Latest news with #JenniferBrown
CBS News
4 days ago
- CBS News
Mother of two students dismissed from Penn Trafford School District over residency concerns has sons reinstated
Earlier this summer, a mother in the Penn Trafford School District said that her two kids were dismissed from the school for this upcoming year because the district claimed they no longer lived there. After her story came to light, several attorneys and the not-for-profit group Yes, Every Kid got involved, and as of Wednesday, both of Jennifer Brown's sons have been reinstated. "Jennifer's story highlights how families across the country are being harassed by school districts," said Halli Faulkner, legislative director of Yes, Every Kid, in a statement. "We are thrilled that Penn-Trafford School District has dropped its case, and Jennifer's children can re-enroll for the upcoming school year. School districts should not be in the business of immorally spending resources to kick children out of public school." Brown said she is grateful to everyone who reached out to help. In a letter sent to Brown by the school district last month, they said they were dismissing her son, Landon, from the high school and her son, Lorenzo, from Harrison Park Elementary. Brown, a single mother, lives at a home on Burrell Hill Road in Penn Township. "My father owns it," Brown said, referring to the house. "My Grandfather built it. I will be inheriting it next." Brown provided the district with documentation of residency, including tax returns, internet bills, pay stubs, and more. "Anything that I could find with my name and address, I have given to them, and my children are still currently withdrawn from the district," she said.
CBS News
23-07-2025
- CBS News
Penn-Trafford School District dismisses 2 students over residency concerns despite mom's objections
A mother said her two kids were dismissed from school for the upcoming year because the Penn-Trafford School District said they no longer live there. Jennifer Brown is a single mother of two boys, Landon and Lorenzo, who she says live with her at a house on Burrell Hill Road in Penn Township. "My father owns it," Brown said, referring to the house. "My Grandfather built it. I will be inheriting it next." But in a letter sent out by the Penn-Trafford School District on July 9 to Brown's Penn Township address, she was informed that the school district didn't believe that she lived where she said she did. The letter went on to say that they were dismissing Landon from Penn-Trafford High School and Lorenzo from Harrison Park Elementary. Brown did what most mothers would do and started communicating with Superintendent Dr. Matthew Harris. The superintendent's office told her that someone reported her sitting in her car at the top of her driveway when the buses were picking up and dropping off, something that is not illegal or an indication for or against residency. "I voluntarily gave them a tax return, an internet bill, a pay stub, my welfare information, my vehicle registration, the titles to my car, my car insurance," Brown said. "Anything that I could find with my name and address, I have given to them, and my children are still currently withdrawn from the district." Brown was even asked to send guardianship paperwork to the school district, but she refused to do so because, one, she says she is the birth mother of her two sons, and two, she believes it would be illegal for her to present herself as a guardian and not a parent. Brown also told KDKA that while she has lived in other places in her life, this is where she has been living for a while now. She also said that she has an older daughter named Monica who just graduated from Penn-Trafford High School, and this was never an issue while she was in school. Brown says that this has been incredibly stressful on her and her family. KDKA was able to see one of Brown's tax forms from last year, and it does have her name and that Penn Township address, plus it lists Landon and Lorenzo as her dependents. KDKA called the Westmoreland County Courthouse and confirmed that her father's name is the name on the deed to the house where she says she's living. In a statement to KDKA, Harris said, "We take residency requirements very seriously at Penn-Trafford and we have conflicting information regarding this concern, or we would not be looking further into the situation as we are currently in the process of doing right now." When asked what she would like to see happen, Brown said, "I hope that my children would be re-enrolled and that someone could issue me an apology."
Forbes
13-07-2025
- General
- Forbes
The Paradox Of Power: 3 Fears That Hinder Allyship In The Workplace
Shot of a woman posing with a chalk illustration of flexing muscles against a dark background In today's rapidly evolving professional landscape, allyship and inclusion aren't just buzzwords; they're essential pillars for innovation, growth, and a truly equitable work environment. Yet, for many in positions of power, the path to becoming an effective ally is paved with unseen obstacles – not malicious intent, but deeply ingrained fears that subtly, yet powerfully, hold them back. Understanding these "fear stories" is the critical first step in fostering genuine allyship. The journey to becoming an inclusive leader often demands a paradoxical mindset: embracing vulnerability while wielding influence, and stepping back to uplift others while maintaining one's own standing. There are three key fears that frequently trip up even the most well-intentioned individuals. All Risk, No Reward: The Vulnerability Vortex One of the most significant barriers to allyship is the perception that the risks outweigh the rewards. As Jennifer Brown, author of How to Be an Inclusive Leader, highlights, "it is a big ask for leaders to be more visible and open themselves up to being scrutinized in an unforgiving environment." This scrutiny often manifests as a fear of vulnerability – of making mistakes, admitting ignorance, showing weakness, or being perceived as inauthentic. The reality is, mistakes are inevitable. You will say the wrong thing, use outdated language, or commit a microaggression. That's part of the learning curve in allyship. The crucial element isn't avoiding errors, which is impossible, but rather owning them, apologizing sincerely, and committing to improvement. This willingness to be imperfect fosters trust and demonstrates a genuine commitment to the journey of inclusion. Furthermore, admitting "I don't know" can feel counterintuitive for leaders. Yet, true allyship demands this humility. Pretending to have all the answers, especially concerning the lived experiences of others, is not only disingenuous but actively harmful. It's about asking thoughtful, open-ended questions and actively educating oneself, rather than centering one's own experiences. For instance, if a colleague of color shares an experience of racial bias, responding with emotional upset (even if valid) can shift the focus back to the person in power, burdening the individual seeking support. True allyship requires processing those emotions elsewhere, maintaining focus on the person who needs support. There's also the fear of showing weakness. Leaders often feel compelled to project an image of unwavering competence. However, authentic strength lies in vulnerability. Sharing struggles or uncertainties allows for deeper human connection and creates space for open dialogue. It signals that you're a fellow human on a learning journey, not a flawless savior. People are often drawn to authenticity and imperfection more than perceived perfection. Finally, the fear of being seen as "trying too hard" or having ulterior motives can stifle nascent efforts. While sincerity is paramount, early enthusiasm for allyship might sometimes appear "messy." The key is ensuring actions genuinely center the voices and experiences of marginalized communities, rather than being performative. True allyship is about consistent, selfless action, especially when it's challenging. Status Threat: The Zero-Sum Fallacy Inclusion initiatives, particularly those focused on diversity, equity, and inclusion (DEI), can trigger a "status threat" among majority groups. As Harvard Business Review explains, those who have historically benefited from being in the majority may perceive DEI as a zero-sum game, fearing that gains for minority groups necessarily mean losses for them. Mishel Horta, Head of Diversity, Equity, Inclusion, and Belonging at DHL Express Americas, uses a powerful analogy: "It is not about us versus them, it's not a zero-sum game. It is about broadening the flashlight focus beyond the dominant group, they are still centered. It is about sharing and broadening the focus of the light with others outside of the initial focus. We all benefit from being seen by the light." This reframing is crucial: allyship is about expanding opportunity, not reallocating it in a punitive way. Given that a significant majority of leadership positions are held by men (for example, in 2023, women held only 29% of CEO positions at Fortune 500 companies, while people of color held only 15% of CEO positions), this fear disproportionately impacts white men. Allyship can challenge existing gender norms, leading to fears of negative peer pressure, backlash from other men, a perceived loss of masculinity, or being negatively labeled. It can feel like swimming against the current when the unspoken code is solidarity with the group in power. For example, a man speaking out against gender inequality or a white person addressing racism might face pushback. The concept of "masculinity loss" is often rooted in outdated notions of strength. True allyship expands this definition, demonstrating that empathy, compassion, and standing up for justice are indeed powerful traits. It's about being secure enough in your identity to challenge harmful norms. The lack of visible role models can make allyship feel isolating. It takes courage to be among the first or few in your circle actively engaged in this work. This underscores the importance of building communities of allies and sharing experiences. Furthermore, the fear of being "cancelled" or labeled ("woke warrior," "snowflake") can be paralyzing. These labels often serve to silence dissent. However, allyship demands courage to stand up for what's right, even in the face of criticism, particularly from those who benefit from the status quo. Allyship is not about saviorism. Concepts like "white saviorism," where white individuals are portrayed as "rescuing" people of color (as seen in films like Hidden Figures or The Help which, despite their narratives, have been criticized for centering white perspectives), undermine genuine allyship. Active allyship involves taking risks and challenging the status quo, even if it doesn't directly benefit the ally. It's about trusting that a workplace that is better for historically marginalized groups will ultimately be better for everyone. A rising tide truly does lift all boats. Irrelevance: The Ego's Grip Perhaps the most potent fear, as Brené Brown's research on shame highlights, is the fear of irrelevance. In the context of allyship, this manifests as anxieties about loss aversion, worries about retaliation, ego preservation, and the struggle to decenter oneself. Our natural aversion to loss often makes us overestimate what we might lose by embracing change, even positive change. We get comfortable with the status quo, even if it's unjust. Allyship requires letting go of this fear and recognizing that a more equitable world benefits everyone, even if it means relinquishing unearned advantages. The unspoken worry about "revenge" from marginalized groups once they gain power can also be a deterrent. However, research by Melinda Gates in The Moment of Lift found the opposite: when women or people of color gain access to power, they are more likely to share it, not seek revenge. Allyship is about creating a just system, not protecting one's position. Our own ego can be a significant hurdle. The fear of losing control or power can prevent sharing it effectively. True allyship requires checking one's ego at the door, prioritizing what's right over being right, and humbly learning from others. Decentering ourselves is another critical, yet challenging, aspect. We are conditioned to be the main characters in our own stories. Allyship demands we step aside and amplify the voices of others, acknowledging that our experiences are not universal. It's about using our platforms to uplift, not self-promote. The risk of shame can be paralyzing. Shame about past actions, biases, or lack of knowledge is understandable. While shame can motivate change, it can also freeze us. The key is to acknowledge these feelings, learn from them, and commit to moving forward. The fear of a "zero-sum game" – the belief that supporting others means rooting against oneself – is also prevalent. While some resources are finite (e.g., only 500 companies in the Fortune 500), the pie often expands when inclusion thrives, creating new opportunities for all. Moving Forward: Becoming a Better Ally Understanding these fears is the first critical step toward transforming them into opportunities for growth and deeper engagement in allyship. The journey requires self-reflection and courage, but the rewards—a more innovative, equitable, and ultimately successful workplace for everyone—are immeasurable. Want to learn more? August 8 is International Allyship Day. Celebrate and engage people with power in allyship and inclusion.
Cision Canada
28-05-2025
- Entertainment
- Cision Canada
SOCAN Members Elect 2025 Board Directors as 100th Anniversary Celebrations Continue Français
SOCAN honoured with Music Publishers Canada Industry Builder Award. , May 28, 2025 /CNW/ - SOCAN has announced the results of its 2025 Board of Directors election, following a voting period that ran from April 30 through May 21, concluding after the organization's Annual General Meeting (AGM). Votes were cast by eligible SOCAN songwriter, composer, and music publisher members to elect directors for the 2025-2028 term. Held both online and in Toronto, this year's AGM marked SOCAN's 100th anniversary and featured a state-of-affairs address from SOCAN leadership, alongside a compelling panel on artificial intelligence with Léo Boisvert of the Mila - Quebec Artificial Intelligence Institute. Chair of the Board Marc Ouellette and CEO Jennifer Brown shared updates on SOCAN's record-breaking financial results and highlighted strategic priorities for the year ahead. As part of the reception, SOCAN was honoured by Music Publishers Canada with the Industry Builder Award. Presented annually as a custom-designed paddle painted by songwriter Tom Wilson, this year's award featured the lyrics to "O Canada" on the back, a tribute to SOCAN's impact on the Canadian music publishing industry. "At SOCAN, we often speak about the value of true partnerships, and our relationship with Music Publishers Canada exemplifies that," said Jennifer Brown, CEO SOCAN. "To be recognized with a Tom Wilson paddle, a symbol of building and strengthening Canada's music publishing community, is an incredible honour, and we are truly grateful." In 2025, there were three writer director positions, and three publisher director positions up for election consistent with an annual board election cycle, where six director positions are up for election each year. The following people were elected for three-year terms. Representing SOCAN Music Writer Members (alphabetically by last name): Darren Fung (west) (audiovisual) * Greg Johnston (east) Marc Ouellette (Québec) (Francophone) * Representing SOCAN Music Publisher Members (alphabetically by company name): Cheryl Link (east) peermusic Canada Inc. * David Quilico (east) Sony Music Publishing Canada Jean-François Denis (Québec) (Francophone) YMX Media * * Incumbent "Congratulations and a welcome to our newly elected board directors," said Brown. "Your leadership, experience, and diverse perspectives will be essential as SOCAN continues to grow, innovate, and serve our members and the broader creative community. The management team looks forward to working closely with the entire 2025-2026 Board, confident that together we will chart a bold and meaningful path forward." The SOCAN Board of Directors is composed entirely of songwriters, composers, and music publishers - the very individuals SOCAN exists to represent. There are 18 seats total – nine writer directors and nine publisher directors, with regional, cultural, and audiovisual representation. 2025-2026 SOCAN Board of Directors continuing their terms: Representing SOCAN Music Writer Members: Lesley Barber (east) (audiovisual) David Bussières (Québec) (Francophone) Troy Kokol (west) Laurence Lafond-Beaulne (Québec) (Francophone) Stan Meissner (east) Sarah Slean (east) Representing SOCAN Music Publisher Members: Jennifer Beavis (east) BMG Rights Management Canada Mark Jowett (west) Nettwerk Music Group Jason Klein (east) Anthem Entertainment Daniel Lafrance (Québec) (Francophone) Éditorial Avenue Jennifer Mitchell (east) Casablanca Media Publishing Diane Pinet (Québec) (Francophone) Bloc-Notes Music Publishing The 2025-2026 SOCAN board of directors will hold its first meeting in June and elect the president of the board and other officers. You can find SOCAN's 2024 annual report on 2024 Annual Report. About SOCAN For 100 years, SOCAN has been Canada's largest member-owned music rights organization, resolutely upholding the fundamental truth that music has value. SOCAN collects license fees for the public performance and reproduction of music, matches them to rights holders, and distributes them as royalties to music creators and publishers in Canada and around the world. With a century of expertise and innovation, SOCAN continues to advocate fair compensation for the work of its nearly 200,000 songwriter, composer, and music publisher members. Learn more at
Yahoo
28-05-2025
- Business
- Yahoo
SOCAN Members Elect 2025 Board Directors as 100th Anniversary Celebrations Continue
SOCAN honoured with Music Publishers Canada Industry Builder Award. TORONTO, May 28, 2025 /CNW/ - SOCAN has announced the results of its 2025 Board of Directors election, following a voting period that ran from April 30 through May 21, concluding after the organization's Annual General Meeting (AGM). Votes were cast by eligible SOCAN songwriter, composer, and music publisher members to elect directors for the 2025-2028 term. Held both online and in Toronto, this year's AGM marked SOCAN's 100th anniversary and featured a state-of-affairs address from SOCAN leadership, alongside a compelling panel on artificial intelligence with Léo Boisvert of the Mila - Quebec Artificial Intelligence Institute. Chair of the Board Marc Ouellette and CEO Jennifer Brown shared updates on SOCAN's record-breaking financial results and highlighted strategic priorities for the year ahead. As part of the reception, SOCAN was honoured by Music Publishers Canada with the Industry Builder Award. Presented annually as a custom-designed paddle painted by songwriter Tom Wilson, this year's award featured the lyrics to "O Canada" on the back, a tribute to SOCAN's impact on the Canadian music publishing industry. "At SOCAN, we often speak about the value of true partnerships, and our relationship with Music Publishers Canada exemplifies that," said Jennifer Brown, CEO SOCAN. "To be recognized with a Tom Wilson paddle, a symbol of building and strengthening Canada's music publishing community, is an incredible honour, and we are truly grateful." In 2025, there were three writer director positions, and three publisher director positions up for election consistent with an annual board election cycle, where six director positions are up for election each year. The following people were elected for three-year terms. Representing SOCAN Music Writer Members (alphabetically by last name): Darren Fung (west) (audiovisual) * Greg Johnston (east) Marc Ouellette (Québec) (Francophone) * Representing SOCAN Music Publisher Members (alphabetically by company name): Cheryl Link (east) peermusic Canada Inc. * David Quilico (east) Sony Music Publishing Canada Jean-François Denis (Québec) (Francophone) YMX Media * * Incumbent "Congratulations and a welcome to our newly elected board directors," said Brown. "Your leadership, experience, and diverse perspectives will be essential as SOCAN continues to grow, innovate, and serve our members and the broader creative community. The management team looks forward to working closely with the entire 2025-2026 Board, confident that together we will chart a bold and meaningful path forward." The SOCAN Board of Directors is composed entirely of songwriters, composers, and music publishers - the very individuals SOCAN exists to represent. There are 18 seats total – nine writer directors and nine publisher directors, with regional, cultural, and audiovisual representation. 2025-2026 SOCAN Board of Directors continuing their terms: Representing SOCAN Music Writer Members: Lesley Barber (east) (audiovisual) David Bussières (Québec) (Francophone) Troy Kokol (west) Laurence Lafond-Beaulne (Québec) (Francophone) Stan Meissner (east) Sarah Slean (east) Representing SOCAN Music Publisher Members: Jennifer Beavis (east) BMG Rights Management Canada Mark Jowett (west) Nettwerk Music Group Jason Klein (east) Anthem Entertainment Daniel Lafrance (Québec) (Francophone) Éditorial Avenue Jennifer Mitchell (east) Casablanca Media Publishing Diane Pinet (Québec) (Francophone) Bloc-Notes Music Publishing The 2025-2026 SOCAN board of directors will hold its first meeting in June and elect the president of the board and other officers. You can find SOCAN's 2024 annual report on 2024 Annual Report. About SOCAN For 100 years, SOCAN has been Canada's largest member-owned music rights organization, resolutely upholding the fundamental truth that music has value. SOCAN collects license fees for the public performance and reproduction of music, matches them to rights holders, and distributes them as royalties to music creators and publishers in Canada and around the world. With a century of expertise and innovation, SOCAN continues to advocate fair compensation for the work of its nearly 200,000 songwriter, composer, and music publisher members. Learn more at SOURCE SOCAN View original content: Sign in to access your portfolio
