IndyStar will go live for a session recap on Friday. Here's how to watch
Wondering which bills crossed the finish line in the final hours of the 2025 Indiana Legislative session? And who are the biggest winners and losers?
IndyStar's Statehouse team will go live with analysis and a recap of the session on Friday during your lunch break, less than 24 hours after lawmakers are planning to pack up and go home for the year.
Government and politics editor Kaitlin Lange will talk with senior government accountability reporter Hayleigh Colombo and Statehouse reporters Brittany Carloni and Kayla Dwyer about the most significant legislation debated this year, including bills increasing the cigarette tax, banning DEI and cracking down on illegal immigration.
We'll also talk about what savings Hoosiers can expect from the property tax bill Braun already signed.
Tune in here on at 11:30 a.m. Friday for our 2025 Legislative Session Recap show.
Contact IndyStar government and politics editor Kaitlin Lange at Kaitlin.Lange@indystar.com or follow her on X @Kaitlin_Lange.
This article originally appeared on Indianapolis Star: IndyStar will go live for a session recap on Friday. How to watch
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
37 minutes ago
- Yahoo
Navy to strip gay rights activist Harvey Milk's name from oil tanker
WASHINGTON − The Navy will rename an oil tanker that named after slain gay rights activist Harvey Milk, U.S. officials told Reuters on Tuesday, the latest move in the military under Defense Secretary Pete Hegseth to root out diversity, equity and inclusion. In 2016, the U.S. Navy said it would name one of its new class of oil tankers after Milk, a Navy veteran who later became one of the first openly gay people elected to public office in the United States. The USNS Harvey Milk was christened in 2021, as part of the John Lewis class of tankers. More: Stonewall veterans sound alarm over Trump's attempt to erase trans history A U.S. official, speaking on the condition of anonymity, said the directive for the change came from Hegseth's office. In a statement, Pentagon spokesperson Sean Parnell said Hegseth was committed to ensuring names of military installations and equipment "are reflective of the Commander-in-Chief's priorities, our nation's history, and the warrior ethos. "Any potential renaming(s) will be announced after internal reviews are complete," Parnell said. The Pentagon and the U.S. Navy did not immediately respond to requests for comment. The official said it was unclear when the renaming would actually take place, but noted that June is Pride Month, observed annually to honor the LGBTQ rights movement. More: Military schools threaten pro-DEI student protesters with disciplinary action Another official said it would not be surprising if additional ships in the John Lewis class were renamed, since other tankers honored civil rights and human rights leaders. The planned name change was first reported by military news website Milk served in the U.S. Navy in 1951 as a diving officer during the Korean War. Elected to the San Francisco board of supervisors as the first openly gay California politician, he was killed in office in 1978. Since taking office in January, Hegseth, a former Fox News host, has eliminated diversity initiatives at the Pentagon and ended observances of identity celebrations such as Black History Month. DEI programs seek to promote opportunities for women, ethnic minorities and other traditionally underrepresented groups. Civil rights advocates argue that such programs, generally backed by Democrats, are needed to address longstanding inequities and structural racism. They have come under attack from conservatives, who say race- and gender-focused initiatives are inherently discriminatory and fail to prioritize merit. In February, Hegseth chided past celebrations of the U.S. military's diversity in a broad address to Pentagon staff, saying: "I think the single dumbest phrase in military history is 'our diversity is our strength.'" This article originally appeared on USA TODAY: Hegseth strips gay icon Harvey Milk's name from Navy ship
Associated Press
2 hours ago
- Associated Press
HenderWorks Founder Launches the Book SPINE, A Strategic Blueprint for Inclusive Leadership and Sustainable Change
06/05/2025, Federal Way, Washington // PRODIGY: Feature Story // Effenus Henderson, a longtime champion of workplace equity and founder of HenderWorks Consulting, has announced the release of his new book, SPINE: The DEI Backbone for Agility and Adaptability in a VUCA World. It is a comprehensive framework for leaders who aim to create resilient, inclusive systems that thrive in their business DNA. The book provides the essential structural integrity, both literally and metaphorically, for organizations to adapt, endure, and lead with purpose. Drawing on decades of front-line experience, including his tenure as Chief Diversity Officer at a renowned forest products company, his involvement at the United Nations and global standards bodies, and his current work as co-director and president of the Institute of Sustainable Diversity and Inclusion, Henderson distills his insights into a practical, five-part methodology. Strategy, Practice, Ideation, Need, and finally Execution. This leadership-driven methodology starts with Strategy, to craft a clear, actionable plan in the DEI initiatives that align with the organization's mission, values, and strategic direction. Once the framework is in place, the next obvious step is to Practice, implementing daily actions that support the initiatives. However, with ever-changing surroundings, companies cannot continue with the same practices forever. That is why Ideation is important, generating innovative ideas to drive DEI efforts linked to organizational outcomes. This includes focusing on the specific, high-impact Needs of the organization and its stakeholders. Finally, for sustainability in these efforts, Execution needs to be inclusive, data-driven, outcome-based, and have a lasting impact. ' SPINE is a reflection of my life's work,' said Henderson. 'It encapsulates the lessons I've learned from advising global organizations, founding HenderWorks, and co-leading the development of the international standard for diversity and inclusion in organizations. This book is my roadmap for others seeking to build systems that are not only inclusive but also resilient, ethical, agile, and aligned with performance and leadership outcomes.' Henderson's consulting firm, founded in 2000, has been a quiet yet powerful force in the evolution of DEI strategy. The firm partners with organizations to create inclusive governance systems and people management structures, implement metrics that matter, and ensure equity is infused at every level of decision-making. Initially incubated during Henderson's time at a renowned forest products company, the firm grew into a full-scale DEI consultancy following his retirement in 2013. Since then, HenderWorks has become a trusted partner for institutions seeking meaningful change. One of the most critical contributions Henderson has made to the global DEI landscape is his role as convenor of the ISO working group that developed ISO 30415 in 2021, which formalized a global standard for DEI practice. This framework moved the field from broad, performative statements to actionable, trackable change management strategies, a theme central to SPINE. 'Too often, organizations approach DEI as a checklist or a branding tool,' Henderson explains. 'But DEI is not the end goal. It is a strategic lens through which organizations must examine leadership commitment, performance, product and service development, culture, customer engagement, and community impact. When done right, it unlocks innovation, engagement, retention, and growth. When done performatively, it wastes resources and erodes trust.' The book also introduces Henderson's 7Cs Change Model: Consciousness, Conversation, Context, Content, Collaboration, Cadence, and Choice. It is a supplemental framework that guides organizations through the human dynamics of systemic transformation and leadership commitment. SPINE is especially relevant for HR professionals, organizational change agents, and executives seeking to unify purpose with practice, process, and outcomes. Henderson writes with the clarity of a seasoned advisor and the urgency of a social architect who understands that equity is a competitive necessity. 'I wrote this book for leaders asked to launch or adapt a DEI strategy, overwhelmed and uncertain, but determined to do it right. SPINE gives them a framework, a language, and the confidence to lead,' said Henderson. Whether one is just beginning their DEI journey or trying to steer an existing program through turbulent times, SPINE: The DEI Backbone for Agility and Adaptability in a VUCA World offers the strategic insight, tactical clarity, and moral courage needed to lead transformational change. Media Contact Name: Effenus Henderson Email: [email protected]
Yahoo
2 hours ago
- Yahoo
Beyond the backlash: What evidence shows about the economic impact of DEI
Nora Carol Photography via Getty Images Few issues in the U.S. today are as controversial as diversity, equity and inclusion – commonly referred to as DEI. Although the term didn't come into common usage until the 21st century, DEI is best understood as the latest stage in a long American project. Its egalitarian principles are seen in America's founding documents, and its roots lie in landmark 20th-century efforts such as the 1964 Civil Rights Act and affirmative action policies, as well as movements for racial justice, gender equity, disability rights, veterans and immigrants. These movements sought to expand who gets to participate in economic, educational and civic life. DEI programs, in many ways, are their legacy. Critics argue that DEI is antidemocratic, that it fosters ideological conformity and that it leads to discriminatory initiatives, which they say disadvantage white people and undermine meritocracy. Those defending DEI argue just the opposite: that it encourages critical thinking and promotes democracy − and that attacks on DEI amount to a retreat from long-standing civil rights law. Yet missing from much of the debate is a crucial question: What are the tangible costs and benefits of DEI? Who benefits, who doesn't, and what are the broader effects on society and the economy? As a sociologist, I believe any productive conversation about DEI should be rooted in evidence, not ideology. So let's look at the research. Who gains from DEI? In the corporate world, DEI initiatives are intended to promote diversity, and research consistently shows that diversity is good for business. Companies with more diverse teams tend to perform better across several key metrics, including revenue, profitability and worker satisfaction. Businesses with diverse workforces also have an edge in innovation, recruitment and competitiveness, research shows. The general trend holds for many types of diversity, including age, race and ethnicity, and gender. A focus on diversity can also offer profit opportunities for businesses seeking new markets. Two-thirds of American consumers consider diversity when making their shopping choices, a 2021 survey found. So-called 'inclusive consumers' tend to be female, younger and more ethnically and racially diverse. Ignoring their values can be costly: When Target backed away from its DEI efforts, the resulting backlash contributed to a sales decline. But DEI goes beyond corporate policy. At its core, it's about expanding access to opportunities for groups historically excluded from full participation in American life. From this broader perspective, many 20th-century reforms can be seen as part of the DEI arc. Consider higher education. Many elite U.S. universities refused to admit women until well into the 1960s and 1970s. Columbia, the last Ivy League university to go co-ed, started admitting women in 1982. Since the advent of affirmative action, women haven't just closed the gender gap in higher education – they outpace men in college completion across all racial groups. DEI policies have particularly benefited women, especially white women, by expanding workforce access. Similarly, the push to desegregate American universities was followed by an explosion in the number of Black college students – a number that has increased by 125% since the 1970s, twice the national rate. With college gates open to more people than ever, overall enrollment at U.S. colleges has quadrupled since 1965. While there are many reasons for this, expanding opportunity no doubt plays a role. And a better-educated population has had significant implications for productivity and economic growth. The 1965 Immigration Act also exemplifies DEI's impact. It abolished racial and national quotas, enabling the immigration of more diverse populations, including from Asia, Africa, southern and eastern Europe and Latin America. Many of these immigrants were highly educated, and their presence has boosted U.S. productivity and innovation. Ultimately, the U.S. economy is more profitable and productive as a result of immigrants. What does DEI cost? While DEI generates returns for many businesses and institutions, it does come with costs. In 2020, corporate America spent an estimated US$7.5 billion on DEI programs. And in 2023, the federal government spent more than $100 million on DEI, including $38.7 million by the Department of Health and Human Services and another $86.5 million by the Department of Defense. The government will no doubt be spending less on DEI in 2025. One of President Donald Trump's first acts in his second term was to sign an executive order banning DEI practices in federal agencies – one of several anti-DEI executive orders currently facing legal challenges. More than 30 states have also introduced or enacted bills to limit or entirely restrict DEI in recent years. Central to many of these policies is the belief that diversity lowers standards, replacing meritocracy with mediocrity. But a large body of research disputes this claim. For example, a 2023 McKinsey & Company report found that companies with higher levels of gender and ethnic diversity will likely financially outperform those with the least diversity by at least 39%. Similarly, concerns that DEI in science and technology education leads to lowering standards aren't backed up by scholarship. Instead, scholars are increasingly pointing out that disparities in performance are linked to built-in biases in courses themselves. That said, legal concerns about DEI are rising. The Equal Employment Opportunity Commission and Department of Justice have recently warned employers that some DEI programs may violate Title VII of the Civil Rights Act of 1964. Anecdotal evidence suggests that reverse discrimination claims, particularly from white men, are increasing, and legal experts expect the Supreme Court to lower the burden of proof needed by complainants for such cases. The issue remains legally unsettled. But while the cases work their way through the courts, women and people of color will continue to shoulder much of the unpaid volunteer work that powers corporate DEI initiatives. This pattern raises important equity concerns within DEI itself. What lies ahead for DEI? People's fears of DEI are partly rooted in demographic anxiety. Since the U.S. Census Bureau projected in 2008 that non-Hispanic white people would become a minority in the U.S by the year 2042, nationwide news coverage has amplified white fears of displacement. Research indicates many white men experience this change as a crisis of identity and masculinity, particularly amid economic shifts such as the decline of blue-collar work. This perception aligns with research showing that white Americans are more likely to believe DEI policies disadvantage white men than white women. At the same time, in spite of DEI initiatives, women and people of color are most likely to be underemployed and living in poverty regardless of how much education they attain. The gender wage gap remains stark: In 2023, women working full time earned a median weekly salary of $1,005 compared with $1,202 for men − just 83.6% of what men earned. Over a 40-year career, that adds up to hundreds of thousands of dollars in lost earnings. For Black and Latina women, the disparities are even worse, with one source estimating lifetime losses at $976,800 and $1.2 million, respectively. Racism, too, carries an economic toll. A 2020 analysis from Citi found that systemic racism has cost the U.S. economy $16 trillion since 2000. The same analysis found that addressing these disparities could have boosted Black wages by $2.7 trillion, added up to $113 billion in lifetime earnings through higher college enrollment, and generated $13 trillion in business revenue, creating 6.1 million jobs annually. In a moment of backlash and uncertainty, I believe DEI remains a vital if imperfect tool in the American experiment of inclusion. Rather than abandon it, the challenge now, from my perspective, is how to refine it: grounding efforts not in slogans or fear, but in fairness and evidence. This article is republished from The Conversation under a Creative Commons license. Read the original article. SUBSCRIBE: GET THE MORNING HEADLINES DELIVERED TO YOUR INBOX SUPPORT: YOU MAKE OUR WORK POSSIBLE
