Latest news with #BlackHistoryMonth
Yahoo
4 days ago
- Business
- Yahoo
Atlantans Protest Target on 5-Year Anniversary of George Floyd's Death
To mark the fifth anniversary of George Floyd's murder, hundreds gathered outside Target's Conyers location at the behest of prominent local pastor Jamal Bryant. Bryant led protesters in a 9 minute and 29 second prayer, the same amount of time former Minneapolis police officer Derek Chauvin had his knee on Floyd's neck, killing him in 2020. The pastor of New Birth Missionary Baptist Church has been a vocal leader in the nationwide Target boycott that began in response to the company's announcement earlier this year that they would be rolling back DEI initiatives at the behest of the current White House administration. 'Target should be in shame. Five years ago, they made a pledge to the Black community and walked away from it and thought that there would be no consequence and repercussion,' Bryant told his congregation on Sunday. Just days earlier, The Wall Street Journal reported that Target CEO Brian Cornell admitted to employees that the boycotts had 'played a role in our first quarter performance' on the company's quarterly earnings call. Quarterly sales have dropped to $23.85 billion, a 2.8% decline from the first quarter last year. Cornell told employees that the 3.8% sales decline in stores open more than one year was due to 'five consecutive months of declining consumer confidence, uncertainty regarding the impact of potential tariffs, and the reaction to the updates we shared on [DEI initiatives] in January.' Although Bryant is not the only Black pastor advocating for the boycott, New Birth, which has an estimated 10,000 members, has been the driving force of the movement in metro Atlanta. Easter weekend, Bryant hosted the first Bullseye Black Market in his megachurch's gymnasium for boycott participants to shop with local Black business owners in a central location. He later announced plans to expand the market to 20 cities to mark Juneteenth. While Target was not the first, nor the only, company to announce DEI rollbacks this year, the company has had a long-standing reputation for being a progressive workplace. Target implemented its diversity policies long before the summer of 2020. The company also began celebrating Black History Month and recognizing LGBT employees as a minority group in the early 1990s. In the summer of 2020, Cornell told CNBC that he was shaken by Floyd's murder, which happened just miles from the Minneapolis-based company's headquarters. 'That could have been one of my Target team members,' he said at the time. What began as a 40-day Target fast has expanded to an indefinite boycott until the company's leaders agree to four demands put forth by Bryant: honor the $2 billion pledge to the Black business community, deposit $250 million across 23 Black-owned banks, establish community retail centers at 10 HBCUs, and fully recommit to diversity, equity and inclusion at every level of the company. The post Atlantans Protest Target on 5-Year Anniversary of George Floyd's Death appeared first on Capital B News - Atlanta.
Chicago Tribune
6 days ago
- General
- Chicago Tribune
Tyrone Haymore, who founded Robbins Historical Society, bsolutely loved' the village
Tyrone Haymore was a longtime resident of Robbins and, with his decades of service as an elected official and as head of its historical society, one also could call him the village's greatest ambassador and champion. 'He absolutely, absolutely loved this village,' said Robbins Village Clerk Sharon Dyson. 'He was so proud of all the history that is Robbins and being able to document it and get it out to the world, in whatever venue. He was proud of the heritage that he was able to do in terms of keeping that history alive.' Haymore, 78, died May 3, according to the W.W. Holt Funeral Home in Harvey. Haymore was a longtime Robbins resident. Haymore was the son of a former sharecropper father from Lexington, Mississippi, who moved the family from Chicago's Bronzeville to Robbins in 1949. In a 2004 Tribune interview, Haymore recalled the Robbins of his boyhood as a place where one 'could live real nice and eat beans and greens.' Haymore attended Thornton Junior College — now South Suburban College — before embarking on a long career with the Chicago Transit Authority. Concurrently, Haymore was a Robbins village trustee and then was elected the village's clerk in 1989. He later returned to being a trustee for several terms. In 1980, Haymore started the Robbins Historical Society with several others, including a woman named Eddie Lou Allen. Dating back to his high school years, Haymore had developed a keen appreciation for the many notable African Americans from Robbins. They include cellophane inventor and former Mayor Earl Nichols, the former mayor's actress daughter Nichelle Nichols, early Black multimillionaire and cosmetics magnate Samuel B. Fuller and aviators Cornelius Coffey and John Robinson, who along with Chicagoan Bessie Coleman founded the short-lived Robbins Airport, which was the nation's first Black airport and school of aviation in Robbins. Haymore authored a Robbins coloring book as a teaching tool in the mid-1990s. 'In Black History Month, he was always booked to appear at schools and before different organizations to tell the history,' Dyson said. After retiring from the CTA, Haymore devoted himself to Robbins' history, and eventually to creating a permanent location for exhibits. He took on the role of executive director of the Robbins History Museum, and for many years stored numerous artifacts in his home. Despite Robbins' well-documented struggles, Haymore remained upbeat and hopeful about the potential for the community despite unemployment, poverty and disinvestment. 'We're left with nothing but our history,' he told the Tribune in 2004. 'If we don't do anything with that, they may take that away too. This is what I choose to do with my retirement. I'm going to save Robbins' history.' In 2010, Haymore opened a permanent location for the Robbins History Museum, in an old storefront at 3644 W. 139th St. Later, Haymore oversaw the Robbins History Museum's acceptance of a donation: the glassy, one-story former S.B. Fuller house at 135th Street and South Kedzie Avenue. Abandoned for a decade, the mid-century, modern-style home, donated as a tax write-off, had potential, but its days of opulence were long behind it. 'It's in pretty bad shape,' Haymore told the Daily Southtown in 2022. 'I think that's why they gave it to me. Nobody wanted it anymore because it had been vandalized so badly. That house has six bathrooms and they pulled the plumbing out of all six of them. All the electric wiring has been pulled out. When people left out of there, they left it wide open, and the vandals did their job.' Haymore accepted the donation because the Robbins History Museum had outgrown its home on 139th Street. 'The Fuller home is five times larger than our current building,' Haymore told the Tribune in 2022. 'And we do need to preserve Mr. Fuller's history as well. Taking on the responsibility of that house was something we really had to think about, but we really didn't have a choice. So we reluctantly accepted it.' The museum continues to operate from the 139th Street location, as fundraising has not been sufficient to pay for renovations to the former Fuller home. 'I'm the last one alive from the original historical society,' Haymore told the Tribune in 2004. 'And it scares me to death. It scares me that Robbins' history will be buried with me.' There were no immediate survivors.
Yahoo
23-05-2025
- General
- Yahoo
A storied career
May 22—Burlington librarian retires after 46 years BURLINGTON — This school year saw the conclusion of a dedicated career of service by one of the county's educators. Harriette Ramsey, the librarian for Burlington Elementary School, retired mid-year, wrapping up 46 years with the school district, principal David Ashworth said last week. Ramsey's career stretched over two locations for the school, from its predecessor building, to its current facility, constructed in 2009. Ramsey took the job as Burlington's librarian in July 1978, principal David Ashworth said. He noted that, at the time of her retirement, Ramsey was one of the longest tenured Black public employees in the State of Ohio. Prior to working at the school, Ramsey worked at the Chesapeake branch of the Briggs Lawrence County Public Library. In a 2022 Generations feature in The Tribune, Ramsey said her reason for staying so long as school librarian was that it was "a dream job for her." She called the position "a utopia" and said she was passionate about getting generations of children interested in reading. Ramsey's work at the school extended beyond simply books. She featured a large display each year in the library's windows, dedicated to Black History Month. She helped work on Backpack Blessings, sending food items home to students in need, and ran the Pointer Pups TV channel for the school. Each fall, Ramsey also organized the school's annual Veterans Day celebration, one of the largest in the county, featuring guest speakers and invited veterans from throughout the community. Burlington principal David Ashworth spoke of Ramsey's contributions to the school over the decades. "She brought 46 years of education to the Burlington community," Ashworth said of Ramsey's career. "And she was a key influence on the culture and history of the Burlington community." You Might Like News Parade events kick off Thursday News Coal Grove dedicates Village Hall to McKnight News Profile 2025: Collecting memories (WITH GALLERY) News Three indicted in separate rape cases
Axios
20-05-2025
- Axios
A guide to non-drinking fun in downtown San Antonio
While margaritas and mariachis might be synonymous with the downtown experience, they're not all the fun that can be had. Why it matters: Downtown is just as fun without a drink in hand. Whether you're sober or simply looking for something different, there are plenty of ways to enjoy the heart of the city. Kayaking See the River Walk from a paddle-powered perspective. Outfitters like the newly revived Mission Kayak provide the gear, so all you have to do is show up and hit the water. Self-guided tours Stretch your legs and mind with a stroll through San Pedro Creek Culture Park or the King William neighborhood, both of which offer free online guides. Take in public art and new trails at the creek, or wander past the mansions in the historic neighborhood. Want a peek inside the King William homes? The annual home tour usually happens in December. Follow the King William Association on social media for updates. Themed barge rides Hop on a narrated barge and learn about River Walk history with Go Rio Cruises. Themed rides pop up throughout the year, including for Black History Month, Halloween and Christmas. Ticket prices vary. Ghost tour Whether or not you believe in spirits, a downtown ghost walk offers history with an eerie twist. Mural bike tour Explore the city's street art scene on an 8-mile electric bike tour with Mural Ride, which is led by local guides.
Business of Fashion
19-05-2025
- Business
- Business of Fashion
The 2025 Playbook for Employer Branding
Today, job candidates assess the suitability and opportunities of a prospective workplace as much as employers assess these candidates for their capabilities and potential in a role. Employees are also increasingly looking to align their personal values with their employers'. For instance, a Deloitte survey from last year found that 77 percent of Gen-Z believe it's important to work for organisations that share their values. It is no longer the case that young generations form an opinion of a company based just on its products or services. Instead, ethical practices, commitments to diversity, equity and inclusion (DEI) and social impact are also taken into account. What's more, salary is still top of mind for younger generations entering the workforce in a turbulent macroeconomic climate. However, a separate Deloitte study shows that, given the choice of accepting a better-paying but boring job versus one that was more interesting but doesn't pay as well, Gen-Z was fairly evenly split over the choice. 'The new generation, Gen-Z, really feel empowered to make a choice about where they work, even if consumer sentiment is down, even if inflation is record high,' said The Business of Fashion's (BoF) senior correspondent Sheena Butler-Young in a LinkedIn Live with BoF's commercial features editorial director, Sophie Soar, on The 2025 Playbook for Employer Branding. Businesses must grapple with changing employee expectations including work-life balance, flexible hours, and perks and benefits. Health and wellness, for instance, has become a key element in corporate benefit packages at a range of companies from luxury giants like LVMH, midsize fashion brands like Theory and beauty companies like Glossier. A 'one-size-fits-all' approach to workplace perks and benefits, learning and development opportunities, and career progressions, no longer works. Global offices must consider regional nuances across different workplace locations, as well as the multiple generations in their workforce. Below, BoF condenses key insights from the LinkedIn Live, The 2025 Playbook for Employer Branding. Embody and Demonstrate the Company Values Butler-Young and Soar discussed the diversity, equity and inclusion (DEI) rollbacks in the US, and the potential political divisions among the workforce of today. They noted how it is important for employers to communicate and remain consistent around the workplace values that they stand behind. However, there has been a notable step back from outright communication — even before President Trump issued executive orders in January that took aim at DEI policies. In February 2024, brands' and retailers' communications and activities relating to Black History Month in the US appeared to stall alongside momentum on diversity efforts across the board. Brands began steering clear of political claims ahead of, and now following, a divisive election year. Employers must consider if they need to demonstrate and communicate more clearly what it is that they're doing. — Sophie Soar, commercial features editorial director at BoF. That said, Butler-Young also noted a move amid businesses looking to demonstrate their values and initiatives through actions, rather than words alone. 'You should do it more than you say it, but I don't think you shouldn't say it at all,' she said. 'You don't have to speak up about everything, but have some things that you can truly stand behind as an organisation. Being clear on what that thing is, that you're good at it and knowing that your employees care about it.' Some brands and businesses take demonstrative actions seriously — Patagonia's founder Yvon Chouinard gave away the entirety of his company's shares and restructured Patagonia's ownership to reinvest Patagonia's profits towards combating climate change. Others demonstrate commitments to their values through other, less radical actions, such as publishing work towards environmental and social governance targets, or updating their hiring strategies for more inclusive practices. That said, employers should not assume that potential — or even current — employees know about their company's values and the initiatives or activations around these. 'You should definitely live the reality first and then demonstrate it,' said Soar. 'Employers must consider if they need to demonstrate and communicate more clearly what it is that they're doing, because there are a lot of assumptions that people know what an employer is doing or offering its community of employees or consumers.' Some brands and businesses are already sharing narratives around their employer branding — providing a peek inside their offices, or spotlighting employees and their talents — through their social media output. 'We're seeing all sorts of brands across TikTok and Instagram putting forward snapshots of an office and employees in the office,' said Soar. 'Whether you are aware of the fact that you're doing this or not, that is an aspect of employer branding.' Approach Return-to-Office Policies Strategically Business leaders are experimenting with return-to-office strategies, with many workplaces and employees adjusting to work-from-home turned hybrid working practices during and after the Covid-19 pandemic. While some workplaces are remaining flexible or fully remote, others are setting stricter parameters around office attendance — with some companies mandating the full five-day working week back in the office. If you start enforcing certain structures, there will be a massive knock-on impact on recruitment and retention. — Sheena Butler-Young, senior correspondent at BoF. This kind of practice is beneficial in encouraging greater collaboration and building a sense of camaraderie and community among colleagues. 'No one can dispute how important it is to collaborate in-person, to be around people, to not be holed up in your apartment or your house every day for your own mental health needs,' said Butler-Young. 'The risk is that we go too far back into traditional norms or being rigid around that.' Employers need to be realistic about what is expected about a return to the office — and must take into account the personal needs of each employee and varying methods of working. For instance, some individuals that live further away from the office, who were hired on the basis of remote working policies, might feel ostracised by new policies. Some juniors, however, may struggle to learn remotely when onboarded over asynchronous communication platforms like Slack and Zoom calls. 'Previously, when we were hiring in a much more work-from-home environment, it meant that you could hire people who weren't living within the immediate region where your office is based. It allowed [us] to open up the talent pool,' said Soar. 'But if you start enforcing certain structures, and these [employees] do not live close to the office, for example, they're not going to have the same opportunities available to them [and] there will be a massive knock-on impact on recruitment and retention,' she added. A return to office in 2025 is not necessarily a negative thing. It instills a sense of routine and structure for employees, and provides them opportunities for face-to-face interactions with members of the senior management and leadership team. Butler-Young and Soar discussed the idea that, if workplaces are mandating five days a week or set days back in the office, employers should consider certain levels of flexibility. For instance, there must be an understanding that an employee may have to leave at 4pm to go and pick up their children from school — but can continue working later to finish if necessary. 'An employer that doesn't have common sense rules around workplace flexibility is not where I want to be,' added Butler-Young. Align Company Perks and Services to All Generations and Regions Companies that expand beyond one area or region must take into account the social and cultural norms of every location. After all, what juniors in New York might value versus executives in Shanghai, for example, will likely differ. Butler-Young spoke to the importance of having brand codes that are firm and immovable but adapted regionally, taking into consideration the nuances of local codes within a functional multi-national workplace. 'If you're a US-based company and you're expanding to Europe or China, and you assume that your current values will immediately resonate with your new region, you will go wrong,' said Butler-Young. 'Instead, you must hire the right mix of local talents and add that local flair to understand the core values of the region and adapt your company's policies accordingly.' For the first time in employment history, there are now up to five generations of talent in the same workplace — and employers can stand to benefit from tapping into the unique offerings and skills of each age group. Younger employers can learn from more experienced workers, and for older generations to pick up emerging skills and technologies. However, it is imperative that employers don't assume anything about one age group, like assuming that all members of Gen-Z are automatically technologically fluent, or that older generations aspire to manage and run large teams. 'The opportunity comes from actually tapping into the unique offerings of each group,' said Butler-Young. 'It's really about paying attention to individual contribution, not assuming anything about one generation, and having everyone work together to collaborate.' 'An emphasis on mentoring in both directions is important — and so is actually formalising it, and not just hoping it'll happen on its own,' she added. Implementing a cross-functional approach throughout the business and giving employees the opportunity to display their different perspectives can lead to a more functional workplace. However, the business must account for providing support, perks and services that address the needs of all generations. Butler-Young and Soar discussed, for instance, how Gen-Z are in fact driving forward new trends like sober socialising and wellness-oriented community building. These are typically more inclusive activities for those who do not drink, and help promote healthier lifestyles. Soar also notes how this generation takes their mental health seriously. Butler-Young suggested that workplaces should take into account other, previously sidelined health challenges that can impact employees at all stages of their life. 'What about someone that is maybe a woman that's over the age of 50 in your workplace? Do you have a mechanism that takes into account her life stage? [...] Some companies are offering these menopause awareness roundtables and forums,' Butler-Young added as an example. 'Remember as an organisation that [...] this is a whole person that's coming to work for you. And if they are not well, you're not going to get productivity out of them.' If you are interested in showcasing your employer brand on BoF, please reach out to Disclaimer: This interview has been edited and condensed for clarity.
