Daily Archives: April 27, 2022

Welcome again from sunny Orlando, Florida as we continue with Day 2 of the 2022 RILA Asset Protection Conference! While todays sessions had something for everyone, the primary theme was all about peopleour leaders at every level, our workforce, our customers, and our communities. The energy once again flowed freely throughout the event, and attendees were once again rewarded with a series of great sessions.

The day began with the annual Women in Asset Protection Breakfast, an event that has become a popular landmark within the annual conference. Panelists shared their experiences with an enthusiastic audience as female law enforcement officials and industry leaders explored avenues that can be pursued to expand and support career development and a more diverse retail organization.

The conversation then moved to the main stage for a general session on Leveraging Stores to Better Serve Communities with Targets Oscar Arango, Paul Jaeckle with Meijer, and moderator Erin Hiatt with RILA. With examples including a Meijer store that became a safe harbor during an Active Shooter incident to ways that asset protection departments can find creative ways to lessen the burden on our law enforcement partners, the presentation outlined a few of the many ways that we can enrich the lives of the communities we serve while reminding us that while we have a responsibility to protect, its how we go about it that really defines our programs.

Our next session featured a continuing discussion on Diversity, Equity, and Inclusion: Doing Whats Best. Our panel of retail leaders and DEI experts emphasized that rather than simply focusing on doing whats right, its just as important to emphasize doing whats best by amplifying underrepresented voices, engaging the community, and bringing difference experiences and perspectives to the forefront to make us better. We were reminded that inclusion is an action, but belonging is a feeling, grounded when we start from a place of good with open minds, good intensions, and sincere motivations.

Todays Breakout Sessions provided an array of options for attendees, with both morning and afternoon sessions packed with topics most relevant to todays asset protection issues. This included roundtable discussions, interactive presentations, and the annual Student Mentorship Program with students from the University of Texas McCombs School of Business Analytics program. Over the past several months, students teamed with Kroger to examine which products are most susceptible to large-scale theft, spikes in theft frequency, and the efficacy of theft deterrence strategies. Congratulations once again to the students, who provided an excellent presentation and all those who support this terrific initiative. Look for the published report presented by the students in an upcoming edition of LP Magazine.

The afternoons General Sessions began with Lisa LaBrunos discussion with Illinois Attorney General Kwame Raoul, who is pioneering ORC efforts across his state. General Raoul shared how influential retailers have been to raising awareness among law enforcement and prosecutors about the gravity of ORC, discussed the Organized Retail Crime Task Forces being pioneered by District Attorney Offices across the U.S., and offered perspective on the importance of collaboration between all stakeholders. He urged attendees to be persistent and intentional when working with officials, once you start explaining how the proceeds can go towards funding other criminal activity, then you have the attention of law enforcement agencies and dedication to devote resources to it.

This was followed by the final session of the day, understanding and Managing eCommerce Loss at Scale with Jerret Sauer and Maghan Hoppes with Gap, Inc. and Todd Isenhour with Lowes. As eCommerce becomes an increasingly important part of the retail business, understanding and managing eCommerce loss is a critical need. Our team of experts dove into defining eCommerce loss, measuring it, and how retailers align internal teams and external partners to tackle this increasingly important challenge.

We also want to recognize the tremendous contributions of our solution provider partners who offered their latest products and innovations along with their subject matter expertise. The Exposition Hall was very well-attended between sessions the past two days, with solution providers eager to share and retail leaders eager to learn and explore the opportunities. These outstanding partners do an exceptional job supporting both the conference and the industry, making events like this possible.

While were looking forward to the final day of sessions on Wednesday, we would also offer our gratitude and congratulations to RILA for another great conference experience. Look for our summary in tomorrows newsletter as we wrap up a busy and productive event.

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The Story Continues: Day 2 from the 2022 RILA Asset Protection Conference - Loss Prevention Magazine

Hello Podwalkers,

Welcome back to the Goblin Lore Podcast!

Are you tired of Hobbes and Alex going on and on about Rote Runner, the purposeful, intentional, planner?!? If so, this is likely not the episode for you. You see after Hobbes and Alex discussed this topic back in January, Alex reached out directly to the creator of the planner and he agreed to come on the show. Fun fact, his name is Irfan and he knows basically nothing about Magic. This means that Hobbes finally might convince someone of the genius planning done by one Nicol Bolas. Either way, this is a method/resource the hosts really believe in and wanted to find out how it came to be. Heres the linkto the method and an online resource!

Also Yankee Candles if you are reading this we would like to light more things on fire (We said this back in Januarysadly they have not actually returned any emails yet)

Again we would like to state thatBlack Lives Matter(with a link to where you can offer support both monetary and not).

Goblin Lore is also are proud to have partnered with Grinding Coffee Co a black, LGBT+ affiliated and owned, coffee business that is aimed at providing coffee to gamers. You can read more about their mission here. You can use our partner code for discounted coffee!

This episode is sponsored by Zencastr. They provide a crystal clear sound and allows for recording separate audio and video tracks for the guests and the hosts. Plus, there is a secured cloud backup, so you never lose your interviews. It is super easy to use, and there is nothing to download. My guests just click on the link, and we start recording. Clickhereto get 30% off your first three months with a PRO account.

On another new note we continue our partnership withThe Fireside Alliance. From their main page: An independent media network and a progressive community of progressive communities. Please check them out!

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As promised, we plan to keep these Mental Health Links available moving forward too. For general Mental Health the National Alliance on Mental Illness (NAMI) has great resources for people struggling with mental health concerns as well as their families. We also want to draw attention to this article on stigma from NAMIs site.

If youre thinking about suicide or just need someone to talk to right now, you can get support from any of the resources below.

You can find the hosts on Twitter: Hobbes Q. at @HobbesQ and Alex Newman at @Mel_Chronicler. Send questions, comments, thoughts, hopes, and dreams to @GoblinLorePod on Twitter or [emailprotected].

Opening and closing music by Wintergatan (@wintergatan). Logo art by Steven Raffael (@SteveRaffle).

Goblin Lore is proud to be presented by Hipsters of the Coast, and a part of their growing Vorthos content as well as Magic content of all kinds. Check them out at hipstersofthecoast.com.

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Rote Running with the Gobbos - Hipsters of the Coast - Hipsters of the Coast

Industry changing partnership will provide increased access and opportunities for minority talent pool

LAS VEGAS, April 27, 2022 /PRNewswire/ -- Production Resource Group, L.L.C. (PRG), the world's leading provider of production solutions for entertainment and live events, today announced the launch of PRG Forum, a partnership designed to provide career pathways to production professionals from under-represented and minority communities.

A unique partnership between PRG and The Forum Group, L.L.C., a diversified global enterprise that includes operations across sports, entertainment and production, has led to the creation of PRG Forum as a global, minority-owned production solutions company.To this partnership, PRG brings cutting-edge solutions for artists and technicians to realize their creativity in live events, while The Forum Group offers a diverse pool of talent looking for greater opportunity in the production industry.

This first-of-its-kind partnership in the entertainment production industry is the result of an ongoing working relationship producing concerts and live events for talent such as Kevin Hart, Nicki Minaj, Ricky Martin/Enrique Iglesias and TD Jakes (MegaFest Dallas).

"As an African-American business leader, my objective is to elevate communities while doing good business," states Kevin Columbus, Founder & CEO, The Forum Group. "One of our guiding principles at PRG Forum is to ensure that respect and inclusion function as cornerstones of our culture. With minority presence on the production side of the entertainment industry being woeful, PRG Forum has the specific intentions of changing and improving the existing landscape."

PRG Forum's founding vision is to set the bar for developing diverse talent with an intentional focus on equity and inclusion. As technologies in production continue to progress, there will be increased opportunities to innovate and elevate.

"As activity comes back to our markets and we start hiring appropriately, we have an increased opportunity to shape a workforce more reflective of our artists and audiences. It's a pivotal moment for us to get in front of the industry on this issue," says Stephan Paridaen, CEO, PRG. "We're very excited about our alignment with the Forum Group and the pipeline it provides to a diverse pool of talent."

"We are excited to join with Kevin Columbus and his team on this all-important mission," said Jere Harris, Executive Chairman and Chief Creative Officer, PRG. "This partnership, which has developed organically over many projects where PRG and The Forum Group have collaborated, will greatly expand and accelerate our commitment to advancing diversity, equity and inclusion in the production markets we serve."

Establishing a career pathway initiative was essential to the creation of PRG Forum. Through a guided curriculum and cohort model, PRG Forum will assist team members with technical specialization and leadership advancement.

"From day one, my relationship with Kevin and The Forum Group was built on trust and purpose across music, TV and film," explained PRG top executive, John Wiseman. "Together, through PRG Forum, we will continue to engage global audiences while providing career pathways through new and existing forms of media and live experiences."

About The Forum GroupFounded in 2009, The Forum Group is a diversified global enterprise that includes operations across sports, entertainment and production, as well as manufacturing and distribution of commercial goods & services. Our purpose is to create growth opportunities in areas of strategic interest through ownership and investments by leveraging the collective thought leadership of our partners and advisors across various industries. For more information, visit http://www.theforumgroup.comor email [emailprotected]

Media Contact:The Forum GroupNeph Best[emailprotected]

About PRGPRG is the world's leading provider of services and solutions in entertainment and events. We bring industry-leading creativity, experience, and technology to every project we undertake. Our teams consist of the most accomplished experts, engineers and craftspeople working in theatre, film, tv, broadcast, concert touring, corporate events and hotels and staging. With 250 patents and over 70 trademarks, we are a company defined by innovation. And, through our network of 70 offices spanning five continents, PRG can deliver for its customers anywhere on the globe. For more information, visit http://www.prg.comor email [emailprotected]

Media Contact:PRGLori O'Briant[emailprotected]

SOURCE PRG Forum

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PRG and The Forum Group Partner to Form First Global Minority-Owned Production Solutions Company - PR Newswire

Events such as pandemics are major psychological stressors that are often not equally distributed, especially with the most vulnerable amongst us being disproportionately affected. There is a need to show compassion to those amongst us who experience unspeakable suffering during times of loss.

The COVID-19 pandemic has had a negative impact on families and societies. Poor vulnerable communities around the world with magnified vulnerabilities such as under-resourced health systems, housing problems, extreme poverty and high rates of unemployment have been severely affected by the impact of the ongoing pandemic. Most refugees and migrants were separated from their loved ones due to travel and lockdown restrictions, and some of them were not able to access the host countrys government financial support packages which, in most cases, are only available for citizens. Not to mention those amongst us living with chronic illness and are at high risk due to immune disorders.

There is evidence to suggest that the pandemic and associated lockdowns have disproportionately affected the most vulnerable amongst us, who are more susceptible to poorer mental health, loneliness, and heightened levels of suffering. The loss of resources among these vulnerable people is the primary operating mechanism driving the stress reactions and suffering that arise in such circumstances. The resources can be economic (e.g., jobs, financial security), physical (e.g., access to healthcare and exercise), interpersonal (e.g., intimate and social relationships), and psychological (e.g., a sense of control over ones life and a sense of purpose).

Compared to those in wealthier and more affluent areas, vulnerable people in low-income and under-resourced communities not only entered the pandemic with fewer resources (e.g., employment, social security, quality healthcare, and housing) but also lost a greater proportion of the resources they had due to more stringent lockdowns and greater job losses.

How can we respond to these vulnerable communities and people in those contexts experiencing loss and suffering? How can we help them safeguard against the conditions that made them susceptible to loss in the first place?

The satisfying answer to these two questions can be found in the second greatest commandment to Love your neighbor as yourself. This commandment was first seen in Leviticus 19:18 and then used by Jesus in the Synoptic accounts of Mathew (22:39), Mark (12:31), and Luke (10:27). We also see Apostle Paul using the same words in his epistles (e.g., Gal 5:14; Romans 13:9). The instruction to love our neighbor has a broader implication for Christians, as we reflect on how to respond to our neighbors in a time of loss and suffering.

As the world begins to recover from the pandemic, there is a Christian, moral, political and economic imperative to love our neighbors. A Christ-centered response to COVID-related loss would be one that is rooted in the teachings of Christ to love our neighbor.

...the parable teaches us that the Good Samaritan showed a better intimacy.

According to psychologist Robert J. Sternberg, love is about intimacy, passion, and commitment. Intimacy is the feeling of closeness to our neighbors and aims to strengthen the bond we share with them. Yet, the parable teaches us that the Good Samaritan showed a better intimacy. He makes a neighbor out of a stranger, rather than the regular neighbor that the Priest and the Levi are willing to help. The better Samaritan would seek redemptive intimacy with people of differing economic, racial, and religious backgrounds.

Yet such intimacy is impossible without a Christ kind-of-like passion. Passion, ordinarily, is a strong feeling of enthusiasm or excitement for a cause or a neighbor. But Christs passion is exemplified in His intimacy with our strange human nature, such that we do not have a High Priest who cannot be touched by the feelings of our infirmities (Heb. 4:15). A better Samaritans passion is directed in a significant measure towards those who dont look or live like them for God commends His love towards us in that when we were yet sinners, Christ died for us (Roman 5:8).

Commitment, on the other hand, involves a conscious decision to stick with one another, irrespective of the situation. Love, then, is a commitment to building intentional relationships with others, an excitement about the welfare of others, and a promise to protect and stand by one another. The Better Samaritan exemplified this, when he took the robbed and wounded man off the roadside, found a suitable clinic and caregiver for him, paid his bills, and promised to return to check on Him. Thats commitment!

Sternbergs three principles of love are essential to understanding how we can effectively respond to our neighbors in a time of loss and suffering.

Love has to start with intimacy. This implies the ability to genuinely reach out to the vulnerable amongst us who are suffering due to the compounded effect of loss of resources to covid. Intimacy in the context of Christian relations can be expressed through social support - a psychosocial resource that is accessed in the context of interpersonal relationships and within ones social network. Research generally shows that social support reduces negative emotions in times of adversity, promotes wellbeing, and influences the neural regulation of stress responses during difficult conditions. Churches have an opportunity to build meaningful intimate communities that help facilitate a process of recovery. The goal here would be to understand how the pandemic has impacted those that may have been overlooked due to their socioeconomic and health inequalities. Such a support system can help the most vulnerable amongst us to cope with pandemic-related stressors. Though it is not immediately clear how social support influences wellbeing, the most likely explanation would be that it keeps peoples reactivity to stress relatively low through a positive appraisal of the potential stressors in the context of close relationships.

Beyond building intimate communities of faith there is a moral imperative to be passionate about the cause of loving our neighbors. It is not enough to identify with the suffering of others without being a part of their journey toward wholeness. What good is a relationship if it lacks depth? A superficial relationship is one that is only on the surface, often because of the need to please others. This is not love. It is false pretense. It is pride looking for glory by masking as love. In the words of Apostle Paul, Love suffers long and is kind; love does not envy; love does not parade itself, is not puffed up; does not behave rudely, does not seek its own, is not provoked, thinks no evil; does not rejoice in iniquity, but rejoices in the truth (1 Corinthians 13:4-6). The excitement that comes from loving one another, especially the most vulnerable amongst us, comes with an enduring passion of long suffering for the sake of seeing others thrive and flourish. Our job is not yet done until we see the most vulnerable succeed and regain the resources lost to covid.

In order to hang on to that binary thread of hope and enthusiasm for the sake of a neighbors welfare, we need commitment to the cause of love. The commitment process in loving our neighbor can help support the psychological recovery of those who have experienced great suffering due to covid, as they build the spiritual resilience and fortitude to withstand the wiles of loss.

Most importantly, such commitment must see them through to becoming better followers of Jesus through an intentional discipleship process that seeks to love people with purpose and lead them into a deeper relationship with Christ.

Love is the nature of God's outflowing affection. It is an invitation to develop a genuine, meaningful relationship with the most vulnerable amongst us. It is the genuine enthusiasm to love our regular and remote neighbors in times of suffering and loss as Christ would, and a commitment to see the weak amongst us stand strong. If Christ were to walk the earth today, I am sure that his response to Covid would be to love the most vulnerable, and so should you.

Victor Counted, PhD., is an interdisciplinary psychological scientist and incoming associate professor in the School of Psychology and Counselling at Regent University. He is also a faculty affiliate of the Human Flourishing Program at Harvard University and fellow of Western Sydney Universitys School of Psychology. His work examines how various aspects of psychosocial and psychospiritual resources shape health and well-being across cultures. He can be found online at http://www.vcounted.com or on Facebook and Twitter @VCounted.

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Consider the Least of These: Sternberg's Three Principles of Love and COVID-19 - ChristianityToday.com

OKMULGEE, Oklahoma On March 30 students of the College of the Muscogee Nation brought in educated panelists to discuss the McGirt ruling in regards to meaningful research in the Indigenous community.

Phi Theta Kappa-Beta Chi Rho Chapter is an honor society at CMN. According to CMN Tribal Services Instructor and PTK Advisor Matthew Yates, there was an initiative in 2021 where they were trying to do meaningful research in regards to education. The McGirt Ruling impacted Indigenous communities and public education combined.

One of our sources pointed out there was an intentional omission of this knowledge to the public, Yates explained. So the students were supposed to propose a solution, the panel was their answer to how do we provide an educational event to the community?

A little bit about the McGirt Ruling and what the panelists had discussed was about the 2020 Supreme Court ruled in McGirt v. Oklahoma by a vote of 5-4 that a large portion of eastern Oklahoma, which was reserved for the Creek Nation in the 19th century will remain a reservation.

Some topics discussed on the panel was about the criminal Indigenous cases, the Treaty of 1866 between the United States and the Muscogee (Creek) Nation used to influence the U.S. Supreme Court, how the ruling affected interagency cooperation with federal, state and local officials (law enforcement and political), tribal nation sovereignty and level of respect and recognition for tribal nations.

Panelists included former Chief James Floyd, Chief of the Lighthorse Department Richard Phillips, Author/Activist Rebecca Nagle and Chief of Staff Jeff Fife.

With Chief Floyd in office during the initial pursuit of McGirt, it gave him a unique perspective that nobody has heard since he left office, Yates said on the decision of choosing panelists. We wanted to get multiple perspectives which is why we included Lighthorse Chief Phillips since he has knowledge of impacts of the ruling on law enforcement. We wanted a voice from someone in Executive Office currently so we brought in Chief of Staff Jeff Fife, and an outside multiple tribal perspective thats why we had Rebecca Nagle.

Yates explained how wonderful it was to see how many people showed up to support the idea of communicating information about ongoing things in the Muscogee (Creek) Nation.

The panel was an accumulative effort, the college is a family so it wasnt just the PTK members, he said. I was humbled that everyone pitched in to make this happen in short notice and confirm all the panelists. Everybody was working extra to make sure that it was well presented.

To view video of the panel, visit: https://www.youtube.com/watch?v=wezf8ZTHIGE.

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College of the Muscogee Nation hosts McGirt Ruling Panel - Muscogee Nation News

SAVE GIRLS ON FYER INC (SGOF), one of Black Girl Freedom Funds grantees, focuses on the liberation ... [+] of Black and Brown girls ages 11-17 in Waterbury, CT.

Although more conscientious efforts towards funding for women continue to increase, the statistics are still staggering, especially for Black women. Moreover, looking at the micro-level of financing for women, young Black girls, femmes and gender-expansive youth receive even a smaller amount of monetary support. In 2020, Ms. Foundation for Women released a landmark report sharing the statistics on philanthropic giving for women and girls of color. Black women and girls receive only 0.5% of $66.9 billion from foundations, totaling just $5.48 per woman and girl of color in the United States. As more donors and organizations become aware of the lack of resources available to underserved recipients, more programs, initiatives and grants are created to combat the dire misappropriated funds.

Dr. Monique Morris, president and CEO of Grantmakers for Girls of Color (G4GC) and cofounder of the #1Billion4BlackGirls campaign, and her team have built out the Black Girl Freedom Fund (BGFF), an initiative of G4GC that invests in Black girls. The Fund just announced its second round of grants totaling over $4 million to 68 organizations throughout the U.S. whose work promotes and expands the leadership and organizing power of Black girls, femmes and gender-expansive youth. They were chosen by six Black girls and gender-expansive youth from BGFFs Grantmaking Council, ages 14 to 22-years-old. Some of the organizations areas of expertise include STEAM education, career opportunities, sports and financial and economic literacy.

The Fund is part of the #1Billion4BlackGirls campaign, which aims to invest $1 billion in Black girls by 2030. It uplifts these underrepresented communities by mobilizing investments in their innovation, health, safety, education, artistic visions, research and joy.

One billion [dollars] was inspired by the data that came out of the Ms. Foundation report, Morris explains. We started to think about what girls of color in general, and Black girls specifically, give to conversations about equity and justice to this country; that was not just a woeful underinvestment, it was an insulting disregard. So we wanted to challenge ourselves to do better. We wanted to challenge philanthropy to do better. We wanted to make a statement that we know it is possible to generate a billion dollars that is specifically focused on the well-being of Black girls and femmes over ten years. ... to think about how we cultivate the ways in which Black girls and femmes are already showing up in their communities ... because they are worthy of investment in and of themselves.

Dr. Monique Morris, president and CEO of Grantmakers for Girls of Color and cofounder of the ... [+] #1Billion4BlackGirls campaign.

From the time Morris was in high school, she was involved in educational justice and advocacy programs. She then focused her efforts on the research side of social justice campaigns and practices. Interested in the intersection of race, gender and justice, she noticed gaps in the research, which prompted her to ask more questions. Her curiosity led her to research the juvenile justice systems, which brought her into contact with many young people across the gender spectrum who were detained and incarcerated for their response to the conditions in their lives. Morris was interested in identifying the goal of seeking a remedy to these conditions.

Through her experience, Morris authored five books and co-wrote and produced a documentary, PUSHOUT: The Criminalization of Black Girls in Schools, based on two of her books. Additionally, she founded the National Black Womens Justice Institute, a nonprofit that engages in research, training and technical assistance to address the criminalization of Black women and girls across the country.

During this time, the NoVo Foundation launched G4GC and successfully convened 100 funders from the U.S. Immersed in the philanthropic community, the Foundation invited Morris to address the first convening of G4GC as an organizing body. In 2020, Morris became its first executive director. A year later, her title changed to president and CEO. Two years ago, G4GC became its own institution separating from NoVo Foundation.

Its important to center the voices of those impacted by the inquiry, Morris states. We started to build out our funds. As I started to move into philanthropy, I had a deep question about how philanthropy was moving resources. How resources were being defined and how we could be more expansive in our definitions to ensure that we are reaching those who have been historically marginalized by conversations about investment and equity.

Over $500 thousand was released to six organizations during the Funds first round of disbursement. Additionally, over $20 million was raised in investments in the campaigns first year. The campaign is a mobilization effort within philanthropy, not just through G4GC and BGFF, but in partnership with other organizations and foundations. As the Fund expands, it is also building an infrastructure to help Black girls have a better relationship with money and understand how to utilize it in a business allocation.

Urban Word, a Black Girl Freedom Fund grantee, uses the transformative power of the written and ... [+] spoken word to offer young people in NYC opportunities to cultivate their voices.

As Morris and her team continue to develop and expand the campaign and Fund, they focus on how investing in Black girls, femmes and gender-expansive youth will transform society:

Cidra M. Sebastien, manager of the BGFF, adds, Its not about what Black girls need to do. Its about what we need to do to show that we believe it. There needs to be funding behind it. There needs to be a policy behind it. There needs to be intentional action thats coming from a place of honoring Black girls and gender-expansive youth. ... When we invest in Black girls and gender-expansive youth, were actually making an investment in our collective futures.

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Black Girl Freedom Fund Invests Over $4 Million In 68 Organizations, Part Of #1Billion4BlackGirls Campaign - Forbes

NEW ORLEANS The City of New Orleans today announced the completion of theTrem-Lafitte Group Aroadway improvement project.

This project represents a $7.4 million investment in our neighborhoods and a critical win for improving our citys infrastructure as we continue to prioritize the completion of much-needed repairs to our roadways and drainage system, saidMayor LaToya Cantrell. Through crucial partnerships that bring federal, state and local dollars to our city, we are being intentional in how we utilize all available resources at our fingertips, to prioritize enhancing the quality of life for our residents. The completion of the Trem-Lafitte roadway project is another example of how we are not just talking the talk, we are getting the work done!

"I am excited to see more infrastructure projects underway in our city and I look forward to our continued focus and investment in infrastructure going forward," saidCouncilmember Freddie King, III.

It is a pleasure to see the infrastructure improvements being made in the historic neighborhood of Trem, saidCouncilmember Eugene Green. The development of the Lafitte Greenway and the surrounding communities continues to pay great dividends to the City of New Orleans. These repairs will help to restore Trem to her place of prominence in New Orleans. We welcome new residents and visitors to Trem.

"Throughout the last few years, we have continued to make critical investments in our surface and sub-surface infrastructure that will shape the future of our city,saidRamseyGreen, Deputy CAO for Infrastructure.Since May 2018, we have completed 99 roadwork projects with an estimated value of $271 million. As we continue to move through this program, we are learning from challenges and making operational changes that are putting our infrastructure program on a more efficient path to lessen the hardship that residents have been experiencing. I thank the women and men who are working each day to move our program forward, our residents for their continued patience and support and FEMA for their partnership in the Joint Infrastructure Program.

We are proud to announce completion on the Trem-Lafitte project, an almost $1.5 million investment by the Sewerage and Water Board of New Orleans, that focuses on infrastructure resiliency and reliability, saidGhassan Korban, Executive Director, Sewerage and Water Board of New Orleans.We applaud this administration for prioritizing this historical and culturally significant neighborhood and we are honored to serve alongside Mayor Cantrell and the Department of Public Works as they lead New Orleans into brighter days.

Funded through the use of Federal Emergency Management Agency (FEMA) dollars, the Trem-Lafitte Group A roadway improvement project included restoration and/or reconstruction of 124 blocks (roughly seven miles), replacing/repairing damaged underground water, sewerand drainage lines, as well as repairing sidewalks and installing Americans with Disabilities Act (ADA) compliant curb ramps.

FEMA continues to partner with the state and the City of New Orleans on projects that enhance the quality of life for New Orleans residents, saidEddie Williams, Public Assistance Infrastructure Branch Supervisor with the FEMA Louisiana Integration and Recovery Office (LIRO). Projects like this not only benefit residents but it also serves as another step towards building a more resilient New Orleans.

# # #

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Mayor - News - April 2022 - THE CITY OF NEW ORLEANS ANNOUNCES COMPLETION OF $7.4 MILLION ROADWAY AND WATER LINE PROJECT IN THE T - City of New Orleans

NJ Senate Majority Leader Ruizand Assemblywoman McKnight are championing reforms addressing racial and socio-economic inequities that trap many families in deep poverty.

TrentonConsumer, immigrant and labor advocates gathered today for a press conferencecalling for the passage ofS1642/A3324,which would revise and expand the Work First New Jersey (WFNJ) program, also known as Temporary Assistance to Needy Families (TANF). They were joinedNewJersey Senate Majority LeaderTerseaM.RuizandAssemblywoman Angela V. McKnight,who along withAssemblywomanBritneeTimberlakeare the bills primary sponsors.

WFNJ/TANFserves as a vital safety net for families who have fallen on hard times.But since its inception the program has been shrinking. WFNJ has seen a 91% decline in enrollment between 1996-2022, while many working families, in particular families of color, have remained trapped in an unending cycle of poverty.

The proposed legislationexpands eligibility for the program to ensure badly-needed support reaches New Jerseys neediest families. It also provides those families with the opportunities and tools they requireto lift themselves out of poverty and achieve economic security.

These changes will make Work First New Jersey more accessible and allow it to better serve our most vulnerable residents,said Senate Majority Leader Ruiz (D-Essex). The reforms provide a greater understanding of the realities of working families, offering greater flexibility for families with young children at home and individuals interested in earning a degree. I appreciate everyone coming together to highlight this important measure which Iam hopefulwill provide much-needed relief to many in our communities.

By meeting families where they are and delivering much needed support to those who are struggling, we can make a significant difference in the lives of our residents,said Assemblywoman Angela McKnight (D-Hudson).The Temporary Assistance for Needy Families program offers low-income families the opportunity to become self-sufficient and financially secure by giving them the support they need to overcome socio-economic inequities. I am proud to support legislation that provides New Jerseys families with the assistance they need to build a better and brighter future.

The states premier anti-poverty program is not set up to help residents escape the cycle of poverty,saidBrittanyHolom-Trundy, Ph.D., Senior Policy Analyst at New Jersey Policy Perspective (NJPP). Fewer than one in six families living in poverty are supported by Work First New Jersey, and even those who receive assistance do not get enough to make ends meet. In one of the wealthiest states in the wealthiest nation on Earth, poverty is a policy choice we can and must do better. State lawmakers can help families get the support they need by increasing benefit levels to reflect New Jerseys cost of living, providing residents with meaningful work and educational opportunities, and removing needless barriers to resources.

TANF was created under long-standing racist and harmful ideas about families in deep poverty by instituting punitive measures within the program that harm families, especially families of color,said ReneeKoubiadisAnti-Poverty Program Director at New Jersey Citizen Action.After 26 years of data and research and with the state flush with surplus and federal funding, there is no better time to improve this program,Byincreasing the monthly grant to reach families up to 50% of the Federal Poverty Level, improving education and training for decent paying jobs, and many other positive changes, S1642/A3324 would provide sufficient supports to put families on a path to permanent self-sufficiency.

Governor Murphy and the State Legislature haveincreased monthly benefitsfor the program and madeotherimprovements, but more reforms are needed to address the racial and socio-economic inequities that keep families mired in deep poverty. Currently, benefits are available to families living at or below30 percent of the federal poverty level. UnderS1642/A3324, benefits would be increased up to 50 percent of the federal poverty level, for example, to support a family of three with an annual income of$11,515.

The legislation would also ease the hourly work requirements for families, particularly for families of very young children, while providing parents with the opportunities, skills, and training they need for real economic mobility. These vital reforms will provide a clear path to family-sustaining employment and economic security and prosperity.

It will take a long time to undo the past harms and sentiments thatbirthed TANFs punitive restrictions, but the State can take action right now to disrupt that history,said Amy Torres, Executive Director for New Jersey Alliance for Immigrant Justice. We are a state where nearly one in four residents is an immigrant, where one in two people is a person of Color, and where over 40% of children live in an immigrant household. Failure to ease restrictions on TANF is the definition of systemic racism a cruel and intentional policy choice that traps families in cycles of poverty for generations.

Ive worked with TANF recipients for over 22 years and have watched the program fail our families, keeping them in poverty,saidTyniquahMullen, Communications Worker of America Local 1084, Secretary and Human Services Specialist at Camden County Board of Social Services. Workers at welfare agencies want to see our clients succeed and believe that the proposed legislation will bring this much needed change to lead families to permanent self-sufficiency.

Legal Services has worked with thousands of families in need of critical services and support from the Work First New Jersey Program,said Maura Sanders, Chief Counsel for Housing and Benefits for Legal Services of New Jersey.We have seen the hardships families in crisis facethe unnecessary roadblocks to assistance within the current program, and need for improvement. While the need for most of these changes existed long before the pandemic, the health and economic hardships over the past two years have highlighted the urgent need for many of the program improvements included in the proposed legislation.

New Jerseys community colleges play an important role in providing opportunity to all New Jerseyans so that they can get on, stay on, and complete their paths to post-secondary credentials that lead to economic mobility,said Jacob Farbman, Ed.D., APR, Executive Director, New Jersey Center for Student Success at the New Jersey Council of County Colleges.This legislation will allow community college students in need to qualify for public assistance, which will help those students pay for rent, childcare, food, transportation, and other basic needs that will enable them to earn degrees and credentials and obtain family-supporting jobs and careers.

People on TANF are being helped, but they have to deal with limitations, with expiration dates, and picking up the scraps where they can,said Alina McKnight of Newark, a former TANF recipient who also held a job in workforce development assisting TANF recipients. Without these reforms, people will need to rely on friends and family for help, will continue to get rejected from or miss opportunities. People will continue to settle for much less than they should and New Jersey can do so much better.

The Center on Budget and Policy Prioritiesalso voiced its support for the legislation, statingthatStates can and should move their TANF work programs in an antiracist direction, aimed at respecting parents choices, treating families with dignity and respect, and investing in families to help them realize their full potential.

S1642/A3324 has been referred to the Senate Health, Human Services, and Senior Citizens Committee and the Assembly Human Services Committee.

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Advocates Urge Passage of Legislation Expanding and Strengthening Temporary Assistance to Needy Families Program - InsiderNJ

A Conversation With Emily and Vipula

Emily DickensChief of Staff and Head of Government Affairs at SHRM

Vipula GandhiManaging Partner and Global Head of Enterprise Business at Gallup

Networks provide access to ideas, resources, support, role models and human connection -- and working women need all of those things, stat.

So say Emily Dickens, chief of staff and head of government affairs at the Society for Human Resource Management, and Vipula Gandhi, managing partner and global head of enterprise business at Gallup. "Gallup has studied wellbeing, and the data are clear that we need connections to have a life well-lived," Gandhi says. "And feeling cared for is a big part of engagement and wellbeing."

According to Dickens and Gandhi, a supportive, effective network isn't just "people you know professionally" -- it's a community built on genuine connections, strengthened by vulnerability, generosity and intentionality. And contrary to outdated notions of networks, quality is much more important than quantity. "The key to a good network is depth, not breadth," Dickens says. "You may know 500 people, but if you want a job reference or someone to pick your child up from school or take your parent to a doctor's appointment, you need to know exactly who to reach out to at the right time."

That's reason enough for women to cultivate their networks, as Dickens and Gandhi relate in the following Q&A with Gallup Senior Editor Jennifer Robison, but organizations have a vested interest in working women's networks too. The alarmingly high stress level and quit rate among female employees threaten leadership pipelines, innovation, talent benches, DEI initiatives, employee value propositions and profitability. Networks can reduce those risks -- and improve women's wellbeing at work and at home. "Opening yourself up to people, expanding your social network, really makes your life better," Dickens says.

Robison: Why are networks so important?

Dickens: I learned early that I had to get outside myself and be intentional about leveraging my networks. I grew up in New York City and went to school in North Carolina. I was a C student my first semester because I didn't know anybody -- I would go to class and then right back to my dorm. Then I connected with the Student Government Association president, who was also a New Yorker, and by second semester I had a 3.8 [GPA], was volunteering in student government, connecting with others and getting rides home for holidays. That experience changed everything. Opening yourself up to people, expanding your social network, really makes your life better.

Gandhi: Those networks of people are access to resources, ideas, connections, support and a forum to share. We need human connections, professional or personal. Gallup has studied wellbeing, and the data are clear that we need connections to have a life well-lived, and feeling cared for is a big part of engagement and wellbeing. So if we want a life well-lived, we need to build connections and networks to support us professionally and personally. And right now, the stress level of working women is higher than that of men -- 62% of working women in the U.S. and Canada report experiencing stress "a lot of the day" the previous day, compared with 52% of men. Women's engagement is usually significantly higher than men's. During the pandemic, women's engagement had a sharper decline than men's, while still maintaining the lead by a small margin. Obviously, society puts a lot of demands on women's time, and working women had even more responsibilities during the pandemic. It drove 2.5 million more women than men out of the workforce. So women need networks because they really help us practically, psychologically and professionally. And we need to be intentional about growing them.

Dickens: Vipula, I completely agree about intentionality. The key to a good network is depth, not breadth, and you make deep networks with intentionality. You may know 500 people, but if you want a job reference or someone to pick your child up from school or take a parent to an appointment, you need to know exactly who to reach out to at the right time. People you can call who will answer. I haven't changed my phone number since 2002 so that people I haven't talked to in years can reach me. You don't have to have a lot of people in your network, but you do need people you're really connected with.

Robison: Does having a network affect how people experience their jobs?

Dickens: Our employee engagement surveys show that SHRM departments that are really engaged are also well-networked. You might think an employee who's always all over the building, always talking to someone, is the gossipy employee, but that is the connected employee. She's engaged, she's happy and she knows who to talk to in order to get things done. To really thrive and have a life well-lived, you have to have a work experience that is personal. You need to create relationships that outlast your time with the company. Unfortunately, this can be difficult for many professionals. SHRM's new report on women in leadership shows that female managers, especially female managers of color, are less likely than male managers to feel included in key networks at their organization. For example, our survey showed that 56% of female managers of color feel they can talk about their personal life at work versus 79% of white male managers.

Gandhi: Emily, that's a great point about the work experience. Before leaders think about how to build communities for women in their organization, they need to get clear on why they should. Research shows mentorship and sponsorship are really helpful to women and people from non-majority groups, but finding a mentor who shares your experience isn't always easy if you're in a minority. And almost all professional women feel a lack of confidence at some point. Women in leadership experience imposter syndrome at a higher rate than men do. As leaders, we need to encourage those relationships that build women's confidence and competence. A work experience that feels personal, like you said, Emily, has significant positive effects on women. Women are often the caretakers, but they also need to be cared for. If women can strongly agree someone cares about them in their organization, the organization will probably excel in ways that go beyond the bottom line. It's just the right thing to do. That said, there is a very strong business case for gender diversity.

Robison: How so?

Gandhi: Data show gender diversity is better for companies in every way: It helps them reach out to new customer bases, deepens the talent pool, fosters diversity of ideas and innovation, and retains star talent. Unfortunately, during the "Great Resignation," the U.S. workforce lost 1.8 million women workers, which means fewer women in the leadership pipeline. And because so many women and people of color want to stay remote or hybrid, I see a great risk in inherent proximity bias. If the people you see most often are the people who get promoted, remote or hybrid workers will be pulled back -- which means women and people of color will be less likely to advance. Companies must develop performance systems ready for the expectations of the workplace today, and equity and inclusion is an expectation of the workplace. Those systems must focus on outcomes, not the processes that achieve them, with an EVP [employee value proposition] that offers a differentiated and effective employee experience. The disclosure economy will continue to make organizations publicly responsible for retaining and promoting female talent in the workforce. So there's a huge business case for why. Now, how? The same way you would with any demographic, by studying the experience of the group in that organization. Study women's experience, and place effective interventions to make it better. Consider life cycle surveys, contrast studies, proactively designing formal or informal networking opportunities, etc. Organizations have to proactively support talented women and get them into the pipeline to leadership. How can you get women on boards if they're not working through the hierarchy of the organization? Supporting and investing in diversity is the right thing to do, while marginalizing people is not, not morally or organizationally. It's much better to recruit and retain all the talented people you can -- develop, coach and network them, and level your playing field. Organizations that don't do this well, where women don't thrive, face high risks.

Robison: Speaking of risks, what do you think about networking on social media? Should you follow coworkers on Twitter and the like?

Dickens: Be selective. There are people you meet whom you want to stay engaged with, people you have something in common with outside of work. But otherwise, keep your social media private. With a professional site like LinkedIn, you can be strategic with a professional glimpse into your personal side so people can know you. Every now and again, I post a story about how my mom inspires me. When I became a trustee at my alma mater, I posted a picture of my husband and me in the chancellor's box because it was such a full-circle moment for us. You can bring people over the wall, every now and again, in a professional way on social media. But be very careful. I see things on LinkedIn that make me cringe.

Gandhi: Social media has pros and cons. I've seen social media used effectively -- it can help leaders understand what motivates their team members, what excites them, what they value, and build deeper relationships. But I agree, Emily -- select people with whom you have a real relationship outside of work to maximize the pros while minimizing the cons. Be true to yourself, be thoughtful, but social media can help you maintain your network and be there for your people in their time of need.

Robison: People can be reluctant to ask for help when they need it. How should we get past that? Or is a little reluctance healthy?

Dickens: There's something healthy about being a little reluctant to ask just anybody for something. It is better to be thoughtful and be sure you're asking the right person for help, someone who is a real connection, who has the right expertise. I'd recommend thinking carefully about the scope of the relationship so that you don't misuse the opportunity. But if the risk of not asking outweighs the risk of asking for help, then do it.

Gandhi: I agree. And I'd add, be generous in giving. Generosity gives us the right to ask for support when we need it because we've invested in that relationship and earned that trust. So before you ask for help, ask yourself if you helped. Did you step up when their family member was sick? Did you cover for them when they were on vacation? Did you do all you could to help them? That's why I like the phrase "community building" versus "networking." "Networking" suggests short-term, selfish focus. "Community building" suggests long-term, generous relationship investment. But to make that connection, to build your community, you need to be vulnerable. Vulnerability is having the courage to open up and relinquish your fears of rejection. It's the key to connection. Vulnerability fosters trust and empathy, which builds stronger bonds. But asking for help is hard. This is why having role models and sharing experiences by building communities matters so much. It gives women leaders a chance to share, exchange and learn they're not alone. You get confidence from learning you're not alone, confidence gives you conviction, and conviction leads to success. So if you're reluctant to reach out, remember that generosity is key to asking for help, vulnerability is key to connection, and sharing and role modeling are really important.

Robison: How would you recommend building communities in an organization?

Dickens: I've been intentional about developing relationships with people on my executive team. I'll give you an example. I love giving back, so I love that we have a foundation. The president is very forward-thinking, and I really wanted to get to know her better. So first I made a donation -- it is a foundation -- then I asked if my team could help hers, be a resource for her on joint policy initiatives, etc. How can I help her do her job? Now we're figuring out how we can bring resources back to the organization, and she's a good colleague. I ended up getting much more than I gave by being intentional and generous. Getting to know your colleagues by figuring out how to help them is a great way to build your community. It's a great thing to do for your organization, especially your people managers. They are under incredible strain. They have to be empathetic and understanding, agile and flexible, and get the job done while managing in a new and different environment. There's a woman in a people manager's seat somewhere who's trying to make the world work for everyone in her orbit, and it's not going to work for everybody. She has to hire a team she can best work with, and there's nothing wrong with that. Men have been doing it forever. There's too much pressure on managers to create perfect environments. Understand the big picture and how you can create an environment where you can do better by leveraging the networks in that environment.

Robison: So, think back to your first job. If you could give your younger self some advice about building a network, what would it be?

Dickens: Everyone is not your competition. My first real job was as a cashier at a supermarket. It was a summer job and I was in high school, but I'm so competitive that I decided I'd be the best employee, sign up for all the overtime, and would be the front-end manager by the end of the summer. That meant I automatically disliked the person who already had the job. What I should have done is get to know her, learn what she knew, learn how she got that position, who she knew, how she got there. I should have asked how someone her age got to be a front-end manager instead of competing with her and spending a whole summer with such negative energy.

Gandhi: My focus should have been on the skills and knowledge I was gaining and the people I was getting to know. My first job was as a management trainee in a five-star hospitality organization, I was 22, and all I was thinking about was what's my next job, what's my next job? I didn't realize a career is a marathon, not a sprint. You need to pace yourself because there will be phases in your life, times when you're running fast and times when you're moving slow. I learned customer centricity in the hospitality industry and that I have a genuine desire to help clients. That transcends industry, education and time. I should have thought long-term and believed that the dots would connect. And thinking long-term would have helped me and the people around me.

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Women Improving Their Lives Through Networks: A Conversation - Gallup

The Lafayette Economic Development Authority unveiled a three-year strategic plan, one that new president and CEO Mandi Mitchell says will enhance existing and add new service lines to position Lafayette Parish for success over the next 50 years.

Mitchell, hired last fall after years with the Louisiana Economic Development office, announced the agencys Strategic Plan and subsequent Business Plan, which outlines annual goals for the organization and staff, after meeting with community and business leaders. The plan establishes a baseline of understanding the agencys role in the parish and its strengths and areas of improvement.

I am grateful for the opportunity to have inherited and now lead an organization with such a strong foundation, Mitchell said. Together, we will build upon that foundation to enhance and strengthen LEDAs services and our commitment to moving Lafayettes economy forward through the implementation of this Strategic Plan.

The plan sets goals for business development and climate and includes the agencys vision and mission statements along with a commitment to diversity.

I want to congratulate Mandi, the LEDA staff, and my fellow board members for developing a Strategic Plan that is purposeful, intentional, and inclusive, LEDA board chair Ramesh Kolluru said. This plan will serve to point us in the direction of true north and ensure LEDA perseveres to create and accelerate economic development opportunities for all of Lafayette, for all of our communities and for all of our people.

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The agency will track and measure its success by comparing annual several metrics, including unemployment rate, labor force participation rate, population growth, property tax base growth and sales tax growth, economic diversification and number of business startups by year. It will also track its own business attraction results based on leads generated, deals closed and indirect jobs created by those deals.

LEDAs strategic plan provides a clear vision that is supported by the organization's leaders and also includes the detailed guidance needed to create robust future economic growth in Lafayette, LED Secretary Don Pierson said. LEDA will continue to develop a high quality workforce, maintain a commitment to diversity and inclusion and track and measure success. There is no question these efforts will also include elevating Lafayettes brand globally.

According to its Values Statement, LEDA will commit to working with business, government, education, civic and nonprofit partners, the statement read. Its commitment to diversity indicates it is committed to developing a team with various backgrounds, skills, and perspectives to support clients and diverse businesses and business owners in Lafayette Parish.

The work LEDA has done and continues to do is one of the main drivers behind Lafayettes continued economic growth, Lafayette Mayor-President Josh Guillory said. This plan will only further enhance efforts to continue growing the economy, adding quality jobs and attracting new business and industry to Lafayette Parish.

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New LEDA head unveils three-year strategic plan to position parish in coming decades - The Advocate