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Eater
2 days ago
- Business
- Eater
D.C.'s Activist Hub Busboys and Poets, 20 Years In
is a James Beard Award-winning food and travel journalist, cookbook author, and Senior Editor at Eater. Her work has been featured in the New York Times, Food & Wine, Travel + Leisure, Saveur, and others. In 2013, when I was 21 years old, I traveled with my Model African Union team from the University of Houston to Howard University in Washington, D.C. Trayvon Martin's murder the year before had a sweeping impact on me and my classmates — all of us ignited with a charge to have an expert-level understanding of our Black history, and the tools to make the world a better place once we graduated. We discussed these issues with our professor at Busboys and Poets, known as the intellectual hub of D.C.'s Black, immigrant, and progressive community. At the time, this was the spot to be in D.C., according to my professor, and to the coolest and most elite of the progressive 'Chocolate City.' Being in that space made us feel like we were Texas's coolest college students. The walls of vivid, colorful artwork enchanted us. Bookshelves filled with works from Toni Morrison, James Baldwin, and Zora Neale Hurston grounded us. And the conversations we had over shrimp and chicken chorizo pasta (to this day, still my favorite thing on their menu) nourished us as we became more and more inspired about the lives that potentially lay ahead of us. Iraqi American immigrant Andy Shallal opened Busboys and Poets in 2005. Since then, the restaurant-bookstore-community space has led with progressive ideals first, and has been patronized by politicians, musicians, and college students; it's hosted the likes of Angela Davis, Harry Belafonte, Alice Walker, and Howard Zinn. But Busboys' tenure thus far hasn't gone without challenges: As a business centered around Black culture and activist ideals owned by a non-Black man, it's been the center of contention and has endured internal and external changes. But the mission and values of Busboys remain ever present, and thus far, its reputation within a conscientious group of diners continues. I recently spoke to Shallal about opening the business amid the United States invasion of Iraq, operating a space anchored by Black history as an Iraqi American, and the importance of combining food and activism in the restaurant space. The restaurant, internet cafe, and bar section of Busboys and Poets in 2005. Susan Biddle/The Washington Post via Getty Images The Busboys dining room today. Busboys and Poets Eater: Why open a restaurant that's also a bookstore and a place for community engagement? Andy Shallal: I always imagined a place like this, and I wanted to create a place that I didn't find elsewhere in the Washington Metropolitan Area. Restaurants in particular and gathering places like this are perfect for the type of conversations that we need as a society to bring people together. People ask us this a lot, so I wrote about my experience of being in the country in my memoir, A Seat at the Table: The Making of Busboys and Poets. It talks about my upbringing in this country, the way that I was exposed to politics, to race, to different parts of the restaurant business, and the decision to bring all of those elements into one place. This is clearly a space rooted in African American ideals, activism, and intellectualism. Was there any particular part of your upbringing or childhood that made you particularly invested in the Black American experience? It was more about how race plays out in every part of life in this country, and I experienced that because of the way I looked: different. I wasn't white; I was mistaken for Black many times in many spaces. I started to understand — I was almost like a fly on the wall, hearing what the other side says about the other side — and started to understand this race issue. We sometimes say it's just a social construct, but it has huge ramifications on someone's upbringing, and where they live, who they date, whether or not they get in trouble with the police, how much income they make, their health. Everything is really focused around this social construct that we call 'race.' I was trying to understand it. How is it possible that something so constructed has so much impact on one's life and outcomes? It's always been at the forefront of my social and political interactions because of my experiences coming to this country as a child and experiencing race firsthand: Being called the n-word when I didn't know what that meant; being called terms attributed to light-skinned Black people, when I didn't know what that meant; being, for a time, uncomfortable to associate with any particular group at the cafeteria, because I didn't fit in with anyone. It was difficult, managing and navigating the racial undertones of this country, and I wanted to create a place for people to come into and be able to interact with one another without feeling uncomfortable. Can you tell me about the earliest days of Busboys and Poets? What was going on in D.C.? It was shortly after 9/11. Being an Arab and a Muslim, I felt very much like an outsider, and I really wanted to find my tribe. So I started thinking of creating a place that is welcoming to people who, historically, have been unwelcome in these types of places. And I started searching for a space in D.C. I wanted it to be in an iconic location: The U Street Corridor, at one point called Black Broadway, was ideal. I found the place and decided to just go from there. I tried to create a place that would become a hub for activists, for people who believe a better world is possible, for people who feel that being marginalized and being a country that's always going to war is not necessarily the way to go. I wanted to bring in the dreamers, the people who believe in a better world. I created it with a bookstore at the front; a lounge for people to interact and hang with people, a space in the back for poetry, author talks, and panel discussions; murals and artwork that represent the various types of people that make up our country, and the values we hold. At that time, the Iraq War was in full force. When we were opening, it just happened that one of the largest anti-war marches was taking place here in D.C. I've been an activist most of my life, and so I was fairly known in the peace movement in this arena. We had the peace and justice movement basically hanging out here days before and after the march. And people responded positively. The Busboys and Poets menu circa 2011. The favorite shrimp and chicken chorizo pasta was $16 then — it's still on the menu at $25 now. Pizza is no longer available, replaced with a section on the current menu of vegan bowls. Busboys and Poets isn't a traditional restaurant. What makes this space so distinct? There's no minimum expense to be here; you don't have to spend any money. You can hang out, drink water and enjoy some of the programming we have; 90 percent of it is free of charge. People come in and listen to amazing authors and talks just by showing up. I wanted to make sure the food was really good, because if you don't have really good food, people are going to eat before they get here. It's open to the public, and it's open all the time. From the beginning, I wanted to make sure that the food was accessible to as many people as possible. We have a handful of meat options, but a lot of our food is vegetarian, vegan, and plant-based. We opened in 2005 with vegan options; we were one of the first places that offered vegan and vegetarian food options in the city. There's a full range, not only of choices of food, but choices of prices. What was getting investment like to open the space? When I first was getting ready to open this place, I went to different banks looking for a loan, and many turned me down: Bookstores didn't make money. Coffee shops didn't really make that much money. Panel discussions of anti-war activism weren't going to make money. None of these things, in their mind, seem to make money. But bring them all together, and the synergy that creates is what I was looking for. Intuitively, I knew that would work. Finally, Industrial Bank agreed and went ahead and gave me the loan that I needed to get started. So, you opened the flagship location on 14th and V Streets, NW, which also happens to be the first location I visited when I was a college student. What does Busboys look like now? Once I got started and people saw how the business was, those banks that turned me down before were knocking on my door, telling me that they wanted to lend me money. So it's funny how that works. I was approached by developers and other people who said, 'Oh, you should open a place in my neighborhood. You should open the place here.' Slowly but surely, we started opening several places – we're up to eight so far. We have eight locations now in the D.C. area — two in Maryland and one in Virginia. But I didn't start with the intention of opening more places. Around 2008, the Washington City Paper used to do a Reader's Choice [award], and they asked the readers what would be their favorite place to take an out-of-towner. They ranked Busboys and Poets over the National Mall, which I thought was fascinating. That was a really big moment, where people really did see us as a place that represented D.C. The Busboys datebook from the week of September 4, 2006, when the restaurant celebrated its first anniversary. Busboys and Poets You're running a restaurant vocally rooted in activism during this current administration, just blocks away from the White House. How have you and your team grappled with the current and previous challenges at the restaurant? We've gone through many different iterations and issues that we've had to face, not the least of which was, of course, COVID. With the first Trump administration and the changes in the energy of the city, this was also very challenging. It's the people's business. It's a service. During the second Trump administration, we have become that much more important for people. The fact that there is a space that is safe, that people come to and retreat from the insanity that's around us, I think, is really one of our strengths. Dealing with issues of Palestine, dealing with issues of what's happening with this administration, and the DEI debacle that's taking place, dealing with all of the anti-immigration sentiment, eliminating taxes on tipped wages, and so on: policy and other issues not only happening here locally, but also nationally. So I am aware that you know, as you grow bigger, your responsibilities get more serious, and we are getting bigger. What do you see for the future of Busboys and Poets? I really want to be at the forefront of progressive ideas and progressive policies. So, whether it's making sure that immigrants are safe, making sure we source our food well, use green energy, and so on. I want us to be able to continue to do the work that we do. I think all of these things are important. Speaking up on international issues is important. We have a voice, we have a platform, and I want to make sure that it's used judiciously in a way that's going to really make the world a better place. This interview has been edited and condensed for clarity. Sign up for Eater's newsletter The freshest news from the food world every day Email (required) Sign Up By submitting your email, you agree to our Terms and Privacy Notice . This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Black America Web
6 days ago
- Politics
- Black America Web
Black Woman Sues University Of Michigan For ‘Racist' Firing
Source: Nic Antaya / Getty A Black woman who was the former head of the University of Michigan's diversity, equity, and inclusion (DEI) office is suing the school, alleging she was discriminated against when the school fired her for antisemitic remarks she said she never made. According to the Detroit Free Press, Rachel Dawson attended an academic conference in March 2024 when she was approached by two women asking her how the school was planning to address antisemitism. The women allege Dawson, who then ran University of Michigan's Office of Academic Multicultural Initiatives, responded by saying 'The university is controlled by wealthy Jews' and 'We don't work with Jews.' Dawson has a different recollection of the events and denies ever making remarks of the sort. From Detroit Free Press: Dawson said she remembered talking with the two women who accused her, but her recollection of the conversation was far different. She said that when the two women heard she was from U-M, they approached her to discuss rumors of antisemitism on campus. Dawson said she told them that the school was doing its best to combat antisemitism and all forms of discrimination. She noted that the school had recently opened the Raoul Wallenberg Institute to promote tolerance and that Jewish students had access to support groups like Hillel . Dawson's suit said the women became hostile, began berating her and even followed her out of the room when she tried to end the conversation. Days later, back at U-M, Dawson said she learned that the women had contacted the Anti-Defamation League, which filed a complaint about her with then-President Santa Ono. 'I am aware of several non-Black employees of the university who have been the subject of similar complaints about their behavior, and none have been terminated,' Dawson wrote in a statement to the school before her disciplinary hearing. 'The allegations against me illustrate how racial and gender biases can shape the interpretation of events and statements, especially for Black women in positions of authority.' Call me racist, but I'm much more inclined to believe that a group of white women got offended that a Black woman didn't say exactly what they wanted to hear, instead of a Black woman, in a position of power, willfully throwing that out the window to say something heinously antisemitic in a professional setting. Just saying, we didn't coin the term 'Karen' because entitled white women don't exist. Moving on, Dawson alleges the University of Michigan didn't follow its usual disciplinary steps when it comes to investigating incidents like these. The school hired an outside law firm, Covington & Burling LLP, to investigate instead of doing it in-house. Covington & Burling also represented the ADL in this case, which Dawson's lawyers allege to be a conflict of interest. The law firm's report acknowledged that Dawson and the women had differing accounts of the incident but found 'the weight of the available evidence supports the conclusion that Ms. Dawson made the statements attributed to her in the ADL Michigan letter.' Tabbye Chavous, Dawson's supervisor, was skeptical of how the investigation was being conducted and the findings in the final report. Chavous wrote a letter to the University of Michigan's then-President Santa Ono saying that 'Based on all information available to me, I would respectfully disagree with the conclusion drawn from the report.' 'It is obvious that this is not consistent with our normal processes for investigating alleged similar conduct of employees in a similar position as Ms. Dawson at an off-campus conference,' Chavous wrote. 'Why is the process for this situation and employee seemingly different from similar kinds of allegations and issues with others and how they are dealt with normally?' After the investigation, Chavous issued Dawson a warning and ordered her to complete anti-bias training. Usually, this would be where the story ends, but not in the case of Dawson. When word of the disciplinary action reached the University of Michigan's Board of Regents, Regent Mark Bernstein wrote, 'that the only acceptable outcome would be for Ms. Dawson to be 'terminated immediately.'' By December 2024, Dawson was fired from her position. Being prejudiced against someone for their race, religion, gender, or sexuality is the weakest thing a person can do. Yet it's interesting that whenever a white man is accused of racism, all he's expected to do is take an anti-bias class, make an apology, and the consequences are waved away. What Dawson is accused of is objectively awful, yet one can't help but see the double standard in how she's being treated compared to the multitudes of white men who have actually been recorded saying equally if not more heinous things and are still given chance after chance to redeem themselves. The University of Michigan has stood by its decision to fire Dawson. 'Rachel Dawson was appropriately terminated from her employment at the University of Michigan,' school spokeswoman Kay Jarvis told the Free Press in an email. 'We will vigorously defend this matter.' Dawson filed her lawsuit in federal court and intends to file a state court discrimination claim as well. Dawson's suit asks the court to declare the University of Michigan violated her civil rights and to award her an undisclosed amount in damages. SEE ALSO: UVA President Resigns Over Trump's Anti-DEI Investigation UNC Asheville Dean Of Students Fired For Pro-DEI Comments SEE ALSO Black Woman Sues University Of Michigan For 'Racist' Firing was originally published on
Black America Web
16-07-2025
- Entertainment
- Black America Web
Shaq Steps to RG3 Over Angel Reese: 'I'll Punch You In Your F-king Face'
Source: Chris Saucedo / Getty Shaquille O'Neal has stepped in to defend Angel Reese—again. The NBA legend issued a sharp warning to Robert Griffin III (RG3) after the former NFL quarterback responded to a racist meme featuring Reese and made controversial claims about her character. Shaq, who has mentored Reese since her LSU days and recently signed her to Reebok, had enough. He said on Bailey Jackson's Off The Record podcast: 'Tweet another monkey post about my girl Angel Reese and I'm going to punch you in your f—ing face.' The blunt message immediately sparked debate across social media. Reese has long faced online hate, especially since her high-profile rivalry with Caitlin Clark became national news. Critics have attacked her style, her confidence, and even her body language—often with racial undertones. Supporters argue she's treated unfairly compared to Clark and other non-Black athletes. RG3 claimed he posted about the meme to condemn it, but many saw it as amplifying a harmful message. Reese responded directly, saying, 'Lying on this app when everybody know the first and last name of everybody in my circle for clout is nastyyyy work.' She also denies claims that she 'hates' Caitlin Clark or divides women's basketball. Shaq's defense continued on his podcast, where he reminded listeners that he's personally mentored Reese and respects her journey. He also stated that only basketball voices—like Lisa Leslie—should lead conversations about the women's game. Now, fans are weighing in across X, Instagram, and TikTok as the story continues to develop. Let's take a look at some of the social media reactions that are keeping this story front and center. Shaq Steps to RG3 Over Angel Reese: 'I'll Punch You In Your F-king Face' was originally published on
Black America Web
15-07-2025
- Business
- Black America Web
The Retirement Gap: Why Saving For The Future Is Harder For Black Americans
Source: AndreyPopov / Getty Despite rising incomes, many Black Americans continue to face major hurdles when it comes to saving for retirement, according to the 2025 Retirement Confidence Survey by the Employee Benefit Research Institute. The survey, which included an oversample of Black workers and retirees, revealed that the racial wealth gap persists across income levels. Among households earning $75,000 or more, just 33% of Black respondents reported having at least $250,000 in savings and investments, compared to 63% of non-Black respondents. Debt is a key factor: 63% of higher-income Black households said debt was a problem, versus 45% of non-Black households at similar income levels. Nearly half of those Black respondents said debt directly impacted their ability to save or retire comfortably. Debt remains a major barrier to wealth building for Black people. For example, Black student loan borrowers are disproportionately burdened by debt, with undergraduate Black borrowers paying an average of $386 per month, according to a 2024 report by the Education Data Initiative. Housing costs further compound this disparity. A 2022 report from Housing Matters found that, on average, Black homeowners pay an additional $13,464 over the life of a mortgage. This extra cost translates to approximately $67,320 in lost retirement savings for Black households, further widening the racial wealth gap. While many Black Americans feel confident managing daily expenses, fewer feel equipped to invest or plan for the long term. Among higher earners, only 77% of Black respondents reported saving for retirement, compared to 87% of non-Black counterparts. Retirement itself looks different, too. Around 44% of Black retirees said they left the workforce earlier than planned due to health issues or disability, compared to 32% of non-Black retirees. Many also returned to work for financial reasons and were more likely to say their retirement lifestyle fell short of expectations. Access to professional financial advice remains limited among the Black community. The study found that only 31% of Black respondents currently work with a financial advisor, although nearly half said they plan to in the future. Those who do seek help often prioritize managing debt, creating wills or estate plans, and securing life insurance over traditional retirement planning. While the data is alarming, researchers behind the eye-opening study said there are ways that the financial system can help Black individuals boost their retirement savings. These include providing greater assistance in managing competing financial priorities, such as reducing debt, supporting family members, and building long-term financial security. But Black folks don't have to wait on banks or institutions to take the first step. There are countless resources available to begin the journey toward generational wealth. It starts with prioritizing financial education, learning the fundamentals of budgeting, saving, and investing, while also exploring deeper topics like credit management, compound interest, and asset allocation. Black people can tap into a wide range of tools, including online courses, books, podcasts, and community workshops tailored to financial literacy. Connecting with financial professionals and attending local seminars can also offer practical guidance. By creating a culture of financial learning at home, Black individuals and families can not only strengthen their financial knowledge but also equip the next generation with the tools to start investing early and develop healthy money habits that last a lifetime. SEE MORE: Catalyzing Wealth-Building In The Black Community The Racial Wealth Gap And Solutions To Address It SEE ALSO The Retirement Gap: Why Saving For The Future Is Harder For Black Americans was originally published on
Yahoo
09-07-2025
- Yahoo
United Airlines supervisor allegedly told Black employee to ‘go fetch' a noose - and the company did nothing about it: lawsuit
United Airlines allowed racism and harassment of employees of color to fester unchecked at Denver International Airport, according to a Black employee who says he was fired for speaking up. Amir Brown, 31, says a white supervisor dubbed 'Fast Eddie' ordered a Black staffer to 'go fetch' a noose – but alleges United attempted to sweep the incident under the rug rather than investigate and take action, claims a federal lawsuit obtained by The Independent. After Fast Eddie was reported to higher-ups by a white manager, he was finally fired, along with another white employee who allegedly yelled the n-word while at work, Brown's complaint states. However, according to the complaint, in the period that followed, 'United concealed the incident instead of addressing the underlying cultural issues that had allowed the racist conduct to escalate'. From there, the complaint says Brown 'observed the workplace environment… become increasingly segregated and hostile for employees of color.' Brown, who was part of a team that moved aircraft around the tarmac at Denver International Airport (DIA), claims he was subjected to ongoing bigotry over the course of nearly two years, being ostracized, belittled, and undermined by white coworkers who eventually got him terminated. The harassment was 'frequent and notorious in nature,' and Brown brought his grievances to United on 'multiple occasions,' according to the complaint. Yet, it contends, the airline 'failed to take prompt or effective action to prevent, correct, or remedy the work environment that was hostile for Mr. Brown.' The others were apparently 'upset that [he] was working too much overtime and therefore earning more than them,' according to Brown's complaint. On Monday, attorney Genevieve Mesch, a member of Brown's legal team, accused United of 'turn[ing] a blind eye to anti-Black racism.' 'Black employees also face harsher discipline than their non-Black counterparts,' Mesch told The Independent. 'Despite United being made aware of these incidents, the company has not implemented effective measures to address the culture of discrimination. This case represents one of several similar complaints filed by Denver-based United employees, showing a broader pattern of unaddressed racial discrimination.' Brown's lawsuit, Mesch said, 'seeks accountability and meaningful change to ensure all United employees can work in an environment free from racial harassment and disparate treatment.' In an email, a United spokesperson said, 'United fosters an environment of inclusion and does not tolerate discrimination of any kind. We remain committed to protecting individuals who raise workplace concerns in good faith. As this is an ongoing legal matter, we have no further comment at this time.' Brown began working for United in March 2017 as a ramp service worker at Newark Liberty International Airport. In October 2020, he was promoted to ramp agent and transferred to Denver International Airport, and in January 2023, was selected for a 'speciality position' on the Aircraft Move Team, which repositions planes on the tarmac. 'Throughout his tenure with United, Mr. Brown was consistently recognized for his excellent performance and diligence,' Brown's complaint states. 'Mr. Brown was incredibly hardworking and dependable—frequently working between 70 to 100 hours a week, picking up overtime shifts, and often working 16-hour days back-to-back.' After hiring on in Denver, Brown began to experience a 'work environment and culture that enabled racism towards Black employees,' the complaint goes on. In the months following the November 2020 noose incident, it says things got steadily worse. In October 2022, Brown requested parental leave so he could bond with his newborn daughter, but, according to the complaint, he was told that 'only mothers or management were eligible for bonding time.' Instead, Brown would have to use his allotted 12 days of unpaid leave, and draw on his sick days if he wanted any additional time off, the complaint states. Brown soon discovered that a coworker who was not in management had been approved to take paid leave for bonding time with his baby daughter, according to the complaint. The 'discriminatory treatment that Mr. Brown was experiencing' only intensified when he was promoted to the Aircraft Move Team in January 2023, the complaint maintains. Brown was one of two people of color on the Aircraft Move Team at DIA, where, his complaint alleges, white colleagues refused to acknowledge him or say hello, and arranged things in the break room so Brown would be forced to sit by himself, away from the others. Brown claims the white Move Team members 'refused to partner with [him] on assignments,' and left him to work alone in the hangar, which was against United rules and a potential safety hazard, according to the complaint. 'Mr. Brown's supervisors observed this behavior and took no action to prevent his segregation and exclusion,' the complaint states. Meanwhile, a group of white Move Team employees started submitting 'false reports' to their supervisor about Brown's performance, claiming he was breaking the rules by using his cell phone while on the clock, according to the complaint. It says Brown's boss confronted him numerous times about the accusations, and Brown continually tried to explain that 'the reports were untrue and… that there was no evidence to support the claims.' After speaking with his union rep about the situation, Brown was informed that his Move Team coworkers were 'upset that [he] was working too much overtime and therefore earning more than them,' the complaint asserts. Conversely, it says, no one on the Move Team expressed similar feelings about non-Black employees who were high overtime earners. 'This situation was incredibly distressing and isolating for Mr. Brown and was calculated to make his working conditions so intolerable that he'd quit,' the complaint states. At a crossroads, Brown decided to start spending his off-time in the locker room rather than in the break room, according to the complaint. But, the complaint alleges, a white employee on the team told management he was 'uncomfortable' with Brown sitting near his locker, which the complaint claims was in fact 'based on having a Black man near their locker, not just having an employee near their locker.' From there, Brown found himself targeted by white colleagues in various other ways, being berated and sworn at on the airfield, getting criticized on the radio, and being set up to fail by way of bogus violations for minuscule offenses – such as not being in the break room when a supervisor went looking for him – that did not result in any penalties for non-Black workers who committed similar infractions, the complaint alleges. In addition, Brown says he was denied leave to tend to a broken nose, penalized for an 'unexcused absence' when he was sent to the hospital during his shift for issues related to his injuries, and written up for speeding while driving to the hangar, resulting in a verbal termination warning, according to the complaint. This, Brown's complaint says, was 'disproportionate compared to how other employees were disciplined by United.' Brown told management again and again that he was the victim of racism, but was met with complete inaction, according to the complaint. 'After this termination warning, United manufactured additional attendance violations in order to justify Mr. Brown's termination,' the complaint states. On November 28, 2024, Brown was fired for violating United's attendance policy, according to the complaint, which says the carrier 'manufactured additional attendance violations in order to justify Mr. Brown's termination.' 'As a result of his termination, Mr. Brown suffered and continues to suffer substantial injuries and damages, including lost wages and emotional distress and mental anguish,' his complaint states. In January, United agreed to pay $99,000 to a Mongolian-born employee based in Denver who was peppered with racial slurs and physically assaulted by a supervisor, who also threatened his job over bogus violations. In 2022, the airline settled a religious discrimination lawsuit, filed by a Buddhist pilot, for more than $300,000. In March, a Mexican-American United employee with more than 37 years of service sued the carrier over allegations she was subjected to 'relentless' workplace sexism and racism at San Francisco International Airport. Brown is now seeking economic damages, compensatory damages, and punitive damages for 'intentional discrimination… done with malice or reckless indifference to [his] federally protected rights,' to be determined by a jury, as well as attorney's fees and court costs.
