Daily Archives: May 3, 2022

Before the pandemic, political scientist and commentator Dr. Victoria DeFrancesco Soto, 44, never imagined she would take the helm of a major academic institution like the Clinton School of Public Service at the University of Arkansas.

I was an outsider to the world of higher ed, the MSNBC and Telemundo contributor recently told Know Your Value. The [academic] leadership pipeline for women is leaky and especially so for women of color.

Indeed, the gender gap in academia remains wide. A recent investigation by the Eos Foundation and the American Association of University Women revealed that only 22 percent of higher education institutions had a woman at the top (president, chancellor, system head), despite the fact that there are more women earning PhDs today than men. In fact, one in five PhD earners is a woman color.

Nevertheless, by the start of 2020, Dr. DeFrancesco Soto strategized a way to the position, where she could have maximum impact as the first Latina dean of the esteemed presidential institution. Last month marked her first 100 days in the new role.

She details her nonlinear path into academic leadership and what she wants other women of color to know about ascertaining and thriving in these top jobs.

Know Your Value: In January, you became the first Latina to serve as dean of a presidential school and one of the only women of color in this space. Tell us about your career journey.

DeFrancesco Soto: It was not the traditional one, thats for sure! My path wasnt one where I rose through the ranks of academic leadership, going from graduate studies chair to department chair, to lots of other positions in between.

For a couple of years, I left the academic world and focused on political analysis consulting. I focused on translating research into user-friendly information through various media outlets.

However, the draw of the classroom and the dynamism of college campuses drew me back in. I started teaching part-time and building programming [at the LBJ School of Public Affairs at The University of Texas] that bridged the classroom with the private and public sector.

I was fortunate enough to have a strong female dean who saw the power of this programming and created an office of Civic Engagement there that formalized the space where the classroom meets on-the-ground practitioners. In this role I gained academic leadership skills as an assistant dean.

Know Your Value: What role did mentorship play in your career mobility?

DeFrancesco Soto: I am where I am today because of mentorship. I have an amazing set of parents and have always had a whole lot of ganas (translates into drive), but I was an outsider to the world of higher ed.

My dean and leadership team at my previous institution were key in my development of the hard and soft skills to move forward. Given the small number of fellow women of color in higher education, I cultivated close relationships with those who had served in high-impact leadership roles (e.g. presidential administrations, business, philanthropy). Those trailblazers helped me navigate my big picture career goals and risk-taking.

Know Your Value: Beyond representation, why is it so important to provide a pipeline for more women to move into academic leadership?

DeFrancesco Soto: While women are killing it when it comes to educational attainment, their numbers are far from reflective of the higher ed leadership ecosystem. If women and women of color dont see people who look like them in leadership roles then the envisioning of these positions is just that much harder.

Beyond the descriptive representation of having them in these traditionally white male positions, it is the lived experience they bring to these majority institutions that can mobilize tangible steps to uplifting under-served students.

For me, it starts with first-hand experiences building an inclusive approach through what I call the three Cs: Composition, Culture and Curriculum.

For example, student retention is a major issue! Traditional 4-year colleges are frequently not intentionally supportive of first-generation and under-served students, both in terms of academic and socio-cultural support.

And when it comes to curriculum, often times the same material has been taught the same way for decades and does not include more recent work from a diversity of scholars.

Small changes in these areas lead the way toward greater success among first-generation and minority students.

Know Your Value: How can higher ed administrations better support and retain women in these top spots?

DeFrancesco Soto: Let me start with the numbers. Less than half of tenure-track professors are women. In terms of full professors the traditional stepping stone for advancement within higher ed leadership only about a third are women. To further drill down, Black and Latino faculty make up just 4-6 percent of all tenured faculty.

We address this very leaky pipeline by supporting women with their care responsibilities. We know they are the overwhelming majority of primary caregivers for young children, aging parents and special needs family members.

The lack of robust parental leave policies in much of higher education together with a tenure clock that is not accommodating to these caregiving realities keeps women from reaching that next step.

Universities must support women structurally through better parental and family leave. On a parallel track, these academic institutions must be intentional in the construction of peer mentorship pipelines.

For instance, the Volcker Alliances Dean Summit establishes a pipeline organization to actively recruit women and faculty of color to higher ed leadership, and then gives them the mentorship and support to take on these roles.

Know Your Value: What is your guidance for women of color who may not realize they can aspire to top university positions?

DeFrancesco Soto: Dont be afraid to ask! Even if you get a no at least folks know where you stand and where you want to head. And Im not just saying this Ive done it myself.

After a couple of years engaging in higher ed administrative projects, I knew I was ready for a more expansive leadership role. I approached my schools dean and point blank asked her if we could transition this role that I had greatly expanded into one of an assistant dean. She agreed.

This isnt to say that I wasnt apprehensive about the ask, but I had a network of mentors and professional support that pushed me forward. I felt empowered to ask that my value be recognized in an appropriate role.

Know Your Value: How has the scope of public service changed over the years and what should women consider about their potential impact here?

DeFrancesco Soto: The meaning of public service has become much broader and more diverse. Traditionally folks think of local, state or federal government roles. While thats one component, weve also come to see the private sector intentionally grow its public service footprint as part of sustainable business models.

For example, one of our graduates from the Clinton School co-founded a community bank that provides targeted development resources for its members.

A public service education is one that brings the tools of data, impact analysis and leadership to any and all professions, including medicine, business and philanthropy.

Today, public service applies to all sectors. Weve lived through the Great Resignation and see how younger generations want fulfillment beyond a paycheck. A public service education meets that ambition, enabling individuals to find their impact and improve their communities.

Victoria DeFrancesco Soto is the Dean of the Clinton School of Public Service at the University of Arkansas and a political analyst for MSNBC, NBC News and Telemundo. Previously, she was the inaugural Dean of Civic Engagement at the LBJ School of Public Affairs at the University of Texas. Victoria received her Ph.D. from Duke University and was named one of the top 12 scholars in the country by Diverse magazine. She previously served on the faculty of Northwestern University. Her research on political behavior has been widely published in scholarly journals and cited in the New York Times, Los Angeles Times, Chicago Tribune, Time, and POLITICO.

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How I became one of the only Latina deans in the world of higher ed - MSNBC

Former Homeland Security Acting Secretary Chad Wolf changed and delayed an intelligence report detailing Russian interference in the 2020 U.S. presidential election, according to a new review by the Department of Homeland Security's (DHS) top watchdog.

The decision to deviate from DHS standard review procedures "rais[ed] objectivity concerns," according to the report, and led to the perception that unorthodox interference by a top DHS official was intended to help Donald Trump's reelection bid.

The Office of the Inspector General (OIG) at DHS, through its Office of Intelligence and Analysis (I&A), released the redacted results of its investigation into Russian interference in the election "DHS Actions Related to an I&A Intelligence Product Deviated from Standard Procedures" on Tuesday.

"We found that DHS did not adequately follow its internal processes and comply with applicable [intelligence community] policy standards and requirements when editing and disseminating an I&A intelligence product regarding Russian interference with the 2020 U.S. Presidential election," the DHS OIG report states, in part.

"The acting secretary participated in the review process multiple times despite lacking any formal role in reviewing the product, resulting in the delay of its dissemination on at least one occasion," the DHS inspector general report continued. "The delays and deviation from I & A standard process and requirements put [them] at risk of creating a perception of politicization."

Analysts in DHS' Cyber Mission Center (CYMC) began drafting the original intelligence product titled, "Russia Likely to Denigrate Health of US Candidates to Influence 2020 Electoral Dynamics" in April 2020, to warn state and local governments of a noticeable uptick in Russian state media efforts to question then-candidate President Joe Biden's mental health after Super Tuesday.

The DHS analyst who first raised the concern "believed foreign efforts questioning a candidate's health were worth exploring because they could impact voters' willingness to vote for that candidate and began drafting the product," the OIG report read. "In its initial form, the product was approximately two pages in length and included information relating to one 'current Democratic presidential candidate' and to Russian activities to influence the 2020 U.S. Presidential election."

At a July 8, 2020, meeting, Acting Secretary Chad Wolf who is referenced to by his title but never named in Tuesday's OIG report determined that the intelligence document should be "held" because it "made the President look bad," according to a whistleblower complaint.

The whistleblower, Brian Murphy, who was then principal deputy under secretary at I&A, also alleged that Wolf ordered him to shift the focus of future assessments to interference efforts by China and Iran, and that instructions to do so had come from White House national security adviser Robert O'Brien. Murphy declined to comply, he said in the complaint, because "doing so would put the country in substantial and specific danger."

"Russian disinformation was something [DHS leadership] didn't want to report on," Murphy previously told CBS News, in an October 2021 interview. "It mattered. It had a material impact on life and safety of how the events unfolded during 2018 and forward."

"Wolf told me that the plan with respect to the administration was to downplay Russian disinformation, that was supporting the Democrats and instead, upscale the threat from China," Murphy continued. "That's where the real manipulation by the politicals came into effect. The same thing with Iran. I'm not dismissing China and Iran as threats, particularly in the disinformation space, but they differ on scale and their objectives. The Russians are the best at it. There's no one that even comes close."

Murphy was later reassigned amid reporting that his office compiled "intelligence reports" about journalists and protesters in Portland.

Tuesday's report found that, after months of delay, analysts inserted a "tone box" a highlighted section of text detailing efforts by Chinese and Iranian influence actors to amplify unsubstantiated narratives questioning the mental health of former President Donald Trump.

When watchdog investigators probed the CYMC manager on why the additional material outside the scope of the initial report was added, the DHS officials contradicted themselves.

"He told us it was a feature intended to draw a contrast between the actions of Russia and those of Iran and China, but also described the tone box as a 'blunting feature' meant to balance the product. When asked whether intelligence products require balancing, he said the addition of the tone box was not politicization, yet also said it showed I & A's political savviness, as the state and local customers of their products tended to be political," the OIG report reads.

The analytic ombudsman from I & A flagged serious concerns with the September version of the intelligence product, noting in his review that "problems with the piece undermine the original message and give the perception of a lack of objectivity or an attempt at political influence."

That assessment also suggested the addition of Iran and China "[seem] to almost avoid the main message that is made explicit in the key judgment that Russian influence actors are targeting the Democratic candidates in 2020 The tone box on Iran/China seemingly unrelated to the main message are all areas that could be seen as 'being political,' whether intentional or not," the assessment read.

DHS' top watchdog determined that DHS deviated from its own internal requirements for editing and disseminating the report to state and local partners.

"Since January 2021, the [Office of Intelligence and Analysis] has renewed its commitment to continually assess the policies, guidelines and processes that govern the review and dissemination of its finished intelligence products, including to identity and implement and necessary improvements," wrote John Cohen, senior official performing the duties of the under secretary for the office, to Joseph Cuffari, DHS inspector general, in a memo responding to the report.

Cohen has since left his role, which is currently being filled by Melissa Smislova. President Biden's nominee to lead the office, Kenneth Wainstein, is awaiting Senate confirmation.

"This troubling report raises concerns over the prior Administration's inappropriate interference in the review and clearance process for an intelligence product," a DHS spokesperson said in a statement to CBS News. "Under the Biden-Harris Administration and the leadership of Secretary Mayorkas, the Department of Homeland Security is focused on ensuring the safety and security of communities across our country, while conducting our work with integrity and in ways that protect privacy, civil rights, and civil liberties. Since January 2021, DHS has renewed its commitment to providing accurate, timely, and actionable information and intelligence, free from politicization and bias, to the public and our partners across every level of government, in the private sector, and local communities."

Describing its methodology, the DHS watchdog wrote that Wolf requested an interview in writing rather than orally or in-person. According to the report, DHS Senior Official Performing the Duties of the Deputy Secretary Ken Cuccinelli "did not provide any responses despite agreeing to do so."

Wolf resigned his post in January 2021, after the Government Accountability Office and several federal judges deemed that he had served illegally, a judgment that he disputes.

In March 2021, the Office of the Director of National Intelligence released a report on the 2020 elections that found Kremlin-backed agents authorized by President Vladimir Putin tried to use President Trump's inner circle and right-leaning media to undermine his opponent. The report also concluded that while Iran had expanded its efforts to meddle in the 2020 presidential election, China fell short of interfering after determining it was not worth the risk.

The intelligence community found "no indications" that any foreign actor made attempts to alter technical aspects of the voting process, despite making false claims meant to undermine confidence in election results.

CBS News reporter covering homeland security and justice.

Originally posted here:

DHS watchdog says Trump's acting DHS secretary changed intel report on Russian interference in 2020 election - CBS News

To support Black and Hispanic women in the workplace, we must understand the unique challenges they face and advance solutions. Young Black and Latina girls are more likely to identify as leaders than girls of other races. However, when they grow up, the pay and opportunity disparities are jarring. In fact, according to the US Census, Black women were paid 63% of what non-Hispanic white men were paid. That means it takes the typical Black woman 19 months to be paid what the average white man takes home in 12 months. And Latinas endure the widest pay gap of any group, earning just 57 cents on the dollar compared to non-Latino white men.

Its no secret that gender bias plays a role in income disparities, and unfortunately, these inequities intensify when considering compounding factors like race and ethnicity. JPMorgan Chase is increasing awareness around these inequalities and is committed to using its resources to make real change not just during Womens History Month, but every month.

Silvana Montenegro, Head of Advancing Hispanic & Latinos and Byna Elliott, Head of Advancing Black Pathways at JPMorgan Chase recently discussed their perspectives on women in the workplace, and how the company is helping to create an equal playing field.

Q: How is JPMorgan Chase working to tackle income inequity for Black and Hispanic/Latina women?

Silvana: Tackling income inequality requires consistent programming that focuses on inequity both in the workplace and in the educational environment Black and Hispanic/Latina women are in before they start working. Advancing Black Pathways (ABP) and Advancing Hispanic & Latinos (AHL) were born out of recognition that, while our company has made efforts to be inclusive and impactful in all activities, we must be intentional in our approach. ABP was established to help the Black community chart stronger paths toward economic success and empowerment, while AHL is a way for us to drive meaningful and sustainable change for the Hispanic and Latino communities.

Through these initiatives, weve created activities focused on entrepreneurship, career readiness and support, financial health, and community development. Women are a core audience for all of our efforts.

Q: How is JPMorgan Chase helping Black and Hispanic/Latina -owned businesses grow and expand?

Byna: The number of Black and Latina women becoming entrepreneurs is accelerating. Black business ownership is up by almost 30% on pre-pandemic levels and Black women are the fastest-growing group of female entrepreneurs. Similarly, Latinas are more likely to own or plan to own their own businesses than non-Hispanic women. We want to see entrepreneurs not simply do well, but thrive!

Partnership is key in helping to reach Black and Latina entrepreneurs with helpful resources. Internally, we partner across our business including with our community and consumer branch colleagues who are often the face of the company to entrepreneurs to offer business education, coaching and banking solutions to business owners. External partnerships are also critical.

For example, ABP partnered with digitalundivided to launch BREAKTHROUGH, a business-intensive program designed to help women of color entrepreneurs propel their businesses. The curriculum includes programming on strengthening customer engagement and banking relationships, as well as identifying and implementing business models. Upon completion, each participant receives a $5,000 grant to invest in their business.

Silvana: Weve also introduced a new partnership with Elevate Together a program designed to support the growth and prosperity of Black and Hispanic-and Latino-owned small businesses in collaboration with U.S Hispanic Chamber of Commerce and The ODP Corporation. We are supporting this years expansion by being the exclusive provider of bilingual financial education content through Chase for Business modules and supporting the creation of an online platform where participants can register to access materials for free.

Byna: Both ABP and AHL offer fellowship programs, which aim to increase opportunities for underrepresented communities in the financial industry. The ABP Fellowship Program launched in 2019 and the AHL program will commence this year. Nearly 700 students have participated in the programs, more than half of which identify as female. The programs provide a six-week paid, full-time fellowship held during the summer for rising sophomore college students who identify as Black and Hispanic and Latino. This opportunity exposes students to hands-on experience, mentorship, and a project-based curriculum, designed to help build a pathway to future opportunities.

Silvana: Additionally, we recently established a partnership with the Hispanic Scholarship Fund one of the nations largest non-profit organizations supporting higher education for Hispanic and Latino students to grow the entry-level pipeline of Hispanic and Latino employees, expand campus recruiting opportunities and provide financial education for Hispanic and Latino students.

Silvana: Absolutely! For example, last year, J.P. Morgan Wealth Management hosted Building A New Legacy: A Summit for Black and Latina Women. The virtual celebration of sisterhood provided a unique space for Black women, Latinas and all allies to take an investing journey together. Through live discussion panels, one-on-one sessions with celebrities and on-demand conversations, the event served as a platform to help promote education on building and retaining wealth.

Sponsored content from JPMorgan Chase & Co

For more, visit https://www.jpmorganchase.com/impact. You can also learn more about both ABP and AHL at: https://www.jpmorganchase.com/impact/people/advancing-black-pathways https://www.jpmorganchase.com/impact/people/advancing-hispanics-latinos.

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Sisterhood in the Workplace: Supporting Black and Latina Women beyond Women's History Month - The Chicago Cusader

Central Coast resources and organizations

Updated: 10:53 AM PDT May 3, 2022

For the month of May, KSBW 8 is highlighting the struggles teenagers deal with when it comes to their mental health and the communities organizations lending a helping hand. Below is a list of resources for people, or their families, struggling with mental health on the Central Coast. Monterey County24/7 Behavioral Health Crisis Team: 888-258-6029 Mobile Response Team Children and Youth 21 and under: 831-687-4379Suicide Prevention Hotline: 877-663-5433Crisis Text support 24/7: Text HOME to 741-741National Domestic Violence Hotline: 1 (800) 779-SAFE (7233)Local Domestic Violence Crisis Line (bilingual) 831-372-6300The Trevor Project Lifeline - Help for LGBTQ+ youth 24/7: (866) 488-7386 or Text START to 678-678Veterans Crisis Line: (800) 273-8255 (TALK), press 1 for VeteransBoys Town National Hotline: (800) 448-3000 or Text VOICE to 20121Monterey County Rape Crisis: (24/7) Call 831-424-4357 or 375-4357Santa Cruz CountyMobile Emergency Response Team for Youth (MERTY): South County residents 21 and younger with mental health needs can call a hotline and county-employed bilingual licensed clinicians and a family support partner will respond in a van. The team also provides services outside schools, after-school programs and faith-based organizations. Call 1-800-952-2335.A helpline at 831-427-8020 provides referrals, guidelines for calling 911 and a clearinghouse for other mental health services in Santa Cruz County. The Spanish language helpline is 831-205-7074.Mental health services and urgent care are available 24 hours by calling 831-454-4170 or 800-952-2335.Mental Health Client Action Network (MHCAN): Peer support workers are trained in Intentional Peer Support, an evidence-based method of communication that maximizes self-agency for people with serious diagnoses like schizophrenia, schizoaffective disorder, bipolar disorder, major depression, PTSD, anxiety disorder & others. Call the peer line at 831-469-0479 or visit 1051 Cayuga St, Santa Cruz. San Benito CountySan Benito County Behavioral Health Department San Benito County Behavioral Health provides specialty mental health services, including substance abuse for residents of San Benito County. Also, serves Medi-Cal recipients.Family Service Agency of the Central Coast Serving the Tri-County, Family Service Agency of the Central Coast provides the resources, support, and counseling services essential to healthy families and communities.National Crisis Text Line: 741741Emmaus House/San Benito County Domestic Violence Shelter for Women and Children * 24 Hour Hotline: 1-877-778-7978

For the month of May, KSBW 8 is highlighting the struggles teenagers deal with when it comes to their mental health and the communities organizations lending a helping hand.

Below is a list of resources for people, or their families, struggling with mental health on the Central Coast.

Link:

Central Coast mental health resources and organizations - KSBW Monterey

The internet has become an integral source of LGBTQ+ education for young individuals as well as a vital gateway to connection between people needing these communities in the first place. But online abuse is rising, especially amid the wave of legislation to limit classroom instruction of LGBTQ+ issues. Prominently, and historically, the bigoted slurs thrown at queer people and their allies accuse them of being paedophiles who are perpetuating their homosexual agenda by grooming children.

Such a clearly unsubstantiated, homophobic and transphobic statement has yet to dissipate, actually growing in use just this yeara terrifying and worrying emblem of an increasingly dangerous society for LGBTQ+ people everywhere. The term groomer is now the latest anti-queer slur being used among the right-wing crowd but what exactly is grooming, and how are culture wars snowballing within LGBTQ+ communities?

What is a groomer?

The term grooming, the National Society for the Prevention of Cruelty to Children defines, is when someone builds a relationship, trust, and emotional connection with a child or young person so they can manipulate, exploit and abuse them. Though it typically, and correctly, has been used to describe how sex offenders initiate contact with their victims, it has since become a weaponised buzzword used to target trans kids.

The violent verbal onslaught attacking queer youth was in part ignited by the Dont Say Gay bill, whereby teachers have since been forbidden to give sexual orientation and gender identity lessons to children under the age of nine in Florida. The legislation received immense national (and international) backlash from critics who argued that it undoubtedly contributes to the marginalisation of LGBTQ+ people in the state.

Since then, the culture war has only amplified, with continuing efforts from the right to spark stereotyped and baseless claims that LGBTQ+ people are sympathetic with, or even endorsing, child predators. Though such accusations are hardly new in the US, its getting much, much worse.

According to NBC News, data from the social media platform Reddit that was analysed by an assistant professor of computer science at Binghamton University in New York, Jeremy Blackburn (who studies extremism), showed that there has been a 100 per cent increase since the beginning of 2022 in the discussion of grooming. Blackburn told the publication that the majority of subreddits that are adopting the rhetoric have a pretty long history of content moderation concerns and are definitely not what I would consider LGBTQ friendly. While it is not exactly surprising to me that this rhetoric has been adopted, I am somewhat surprised the rhetoric was so quickly adopted.

The groomer rhetoric is causing real harm among LGBTQ+ youth, becoming increasingly difficult for teens to avoid. Though there are arguments to be had about the positive functions of the internet for the queer community to utilise: to learn, connect and socialiseit is most definitely a double-edged sword.

A 2021 survey which gathered data from LGBTQ+ youth, conducted by The Trevor Project, revealed that 42 per cent of respondents had been bullied electronically, both online and even via text message. That being said, 62 per cent also reported having access to online spaces helped the affirmation of their sexual orientations and gender identities or expressions.

How is groomer being used nowadays?

Conservatives online have run with the term to malign the LGBTQ+ community as much as possible as highlighted by 17-year-old Will Larkins who told NBC News that he receives the comment OK, groomer on a daily basis. The sentence is a play on the phrase OK, boomer which gained popularity on TikTok in late 2020 to disparage middle-aged people. Larkins stated, Thats the number one thing I get, I could post about anything and theyd be like OK, groomer.

Other LGBTQ+ teens went on to explain to the US publication that groomer isnt the only word that they have been targeted with14-year-old M, a nonbinary eighth-grader who uses the pronouns they and them, revealed they suffer unprovoked and random homophobic attacks constantly. Maybe I just said a single word and theyll go Shut up, gay slur.

The rhetoric of LGBTQ+ grooming has long existed among fringe conspiracy theorists and extremists, but its quickly becoming a mainstream (read, right-wing) twisted response that is based on decades of moral panic equating homosexuality to paedophilia. Conservatives are even using the term to mean left-wing indoctrination in general, suggesting that educating children on certain political issues, like the struggle for gay and trans equality, is just as dangerous as grooming in the old senselike a paedophile would to its victims. Unbelievable.

As Vox reported, Thats not to say that organized child abuse and systems of trafficking dont exist, but trying to make a causative link between liberalism and paedophilia requires intentional reality distortion by the lawmakers and media voices making these claims. Continuing that grooming accusations arent concerned with making sense; theyre about stirring up fear, anger, and hysteriawhich is why they sound exactly like the kinds of fringe conspiracy theories that have been around for centuries. The new paedophile conspiracy rhetoric is essentially the same as all the old paedophile conspiracy rhetoric, but with an added layer of wrongness.

While it is impossibly easy for us in our safe, progressive echo chambers to believe that those of our gen Z age group are like-minded, it is, sadly, not the reality. On one side of the culture war, you have the OK, boomer groupcritical gen Zers aiming to challenge the ancient dinosaurs in our institutions, championing the downfall of capitalism and advocating for equality for all. On the other hand, you have the same youthful humour, only this time its baked in all the -isms you can possibly think ofthe OK, groomer group. Yet another epithet of the fringe, incel-like communities setting up more roadblocks on the road to progression.

How the term groomer got weaponised by the anti-LGBTQ community

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How the term 'groomer' got weaponised by the anti-LGBTQ community - Screen Shot