Meet Danielle Olson: A ‘Gique’ Advancing the Case for STEAM Education

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Danielle Olson

What is a “Gique”? It’s a cross between “geek” and “chic,” a maker and creative problem-solver whose interdisciplinary interests turn STEM into STEAM. Meet Danielle Olson, researcher and PhD student at MIT and proud founder of Gique, a nonprofit that provides transformational, culturally situated STEAM learning for underserved youth.

Olson says being a Gique is about using your passion to embrace change and create your dream job. Olson offered STEMconnector her insights and experience as an engineer, a dancer, a dreamer, and pioneer in STEAM education, as well as research on how the arts are leveling the educational playing field in STEM.

Interview below courtesy of Stemconnector

STEMconnector: How does using the arts impact the STEM talent gap?

Danielle Olson: Fortunately, a new and exciting field of education is emerging where curricula are designed to expose youth to the applications of science, technology, engineering, art and design, and mathematics (STEAM) in the real world. STEAM, rather than just STEM, education focuses on student cultivation of the critical, creative, and participatory dispositions key to empowered, authentic engagement in both science and art, along with preparing students to think of ways that they can contribute to society as individuals.

The arts have been treated as a “cherry on top” in recent years. But research demonstrates that an arts education offers critical development opportunities for children, which include cognitive and social growth, long-term memory improvement, stress reduction, and promotion of creativity. In fact, research findings show that if arts were included in science classes, STEM would be more appealing to students, and exposure to experts in these fields could affect career decisions. Gique believes that STEAM education affords students opportunities to envision themselves pursuing their “dream careers,” which they may invent for themselves.

There are three categories that aid in representing various perspectives of art integration: (1) learning “through” and “with” the arts, (2) making connections across knowledge domains, and (3) collaborative engagement across disciplines.

Gique piloted a 9-month-long, out-of-school STEAM Program with students at the Boys & Girls Clubs of Dorchester, an inner-city in Boston, Massachusetts, in the areas of science, the arts, and entrepreneurship by putting the theoretical framework, which underpins the necessity for STEAM education, into action.

SC: What kinds of lessons do you offer students?

DO: Gique designs and provides free, hands-on educational programs and mentorship to talented youth from diverse circumstances in the Boston area and in California. We create a safe, positive learning community for our students and cultivate their curiosity and self-esteem through two arms of programming:

  • Gique’s Science Can DANCE! Community Programs—provides youth with a way to explore STEAM through creative movement and dance choreography. By taking an integrated approach to breaking down technical concepts, we provide a unique mentorship opportunity for students interested in both arts and science topics.
  • Gique’s Out-of-School Time (OST) STEAM Program—a 9-month-long, weekly after-school program for middle school students to explore their personal interests in STEAM. This program enables students to receive long-term mentorship from innovators from around the world and participate in hands-on workshops and field trips. By the end of the semester, students gain a better understanding of how they can take an idea from concept to reality through innovation with art + design, science, and technology.

In addition to these two programs, Gique has provided a wide variety of educational opportunities to people of all ages in the Boston area for the past four years. We have collaborated with numerous organizations to provide educational programming, including MIT Museum, Harvard Museum of Science & Culture, Artisan’s Asylum, and General Assembly Boston.

SC: How can corporations that support a vibrant STEM workforce get involved in advancing STEAM education?

DO: First, corporations should stand with teachers and parents to fight back against policies that discourage interdisciplinary education. This may include, but is not limited to, policies that result in art, drama, history, and science class time reduction and policies, which discourage teachers from being innovative due to too much focus on standardized testing.

Second, people in power must use their influence to help give underrepresented groups more access to resources that can level the playing field in education. I had access to programs like FIRST Robotics Competition and MIT’s Minority Introduction to Engineering and Science Program, which changed my life, thanks to the generosity of donors investing directly in people of color by sponsoring these programs. However, I wouldn’t have been able to participate in these programs if I had to pay for them. That’s why Gique leverages the support of its sponsors to deliver life-changing experiences to students that help them pursue career dreams that they may have deemed impossible.

SC: How is Gique measuring its impact?

DO: We have a structured process in place to design, administer, and analyze quantitative and qualitative measurements, including pre- and post- assessments, audio/video interviews, and external feedback (from program staff/volunteers and parents/guardians).

Specifically, for Gique’s OST STEAM Program, a schema was developed to identify, both broadly and specifically, what students learned and in what context it applies to their lives. Prior to each term, the program leadership developed several goals for student impact, with measurable indicators to assess each goal. Assessment questions were adapted from the Museum of Science Boston’s Engineering is Elementary program assessment model. At the end of the semester, students completed the same assessment for the program leadership to understand what deltas occurred and what the development areas were for program improvement.

While the quantitative data collected often helped to inform strategic decisions and content choices, the qualitative data showed how the program impacted students, parents, volunteers and teachers. Gique wholeheartedly believes that learning experiences should be fun, so asking these qualitative questions were critical to the development and success of the pilot OST STEAM program.

Gaining parent/guardian feedback served to be an excellent indicator of how excited students were about the program.

Visit Gique’s community of leaders and makers at gique.me

Source: stemconnector.com

Saundra B. Curry Honored As 2023 Women Of Influence Winner By Nashville Business Journal
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Saundra B. Curry headshot

Saundra B. Curry, co-founder and chief operating officer, BC Holdings of Tennessee, LLC, was recently honored as one of the Nashville Business Journal’s 2023 Women of Influence in the Entrepreneur of the Year category. The annual Women of Influence awards luncheon was held on April 25th at Nissan Stadium for a sold out crowd of nearly 400 attendees.

Curry was selected for this honor due to her commitment to financial education and creating the company’s innovative online platform, Destination: Financial Wellness (DFW). She has a proven track record impacting thousands of employees in federal government, higher education and corporations to improve their financial wellbeing and to build wealth. Curry also served in numerous leadership roles on nonprofit boards and committees throughout the years including Yancey Thigpen Foundation, Eddie George Visions with Infinite Possibilities Foundation, Chris Sanders Foundation, Sister for Sister Foundation, Oasis Center, Jump$tart Financial Literacy Coalition, Nashville Business Incubation Center, Tri-State Minority Supplier Development Council and National Coalition of 100 Black Women among others.

Prior to founding BC Holdings of Tennessee, Curry spent two decades in the financial services industry to include serving as a licensed investment advisor. Her efforts led to being appointed the relationship manager for the Tennessee Titans and Nashville Predators where she developed financial wellness and awareness programs for individuals and business clients. Curry earned a Bachelor of Science degree in Marketing from the University of Tennessee at Chattanooga and an Executive MBA from Vanderbilt University, Owen Graduate School of Management.

“I’m honored and humbled to be selected as a Woman of Influence,” says Saundra B. Curry, co-founder, BC Holdings of Tennessee. “Our mission is to improve the financial wellbeing of others through education and empowerment to build intergenerational wealth. As one of the first African American investment advisors in Nashville, I do not accept this award alone. I honor the blood, sweat and tears of my female ancestors. Without them, there would be no me.”

“We’re incredibly proud of Saundra and her commitment to improving the lives of others through financial education,” says Sidney T. Curry, co-founder and CEO, BC Holdings of Tennessee. “Her daily essence catapults each of us to the highest professional achievement. Her leadership, vision and community involvement raise the bar in financial wellness. We congratulate Saundra on this well-deserved recognition.”

To learn about DFW and BC Holdings of Tennessee’s online workforce training, contact Apryll Adams at aadams@bcholdingsllc.com or 615-826-7861. Read more about Saundra here.

About BC Holdings of Tennessee, LLC

Founded in 2001, BC Holdings of Tennessee, LLC is a nationally certified MBE, SDVOSB and 8(a) firm providing full service financial educational and wellness for workforce training and development. The company educates and empowers employees to create pathways towards self-sufficiency and financial independence. Their proprietary online platform, Destination: Financial Wellness, earned national accreditation by the International Accreditors for Continuing Education and Training. BC Holdings has partnered with more than 125 clients across federal government, higher education and corporations. Learn more at https://www.bcholdingsllc.com/.

300+ Major U.S. Companies Voice Opposition to Anti-Equality Legislation
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skyscraper lit up at night in LGBT colors

Recently, the Human Rights Campaign (HRC), the nation’s largest lesbian, gay, bisexual, transgender and queer (LGBTQ+) civil rights organization, announced that more than 300 major U.S. companies have spoken out against attacks on the LGBTQ+ community by signing on to HRC’s business statement on anti-LGBTQ+ legislation.

The list of signatories, which has grown by 50% since the beginning of 2022, presents a unified message that anti-equality legislation is also anti-business, underscoring that assaults on LGBTQ+ rights contradict U.S. public opinion and decades of progress in the workforce.

The business letter was launched in 2020. But now, just three months into the year, 2023 is already on track to be a record-setting year of anti-LGBTQ+ attacks at the hands of state legislators throughout the country, with most of them targeting transgender people, particularly transgender youth. So far in 2023, HRC is tracking more than 460 anti-LGBTQ+ bills that have been introduced in statehouses across the country. More than 190 of those bills would specifically restrict the rights of transgender people, the highest number of bills targeting transgender people in a single year to date.

“The LGBTQ+ community is in a state of emergency, and silence is no longer an option. We’re grateful that more than 300 companies are standing up for their LGBTQ+ employees and customers against a backdrop of extremist attacks and disinformation. Together, these businesses are sending a message that being anti-LGBTQ+ is bad for business, and that they do not want their employees or customers to have to choose between living and working in a state where they can provide for their families or a state where they, or their LGBTQ+ children, can live without fear.

We encourage companies to continue working with leaders in their communities to stop anti-LGBTQ+ discrimination, which does nothing but discourage a strong business climate.”  – Kelley Robinson, Human Rights Campaign President

Business leaders consistently report that they have difficulty with recruitment, retention, and tourism in states that debate or pass legislation that excludes LGBTQ+ people from full participation in daily life. These policy fights negatively impact businesses operationally and financially, and needlessly put the safety and wellbeing of their team members and their families at risk.

So far in 2023, HRC is tracking more than 460 anti-LGBTQ+ bills that have been introduced in statehouses across the country. More than 190 of those bills would specifically restrict the rights of transgender people, the highest number of bills targeting transgender people in a single year to date.

This year, HRC is tracking:

  • More than 110 bills that would prevent trans youth from being able to access age-appropriate, medically-necessary, best-practice health care; this year, nine have already become law in Arkansas, Tennessee, Mississippi, South Dakota, Utah, Iowa, Georgia, Kentucky and now West Virginia.
  • More than 25 bathroom ban bills filed,
  • More than 110 curriculum censorship bills and 40 anti-drag performance bills.<>

Continue on to read the Business Statement posted on HRC.org.

The Stevie® Awards for Women in Business Presents the 6th Annual Women | Future Conference
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Hundreds of women professionals will gather virtually at the sixth annual Women|Future Conference from August 1-2, 2023.

The Women|Future Conference is a professional development, learning, and networking event that brings together a community of small business owners, executives, entrepreneurs, and women who are interested in starting a business. Attending the conference is free, but attendees must register in advance to access the virtual platform and sessions.

Women from cities across the United States, Canada, Australia, Asia, and Europe attend the conference year after year to be inspired, build resilience, and share insights into changes that impact their industries, their careers, and their lives.

The 2023 conference agenda features two days of panels, workshops, and breakout sessions hosted by over 30 world-class speakers including CEOs, founders, entrepreneurs, thought leaders, and small business consultants from The Audacious Agency, MENTOR New York, Jennings Social Media & MarTech, and others. The agenda also boasts a handful of speakers from global organizations; Microsoft’s Corporate Vice President – Global Industry Marketing; SAP’s Chief Marketing & Solutions Officer; and the Founder and CEO of Fempire, the #1 global coaching brand for women business owners.

The Women|Future Conference sessions will be interactive, designed for attendees and speakers to share what’s working in their organizations, troubleshoot the challenges they collectively face, and make meaningful connections. Session topics include:

  • Entrepreneurship: Tips for new business owners to transition smoothly from employee to entrepreneur
  • Lessons in Branding: Marketing tools and techniques to create a strong brand, and how to remain consistent as the brand grows and trends change
  • Business Awards: How to write winning business award nominations and leverage those wins to build credibility and boost business reputation
  • Storytelling: Mastering the art of authentic business storytelling to create brand awareness and connect with a target audience
  • Small Business Funding: Insights on how to navigate the investment landscape for women and identify the right investors and business opportunities
  • Networking: Insights on how to build social capital and find a trustworthy network of mentors that lead to career success
  • Workplace Inclusivity: Candid conversations about the real challenges and strategies used by women to foster more inclusive work cultures, and issues affecting women’s inclusivity in the workplace

The Women|Future Conference Events Manager, Lindsey Brill, remarked on the evolution of the conference since the first event in 2018:

“Six years ago, the Women|Future Conference was created to complement the highly successful Stevie® Awards for Women in Business competition to give high-achieving, career-driven women a place to share ideas and network. The first two conferences before the pandemic were in-person.

We have since remained a virtual conference, as our attendees and speakers appreciate the flexibility of a virtual environment, the ability to tune in from anywhere in the world, and the on-demand features once the event is over.”

Below is a partial list of the 2023 Women|Future Conference sessions:

  • From Wages to Wealth: Making the Shift from Employee to Entrepreneur
  • Should I Enter the Stevie Awards? Learn How Leaders Leverage Awards to Boost their Business and build Credibility
  • Taking the Leap: How to Transfer Your Skills from One Role to the Next
  • Funding Female Futures: Navigating the Investment Landscape and Bootstrapping Success
  • Unveiling the Unspoken: Candid Conversation on Workplace Inclusivity Issues for Women in Business
  • From Idea to Empire – Lessons in Branding
  • The Must-Have Money-Marketing Marketing Tool…That Few Businesses Have but that Every Single One of Them Needs

To learn more about the Women|Future Conference speakers and view the full agenda, visit www.womenfutureconference.com.

Free Registration

In order to attend the conference and access the virtual event platform, all attendees must register in advance on the registration page.

For partnership, press, and media inquiries, contact Nina@stevieawards.com.

What Not to Do in an Interview
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By Neal Morrison, City Career Fair

This is one of the most asked questions by candidates during my years of producing the Annual Diversity Employment Day Career Fairs and Roundtables across the U.S. Few candidates have any idea of the potential field of land mines that await them in an interview.

So we surveyed for their input over 500 recruiters and staffing managers who are on the front lines of recruiting for major corporations, government agencies and non-profits.

Here are their top 10 should NOT’s for an interview.
 
 

  1. Be Late – Noted by 100% of the Recruiters

“Next!” that’s what you might hear when you finally turn up—late. If an unavoidable delay occurs, immediately let the employer know before your scheduled interview time.  This shows consideration and a level of professionalism.

  1. Lack Adequate Preparation – Noted by 98% of the Recruiters

Not knowing what the company does or details about the position you’re applying for indicates to the Recruiter that you’re unprepared and may not be the right person for the position. Asking relevant questions that allow you to engage with the recruiter indicates just the opposite.

  1. Inappropriate Attire – Noted by 93% of the Recruiters

If you don’t know the appropriate attire, just call and ask the company’s HR. Business suits are always your best bet.

  1. Complain About Your Current or Past Employer – Noted by 92% of the Recruiters

Don’t do it. You’ll be perceived as a complainer and possibly, someone who holds a grudge.

  1. Become Too Personal or Familiar – Noted by 90% of the Recruiters

Flirting is unacceptable and should be avoided. Telling personal stories and sharing intimate details during your interview is taboo and could put-off the interviewer.

  1. Lack Attentiveness and Expressed Interest – Noted by 88% of the Recruiters

Yawning, slouching, fidgeting, and clock watching send negative non-verbal cues to an experienced recruiter.

  1. Cursing or Use of Excessive Slang – Noted by 99% of the Recruiters

Not acceptable in the work place and will certainly eliminate you as a possible contender for the position. It could also draw question upon your emotional and psychological suitability for the position.

  1. Fail to Smile Appropriately and Make Eye Contact – Noted by 83% of the Recruiters

Appropriate and regular smiles along with eye contact provide the first line of successful engagement with the interviewer.

  1. Talk or Texting on Your Phone – Noted by 84% of the Recruiters

Talking and texting during an interview is disrespectful and will certainly eliminate you from further consideration.

  1. Forget to Ask the Interviewer Their First Impression of Your Qualifications – Noted by 75% of the Recruiters

Remember a golden and rare opportunity exists to gain valuable feedback from an experienced observer—the interviewer. Most are willing to share their observations and assessment of your qualifications and prospectus for getting the position, if asked.

Regardless of how you’ve done on interviews in the past, these insights when applied should build your confidence and thereby increase your success.

Neal Morrison is Diversity Outreach Director at City Career Fair (www.citycareerfair.com).

NMSDC: The Certification Every Minority-Owned Business Enterprise Needs
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LinkedIn
two women business owners

According to national surveys, basic financial literacy in the United States is generally low, and federal surveys reveal gaps among racial groups and ethnicities. Financial literacy and access to capital don’t impact all businesses equally. Unsurprisingly, there are significant disparities across racial and socioeconomic segments. According to the U.S. Small Business Administration less than 10% of all federal contracts went to minority-owned businesses in fiscal year 2020.

If your company wants to connect with America’s top publicly-owned, privately-owned, foreign-owned corporations, and other large purchasing organizations, National Minority Supplier Development Council (NMSDC)’s certification can be a real asset. The organization has an impressive list of corporate members that includes IBM, Microsoft, and Google. The council helps these companies connect with the more than 15,000 minority-owned suppliers in its database. Seventeen states and 25 cities also accept NMSDC certification for programs designed to help minorities win public-sector contracts.

Who is eligible: For-profit enterprises of any size that are in the United States and are owned, operated, and controlled by minority group members who are U.S. citizens.  For the purposes of NMSDC’s program, a minority group member is an individual who is a U.S. citizen with at least 25% Asian-Indian, Asian-Pacific, Black, Hispanic, or Native American heritage. Documentation to support the claim is required. Additionally, at least 51% of the business or the company’s stock must be owned by such individuals, and the management and operations must also be controlled by such individuals.

How to apply: Start by contacting one of the NMSDC’s regional councils close to your business. Your council will provide you with a standardized application and request documents to support your minority status claim through a combination of government documentation. You will also need to sign an affidavit or declaration, provide current financial statements, submit tax returns, a bank signature card and more. Unlike most minority-owned certification programs, the organization will make a virtual office visit to your company to verify the information on your application.

The process of obtaining, coordinating, and submitting all the requirements can be time-consuming, however, the good news is that once you have completed the work for your initial certification, the subsequent renewals are typically much more streamlined.

Business Benefits of Certification

Access to capital and capacity building: Certification is a door opener and potentially give minority business enterprises (MBEs) an edge over non-certified MBEs with whom you are competing for contracts. The great news is that the largest U.S. corporations purchase more than $100 billion in products, services and solutions supplied by MBEs. NMSDC facilitates business connections between corporate members and MBEs through Check—Mate®, which sets the foundation for future partnering and business opportunities. Furthermore, NMSDC has created capital access opportunities for MBEs throughout the life cycle of its partnership with the Business Consortium Fund, the Growth Initiative Program, Corporate Plus® Membership Program, and Capital Managers’ Program.

Unique networking opportunities: Networking is key to the success of any minority business enterprise. By getting NMSDC certification, you’ll join a network of powerful, influential leaders who are eager to share their wisdom and expertise. MBEs have exposure to over 15,000 other MBEs, through the MBE2MBE Search Tool, to engage in business opportunities and the ability to form partnering relationships, strategic alliances or joint ventures for success. Most importantly, NMSDC holds the largest U.S. conference focused on minority business development, where MBEs connect with hundreds of prospective buyers, government agencies, and procurement professionals.

Stand out from competitors: MBEs have to deal with a lot of competition, and it can be tough to cut through the clutter and noise. A minority owned business certification provides unique opportunities as many corporations seek out diverse-owned businesses to spend their money. Once you are certified, spread the word on all your marketing vehicles, including your website, brochures, email newsletters, social media channels and anywhere else you can. NMSDC certification helps communicate your minority business status, not only to prospective clients but also to vendors and the broader business community. It communicates that diversity is a core value of your enterprise, making you a more attractive business partner through values alignment.

If you’re a minority business owner, don’t wait longer and pursue the certification that will unlock new opportunities to grow and scale your business. For more information, visit https://nmsdc.org.

Resume Do’s and Don’ts
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By Rhonisha Ridgeway, Yahoo!Life.

While job hunting, be aware that employers come across thousands of resumes. According to Indeed, “On average, employers look at resumes for six to seven seconds. However, the amount of time that an employer spends looking at a resume varies from company to company.”

A well-written resume can significantly affect your chances of landing a job.

Conversely, you could miss out on an opportunity if your resume is filled with errors at first glance. We compiled a list of things to avoid and essential resume characteristics you’ll want to include when submitting for your next opportunity.

Do’s

  • Do ensure that your resume contains essential information. Include contact information, a summary statement, work experience, skills, education, and references according to worldwide standards. Resumes should be one page with brief and to-the-point information. A LinkedIn profile or any other professional platform is also necessary for your contact information. The summary statement on your resume should also complement your cover letter. A summary of your skills will increase your chances of being noticed by employers.
  • Do adapt your resume to each job application. Your resume should list the skills, accomplishments, and qualifications most relevant to the job. Often, companies examine resumes with software designed to look for keywords from the job posting that is relevant to your resume.
  • Do emphasize past accomplishments. Do more than copy and paste job descriptions when adding your work experience. Instead, take advantage of this opportunity to discuss your core responsibilities and accomplishments in that position.
  • Do include a summary statement. The summary statement should appear at the top of your resume and highlight your relevant qualifications and skills. It should be concise and contain no personally identifiable information.
  • Do add awards and special recognitions. If you have received any awards, be sure to include them. In addition, describe any volunteer service, workshops you’ve attended, certificates earned, or if you’re a part of any organizations. By listing these items, you will demonstrate your commitment to a cause while also giving them a glimpse of your values.

Don’ts

  • Don’t make your resume layout complex. At first glance, your resume should stand out. Make the page look manageable; bullets are always helpful when formatting outlines. Most companies use applicant tracking systems that only read words, so avoid designing with columns, boxes and tables, graphics, and icons.
  • You don’t need to give a reason for leaving your job. You should focus on your work while at your previous employers and not on why you left. But be sure to mention anything relevant and necessary for the position you are applying for.
  • Don’t include unrelated activities or topics. If you mention organizations or clubs you may belong to, be concise about whether your employer should know about them. When considering whether or not to include an organization or club on your resume, ensure that it relates to an important skill or responsibility in the job description.
  • Don’t forget to let your references know they can expect a call. Let your references know you will be in touch with them during this process before beginning the job search. It’s helpful to email your resume to your references. It also helps them gain a better understanding of your work experience and what you’ve been up to since then.
  • Don’t forget to proofread your resume. Check your writing several times to ensure there are no spelling or grammatical errors. Even if your resume looks great and you check every box for the job, spelling, and grammatical errors can make a huge difference.

    • You will surely gain an employer’s attention by following these dos and don’ts. Be concise, proofread everything, and avoid complex layouts.

    Continue here to read more from Yahoo!Life.

    Elena Reygadas, named world’s best female chef, cooks in rhythm with nature
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    By Albinson Linares and Valeria León, Noticias Telemundo

    Elena Reygadas’ days start early, which explains why she laughs remembering that everything was “dark” when she found out she’d been named best female chef in the world in the The World’s 50 Best Restaurants 2023 awards.

    “I did not expect it and it has been a very nice surprise; it is very exciting to obtain recognition like this. I want to share it with my entire team; there are many of us in the kitchen and it is always a collective act,” Reygadas, 46, said in an interview with Noticias Telemundo at Rosetta, her first and signature restaurant, which she opened in 2010 in an old mansion in the Roma neighborhood of Mexico City.

    Over a decade later, the world-renowned restaurant is where Reygadas has dedicated herself to reconfiguring the vast culinary wealth of her country, menu by menu.

    “The menu is based on the timeline and the ingredients that nature gives us. Right now, for example, we have a dish with Manila mango that only lasts a little while. We are also using a lot of muscatel plum, which is a moment and when it’s over, it’s over,” said Reygadas, who was named Latin America’s best female chef in the 2014 awards. “It makes us sad because we became very attached to the ingredients, but that also allows us to continue our creativity and move into a new moment.”

    On Wednesday morning, before Rosetta opened to the public, the aromas of Mexican herbs and vegetables such as hoja santa, romeritos and avocados mingled with powerful hints of spices and, of course, chiles, which are at the heart of many of Reygadas’ signature dishes.

    hearty bowl of Tomatillo soup
    A dish at Rosetta has green tomatoes, eggplant, molasses and Ocosingo cheese.

    When asked the secret of Rosetta’s success, she credits that emphasis on “biodiversity.”

    “It’s a factor that also has its challenges, because sometimes people who visit us are already in love with a dish but, when they arrive, it is gone and they don’t like that,” Reygadas said. “So changing the menu to respect nature’s times is also a challenge at the diners’ level.”

    Vegetables play a leading role in many of Reygadas’ signature dishes, such as beetroot tartare al pastor, smoked cheese tortelloni with hoja santa — a Mexican herb — and the famous kale with pistachio pipián, or mole sauce, and romeritos (wild herbs) tacos.

    “I am convinced that the vegetable side of the kitchen and the ingredients of Mexico are wonderful; they are exceptional flavors and there are many to explore. That is why we are increasingly focusing more on the vegetable,” she said.

    Read the complete article originally posted on Telemundo here.

    Beyoncé to donate $2 million to students and small business owners during Renaissance tour
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    Beyonce 2023 grammys acceptance speech

    By Randi Richardson, today.com

    Beyoncé’s Renaissance World Tour is doubling as a philanthropic tour. Her charity foundation, BeyGood, announced on April 20 that it is donating $2 million to entrepreneurs and students while the most-Grammy-winning artist tours the country for her latest album “Renaissance.”

    Half of the donation will go to entrepreneurs. The day before Beyoncé’s scheduled concert in a city, BeyGOOD will host luncheons for entrepreneurs who have the chance to win a grant from the 100 allocated for each networking event. BeyGOOD plans to support a thousand small businesses with a total donation of $1 million.

    The foundation said it is prioritizing organizations that support or serve marginalized and under-resourced communities. Applications to apply for a spot are now open.

    The other half of the funds will establish the Renaissance Scholarship Fund. BeyGood will give $1 million to colleges and universities in 10 cities across the country with each institution receiving $100,000. The institution will then select student recipients.

    “We are keenly aware of the barriers to access, opportunity, and resources that disproportionately impact BIPOC communities,” McGregor said. “Our work is rooted in the belief that education, pathways for employment and support of entrepreneurship are vehicles that help drive sustainable outcomes.”

    Beyoncé founded BeyGood in 2013 during her Mrs. Carter Show World Tour. Since then, the charitable initiative has donated to educational efforts, disaster relief, food, water and housing security, mental health resources and career development in the US and abroad.

    “I am hugely proud of the work we have done over a decade at BeyGOOD, here in the US and around the world,” Beyoncé said in a statemetn. “From scholarships to the water crisis in Burundi, to helping families during Hurricane Harvey in my hometown, Houston, it has been beyond fulfilling to be of service.

    “Now, as a foundation, we will continue the work of engaging partners through innovative programs to impact even more people,” she continued.

    The Hottest Remote Jobs of 2023
    Careers
    LinkedIn
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    Especially after the events of the COVID-19 pandemic, remote work is flourishing now more than ever. Whether you need to work from home for accessibility and comfort’s sake or you simply prefer to stay at home as opposed to going to an office, here are the top remote job opportunities you should consider:

    Copywriter

    If you have a knack for writing and marketing, then a career in copywriting may be for you. As a copywriter, you would be responsible for preparing advertisements to promote the sales of goods and services. Copywriters may work through agencies, in-house for a specific company, or through freelancing. They often work directly with a brand or company to develop company slogans, print advertisements, mailing services, social media posts, marketing communications, billboards, jingles and more.

    • Average Salary: $60,748
    • Education: Bachelor’s degree in writing, communication, marketing or a similar degree is recommended but not required. Most training can be done on the job and through experience.
    • Skillset: Writing, editing, organization, research, effective communication
    • Highest Paid Specialties: User Experience (UX) Copywriter, Travel Copywriter, Senior Pharmaceutical Copywriter, Fintech Copywriter

    Social Media Managers

    For those who have a knack for social media, you could be the perfect candidate for managing a business’s online presence. Social media managers are in charge of running their employers’ social media accounts and increasing their brand reputation. They create and post content, interact with the public as a brand representative, and ensure media posts are being discovered and interacted with.

    • Average Salary: $54,360
    • Education: Bachelor’s degree in public relations, communications, marketing or business is recommended.
    • Skillset: Knowledge of social media platforms, marketing, technology, public relations, creativity, communication
    • Highest Paid Specialties: Social Media Sr. Strategy Manager, Director of Social Media Strategy, Senior Social Media Analyst

    Business Development Managers

    Do you want to help a business to reach its full potential? Business development managers are in charge of enhancing a business’s success through client recruitment and relations. They are responsible for creating a business plan that a company can use to enhance its recruitment and retention methods and work in just about any industry.

    • Average Salary: $70,503
    • Education: Bachelor’s in business, communications or social sciences is recommended but not required. Master’s degrees may be preferable for higher-level positions.
    • Skillset: Business, customer relations, leadership, organization, collaboration
    • Highest Paid Specialties: VP/SVP of Sales and Business Development, International Business Development Manager, Technical Development Manager

    Front End Developer

    As a front-end developer, you would not only be a part of one of the fastest in-demand fields in the job circuit but in a position that is famous for its remote capabilities. As a front-end developer, you would be responsible for web development’s technical features and visual aspects. Front-end developers work to develop a website’s layout and graphics, convert files into HTML and JavaScript programs, and create website applications. Most of their work can be done remotely and in various fields.

    • Average Salary: $97,148
    • Education: Training in HTML and computer programming. A bachelor’s degree in programming or computer science can be preferable but is not required.
    • Skillset: Programming, multimedia tool knowledge, creativity, detail-oriented, communication
    • Highest Paid Specialties: Front End Architect, Front End Engineer

    Curriculum Designer

    Teaching the next generation is critical, and curriculum designers can ensure they receive a well-rounded education. Also known as instructional designers, curriculum designers are responsible for creating educational materials teachers and institutions use to teach students. They create the material and ensure it is implemented effectively, edited when necessary, and fulfills educational standards. They also write syllabi and create online learning course content.

    • Average Salary: $66,800
    • Education: Master’s degree in education or curriculum and instruction. Licensing may also be required depending on the workplace.
    • Skillset: Writing, educational background, communication, analytics, interpersonal skills
    • Highest Paid Specialties: Instructional Designer, Senior Service Designer, E&I Designer

    Sources: Flexjobs, ZipRecruiter, U.S. Bureau of Labor Statistics, Wikipedia

    5 Things To Remember About Being an Effective Leader
    CareersFinanceInclusion
    LinkedIn
    Belva Anakwenze wearing bright orange jacket sitting in large chair smiling

    By Belva Anakwenze

    Given the current state of life as we know it, finances are top of mind for everyone right now. The accounting industry, known for its quick burnout, is included in that conversation. My career started in corporate America, working long days and nights, to ensure the company’s months would fiscally close on time. In addition to the long hours as month-end neared, I felt like a cog in a wheel and undervalued.

    Before I decided to leave the corporate machine, I saw numerous peers promoted into leadership roles for reasons like length of service or technical skill. Obviously, technical skills are necessary in a role of leadership, but just as important is emotional intelligence. Very young in my career, it seemed insulting to report to individuals without the interpersonal soft skills to actually lead, inspire and guide human capital in an organization.

    As I began to envision my next chapter beyond the corporate machine, I vowed to honor that I was more than my work product or career choice. I approach everything in my personal and professional life by looking at the whole person. I support small businesses to lend to the growth of local entrepreneurs and communities. When I was looking at schools for my children, I wanted an environment that nurtured them socially and emotionally. I have carried this with me throughout my entrepreneurial career.

    My greatest test as a leader came in my years as an income tax franchisee. My partners and I operated five locations and dealt with a myriad of obstacles. Some of our challenges were high employee attrition due to seasonal employment, specialized skill set and more. In addition to the core staff, we also hired an array of positions that all needed to be filled at the same time; store managers, experienced tax preparers, outdoor sign wavers who danced and brought visibility to our stores.

    We struggled as business owners and leaders until we began to understand that our staff, regardless of role, were not a monolith. We began to lean into the interpersonal side of our staff members. We got to know our employees as the humans they were outside of work. We took the time to understand the personal needs of our high-performing employees. Taking the time to understand the motivators in our team members’ individual lives allowed us to meet them where they needed us.

    One person may have been motivated by money, while another would be looking for professional development, and another would be looking just to be seen as a member of the team. Others may have been looking for simple concessions that allowed them to start their shift 20 minutes later than normal one day a week or a host of small asks that could make the world of difference in their personal lives.

    Diversity is diverse in the true essence of the word. There was diversity in life experiences, thoughts, desires and more that all led to each person’s unique lens through which they approached life and their job. The diversity in the needs of staff allowed me to grasp the true diversity of a team. I began leading with care and affection, as a mother would.

    As leaders, we have to meet those who we lead where they are. That does not mean inserting our wishes or desired outcomes on them, but truly understanding what our team members want, how they show up as their best selves and more.

    Some of the key lessons I learned from my experience as a franchisee that I still use and follow to this day are:

    Understand what motivates each staff member and use that as a reward

    • Money
    • Professional Development
    • Work-Life Balance
    • Flexibility

    Our team members perform at their best and desire to exceed expectations when they are valued and rewarded in ways that matter to them.

    Give team members autonomy to create their own path

    Self-efficacy is the best way to have individuals perform up to their potential. When a team member truly believes in their ability and capacity it is easier to reach specific goals.

    Work in collaboration

    When developing workflow, especially during change and transition, a leader needs buy-in from the team. Give your team space to offer suggestions, feedback and improvements. They will be open about current bottlenecks and improve business efficiency.

    Make your team’s job as easy as possible

    Invest in technology, training and human capital to help your team. Duplicative work, inefficiencies or stagnation in workflow processes can be extremely frustrating and anxiety-inducing for your team; especially if they want to do well.

    Create a company culture where your team can show up authentically

    Be kind and nurturing to your team. Remember we all have lives outside of work that are consuming. Have a physiological safe space, so your staff can show up as themselves. The more accepted they are as individuals, the better they will be at work.

    A true leader understands the power of undergirding human capital. The most important thing to remember as a leader is that change is inevitable. It is important to handle changes with grace, dignity and humanity.

    ALDI

    Leidos

    Alight

    Alight
     

    Robert Half