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2022 Call For Kindness Partners

2022 Call For Kindness Partners

NEW YORK, March 23, 2022 (GLOBE NEWSWIRE) -- Top companies, organizations, and individuals across the country are proudly united in support of Riley's Way Foundation's 2022 Call For Kindness (#CallForKindness). The Call For Kindness offers young people (between the ages of 13 and 22) the chance to participate in a dynamic leadership development fellowship and win up to $3,000 in funding for a project of their own that inspires kindness and strengthens their local, national, or global communities.

A kindness movement led by young people is, for many, a welcome break from all that's going on in the nation and world today. Leading companies, organizations, and groups seem to agree and are eagerly amplifying their collective voices to support the next generation of young people who are leading through the lens of kindness and empathy by signing Riley's Way's Partnership Pledge.

"Kindness is paramount to envisioning a more just and equitable world," said Dr. Christine O'Connell, Executive Director of Riley's Way Foundation. "We are grateful for those who have already signed and now invite you to add your voice to the Call For Kindness Partnership Pledge and embrace kindness, empathy, and inclusivity as essential leadership traits."

At Riley's Way, countless acts of kindness in local and global communities are the norm against the backdrop of a nation and world facing political and socio-economic turmoil. The Call For Kindness supports young people determined to make a meaningful difference in their communities by leading with intentional kindness. Young leaders are invited to share ideas on ways to effectively tackle equity and social justice issues and build meaningful connections within their school or community. As many as 35 youth-led projects will receive awards, up to 10 of which will focus specifically on mental health, the Call For Kindness 2022 special category. The deadline to apply is fast-approaching: April 1, 2022. Visit CallForKindness.org to learn more.

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"DoSomething is committed to joining Riley's Way Foundation because we know that relationships matter," shared Valeria Villarroel, Director of Marketing at DoSomething.org. "We strive to create an inclusive space that fuels young people to take action on the issues most pressing to them. We know at the core this starts with kindness and compassion for your neighbor, empathy for those with different lived experiences, and a desire to build stronger and more joyful communities, especially in the wake of a global pandemic. This is why are eager to join the #CallForKindness."

Visit CallForKindness-partnership-pledge.org to see the complete list of groups voicing their support for kindness, empathy, and inclusivity around the nation and the world.

Contact:Shonda SmithDirector of Communicationsssmith@rileysandler.org917.589.4688

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Logos of the companies and organizations who have signed the Call For Kindness Partnership Pledge

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Top Companies and Organizations Nationwide Join the Call For Kindness - Yahoo Finance

Asheville, NC March 22, 2022 | Asheville City and Buncombe County residents are invited to participate in what is expected to be the first in a series of Community Conversations designed to solicit feedback in achieving a community-wide shared goal: By 2035, ALL Asheville City and Buncombe County students graduate from high school ready and fully prepared to pursue their goals and dreams.

This goal was developed by United for Youth, a growing multi-generational, cross-sector cradle-to-career partnership built on the principle that Equity and Educational Excellence are Inseparable. The purpose of these conversations is to listen to, learn from, and work with the community; building the necessary relationships that allow all voices to be heard in creating solutions that elevate student success, support families, and engage communities throughout Buncombe County. They provide a safe place where residents can come together to talk about their concerns and future aspirations for their communities.

Building relationships and partnerships with those most impacted by our work are key components to our success. Weve been in this community for 100 years, providing support with our work, and now we are being more intentional about expanding and centering community voices. When I was tasked with building United Ways Community Engagement Department, I knew that if we were to truly have a positive impact on our community, we needed to co-create innovative solutions and create space for our community to participate. Thats what these Community Conversations are all about, stepping aside and providing a space for residents to be part of the solution. stated Aisha Shepherd, United Ways Vice President of Community Engagement.

What: Community Conversations will gather community input on what it will take to support youth to be ready and fully prepared to pursue their goals and dreams, and also what it will take for our community to be ready for them to pursue those goals and dreams here, in our own community.

When:

April 2, 12 pm-1:30 pmBlack WallStreet: 8 River Arts Place, Asheville, NC 28801

April 5, 6:00 pm-7:30 pmEdington Center: 133 Livingston Street, Asheville, NC 28801

April 7, 11:00 am-12:30 pmCIMA/LaMilpa: 610 Haywood Road, Asheville, NC 28806

How:

For more information and to register, visit unitedwayabc.org/community-conversations.

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Asheville and Buncombe County residents invited to share their perspectives in support of an equitable future For youth - Mountain Xpress

A few months ago, I wrote about my experience of falling into complacency over the 2021 summer break. Upon leaving the Catholic communities at BC for the summer, I had to be more intentional about cultivating my faith, as making the effort to drive to daily Mass at home required more discipline than walking three minutes from Roncalli Hall to St. Joseph Chapel. Needless to say, I got lazy and did not muster the necessary discipline to do so.

Returning home for winter break in December, I knew I would have to face the same challenge. As a way to combat the discipline problem from the summer, and as a way to pray along with the liturgical calendar even if I miss Mass on a particular weekday, I decided to start praying the Liturgy of the Hours, also called the Divine Office. I resolved to pray Morning Prayer, the Office of Readings, at least one of either Midmorning, Midday, or Midafternoon Prayer, then Evening Prayer and Night Prayer each day. I had tried to do similarly a few months prior, but that pursuit only lasted a few days. I figured that this time, since I did not have classes, it would be easier to establish the habit.

I can now confirm this effort bore fruit, as I have been successful in praying the Divine Office daily from December 28the Feast of the Holy Innocentsthrough today, aside from maybe two missed Night Prayers in that span. But this alone is not evidence of fruitful prayerit would mean nothing if I were simply reciting words instead of truly praying with the Office.

I have found that the Divine Office provides a rather effective way to receive as full an understanding of praying the Psalms as one can. Praising the Lord in the morning, meditating on Gods laws and precepts in the midst of the weekday struggle, giving thanks in the evening, and beseeching God for his assistance and forgiveness before bed, the character of each Psalm fits especially the needs particularly relevant to the time of day.

The Divine Office also has helped me approach St. Pauls exhortation to pray without ceasing (1 Thess. 5:17). I had this in mind even as I started that failed attempt in the fall, interestingly enough inspired by the Islamic proscription to pray five times daily. Studying Islam in Peter Kreefts Philosophy of World Religions class, I read about the Muslim story of Muhammad bargaining with God to require prayer five times daily, as it would be too much to ask man to literally pray without ceasing. I immediately connected this to the Church, knowing that we already had an official, daily prayer broken into five hours (or seven if considering the Daytime Prayers of Midmorning, Midday, and Midafternoon Prayers separately) in the Office. From my experience so far, I can confirm that I am aware of Gods presence more often during the day than I was before starting to pray the Office.

While the Divine Office is only mandatory for priests and religious, I highly recommend anyone looking to increase their awareness of Gods presence throughout the day to consider praying the Hours, even if just a handful each day. A good way to start is with the major Hours of Lauds and VespersMorning and Evening Prayer, respectivelyand work in other hours as they become ingrained in habit. ComplineNight Prayeris also a very approachable prayer to pray, as it takes about five minutes right before sleeping. As well as approachable, it is fruitful, as it offers an opportunity to examine your conscience to evaluate how well you performed Gods will throughout the day, as well as an opportunity to ask for Gods protection through the night and into the next day. While being the longest Hour to pray, the Office of Readings is a great way to expand your knowledge of Scripture and the lives of the saints, as it offers scriptural commentary from Church Fathers and saints, and on feast days, commentaries on that particular saints life. The readings in the Office of Readings also break a longer biblical passage across multiple days, which helps contextualize Scripture passages.

As one who often is lost for words, God, through the Church, helps provide me with words with which to pray through the Divine Office. As said in Midday Prayer on the Second Sunday of Ordinary Time: The Spirit comes to the aid of our weakness; for we do not know how to pray as we ought (Rom. 8:26).

Editor-In-ChiefAdam is a junior from Columbus, Ohio. He previously served as Campus News and Culture Editor, and boasts the title of least cultured to ever serve as the latter. Holding a minor in Biology, he recently converted from STEM and now majors in Philosophy. He currently leads Una Voce, the Latin Mass society at BC, and sings with the University Chorale of Boston College, the Chorale Chamber Singers, and the BC Madrigal Singers. He enjoys Gregorian Chant, relearning the clarinet, and is an unabashed Ohio apologist.

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Discovering the Liturgy of the Hours The Torch | Boston College's Catholic Newspaper - The Torch

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An organization led by startup founders and investors aims to grow the presence of successful, diverse-led ventures and advance civic leadership in Michigans entrepreneurial ecosystem

ANN ARBOR, Mich.--(BUSINESS WIRE)--Michigan Founders Fund (MFF), announced its newly established 501(c)3 nonprofit to serve the needs of entrepreneurial growth and community impact across the state of Michigan. Established as a standalone organization in December 2021, MFF was previously serving the community as the Ann Arbor Entrepreneurs Fund, an initiative of the Ann Arbor Area Community Foundation.

There has never been a better time to be a founder in Michigan, or an investor, explains Trista Van Tine, Executive Director and co-founder of Michigan Founders Fund. We are at an inflection point for high-growth entrepreneurship and its long-term impact in our state. At Michigan Founders Fund, we are leaning into this momentum because we know the significant economic, social and cultural gains that come from successful tech ecosystems. Our approach to this work is about helping founders find fellowship with other founders and find their voice in the communities where they live and operate - founders for founders and founders for community.

According to data from Pitchbook, in 2020 alone, more than 60 new ventures launched in the state looking to revolutionize industries from financial services, to the future of the workforce, to healthcare and mobility. Michigan is the fastest growing state for VC investment (886% growth between 2016 - 2020, according to Crunchbase) and in recent years, Michigan has seen its cities ranked at the top of multiple lists showcasing innovation hubs. From companies that were launched since 2010, there are more than 675 active, venture-backed startups in operation representing thousands of advanced sector jobs.

Michigan Founders Fund provides startup leaders with programming and company-building support, culture-building tools, data, and a simple mechanism for philanthropic giving designed to create stronger, more inclusive communities across the state. MFF members - tech founders and investors - have pledged 1% of equity, carry or profit into a fund for Michigan-based grantmaking.

On why he is a co-founder of Michigan Founders Fund and actively involved in the network, Dug Song, Chief Strategy Officer, Cisco and co-founder of Duo Security shares, Technology is a great equalizer. To generate wealth via technology, you dont need to have come from money. You dont need to have land. You dont need to have factories, raw materials, or natural resources. But to generate community wealth, tech founders and their companies need to be intentional about building a larger success that benefits all. The growing impact of Michigans tech sector gives us the opportunity to build an innovation economy where all belong, and I couldnt be prouder of the founders and teams who have committed to building a more inclusive future for all.

Looking at the combined resources throughout the state, Michigan has all the makings of a thriving tech hub. Now is the time to amplify the Michigan story, states Adrian Fortino, Board Treasurer and Managing Director of Mercury Fund. For us, the earlier in the startup lifecycle that we can support founders and get them connected to one another, the more we can drive density and inclusivity. This drives capital and talent attraction, necessitating a broader cultural shift in how our economic development entities and regulators view this sector in the state.

Adds Van Tine, Our work is designed to further equity, inclusion and a give where you live ethos, meaning more founders will be empowered and equipped to financially support their communities and address key issues our state struggles with.

One MFF program driving equity and inclusion practices in the tech ecosystem is the MFF Future Founders Program, a DEI-focused internship program to provide underrepresented students with a pathway into the startup industry and to help companies develop or strengthen their DEI initiatives and access local and diverse talent pools. In 2021, over 75 students applied from colleges across the state and 12 students were hired for different startup companies, of which 58% identified as female and 92% BIPOC. Now in its second year, 20 companies from Grand Rapids, Detroit and Ann Arbor have signed on to offer paid internships to underrepresented, Michigan-based undergraduate students and over 145 students have applied. Bank of Ann Arbor has also signed on to provide multi-year financial support to the program.

Bank of Ann Arbor is excited to announce a multi-year lead-sponsorship commitment to support the Future Founders Internship Program, comments Michael Cole, President, Technology Industry Group, Bank of Ann Arbor. As a community working to build a foundation for Michigans next generation economy, we have much to be proud of over the past two decades. However, there is no greater area of need than the development of a more diverse, inclusive, and equitable base of talent to provide the type of leadership needed in the 21st century. Michigan Founders Fund has designed the Future Founders Internship program for this purpose. At Bank of Ann Arbor, we are honored to participate and look forward to meeting and working with the future leaders in this program.

Joining the organization to lead community engagement and manage the Future Founders Program, is Sarah Craft, formerly Detroit Director for Venture for America.

Michigan Founders Fund has appointed a new Board of Directors, co-chaired by Dug Song, Chief Strategy Officer, Cisco and co-founder of Duo Security, co-chaired by Bhushan Kulkarni, co-founder and CEO of InfoReady, with Adrian Fortino, Managing Director, Mercury Fund as Treasurer. The organization will continue to build out a small, diverse executive board through 2022.

The organization has also appointed a new 12-person Advisory Council composed of prominent founders, VCs and ecosystem builders to accelerate its founder network and support programs.

For more information about the unique opportunities available to entrepreneurs through the Michigan Founders Fund and how to become a member, please visit http://www.MichiganFoundersFund.org.

About Michigan Founders Fund

Michigan Founders Fund is the states founder community. Together, we are committed to fellowship, cultural intention, and funding solutions that uplift communities across the state where we live and operate. By equipping startup leaders with founder-first programming and company-building support, diversity, equity, and inclusion-focused initiatives, culture-building tools, and a simple mechanism for philanthropic giving, we empower each other to accelerate economic development and collectively serve Michigan. The MFF network of entrepreneurs and venture capitalists have pledged 1% of equity, profit or investment carry from their businesses into a fund for state-based grantmaking. Michigan Founders Fund is a spin-off of the Ann Arbor Entrepreneurs Fund, an initiative of the Ann Arbor Area Community Foundation that was launched in 2019 with a focus on Washtenaw County. The newly established and re-structured organization is dedicated to serving the needs of communities throughout the state of Michigan and all its high-growth founders and already has 40 pledged members.

View source version on businesswire.com: https://www.businesswire.com/news/home/20220324005955/en/

Trista Van Tinetrista@michiganfoundersfund.org

Source: Michigan Founders Fund

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Michigan Founders Fund Launches to Support High-Growth Entrepreneurs and Local Communities Throughout the State of Michigan - StreetInsider.com

A wave of baby boomer retirements is sweeping across the leadership ranks in Twin Cities suburbs, where at least a dozen city managers or administrators have announced plans to step down in the past year.

Many of those who are retiring said they delayed their plans until they could see their cities through the worst of the COVID-19 pandemic. But now they're ready to move on.

And from White Bear Lake to Ramsey to Shoreview, the job their successors will fill has changed, recruiters and local government leaders say. As local politics have grown increasingly tense during the pandemic and racial reckoning after George Floyd's murder, city leaders who are used to being behind the scenes have to put extra emphasis on communication, talking to the public while still providing information to the City Council and staff to run the city. The turnover also opens the door for more women and diverse candidates in a profession long dominated by men.

"It is time for someone else to step in ... even though the job is great. I had a blast doing it," said Tom McCarty, 67, who retired as Stillwater's city administrator in March.

The city manager or administrator job is sometimes described as the city's CEO.

Decades ago, many city managers and administrators had backgrounds in engineering because they were literally responsible for building their communities, said Heidi Voorhees, president and co-owner of GovHR USA, a firm that recruits candidates for local government positions and helped with recent city manager searches in Minnetonka and St. Louis Park.

But the ability to work with the community not just people within City Hall has become increasingly important.

"The job has over the years evolved tremendously into one that is highly collaborative, very communicative with both organizations and the community," Voorhees said.

A changing profession

The city manager and administrator roles are important, even though many people don't know what they are, said Luke Fischer, deputy director of the League of Minnesota Cities. While a city council sets policy, the city manager carries it out and is responsible for day-to-day operations.

That's part of the reason why New Hope City Manager Kirk McDonald, 70, has delayed his retirement.

"I actually didn't feel I could retire in the middle of the pandemic because I wanted to try to guide the city through it," said McDonald, who will retire in June.

The city manager is typically the highest paid city employee. In Minnesota, salaries start at $60,000 and top out at $192,000, the state salary cap for public employees. That cap can make it difficult to lure job candidates from other states, Fischer said, because some neighboring states don't limit what a city manager can earn.

The next generation of city leaders must navigate a climate where "things have become a lot more charged and a lot more partisan," Fischer said.

Marcia Glick, 63, Robbinsdale's city manager, plans to retire in May or June. She said Robbinsdale leaders are trying to be "more intentional about engagement," especially with groups they weren't reaching before, in part because of people's distrust of government.

That includes trying new tools, including an app that sends out notices about such events as snow emergencies, she said.

"We really, really try to put everything out there," she said.

The profession has changed, McDonald said, over the past 20 years and he believes for the better. He noted he attends watershed association meetings in a local park and mingles with the public on "Food Truck Fridays" at City Hall.

"You have to be out in the community engaging with people," he said. "It's not just a sit-behind-the-desk job."

More women in the ranks

Recruiters who work with cities to hire administrators say the pool of candidates is smaller than it used be but now includes more women.

Fischer said about 30% of city managers and administrators in the metro area are women compared with just under 20% nationally.

There are three women among the dozen retiring city managers or administrators, and so far, four of the new hires are women and five are men.

Glick said her City Council has narrowed the applicant pool to four candidates. The larger pool included women, but the final candidates are all men. Glick recalled that Robbinsdale city manager searches in the '90s before she got the job didn't include any women.

"I really enjoy my job, but I'm ready to do different things," she said. "It's time for someone else to have the opportunity to work in Robbinsdale."

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Twin Cities suburbs see wave of city manager retirements - Star Tribune

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Husband-and-wife chefs Omar Tate and Cybille St. Aude-Tate realized something funny as they moved closer to launching Honeysuckle Projects, their endeavor that forwards Black aesthetics, philosophy, and ideology in many ways, but especially through food.

Cybille and I barely cook anymore, said Tate, a West Philly native whos gained national renown for his cooking.

St. Aude-Tate couldnt help but laugh at that, and Tate laughed with her. As Honeysuckles physical locations continue to develop, the two chefs have spent less time in the kitchen, but theyre not mad about it. Its actually a great thing, Tate said.

In the works since 2020, Honeysuckle will manifest in a few projects that are still on the boil a cafe in Walnut Hill, and a larger grocery space on 52nd and Market that doubles as a cultural center and one you can taste now: seasonal breakfast boxes that can be ordered online and picked up weekly. As the footprint grows, the team is expanding.

Elaine Holton manages the farm Honeysuckle runs on 46th and Market. Sterling Pope and Aya Iwatani work on the farm and have picked up many of the responsibilities in the kitchen. Budding fermentologist Jamaar Julal lends his talents to their recipes.

The idea that connects it all is to create community while providing for the community.

The entire project is really geared towards offering an alternative to folks in the neighborhood, explained St. Aude-Tate, so West Philly residents dont need to venture too far or spend too much to get nutrient dense food, to get food made by chefs and people that actually care about where your food comes from.

The cafe at 48th and Spruce is slated to open fully in June. Along with counter service, it will feature a grocery wall offering products from Black farmers in the tri-state area.

Honeysuckles intention is to grow with its network of producers, as the farm grows more and more of the kitchens ingredients. Championing and supporting self-sufficiency as part of a network or within an organization is a key element of the project.

The ability to sustain land and strengthen Black communities was a critical emphasis in the work of George Washington Carver, whose experiments with sweet potatoes inspired items in this seasons breakfast box.

In the box is a whipped sweet potato butter that pairs well with the BLACKenglish muffins the name references a 1979 essay by James Baldwin made with einkorn sweet potato flour.

An item called the BLACKeyed pea scrapple is not only delicious, it also embodies the convergence of cultural touch points, said Tate, referring to the Black people who introduced the black-eyed pea to America, the influence of the Pennsylvania Dutchs trademark breakfast invention, and the prevalence of West Philadelphians who avoid swine when they dine.

To make it, peas grown by Honeysuckle are combined with cornmeal, oats, and a black eyed pea miso fermented by Julal, lending the final result a savory umami surprising for plant-based food..

Fry it up next to a farm-fresh egg, top it with a slice of cheese, and place it on the muffin for a fantastic breakfast sandwich.

The pea scrapple was one of many items formed in a deeply collaborative process, one that far outstripped the level of input and interplay farmers Iwatani and Pope were accustomed to in previous fine dining gigs.

This is very intentional and purposeful in a way that is absent from, I think, a lot of restaurants and kitchens in general, said Pope.

From the jump, it was easy to speak with Tate and St. Aude-Tate, Iwatani said, and be candid about how I felt about where the industry was in the middle of the pandemic, and the struggles of having to make ends meet and function in an industry that wasnt really supportive.

She noted a critical difference with the Honeysuckle management: All ideas are considered in this company.

Iwatani and Pope were both compelled to join the team because of conversations with Honeysuckles founders that convinced them that they could leave a deeper imprint in the community theyre situated in.

Ive done a lot of mutual aid and mutual aid is great, but it doesnt pay, Pope said. So if I have to choose between going to work and helping someone out this job feels like I dont really have to make that choice.

The Tates care about the intimacy of a home cooked meal and the importance of feeling at home, and want to cultivate that spirit in their spaces beyond just the dishes they serve..

Well be creating product lines that arent food, doing art engagements that bridge food, art, culture, and literature, Tate said, describing whats ahead for the 52nd Street location.

St. Aude-Tate mentioned having artwork on the walls, space to work and meet, and a library as a few of the ways that Honeysuckle aims to assure patrons that they neednt worry about being in an unwelcome or unsafe space.

Safety and security, especially in a communal context, have weighed heavily on the Honeysuckle hive mind, a shift that the Tates credited to the fact that the company was born in the COVID era.

One instance of that orientation is a deeper sense of spirituality thats imbued their work since the pandemic started.

During Tates 2021 residency at the famed Blue Hill at Stone Barns, the duo set up an altar commemorating their families. As a form of ancestor veneration they said permeates Black diasporic culture from voodoo to hoodoo i.e. from St. Aude-Tates Haitian background to Tates South Carolinian roots these altars will continue to figure into their work.

The practice of giving reverence, holding space for our ancestors and folks that have paved the way for us, became a necessity that we have taken up in practice and are doing more intentionally in our spaces, St. Aude-Tate said. The sanctity of family, for her, is foundational in life and her work: Dining with us means youre dining with our family.

As they get closer to opening doors on their storefronts, Honeysuckles work is reaching for a new level of connection, both inward and outward.

Its almost like we create this huge wall of defense, you cant really penetrate it, you know? Tate said, stressing the importance of a network and collaboration in getting beyond that wall to connect with those around you. I think Black folks have been doing that since we got here, because weve always had to, to survive.

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Honeysuckle is making Philly's best new breakfast sandwich - On top of Philly news - Billy Penn

Looking back at how the workforce and workplace have evolved over the last few years, what we do has not changed as much as how and why we do it. Increasingly, employees are looking for jobs that are more personally fulfilling. The call to action for many businesses, then, is the creation of a new set of working standards that put purpose and people first in the workforce.

People want to feel that they are connected and contributing to an organization that places value on cause, culture, collaboration, compassion, and creation. These concepts are critical to helping enterprises accomplish their commitments, promote growth, and increase profitability.

"When an organization's business model is driven by a holistic purpose, alignment between its brand identity and sustained commitment to all stakeholders happens organically," says Kim Christfort, National Managing Director of Deloitte Greenhouse. "Employees, suppliers, communities, and shareholders all feel a greater sense of meaning through the good and the bad times, and therefore are able to tackle challenges with greater ease and resilience."

I connected with Christfort to understand how organizations have evolved in pandemic times and what they're doing to put purpose at the forefront of their growth strategy.

Celebrate Cause

Although many people work to earn a living, they also want a career that contributes to something larger than themselves. Companies will need to establish a clear mission and express their values to both current and potential employees, ensuring that purpose is at the forefront of conversations. "Sharing a clear, compelling vision for the future while rooting it in the organization's purpose - why we do what we do - is critical for attracting and retaining top talent," said Christfort. "Regularly reporting out on progress towards that vision can also create a greater sense of camaraderie, accomplishment, and pride for the work that is done daily."

Reframe Culture

Group norms, policies, rituals and celebrations, and shared language (such as Deloitte's Business Chemistry framework) all contribute to an organization's culture, according to MIT Sloan professor emeritus Edgar Schein. In the face of long-term hybrid work, employers will need to be more intentional about how they show and share what their values and expectations are.

Leaders have an opportunity to reshape culture holistically through providing cross-functional learning opportunities and creating time for bonding or networking. "Open dialogue across all departments on what's working and what's not within hybrid work is essential for optimizing the hybrid work model and reimagining the organization's culture," said Christfort.

Design Collaboration

By bringing more people to the table, virtual work leveled the playing field people for many and opened conversations around inclusion, but it also presents new challenges to equitable workforce experiences. Historically, equity has been considered in the context of diversity and inclusion, but in the return-to-work context, the definition considers different workplace preferences of hybrid, virtual, and in-person.

To mitigate potential inequities, hybrid organizations need to highlight the potential for in-group/out-group bias and work to train employees to design more inclusive meetings regardless of where individuals are working.

Cultivate Compassion

With the increase in flexibility in how and when individuals work, people are reporting higher levels of burnout and difficulty in finding work-life balance. Indeed, the job aggregator site, conducted a survey that found over half (52%) of survey respondents experienced burnout in 2021--up from the 43% who said the same in a pre-Covid-19 survey.

To combat this, leaders and employees alike will have to focus on increasing their empathic social skills such as active listening and information sharing. Tactical changes such as reducing meetings or addressing Zoom fatigue will continue in earnest.

Enhance Creation

The shift to hybrid work is also fundamentally changing the way employees generate innovative ideas. New technology allows for better brainstorming sessions regardless of whether individuals are in person or not. Leaders should also recognize that some of the best ideas come from unexpected parts of the organization, fostering new ways to draw out innovative suggestions.

The hybrid working model will remain top of mind when considering what is needed for sustainable growth and profits. Fostering communities that put an emphasis on cause, culture, collaboration, compassion, and creation will be the driving force in determining success for years to come.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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5 Things Leaders Should Do to Grow Their Business and Crush the Great Resignation - Inc.

Walking near the underpass of the West Colfax viaduct on the way to Raices Brewery, Meow Wolf or the Original Brooklyns in Sun Valley feels a bit dangerous.

There isnt much around besides warehouses and whizzing cars trying to navigate the strange traffic patterns getting onto Interstate 25.

Now, community leaders and stakeholders in west Denver are looking to activate the area and turn it into a colorful destination.

On May 14, Sun Valley Kitchen + Community Center, along with the West Colfax Business Improvement District and Denver Streets Partnership, will host the Sun Valley Rising Viaduct Night Market, an evening event filled with local food and art vendors. The market will be located at the south end of Empower Field under the Colfax Viaduct west of Raices and east of the Latino Cultural Arts Center at 2705 W. Colfax Ave.

The community has always said, wouldnt it be great to do something with that viaduct, said Jeanne Granville, the president of the Sun Valley Community Coalition. Highways tend to isolate and separate people, so lets make it into something excitingwhere we could feature our local chefs and entrepreneurs, as well as artists and entertainers.

The event is part of the West Denver Rising Initiatives international marketplace series, which will include five events across west Denver celebrating the areas various cultures. The first event was the Lunar New Year celebration in Little Saigon on South Federal Boulevard.

Theres a huge appetite in the Denver community for these types of very local events that celebrate the culture we have here in Denver, said Jill Locantore, executive director of the Denver Streets Partnership. The South Federal community has been celebrating Lunar New Year for years, but with our help they were able to amplify that event, spread it to more locations along the corridor, really advertise it and invite the larger community to come and participate.

Locantore said Denver Streets Partnership and other organizers were able to secure grant funding for the marketplace. With the additional funding, the Lunar New Year Celebration was able to expand along South Federal.

The other events will include an additional marketplace under the viaduct in Sun Valley in August, the Mid-Autumn Festival at the Far East Center in September and the annual Westwood Chile Fest on Morrison Road, also in September.

West Denver Rising is a collaboration between Sun Valley, Little Saigon and BuCu West Development Association. Besides all being on the westside, Westwood, Sun Valley and Villa Park and other neighborhoods are experiencing rapid development and are considered high-risk for displacement, according to the city. The initiative is their way of banding together to ensure their communities stay their communities.

Its a bunch of different organizations across west Denver coming together to guide the redevelopment and reinvestment thats happening in West Denver and making sure that its intentional and thoughtful, said Lindsay Miller, the special-projects manager at Sun Valley Kitchen + Community Center. Its impossible to stop the investment. So West Denver Rising is saying were going to guide that investment and make sure it benefits people who have lived here for a long time.

As with the established events like Chile Fest and the Lunar New Year celebration, the Viaduct Night Market will feature local westside vendors, like Raices, and musicians like Los Mocochetes. But the night market will also give locals who arent established an opportunity to show off their craft.

Miller said some of the vendors will be people who are interested in starting businesses of their own but who dont yet have the capital or skills to get off the ground. Its an opportunity to learn and build entrepreneurial skills.

Were reaching out to residents and connecting them with the resources they need so, for some of them, they can get their first shot at running a business, Miller said. Were trying to recruit as many food vendors and craft vendors as we can that have a business idea or maybe have always dreamed about owning their own restaurant or small business, but they just havent had the opportunity or the training to really take it to the next level.

One of those vendors is Carlos Maestas.

At 15 years old, Maestas worked as a dishwasher to help support his mother and family. From there, he worked his way up through the restaurant industry from a cook to a waiter, supervisor, general manager and finally a regional trainer. But two years ago, he had a change of heart.

Maestas said he left the corporate restaurant world in search of something more meaningful. He found that at Sun Valley Kitchen and through the Kitchens owner and founder, Glenn Harper.

Glenns a man of little words but a lot of action, Maestas said. He and the Kitchen have been very supportive of finding entrepreneurs and providing a platform for them to launch a business. Sun Valley is just this place of nurturing. Theyre nurturing talent and opening peoples eyes to something that maybe they have not seen themselves or seen in themselves.

Soon after Maestas found Sun Valley Kitchen, the pandemic hit. He was working at the Kitchen and another job and lost both of them on the same day when mandatory closures happened.

But through that entrepreneurial spirit nurtured through the Kitchen, Maestas said he took his last bit of money, bought some tools and started a fencing business, Littos Fencing. Now hes got about six employees and is making a livable wage.

But Maestas said its time for him to get back in the kitchen through his up and coming taco stand, Littos Taquitos. At the Night Market, Maestas said hell be serving up all his favorites, including his self-proclaimed best taco, the Bella taco, named after his daughter. Its a handmade fresh corn tortilla filled with marinated chicken, grilled Oaxaca cheese, bacon, arugula, marinated tomatoes and a homemade green salsa.

We take that Oaxaca cheese and put it on the grill and it makes a nice crust, Maestas said. I hope we spread the word about something new and something exciting. Its not your average taco. Our flavors are different. Our swag is different. I want people to be inspired by someone who comes from the community who has aspirations and is living into those aspirations. Im very excited for the market. I think Sun Valley is sometimes overlooked because its such a small community and its by the Broncos stadium but we have talented people here. Its just an inspiring story.

Originally posted here:

An international night market will head under the West Colfax viaduct in Sun Valley - Denverite

March 23, 2022

Marie T. Nolan, professor and scholar, has been appointed by Catholic University President John Garvey as the next dean of the Conway School of Nursing. Nolan, M. Adelaide Nutting Endowed Chair at Johns Hopkins School of Nursing, will assume her new duties in May.

Nolan earned her bachelors degree in nursing from Niagara University, a master of science in nursing from Boston College, a master of science in education from Johns Hopkins University, a master of public health from George Washington University, and her Ph.D. in nursing from Catholic University.

I am so pleased to welcome back Marie Nolan to Catholic University. She has had a remarkable career at Johns Hopkins University and has a solid background of leadership in bioethics, education, and practice, says University President John Garvey. We are thrilled she is bringing her passion and experience in nursing back to the Catholic University, especially as we look forward to growing our nursing program after the opening of the new Nursing and Sciences Building.

Nolan has spent more than 20 years in academic leadership positions and advancing research on improving the quality of care for patients and their families at the end of life.

To serve in this capacity at this challenging time in our history will be the greatest honor and privilege of my career, Nolan says. The pandemic and the suffering it has caused calls out to us to reclaim what it means to be a nurse and more specifically, what it means to be a nurse from The Catholic University of America Conway School of Nursing; a nurse who recognizes each human person as created in the image and likeness of God with inherent dignity. It is also an honor to follow in the footsteps of Dean Emerita Patricia McMullen, who for the past 12 years has led the School of Nursing faculty in preparing nurse-leaders known for their intellectual and moral strength; who continually seek to develop a well-formed conscience to make decisions for the good.

My vision for nursing is grounded in the Trilogy model of nursing proposed by Brother Ignatius Perkins, fellow Catholic University Ph.D. graduate in nursing, with three interrelated phenomena: Human Dignity, Human Flourishing and Human Freedom. Human dignity as the inestimable value of every person, human flourishing as the desired outcome of human nature, and human freedom as the intentional search for the good by the patients, families, and communities whom we accompany on their journey.

As Nolan arrives at Catholic University, construction is beginning on the Nursing and Sciences Building, which is expected to open in 2024 and allow the school to double its enrollment and increase its faculty.

Being part of The Catholic University of America and all it stands for holds great promise for the Conway School of Nursing to transform healthcare through the formation of nurses with the moral courage to lead the charge, Nolan says.

Nolan was raised in Iowa and practiced in clinical leadership positions in Boston, Chicago, and Washington, D.C., before completing her Ph.D. at Catholic University and accepting a position at Johns Hopkins. She is married to Patrick Nolan and they live in Beltsville, Md.

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University Alumna Named Dean of Conway School of Nursing - Catholic University Communications

(CNN) The Memphis Police Department and the New York State Police took a pledge this week to increase the representation of women in their ranks to 30%, joining a total of 150 law enforcement agencies in the US and Canada that have made the commitment in the past year.

The 3030 Initiative is a coalition of police leaders, researchers, and professional organizations aiming toincrease the representation of womenin police recruit classes to 30% by 2030 and ensure that policing culture and policies support these women throughout their careers.

Four other police departments took the pledge which had its one-year anniversary on Friday in recent weeks, including Fresno, California; the Metropolitan Police Department in Washington DC; Indiana University at Bloomington; and the city of Bloomington in Indiana, according to Kym Craven, executive director of the National Association of Women Law Enforcement Executives (NAWLEE).

Research shows women make up roughly 12% of sworn law enforcement positions nationwide, and only 3% of executive level positions, Craven said.

The 3030 Initiative is affiliated with NAWLEE and the Policing Project at NYU School of Law.

We started this with really no funding and just sheer will. Weve now attracted some funding and were expanding our programming as a result of that, Craven said. They come in steadily and were getting a real big diversity of agencies signing on now. Even smaller agencies are seeing that they can join the pledge.

New York Gov. Kathy Hochul announced on Wednesday the New York State Police signed the 3030 pledge as part of its recruitment campaign for its entrance exam, which is the first step towards becoming a state trooper, according to a press release.

The state police, which has a female membership of 11.6%, also redesigned its recruitment program to reach more female and minority candidates, the governors office said.

The New York State Police was created due to the efforts of two women, Moyca Newell and Katherine Mayo, who started a movement to form a state police department that would provide protection to all of New Yorks rural areas, according to Hochuls office. As a result of their efforts, the New York State Legislature passed a law in 1917 that established the state police.

The State Police was created over 100 years ago after the determined efforts of two women, Hochul said in a statement. We will build on this legacy and continue to diversify our ranks, and I encourage all who are interested to take advantage of the opportunity to have a profound and positive impact on the lives of others by joining this law enforcement community.

Craven said the move is significant because the number of women in state law enforcement agencies is much lower than municipal organizations, hovering between 7% to 9% of female representation in the ranks.

When you think of 12 to 13% being the average and getting to 30% by 2030, state police organizations are just much further behind, she said.

As these bigger agencies come on board and can adopt these policies and practices that can really change what this looks like for the long-term, they need to be able to step forward and be informed, Craven added.

Memphis Police Chief CJ Davis, the departments first woman chief, announced Tuesday the agency would take the 3030 pledge in celebration of Womens History Month.

The number of women in the department is already higher than the national average, standing at 17%, according to the department.

17% is a lot, especially in a male-dominated sort of environment, Davis said in a public statement. If were intentional in our recruiting campaigns and projecting our department as one that is inclusive for any woman that wants a challenging career, I think we can get there. We have time to get there.

Davis, who was appointed in 2021, said the initiative is an incredible opportunity to promote women and noted that she was one of only two female officers who graduated from her recruit class in the early days of her career.

It didnt mean that the other women in that class werent qualified, it was that we were ready for law enforcement, but law enforcement wasnt ready for us, she said.

NAWLEE was established in 1996 by six female police leaders to support women in the field. The association offers a mentoring program to help agencies promote as many women as possible through the ranks by offering support, training and education.

It also conducts focus groups to look at female-friendly policies such as modified work schedules for women planning to have children and strong policies against discrimination and harassment.

Departments around the country are having higher percentages of women in their recruit classes, Craven said, as NAWLEE continues to do outreach and spread the word about the movement.

Police departments in major cities such as Baltimore; Austin, Texas; New York; and Miami have all signed the pledge, agreeing to report on their efforts to identify and address the obstacles that women officers face in recruitment and throughout their careers, according to the initiatives website.

In December, New York became the largest city to appoint its first woman police chief to lead an agency that employs roughly 52,000. Cities such as Philadelphia, Atlanta, Seattle, Oakland, Portland, Oregon and Washington, DC, have all had female police chiefs or currently employ one.

According to the 3030 Initiative, the under-representation of women in policing undermines public safety.Research has foundfemale officers are less likely to face allegations of excessive force and are named in fewer complaints and lawsuits.

Research also shows certain policies disproportionately dissuade women from becoming law enforcement officers, according toa special reportby the National Institute of Justice.

In joining the initiative,agencies agreeto increase female representation in all ranks; ensure that policies and procedures are free from bias; promote equitable hiring, retention and promotion of women; and ensure their culture is inclusive, respectful and supportive of women officers.

We look forward to the expanded role of women in the profession, Craven said. We truly believe its a way to increase trust within communities, and that because of the different strategies that women bring to the role, it will really change the profession over time.

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