Volume 4 • Issue 04
March 03, 2022
Showcasing Black Excellence John Shaw is a man with a large vision for the future. As someone who started out in life with what looked very much like a limited future ... his vision and determination has brought him a long way. These very characteristics brought him from Selma, Alabama - as one of 12 siblings - John believed that his "life was bigger than my circumstances presented" and education would provide the very opportunities he sought, to study engineering at a time when the industry was so hungry for talent with potential "by graduation from an early design program, I was capable of designing circuits using a sliderule." Completion of his Engineering studies at Deanza College, propelled John into a stellar 38+ year career "engaged in countless Market Disrupting Breakthrough Technology projects of significance "that is all I know."
John Shaw
As the CEO, of Power Community Development Systems, Inc. (PCDSI) John is intent on showcasing what it means to truly have a sustainable way of life. John and his company is planning strategically, for PCDSI to provide "the" GREEN building components for any housing and/ or commercial projects going forward - by solving
specific problems through the filter of a "shared economic" goal. "It's about leaving a legacy ... and it can be done, with the right tools, the right information and the right people working together." To incorporate a building process for both builder and property owner to correct the contradictions of our affordable housing
supply shortage - while closing the wealth gap and creating new entrepreneurial opportunities. What he terms, "Market Disruptions and Breakthrough Technologies" in sustainable building materials and their supply chain systems. It is this concept that PCDSI will use to reconnect people in their communities - train them to address/solve problems that might otherwise seem overwhelming - by inviting them to embrace the vision to "Grow through Collaboration." All of this takes people to accomplish - and for a man with such a vision as John Shaw, you must know how to attract just the talent you require to make good on the company's innovative mission. PCDSI defines its structure as a People First - Process Second company. The goal is to establish 21 individual Power Centers across the U.S. as independent
opportunity zones that will perform Sales & Marketing, Distribution, Building & Contracting and as Service Reps for the renewable energy LiFi, Solar, H20, IOT, etc., products offered by PCDSI - A Manufacturer, A Builder and A Distributor of ... A World of Sustainability. COMPANY GOALS IN MOTION • Revolutionize Construction Industry with CMC Boards • Accelerated Entrepreneurship • Financial Independence • Identify and Incorporate Renewable Energy Products
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March 03, 2022
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Meriwest’s Helen Grays-Jones Inducted into the Black Legends Hall of Fame Meriwest Credit Union Community Relations Manager, Helen Grays-Jones, was inducted into the 2022 Black Legends Silicon Valley Hall of Fame
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SILICON VALLEY, The Black Legend Awards Silicon Valley Induction Ceremony, held on February 19, 2022, was an inspirational and engaging virtual event honoring the 22 nominees who were inducted into the Black Legends Silicon Valley Hall of Fame. Among them, Meriwest Credit Union Community Relations Manager, Helen Grays-Jones, the Class of 2022 inductee for the Joyner-Stroughter Community Service Award. In receiving this award, Ms. GraysJones, remarked, “Thank you to the Black Legends Voting Committee for selecting me for this very prestigious community service award. After 40 years and 50,000 hours of volunteerism I still have that same passion to serve others. I want to thank my parents for teaching me to live by the mantra “Live a life serving others and you will always live with purpose” as well as my late husband,
Charles Jones, who was inducted into the Black Legends Silicon Valley Hall of Fame in 2017. I am so honored and thankful for this distinguished award.” The 22 Black Legend Awards Silicon Valley nominees were announced at the 7th Annual Nominees’ Reception on December 11, 2021 and were warmly welcomed by the current Black Legends Silicon Valley Hall of Fame inductees from the classes of 2015 through 2021. There are 102 members, ninety-four (94) African
American pioneers, and eight (8) Community Organizations in the Hall of Fame. The full list of 2022 Hall of Fame inductees can be viewed at www. blacklegendawards.org. About Meriwest Credit Union Founded in San Jose, California on May 5, 1961, Meriwest Credit Union, one of Silicon Valley’s largest and most established financial institutions, provides proactive, personal, convenient, and innovative financial
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services to over 80,000 businesses and families throughout the San Francisco Bay Area and Tucson, Arizona. Meriwest is one of the top-200 largest credit unions in the United States with assets in excess of $1.9 billion, and offers a wide array of personal banking, business banking, and wealth advisory products and services to members. In 2020 & 2021, the credit union was voted a ‘Best Place to Work’ by the Silicon Valley Business Journal and was included in The Mercury News’ 20th Annual ‘Best in Silicon Valley Reader’s Choice Awards’ in 2021. More information can be found at www.meriwest. com.
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San José Welcomes its First Equity, Diversity, and Inclusion Quality Standards San José City Council Adopts Equity Standards for Citywide Programs San José, Calif., – the San José City Council voted unanimously to support and approve the proposed Equity, Diversity, and Inclusion Quality Standards (EDIQS) making these the City’s first quality requirements for citywide offered programs to prioritize and assess efforts based on impact in achieving the principles of equity, inclusion, diversity, and anti-racism. As part of the City of San José and the San José Public Library’s (SJPL) commitment to equity, the standards ensure quality educational programming for its residents, and provides a model for all City departments that intentionally help identify areas for improvement, removes barriers to community access, and provides consistent guiding principles as well as clear requirements for assessment and reporting of outcomes. Introduced to Council by the San José Public Library with the support from the Office of Racial Equity, the Equity, Diversity, and Inclusion Quality Standards are comprised of the following six (6) areas: 1. Anti-Racist Approach
2. Inclusive Programming 3. Data Collection and Analysis 4. Culturally-Relevant Pedagogy 5. Community Involvement in Programming 6. Outreach as Key to Inclusion “The Office of Racial Equity welcomes these Quality Standards to guide City staff and ensure our educational programming results in positive outcomes for communities of color. We look forward to continue collaborating with the Library in the development of additional tools and training spaces to build staff capacities in infusing equity into our work,” said Zulma Maciel, Director of Office of Racial Equity. The San José Public Library is committed to providing a welcoming and safe environment for every San José resident by incorporating an inclusive, equity-driven approach to Library operations, services, programming, and high-quality learning experiences. “We at the Library are so thankful for the support of our City Council and the approval
today, said Jill Bourne, City Librarian. “I’m especially appreciative, knowing that the Quality Standards were developed from the deep, longstanding commitment and expertise of our Library teams and community stakeholders to the foundational values of equity and social justice in supporting everyone in their learning journeys.” “Public libraries play an essential role in providing free access to education, literacy resources, and technology for all communities. When we center equity in our services and programming, we break down barriers to library and other Citywide access for underserved children and families at a systemic level – addressing the harms of the past and helping build an anti-racist future,” said Councilmember Sylvia Arenas. “I’m grateful to our San José Public Library for their shared commitment to equity.” The San José Public Library was the City department appointed by former City Manager Norberto Dueñas in 2016 to lead the coordination of the Education and Digital Literacy (EDL) Strategy, including the
March 03, 2022 Page 3
It's About Time development of the EDL Policy 0-30 and quality standards for citywide programs. Read the full Equity and Inclusion Services Report here. Learn more about the Library’s efforts to advance Equity and Inclusion through its services and programs by visiting: sjpl.org/equityinclusion
that sets forth a vision and a comprehensive road map to guide the City’s anticipated growth through the year 2040.
About the San José Public Library San José Public Library is located in the heart of Silicon Valley and in the nation’s 10th largest city. SJPL serves a culturally diverse About the City of San José population of more than one million, making it With more than one million residents, San José one of the busiest library is one of the most diverse systems nationwide. It registers an average of large cities in the United over 4-million visits with States and is Northern a checkout rate of nearly California’s largest city 7-million items, annually. and the 10th largest city Alongside its awardin the nation. San José’s winning staff, recognized transformation into a for its innovation global innovation center and leadership, SJPL has resulted in one of the strives to ensure that largest concentrations of our services reflect the technology companies and expertise in the world. city’s rich diversity and In 2011, the City adopted every member in our community enjoys their Envision San José 2040, library experience. a long-term growth plan
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March 03, 2022
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Monetta White | Executive Director
Dear MoAD Community, As we celebrate Black History Month, we look at Black art and culture of the diaspora from both past and present, while simultaneously looking toward the future. At MoAD Black history is celebrated everyday, and while this month is designated to honor the multifaceted contributions of the Black diaspora to our society, it is important to acknowledge that Black history is commonplace. This year’s Black History Month theme is “Black Health and Wellness.” This theme asks us to acknowledge Black scholars and medical practitioners in Western medicine, while simultaneously recognizing other ways of knowing (such as birthworkers, doulas, midwives, naturopaths, and herbalists). This theme reminds us to look at the methods and modes Black people have
used to preserve and maintain mental, physical, and spiritual health throughout the ages. With the loss of Cheslie Kryst, Ian Alexander, and Moses Moseley, this year's theme proves to be of utmost importance and challenges us to inquire about the importance of mental health today, and demonstrates the effectiveness of art and community as liaisons to our individual and collective healing. We are excited to announce free community days on the last Saturday of each month, presented in partnership with Kaiser Permanente. “Thrive @ MoAD” will open our doors with free access to our exhibitions and programs, making our museum accessible for all people. In conjunction, Kaiser Permanente will host wellness pop-ups that support the mental and physical health of
our community and guests. We are grateful for Kaiser’s generous support and vision regarding the role of the arts in health and wellness. This month, we have a selection of curated programs and events that center Blackness and the multiplicity of Black identity. From our
fourth annual Engage Symposium, which happened this past weekend and explored insightful conversations centering the changing aesthetics, themes, and art markets for contemporary artists from Africa, to our SFJAZZ co-sponsored Black History Month Celebration Concert with Martin Luther McCoy on February 26, we are excited to invite you all to enjoy the vivacity of Black culture, and all MoAD offers. Furthermore, this is the last month to view our current shows, including first-time solo museum exhibitions by two of Africa’s most important contemporary artists working on the international stage today—Ghanaian painter Amoako Boafo
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and Malawi-born, Johannesburg-based artist Billie Zangewa. Both of these exhibitions close on February 27th. We are off to a great start this new year and are excited about our upcoming Spring 2022 exhibitions, events and programs. Please take the time to visit our new website, brilliantly designed by our Digital Content Manager, Tinashe Wertz Chidarikire. Thank you for all your support, we are grateful for everyone who has visited or taken the time to participate in our events and programs. Please continue to help elevate the voices of the African diaspora, now and always! Monetta White, Executive Director
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March 03, 2022 Page 5
Rest = Black Excellence By Perry Clark
As I was interviewing a friend for my podcast, I asked him the question of how he got where he is. His response was “rest”. Then he went on to explain how rest is a part of what it means for him to be, and to be about, Black Excellence. It’s very easy to center excellence in a place of action and activity. Much of the world we live in has to do with how we act, produce, create, and/or have an effect on the physical world. Yet, nothing can happen without time to recover. Recovering means to rest. We need time to dream the ideals that we will bring into existence. We need time to have connections and relationships that heal and sustain our efforts. Because those can’t have the same depth when we are in the middle of a grind. We need time to sit with the emotions and experiences we have
been through, so that we can find the wisdom that these experiences were providing to us. After-action reports and debriefs exist to provide this retrospection. There is a time for being part of the crowd, and a time when we need the solitude of our thoughts, which we can find while we rest. As my friend put it, our world is much more than the hustle and grind that is before us. In our world, as we grew up, and in the world of our ancestors before us, there was a place for rest. Our history has been made not just by blood, sweat, and tears, but also by connecting, perceiving, and dreaming though the practices, the art, and needs of the power of resting. May we continue Black Excellence by showing, experiencing, and embodying, for the days and descendants to come, by embracing our power in our ability to rest.
February is Black History Month, and the Santa Clara County Library District invites you to celebrate
and recognize the achievements and influence of African Americans. The Library District offers a wealth of
materials and programs that are entertaining and informative to help you share and honor the journey of our fellow Black Americans. Check out the SCCLD website for featured Black stories, authors, poets and artists, as well as relevant virtual programming for all ages. And in case you missed it, my guest – Travis D. Boyce, Ph.D. – gave the invocation at the beginning of the February 15th Board of Supervisors meeting. Dr. Boyce is the Chair of the Department of African American Studies at San Jose State University (Go Spartans!) whose area of research expertise is 20th century African American history and popular culture.
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March 03, 2022
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Civil Rights Leaders Slam Tesla After California Charges Automaker With Discrimination Tanu Henry | California Black Media
NAACP CaliforniaHawaii Conference President Rick Callender says he supports the decision of the California Department of Fair Employment and Housing (DFEH) to slap automaker Tesla Motors with a discrimination lawsuit. The complaint accuses the company of “systemic racial discrimination and harassment.” Callender says “racism is rampant” at the electric vehicle manufacturer’s plant in Fremont, an East Bay city located about 44 miles east of San Francisco. “We demand a racist free workplace. Business & Gov. orgs should know racist behavior is not tolerated in CA. Who thinks they should own a @Tesla now?” tweeted Callender after DFEH filed the lawsuit Feb. 9. “Segregation at the Fremont factory, along with the absence of Black and/or African Americans in leadership roles, has left many complaints of rampant racism unchecked for years,” says the lawsuit filed with
the Superior Court of California in Alameda County. “As early as 2012, Black and/or African American Tesla workers have complained that Tesla production leads, supervisors, and managers constantly use the n-word and other racial slurs to refer to Black workers,” the complaint continues. “They have complained
that swastikas, “KKK,” the n-word, and other racist writing are etched onto walls of restrooms, restroom stalls, lunch tables, and even factory machinery. They have complained that Black and/or African American workers are assigned to more physically demanding posts and the lowest-level contract roles, paid less, and more often terminated from
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employment than other workers.” The Rev. Amos Brown, co-chair of the African American Empowerment Council, vice-chair of California’s Task Force to Study and Develop Reparation Proposals for African Americans and Pastor of Third Baptist Church in San Francisco, also condemned Tesla. “The struggle continues. Racism is not dead. This is just another virus that is rearing its ugly head,” he said. “It is time this nation and corporations admit, atone, and act to end racism so that there will be equality of opportunity for African Americans.” More than 15,000 people work at the Fremont plant, according
to the DFEH lawsuit. Blacks make up about 20 % of workers on the assembly lines and about 3% of corporate employees. There are no Black executives. The lawsuit also alleges that, in the past, there have been few opportunities for advancement for Black employees, and they are disciplined more and more harshly for violations than other races. “As the former director of Rainbow Push Coalition’s Automotive Project, I know how imperative it is that we continue to call out discrimination in any form. I’m not surprised because this is indicative of their culture. Tesla doesn’t support communities of colors in the way in which it does business,” said Glenda Gill, a member of the Black Women’s Collective strategy committee. “Recently, I attended an automotive industry event and Tesla won three top ethnic markets awards. They didn’t show up or acknowledge the recognition. That says a lot about their culture and people in leadership.” Kevin Kish, Director of DFEH, says the agency has received hundreds of complaints from Tesla employees. [Continues To Next Page]
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“The facts of this case speak for themselves. DFEH will continue to take steps to keep workplaces free of harassment and racism,” he said. Tesla responded to the DFEH lawsuit in a blog post, calling the legal action “misguided” and stating that the claims date back to a period between 2015 and 2019. "The DFEH has decided to sue Tesla instead of constructively working with us. This is both unfair and counterproductive, especially because the allegations focus on events from years ago,” Tesla’s response reads. "Tesla strongly opposes all forms of discrimination and harassment and has a dedicated Employee Relations team that responds to and investigates all complaints,” the post continues. Yet, in 2020, DFEH says it received 31 Tesla employee complaints citing discrimination based on race, gender and other factors. Last year, a San Francisco jury ordered the company to pay a Black
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Oakland. “And when I was complaining to Tesla’s upper management and letting them know what was going on, it’s like I became public enemy number one.” Diaz said the verdict in his case was a message to Tesla CEO Elon Musk: “Clean your factory.
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Help Kenyan Children Survive and Thrive, Inc "Good Hygiene Helps Build Strong Children"
Help Kenyan Children Survive and Thrive Incorporated, a 501 (c) (3) charitable organization has assisted vulnerable Kenyan children through health and hygiene education and support since 2001. It was founded by Marjorie A Craig, retired nurse, educator, and counselor. Many of the students they serve are from families who do not have adequate income to provide primary education, and other basic needs. At home and in school, students are often challenged to obtain sufficient clean water, food, sanitation, hygiene and educational resources. Their mission is to
help community schools provide a safety net for the student’s pre-school through primary grades. They do this through annual short- term Health and Hygiene Education Missions and the provision of food for the school feeding program. You can assist these wonderful students. A donation of $50.00 will provide school shoes for 10 students/$30.00 will provide school lunch for three students for one month. Please assist the children, donate by check to Help Kenyan Children Survive and Thrive, Inc. mail to 1020 Shoreham Court, San Jose,95127
Students at Gods' Vision Day Care and School, (now Arkland Education Center) wearing their pillow case dresses, Aug. 2019. Donated by San Jose chapter Links
Students at God's Vision Day Care and School August 2019, (now Arkland Education Center). Mombasa, Kenya
Mothers with food of maize meal and beans we distributed Dec. 2016. At the Quarry, near Kikambala near Mombasa, Kenya
Volunteer demonstrating handwashing at Furaha Community School.
Everyone says THANK YOU!
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March 03, 2022 Page 11
Five HBCUs Combat Erasure By Preserving Architectural Legacy WASHINGTON, D.C. -- The National Trust’s African American Cultural Heritage Action Fund announced more than $650,000 in grant awards to five Historically Black Colleges and Universities (HBCUs) as a part of its HBCU Cultural Heritage Stewardship Initiative. The program empowers HBCUs with resources to protect, preserve and leverage their historic campuses, buildings, and landscapes, ensuring these symbols of African American excellence and American achievement are preserved to inspire and educate future generations. The initiative offers two kinds of grants, a $150,000 grant for the development of campus-wide cultural stewardship plans or a $60,000 planning grant to help preserve an individual historic building on or associated with an HBCU campus. These plans are intended to guide the grantees as they define preservation solutions to existing architectural or landscaping challenges and to identify a course of action that helps conserve their historic resources. The plans will also assist the HBCUs as they engage in capital campaigns and leverage funding and resources to restore and rehabilitate campus facilities. The program, launched by the National Trust’s Action Fund in
2020, is a partnership with The Andrew W. Mellon Foundation, National Endowment for Humanities, Ford Foundation, The JPB Foundation, J.M. Kaplan Fund and the Executive Leadership Council. The current program is a $3.2 million initiative that offers the HBCUs funding but also leverages the Trust’s 70 years of experience and expertise to help guide the restoration and preservation process at each college or university. In total, the National Trust’s Action Fund has partnered with 13 HBCUs and funded 6 campuswide and 7 individualbuilding plans to date. “These grants are significant in light of the recent threat to HBCU campuses,” said Brent Leggs, Senior Vice President and Executive Director of the African American Cultural Heritage Action Fund at the National Trust, “Preservation is the strategic counterpoint to centuries of erasure, and it underscores the critical nature of the African American contribution to our nation. Without the doctors, lawyers, engineers and other professionals HCBUs have produced, the American story would not be the same. The Action Fund’s work to preserve the legacies of intellect, activism, and enlightenment on these
campuses will inspire future generations of all Americans to believe that, despite the challenge, they too can overcome.” This year’s HBCU awardees are: • Florida A&M University (Tallahassee, Florida) to develop a campus-wide stewardship plan for its 422 acre campus (1887); • Johnson C. Smith University (Charlotte, North Carolina) to develop a preservation plan for its Historic Quad (1867); • Rust College (Holly Springs, Mississippi) to develop a campus-wide stewardship plan for its campus (1866); • Shaw University (Raleigh, North Carolina) to develop a campus-wide stewardship plan for its 65-acre campus (1865); and • Voorhees College (Denmark, South Carolina) to develop a campus-wide stewardship plan for its 380 acre campus (1897). “The Shaw University community expresses its sincerest appreciation to the National Trust for Historic Preservation for awarding the campus a
Funding a Legacy
$150,000 planning grant,” said Shaw University President Paulette Dillard, “to assist our efforts in preserving African American history. From educating the former enslaved to graduating some of the first African American doctors to helping ignite the civil rights movement, the legacy of Shaw University is woven into the fabric of American history. Preserving the treasures of our historic buildings extends the powerful narrative that describes the indelible contributions of this university.” In addition to the planning grant, each HBCU awardee will receive resources for a paid student professional development opportunity, enabling one student from each campus to work alongside the project team of architects, engineers, and consultants. This support is provided through the Initiative. These paid positions will support building a more diverse and equitable field of African American preservationists. “Florida A&M University is the third oldest campus in the
State University System of Florida,” said Florida A&M President Dr. Larry Robinson. “We appreciate the support of the National Trust for Historic Preservation to assist the University in furthering preservation of landmark buildings on our campus. The planning grant will allow the faculty, staff, and students across the disciplines of architecture, engineering and the humanities to collaborate in ways that highlight the national impact of Johnathan C. Gibbs, Lucy Moten and Andrew Carnegie and the buildings named in their honor. They also will help preserve the history of the Civil Rights Movement on our campus where iconic figures like Booker T. Washington, Mary McLeod Bethune, Marian Anderson and others changed American history.” Since their founding in the 1830s, the number of HBCUs has grown to 105 Congressionally designated schools that tell the remarkable story of African American activism and the fight for education equality. [Continued to Page 18]
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March 03, 2022
The Bay Area Review
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Truth is Worth The Journey Interview with LeRoy Mobley
by Brigitte Jones, Publisher
Some people just exude Joy and confidence; as they go about their lives, LeRoy is one of those folks. Being a Multi-talented entertainer living in Los Angeles; has provided the backdrop for his Artistic self-expression and personal introspection. This from a young man who has a heart for people to know themselves at their core, in order to live a life of fullness of joy and health to be your True Self. LeRoy is working – all the time – motivated by his focus on how to connect with people through his Art. So, when he’s not writing Music, recording his Music, producing a recent E-Course (he has a degree in Psychology), booking the various; Acting, Modeling, Speaking Engagements, etc., there is still lots to do for someone committed to make an impact in his community. “It’s my prayer, for everyone to find the tools needed for the daily job – of just living your best life.” LeRoy is on a journey, as a young Black man in an industry; that is not really interested in who you are as an individual. Nor is it asking; what are those intangible qualities - that makes you who you are (even to yourself) as a talented individual. He
very much wants to be an example of “A Success on my own Terms.” That comes from someone who has experienced life from a very different perspective than the average young black man in Hollywood; he was born in the Philippines, and lived in and/or traveled to Panama, Costa Rica, Dominican Republic, Nicaragua (he is Bi-Lingual). There was the Jazz Music Revue in Tokyo for over a year, and then onto Australia and New Zealand to discover “the acting work came from my being exotic or different.” While living in New York and working as a Lobbyist at the United Nations, LeRoy met Julius Tennon - Actor, Producer and husband to Viola Davis. Someone who imparted words of wisdom; in other words some career advice and open invitation – if he ever decided to move to Los Angeles. And they have become part of his trusted circle this past 10 years of navigating the Hollywood landscape. Mapping out his career “lead by my Faith in Jesus” this has influenced his choices in roles, “kept me from doing just another thug role or the guy who takes his shirt off for NO REASON.” He has used the downtime during the COVID-19 entertainment stall to the industry, as
LeRoy Mobley
a creative and business refocus – he has decided to “share my knowledge and information to help people focus on Mind Transformation to learn to Heal yourself, back to health.” LeRoy has discovered through writing and performing his music for people, has proved transformational “I want to speak to the healing of the Psyche, counter certain experiences. When someone is exposed to traumas (even something you might consider a small insult – repeatedly) the mind; the brain actually - begins a fundamental change.” Recently, LeRoy has created a Health Drink to help balance guthealth, “because I was seeking ways to overcome depression without Pharmaceuticals. And
discovered that you can use Probiotics to balance out your gut-health that leads to clarity of your mind.” So now he is interested in sharing this knowledge with as many people as possible – specifically through his outreach into the Black community. There is joy in the act/process of helping people find their healing. He says that “part of the reason I wanted to study Psychology was; my father dealt with Mental issues due to his experiences as a Black man. Also, it was the traumas he dealt with
as a returning Vietnam Veteran – they had a profound impact on him.” As a result of this of all this introspective work – There are big plans to design a CONCERT/ CONFERENCE training series; In-person, Online, and/or Audio book offerings to combat what he has identified as this recent sense of “The Famine of Hope, Famine of Joy, Famine of Clarity.” And if there is a man for job - connecting with people for the purpose of sharing joy and healing – for sure it is LeRoy Mobley.
www.leroymobley.com
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March 03, 2022 Page 13
Adaptability: The Name of the Game Interview with Christina Jefferson by Brigitte Jones, Publisher
Christina Jefferson joined the 49ers organization last year in the newly created position of, Director of Diversity Equity and Inclusion (DEI) Christina, most recently held a similar title with Sephora after serving in various HR positions Brigitte: Please tell me now Christina, so coming from Sephora such a different industry into sports – the transition, how was it for you? Christina: You know it was a lot smoother than I think anyone would have known - including myself. It is really interesting because I think Sephora and the 49ers have some
similarities. I don’t think people would find obvious but you know both of them have a huge presence. I mean for Sephora it is a little more maybe, gender specific for sure. So therefore you know when you say that name, most women know exactly what you’re talking about -- the thing about the 49ers - is everyone knows them for sure. Brigitte: And that’s kind of gender specific also. Because I wouldn’t want to get hit myself, as a female! Christina: Right. When you live in the Bay Area and everybody knows your organization, that’s the difference. Other than that, I mean I think it was a very seamless transition to be honest. I grew up in the Mid-West, watching football every weekend.
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Christina Jefferson
Brigitte: Yes, so football was life … growing up. Christina: Yes, I would say that gave me kind of an edge moving into this roll but it is not where I expected to go. OK, I definitely loved my previous job because I think that Sephora was an amazing place but is it really like being with the 49ers? It’s just another level … Brigitte: I got it … the playoffs yeah! Christina: … yeah, that’s why I’m getting excited about things like that. There was just never a victory Monday at Sephora. Maybe, right after - you know the Holidays. I was gonna say, just being able to walk into the building and just feel the energy of that moment – of course, sadly not right now. Brigitte: What’s it like you being the first person in this newly created position with the organization? I mean tell me how does that really speak to what you want to achieve in your own
personal rather than just professional journey … I mean how does that make you feel? Christina: Yes, I mean I think you have to be a certain kind of person to want to be the first and you know - all of us across the league are doing this as the first. We are definitely different personalities but we all have that same attitude of trying to get on the ground and do the work. And so for me that’s what I love about this role … is that I’m allowed and I’m building all these programs out and it is being able to build it in a way that is as much for the organization, as it is, building where I think we can move Diversity, Equity, and Inclusion ... which is so much farther than I think anyone really think of it. So for me, that’s been the draw, it was to really push - the 49ers which already had an amazing culture - into the next level of moving towards being as equitable and inclusive as they
possibly could be. Brigitte: And looking at it from the perspective that within the organization you have key - not only players but key members of the executive team and so forth; how do you feel that this position is really, sort of going in and quantifying the validity of the DEI programs … even more like you said, “it’s a great organization.” Christina: I mean I think that was the other piece of me coming here, I think that was the fun part for me … I told this to everyone, “ whoever wants to get involved in Diversity, Equity and Inclusion - you should be asking just as many questions as you’re getting asked.” Brigitte: Of course, got it. Christina: And for me when I walked into every one of the conversations during my interview process, I walked in with a certain amount of this is what we need to think of DEI in a different way. So no matter who I was talking to; so that when the time came and when I came on board, I send emails and have conversations with ownership and I have conversations with our executive team I have conversations with the president … because I am an advocate and an ally to everyone but I also need to make sure that being inclusive and having our strategy front and center is very important. [Continued to Page 16]
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March 03, 2022
Adaptability: The Name of the Game Interview with Christina Jefferson by Brigitte Jones, Publisher
[Continued From Page 13] Brigitte: Yes, you seem confident and eager to tackle the work ahead. Christina: So you know that’s really where we’re trying to move it forward, is understanding that it can’t be in a little hole and it can’t be where this is a performative where I sit in an office and I just smile and wave. It really needs to be where the ownership feels like we are actually doing and moving these things forward and that I am here to help move it forward. Brigitte: … and within the community - you know again we’re here in Silicon Valley, I mean with every big name you can rattle off and yet, of course, in the wake of 2020 we have diversity and inclusion statements -- but I again I’m media - I’m black owned media and I reach out and I can’t get an answer. So DEI has to really stand for something -- at the forefront of commitment from an
organization. We’re are for real, we mean this. We’re actually reaching out into the community to find out – who’s for real?. Christina: Yes, absolutely and I think you know, that is the other piece of this. We are - I think that’s what is just amazing about us using the stadium to make sure that people could get vaccinated like I think that is being a part of the community in a way where we’re using our space to help make sure that we can contribute to our community. Exactly, people know where the stadium is … they know how to get there via VTA lines. There were all these things made us more central. But a lot of other places, I mean honestly, I live in San Francisco and it was incredibly hard to try and get a vaccination appointment but I could get into Levi’s stadium, and got it just like everybody else. We are
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The Bay Area Review able to be accessible and I see us moving forward as being able to again be a part of the community. In the things that we’re already doing but how do we take it to the next step. Brigitte: And so again, was this newly created position something and you found out about it or did they reach out to you … I mean how did this all come about? Christina: They they reached out to me. As I said, you know I was very happy where I was. But it was a situation where they reached out and I starting of thinking about it. And so it was one of those moments where I don’t know … and then you’re like yeah I’m going to have this conversation. And I fell in love with the organization and the fact that they were really thinking about DEI and not just “let’s do the cookie cutter version” and to know that my boss who’s the head of HR - has my back 110%. So I mean, I don’t even know if there is a point beyond that. But yes, it’s the trust that makes DEI move forward - knowing that you have the trust of ownership, your leadership, and your boss - makes it where I can move mountains. Brigitte: Got it. Coming from a similar position with your previous incarnation, tell me, did you feel that it gave you a little sort of push - a little jumpstart from a ground level with this newly created position? Christina: Yeah, I think it did. Because I used to run the Employee Resource Groups at Sephora. And was able to step in with the 49ers and
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help keep our Employee Resource Groups moving forward. That is a very big task- we have 4 ERGs - and I don’t know that any other sports club has that many. Then I also have a huge background in just HR, so I was really able to help move forward policies and process which I think is the thing that’s missing from DEI - is being able to understand the entire organization. Brigitte: My interest is in how; do we get that message out to the community, truly one of the things I most want is to tell stories from a different perspective. But I also want to include everyone; my thing is collaboration, absolutely, that’s how you build a thriving community. You can’t have just one voice. So it really appeals to me that you’re coming from a background where you’ve already put certain policies in place and you’ve tried different scenarios and now you have this new opportunity. Christina: To your point, I think it’s important to know and say I’m humble enough to understand that if you don’t actually have a strategy, if you don’t actually have sustainability of these processes – nothing will work for the organization; especially not for the employee. We have to figure out what works for us. If I leave tomorrow – and if you leave tomorrow, how do we continue moving this stuff towards the goal of always sustainability -- of every single project that we need to make sure keep continues. Brigitte: That to me,
is the key to building in legacy - building in the idea of legacy in the actual formation of what we’re trying to do with DEI programs. Which again, as I said it’s all about community. No matter what industry you’re in, we have to figure this out and the Bay Area is a very unique ecosystem – that has quite literally changed our world over the past decades - so things that happen here can have a groundswell effect. Christina: Absolutely, that’s to acknowledge again, we are in a very pivotal position to a certain degree because I think that it also goes the other way if we do things that can’t be sustained, others will follow. If we do things that are cookie cutter or we refuse to change from the norm, the legacy of being a forerunner suffers -- legacy of leadership is something we’re all working to build momentum and build those bridges. Initially, the idea coming into this position, seeing this organization and what it actually could accomplish and it was an interesting challenge and I think that’s the other piece that I think it afforded us. An opportunity to think differently about what diversity would mean, how to include people working from home, how you can challenge yourself to understand that what we were doing before will never be the same. And that we need to really think about how we can improve and come up with new ways to build community and so I took that as a kind of challenge.
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March 03, 2022
The Bay Area Review
Bringing $100 Million to 1,000 Black Owned Businesses What: The Inclusivity Project is an initiative of the NorCal SBDC network, in affiliation with the NorCal Financial Development Corporation (NorCal FDC) and has the support of dozens of partner organizations like the Better Business Bureau, that care about increasing the success of Black business owners throughout Northern California. The Inclusivity Project launches with the goal to secure $100m to
1000 Black owned-owned entrepreneurs. When: Open for applications until further notice Where: Throughout Northern California Who: Better Business Bureau (Oakland and Sacramento), NorCal Financial Development Corporation, NorCal SBDC Network, and other partner agencies. Details: For more information please visit https://www.theinclusivityproject.com/
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Five HBCUs Combat Erasure By Preserving Architectural Legacy [Continued From Page 11] These campuses and landscapes—many of which were designed and built by African American architects and students—display beauty, ingenuity, and craftsmanship, and serve as landmarks in their communities. Since listing HBCUs in the list of America’s 11 Most Endangered Historic Places in 1998, the National Trust has advocated and worked to strengthen the stewardship capacity
of HBCUs, while also raising national awareness of their significance. The National Trust for Historic Preservation, through its African American Cultural Heritage Action Fund and with the support of its partners, aims to grow the leadership and preservation capacity of HBCUs, which steward some of the most diverse and exceptional historic assets in the world.
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March 03, 2022
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San José Mayor and Councilmembers Donate Blood and Address National Blood Shortage’s Local Impacts
SAN JOSÉ, CAMayor Sam Liccardo and Councilmembers Sergio Jimenez (D2), David Cohen (D4), and Magdalena Carrasco (D5), joined the American Red Cross Silicon Valley Chapter at their San José headquarters to donate blood to bring attention to the worst national shortage in a decade. They also encouraged residents to sign up to donate blood at their local Red Cross, or host a drive. Mayor Liccardo and Councilmember Carrasco also presented a Proclamation to the American Red Cross in honor of National Blood Donor Month during Tuesday’s City Council meeting. “We are facing the worst blood supply crisis in the last decade, and our hospitals are still dealing with traumatic injuries, or patients that critically need support with blood donations–on top of our
continued fight against COVID-19,” said San José Mayor Sam Liccardo. “I am honored to donate blood today with my colleagues, and ask that anyone able, to do the same.” Over the course of the pandemic, blood donation centers have seen steep drops in both the number of volunteers available to assist with collection and in the number of donors seen before COVID-19. The national shortage of blood is impacting the blood supply in San José and nearby South Bay cities and risks longer wait times for patients waiting for blood transfusions and those who have ongoing needs for donated blood. "We are witnessing a historic blood shortage, exacerbated by the countless challenges that COVID-19 has taken on our healthcare institutions and providers,” said Councilmember Magdalena Carrasco
(D5). “Now more than ever, it's crucial that we educate our communities, especially our young adults who are the group least likely to donate, on the importance of donating blood!” American Red Cross of Silicon Valley is the local chapter of the Red Cross responsible for the collection of donated blood from volunteers in the community. Serving over 1.9 million people in Santa Clara County, the Red Cross helped 222 families in 116 emergency responses and collected 17,392 units of lifesaving blood through 483 local
blood drives from July 2020 through June 2021. The Red Cross, as a whole, collects about 40% of the nation’s blood supply. Read more about the Red Cross’ local impact here. “Thank you to Mayor Liccardo for rolling up a sleeve and donating blood – it is a simple thing to do but can make a big difference in the lives of others,” said Ken Toren, CEO for the Silicon Valley Chapter of the American Red Cross. “The Red Cross is facing its worst shortage in more than a decade. If you are eligible, please make an appointment to give
blood in the days and weeks ahead to ensure no patient is forced to wait for critical care.” “As a regular blood donor I understand the importance of maintaining blood supply availability. The American Red Cross has declared a shortage in the local blood supply and is calling on all of us to help if we can,” said Councilmember David Cohen (D4). “That's why I will be donating blood at this event and I hope you will join me in taking the time to give and save lives.” “As a first time donor, I am happy to join my colleagues in donating blood today. If our community members are also looking for a way to help alleviate the national blood shortage, this is a selfless act and an easy way to give back,” said Councilmember Sergio Jimenez (D2). Interested donors can make an appointment to give blood or platelets by using the Red Cross Blood Donor App, visiting RedCrossBlood. org or calling 1-800-RED CROSS (1-800-7332767).
www.RedCrossBlood.org
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March 03, 2022 Page 21
Black Women, Legal Scholars Praise Ketanji Brown Jackson’s SCOTUS Nomination Nyah Marshall | Howard University News Service Americans around the country, including legal scholars and Black women, are praising President Joe Biden’s announcement last week nominating Judge Ketanji Brown Jackson to replace Associate Justice Stephen Breyer on the U.S. Supreme Court. If confirmed, Jackson would make history as the first Black woman and the first former federal public defender to serve as a Supreme Court justice. “For too long, our government, our courts haven’t looked like Judge Ketanji Brown Jackson honors Judge Constance Baker Motley as she accepts America,” Biden said at President Biden's nomination to the U.S. Supreme Court. (HUNS Screen Shot) the White House, flanked by Vice President Kamala of Americans.” Harris and Judge Jackson. practical legal experience. stand on Judge Motley’s “Judge Ketanji Brown She was three times shoulders, sharing not “I believe that we Jackson is an outstanding confirmed by the Senate, only her birthday, but should have a court nominee,” said Danielle twice unanimously, when also her steadfast and that reflects the full Holley-Walker, dean and picked to serve on the U.S. courageous commitment talents and greatness professor at the Howard Sentencing Commission to equal justice under of our nation with a University School of Law, law,” Jackson said. nominee of extraordinary and when appointed by whose alumni include President Barack Obama “Judge Motley – her qualifications and that will Supreme Court Justice life and career -- has inspire all young people to to be on the D.C. Federal Thurgood Marshall. been a true inspiration District Court. believe that they can one Holley-Walker said In her acceptance to me, as I have pursued day serve our country at a noteworthy aspect of this professional path,” speech, Jackson revealed the highest level,” Biden Jackson’s background is that she shares a birthday she explained. “And if said. that she has devoted most with Constance Baker I’m fortunate enough Jackson, 51, currently of her career to serving Motley, the first Black to be confirmed as the sits on the District of the public. As a federal next Associate Justice woman appointed to serve Columbia (D.C.) Court public defender, Jackson of the Supreme Court as a federal judge. of Appeals and has broad represented defendants “Today, I proudly of the United States, I judicial, academic and on appeal who did not can only hope that my have the means to pay life and career, my love for a lawyer and worked of this country and to identify errors that the Constitution, and occurred during their my commitment to upholding the rule of law, trials. “I think one of the and the sacred principles BRGREALTYCORP.COM most important things upon which this great for those of us who are nation was founded, will inspire future generations interested in issues of
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justice and equality is that she served as a public defender, and she would not only be the first Black woman on the Supreme Court. She would also be the first public defender to ever serve on the Supreme Court,” she added. Jackson was born in Washington, D.C., in 1970 and grew up in Florida with her parents who are both graduates of HBCUs. After graduating from Harvard, Jackson clerked for three federal jurists, including retiring Justice Stephen Breyer. Later, she began representing clients in criminal and civil appellate matters at Goodwin Procter LLP, appearing before the Supreme Court in the case McGuire v. Reilly. In this case, she represented Massachusetts reproductive rights groups, arguing that the state law prohibiting anti-abortion protesters from harassing people seeking reproductive health care should be upheld. During her seven years as a district judge, Jackson issued several rulings on topics like federal environmental law, employment discrimination and the Americans with Disabilities Act. [Continued to Page 23]
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Black Women, Legal Scholars Praise Ketanji Brown Jackson’s SCOTUS Nomination
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The most notable one included Committee on the Judiciary v. McGahn, in which she ruled that Don McGahn, the former White House counsel to President Donald Trump, was required to testify before the House Judiciary Committee as part of its investigation into Russia’s interference in the 2016 election. Jackson was involved in the case against Trump’s efforts to block the release of documents related to the Jan. 6 riot at the U.S. Capitol. A federal district judge in Washington rejected Trump’s request to block the disclosure of the documents, and the D.C. Circuit, in an opinion by Judge Patricia Millett that Jackson joined, upheld that ruling. Biden’s announcement came nearly a month after Justice Stephen Breyer announced his retirement and two years to the day Biden pledged to appoint a Black woman as the next Supreme Court justice. “I’m looking forward to making sure there’s
a Black woman on the Supreme Court to make sure we in fact get everyone represented,” Biden said during the South Carolina primary in February 2020. Biden’s selection of Jackson gives him a chance to deliver on this campaign promise to Black voters, who were crucial to his election win. In fact, 86% of Black women voters supported prioritizing such a nomination, according to a poll by Change Research and Higher Heights for America, an organization that describes itself aa a “political home” for Black women and allies to organize. Biden met with at least three potential Supreme Court nominees, all of whom are Black women, before choosing Jackson. They included Leondra Kruger who sits on the California Supreme Court, and J. Michelle Childs, who sits on the U.S. District Court for the District of South Carolina. “There were lots of
exceptionally qualified capable women to choose from, but Biden’s selection of Judge Ketanji Brown Jackson demonstrates that there’s no need for America’s highest court to be off limits to Black women anymore,” said strategist and political commentator Donna Brazile, who is the Gwendolyn S. and Colbert I. King Endowed Chair in Public Policy at Howard University. Jotaka Eaddy, founder of #WinWithBlackWomen (WWBW), shared similar sentiments. “With this nomination, President Biden and Vice President Harris will once again elevate a woman, and in this case, a Black woman, to a position that has long been covered by a cement ceiling,” Eaddy said in a statement. “Today that ceiling is shattered into a million pieces.” Known for making a significant impact on the historic election of the nation's first Black woman Vice President,
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#WinWithBlackWomen also stated that it will work to “ensure that Judge Jackson receives a fair and expeditious confirmation process.” WWBW is a collective of Black women leaders from public and private sectors committed to advancing and uplifting Black women, families and communities. Though Jackson’s appointment would be historic, it will not change the ideological makeup of a Supreme Court that has a majority of conservative justices. “We’ve only had seven justices in the entire history of the U.S. Supreme Court who have not been White men,” Holley-Walker explained. “So, I think it's both an incredible day for our country, specifically for Black women, and also to have such a highly qualified nominee. We hope to see her confirmed
in the way that is represented in terms of her credentials.” Howard law professor Alice Martin Thomas also sees Jackson as a highly qualified nominee who will be a fair judge. “I believe she's a tenacious personality,” Thomas said. “I believe she will not shrink. And she's going to have to stand up against a torrent of negativity and ugliness that we've all had to deal with. … She is more than capable and able of doing it graciously” “She will advance her point of view. And she'll be fair. That's all we can ask of a judge. I’m also glad she's young. She has her whole life in front of her,” Thomas concluded. Nyah Marshall is a reporter and regional bureau chief for HUNewsService.com.
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March 03, 2022
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Online: www.thebayareareview.com
A Lasting Legacy: Determination, Dedication, and Distinction Except for a few smaller units of nurses, the “Six Triple Eight” was the only all women, all black unit from the Women’s Army Corps to serve overseas during WW2. In response to the attack on Pearl Harbor our entire nation was mobilized to support the war efforts. While the war largely united Americans in a common purpose – the military remained segregated with the ability During the first World War Ralph Lindsey, my great grandfather, kept a journal of his service on the front. He wrote about the front, his travels, his wounds, but the thing that came up most often – the mail. Fast-forward 100 years. Even in the digital age there is something uniquely personal about a written letter – it creates a connection that digital communications simply cannot match. Anyone who has served in the
military knows – no mail equals low morale. In early 1945 as the Battle of the Bulge concluded Army officials reported that a lack mail was hurting morale. Warehouses were filled with millions of pieces of mail destined for the seven million Americans serving in the European theatre. The task of getting that mail to its intended recipients fell on the 6888th Central Postal Directory Battalion.
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to serve being restricted based on race and gender. The women of the 6888th not only served – they had to fight for their right to serve. The unit’s commander, Major Charity Adams – became the first black women to hold a commission in the. Women’s Army Auxiliary Corps. The Six Triple Eight confronted warehouses stacked to the ceiling with letters and packages. These buildings were unheated and dimly lit, the windows blacked out to prevent light showing during nighttime air raids.
Rats sought out packages of spoiled cakes and cookies. As it was a cold winter, they wore long johns and extra layers of clothing under their coats while working in these warehouses. The unit members were organized into three separate shifts daily, so work continued around the clock, seven days a week. They tracked individual servicemembers by maintaining about seven million locator cards including serial numbers to distinguish different individuals with the same name. [Continued to Page 27]
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March 03, 2022 Page 25
You Can Request a Traffic Fine Reduction Online Santa Clara County Superior Court now offers the California Judicial Council’s new MyCitations: Ability to Pay tool, an online option for people having difficulty paying fines related to traffic infractions. This tool allows court users to look up traffic citations online, answer a series of questions and submit a request to the Court for a possible reduction in the amount owed based on their financial situation. Users can also request a payment plan, more time to pay or community service. This new option allows the public to make requests without the need to appear in Court. To request a fine reduction, visit mycitations.courts.ca.gov. Page 10
May 10, 2021
Housing Funds We finally saw measurable rain in San Jose yesterday, ending a recordCalifornia’s Bigdry City long dry streak during what should be the wettest months. The start to 2022 is also impacting snow levels in Mayors the SierraBoldly Nevada,Ask which are State currently below average for this time of year. Leaders for Record Today, the U.S. Bureau of Reclamation announced the initial Central Valley Project 2022 Water Supply Allocation.Level ValleyFunds Water to andEnd Santa Homelessness Clara County rely on this type of imported water to meet the water needs here in Santa Clara County. About half ofHistoric all water used in the county is $16 billion state investment imported water. The allocations for Santawould Clarabecome Countythe are just 25% of largest allocation our contracted amount for residents and businesses and 0% for ag. of funds in the country These are just examples of why it’s very important for people to The Bigdrought. City Mayors These Jerry Dyer, of continue to conserve water during this severe pastMayor three a coalition of the Fresno years are some of the driest on record. (BCM), mayors from California’s Darrell Steinberg, Mayor 13 largest cities, came together virtually to ask the Governor and Legislative Leadership to include a historic $16 billion over four years in the state budget to permanently house nearly every Californian who entered a homeless shelter in 2020. This would become the largest allocation of funds dedicated to fighting the homelessness crisis in United States history and could build over 100,000 homes for unhoused residents in California.
Sam Liccardo, Mayor of San José Eric Garcetti, Mayor of Los Angeles Todd Gloria, Mayor of San Diego London Breed, Mayor San Francisco
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Ask the DMV – Take care of your DMV business the safest and fastest way: online Did you know that most things you need to accomplish at the DMV can be done online? The DMV is encouraging Californians to access its expanded online services portal amid the surge of the omicron variant of COVID-19. In addition to providing more services online, the DMV has accommodated customers in many ways during the COVID-19 pandemic. Recently, the DMV announced the extension of commercial driver’s licenses, learner’s permits, endorsements and special certificates expiring between March 2020 and February 2022, through February 28, 2022.
Q1: I have a commercial driver’s license that is about to expire; how can I get it renewed? A1: Renewing a commercial driver’s license previously required a visit to a DMV office. However, the DMV is now offering most commercial driver’s license renewals online. Those who are eligible can simply renew their license at www.dmv.ca.gov/ portal/dmv-virtual-office/ commercial-driverlicense-renewal. Eligible commercial drivers can upload the necessary documents, pay the required fee by credit or debit card, and then
receive their new card within a few weeks. While most commercial drivers can renew their driver’s license online, some exemptions may require an appointment at a local field office. Q2: I would prefer to visit the DMV in-person, is that an option for me? A2: California DMV offices are still open for business. To protect the health and safety of DMV employees and customers, the DMV requires everyone in its offices to wear face coverings, keep their distance, wash hands frequently, and stay home if they are sick. Customers are also asked to limit
the number of family members who accompany them to an office to those who are necessary to complete a transaction, and to be patient while waiting to be served. Additionally, Californians can use a DMV kiosk, with locations throughout the state that often offer
extended hours. At a kiosk they can complete their vehicle registration renewal and print tags on the spot, submit proof of insurance, receive a driver or vehicle record, and much more. Customers can also visit DMV business partners to complete selected transactions in-person. To find out more about your options, visit www.dmv. ca.gov and use the service advisor tool. For more information or answers to questions not listed here, please visit www.dmv.ca.gov.
www.dmv.ca.gov.
The Bay Area Review
Online: www.thebayareareview.com
March 03, 2022 Page 27
A Lasting Legacy: Determination, Dedication, and Distinction [Continued from Page 24]
They dealt with “undeliverable” mail which was sent to their location for redirection. They investigated insufficiently addressed mail for clues to determine the intended recipient, and they handled the sad duty of returning mail addressed to servicemembers who had died. As the war concluded the legacy of the 6888th was already being formed. Three members of the 6888th are buried at Colleville-Sur-Mer
Normandy American Cemetery (there are only four women buried there). Like so many of the greatest generation, the women of the 6888th returned from the war determined to make up for lost time - while some remained in the military, others used the GI Bill to further their education and create new opportunities for themselves. They became teachers, nurses, and businesswomen. One of the most important aspects of their legacy
was their contributions to civil rights. The accomplishments of the 6888th in Europe contributed to a study regarding the contributions of women to the war efforts which concluded: “[T] he national security program is the joint responsibility of all Americans irrespective of color or sex” and “the continued use of colored, along with white, female military personnel is required in such strength as is proportionately appropriate to the relative population distribution between colored and white races.” This is not a story about the mail. This is a story about 855 black women, who found a way to serve when the nation needed them most. In 2019 a bi-partisan effort was started to award
the Congressional Gold Medal to the 6888th. As of the writing of this article that bill has passed the Senate and is awaiting a vote in the U.S. House of representatives. Joseph Reagan is the Director of Military and Veterans Outreach for Wreaths Across America. He has almost 20 years’ experience working with leaders within Government, non-profit, and Fortune 500 companies to develop sustainable strategies supporting National Security, and Veterans Health. He served 8 years on active duty as an officer in the U.S. Army including two tours to Afghanistan with the 10th Mountain Division. He is a graduate of Norwich University, the oldest private military college in the country.
About Wreaths Across America Wreaths Across America is a 501(c)(3) nonprofit organization founded to continue and expand the annual wreath-laying ceremony at Arlington National Cemetery begun by Maine businessman Morrill Worcester in 1992. The organization’s mission – Remember, Honor, Teach – is carried out in part each year by coordinating wreathlaying ceremonies in December at Arlington, as well as thousands of veterans’ cemeteries and other locations in all 50 states and beyond. For more information or to sponsor a wreath please visit www. wreathsacrossamerica. org.