CHICAGO /PRNewswire/ — McDonald’s USA is proud to introduce the Black & Positively Golden (B&PG) Change of Fashion, a game-changing program aimed at uplifting emerging Black fashion designers and equipping them with career-propelling mentorship, resources, and financial support that will accelerate their career trajectories.

Although Black designers have made a transformative impact in shaping fashion – from zoot suits in the 1930s to hip hop tracksuits of the 1980s, their representation in America stands at a mere 7.3%, hindered by systemic barriers and racial disparities.^[1] This imbalance allows the fashion industry to profit from Black culture while neglecting to embrace Black talent. Recognizing this disparity, McDonald’s USA, a brand embraced by streetwear icons and renowned designers, has launched the B&PG Change of Fashion program to advocate for industry-wide change.

Building on the brand’s annual B&PG Change Leaders program, McDonald’s B&PG Change of Fashion program pairs five emerging Black designers with five Black industry experts to complete a year-long mentorship filled with access to valuable resources, education and national exposure to industry experts that will culminate with the launch of a capsule collection.

“Having navigated the fashion industry as a Black woman, I understand first-hand the challenges around Black designers breaking through and sustaining a profitable business,” said media personality and television host Elaine Welteroth. “Partnering with a global brand like McDonald’s, I am honored to leverage my experiences as a fashion editor to mentor the next generation of designers and to ultimately help foster more inclusivity in an industry that thrives on Black culture.”

Through the B&PG Change of Fashion program, the Golden Arches and its Owner/Operators will grant funds to each designer, totaling $200,000 overall, offer one-on-one mentorship sessions, provide access to expert-led masterclasses and more. Change of Fashion Designers are featured in a national television commercial alongside their mentors, which include author and television host Elaine Welteroth, Matte Collection CEO Justina McKee, retail executive Shawn Howell, Laquan Smith COO Jacqueline Cooper, and Founder of luxury concept retail stores, McMullen, and Founder & CEO, Sherri McMullen.

“For decades, McDonald’s has leveraged its size and scale to invest in and support the diverse communities we serve,” said Tariq Hassan, Chief Marketing and Customer Experience Officer at McDonald’s. “The Change of Fashion program builds on that legacy, pushing new boundaries in an effort to inspire real change, not only for our five designers, but for the fashion industry at large.”

MEET THE DESIGNERS

• Durrell Dupard, New Orleans, LA, Founder of Freddie Estelle | Inspired by streetwear, Durrell began creating custom 1-of-1 designs for close friends at 15 years old. Freddie Estelle specializes in merging streetwear trends and upcycling to create unique custom designs. 
• Shareef Mosby, Richmond, VA, CEO of VICTIM15 |Motivated by personal adversities and a challenging upbringing, Mosby has molded his brand to transmute traditional, utilitarian fabrics and silhouettes into urban-chic, contemporary ensembles juxtaposed against traditional artistic backdrops.
• Larissa Muehleder New York, NY, Founder of Muehleder | Muehleder isn’t just a brand—it’s a testament to the boundless possibilities that await those who dare to dream, to create, and to defy their insecurities and self-doubt. With each design, she continues to write her story and find a piece of herself in everyone. 
• Heart Roberts, Brooklyn, NY, Founder of HEARTHROB | Their passion for denim and leather knows no bounds, particularly in the art of manipulation and distressing. Enter the realm of HEARTHROB, where sustainability intertwines seamlessly with high fashion, forging a path toward a more conscious and stylish future. 
• Nia Thomas, New York, NY, Founder of Nia Thomas | Nia started a clothing line producing limited-edition garments and original jewelry inspired by inward discovery nourished by her worldly travels. Today, Nia is a luxe lifestyle brand with handcrafted pieces for people who own their power, sensuality, and capacity for love.

Change of Fashion designers were carefully chosen by a selection committee. To learn more about each designer, please click here. 

Since commencing in 2022 under the McDonald’s B&PG Futures 22 platform, the B&PG Change Leaders program has provided Black thought leaders nationwide with tools, resources, and more than $600K in funding. The McDonald’s B&PG Change of Fashion program is just one of the many ways the company is serving up bright futures in the communities it serves. For more than 65 years, McDonald’s and its Owner/Operators have fed and fostered the Black community by awarding scholarships to HBCU students, creating impactful partnerships with community organizations like the National Urban League, NAACP, Boys & Girls Clubs of America, and more.

Fans can follow the designers’ journeys and explore the meaningful impact of Black fashion in an industry seeking greater diversity by visiting changeoffashion.com or @wearegolden on Instagram.

About McDonald’s USA
McDonald’s USA, LLC, serves a variety of menu options made with quality ingredients to millions of customers every day. Ninety-five percent of McDonald’s approximately 13,500 U.S. restaurants are owned and operated by independent business owners. For more information, visit www.mcdonalds.com, or follow us on Twitter @McDonalds and on Facebook at www.facebook.com/mcdonalds. 

Reference
Fashion Designer Demographics and Statistics [2021]: Number of Fashion Designers in the US (zippia.com)

SOURCE McDonald’s USA

WASHINGTON /PRNewswire/ — The Latino Corporate Directors Association (LCDA) announces the release of its groundbreaking report, “Latino Board Monitor: Latino Representation on Illinois Corporate Boards.” This report sheds light on the critical issue of Latino representation in Illinois corporate boardrooms, revealing nearly 80% of Illinois-based public companies lack Latino representation.

Latinos constitute nearly 20% of the US population and wield significant economic influence, while Latinos in Illinois contribute approximately 10% of the Gross Domestic Income (GDI) or nearly $93 billion. It is a business imperative that corporations actively incorporate the Hispanic/Latino perspective within corporate boardrooms and the C-suite.

Latino board seat representation on Illinois-based public company boards stands at only 3.1%.

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However, recent trends in board representation have brought to light a troubling reality. Hispanic/Latino directors continue to be significantly underrepresented in Illinois corporate boardrooms. Although Latinos currently constitute 18% of the Illinois population, their representation on Illinois-based public company boards falls far short of reflecting this demographic holding just 45 of 1,437 available board seats.

Key findings from the report include:

• Nearly 80% of Illinois-based public companies lack Latino representation.
• Latino board seat representation on Illinois-based public company boards stands at only 3.1%.

With Latinos accounting for $660 billion dollars of unlocked and untapped spend, the Hispanic/Latino perspective is invaluable for gaining insights into the evolving mainstream economy and ensuring that businesses remain competitive and relevant. Yet, despite some progress, Latino representation on Illinois boards still lags behind that of other racial and ethnic groups. Furthermore, Latinos and Latinas face the greatest underrepresentation when it comes to access and visibility to the tremendous amount of Latino board talent, further exacerbating the existing disparity.

LCDA Acting President and CEO, Ozzie Gromada Meza, stated, “The release of LCDA’s ‘Latino Board Monitor: Latino Representation on Illinois Corporate Boards’ report serves as a clarion call for change in Illinois corporate boardrooms. It is time for companies to acknowledge the multicultural business perspectives that Latino directors can provide. By embracing inclusivity as a competitive strategy at the highest levels of decision-making, businesses can thrive in an increasingly dynamic and global economy.”

LCDA serves as a solution, offering access to board-proven and board-ready Latino talent. Visit LCDA’s Member Directory.

For more information on the “Latino Board Monitor: Latino Representation on Illinois Corporate Boards” report and LCDA’s mission, please visit latinocorporatedirectors.org.

About the Latino Corporate Directors Association (LCDA): The Latino Corporate Directors Association (LCDA) brings together accomplished and respected Hispanics/Latinos in corporate leadership and corporate governance committed to paying it forward. Our mission is to develop, support, and increase the number of Hispanics/Latinos on corporate boards. LCDA’s strategy to accelerate Hispanic/Latino placements on corporate boards is focused on three areas: grow demand, grow supply, and raise awareness. LCDA serves as an advocate and resource to corporate boards, search firms, private equity, and institutional investors interested in gaining access to exceptional Hispanic/Latino board talent. Together with our foundation (LCDEF), our program areas also focus on growing the supply of high-caliber boardroom candidates and providing quality corporate governance programming for experienced and aspiring directors.

SOURCE LATINO CORPORATE DIRECTORS ASSOCIATION

WASHINGTON /PRNewswire/ — Today, the United States Commission on Civil Rights releases the report, The Federal Response to Anti-Asian Racism in the United States.  Based on extensive research, expert and public testimony, the report assesses the rise in anti-Asian hate crimes in the U.S. from 2019 through 2021, and the federal role in preventing and enforcing federal hate crime laws.

This report examines three main areas: 1) national trends and data regarding the rise of hate incidents and hate crimes against members of Asian communities; 2) local and state law enforcement’s prevention and reporting practices regarding hate crimes; and 3) federal efforts and policies that encourage greater participation in reporting hate crime incidents, as well as prosecution and enforcement efforts to prevent hate crimes.

“The report indicates that language barriers are impeding the reporting of incidents and that many incidents that do not meet the legal criteria for hate crimes, such as racial slurs or being spat on, still evoke fear but go unaccounted for in official statistics,” said Commission Chair, Rochelle Mercedes Garza. “Ultimately, the absence of adequate performance metrics poses a significant challenge in assessing the federal government’s effectiveness in combating the surge in hate crimes against the Asian community. While these barriers continue to exist, the Commission has outlined a holistic strategy to combat anti-Asian hate incidents, ranging from data collection improvements and legal enforcement to community support and education initiatives.”

“I am proud to have worked on the United States of America’s official, congressionally authorized, report on what’s been happening to our community since the dubbing of COVID-19 as the ‘China Virus’ inflicting people with the ‘Kung Flu’. Words matter, as this report shows,” said Commissioner Glenn Magpantay.

Agreed upon by a bi-partisan majority of Commissioners, the report contains the following Commission specific findings and recommendations – a first since 2019:

Findings

Data collection & reporting:

• A major impediment to understanding the severity and magnitude of hate crimes against persons of Asian descent is the lack of comprehensive data.
• The transition to the NIBRS data collection has been slow for some agencies: for 2021, the number of participating agencies within the FBI hate crime database was 11,834, compared to the 15,138 participating agencies for 2020 data, and many of the agencies that have not submitted 2021 data are the largest jurisdictions.

Recommendations

Training & Partnerships:

• Prosecutors and law enforcement should vigorously investigate and prosecute hate crimes and harassment against Asian Americans.
• First responders should be provided with training aimed at teaching a clear understanding of what constitutes a hate crime in their jurisdiction.

Language access:

• Federal, state, and local law enforcement agencies and victim services need to identify critical deficiencies in Limited English Proficient (LEP) programs for individuals who need language assistance.

As part of the examination, the Commission held a public briefing on March 24, 2023, where Commissioners and Commission staff heard from subject matter experts such as government officials, academics, policy experts, law enforcement professionals, advocates, and impacted persons. The Commission also accepted written materials from the public for consideration in the final report.

The U.S. Commission on Civil Rights is the only independent, bipartisan agency charged with advising the President and Congress on civil rights and reporting annually on federal civil rights enforcement. Our 56 state and territory Advisory Committees offer a broad perspective on civil rights concerns at state and local levels. For more information about the Commission, please visit www.usccr.gov and follow us on Twitter and Facebook.

Contact: Angelia Rorison
publicaffairs@usccr.gov

SOURCE U.S. Commission on Civil Rights

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