Kim Kardashian’s Skims casts singer Rosalía in new summer campaign – shop here

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Singer-songwriter Rosalía has been cast in Skims' first bilingual campaign. COURTESY PHOTO

By Melisha Kaur, Mirror

Spanish singer Rosalía has just been unveiled as the face of the latest campaign for SKIMS.

The billion-dollar brand, founded by Kim Kardashian, recently revealed its first ever bilingual campaign where content will be distributed in both Spanish and English.

The new campaign sees Rosalía donning pieces from the best-selling SKIMS cotton range, including the £36 Plunge Bralette, in a 15-second clip.

In a press release, brand owner Kim Kardashian said: “Rosalía’s willingness to push the boundaries and experiment with her music and personal style has been a huge inspiration for me. This campaign is all about the energy and confidence that she brings to the world.

“I’m especially excited that she’s wearing pieces from our best-selling Cotton Collection – they’re classic, cool and breathable everyday essentials that everyone feels good in.”

Rosalía added: “I love SKIMS. They are so comfy and make me feel very sexy at the same time. I’m so excited that I finally got the chance to collaborate, especially in their Cotton Collection which is my fave.”

This is the first ever fashion campaign for Rosalía, who released her third studio album Motomami back in March.

The new launch was shared by Kim Kardashian on social media, sending fans into a frenzy.

The series of stunning photos sees Rosalía wearing a black plunge bralette (£36) and matching cotton rib boxers (£32).

She’s also seen wearing a white cotton jersey T-shirt, £48, and a matching rib thong that costs £20.

The Grammy-winning singer also shared the launch to her 20.3 million Instagram followers.

“Damnnnnnn,” Kardashian commented, adding a trio of fire emojis.

The campaign comes after SKIMS dropped its new ‘Boyfriend’ collection, which saw the comeback of the brand’s signature unisex styles.

Click here to read the full article on Mirror.

Being Latinx: Identity, Community, Allyship
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Open, candid conversations about race, diversity and inclusion in our society and workplace must continue in order to support the fight for equality. At Bloomberg, these exchanges are consistently fostered and sponsored, in various forms and forums.

Dialogues like this serve as an exploration of different facets of identity and experience from the first-hand perspectives of employees across the firm. With a focus on intersectionality, we’re seeking to answer honest questions about race and identity in corporate and personal life that maybe not enough people are asking.

Here, we discuss these nuances with a few of our Latinx colleagues: the various intersecting dimensions of their identities and how they shape individual experiences.

Camille Gonzalez, Human Resources, New York

Tell us about yourself – your background, how you identify based on your ethnicity and any other dimension of diversity, and how you came to Bloomberg.

I identify as a proud, second-generation Dominican American, queer woman. I joined Bloomberg in 2014 as an English, Spanish, French and Italian customer service representative, where I sat on our Global Customer Support Team (now BCS). By creating my own career path, I joined the Engineering Campus Recruitment team as a recruiting coordinator. Today I sit on the Engineering Diversity Recruitment Team as a recruiter and program manager, where I focus on generating pipeline from underrepresented backgrounds.

What has been your experience living in New York as a person of Latinx descent?

I was born in Bronx, NY, and raised in a predominantly White neighborhood in New Jersey where I struggled to come to terms with being Latina. As one of the very few persons of Latinx descent in my town, high school and even in college, I suffered a severe identity crisis. Constantly working to assimilate and avoid fulfilling any stereotypes, I quickly began to resent my background.

In all honesty, it wasn’t until after joining Bloomberg’s Latinx and LGBTQ+ communities that I began to not only learn about my layered identities, but accept and love who I was all along.

What can your colleagues, community, and family do to become better allies and continue these important conversations around equality?

Educate yourself, listen to your peers, speak up and take action! We should continue to have these important conversations, and especially with children. It pains me to think about the person I may have grown up to be if the adults in my life – parents, teachers, coaches, leaders – were more educated on how to support and encourage difficult conversations around racial inequality.

Click here to read the full article on Bloomberg.

BLACK ADAM
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Nearly 5,000 years after he was bestowed with the powers of the gods—and imprisoned just as quickly — Black Adam is freed, ready to unleash his unique justice on the world.

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#BlackAdam

The NMSDC Equity Honors 2023–Applications Now Open
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The National Minority Supplier Development Council (NMSDC) Equity Honors awards are presented to corporate chief officers who have been recognized by their peers as the true leaders at the vanguard of economic equity and minority business integration.

Submit an application for your CEO, COO, CFO, CIO, CMO, CDO, and CPO of the Year. All applications* must be started** by Dec. 20 to be considered.

Submit Application Here!

*Qualified applications submitted for The Equity Honors in 2022 have been cloned for consideration for the 2023 Equity Honors. Simply log into the NMSDC Awards Portal and update your application, then submit. Previous winners of The Equity Honors are ineligible to apply again for a minimum of 3 years.

**We will reopen the applications in March of 2023 to collect 2022 comparative data that will complete the application. All applications that have been started by Dec. 20 will constitute The Equity Honors Nominees for 2023 with nominees highlighted on the Forum website and invited to the 2023 Minority Business Economic Forum.

For more information about NMSDC visit, nmsdc.org

Recognizing — and Celebrating — the Impact of the Hispanic Community
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Hispanic Americans are launching more new businesses, achieving higher levels of education, and reaching the C-suite of Fortune 500 companies in greater numbers than ever.

Surprisingly, these advancements and economic milestones are often unknown by the very people responsible for them  – according to a recent survey, 77% of Latinx have no idea of their communities’ potential and contributions.

In that spirit, Bloomberg is spotlighting these accomplishments – and the perception gap behind them.

By celebrating and recognizing their influence and success, Hispanic Americans can feel more awakened, empowered and secure in the progress they’re making – both individually and as a united group.

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And:
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However:

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Taking action

With this perception gap in mind, we spoke to members of the Hispanic community here at Bloomberg, learning their thoughts on this perception gap and the work necessary to close it.

As a Latina, I don’t see Latinx achievements promoted enough in our schools, the workplace, and in mass media. We are making progress through employee resource groups here at Bloomberg, which aim to highlight the achievements of Latinx in the corporate landscape and the world, but there is still lots of opportunity to expose all the wonderful growth and achievements of our community. I actively seek out Latinx representation on a daily basis by specifically supporting Latinx authors, joining organizations for Latinx advancement, reading Latinx news outlets, and supporting Latinx-run businesses. If we were more celebrated, with our contributions and presence being more prevalent, the perception could change. Our reach needs to be wider. – Juliana Rodriguez, Engineering

I’m driven by my heritage, coming from a family of Latinx small business owners and seeing how hard my family has worked over the years to start and grow businesses, making them successful not only for this generation but for my kids’ and beyond. That’s how I see the achievements of the Latinx community: work ethic, drive, and passion to pave a way for their families. There is still a huge gap when it comes to recognizing the community’s achievements because people need to care and be open to seeing this community as a whole for who they are. – Stephanie Saliba, Global Data

We need to make our collective voice louder than the spun narrative of the sensational news cycle. Let’s get comfortable with talking about the larger power the Latinx community has, including how we contribute to the economy, our workforce participation, our leading rates of entrepreneurship, business ownership, startup businesses, and overall contribution to GDP. Let’s also highlight our increased political power, in terms of percentage of the electorate, and our ability to demand change and action from our representatives that will benefit our community. – Priscilla Cunza-Marin, Global Data

Click here to read full article on Bloomberg.

Creating Truly Inclusive Workplaces for The LGBTQ Community
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The LGBTQ community is diverse and broad, bringing unique value to the workforce through its fabric of differentiated experiences. This often includes heightened levels of empathy and grit as well as a deeper understanding of social dynamics and cohesion building. However, Bain’s recent study found that more than 70 percent of LGBTQ employees do not feel fully included at work. This puts employers at risk of missing out on the full value of these diverse skills and perspectives.

“Many companies are awakening to the business benefits of welcoming LGBTQ employees, including an ability to attract and retain talent,” said Brenen Blair, expert associate partner in Bain & Company’s Houston office and a leader in its Organization and DEI practices. “But inclusion is about much more than ‘welcoming everyone.’ Being LGBTQ brings a distinct feeling of ‘otherness’ and comes with a life backdrop that often translates into differentiated perspectives and abilities in the workplace. Our research identified some of the most important steps employers can take to build more inclusive work environments for their LGBTQ employees and truly reap the benefits of this diversity.”

Because the category “LGBTQ” is so broad — and many organizations lack accurate data about the specific contours of their LGBTQ populations — it may seem daunting for employers to understand how to create greater inclusion for members of this group. For example, Bain’s research shows that while the top enablers for inclusion among the LGBTQ community consistently fall into areas of growth and career development — coaching, talent development programs and growth mindsets — notable differences exist between LGBTQ employees in North America and Europe as well as by gender.

LGBTQ men in North America place greater importance on the overall diversity, equity and inclusion mission and goals of an organization than LGBTQ men in Europe, who put a greater focus on open and honest communication. Bain’s research showed similar differences between LGBTQ women in North America, who place greater importance on the perceived empathy of others than women in Europe, who value growth opportunities and transparent feedback more strongly.

Leaders looking to ensure all queer talent feels included should focus on the following areas:

· Get the basics right. Create an environment where “coming out” is safe and easy. Revisit benefits packages, particularly healthcare and family leave, and ensure they meet the needs of all identities, genders, orientations and family setups. Build allyship programs that both educate and “lighten the load.”

· Embrace individuality in talent management. Examine role expectations, performance reviews and accepted language for describing success. Ask whether the organization is set up to encourage and cultivate diversity of thought in its most critical roles.

· Enable tailored career pathways. LGBTQ employees are continually coming out, and identities and passions may change significantly over the course of peoples’ careers. Inclusive organizations create clear pathways for lateral career moves that keep strong talent engaged. For example, part-time, hybrid and remote roles and sabbaticals benefit everyone, but are particularly important for creating equity for queer employees.

· Cultivate true sponsorship. Mentor programs for underrepresented groups are common, but true sponsorship opens doors, creates advocates and helps employees navigate their organization.

“To be truly inclusive, we must recognize the diversity of our people and celebrate their unique qualities,” said Andrea Arroyo, a senior manager in Bain & Company’s London office. “For example, my sponsor at work pointed out that my sensitivity — a trait I originally thought of as a flaw in the workplace — helped to make me highly attuned to both clients and teammates who were uncomfortable or even struggling. It turns out, being fully myself has helped me to be more effective in serving my clients and made me a better team member.”

Source: Bain & Company

The Latinx Community’s Growing Influence
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The United States is currently experiencing a massive demographic shift, led in large part by the nation’s Latinx population. This group is growing rapidly, quickly becoming the most culturally and economically influential community in the country.

According to the 2020 U.S. Census, the country’s Hispanic or Latinx population grew from 50.5 million in 2010 (16.3% of the U.S. population)  to 62.1 million in 2020 (18.7%). That’s an increase of 23 percent. In fact, slightly more than half (51.1%) of the total U.S. population growth between 2010 and 2020 came from growth in the country’s Latinx population.

It is no surprise then, that Latinx people have a massive effect on the U.S. economy. Their buying power is expected to reach $1.9 trillion by 2023, according to a report from Nielsen. This is up from $213 billion in 1990, marking an over 200% growth rate, more than double the growth in buying power of non-Latinx consumers.

This community’s economic influence reaches all industries, and it is critical that businesses gain a deeper understanding of Latinx culture. Doing so will allow business leadership to both better support employees and more effectively appeal to customers.

Understanding the Hypercultural Latinx individual

Among young Latinx people, there has been a rise in what is known as the “Hypercultural Latinx.”

Hypercultural Latinx people are often first-generation Americans who straddle both U.S. culture and their parents’ native Hispanic cultures. This group feels deeply connected to both aspects of their identities and has, in a sense, created their own blended, hybrid culture. As Ilse Calderon, an investor at OVO Fund, wrote on TechCrunch, a Hypercultural Latinx person is “100% Hispanic and 100% American.”

So, what do they want to buy? While Latinx people are clearly not a monolith, there are a few key trends across the community. According to research in the PwC Consumer

Intelligence Series, the Latinx population is especially enticed by new tech products. They are active on TikTok and exceedingly more likely to use WhatsApp and other social media platforms than other groups.

Nielsen also found that 45% of Latinx consumers buy from brands whose social values and causes align with theirs. This is 17% higher than the general population. Latinx people also share strong family values, as well as pride in their distinct cultural heritages. That is why organizations must engage the Latinx community and invite Latinx people to share their experiences.

It is pivotal that business leaders understand that “Latinx” is not a single streamlined culture. Rather, it is a diverse mix of traditions, nationalities, and values.

Embracing these cultural nuances is a key to understanding Latinx audiences. Organizations must consider methods to appeal to distinct Latinx groups, rather than marketing to the group as a whole.

Cultivating and advancing Latinx talent in the workplace

It isn’t only consumers that businesses should be thinking about. Latinx talent has also accounted for a massive 75% of U.S. labor force growth over the past six years, according to Nielsen. Nevertheless, only 3.8% of executive positions are held by Latinx men, and only 1.5% of are held by Latinx women.

Clearly, companies have a lot of work to do to attract and cultivate Latinx talent—and it all starts with recruitment. To ensure a diverse work force, companies must utilize culturally competent recruitment strategies that not only make new positions appealing to a variety of job seekers, but also give every applicant a fair chance.

According to an article in Hispanic Executive, understanding cultural differences can help recruiters create job descriptions that more effectively appeal to different communities. For example, the Latinx community feels a more communal sense of identity, compared to the more individualistic sense of identity in European-American culture. Recruiters should keep this in mind when thinking about what necessary skills they are highlighting for available roles.

Click here to read the complete article on Bloomberg.

Cracking the code: Working together to engage and empower female technologists at Bloomberg
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To create products that serve increasingly diverse customers and solve a wider range of social problems, technology companies need women engineers. However, only 25 percent of math and computer science jobs in the United States are filled by women, and one-third of women in the U.S. and China quit these jobs mid-career due to factors like social isolation, a lack of access to creative technical roles and difficulty advancing to leadership positions.

At Bloomberg, we’ve established a company culture that supports gender equality in a multitude of ways – from company-wide Diversity & Inclusion business plans to a newly expanded family leave policy. But we know that’s not enough. In recent years, we’ve adopted a system-wide approach to increasing the number of women in technical roles, taking steps to remove barriers to advancement both inside our organization and beyond Bloomberg, supporting female talent from middle school through mid-career.

While the number of women in technical jobs at Bloomberg is growing, we’re committed to making progress faster and completing all the steps needed to solve the equation. Here are some of the ways we’re tackling this important deficit – and making quantifiable change.

Early engagement

Bloomberg supports organizations that help increase women’s participation in STEM and financial technology, exposing students to various career options through Bloomberg Startup and encouraging our female engineers to engage with the next generation of talent.

Collaboration, creativity, and a love of problem-solving drew Chelsea Ohh to the field of engineering. Now she works at Bloomberg as a software engineer team lead, helping to provide critical information to financial decision makers across the globe.

Recruitment

We target our entry-level engineering recruiting efforts at colleges that have achieved or are focused on gender parity in their STEM classes. And because not all the best talent come from the same schools or have the same experiences, Bloomberg actively seeks women engineers with non-traditional backgrounds or career paths.

Talent development

Women engineers can sharpen their technical skills through open courses, on-site training sessions, and business hackathons held throughout the year. Bloomberg is committed to inspiring our female employees, eliminating barriers like impostor syndrome, and encouraging them to pursue opportunities in engineering.

Community & allies

To strengthen its network of female engineers, global BWIT (Bloomberg Women in Technology) chapters organize more than 150 events, mentoring sessions, and meet-ups a year. The community also engages male allies and advocates, sharing strategies to help them support their female colleagues.

Click here to read the full article on Bloomberg.

An Online Store is Using Latino Humor — and Gaining Fans
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By Cynthia Silva for NBC News

An online shop is standing out for its use of funny and unconventional phrases that resonate with many Latinos, and it’s gaining a fan base on social media.

“We try to touch on things that are funny and sincere. I think that resonates with people,” says House of Chingasos founder Carlos Ugalde.

The House of Chingasos focuses on tailoring their designs to reflect the joys of being Latino — with sayings from sweet childhood rhymes to sarcastic takes on how Latinos are seen.

(Image Credit – NBC News)

“We try to touch on things that are funny and sincere. I think that resonates with people — they go, ‘Oh my gosh, I remember chingasos!’” Carlos Ugalde, 49, told NBC News. Chingasos is slang for a beating or going to blows with someone, although it can mean a harsher curse word to some.

One T-shirt reads “Cafecito Y Chisme” (coffee and gossip), while a woman’s T-shirt reads “Tamale Squad,” with “La jefa” (female boss) underneath. A man’s T-shirt reads “Menudo wrecking machine,” a reference to a popular dish made with tripe.

Another item refers to “colita de rana,” which literally means frog’s tail but is really known as part of a Spanish-language nursery rhyme to console children after they’ve been hurt or when they’re sick. “Sana, sana, colita de rana (Heal, heal, little frog’s tail …),” the rhyme starts.

“It pulls on the heartstrings and people connect with that,” Ugalde said about some of his phrases. Another T-shirt makes a political point — reading “I only look illegal,” with the phrase #Deportracism underneath the stark phrase.

The Las Vegas-based store has nearly 117,000 followers on Facebook and Instagram, where they often share memes that Latinos can relate to. The actor Mario Lopez and Oscar De La Hoya, the former professional boxer, have become fans of the store’s shirts.

Tread the original article at NBC News.

 

Women break ceilings and conventions in the workplace and beyond
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Open, candid conversations about diversity and inclusion in our society and workplace must continue in order to support the fight for equality. Thankfully, these conversations continue to take place across Bloomberg, in various forms and forums.

One of the goals of these exchanges is to explore different facets of identity and experience from the first-hand perspectives of employees across the firm.

In this edition, we delve into the lived experiences of our colleagues as they have persisted in breaking glass ceilings and bucking conventions, and shows us how we can best support progress for women in the workplace.

Nayla Razzouk, Dubai

“Bring a new perspective, don’t try to blend in, embrace your differences. Learn something new every day. And most of all, be productive.”

Nayla Razzouk
Nayla with the UK Royal Marines while covering the Iraq War in 2003

Nayla grew up during the civil war in Lebanon, and naturally ended up covering these conflicts across the Middle East. She joined Bloomberg in 2010 to cover Iraq and energy/OPEC news, and recently took on the role of Managing Editor for the Middle East and North Africa.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Working as a journalist can have its challenges as a woman, and there are additional challenges in this part of the world, where the circles of power are dominated by men. Often, you’re the only woman in the room or at the front, so it can be intimidating and even dangerous. I’ve encountered situations where people I wanted to interview would try to intimidate me because I was a woman. Some wouldn’t speak to women – I once asked my driver to act as a go-between while I stood behind a door. It can only build character, and this has helped me acquire the confidence to say that I will always find a way to do my job — even more so today, in my new challenge as the first woman to lead the MENA region.

What strengths do you believe your identity and experiences bring to your professional and personal life?

Having grown up and worked in tough environments has helped me acquire assertiveness and an ability to tolerate stress in a calm manner, while showing empathy to others. These traits and experiences were very valuable in leading our teams through COVID-19, making sure everyone is safe, continues to perform well, and knows that they can count on us in uncertain times.

Stephanie Flanders, London

“Though a proud feminist, I would still hesitate to describe any particular attitude or experience as uniquely female.”

Stephanie Flanders

Stephanie has been both an economist and an economic journalist — she joined Bloomberg in 2017 and now does both, leading Bloomberg Economics and following a lifelong passion to demystify the global economy for a wider audience.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

When I became the BBC’s Economics Editor, I was the first woman to occupy a specialist editor job. Happily, there have been plenty more since then, and in general I would say that economics has become a little less male-dominated over the course of my career. In a previous role, I was aware that I was paid much less than several male colleagues in similar roles. That’s a challenge I failed to overcome, but overall I don’t feel I have been held back by my gender. If anything, it has given me an edge — it’s striking how many of the major global banks now have female chief economists.

What advice do you have for future convention- and ceiling-breakers?

When you’re making a case for yourself, don’t start with the skills you don’t have. I thought it was just an outdated stereotype until I started interviewing women and men for jobs. So many women really do lead with the stuff they can’t do. It’s extraordinary. 

Vandna Dawar Ramchandani, Singapore

“Understand and accept that every person and situation is different, so be empathetic and encouraging, and build trust so women feel empowered to share and take risks.”

Vandna Ramchandani

Vandna was born and raised in India. She joined Bloomberg in 1997 as a Terminal Sales rep, while living in Jakarta, Indonesia, and is now leading Corporate Philanthropy for APAC.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

In Asia, particularly in India, a woman’s role is primarily expected to be that of a home-maker. I was committed to growing my career — even after having a family — taking on additional responsibility and relocating. When I first took on the roles of APAC Global Data Manager and then Singapore Office Committee chair, the first female in those roles, I did feel nervous about the step up, but there is so much support at Bloomberg, women just need to believe in themselves and lean in.

The biggest challenge is creating a balance that works for you, and often managing your guilt as a mum. There are no shortcuts so you start to run your life through “to-do” lists and constantly prioritize. My social life and personal time became secondary; my work and family were the priority. I wanted to live the life I dreamed of for my daughter and “walk the talk.”

What strengths do you believe your identity and experiences bring to your professional and personal life?

Authenticity, drive, hard work, empathy, and the desire to constantly challenge the status quo! Multi-tasking is not a choice, so you just become good at it. You learn to problem-solve and be creative, which lends itself wonderfully to a career at Bloomberg. 

Nita Ditele-Bourgeois, New York

“Take risks and embrace failures. Be determined, never settle, and let your skills speak for themselves; not your gender.”

Nita Ditele Bourgeois

Originally from the South, Nita was raised in New York at the heart of a family that fostered continuous learning. She joined Bloomberg in 2007 as a Legal Negotiations Specialist, and is now a Product Operations manager in Enterprise Data.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Last year, after 13 years in Legal, I joined Enterprise Data. I saw an opportunity to leverage transferable skills, challenge myself, and grow. I wanted to be part of an exciting journey with the business from a different vantage point.

After encountering gender stereotypes and micro-aggressions throughout my career, I’ve found that the confidence and determination instilled at young age provided me the resilience and fortitude to address challenges head-on.

What strengths do you believe your identity and experiences bring to your professional and personal life?

Active listening has made the biggest impact. It takes time and intentionality, but the outcomes are enormous: positive engagement, sharing ideas, productivity, and stronger communication between individuals.

Celine Shi, Shanghai

“My experience has really been about breaking ceilings in my own mind.”

Celine Shi

A native of Sichuan, China, Celine joined Bloomberg Analytics in 2011 in Singapore before taking on the challenge of expanding team coverage in Beijing. She now manages buy-side product specialists in Shanghai.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Early in my career, I didn’t want to draw attention to my sexual orientation, as I truly believe it has no relevance to how well someone performs at work. I kept my identity as a queer woman to myself, even though Bloomberg has been very supportive and open about our LGBTQ community. I later realized that this secret impacted how comfortable I was with colleagues and friends — I wasn’t being myself. I came out in 2017 and was able to fully embrace my friendships and work relationships, which helped me become more confident and perform better.

What advice do you have for future convention- and ceiling-breakers?

Do not set your own glass ceiling. Many of the women I know feel less confident about opportunities and question themselves: Am I really qualified for this? Do I have what it takes? We should be more confident in the different values and experiences we bring, and give ourselves a chance to be seen.

Deanna Hallett, London

“Seek out individuals and groups of people who will support you, lift you up, challenge you, and affirm your identity and your goals — no one can reach that glass ceiling alone.”

Deanna Hallett

Deanna interned for Bloomberg twice before joining full-time after graduating university in 2019. She currently works in UK government and regulatory relations and is the co-lead for the LGBTQ+ and Ally Community in EMEA.

In what ways have you broken glass ceilings or conventions?

I was the first woman in my family to apply to university, the first to run for local councillor, the first to move abroad, and the first woman to come out as LGBT+ in my family. I faced a lot of challenges growing up, including poverty, and psychological and physical abuse from my father, which was particularly acute when I came out as gay. More broadly, I grew up in an environment where I was just expected to manage, have kids, and then become a full-time mum. It was difficult pursuing my own goals and independence when it didn’t marry the view of what my family expected.

What can our colleagues and communities to do become better allies to women in the workforce?

Actively listen. It’s only by taking into consideration people’s experiences that we can ensure the glass ceiling is shattered for all women — particularly LGBT+ women and women of colour, who are too often left behind.

Click here to read the full article on Bloomberg.

What it means to be Afro-Latino: ‘We are diverse in every single possible way’
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Amara La Negra, singer, reality show star and rapper, is known for embracing her afro and her Blackness. But despite all her success, there’s one battle she’s always had to fight: defending her Afro-Latino Blackness.

Amara La Negra, singer, reality show star and rapper, is known for embracing her afro and her Blackness. But despite all her success, there’s one battle she’s always had to fight: defending her Afro-Latin Blackness. “I still feel there’s a lot of African Americans that don’t even know that there’s other parts in the world where there’s people like us and don’t speak English,” she told ABC News. “We’re not all African Americans. We are diverse in every single possible way you can imagine.” In a society that clings to categorizing people, Amara La Negra says she’s always having to explain herself.

Born Diana Danelys De Los Santos to Dominican parents, sometimes Amara La Negra finds herself being questioned by African Americans about Ber blackness, like on the radio show “The Breakfast Club.” “Simplify it for me, what exactly is the struggle that you’re facing?” Charlamagne Tha God, one of the show’s hosts, asked her. “You sure it’s not in your mind?” She’s also faced questions from other Latinos, including some in her home state of Florida, who she says questioned why she would participate in a Black Lives Matter march in Miami.

“They were like, ‘Why are you out there protesting? You’re not Black. You have to pick. Are you Latina? You Dominican? Are you Black? You kind of have to pick,’” Amara La Negra told ABC News. “They were saying a lot of negative things toward me. I guess that there was a part of them that didn’t understand how important this is. … It’s a humanity thing.”

In the wake of George Floyd’s death and a renewed outrage over racial inequality in America, there’s a growing spotlight illuminating the diversity of Blackness in the U.S. It’s a lesson that educator Jennifer Whyte says she’s been teaching for years.

The Spanish teacher is the only Latina and the only teacher of color at The Donoho School in Anniston, Alabama. In the rural South, she makes it a point to educate her students about Afro-Latin culture.

“I need to be true to myself. … I know who I am as a Spanish teacher and teaching culture,” Whyte told ABC News. “We’re the ones that teach culture. We’re the ones that bring up these uncomfortable conversations about race and history, too, because we do history. So it’s like we bring up these uncomfortable conversations about race, colorism.”

Pedro Noguera, dean of the University of Southern California Rossier School of Education, focuses on race and policy and believes the United States’ historically poor treatment of African Americans created a massive divide among Latino immigrants — even those who are Black.

“When many Latin Americans come to this country, there’s a tendency to try to distance themselves from Black Americans. And that’s true even among people who, phenotypically from Latin America, are Black,” Noguera said. “You think about American baseball, someone like Big Poppy, the great slugger from the [Boston] Red Sox, who is clearly Black, very dark-skinned, does not identify as Black. [He] identifies as Dominican, as if that were separate somehow from being Black.” Adding to the complexities in the United States, the Latino community encompasses families from many different countries.

“So many Latinos identify more with nationality. They will say, I’m from El Salvador. I am from Panama,” Noguera said. “Latino doesn’t mean a whole lot. It only means something to second- and third-generation Latinos who’ve been in America who understand the way race in America works. And so they will claim a Latino identity. But in their identity, there’s incredible diversity.”

In the U.S., most people strictly think African American when they hear of someone who is “Black,” but according to the the Slave Voyages Project, during the colonial period, about 15 times as many slaves were taken to Latin America than the United States.

Click here to read the full article on ABC News.

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Upcoming Events

  1. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  2. National College Resources Foundation Upcoming Events–Mark Your Calendar!
    September 24, 2022 - April 1, 2023
  3. UnidosUS – LatinX Health Equity Summit 2022
    December 6, 2022 - December 8, 2022
  4. Latinx Health Equity Summit 2022
    December 6, 2022 - December 8, 2022
  5. HACE Recruitment Series: Latinas in the Workplace
    December 8, 2022
  6. Elder Customers –Treating Customers with Empathy–Virtual Event
    December 14, 2022
  7. 2023 Prospanica Leadership Summit
    March 9, 2023 - March 11, 2023
  8. CSUN 38th Annual Assistive Technology Conference
    March 13, 2023 - March 17, 2023
  9. CSUN Assistive Technology Conference
    March 13, 2023 - March 17, 2023
  10. USHCC Legislative Summit 2023
    March 20, 2023 - March 22, 2023