Prominent Black family's Austin home receives historic marker
Dr. White, one of the few Black dentists of his time, died in 2002, according to his wife's godson, Lamont Alexander. Helen would go on to be laid to rest 13 years later.
The couple is said to have made significant strides for racial equality and a wider impact on the community in Austin.
Alexander and his wife, Alta, will host the unveiling ceremony scheduled for noon Tuesday, themed 'Preserving a Historic Legacy.'
Those attending will be able to take a self-guided tour of their home. The Austin History Center is also expected to give a presentation.
This story will be updated by Jala Washington.
Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
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Yahoo
2 hours ago
- Yahoo
Are Black Mothers Ruining Their Boys?
I am my mother's oldest son. I love who I am today, and despite many issues, she shaped me. My father was gone for goodcby the time I was 10. Even when he was around, he only taught me what I didn't want to be. I love Black mothers, and what I'm bringing up here is a discussion, not a critique. Over years of observations and recent conversations, I've noticed a pattern. Some people may be familiar with the cliche: Black mothers raise their daughters and love their sons. I hadn't heard it before, but I immediately understood it when I did. Several women in my life believe their mothers favor their brothers. The girls were expected to achieve more academically, have more chores, and be more independent. The boys are coddled in a way the girls are not afforded. This isn't just some bias specific to these women. I've seen it with my own eyes. One woman, although the youngest child, was expected to cook, clean, and iron her mother's clothes while her brothers played video games. I remember her telling me that for Christmas, she received a pack of Oreo cookies while her brothers received something more substantial. Even as an adult, she is expected to solve every family problem. I've also seen this in the classroom when teaching siblings. Although this isn't always the case, I'm much more likely to see a mother struggle to believe her son is doing something 'bad'. 'Not my baby!' is a phrase I've heard from many mothers almost exclusively when I'm calling about their sons. I recently received a video in which a man argued that Black mothers were ruining their sons because they loved on them too much for too long. He argued they are raising boys, not men, and went on to say the mothers wouldn't even date the type of man they are raising. Love is a good thing. It is a crucial thing, but everything in moderation. Love your son, but don't hide him from the real world. Make him work. Allow him to fail. Have the same expectations for success you would have for your daughter. Research shows it is possible to love your children too much. A bit of frustration and struggle in childhood creates adults who are better able to navigate the real world. When kids are overly protected, they struggle on deciding career paths and relationships. Depression, anxiety, and emptiness are all common symptoms. The brother of the woman mentioned earlier is going through this right now. He is 40 years old, living at home, depressed, angry, and with no hope for the future. His sister is independent, career-driven, and financially successful. Is the cliche true? I acknowledge my bubble, and even within that, there are exceptions to the rule. If reading this, I would love to know your experiences, but I did decide to do a bit of research before throwing out my observation. A 2010 study broached this topic. They took 1500 kids with Black mothers, and the results show there are some significant differences between sons and daughters, especially if we ignore boys who are born first. Boys who are born first and girls end up with similar results, but boys who are born later stand out. 'The results showed that later-born boys had fewer chores, argued more with their mothers, lived in less cognitively stimulating homes, and were not allowed to make the same decisions as were the girls or firstborn boys at the same age. The later-born boys were also lowest in achievement and highest in externalizing behaviors.' -source Although again we are working with a smaller sample size, it does suggest there is some truth to the idea that 'boys are being loved too much.' But why do mothers favor their sons? There isn't an easy answer to any of this, but I've found a common thread in my personal bubble and online. There seems to be an attempt to shield these boys from a harsh, racist world. Some people argue Black men have it harder, especially when we look at the prison system. Police brutality is a rampant problem for everyone, but Black people, and especially Black men, are disproportionately the victims. The justice system was built to criminalize and punish Black men to the extreme. From this angle, it isn't hard to see why a mother would want to shield her son from that world. The way a mother perceives the world likely impacts how she treats her son, but the way she perceives Black men will likely have just as much impact. Centuries of propaganda and perhaps personal experiences may teach Black women to believe Black men can't succeed. They are going to end up in a gang, or jail, etc. Why push him to succeed if he can't succeed? One study shows Black mothers have lower expectations for their sons and believe them to be less academically competent. This study consisted of 334 African American mothers from diverse backgrounds. Some were married, some were from urban areas, etc. This supports what I generally see in the classroom. On average, Black mothers are more likely to push their sons when they are athletes. In relation to this mindset, mothers push their daughters so hard because of the same belief, men will fail you. Black women have to be successful, independent, and educated to conquer the world. Men raised by those same parents enter the world with only the goal of surviving and staying out of trouble. Sadly, in many situations, this mindset hurts everyone. Once they grow up, many of these successful daughters are expected to raise these sons, who were never raised by their mothers. Despite my claims here, every situation is different. This isn't an indictment on how anyone is raising their children. I also need to point out while doing research, I saw some pretty negative comments, especially toward Black women. I'm relatively certain those people just look for any reason to attack Black women because the comments didn't relate to the actual topic. To be clear, this is about Black people, and people in general, as a whole. I encourage people to join the conversation, but please keep your unrelated hatred to yourself. Motherhood is hard. They are expected to be perfect and receive most of the blame whenever something goes wrong. In comparison, fathers are rewarded for doing the bare minimum. (Have you ever seen a father go to the grocery store with the kids?) Mothers usually do the best they can with the tools they receive. I doubt any mother is consciously favoring their sons, especially if they understand how it may impact them in adulthood. Hopefully, this works as another tool, something to consider while navigating the most difficult job in the world. This post originally appeared on Medium and is edited and republished with author's permission. Read more of LG Ware's work on Medium. 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Chicago Tribune
2 days ago
- Chicago Tribune
IREAD scores improve to record level statewide
State education leaders are celebrating the biggest increase in third grade IREAD literacy scores in the exam's history, which dates back to 2013. During Wednesday's State Board of Education meeting, officials attributed the success, in part, to funding from the Lilly Endowment and the General Assembly to improve literacy, which has lagged behind in recent years. Based on spring and summer retests, results showed 87.3% of the state's 73,500 third graders demonstrated proficient reading skills. The DOE didn't release data on the number of third graders being held back. They represent the first group who could be impacted by a 2024 state law calling for them to be retained if they don't pass the IREAD. It could be significant in some of Lake County's urban schools, especially in the Gary Community School Corp. where all the elementary schools fell below the state proficiency pass rate and two schools — Beveridge and Williams — each posted pass rates of 48.6%. Officials said the retention data would be released in October. All of Gary's charter schools fell below the state pass rate, too, but performed above the traditional district's scores. Among charter schools, just Discovery Charter School in Porter beat the state pass rate. Exemptions were carved out for a student who's already been retained in third grade; a student with an intellectual disability; a student who passed the math portion of the ILEARN; and a student who received intensive reading help for two or more school years and already retained in second grade. Third graders in all seven of Porter County's traditional school districts eclipsed the state pass rate and in Lake County, 10 of 16 districts surpassed the state pass rate. In Porter County, four schools scored 100% pass rates — Jackson in the Duneland School Corp. and Jefferson, Central and Cooks Corner in the Valparaiso Community Schools. In the private Diocese of Gary, 11 of 17 schools in Lake and Porter counties posted 100% pass rates. They include Aquinas, St. John the Evangelist, St. Mary Catholic Community, St. Stanislaus, St. Mary, St. John the Baptist, Our Lady of Grace, St. Thomas More. St. Patrick, Nativity of Our Savior, and St. Paul. 'Indiana has made extraordinary progress from where we began just a few years ago, when nearly one in five Indiana third graders could not read, to today when literacy rates have increased by nearly five percentage points in just one year,' said Katie Jenner, Indiana secretary of education in a press release. State board member Patrick Mapes, the Hamilton Southeastern superintendent, hailed the progress. 'This is monumental as far as the state is concerned,' he said. 'The next thing is harder; how do we gain again in the next school year? It doesn't end; students can't take a break.' The state's goal is 95% proficiency on the IREAD. This year's results marked the first time literacy rates increased for all student populations, including 7.5% for Black, Hispanic and special education students. Officials credited requiring IREAD testing at the second grade level to help teachers identify if students are on track to read by the end of third grade. They also praised the Indiana Literacy Cadre, a partnership between the state, the University of Indianapolis's Center of Excellence in Leadership of Learning and Marian University's Center for Vibrant Schools. The cadre provides early elementary teachers with instructional coaching and support in alignment with the science of reading, an evidence-based curriculum. The Lilly Endowment provided about $170 million for the cadre in 2022. To learn more, visit IREAD Assessment Results at: 2024 2025 State average 82.5% 87.3% Lake County Hanover Central 90.5% 93.4% River Forest 79.7% 86.2% Merrillville 79.5% 80.3% Lake Central 91.8% 93.1% Tri-Creek 92.2% 94.8% Lake Ridge 62.7% 65.5% Crown Point 92.4% 94.6% East Chicago 56.2% 62.6% Lake Station 80.3% 79% Gary 49.2% 55.3% Griffith 88.6% 91% Hammond 63.1% 69.6% Highland 85.2% 88% Hobart 82% 88.7% Munster 93.8% 97.6% Whiting 86.4% 96.6 Boone Township 89.9% 98.7% Duneland 93.1% 95.2% East Porter 87.8% 97.6% Porter Twp. 94.6% 94.4% Union Twp. 94.3% 96.5% Portage Twp. 78.1% 89.3% Valparaíso 94.4% 97.5% Charter School of Dunes 48.6% 71.3% Thea Bowman 89.1% 75% Gary Lighthouse 47.1% 77.9% 21st Century 60.8% 75.9% East Chicago Urban Ent. 79.1% 75.6% East Chicago Lighthouse 43.4% 69.2% Aspire 76.7% 72.9% Discovery Charter 86.3% 91.9%
Buzz Feed
2 days ago
- Buzz Feed
What It Means To Protect Black Communities At Work
With great power — in any workplace, institution, or community — comes great responsibility. Many of us think of our professional responsibility in concrete and easy-to-track terms, such as goals or outcomes. But just as important, and frequently overlooked, is the responsibility to protect and defend people, especially those who have been historically marginalized and are still fighting against existential discrimination, when our institutions cause harm. Being a minority in a large company sometimes feels like being on an island. No matter the workplace, you'll find that challenges are often similar: navigating predominantly white or privileged surroundings, seeing your own identity misrepresented or neglected, and being expected to be well-versed in white culture while others aren't always expected to know anything about your culture. Media and tech companies, like BuzzFeed, carry an especially hefty burden. They influence culture, amplify voices, and help shape trends. When that influence is misused, the harm can reverberate loudly. This mistake deeply hurt members of the Black community, both internally and in our audience. But instead of ignoring the issue or sweeping it under the rug, we want to use it as a case study of what any workplace or community must face when it falls short and show what it looks like to try, sincerely, to do better. When something like this happens, take time to listen to your audience and employees about how it impacted them. At BuzzFeed, we have employee resource groups, or ERGs for short. They're groups made as a safe space anyone can join, and the main purpose is to uplift and create community within the workplace for different underrepresented groups. We (the authors of this article, Karlton and Myke) are the leads for BIO: Black Identities and Opportunities. As leads, we have several different responsibilities, such as putting together events, fostering community, and addressing the small and large issues we feel impact our community. In this leadership role, we spoke privately, publicly, and candidly with the Black employees at BuzzFeed after the Love Island post went viral. Here are some of their words: Take responsibility and make genuine apologies. It's hard to get a corporate apology right —apologies are best when they come from a human person who can show empathy. But when a mistake happens at a structural or group level, it's impossible to put a single face to that sentiment. BuzzFeed hasn't always gotten it right, especially when we leaned too heavily on corporate speak that didn't align with the voice of our brands. The key is to know that the audience and employees can feel the hollowness of a corporate apology when it's not done well. On the flip side, we must also learn to accept genuine apologies. It's okay if you're not in a place to hear the apology at the moment, nobody is telling you to shut off your emotions like a robot. Feel your anger. Embrace your disappointment or disgust. But when you're ready, be willing to accept a honest apology and step into the healing process with the energy of forgiveness. However, this is completely dependent on whether or not the apology was in fact genuine. Double down on internal checks and balances. At BuzzFeed, we already have several checks and balances in place. For example, we have Culture Lead Editors, who work as a guiding light for the communities they represent. They encourage, write, and edit a wide range of culturally diverse posts. We have customized tools built into our content management system, or CMS, that flag questionable, insensitive, or confusing language. We have both copy and package editors: teams who work to make sure the titles, pictures, and text within posts fit our standards and values. These are teams that would be helpful (and in our opinion, necessary) at all mass media companies. It is important for us to double down on these checks and balances throughout our entire corporation. For those who work outside of the media, it's important to strengthen or create checks and balances that work to protect historically marginalized communities. Call out microaggressions and racism as they happen. This is a hard one. When you feel like your job may be on the line, or you may face some type of repercussion for speaking up, the stakes are infinitely higher. So proceed with caution, but do your best to call out microaggressions and racism in real time. Oftentimes, we may wait to address an issue, but by then, it's already hindsight, and you may feel pressured to stay silent because your concern no longer feels relevant to those in power. When you see something, say something (if you can. your own safety always comes first). In many cases, the person who committed the act may not even know what they did. Which is why staying silent is even scarier, because it creates an environment for the mistake to happen again and again. Never back down. Malcolm X said it best: "We want freedom by any means necessary. We want justice by any means necessary. We want equality by any means necessary," and if they don't exist yet, I say, create it is easier to get the ball rolling than to maintain the momentum. Many outside factors can serve as roadblocks, challenges, and discouragement when trying to hold yourself and others accountable, especially when dealing with injustices, inequality, or lack of equity. You might feel compelled to throw in the towel, whether it's government policies, company culture, fear of retaliation, or lack of resources. Don't. Keep it moving. As isolating as it might feel at times, you don't have to go at it alone. Our persistence when it came to the Love Island post led to conversations with more Black employees, eventually the company at large, and ultimately our top execs, which led toward seeking solutions. Work on covering Black people in a positive light. It's not solely the job of the Black employees to be the voice of all Black people. We're not monolithic. No identity is truly monolithic. In our situation, it could be possible that a lack of representation and education led to this mistake and the missteps that followed. This is why it's crucial to ensure you're mindful of the attention you give to that underrepresented group. If your Black employees are the only ones writing stories and creating videos centered around Black interests, entertainment, and culture, you have a problem. If the only content you're producing that includes Black people is centered around violence, criminality, and negativity, you have a problem. It's no secret that the media has struggled with the portrayal of Black people in a positive light, intentional or not, and there's no reason you should be part of the it's a poor excuse to blame it on your audience's interests and pop culture trends. If you're a media company, you lead the conversation in most instances, so take the reins and set the tone. If I can learn all the Taylor Swift lore in one day, you can take a few minutes to know the difference between Laurence Fishburne and Samuel L. Jackson. Each one, teach one. Pointing fingers solves little to nothing. We've all made mistakes. I think sometimes we're more willing to jump down each other's throats than to actually speak with one another. Instead speak with those responsible for the mistake. Listen to their reasoning (even if you don't agree with the reasoning at all). Gauge their level of sincerity. Educate them on how to do better. Or, if you're in a position where you feel like you're tired of educating, point them in the right direction. It can be exhausting being the person who always needs to educate others. However, I'm sure there is someone in your community who has accepted the role of educator. Simply point the offender in the right direction. What resources can they use? Who can they talk to? What books should they read? Which podcasts should they listen to? It's just too easy to tear each other down these days. Never think you can do no wrong. You know how the Hannah Montana song starts. "Everybody makes mistakes / Everybody has those days." It's true. Nobody's perfect, and that's not something to be seen as a curse. Oftentimes, it's individuals who believe they're not capable of being anti-Black, sexist, anti-LBGTQ+, etc., who have a harder time pinpointing when and where they screwed up. Today there's so much fear of being labeled a (insert word +ist) that we find ourselves making the situation worse with denial, gaslighting, or projecting our shame onto firmly believe everyone can learn from their mistakes; you just have to be willing to take accountability. The world's not over if you make a mistake, so own up to your crap and be okay sitting in it for a minute until you can work toward a can look like more than just a boilerplate apology or mandatory sensitivity training. Acknowledging wrongdoing and knowing there's an opportunity for improvement is where it's at. Create inclusive and safe spaces. What are you doing to create inclusive and safe spaces? What do they look like, and are they easily accessible to everyone? It shouldn't take a deep investigation to find someone working toward being inclusive to you as an employee. Dare I say the entire company should be working toward making the whole space inclusive — bigoted government policies and threats be have the ERGs at BuzzFeed, which cover groups like women, LGBTQ+, Latine, Parents, Black, AAPI, and more. It's encouraged that everyone participate in the activities and offerings that the ERGs produce because they allow you to either collaborate and bond with people who look like you, or get a chance to connect with people with entirely different experiences than your own. However, inclusive and safe spaces aren't always a diversity initiative. I found safe spaces by connecting with people who might've had a similar work trajectory or lived in a similar area. DMs and email threads are your friends when connecting with the right people to help foster communities. Most companies have remained remote or hybrid since 2020, and I think it's more important than ever to double down on creating spaces to ensure underrepresented groups feel heard and valued, especially in a world that's getting more creative at working to silence them. Work with your allies regularly. Look around you, you are not alone. There are allies willing to speak up. BuzzFeed held a company-wide meeting after our Love Island post went viral for all the wrong reasons, and some of the loudest and most potent voices in the room were people who were not Black. People who were very aware of the plight, and stuck their necks out to protect and defend another community. Work with these allies as much as possible. You may be in an environment at your company where someone else's voice may be the final key to unlock the solution. Seek out these allies. Meet up with or communicate with them outside of work. Build a multicultural coalition that cannot be denied. And last but not least, protect women. I don't think this needs any explanation. Protect women. Period. Our responsibility is to protect people, especially those who have been historically marginalized. The fight against existential discrimination is going to take more than 11 points on a BuzzFeed listicle. Calling out the issue and taking accountability is a move in the right direction and hopefully, this can be something we can call back to when we need to correct the next mistake, address new employee concerns, and ultimately stay true to our values in the workplace. Through these steps and our work we are aiming every day to promote Black joy, to protect Black women, and to help steer a much larger and whiter organization in a direction that's inclusive for us and all others.
