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Dove Partners with LinkedIn in support of The CROWN Act to Help End Race-Based Hair Discrimination in the Workplace 

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#BlackHairIsProfessional sets goal to educate 1 million hiring managers and workplace professionals on creating a more equitable and inclusive work environment by the end of 2023

ENGLEWOOD CLIFFS, N.J. /PRNewswire/ — As part of Dove’s ongoing commitment to help pass The CROWN Act and end race-based hair discrimination nationwide, the brand has partnered with LinkedIn, the world’s largest professional network, who is committed to creating equal access to economic opportunity and creating more equitable outcomes for all professionals. While progress has been made to end hair discrimination with the passage of The CROWN Act in some states across the US, race-based hair discrimination remains a systemic problem in the workplace – from hiring practices to daily workplace interactions – disproportionately impacting Black women’s employment opportunities and professional advancement.  

Dove x LinkedIn CROWN Infographic FINAL
CROWN 2023 Workplace Research Study

The NEW CROWN 2023 Workplace Research Study, co-commissioned by Dove and LinkedIn, found that Black women’s hair is 2.5x more likely to be perceived as unprofessional, and details the systemic social and economic impact of hair bias and discrimination against Black women in the workplace. Additional findings from the CROWN 2023 Workplace Research Study include:

  • Bias against natural hair and protective styles can impact how Black women navigate the hiring process.
    • Approximately 2/3 of Black women (66%) change their hair for a job interview. Among them, 41% changed their hair from curly to straight.
    • Black women are 54% more likely (or over 1.5x more likely) to feel like they have to wear their hair straight to a job interview to be successful.
  • Hair discrimination has led Black women to have a negative experience or outcomes within the workplace.
    • Black women with coily/textured hair are 2x as likely to experience microaggressions in the workplace than Black women with straighter hair.
    • Over 20% of Black women 25-34 have been sent home from work because of their hair.
  • Young Black professionals are feeling the pressure from hair discrimination the most.
    • Nearly half (44%) of Black women under age 34 feel pressured to have a headshot with straight hair.
    • 25% of Black women believe they have been denied a job interview because of their hair, which is even higher for women under 34 (1/3).

For far too long, Black women and men have been subject to unfair treatment, outright discrimination and a myriad of inequities for simply wearing our natural hair texture and hair styles that are inherent to our cultural identity. This includes being denied employment, being sent home from work, being overlooked for promotions, and a range of micro-aggressions. This may be hard to believe, but it is real, clearly unwarranted, and unacceptable,” says Esi Eggleston Bracey, President & CEO of Unilever Personal Care in North America. “The goal of the partnership between Dove and LinkedIn is to help put an end to race-based hair discrimination in the workplace. We intend to shine a light on this issue and call upon employers, hiring managers, and professionals to adopt equitable and inclusive practices that create a respectful and open world for natural hair.”

In support of The CROWN Act, Dove and LinkedIn have partnered on a series of actions to help end race-based hair discrimination in the workplace nationwide. Together, we will:

  • Provide free access to 10 LinkedIn Learning courses focused on creating a more equitable and inclusive work environment, with a goal to educate 1 million hiring managers and workplace professionals by the end of 2023.
  • Illuminate the real and measurable adverse impact hair discrimination continues to have on Black women in the workplace through the CROWN 2023 Workplace Research Study.
  • Elevate and celebrate the real stories and voices of Black women professionals across LinkedIn and social media platforms using #BlackHairIsProfessional to help redefine what society deems “professional” at work.

While talent is equally distributed, opportunity is not. Cultural identifiers, like hair, are not determining factors for someone’s skills or experience, and no one should be denied employment opportunities or professional advancement because of their hair,” says Rosanna Durruthy, Global Vice President of Diversity, Inclusion, and Belonging at LinkedIn. “As Dove works to change legislation, LinkedIn is working to change workplace behavior by training and educating one million hiring managers and human resources professionals on inclusive and equitable business practices. The mission of ending race-based hair discrimination is critically important to our own desire to make work, work better for everyone.”

Dove will continue to drive awareness of The CROWN Act across platforms, encourage petition signatures, and support the passing of The CROWN Act to help end race-based hair discrimination nationwide.

Dove co-founded the CROWN Coalition in 2019 alongside non-profits including the National Urban League, Color of Change, and Western Center on Law and Poverty to advance anti-hair discrimination legislation and create a more equitable and inclusive beauty experience for Black women and girls. Since then, the CROWN Coalition has grown to an alliance of more than 100 organizations that work together to pass the CROWN Act.

Everyone can take action to help pass The CROWN Act to end hair discrimination in the workplace. Visit Dove.com/LinkedIn to learn more, sign the CROWN Act petition and access free courses that support a more equitable and inclusive work environment because #BlackHairIsProfessional. 

CROWN 2023 Workplace Research Study Methodology
The 2023 CROWN Research Study surveyed 2,990 female identifying respondents in the US ages 25-64 (1,039 Black, 1,028 Hispanic, 1,064 White, with some respondents identifying as more than one race/ethnicity) between December 2022 and January 2023. All respondents were employed part or full time at the time of the study. The research was conducted on behalf of Dove by JOY Collective and Modulize, both specializing in marketing, data and analytics for polycultural communities.

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About Dove 
Dove started its life in 1957 in the US, with the launch of the Beauty Bar, with its patented blend of mild cleansers and ¼ moisturizing cream. Dove’s heritage is based on moisturization, and it is proof not promises that enabled Dove to grow from a Beauty Bar into one of the world’s most beloved beauty brands. 

Women have always been our inspiration and since the beginning, we have been wholly committed to providing superior care to all women and to championing real beauty in our advertising. Dove believes that beauty is for everyone. That beauty should be a source of confidence and not anxiety. Dove’s mission is to inspire women everywhere to develop a positive relationship with the way they look and realize their personal potential for beauty. 

For 60 years, Dove has been committed to broadening the narrow definition of beauty in the work they do. With the ‘Dove Real Beauty Pledge,’ Dove vows to: 

  • Portray women with honesty, diversity and respect. We feature women of different ages, sizes, ethnicities, hair color, type, and style.
  • Portray women as they are in real life, with zero digital distortion and all images approved by the women they feature.
  • Help young people build body confidence and self-esteem through the Dove Self-Esteem Project, the biggest provider of self-esteem education in the world.

About The CROWN Coalition
The CROWN Coalition is a national alliance founded by Dove, National Urban League, Color Of Change and Western Center on Law & Poverty, to end race-based hair discrimination in America. The Coalition, now consisting of over 100 supporting organizations, is the founder of the CROWN Act movement and was the official sponsor of the inaugural CROWN Act legislation in California in 2019. For a full list of CROWN Coalition members, visit www.thecrownact.com.

The CROWN Coalition is proud to support anti-hair discrimination legislation to address unfair grooming policies that have a disparate impact on Black women, men and children and has drawn attention to cultural and racial discrimination taking place within workplaces and public schools. The CROWN Coalition members believe diversity and inclusion are key drivers of success across all industries and sectors.

About LinkedIn
Founded in 2003, LinkedIn connects the world’s professionals to make them more productive and successful. With more than 850 million members worldwide, including executives from every Fortune 500 company, LinkedIn is the world’s largest professional network. The company has a diversified business model with revenue coming from Talent Solutions, Marketing Solutions, Sales Solutions and Premium Subscriptions products. Headquartered in Silicon Valley, LinkedIn has offices across the globe.

SOURCE Dove

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New VPC Study Analyzes 25 Years of Data from “When Men Murder Women” for Domestic Violence Awareness Month in October

Eight states ranked in the top 10 in more than half of the past 25 years in the rate of females killed by males: Alaska, Arkansas, Louisiana, Nevada, New Mexico, Oklahoma, South Carolina, and Tennessee

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WASHINGTON /PRNewswire/ — Today the Violence Policy Center (VPC) released When Men Murder Women: A Review of 25 Years of Female Homicide Victimization in the United StatesThe study analyzes 25 years of data, from 1996 to 2020, from the VPC’s annual report, When Men Murder Women. This year, the VPC was forced to temporarily suspend the state rankings usually contained in the report due to the unreliability of 2021 federal crime data as the result of the Federal Bureau of Investigation’s ongoing transition from its Uniform Crime Reports (UCR) Summary Reporting System (SRS) to the new National Incident-Based Reporting System (NIBRS). [For an overview of how the problems associated with this switchover have negatively affected data collection and its impact on gun violence research and policy development, please see the new VPC study The Negative Impact of the National Incident-Based Reporting System (NIBRS) Transition on Gun Violence Research.] As a result, the VPC is only able to offer this 25-year overview of females killed by males, although it is our hope that at some point in the near future we will be able to resume publication of the original report, including its state rankings.

STATE FINDINGS

During When Men Murder Women‘s 25-year publication history, 33 states had rates of females killed by males in single victim/single offender incidents that placed them among the jurisdictions with the 10 highest rates for that given year. During this period, eight states ranked in the top 10 in more than half of the past 25 years: Alaska, Arkansas, Louisiana, Nevada, New Mexico, Oklahoma, South Carolina, and Tennessee. Notably, virtually all of these states are southern or southwestern states and the majority have higher rates of household firearm ownership. During this period: 

  • Alaska was in the top 10 states for 18 out of the last 25 years and has consistently ranked number one or two among states with the highest rates in the last decade.
  • Arkansas was in the top 10 states for 14 out of the last 25 years.
  • Louisiana was in the top 10 states every year with the exception of 2008.
  • Nevada was in the top 10 states for 23 out of the past 25 years.
  • New Mexico was in the top 10 states for 13 out of the past 25 years.
  • Oklahoma was in the top 10 states for 15 out of the past 25 years.
  • South Carolina was in the top 10 states for 23 out of the past 25 years.
  • Tennessee was in the top 10 states for 20 out of the past 25 years.

NATIONAL FINDINGS

  • A total of 45,817 females were murdered by males in single victim/single offender incidents between 1996 and 2020 as reported to the FBI UCR’s Supplementary Homicide Report (SHR). Of these, 29,503 victims were white (64 percent), 14,038 were Black (31 percent), 1,216 were Asian or Pacific Islander (three percent), and 522 were American Indian/Alaska Native (one percent). Information about race was missing for 538 victims (one percent).
  • National homicide rates of females killed by males decreased slightly between 1996 and 2014, and then began increasing in 2015.
  • Rates increased more substantially among Black and American Indian/Alaska Native females compared to other races during this 25-year period. The percentage of Black female victims killed with a gun has increased dramatically in the past decade, from 51 percent in 2011 to 72 percent in 2020.
  • Most women killed by men knew their killers. Over the past 25 years, 92 percent of female victims knew their male killers.
  • Among female victims who knew their male killers, 61 percent were murdered by an intimate partner.
  • Fifty-three percent of female victims killed by males were killed with a firearm, the majority of which were handguns.

Kristen Rand, VPC Director of Government Affairs, states, “While the rate of females killed by males has increased, especially among Black females, we’re now flying blind with respect to how state rates differ. This information gap is broad and deep and impacts researchers, advocates, policymakers, and whole communities as they work to protect women and children from lethal domestic violence.” 

For a PDF version of the study, please visit https://www.vpc.org/studies/wmmw2023.pdf

To see previously released editions of When Men Murder Women, please click here.

The Violence Policy Center is a national educational organization working to stop gun death and injury. Follow the VPC on X/Twitter and Facebook.

SOURCE Violence Policy Center

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Dr. Kamau Bobb of Georgia Tech’s STEM Faculty Opposes SCOTUS’ Affirmative Action Ruling

Dr. Bobb, Senior Director of the Constellations Center for Equity in Computing at Georgia Tech, says the Supreme Court failed to prioritize the true reason for affirmative action: racial justice.

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Kamau Bobb

ATLANTA, GA /24-7PressRelease/ — In his role as founding Senior Director of the Constellations Center for Equity in Computing at Georgia Tech and Director of STEM Education Strategy at Google, Dr. Kamau Bobb has become a leading advocate for greater equity in U.S. education. He is speaking out against the recent SCOTUS ruling rejecting race-conscious admissions in higher education, claiming the court’s arguments miss the true reason for affirmative action: justice for the country’s long history of racial discrimination and ongoing segregation in education.

“Diversity is important, but the most compelling reason for race-conscious admissions is justice.”

The Supreme Court based many of its recent affirmative action case arguments on the 1978 Regents of the University of California v. Bakke ruling. But Dr. Bobb argued that the Bakke case’s emphasis on diversity as the end goal of affirmative action misses the mark. “The conservative side is willing, if not seeking, to disavow the reality of, and the national responsibility for, the lingering chains of two and half centuries of slavery and another hundred years of Jim Crow. They want a magic meritocratic America that has only ever been an idea, not a real place. While diversity is the ideological basis of affirmative action dating back to the 1978 Bakke case, and is dominating the public discussion now, it is a secondary goal. Justice is first.”

Dr. Bobb said that in spite of the 1954 Supreme Court Brown v. Board of Education case making it illegal to separate kids in public schools on the basis of race, racial segregation continues in education, demanding greater justice. “In Atlanta, there are 10 traditional public high schools in the Atlanta Public School System. In seven of those schools there isn’t a single white student. As of October 2022, all of the nearly 2,000 white students attend only three of the schools, without exception. The other seven serve students of color only. Almost 70 years after Brown, these schools remain “for colored students only”. If we hold to the tenets of the Brown decision, these segregated schools are inherently unequal. Black students who succeed at the highest levels often do so despite public education, not because of it. Race is a factor in their education every step of the way.”

Dr. Bobb said that these inequities are evident at the highest levels of education. “The College of Computing at Georgia Tech, where I am on the faculty, is one of the premier public institutions in the country. Over the last seven years, of all the students earning degrees in computer science at all levels – B.S., M.S., and Ph.D. – only 3 percent have been Black. That, in a city and state that are 50% and 33% Black respectively.”

Dr. Bobb said that while diversity is a noble goal, it is not the primary reason affirmative action is worth pursuing. “Excellent educational institutions like Georgia Tech and those named in the recent Supreme Court case, Harvard and UNC, will continue to do well regardless of their diversity. Diversity is important, but the most compelling reason for race-conscious admissions is justice. The country has not come to terms with its past. The magic meritocracy is untethered from reality and historical truth. Confrontation with the fullness of the American past is the only path to justice. Diversity is merely a derivative of that.”

Dr. Bobb said that in spite of the Supreme Court’s recent blow to the movement for greater racial justice in U.S. education, he will continue his life’s work of advocating for greater equity in education.

Dr. Bobb holds a Ph.D. in Science and Technology Policy from Georgia Tech and an M.S. and B.S. in Mechanical Engineering from the University of California, Berkeley. Dr. Bobb served as a Program Officer at the National Science Foundation, overseeing $30 million of annual investments earmarked to improve computing and STEM education. In that role, he helped structure the national research agenda for effectively delivering equitable and quality computational education to all students.

Working with members of the Office and Science and Technology Policy in the Obama Administration, Dr. Bobb helped shape the national strategy for STEM education for both post-secondary and secondary schools. He was selected as a member of President Obama’s My Brother’s Keeper STEM + Entrepreneurship Taskforce, which helped engage young men and boys of color in STEM opportunities.

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To learn more about Dr. Bobb or his work to achieve greater justice and equity in the U.S. education system, visit www.kamaubobb.com.

Kamau Bobb is the Director of STEM Education Strategy at Google and the founding Senior Director of the Constellations Center for Equity in Computing at Georgia Tech.

Source: Georgia Tech

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National Gun Violence Awareness Day: Demanding Change and Ending Gun Violence

Join the community in demanding change and ending gun violence on National Gun Violence Awareness Day. Wear orange and take action for a safer future.

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National Gun Violence Awareness Day is an annual event that falls on the first Friday in June. This day was created to raise awareness about the devastating impact of gun violence and to honor the lives lost to senseless acts of gun violence. It is a day to come together as a community to demand change and work towards ending gun violence.

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wear orange

The color orange is the official color of National Gun Violence Awareness Day. This color was chosen because it is the color hunters wear in the woods to protect themselves and others from accidental shootings. Wearing orange on this day shows solidarity with the victims and survivors of gun violence and sends a powerful message to lawmakers that we demand action.

Gun violence is a serious problem in the United States. Every year, thousands of people are killed or injured by guns. This includes mass shootings, domestic violence, suicide, and accidental shootings. The statistics are staggering, and yet, little has been done to address the issue.

National Gun Violence Awareness Day is a call to action. It is a day to demand change and work towards ending gun violence. There are many things that can be done to reduce gun violence, including stricter gun laws, better background checks, and increased mental health resources.

‘Wear Orange Day’: Peace March and Rally held on National Gun Violence Awareness Day – WGN News

One of the most effective ways to reduce gun violence is to pass common-sense gun laws. This includes universal background checks, banning assault weapons, and closing loopholes that allow gun sales without background checks. These laws have been proven to be effective in reducing gun violence in other countries, and it is time for the United States to follow suit.

Another important step is to increase funding for mental health resources. Many mass shootings are committed by individuals with mental health issues, and providing access to mental health care can help prevent these tragedies from occurring.

National Gun Violence Awareness Day is also a time to remember those who have been lost to gun violence. It is a time to honor their memory and to work towards a future where gun violence is a thing of the past.

National Gun Violence Awareness Day is an important day to come together as a community to demand change and work towards ending gun violence. By wearing orange, advocating for common-sense gun laws, and increasing access to mental health resources, we can make a difference and create a safer future for all.

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Visit this link: https://wearorange.org/

The Bridge is a section of the STM Daily News Blog meant for diversity, offering real news stories about bona fide community efforts to perpetuate a greater good. The purpose of The Bridge is to connect the divides that separate us, fostering understanding and empathy among different groups. By highlighting positive initiatives and inspirational actions, The Bridge aims to create a sense of unity and shared purpose. This section brings to light stories of individuals and organizations working tirelessly to promote inclusivity, equality, and mutual respect. Through these narratives, readers are encouraged to appreciate the richness of diverse perspectives and to participate actively in building stronger, more cohesive communities.

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