contribution of the UCs that is attempting to ameliorate, in a more meaningful way, the true structural barriers to accessing elite higher education institutions.”

    UC Davis has programs geared toward enhancing the diversity of not only their students, but their faculty as well. Philip Kass, the vice provost of Academic Affairs at UC Davis, stated that the university has put much effort into hiring diverse faculty. For example, every person who applies for a job at UC Davis must write a statement about their contributions to diversity.

    “That’s one way we continue to try to hire people who care about diversity, equity and inclusion,” Kass said. “Many of the people who do are women and people of color.”

    Kass also stated that UC Davis has received more than $1 million in grant funding to conduct experiments with respect to faculty hiring that would increase the number of people within the applicant pool who care about diversity, equity and inclusion. One example is the Advancing Faculty Diversity Grant of the 2018-2019 school year, which allowed UC Davis to hire eight new individuals who have made an outstanding contribution to diversity on campus. 

    “Having a diverse faculty leads to a more diverse educational experience, which our diverse student population benefits from,” Kass said. “There’s a lot of research to show that students want to see role models who relate to them, who look like them in all kinds of dimensions that define diversity.”

    While there is still much room to learn and grow, UC Davis has gained national recognition for its commitment to enhancing diversity, even without the use of affirmative action.

    “We are trying, year after year, to improve the way we advertise faculty positions,” Kass said. “Every initiative that we have worked on has come with complete and total support of our campus leadership who are 100% behind trying to have a diverse campus, one that promotes inclusive excellence.” 

    Written by: Liana Mae Atizado— features@theaggie.org

    The post The effect of Proposition 16 on campus diversity appeared first on The Aggie.

    This content was originally published here.

  • Diversity in Contract Hires: An Overlooked Opportunity for Lasting Change?

    Diversity in Contract Hires: An Overlooked Opportunity for Lasting Change?

    Like many professional recruiters, we at Corps Team have seen a dramatic rise in hiring in recent months. Yet, as the economic impact of the pandemic lingers, we’re also observing a trend of employers hedging risk by hiring contractors rather than direct-hire placements.

    The latest job numbers confirm what we’re seeing. “Professional and business services added 208,000 jobs in October, with temporary help services (+109,000) accounting for about half of the gain,” according to the US Bureau of Labor Statistics. These waves of temporary workers (who may work only a few weeks or months) and contract workers (who tend to stay between six months and two years) can have a lasting impact on the demographics of an organization.

    A second trend we’re seeing, likely a result of this summer’s protests for racial justice, is an increase in employers focusing on diverse hires. Significantly though, while employers are prioritizing diverse candidates for their direct hires, the same is not true for contract hiring. This lack of demand for diversity in contract hiring is a missed opportunity with potentially enduring impact.

    In analyzing our firm’s historic data, we found that typically 20-25 percent of our contract hires go on to direct hire roles with their employers. Similarly, academic research by Lawrence Katz of Harvard University and the late Alan Krueger of Princeton University found that contract workers comprise 6.9 – 9.6 percent of all US workers. That’s 10.5-15 million workers.

    Because so many professionals follow this path from contractor to employee, and because contractors may actually stay as long as many permanent hires within an organization, failing to factor diversity into contract hiring is a lost opportunity for those seeking real change.

    What can recruiters do to help employers embed diversity into their contract hiring? These five practices can help:

    1. Write Diversity Into Your Recruiting Goals

    Before launching the search, take time to gather context and set objectives that can help an employer achieve their long-term diversity goals. Provide employers with industry-specific diversity metrics and record the organization’s baseline diversity statistics and goals, particularly at the management level.

    Build specific key performance indicators (KPIs) from there, considering the potential impact should contract hires prove their value as future employees. Determine your recruiting goal, how you will know when you attain it, and how you will measure success.

    For instance, you may want to hire more women for accounting and finance roles. Determine how many women in the organization currently work in these roles. Then, set a goal for how many more women you want to place in these positions. Fulfilling an order for an employer then becomes something more: real progress toward achieving the organization’s goals for workplace inclusivity.

    2. Embrace Flexible and Remote Work

    Encourage employers to embrace the rise in remote-work practices. According to a 2019 Forbes article, flexible and remote work arrangements were already gaining preference among workers before the pandemic:

    Often employers believe remote working will spark a decline in productivity, yet research has proved the opposite. According to CIPHR, those working at home rate their productivity as 7.7 out of 10, while those in an open-plan office score their productivity at 6.5 out of 10. As well as this, our own data [at PowWowNow] found that more than half of office workers surveyed in 2017 said working away from their office would improve their motivation levels.

    Increasing your workplace flexibility can help open the door to more diverse talent pools, including those with mobility limits or disabilities; homebound caregivers; and younger workers, whose preference for flexible workplaces is well recorded.

    3. Enhance Your Sourcing

    Promote diversity in the methods you use to advertise job openings. Use language geared toward the demographics you seek in your job ads. Explain why your company is targeting specific candidates and why those candidates would enjoy working for you. Focus your sourcing efforts on the places where your target candidates congregate, such as online and in-person groups dedicated to a demographic you seek to engage.

    Use blind screening to review resumes and conduct preliminary interviews. Program your applicant tracking system to filter candidates based on specific skills and experiences. Once you have created a short list, you can send candidates preliminary questions through a recruitment platform that conceals personal information. This significantly reduces the influence of unconscious bias in deciding which candidates advance in the interview process.

    4. Share Progress

    Once you have defined your KPIs, diligently monitor progress in your diversity recruiting strategy. Common KPIs include changes in talent pipeline diversity and diversity representation in senior leadership, management, and the organization overall. Report your progress toward these KPIs each month or quarter along with your business results. Provide metrics for leadership to use in evaluating overall workplace diversity.

    5. Keep Listening

    Listening is a powerful form of research. Ask diverse contractors what their hiring experiences have been like. Find out what they were looking for in a role and employer, as well as the factors that drove them to choose to continue or discontinue work for a company. Discuss how interviewers can encourage candidates to share their work experiences. Ask how staff may be unintentionally disrespectful or offensive to diverse candidates. Find out what made the candidate want to work for your company. Use this information to improve both your contract hiring process and the diversity and inclusion performance of the employers you serve.

    Allison O’Kelly is CEO and founder of Corps Team.

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    Allison O’Kelly is CEO and founder of Corps Team, a professional search and staffing firm that partners with founders, CEOs, and hiring managers to recruit talent in accounting/finance, marketing, information technology, administrative, and human resources.

    This content was originally published here.

  • Spotify promotes diversity with annotated playlist series | Mobile Marketer

    Spotify promotes diversity with annotated playlist series | Mobile Marketer

    Brief:

    Insight:

    Spotify’s “Outside Voice” series that highlights creative people in the BIPOC community aims to connect with younger listeners who tend to be more ethnically and racially diverse than older groups. In developing the series, Spotify Advertising relied on findings from its recent Culture Next 2020 report that surveyed Generation Z and millennials to show how they’re influencing art, technology and culture. Its study found that 62% of Gen Zers said their generation is ready to “rebuild society from the ground up,” while 65% plan to be, or already are, their own boss.

    Amid the heightened awareness about racial inequality following the summer’s protests against police violence, Spotify is providing a platform for professionals who are underrepresented in the media and marketing industries to share their stories and opinions, while offering music playlists to provide inspiration to listeners. For example, the audio experience created by Nike’s Juan Reyes includes spoken-word segments titled “The Art of Storytelling” and “Creative Philosophy,” interspersed with dozens of songs from artists including Drake, Kanye West, Wu-Tang Clan and Nipsey Hussle. Vice’s Alyza Enriquez discusses topics like “Bringing My Full Self to Work” and “Being a Good Ally,” and highlights performers such as Abba, Bad Bunny, Fleetwood Mac and Sun Ra.

    The “Outside Voices” series comes as Spotify expands its advertising sales even though most of its revenue comes from subscribers to its ad-free platform. Spotify’s ad revenue rose 9% to $185 million in Q3 from a year earlier, while subscription revenue climbed 15% to $1.79 billion, per its quarterly earnings report. The results showed a strong 41% jump in ad revenue from the prior quarter, when many marketers had slashed spending or delayed campaigns because of the pandemic. Spotify’s ad-supported monthly average users (MAUs) rose 31% to 185 million in Q3 from the prior year, while its total user base increased 29% to 320 million worldwide.

    Amid Spotfiy’s audience growth, brands are developing campaigns for the platform to reach target audiences and even interact them through smart speakers. Beauty brand Estée Lauder last month for the first time started letting Spotify listeners verbally request a sample of its Advanced Night Repair serum from a Google Home device. Before that, restaurant chain Jack in the Box created a gamified advertising experience that gave Spotify listeners a chance to win free tacos with any purchase. Campbell Soups snack brand Late July ran a takeover “Summer on Spotify” campaign that featured its ads in several customized playlists.

    This content was originally published here.

  • Rotaractors promote diversity, equity, and inclusion

    Rotaractors promote diversity, equity, and inclusion

    A screenshot of the video Big West Rotaract created for the 2020 Rotaract Post Convention.

    By Janel Breen, member of the Rotary Club of Cupertino and Rotaract Club of Silicon Valley, General Secretary of Big West Rotaract Multi-District Informational Organization

    Let’s play a game. I’m American. What assumptions have you just made about me? My parents are Filipino immigrants. How have those assumptions now changed? 

    Without realizing it, we make assumptions of people on the little we actually know about them. Everyone has some prejudicial beliefs. It’s how society taught us to think. After all, how did societies like mine define lighter skin as the universal truth for “beautiful”? But we CAN change it. We CAN confront these beliefs if we are intentional about it, but we can’t get defensive. We have to accept that our understanding of the world is changing and to do better with our new knowledge.

    My personal journey with Diversity, Equity, and Inclusion (DEI) began a few years ago as mandatory work training (before this, I didn’t think I needed any training). I learned about “unconscious bias” and became uncomfortable with the idea that I could unknowingly and unintentionally hurt someone else’s experience.

    I started to learn as much as I could about DEI and how to be an ally – using my privileges which include, but are not limited to, being born in the country I live in and claiming “American” as my nationality, identifying with the same gender written on my birth certificate, and receiving a private high school and college education –  to help others that may be oppressed or marginalized. But my progress was slow and completely internal.

    Then, the video of George Floyd’s murder in Minneapolis, Minnesota, USA, made headlines around the world. With it, came a much louder call for racial justice and for everyone to do better. At Big West Rotaract MDIO (BWR), we spent hours creating our own Black Lives Matter statement because we wanted to create actionable and lasting change within our own organization, making commitments that we intend to keep. 

    Our statement was just the beginning of the work we plan to do. We have hosted monthly open forums where Rotarians and Rotaractors can talk about addressing systemic racism in our communities and clubs, added a Black, Indigenous, and People of Color (BIPOC) forum to our big events for our BIPOC community to talk about their experiences, included a DEI session as part of our leadership training, and created a committee tasked with creating resources for Rotaractors to address DEI in their clubs and districts. 

    We knew this critical topic was bigger than just Big West Rotaract, but how could we reach Rotaractors all over the world? In late 2019, Alia Ali, member of the Rotaract Club of Surrey-Newton, Canada, and I had already applied to co-host a training at the Rotaract Preconvention about how to be an ally and by early June 2020 as tensions grew around the world, we realized that training was more important than we could ever have imagined. As the world went virtual, including the first-ever virtual Rotaract Postconvention, we knew we had a unique opportunity to share our message about addressing DEI within Rotary for anyone to watch on-demand. 

    We still have a lot of work to do – in our clubs, in our communities, and in ourselves. In reality, the work will never be done and we should embrace the opportunity for continual growth. Although we train on DEI specifically and intentionally, DEI in practice should be part of everything we do including our conversations when we conduct any kind of business within or outside of Rotary. Additionally, the people who attend DEI trainings are typically the individuals who have already begun their own DEI journeys. How do we get the person who doesn’t think there’s a problem to care about DEI? How do we keep working towards change long after the hashtags stop trending on social media?

    We do the work that needs to be done and never stop. We commit to practicing this work, day in and day out, within ourselves and through our external commitments, behind the scenes and out in public.

    This content was originally published here.

  • Study highlights lack of diversity in Canada’s legal cannabis industry

    Study highlights lack of diversity in Canada’s legal cannabis industry

    Leadership positions in Canada’s regulated marijuana sector continue to be held predominantly by white males, according to a statistical analysis released this week.

    The new analysis from the University of Toronto’s Centre on Drug Policy Evaluation included 700 executives and directors across 166 licensed cannabis producers and 56 parent companies.

    It concluded that 84% of those leaders were white and 16% were non-white:

    Most of the Indigenous people included in the analysis are from the Assembly of Nova Scotia Mi’kmaq Chiefs, which holds a majority stake in a licensed producer.

    If those leaders were excluded, the analysis notes, Indigenous people would comprise only 0.6% of Canada’s cannabis leaders.

    Indigenous-affiliated companies have been awarded 4% of Canada’s federal cannabis licenses as of September, according to figures provided to Marijuana Business Daily by Health Canada.

    Eighty-six percent of the cannabis industry leaders analyzed by the University of Toronto were male, and 14% were female.

    The analysis acknowledges “some limited initiatives to facilitate greater industry diversity” in Canada’s cannabis industry.

    However, the study also highlighted “a notable absence of government regulation and adoption of programs that would structurally address the underrepresentation of racialized groups that were disproportionately targeted and punished under prohibition.”

    It calls on Canada’s federal, provincial and municipal governments to enact social equity programs, funded by legal cannabis tax revenue, to support the business efforts of underrepresented groups.

    “Private actors in the Canadian cannabis industry should recognize the value in diversifying the racial and gender makeup of executives and directors, and adopt strategies to achieve such diversification,” the analysis noted.

    This content was originally published here.

  • Netflix Faces Criticism After Canceling Shows That Promoted Diversity

    Netflix Faces Criticism After Canceling Shows That Promoted Diversity

    Lost amidst the shock from Netflix’s recent barrage of show cancelations was a major point: 17 of the 23 shows axed featured leads that were female, a person of color, or a member of the LGBTQ+ community.

    This fact was soon picked up by Netflix viewers, who took quickly took to social media. Soon people began voicing pointed criticism toward the streaming service for not providing voices for marginalized people like it once did.

    Is 'Cuties' Still on Netflix Following Indictment?
    Netflix faces new criticism.
    ALASTAIR PIKE/AFP via Getty Images

    When Netflix made announcements about some of the shows being canceled, they cited COVID-19 as a primary factor, since new safety protocols would make already expensive shows even pricier. (Or, in the case of GLOW, said protocols could make the show practically impossible to even film, considering the physical realities of women wrestling.)

    However, the new seeming lack of representation still appeared glaring to many people, especially when this graphic began spreading around:

    After the GLOW cancellation, a reader of mine did a quick analysis of the 23 shows that have been cancelled by Netflix thus far. A theme, I think? pic.twitter.com/z6WWZpcWtb

    — Anne Helen Petersen (@annehelen)

    Part of the reason for the rash of canceled shows, no doubt, is Netflix worries about how long audiences will wait for a show to return. At one time, the company seemed more concerned with appearing audience friendly than about financial budgets as made the brash and unprecedented move of releasing all episodes of a show’s season at once seemingly to keep viewers bingeing away, hooked to the instant gratification of not having to wait a whole week to find out what happens next. This naturally caused even greater heartbreak and anger amongst fans of GLOW when the show was deemed to pricey–or not worth putting on the back burner for too long, even though it had already been renewed for a fourth season.

    One of GLOW‘s executive producers, Jenji Kohan, must feel particularly offended, given her dreamed Teenage Bounty Hunters was abruptly given the hook after one season right before GLOW was shelved. At the very least, she still has another show, Social Distance, set to debut for the Netflix.

    Angry posts have been rapidly filling Twitter once people noticed the pattern of the shows being canceled.

    People turn to places like @netflix when they don’t feel understood, alone and in need of some form of connection. Canceling the shows that made them feel self assured and heard takes that feeling right away. I fight for TBH because representation matters.

    — Hannah (@HannahWolfy)

    One person even took Netflix to task for promoting another show amidst the controversy.

    not you being extremely homophobic and canceling and the shows that have LGBTQ and women leads…

    — Lex #savetbh🦩 (@blairstopaz)

    Some attempted to use a little humor as balm for their indignation.

    Breaking news Netflix has tested negative for any remaining queer viewers and tested positive for being completely out of their fucking minds

    — Kelsey O’Regan 🏳️‍🌈♠️✨ (@goneawayawhile)

    There were some defenders of Netflix, noting that many of the shows canceled weren’t popular (to them, anyway):

    Not that I’m any kind of expert on what’s hot and new on TV, but the fact that I never even heard of some of these shows suggests that the plan was always to burn them off without any real promotion, bury them, and then still point to them as proof of “diversity.”

    — the Elevator Killer, Merv Griffin (@porcelain72)

    Newsweek reached out to Netflix for comment regarding this perceived connection, as well as about the general frustration felt about fans who will be missing their favorite shows and will update this post with that response should it be received.

    It’s also unclear if subscribers will respond to Netflix’s canceling of these shows by doing their own canceling–of their subscriptions.

    This content was originally published here.

  • Couple Brought Over 3,000 Black People Together to Build an Affordable Community – Greater Diversity News

    Couple Brought Over 3,000 Black People Together to Build an Affordable Community – Greater Diversity News

    Majesty and Elize have founded EVOPIA.org, a free membership platform that uses the power of real estate to protect the economic, health, and political interests of Black people globally. With the support of 3,000 members, they have moved forward to develop an affordable, sustainable, community in Atlanta, GA.

    The new development will provide cost-effective, contemporary homes for people who are disproportionately affected by the housing crisis in the metro area. Members of EVOPIA have an opportunity to get involved with this development and other commercial real estate projects. The new homes will serve as a family-friendly community and will offer services like financial literacy and job training to residents. EVOPIA has successfully renovated residential property for this purpose, and are under contract to purchase a 45,000sq ft hotel to provide more shelter during the pandemic.

    The non-profit focuses on pooling the resources within the black community for the benefit of the entire African diaspora. EVOPIA is establishing 25 chapters across the country to rehabilitate black neighborhoods. Each chapter will be responsible for opening a local food bank.

    EVOPIA strongly believes in its motto, “We Have Power”, as they strive to provide resources, education, and opportunities for the African American community. Join EVOPIA for free today at EVOPIA.org to learn more. Follow Majesty and Elize as they develop real estate to help offer life-sustaining resources to the Black diaspora on Instagram @Majesty_Elize and at their website at MajestyElize.com

    This content was originally published here.

  • Rihanna’s Savage X Fenty fashion show is diversity done the right way

    Rihanna’s core mission across her brands is to make sure that everyone feels included, and she’s doing just that.

    Her 2020 Savage X Fenty fashion show was one for the books, and she managed to take diversity to new levels. Aside from featuring a variety of women and men from multiple races and ethnicities as models, she had all shapes and sizes included in her show as well.

    FENTY SKINCARE: Get these brand new Fenty Skin products before they sell out

    Alief native Lizzo had the privilege of walking in the namesake lingerie.

    In an interview with Elle, Rihanna expressed the importance of all women being able to feel sexy in her lingerie line: “You, me, trans women, women of all sizes, paraplegic women, all women are important women! All women belong here, on the biggest platform I can give them.”

    Twitter was in agreement: no one does diversity quite like Rihanna.

    RIHANNA DOING DIVERSITY THE RIGHT WAY. pic.twitter.com/FOYdOqJ6qE

    — ?“?. (@MEENAVOGUEE)

    When you think about it, how mad is it that it took a Black woman creating a make up brand in 2017 for these brands to release proper shades for Black people. 2017!!!?!?!!!

    — Richie (@RichieBrave)

    What Rihanna is doing with Savage X Fenty is one of the greatest things ever. We are witnessing greatness.

    — Zé Taylor (@FATHERBONNET)

    The show also featured performances from Rosalía, Roddy Ricch, Bad Bunny, and Ella Mai. Houston’s own Travis Scott closed the show.

    The fashion show is available to stream exclusively on Amazon Prime Video.

    This content was originally published here.

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