Friday, May 18, 2007

Essay 3043


TGIF MultiCultClassics Monologue…

• The New York Post reported fired shock jock Don Imus is trying to get back on the air. Imus’ lawyer is seeking to use the threat of a lawsuit to compel CBS to reinstate the radio personality. CBS allegedly won’t budge, and the company is prepared to counter any legal action Imus initiates. Now this is a showdown between pimps and hos.

• Paris Hilton’s jail sentence was cut in half after she was given credit for good behavior. If Don Imus consults with Hilton’s lawyer, he’ll be back on the air tomorrow.

• Applebee’s has cut trans fats out of its menu. “After extensive testing with our guests, we found that our foods cooked in zero trans fat oil still have the great taste out guests have come to expect from Applebee’s,” said the company’s chief executive officer. “In some cases, the oil even enhances the flavor of the menu item.” Now let’s see if the restaurant chain can cut the lame advertising.

Essay 3042

Essay 3041


Diversity—many viewpoints with a singular vision. Inspiring many diversity ads with a singular layout.

Thursday, May 17, 2007

Essay 3040


From The Chicago Tribune…

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FROM SOCIETAL CRITIQUE TO SOCIAL EMBARRASSMENT

Feeling betrayed by hip-hop

By Lolly Bowean, Tribune staff reporter

When I was growing up, there was never a time in my life when hip-hop music wasn’t in the background.

During my childhood in Queens, New York, the music was everywhere: blaring from the radio, being performed in the parks and perfected on street corners as wannabes faced off in freestyle battles.

Most people of the hip-hop generation have stories about the time they were first moved by the music. Or the time they started their own group or started to jot down their own raps.

For me, the music was about freedom. It was about disenfranchised, voiceless people making themselves heard through a new medium. The music gave us a way to earn respect creatively by playing with words and sounds.

Before newspapers, magazines and news broadcasts were intensely reporting on violence, injustice, teenage pregnancy and domestic abuse, rappers were spittin’ about it. They were telling deeply personal stories in a clever way.

One rhyme would decry social injustices and express the rage resulting from living in violent surroundings with no access to economically sustaining work. Other rhymes would celebrate dance moves or brag about cheap sneakers worn with so much style.

The music combined sounds from old soul music and beats for a new creation. It was layered and offered multiple meanings.

Artists told us to keep rising to the top, to keep your head up and told witty stories that made us move.

For me it was oh so poetic.

“I live by the beat like you live check to check.”

-- OutKast, “Elevators,” 1996

The music made me groove and pop and jerk my body to the sounds. What it didn’t do was make a lot of money.

Soon, though, the music became consumer driven, and the scene exploded. Everybody, it seemed, wanted a piece of hip-hop. But the songs that were topping the charts weren't the ones my friends and I could relate to. They were fictional -- songs about taking drugs, killing each other, celebrating the so-called ghetto and thug life.

And women were “bitches,” “hos,” “tricks” and “golddiggas.”

The music that had once built us up was now tearing us down.

I felt betrayed. I cut it off -- never bought another recording.

As the music began selling, major corporations were taking notice. The artists who penned rhymes about the fall of a drug dealer were barely heard from again, but the ones who tossed gyrating, half-naked women into their videos were being used to promote products. They had the ears of corporate boards and marketing executives.

Like so many others, I was disgusted by it -- not just by the music, but by the way it was being embraced and financed.

Still, I couldn’t help but be impressed that a former drug dealer who couldn’t find corporate employment some 10 years ago had somehow become the head of a major entertainment company. And that guy from the block was now promoting his own fashion line and calling the shots.

I wondered, why does their success have to come from portraying negative stereotypes and glorifying poisonous images? Why do women, especially black women, have to be the steppingstone to financial well-being?

In private conversations, my female friends and I would complain about the trash on the radio. We’d mock the lyrics and joke that any song with “booty” or other derogatory descriptions of women was destined to be a hit.

But I never spoke out publicly about what I heard and saw.

“What you gonna do when you have to face the manifestation of the words that you put in space?”

-- Talib Kweli, “Where Do We Go?” 2002

When I was in Paris in 2001, a young, white Parisian told me he was tired of “American gold-digging bee-yau-tches.” It was a line he stole directly from the music.

At that moment it dawned on me that this image of black women was being broadcast to the world -- and the world was buying it. I wondered, what is so moving about women getting slammed and drug dealers, pimps and criminals being glorified that makes people pay to hear it?

Though by then we knew rap music was mainly being consumed by suburban white kids who wanted a window into another world, I couldn’t understand why people would rather invest in and promote this view of gritty, urban life rather than work to change it.

“It’s like a jungle sometimes.”

-- Grandmaster Flash and the Furious Five, “The Message,” 1982

I shook my head when radio personality Don Imus tried to blame the music for his use of racist and sexist terms. But I’m glad that the incident expanded the public conversation about hip-hop's portrayal of women, with prominent voices such as hip-hop magnate Russell Simmons and Oprah Winfrey joining the debate.

I’ve had to reflect about my own conflicted relationship with the music and culture. One minute I’m celebrating an artist for selling a clothing line for $500 million, the next I’m cursing at the radio.

I can’t support the music, but I also can’t let it take the fall for society’s ills.

Hip-hop music is not the reason Imus called the Rutgers University women’s basketball team what he did. If we are serious about changing how women are perceived and portrayed, the discussion has to go beyond one music genre. We’ve got to examine why consumers slap down their hard-earned money for such images. The conversation has to include more than Simmons, Winfrey and the academics who have been shouting about these images for years.

As they say in the lyrics: Check yo’ self.

I know I have.

Essay 3039


The MultiCultClassics Monologue of today…

• Singer R. Kelly likened himself to great figures in history during an interview with Hip-Hop Soul magazine. “I’m the Ali of today. I’m the Marvin Gaye of today. I’m the Bob Marley of today. I’m the Martin Luther King, or all the other greats that have come before us. And a lot of people are starting to realize that now,” proclaimed the accused child pornographer. “So I have to walk with a certain humility. I have to walk with love in my heart for those that hate me. I have to. I have to get out and touch people in order for me to continue to feel the pulse of the world.” Just don’t touch another minor, dude.

• Ike Turner was arrested then released when the cops realized they had made a mistake by busting the singer for an invalid warrant. He’s the Ike Turner of today.

• Sears Chairman Edward Lampert now predicts the retailer will stage a turnaround, but it will take three years. Guess consumers can continue to shop at Wal-Mart and Target until the Sears revival happens. Sears is, um, the Sears of today.

• The Census Bureau reported minorities in America surged beyond the 100 million mark, now accounting for one-third of the country’s population. “Immigration is making a much bigger contribution than natural increase,” said one expert. “As well, the fertility rates of the immigrants are higher than the fertility rates of the native-born groups.” Sounds like Sears has a potential growing customer target.

Essay 3038

Essay 3037


This diversity ad appears to diss other diversity ads—yet still manages to look exactly like the majority of diversity ads.

Essay 3036


The story below appeared in The Wall Street Journal—and is immediately followed by commentary from MultiCultClassics…

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Diversity Programs Look to Involve White Males as Leaders

Goal Is to Get Efforts More Into Mainstream, Create ‘Sustainability’

By ERIN WHITE

As a white male, tax partner Keith Ruth was surprised last year when he was asked to help lead PricewaterhouseCoopers LLP’s diversity efforts. Some employees questioned his qualifications. But Chris Simmons, PwC’s chief diversity officer, insisted. “A lot of the people we want to hear the message are white males,” Mr. Simmons says.

The unusual tactic -- enlisting white males to foster diversity efforts -- is gaining currency at U.S. companies. White men run the diversity programs at big employers such as Coca-Cola Co. and Southern Co.’s Georgia Power unit. Coke last fall brought in a consultant to talk to employees about “engaging white men in diversity efforts.” PwC and others have given white male managers part-time assignments to promote diversity alongside their regular jobs.

It’s part of an effort to get diversity programs off the sidelines and into the mainstream of the business. Having a white man champion diversity efforts -- particularly one who works in operations rather than human resources -- can help bring other white males on board, the theory goes.

Too many diversity initiatives make white men feel defensive, says Frank McCloskey, a white male operations veteran named Georgia Power’s first head of diversity in 2000 after the company was sued for allegedly discriminating against blacks in hiring and promotion. He believes firms must engage white men to change the company culture.

When Mr. McCloskey was appointed, 63% of Georgia Power’s employees were white men. “How can we ever create sustainability if you don’t have 63% of your work force feeling that there’s something in it for them?” he asks.

At PwC, Mr. Simmons, who is black, heads a diversity program that includes mentoring, conferences, and one-on-one talks between partners and staffers who are women or minorities. Mr. Simmons comes from operations rather than human resources. Most recently he oversaw PwC’s mergers and acquisitions. In July he will become managing partner for the region around Washington, D.C. The firm’s new diversity chief will be tax partner Roy Weathers, who is also black.

Mr. Simmons became diversity chief in 2004 with a directive from PwC U.S. Chairman Dennis Nally to shift diversity concerns from a “side topic” to an integral part of operations. About the same time, the firm named diversity leaders for each of its four business units. These are senior executives with other jobs, who also are charged with integrating diversity concerns into routine business decisions, such as client assignments and promotions.

None of the diversity leaders was a white man. But Mr. Simmons believed that white men might pay more heed to diversity concerns if they hear them from a white man. “We really have to get away from this model of it just being white women and minority people,” he says.

Mr. Simmons approached Mr. Ruth, an enthusiastic supporter of a tax group employee-diversity council. Mr. Ruth, who grew up in rural Georgia, was running PwC’s tax practice for the southeast U.S. Mr. Ruth spent three weeks reading books Mr. Simmons recommended, including “It’s the Little Things: Everyday Interactions That Anger, Annoy, and Divide the Races,” by Lena Williams.

After the appointment was announced, Mr. Simmons says a few employees asked why he had placed a white male in the role. “I said it sends the message that we think all kinds of people can be committed to diversity,” he says.

Early on, Mr. Ruth asked the tax practice’s regional leaders to periodically review client assignments to make sure projects were being distributed equitably. He also ordered a review of performance evaluations to make sure women and minorities received sufficient feedback and career advice. He asked the other regional leaders in the tax practice to form employee-diversity councils like the one he had helped run in the southeast. And he is organizing a conference focused on career issues for women.

Mr. Ruth says he has learned from the job, too. Through one-on-one talks with younger accountants, he realized that minorities sometimes lack the alumni network that can help advance careers. “It’s little things like that which I don’t think most partners knew,” he says.

For his part, Mr. Simmons says Mr. Ruth has been “bringing some people into the fold that I probably would have a harder time” reaching.

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White men running diversity programs could be a brilliant idea. But to make it really effective, such a move should include certain requirements.

First, the White man must clearly articulate why diversity is imperative. Any candidate who could not deliver a coherent perspective would immediately be enrolled in mandatory cultural and sensitivity training—and not permitted to return to the work force until he demonstrated enlightenment.

Second, the White man would be charged to show regular and measurable progress. Compensation and continued employment would be tied to the results. In other words, if the White man failed to achieve success, he would be terminated.

Third, the White man would receive official evaluations (at least every six months) by superiors, peers and minority employees. The minority employees would be permitted to submit anonymous criticism in order to encourage openness and honesty sans the threat of retaliation.

Fourth, the appointment would not be a part-time gig. Let’s be honest, the typical White man needs full-time focus on the job.

Finally, the White man would directly report to a minority boss. Sorry, White men can’t be trusted to handle diversity responsibilities without qualified supervision.

Wednesday, May 16, 2007

Essay 3035


From USA Today…

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Student settles discrimination case with Hawaiian school

HONOLULU (AP) — A private school system has reached a settlement with a white student who was denied admission because he isn’t a Native Hawaiian, ending a case pending before the U.S. Supreme Court.

The settlement between the unidentified student and the Kamehameha Schools system ends the four-year-old lawsuit. Terms of the settlement were not disclosed.

The student, who has since gone to college, claimed that the 120-year-old Kamehameha Schools violated civil rights law by excluding applicants who cannot prove Hawaiian ancestry.

The school, which has 6,700 students at schools on three islands, admits qualified Native Hawaiian students, with non-Hawaiians getting in only if openings are available. But only one in eight eligible Hawaiian applicants is admitted, effectively excluding non-Hawaiians.

A sharply divided 9th U.S. Circuit Court of Appeals upheld the admissions policy on an 8-7 vote in 2006.

John Goemans, a lawyer for the student, acknowledged the settlement came late in the process but said his client wanted to resolve the case.

“What counts is the best interest of our client,” Goemans said. “And at this point, our client is satisfied. This does not affect the constitutionality of the program.”

J. Douglas Ing, chairman of Kamehameha Schools Board of Trustees, said dismissal of the case preserves Native Hawaiians’ political status as an indigenous people.

It also recognizes the federal government’s “obligation to the native people of Hawaii and provides judicial support for programs that serve to promote and improve the well-being of the Hawaiian people,” Ing said.

Kamehameha was established under the 1883 will of Hawaiian Princess Bernice Pauahi Bishop as part of a trust reported to be worth $7.7 billion last June 30. The trust reported spending $221 million on education. Part of the schools’ mission is to counteract historical disadvantages Hawaiians face in employment, education and society.

Essay 3034


Daughter of Martin Luther King Jr. Dies

By THE ASSOCIATED PRESS

ATLANTA (AP) -- Yolanda King, the Rev. Martin Luther King Jr.’s eldest child who pursued her father’s dream of racial harmony through drama and motivational speaking, has died. She was 51.

King died late Tuesday in Santa Monica, Calif., said Steve Klein, a spokesman for the King Center. The family did not know the cause of death, but relatives think it might have been a heart problem, he said.

“She was an actress, author, producer, advocate for peace and nonviolence, who was known and loved for her motivational and inspirational contributions to society,” the King family said in a statement.

Born on Nov. 17, 1955, in Montgomery, Ala., Yolanda Denise King was just an infant when her home was bombed amid the turbulent civil rights era.

She became an actress, ran a production company and appeared in numerous films, including “Ghosts of Mississippi,” and as Rosa Parks in the 1978 miniseries “King.”

“Yolanda was lovely. She wore the mantle of princess, and she wore it with dignity and charm,” said the Rev. Joseph Lowery, One of her father’s close aides in the civil rights movement. “She was a warm and gentle person and was thoroughly committed to the movement and found her own means of expressing that commitment through drama.”

The Rev. Al Sharpton said he expressed his condolences to her brother Martin Luther King III on Wednesday. Sharpton said Yolanda King was a “torch bearer for her parents and a committed activist in her own right.”

“Yolanda never wavered from a commitment to nonviolent social change and justice for all,” he said. “She was the first daughter of the civil rights movement and never shamed her parents or her co-activists.”

Yolanda King founded and led Higher Ground Productions, billed as a “gateway for inner peace, unity and global transformation.” On her company’s Web site, she described her mission as encouraging personal growth and positive social change.

She was also an author and a member of the Southern Christian Leadership Conference -- which her father co-founded in 1957 -- and the National Association for the Advancement of Colored People.

The flag at The King Center, where she was a board member, flew at half-staff on Wednesday.

Yolanda King was the most visible and outspoken among the Rev. Martin Luther King Jr.’s four children during this year’s Martin Luther King Day in January, the first since the death of their mother, Coretta Scott King.

At her father’s Ebenezer Baptist Church in Atlanta, she performed a series of solo skits that told stories including a girl’s first ride on a desegregated bus and a college student’s recollection of the 1963 desegregation of Birmingham, Ala.

She also urged the audience to be a force for peace and love, and to use the King holiday each year to ask tough questions about their own beliefs about prejudice.

“We must keep reaching across the table and, in the tradition of Martin Luther King Jr. and Coretta Scott King, feed each other,” she said.

When asked by The Associated Press at that event how she was dealing with the loss of her mother, she responded: “I connected with her spirit so strongly. I am in direct contact with her spirit, and that has given me so much peace and so much strength.”

Survivors include her sister, the Rev. Bernice A. King, and brothers Martin Luther King III and Dexter Scott King.

Funeral arrangements would be announced later, the family said in a brief statement.

Essay 3033

Essay 3032


Unlocking talent. Unleashing success. Unbelievably contrived.

Essay 3031


From The Chicago Tribune…

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Whites not immune to racial hostility
Insults from black students spur lawsuit

By Kathleen Parker

CHARLESTON, S.C. -- In a new twist in American race relations, a federal court has ruled that a white teacher in a predominantly African-American school was subjected to a racially hostile workplace.

The case concerned Elizabeth Kandrac, who was routinely verbally abused by black pupils at Brentwood Middle School in North Charleston.

Their slurs make shock jock Don Imus look like a church deacon.

Nevertheless, despite frequent complaints, school officials did nothing to intervene on Kandrac’s behalf, arguing that the racially charged profanity was simply part of the pupils’ culture. If Kandrac couldn’t handle cursing, school officials told her, she was in the wrong school.

Kandrac finally filed a complaint with the Equal Employment Opportunity Commission and subsequently brought a lawsuit against the Charleston County School District, the school’s principal and an associate superintendent. Last fall, jurors found that the school was a racially hostile environment to teach in and that the school district retaliated against Kandrac for complaining about it.

The defendants sought a new trial, but U.S. District Judge David C. Norton recently affirmed the verdict. However, he did not support the jury’s findings of $307,500 in damages for lost income and emotional distress.

Although Kandrac clearly suffered -- she was suspended from her job shortly after a story about her EEOC complaint appeared in the local newspaper, and her contract was not renewed -- her case didn’t meet evidentiary requirements for damages.

The judge said a new trial would have to determine damages, but the school district and Kandrac settled for $200,000.

While the dollars-and-cents issue may have been of paramount importance to school and district officials -- and would have lent heft to the verdict -- the more compelling issue for pupils, parents and society is the idea that a particular group of people can be allowed to behave in a grossly uncivil and threatening way by virtue of their racial “culture.” The key legal question was whether a school could be held responsible for pupils’ behavior. In this case, the black children of Brentwood had been given a pass for their behavior.

Defense attorney Alice Paylor told jurors that the kids heard this same language at home and there was “no magic pill” to make them behave.

Paylor is probably right about that, though a magic paddle might have worked wonders.

Back in the day, if a pupil had talked the way these did, he or she would have received a well-deserved thwack, been suspended and sent home to face the wrath of a parent. That process likely would have put a swift end to the tribal tyranny now often tolerated in the service of self-esteem.

Let’s be clear: What these children called this teacher is beyond reprehensible and could be only be construed as hostile and threatening.

Here’s a sample: white b----, white m----- f-----, white c---, white a------, white ho.

Other white teachers and pupils corroborated Kandrac’s account, including a male war veteran who testified he would rather return to Vietnam than to Brentwood.

Kandrac’s attorney, Larry Kobrovsky, argued that the repeated use of “white” made these slurs racist in nature. But school officials insisted that because black pupils were equally abusive to other blacks, the language wasn’t inherently racist.

Here’s what we know without question: If white pupils had used similar language toward black pupils and teachers, the case would have been plastered on the front page of the New York Times until heads rolled.

A black Kandrac would have a million-dollar book deal, a movie contract and hundreds of interviews to juggle. Her oppressors and those who passively facilitated her abuse would have been pilloried by the media -- their faces all over the evening news -- while Revs. Al and Jesse organized protests.

But a white Kandrac -- who faced a daily barrage of insults, who had books and desks thrown at her and her bicycle tires punctured -- was treated like an incompetent wimp. She was just a lousy teacher out for money, the defense attorney said.

Though Kandrac lost her job, the real losers are the children deprived of an education by the actions of a tyrannical few. And the worst racists are those teachers and administrators who denied these empowered brats the expectation of civilized behavior.

May the rest of America now be emboldened to act decisively in the interest of students who want to learn.

[Kathleen Parker is a syndicated columnist.]

Tuesday, May 15, 2007

Essay 3030


From AdAge.com…

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Digital Media Needs Older Professionals

Success in Interactive Industry Is Not About Age

By Leslie Laredo

There is a tremendous amount of ageism in our industry. Don’t get me wrong: There are many talented and knowledgeable younger people in our industry, but we need many more people to meet the demand of the interactive-advertising industry, and writing off people older than 40 or 50 is a grave error.

I know a very experienced interactive sales pro who is out of work, and despite dozens of interviews, he believes he isn’t hired because he is over 50. Someone once told him that he would not be able to relate to the young media buyers on whom he’d be calling. I know many others like him, too. But I also have heard many success stories from professionals age 40 and older who have changed their careers, finding new love for their work in interactive media.

My personal and professional experiences make me a credible commentator on ageism in the digital world: I sold local video text ads in 1982, then spent six years selling for Prodigy, then was engaged in a few other online stints before starting Laredo Group 10 years ago. I have a great perspective from the more than 16,000 media professionals whom we have trained.

More important, perhaps, is that I admit to being a member of AARP. I love my job and love the industry and all the great people I am privileged to have met and to have worked with over the past three decades. I really feel much younger than my age, and I am grateful that I have my health and can travel and work as hard as I do.

That said, here’s what I’ve come to believe about older professionals working in digital media:

1. They’re very savvy. Our ages would keep us from being hired as employees by many companies in our industry, but we are more wired than almost any 20-something. In our home, we have a wired and wireless LAN, a Slingbox, SqueezeBox, PlayStation 3 and multiple TiVos. The Slingbox software is on our laptops and Treos; we even have broadband access (Verizon VCast and soon MediaFLO) on our other mobile phones. So, like many others, our age is not indicative of our interactive-advertising IQ.

2. They can help meld assets. Media companies have to do a better job of making their assets seamless and synergistic to their communities without destroying their brands, and it will take experienced (read: older) editorial and publishing people to accomplish this.

3. They’re ready to learn. Interactive professionals are a very privileged subset of the media community. The rest of the media world is far behind us. I am disappointed in how traditional-media companies have not done the most basic things (such as invest in training) to help all of their employees -- regardless of age -- understand the profound and extreme change the media world is undergoing.

4. They excel at client relations. We need to rewrite the rules of buying and measuring media in the world of multitasking, engagement and technology-driven creative. We need more time to discuss and understand what clients need and how to execute against those objectives. And yes, this exchange has to happen without the bad practices on both sides of the table of changing meeting times, keeping people waiting, not returning phone calls. Practices that young people are -- with all due respect, and based on dozens of first-hand experiences -- far more prone to than seasoned professionals.

5. They’re role models. I don’t believe traditional measures that come from a world in which media was created and trafficked within silo organizations can work today. The faster the silos break down on both sides of the equation, the better clients are served. We need updated professional development and college curricula, and we need to reach out to the colleges with this new view of the media profession, so that more young people will want careers in interactive advertising. Then at least the young people that are hired will be better prepared and more likely to become seasoned professionals that much sooner.

6. They’re more than their age. Age is a state of mind, and so is the hiring and training of people -- regardless of age. I have met 75-year-olds who think and act and adapt to new things like 35-year-olds, and I have met 25-year-olds whom I respect because of their knowledge, maturity and perspective. I’ve also met some who, despite their youth, don’t seem to have, or are able to get, even the first clue about what new media is all about.

Essay 3029


From The New York Daily News…

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It’s open season on hip hop’s thug

By Stanley Crouch

I recently participated in a “town meeting” at John Jay College with students, faculty members, media professionals and law enforcement executives inspired by the “60 Minutes” segment “Stop Snitchin.’” That report looked at black community attitudes toward the police, police conduct in the black community and the influence that certain hip-hop artists have on discouraging black people from cooperating with the police.
In the report done by Anderson Cooper, Geoffrey Canada smacked the problem right in the face.

As a Harlem community worker with 20 years of experience dealing with and nurturing young people, Canada said that the message coming out of hip hop was deadly and irresponsible. The lyrics imply that cooperating with the police is being an Uncle Tom. Canada found this reprehensible and said that it amounted to saying to criminals that the community was theirs to have.

Prof. Douglas Thompkins began the discussion by pointing out that, no matter what the history of police community relations had been, he saw that the black community needed to change its attitudes because losing the rule of law means that black people live in subhuman conditions in their own communities and those inhuman conditions were created by violent criminals.

There were many of the usual explanations for crime, such as slavery, poverty and police harassment that came from the audience of students and from some John Jay professors, but the panelists — with one exception — did not give in to the regular line of excuses. Almost everyone rejected the idea that black or Latino criminals were helpless victims buffeted around by external influences. They made choices; they had to be accountable.

Thompkins has credibility. He served 18 years in prison and was the leader of a Chicago street gang. He understands that police overreaction or excessive force is something that must be factored in and protested against. Thompkins said that when refusing to cooperate with police became synonymous with minority identity, that attitude brought a kind of hell to the black and Latino lower-class communities. In summarizing, John Jay Prof. David Kennedy felt that we are on the verge of a new kind of civil rights movement in which the people oppressed by crime move to liberate themselves by reprimanding the police whenever they resort to excessive force.

But that is only one part; the other is that they make it clear to criminals that they are not going to be protected by the community which they are busy destroying at every opportunity. While the worst of hip hop is not entirely responsible for negative attitudes toward cooperating with the police, it has become a part of the problem.

Kennedy saw that discussion as the beginning of the new era in which everyone has to take responsibility for the degree of crime that takes place in lower-class communities and move to make whatever changes are possible. Those possibilities are numerous and I think we will begin to see them take place sooner rather than later.

Essay 3028


A McMultiCultClassics Monologue…

• Mickey D’s is launching a campaign to encourage folks to consider a career with the fast feeder. The QSR industry has a high employee-turnover rate of about 130 percent. A McDonald’s officer said, “We think working at McDonald’s is a tremendous opportunity, that this is a great place to work. You can start as a crew person like I did.” “The world identifies who we are, and many times they don’t do it correctly,” said another McLifer. “This is our attempt to let people know the opportunities that are here.” Gee, maybe they should hire McRecruiters to scout the top business schools.

• The Justice Department announced youth gangs are contributing to a nationwide increase in crime, and unveiled plans to spend nearly $50 million to fight gangs and guns. Maybe they could hook up with Mickey D’s to offer McCareer alternatives to crime.

Essay 3027

Essay 3026


Merrill Lynch literally toots its own horn on diversity.

Essay 3025


From The Chicago Sun-Times…

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It’s all there in black and white
TV/FILM WRITERS | WGA survey says white males still rule Hollywood

BY GARY GENTILE

LOS ANGELES -- Despite gains by women and minorities in recent years, most people who write TV shows and movies are still white males, according to a study released last week by the Writers Guild of America.

Writers between the ages of 41 and 50 are the highest paid, although writers under 40 are being hired at a much faster rate, according to the study commissioned by the WGA, west.

Women TV writers have virtually eliminated the gap in median earnings with their male counterparts. That gap stood at nearly $10,000 in 2004 but narrowed to about $300 in 2005, the last full year for which data was available.

In films, however, the gap has doubled.

The study showed that women earned $40,000 less than males in 2005, up from $20,000 in 2004. Women writers’ share of overall industry employment remained flat at 25 percent in 2005.

The data for the “Whose Stories Are We Telling?” study came from employment files, including reports of earnings, maintained by the WGA to determine member dues. The data was analyzed by the Ralph J. Bunche Center for African American Studies at the University of California, Los Angeles.

There are some gaps in the data.

TV salaries, for instance, only include the first $5,000 per week, thus excluding higher-paid staff. The information also includes only WGA members, thus excluding people who work on reality TV shows, animated shows on cable TV, comedy-variety shows and much of feature film animation.

The study showed that in 2005, the minority share of TV employment was 9 percent, a one percent drop from 2004. The guild said it feared the gap could widen with last year’s merger of the WB and UPN networks, which resulted in the cancellation of a number of shows featuring blacks and Hispanics.

In film, the overall share for minority writers remained unchanged at 6 percent, where it has been since 1999.

The pay gap for minority TV writers increased by $6,000 between 2004 and 2005 to $19,849. In film, it increased by $2,000 to $10,871. In 2003, minority writers actually earned more than their white counterparts, the guild said.

The outlook for older writers is more complicated.

Writers born after 1962 became the majority of all TV writers in 2005, the study showed. At the same time, writers between the ages of 41 and 50 were the highest paid TV writers.

Older writers are the highest paid in the film industry, although 55 percent of film writers in 2005 were between the ages of 31 and 40.

The WGA said it released its study in hopes of influencing employers as they ready their fall TV schedules.

Monday, May 14, 2007

Essay 3024


Here’s a belated Mother’s Day review.

KFC presents 0 Grams Trans Fat as if the Colonel’s created a new consumer benefit—versus the reality that the change is an almost moral/ethical obligation, as well as a legal mandate in certain areas.