AI is a huge revolution, but we need different communities building diverse data sets and coming up with their own solutions. Technovation’s mission is to empower girls and young women to become technology leaders, innovators all over the world. Many of the girls have never used a computer before, and then they are actually building either a mobile app or an AI prototype from scratch.You can actually see the diversity in the problems that these girls are picking. And also the global reach of where these pro ...

RT Rebecca Mistereggen (@RMistereggen)Meanwhile in Norway: A parent-teacher meeting at a school in Lillestrøm municipality required 13 different interpreters, costing 70,000 NOK (€6,090).Diversity is our strengt, right? 🤡 ...

Core Viewpoint - A significant employment discrimination lawsuit has been filed against Comerica Incorporated, alleging unlawful Diversity, Equity, and Inclusion (DEI) practices characterized by rigid demographic quotas and personnel controls [1][3]. Group 1: Lawsuit Details - The lawsuit was filed in the U.S. District Court for the Eastern District of Michigan and seeks damages exceeding $30 million for alleged violations of federal and state discrimination laws [5]. - The plaintiff, James Spilko, claims he was denied nearly 30 promotion opportunities over five years despite receiving exemplary performance reviews, highlighting a potential bias in the promotion process [4][5]. Group 2: Allegations Against Comerica - The complaint alleges that Comerica's DEI program includes corporate-level quotas that bypass merit-based hiring, with senior management compensation tied to these quotas [3]. - The lawsuit points out that 100% of business units met their DEI performance goals for multiple consecutive years, suggesting manipulation of outcomes to meet these goals [4]. Group 3: DEI Practices - The lawsuit describes specific practices such as rigorous monitoring to ensure "preferred demographics" are selected for leadership roles, adjusting job titles or performance ratings to align with quota requirements, and penalizing management for not meeting demographic targets [8].

I want to talk today about a truth that we don't really like to look at. We're going to look at the value of a brown and a black baby and the way that brown and black babies die because their mothers fall through the system. And a system that was not really built to see us as black and brown women. a system that wasn't built to measure us, a system that wasn't built to protect us.So in the UK today, a brown or black baby is twice as likely to die before its first birthday. A black or brown mother is twice a ...

[music] [music] [snorts] When I was 13, I traveled with my school to sort of kids conference. Teens from many parts of Brazil were there. And I remember looking around and thinking, "These kids are so different. This is so cool." I was amazed by everything.But beyond their accents, I couldn't stop thinking about two things. First, the amount of kisses they will give to say hello and goodbye. In my state, they give one kiss. In other places, they give two or three.Second, the color of the beans. In my state, ...

Core Viewpoint - The economic strike in Minnesota highlights the backlash against Target due to its response to Immigration and Customs Enforcement (ICE) operations and its rollback of diversity, equity, and inclusion (DEI) initiatives, which has led to boycotts and declining profits. Group 1: Economic Strike and Target's Role - An economic strike is taking place in Minnesota to protest ICE's actions, with Target being a focal point after two employees were detained [1] - Target is one of 17 Fortune 500 companies in Minnesota, alongside UnitedHealthcare, 3M, and Best Buy [1] Group 2: Backlash Against Target - Renewed backlash against Target has emerged nearly a year after boycotts began due to the company's reduction of DEI initiatives [2] - Target's CEO, Brian Cornell, was previously a strong advocate for DEI following George Floyd's murder but has since rolled back commitments [2][3] Group 3: DEI Initiatives and Demands - Target eliminated its three-year DEI goals and ceased participation in external diversity surveys after the election of President Trump [3] - Civil rights leaders have made demands for Target to open locations at Historically Black Colleges and Universities (HBCUs) and to fulfill its pledge to invest in Black small businesses [4] Group 4: Company Actions and Community Support - Although Target has not committed to specific demands, it continues to support organizations that assist Black entrepreneurs and has initiatives aimed at connecting HBCU graduates with mentorship opportunities [5] - Target's efforts in community support have not been effectively communicated, contributing to the backlash [6] Group 5: Financial Impact - The boycott coincides with a significant decline in Target's foot traffic and sales, with a reported 19% profit drop to $689 million for the three-month period ending November 1 [6][7]

Good afternoon. Let me ask you, what would make a perfectly sensible Chinese teacher live her comfortable life to travel 50 hours across the planet to a small Brazilian city, a barely no food on many Chinese search engines. The truth is the seed for this journey was planted many years ago with a single word shouted across my university campus in China. Wait, back then I was just a student named or Jessica, fascinated by the world outside and desperate to practice English. One day I saw the British teacher f ...

Core Insights - U.S. investors are increasingly focusing on ESG policies that enhance sustainable business practices and shareholder value, leading companies to refine executive incentive plans with quality metrics centered on human capital [1][6] Group 1: ESG Metrics in Executive Incentive Plans - 76% of S&P 500 companies reported incorporating at least one ESG metric in their executive incentive plans, marking a 1% decline from the previous year [2] - Globally, 80% of companies included at least one ESG metric in their executive incentive plans, with 75% using ESG measures in short-term incentive plans and 32% in long-term incentive plans [3] Group 2: Diversity, Equity, and Inclusion (DEI) Metrics - The prevalence of DEI metrics in the U.S. has significantly decreased due to recent Court rulings and policy changes, with only 34% of S&P 500 companies using these metrics in executive incentives, down from 55% the previous year [4] - 23 companies (5%) of the S&P 500 disclosed plans to remove DEI metrics from their executive incentive plans for the current year, indicating a continuing trend away from these metrics [4] Group 3: Human Capital Metrics - Human capital metrics remain a priority, with 71% of North American companies and 81% of European companies including at least one people-related metric in their executive incentive plans [5] - Common people-related metrics include employee engagement, succession planning, culture, and employee retention, reflecting a focus on governance of people risks and opportunities [6] Group 4: Study Overview - The WTW 2025 ESG Incentive Metrics Study analyzed 1,070 public company disclosures across major stock exchange indices in 18 markets, covering fiscal years ending between May 2024 and May 2025 [7]

Core Insights - Ashley's consulting firm is facing significant financial challenges due to President Trump's policies, which have led to over $230,000 in debt [1][2]. Group 1: Business Overview - Ashley's consulting firm connects various organizations with charities to repurpose furniture and fixed assets, generating $2.5 million in gross revenue last year [2]. - The firm has been adversely affected by Trump's tariffs and cuts to Diversity, Equity, and Inclusion (DEI) initiatives, as well as funding reductions for universities and public schools [2]. Group 2: Financial Challenges - The sources of Ashley's $230,000 debt include $90,000 in leases for two business vans, $80,000 in credit card debt, and $60,000 owed to a vendor, along with ongoing commitments for office lease and insurance [4]. - The financial strain intensified after Ashley had to lay off all employees, leading to significant payouts for medical expenses, insurance, and vacation time, which depleted available funds [4]. Group 3: Future Outlook - Ashley has secured some contracts for the upcoming spring but is uncertain about her ability to sustain the business until then [3]. - Suggestions were made for Ashley and her husband to consider full-time employment to alleviate financial pressure while waiting for contract fulfillment [5].

Core Perspective - Mattel Inc. is launching an autistic Barbie to enhance diversity within its product line, which already includes dolls representing various disabilities and backgrounds [1][7]. Development Process - The autistic Barbie was developed over 18 months in collaboration with the Autistic Self Advocacy Network to accurately reflect the experiences of autistic individuals [2]. - The development faced challenges due to the wide range of autism behaviors and traits, which are not always visible [3]. Design Features - The doll features eyes that shift slightly to the side to represent avoidance of direct eye contact, articulated elbows and wrists for stimming behaviors, and a dress designed for comfort [3][5]. - The chosen outfit is an A-line dress with short sleeves and flat shoes to promote stability, along with accessories like a fidget spinner and noise-canceling headphones [5]. Representation and Inclusivity - The new Barbie also includes facial features inspired by Mattel employees in India, aiming to represent underrepresented segments of the autistic community [6]. - The Barbie Fashionistas line has previously introduced dolls with Down syndrome and Type 1 diabetes, showcasing a commitment to diverse body types and backgrounds [7]. Market Availability - The autistic Barbie will be available online and at Target stores for a suggested retail price of $11.87, with Walmart expected to carry it starting in March [8]. Autism Prevalence - The CDC reported that the estimated prevalence of autism among 8-year-old children in the U.S. is 1 in 31, with higher rates among certain racial and ethnic groups and a significantly higher prevalence in boys compared to girls [9].