Podcasts about Jopwell

In this episode, Laura interviews Ariane Hunter, Speaker, Author, and Career Equity Expert, about her book 'Dreaming on Purpose: A Manifesto for Black Women on Taking the Leap, Building Your Dreams, and Being Your Own Boss.' Ariane shares her personal journey and the challenges she faced as a Black woman in the corporate world. She emphasizes the importance of self-discovery, defining success on your own terms, and centering care in your career.  Ariane and  Laura also discuss the importance of dreaming as a form of resistance and reclaiming oneself. Ariane emphasizes the need to acknowledge and validate our dreams, take action towards them, and ask for help when needed.   About Ariane Ariane Hunter is a Speaker, Author, and Career Equity expert who champions work culture and career empowerment solutions for Black millennial professional women. With over twenty years of experience in career and leadership strategy, she is dedicated to helping marginalized groups thrive and cultivate healthy work relationships.  As a mental health advocate for Black women, Ariane underscores the importance of firm boundaries and restful practices for a flourishing professional life. Ariane's training encompasses social justice, technology, intersectionality, and futurist insights, aiming to foster sustainable and impactful change. Her professional background includes working with leading marketing and branding agencies in New York City, supporting high-profile clients to achieve industry leadership. She holds an MBA and is a certified career coach.  Ariane's debut book, "Dreaming on Purpose: A Manifesto for Black Women on Taking the Leap, Building Your Dreams & Being Your Own Boss," will be released by Indigo River Publishers on August 20, 2024. This business leadership book inspires and guides Black women on a care-centered approach to thriving in business, life, and beyond.  She was among the 3% chosen for the Goldman Sachs Black in Business program and was selected for NYC's inaugural BE NYC mentoring program for entrepreneurs, endorsed by Bill De Blasio. Ariane has collaborated with prominent organizations such as Women in STEM Leadership at Stony Brook University, the Women's Catalyst group at Hewlett Packard, and Oracle. She has spoken for The Grio, Ladies Get Paid, Jopwell, NYU Stern Women in Business, Advancing Women in Tech, Karen Millen, ABC Home, and Emerging Leaders for NY Arts. Ariane is also a published writer whose work appears in Time.com, Levo League, Ivy Exec, and The Muse. She has been featured on NBC, CBS, and other local media networks and quoted in Fast Company, Business Insider, CNBC, The Daily Worth, Her Agenda, and more.    Connect with Ariane Connect with Ariane on LinkedIn Connect with Ariane on Instagram   Resources: Event: Join us for the Black Woman Leading LIVE! Conference +Retreat, May 27-30, 2025 in Virginia Beach! Learn more at bwlretreat.com   Credits: Learn more about our consulting work with organizations at https://knightsconsultinggroup.com/ Email Laura: laura@knightsconsultinggroup.com Connect with Laura on LinkedIn Follow BWL on LinkedIn Instagram: @blackwomanleading Facebook: @blackwomanleading Podcast Music & Production: Marshall Knights  Graphics: Téa Campbell Listen and follow the podcast on all major platforms: Apple Podcasts Spotify Stitcher iHeartRadio Audible Podbay  

  Porter Braswell is the Founder and CEO of 2045 Studio, an exclusive network for accomplished professionals of color. Porter is also the Co-founder and Executive Chairman of the career advancement platform Jopwell, the host of the Harvard Business Review podcast Race at Work, and the author of two books, including 2019's Let Them See You. Porter joins the show to discuss how 2045 Studio is harnessing community to empower professionals of color to succeed, how to establish trust within a community, what he learned from Magic Johnson's mentorship, and MUCH more! Important Links: 2045 Studio Porter's LinkedIn Porter's Twitter Porter's Instagram Race at Work podcast O'Shaughnessy Ventures Invests in 2045 Studio Show Notes: The Significance of 2045 Bridging the Inclusion Gap Networks, Community & the Clubhouse The Opportunity To Be in the Majority Building the Right Kind of Partnerships The Importance of Human Capital Socratic Problem-Solving How to Establish Trust Within a Community The 2045 Approach to Networking Councils & Relationship-Building Surprising Lessons From Foundership Leveraging the Community Magic Johnson's Mentorship & the Advantages of the Athletic Mentality Why Porter Writes “Wouldn't it be so cool if I could always feel like I belong?” 2045's Long-Term Vision Porter as Emperor of the World MORE! Books Mentioned: Let Them See You: The Guide for Leveraging Your Diversity at Work; by Porter Braswell Yes, You Can: The Secrets Revealed for How to Get into and Succeed at America's Top Universities and Colleges; by Porter Braswell The Intelligent Investor; by Benjamin Graham

iCIMS unveiled the next-generation of candidate relationship management (CRM) at INSPIRE, its user conference this week. With the new iCIMS Candidate Experience Management (CXM), recruiters will be able to leverage modern marketing technology to efficiently nurture and convert candidates using a unique combination of campaign logic, engagement scoring, and candidate fit analysis – all within a unified solution. https://hrtechfeed.com/new-hr-technology-from-icims-eightfold/ True, a global platform of talent management products and services, announced last week it is acquiring Jopwell, a hiring platform focused on advancing the careers of Black, Latinx and Native American students and early-to-mid-career professionals. https://hrtechfeed.com/dei-platform-jopwell-acquired/  HireVue, the global leader in video interviewing, assessments, and text-enabled recruiting solutions, today announced it has acquired Modern Hire, the intelligent hiring platform. The acquisition marks a “new era” in hiring, providing organizations with an easier way to realize the full benefits of the most comprehensive and innovative platform for assessment, interviewing and end-to-end hiring automation.  https://hrtechfeed.com/hirevue-acquires-modern-hire/

Dr. Jim discussed the challenges faced by early to mid-career professionals from underrepresented communities. He noted that these professionals are often high-performing individual contributors but struggle to unlock their full career potential due to a lack of resources. With this in mind, Dr. Jim intends to explore the resources available to these professionals to help them gain a career edge. He believes that understanding the dynamics of the workplace and the opportunities available will help these professionals achieve success. He concluded that the conversations he has with these professionals will help them unlock their full potential.Dr. Jim shared key resources that are important to have on one's radar when it comes to career development and progression. He suggested that LinkedIn is a great platform for networking opportunities, mentorship opportunities and finding out what companies are really like behind the curtains. Jopwell and Diversity Jobs.com are helpful for connecting with companies that are committed to diversity, equity, inclusion, and belonging. It is important to make sure companies are truly committed to DEIB by looking at the executive suite and senior leadership. Additionally, he suggested to look for resources that are unique to diverse communities.Dr. Jim discussed resources available for LGBTQIA+ professionals, people with disabilities, and women in tech. He recommended using Equal, the Job Accomodation Network, and Women Who Code to get support, resources, and networking opportunities. Additionally, he suggested joining professional organizations like the National Society of Black Engineers, Society of Hispanic Professional Engineers, Association for Women in Science, and Society of Human Resources Management to gain knowledge, tools, and connections. He encouraged the listener to reach out to him on LinkedIn or follow the Cascading Leadership handle for further questions.Timestamps00:00:50Heading: Leveraging Resources for Career Progression and Development as an Underrepresented Professional00:03:58"Networking Resources for LGBTQIA+ and Disabled Professionals"Music Credit: Maarten Schellekens - Riviera Follow us at: www.cascadingleadership.comlinkedin.com/in/drjimklinkedin.com/in/1lawrenceobrown

In life and in self-defense we've found SYNERGY to be so obvious, and essential a PRINCIPLE, and at the same time overused in the world of business coaching and pop psychology. We will not attempt to explain the overuse and of the word. Needless to say, the world has enough “falling backward team trust demonstrations” and leadership development ropes courses to provide its own level of amusement and discussion. Instead, we'll focus on why, and more importantly how SYNERGY works. SYNERGY of power seems logical right? The more and better we SYNERGIZE with team mates, loved ones, and good friends the more, and the easier it becomes to accomplish anything. After all 2 heads are better than 1 right? Yet, especially in the US we view our world through the eyes of rugged individualistic, pioneer spirit. We have countless examples of those that obviously went it alone, braving the wind, sleet and snow to build their dreams all on their own. Or did they? Where would Apple Computer be today without both Steve Jobs and Steve Wozniak? It turns out probably no where. At our very core even being born is done with two parents. No one accomplished anything without SYNERGY. After all SYNERGY defined is: The interaction or cooperation of two or more organizations, substances, or other agents to produce a combined effect greater than the sum of their separate effects. Google Today, let's look at SYNERGY applied from attacks of aggressive outside forces. This week we are studying defense from a front grab. Realize first, no one grabs without force either to slam their opponent into a wall or drag them into a van. Assuming the attacker is almost always stronger, and larger, “resistance is futile.” However, unlike the Borg from Star Trek, the outcome is not usually gradual assimilation. Rather, violence within the conflict. We easily experience at least as much opportunity for conflict, as we do cooperative SYNERGY each and every day. This “conflict SYNERGY” ironically is as beneficial to us as “cooperative SYNERGY.” As in the case of the grab, the opponent pushes or pulls, and the defender “goes with” the energy given, and in doing so multiplies the energy of their attacker with their own. Although this SYNERGY is counter intuitive both in self defense and life, what if we could “go with” the energy of conflict, allow the giver of the energy to gift their energy to us and spend less time struggling in conversations, business interactions and political discussions? For me, this “gifting of energy” is at least worth consideration, and perhaps SYNERGY will be discovered in the process… #allenhughes #synergy #lifedefense Photo by Jopwell: https://www.pexels.com/photo/woman-wearing-teal-dress-sitting-on-chair-talking-to-man-2422280/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/allen-hughes/message

This is Garrison Hardie with your CrossPolitic Daily News Brief for Friday, October 21st, 2022. Happy Friday everyone… Since it’s Friday, I thought we’d go ahead and kick things off with a “On this day in history!” On this day in history, October 21st: 1918 In order to secure a WWI armistice, Germany agrees to further concessions 1921 Germany and Allies comes to an agreements over reparation payments in a meeting at Wiensbaden 1924 1st Negro League World Series: KC Monarchs shuts out Hilldales, 5-0 1930 Adventures of Sherlock Holmes, premieres on NBC radio 1934 MLB All-Star team led by Connie Mack and including Babe Ruth, Jimmie Foxx and Lou Gehrig sails to Japan for 18-game series against Big-Six University League 1944 US forces under General Douglas MacArthur return to the Philippines with the landing of the US 6th army on Leyte (There’s even a statue of MacArthur and his troops commemorating MacArthur keeping that promise of a u.s. return.) 1954 Leigh, Charlap, Styne, Comden and Green's musical "Peter Pan", starring Mary Martin and Cyril Ritchard, opens at Winter Garden Theater NYC; runs for 152 performances 1955 A historic Publication of "The Return of the King", the 3rd and final volume of "The Lord of the Rings" by J. R. R. Tolkien by George Allen and Unwin in London 1963 Jim Brown sets NFL single-season rushing record, 1,863 yds 1973 Queen Elizabeth II opens the Sydney Opera House 2019 1st New York to Sydney non-stop test flight by a commercial airline achieved by a Qantas Boeing 787 Dreamliner, takes 19 hours 42 minutes And that, was on this day in history for October 21st… Accountable2You Is your smartphone a tool in the service of Christ, or a minefield of distractions and temptations? With soul-killing seductions just a few taps away, our families and churches must embrace biblical accountability on our digital devices. Accountable2You makes transparency easy on all your family's devices, by sharing app usage and detailed browsing history—including "Incognito" mode—with your spouse, parent, or chosen accountability partner. Accountable2You helps your family to proactively guard against temptation, so you can live with integrity for God's glory! Learn more and try it for free at Accountable2You.com/FLF https://www.dailywire.com/news/hunter-bidens-laptop-documents-at-least-459-legal-violations-watchdog-group-says Hunter Biden’s Laptop Documents At Least 459 Legal Violations, Watchdog Group Says A year-long exploration of Hunter Biden’s laptop has yielded a 630-page report that its authors say document 459 violations of state and federal laws and regulations by President Joe Biden’s son and his business partners. Marco Polo, a nonprofit formed by a one-time aide to former President Trump to enable a team to take a deep dive into the laptop that the crack-addled Biden left at a Delaware repair store, claims the report is a road map for local, state, or federal prosecutors to pursue charges. The group also sent its report to each member of Congress. The timing of the report’s release, coming two weeks before the midterm elections, has a certain symmetry to the laptop’s initial introduction to the public. In 2020, days before the election, the New York Post published news of the laptop’s existence, as well as bombshells from it, but social media suppressed the story after the FBI had warned companies of so-called misinformation. This time around, the timing is similar, but other factors are reversed. Legacy outlets have acknowledged that the laptop’s files are authentic, Twitter founder Jack Dorsey admitted that censoring the laptop was a mistake, and the social media platform is being sold to free-speech advocate Elon Musk. The report, which reviewed the laptop’s emails, videos, calendar items, photographs, phone records, financial documents and more, but also provided context and explanation, serves as a “Rosetta Stone of white- and blue-collar crime under the patina of ‘the Delaware Way,’” the report says. “We were able to illuminate previously convoluted network webs of the people leading the charge for global governance,” cutting through shell companies and middlemen.” Crimes Hunter Biden allegedly committed include serving as an agent for foreign entities without disclosing it, tax fraud, and falsifying business documents. The alleged crimes also include prostitution, non-consensual pornography, and distribution of narcotics. https://www.washingtonexaminer.com/news/washington-secrets/voters-agree-gop-to-take-house-senate Voters agree: GOP to take House and Senate Weeks of reporting that the Republicans are poised to take control of the House, and maybe the Senate, have sunk with voters who now mostly agree that the November elections should show Democrats the door. In the latest Rasmussen Reports survey, just shared with Secrets, likely voters expect the Republicans to win control of the House. And it’s not even close, with 67% agreeing to 17% who don’t. Even 56% of Democrats expect their party to lose control of the House. As for the Senate, it's closer, with 58% of likely voters believing it’s likely the Republicans will edge out the Democrats. Just 25% don’t agree. Among Democrats, the split is even, 42% agree and 42% don’t. Much of the media have recently raised expectations that the House will turn red by 10-40 seats. There has been some reporting of tightening Senate races that could give the Republicans a 1-2 seat edge after the elections are over on Nov. 8. The survey also quizzed likely voters on if they plan to cast ballots early or on Election Day. Most, by a 53%-44% margin, chose Election Day, though that was mostly a GOP preference as with past elections. https://pjmedia.com/news-and-politics/matt-margolis/2022/10/20/former-fbi-official-will-testify-about-white-house-pressure-to-inflate-domestic-extremism-numbers-n1638595 Former FBI Official Will Testify About White House Pressure to Inflate Domestic Extremism Numbers Republicans on the House Judiciary Committee announced on Thursday that they would be calling a former top FBI official to testify before Congress to address claims that the Biden administration pressured agents to label cases as domestic extremism or a white supremacist threat even if they did not meet that criteria in order to match Joe Biden’s rhetoric. Last month, current and former FBI agents came forward claiming the Biden administration has been deliberately exaggerating the danger posed by white supremacists. According to the whistleblowers, high-ranking FBI officials were pressuring field agents to fabricate domestic terrorism cases and label people as white supremacists in order to “meet internal metrics.” “The demand for white supremacy” coming from FBI brass “vastly outstrips the supply of white supremacy,” one agent told the Washington Times. “We have more people assigned to investigate white supremacists than we can actually find.” On December 2, members of the House Judiciary Committee will interview Jill Sanborn, a former assistant director of the FBI Counterterrorism Division and executive assistant director of its National Security Branch, who has been accused of pressuring agents to reclassify cases per the White House’s requests. The FBI claims it only investigates those “who commit or intend to commit violence and criminal activity that constitutes a federal crime or poses a threat to national security” and that it does not target individuals or organizations based on their political beliefs. Last year, the administration previously came under fire for using the resources of the Department of Justice to target angry parents at school board meetings and treat them like domestic terrorists. Merrick Garland authorized the FBI to investigate parents who protested school board meetings alleging a “disturbing trend” of teachers being threatened or harassed. However, PJ Media’s Megan Fox looked into those allegations and concluded that they’re mostly bunk. https://thepoliticalinsider.com/arizona-refuses-to-comply-with-biden-demand-to-remove-makeshift-border-wall/ Arizona Refuses to Comply With Biden Demand to Remove Makeshift Border Wall Arizona’s Department of Emergency and Military Affairs is refusing a demand by the Biden administration to remove the shipping containers they are using to close gaps in the wall at the southern border. A letter written to the U.S. Bureau of Reclamation and signed by Allen Clark, Director of Arizona’s DEMA, states “the containers will remain in place until specific details regarding construction are provided.” Clark goes on to argue that the residents of Arizona “cannot rely on the federal government to ensure its security.” “The myriad of federal agencies that claim jurisdiction on the southern border but do nothing to prevent the public nuisance caused by illegal immigration and criminal activity that exploits the open border is quite frustrating to those that live, work and recreate on that border and in our state,” he added. The letter comes in response to a demand by the Biden administration to remove the shipping containers that are predominantly being used to seal up gaps in the border wall near Yuma. The U.S. Bureau of Reclamation penned its own letter last week claiming Arizona’s shipping containers are trespassing on its lands and those of the Cocopah Indian Tribe’s West Reservation. The Bureau indicates contracts have been awarded to close the gaps in question and they ‘anticipate’ awarding more. As such, they insisted the containers be removed so the project can continue “without unnecessary delay.” Arizona Republican Governor Doug Ducey issued an executive order to seal up gaps in the border wall in August. Meaning the White House had no less than 18 months to get those contracts awarded and pushed out to start construction. The shipping containers stand 22 feet high, are welded together, and feature an additional four feet of razor wiring added to the top. Ducey’s reasoning behind installing the containers includes the Biden administration’s “lack of urgency on border security,” which he labeled a “dereliction of duty.” Armored Republic The Mission of Armored Republic is to Honor Christ by equipping Free Men with Tools of Liberty necessary to preserve God-given rights. In the Armored Republic there is no King but Christ. We are Free Craftsmen. Body Armor is a Tool of Liberty. We create Tools of Liberty. Free men must remain ever vigilant against tyranny wherever it appears. God has given us the tools of liberty needed to defend the rights He bestowed to us. Armored Republic is honored to offer you those Tools. Visit them, at ar500armor.com Now it’s time for my favorite topic… sports! https://www.boundingintosports.com/2022/10/nascar-suspends-bubba-wallace-after-intentionally-wrecking-kyle-larson/ NASCAR Suspends Bubba Wallace After Intentionally Wrecking Kyle Larson NASCAR announced they suspended Bubba Wallace one race for his actions at Las Vegas Motor Speedway where he deliberately retaliated against Kyle Larson on the track. During the South Point 400, Larson had a strong run going into turn 3 and he dove to the inside of both Kevin Harvick and Bubba Wallace. Harvick got out of the gas and let Larson and Wallace race for the position. As they continued into turn four, Larson got loose and began to chase his car up the track inching ever close to Wallace. However, he never made contact with Wallace. Coming off the turn, Wallace slammed into the outside wall hard, bounced off it and down into Larson. Larson dove to the inside of the track to avoid Wallace. Wallace believing Larson had wronged him by chasing his car up the track chased him down the track and ran into his right rear quarter panel sending both cars spinning up the track. Larson would make contact with Christopher Bell before making contact with the wall. Wallace would smash nose first into the outside wall. NASCAR.com reports Wallace violated “Sections 4.3A and 4.4 C & E of the NASCAR Member Code of Conduct laid out in the NASCAR Rule Book. Rule 4.4.C lists “intentionally wrecking or spinning another vehicle, whether or not that vehicle is removed from Competition as a result’ as one of five member actions that could result in a penalty.” As noted above, NASCAR chose to suspend Wallace one race. NASCAR’s Chief Operating Officer Steve O’Donnell appeared on SiriusXM NASCAR Radio to explain the decision. https://twitter.com/i/status/1582488669625077762 - Play Video - 0:00-1:38 https://www.boundingintosports.com/2022/10/nhl-embraces-anti-white-racism-says-they-have-too-many-white-employees-aims-to-change-that/ NHL Embraces Anti-White Racism, Says They Have Too Many White Employees, Aims To Change That The National Hockey League (NHL) released a workforce demographic study as part of a report on “Accelerating Diversity & Inclusion” that claims the organization’s teams are too white and the league plans to make changes to reduce the percentage of white people that work for them. Introducing the report, NHL Commissioner Gary Bettman made clear the organization’s goals saying, “Our belief is stronger than ever that hockey has a powerful platform to build character, teach life skills, and support our society and our communities.” As part of one of their initiatives to promote diversity and inclusion, the report notes, “The NHL developed a new, best-in-class Workforce Demographic Study to understand the diversity of full-time League and Club employees and accelerate inclusive hiring.” This Workforce Demographic Study was also highlighted as one of the NHL’s 7 Dimensions, specifically under their Employment section. This section specifically notes the NHL is engaging in racist activities, “Data from the survey will help guide future decision-making about our workforce. In late 2021, the NHL hired a full-time Director of Recruiting who is focused on attracting diverse talent to the organization. Additionally, the League engaged Jopwell with the intent of creating a more diverse and inclusive workplace by expanding our talent pool through Jopwell’s network of Black, Latinx, and Native American professionals.” The report further notes they will be excluding white people from a mentorship program, “Clubs are also taking action: 22 Clubs have launched or are about to launch a mentorship/fellowship/hiring program to develop BIPOC and female talent to work in the organization’s Hockey Operations or front office roles.”

This is Garrison Hardie with your CrossPolitic Daily News Brief for Friday, October 21st, 2022. Happy Friday everyone… Since it’s Friday, I thought we’d go ahead and kick things off with a “On this day in history!” On this day in history, October 21st: 1918 In order to secure a WWI armistice, Germany agrees to further concessions 1921 Germany and Allies comes to an agreements over reparation payments in a meeting at Wiensbaden 1924 1st Negro League World Series: KC Monarchs shuts out Hilldales, 5-0 1930 Adventures of Sherlock Holmes, premieres on NBC radio 1934 MLB All-Star team led by Connie Mack and including Babe Ruth, Jimmie Foxx and Lou Gehrig sails to Japan for 18-game series against Big-Six University League 1944 US forces under General Douglas MacArthur return to the Philippines with the landing of the US 6th army on Leyte (There’s even a statue of MacArthur and his troops commemorating MacArthur keeping that promise of a u.s. return.) 1954 Leigh, Charlap, Styne, Comden and Green's musical "Peter Pan", starring Mary Martin and Cyril Ritchard, opens at Winter Garden Theater NYC; runs for 152 performances 1955 A historic Publication of "The Return of the King", the 3rd and final volume of "The Lord of the Rings" by J. R. R. Tolkien by George Allen and Unwin in London 1963 Jim Brown sets NFL single-season rushing record, 1,863 yds 1973 Queen Elizabeth II opens the Sydney Opera House 2019 1st New York to Sydney non-stop test flight by a commercial airline achieved by a Qantas Boeing 787 Dreamliner, takes 19 hours 42 minutes And that, was on this day in history for October 21st… Accountable2You Is your smartphone a tool in the service of Christ, or a minefield of distractions and temptations? With soul-killing seductions just a few taps away, our families and churches must embrace biblical accountability on our digital devices. Accountable2You makes transparency easy on all your family's devices, by sharing app usage and detailed browsing history—including "Incognito" mode—with your spouse, parent, or chosen accountability partner. Accountable2You helps your family to proactively guard against temptation, so you can live with integrity for God's glory! Learn more and try it for free at Accountable2You.com/FLF https://www.dailywire.com/news/hunter-bidens-laptop-documents-at-least-459-legal-violations-watchdog-group-says Hunter Biden’s Laptop Documents At Least 459 Legal Violations, Watchdog Group Says A year-long exploration of Hunter Biden’s laptop has yielded a 630-page report that its authors say document 459 violations of state and federal laws and regulations by President Joe Biden’s son and his business partners. Marco Polo, a nonprofit formed by a one-time aide to former President Trump to enable a team to take a deep dive into the laptop that the crack-addled Biden left at a Delaware repair store, claims the report is a road map for local, state, or federal prosecutors to pursue charges. The group also sent its report to each member of Congress. The timing of the report’s release, coming two weeks before the midterm elections, has a certain symmetry to the laptop’s initial introduction to the public. In 2020, days before the election, the New York Post published news of the laptop’s existence, as well as bombshells from it, but social media suppressed the story after the FBI had warned companies of so-called misinformation. This time around, the timing is similar, but other factors are reversed. Legacy outlets have acknowledged that the laptop’s files are authentic, Twitter founder Jack Dorsey admitted that censoring the laptop was a mistake, and the social media platform is being sold to free-speech advocate Elon Musk. The report, which reviewed the laptop’s emails, videos, calendar items, photographs, phone records, financial documents and more, but also provided context and explanation, serves as a “Rosetta Stone of white- and blue-collar crime under the patina of ‘the Delaware Way,’” the report says. “We were able to illuminate previously convoluted network webs of the people leading the charge for global governance,” cutting through shell companies and middlemen.” Crimes Hunter Biden allegedly committed include serving as an agent for foreign entities without disclosing it, tax fraud, and falsifying business documents. The alleged crimes also include prostitution, non-consensual pornography, and distribution of narcotics. https://www.washingtonexaminer.com/news/washington-secrets/voters-agree-gop-to-take-house-senate Voters agree: GOP to take House and Senate Weeks of reporting that the Republicans are poised to take control of the House, and maybe the Senate, have sunk with voters who now mostly agree that the November elections should show Democrats the door. In the latest Rasmussen Reports survey, just shared with Secrets, likely voters expect the Republicans to win control of the House. And it’s not even close, with 67% agreeing to 17% who don’t. Even 56% of Democrats expect their party to lose control of the House. As for the Senate, it's closer, with 58% of likely voters believing it’s likely the Republicans will edge out the Democrats. Just 25% don’t agree. Among Democrats, the split is even, 42% agree and 42% don’t. Much of the media have recently raised expectations that the House will turn red by 10-40 seats. There has been some reporting of tightening Senate races that could give the Republicans a 1-2 seat edge after the elections are over on Nov. 8. The survey also quizzed likely voters on if they plan to cast ballots early or on Election Day. Most, by a 53%-44% margin, chose Election Day, though that was mostly a GOP preference as with past elections. https://pjmedia.com/news-and-politics/matt-margolis/2022/10/20/former-fbi-official-will-testify-about-white-house-pressure-to-inflate-domestic-extremism-numbers-n1638595 Former FBI Official Will Testify About White House Pressure to Inflate Domestic Extremism Numbers Republicans on the House Judiciary Committee announced on Thursday that they would be calling a former top FBI official to testify before Congress to address claims that the Biden administration pressured agents to label cases as domestic extremism or a white supremacist threat even if they did not meet that criteria in order to match Joe Biden’s rhetoric. Last month, current and former FBI agents came forward claiming the Biden administration has been deliberately exaggerating the danger posed by white supremacists. According to the whistleblowers, high-ranking FBI officials were pressuring field agents to fabricate domestic terrorism cases and label people as white supremacists in order to “meet internal metrics.” “The demand for white supremacy” coming from FBI brass “vastly outstrips the supply of white supremacy,” one agent told the Washington Times. “We have more people assigned to investigate white supremacists than we can actually find.” On December 2, members of the House Judiciary Committee will interview Jill Sanborn, a former assistant director of the FBI Counterterrorism Division and executive assistant director of its National Security Branch, who has been accused of pressuring agents to reclassify cases per the White House’s requests. The FBI claims it only investigates those “who commit or intend to commit violence and criminal activity that constitutes a federal crime or poses a threat to national security” and that it does not target individuals or organizations based on their political beliefs. Last year, the administration previously came under fire for using the resources of the Department of Justice to target angry parents at school board meetings and treat them like domestic terrorists. Merrick Garland authorized the FBI to investigate parents who protested school board meetings alleging a “disturbing trend” of teachers being threatened or harassed. However, PJ Media’s Megan Fox looked into those allegations and concluded that they’re mostly bunk. https://thepoliticalinsider.com/arizona-refuses-to-comply-with-biden-demand-to-remove-makeshift-border-wall/ Arizona Refuses to Comply With Biden Demand to Remove Makeshift Border Wall Arizona’s Department of Emergency and Military Affairs is refusing a demand by the Biden administration to remove the shipping containers they are using to close gaps in the wall at the southern border. A letter written to the U.S. Bureau of Reclamation and signed by Allen Clark, Director of Arizona’s DEMA, states “the containers will remain in place until specific details regarding construction are provided.” Clark goes on to argue that the residents of Arizona “cannot rely on the federal government to ensure its security.” “The myriad of federal agencies that claim jurisdiction on the southern border but do nothing to prevent the public nuisance caused by illegal immigration and criminal activity that exploits the open border is quite frustrating to those that live, work and recreate on that border and in our state,” he added. The letter comes in response to a demand by the Biden administration to remove the shipping containers that are predominantly being used to seal up gaps in the border wall near Yuma. The U.S. Bureau of Reclamation penned its own letter last week claiming Arizona’s shipping containers are trespassing on its lands and those of the Cocopah Indian Tribe’s West Reservation. The Bureau indicates contracts have been awarded to close the gaps in question and they ‘anticipate’ awarding more. As such, they insisted the containers be removed so the project can continue “without unnecessary delay.” Arizona Republican Governor Doug Ducey issued an executive order to seal up gaps in the border wall in August. Meaning the White House had no less than 18 months to get those contracts awarded and pushed out to start construction. The shipping containers stand 22 feet high, are welded together, and feature an additional four feet of razor wiring added to the top. Ducey’s reasoning behind installing the containers includes the Biden administration’s “lack of urgency on border security,” which he labeled a “dereliction of duty.” Armored Republic The Mission of Armored Republic is to Honor Christ by equipping Free Men with Tools of Liberty necessary to preserve God-given rights. In the Armored Republic there is no King but Christ. We are Free Craftsmen. Body Armor is a Tool of Liberty. We create Tools of Liberty. Free men must remain ever vigilant against tyranny wherever it appears. God has given us the tools of liberty needed to defend the rights He bestowed to us. Armored Republic is honored to offer you those Tools. Visit them, at ar500armor.com Now it’s time for my favorite topic… sports! https://www.boundingintosports.com/2022/10/nascar-suspends-bubba-wallace-after-intentionally-wrecking-kyle-larson/ NASCAR Suspends Bubba Wallace After Intentionally Wrecking Kyle Larson NASCAR announced they suspended Bubba Wallace one race for his actions at Las Vegas Motor Speedway where he deliberately retaliated against Kyle Larson on the track. During the South Point 400, Larson had a strong run going into turn 3 and he dove to the inside of both Kevin Harvick and Bubba Wallace. Harvick got out of the gas and let Larson and Wallace race for the position. As they continued into turn four, Larson got loose and began to chase his car up the track inching ever close to Wallace. However, he never made contact with Wallace. Coming off the turn, Wallace slammed into the outside wall hard, bounced off it and down into Larson. Larson dove to the inside of the track to avoid Wallace. Wallace believing Larson had wronged him by chasing his car up the track chased him down the track and ran into his right rear quarter panel sending both cars spinning up the track. Larson would make contact with Christopher Bell before making contact with the wall. Wallace would smash nose first into the outside wall. NASCAR.com reports Wallace violated “Sections 4.3A and 4.4 C & E of the NASCAR Member Code of Conduct laid out in the NASCAR Rule Book. Rule 4.4.C lists “intentionally wrecking or spinning another vehicle, whether or not that vehicle is removed from Competition as a result’ as one of five member actions that could result in a penalty.” As noted above, NASCAR chose to suspend Wallace one race. NASCAR’s Chief Operating Officer Steve O’Donnell appeared on SiriusXM NASCAR Radio to explain the decision. https://twitter.com/i/status/1582488669625077762 - Play Video - 0:00-1:38 https://www.boundingintosports.com/2022/10/nhl-embraces-anti-white-racism-says-they-have-too-many-white-employees-aims-to-change-that/ NHL Embraces Anti-White Racism, Says They Have Too Many White Employees, Aims To Change That The National Hockey League (NHL) released a workforce demographic study as part of a report on “Accelerating Diversity & Inclusion” that claims the organization’s teams are too white and the league plans to make changes to reduce the percentage of white people that work for them. Introducing the report, NHL Commissioner Gary Bettman made clear the organization’s goals saying, “Our belief is stronger than ever that hockey has a powerful platform to build character, teach life skills, and support our society and our communities.” As part of one of their initiatives to promote diversity and inclusion, the report notes, “The NHL developed a new, best-in-class Workforce Demographic Study to understand the diversity of full-time League and Club employees and accelerate inclusive hiring.” This Workforce Demographic Study was also highlighted as one of the NHL’s 7 Dimensions, specifically under their Employment section. This section specifically notes the NHL is engaging in racist activities, “Data from the survey will help guide future decision-making about our workforce. In late 2021, the NHL hired a full-time Director of Recruiting who is focused on attracting diverse talent to the organization. Additionally, the League engaged Jopwell with the intent of creating a more diverse and inclusive workplace by expanding our talent pool through Jopwell’s network of Black, Latinx, and Native American professionals.” The report further notes they will be excluding white people from a mentorship program, “Clubs are also taking action: 22 Clubs have launched or are about to launch a mentorship/fellowship/hiring program to develop BIPOC and female talent to work in the organization’s Hockey Operations or front office roles.”

This is Garrison Hardie with your CrossPolitic Daily News Brief for Friday, October 21st, 2022. Happy Friday everyone… Since it’s Friday, I thought we’d go ahead and kick things off with a “On this day in history!” On this day in history, October 21st: 1918 In order to secure a WWI armistice, Germany agrees to further concessions 1921 Germany and Allies comes to an agreements over reparation payments in a meeting at Wiensbaden 1924 1st Negro League World Series: KC Monarchs shuts out Hilldales, 5-0 1930 Adventures of Sherlock Holmes, premieres on NBC radio 1934 MLB All-Star team led by Connie Mack and including Babe Ruth, Jimmie Foxx and Lou Gehrig sails to Japan for 18-game series against Big-Six University League 1944 US forces under General Douglas MacArthur return to the Philippines with the landing of the US 6th army on Leyte (There’s even a statue of MacArthur and his troops commemorating MacArthur keeping that promise of a u.s. return.) 1954 Leigh, Charlap, Styne, Comden and Green's musical "Peter Pan", starring Mary Martin and Cyril Ritchard, opens at Winter Garden Theater NYC; runs for 152 performances 1955 A historic Publication of "The Return of the King", the 3rd and final volume of "The Lord of the Rings" by J. R. R. Tolkien by George Allen and Unwin in London 1963 Jim Brown sets NFL single-season rushing record, 1,863 yds 1973 Queen Elizabeth II opens the Sydney Opera House 2019 1st New York to Sydney non-stop test flight by a commercial airline achieved by a Qantas Boeing 787 Dreamliner, takes 19 hours 42 minutes And that, was on this day in history for October 21st… Accountable2You Is your smartphone a tool in the service of Christ, or a minefield of distractions and temptations? With soul-killing seductions just a few taps away, our families and churches must embrace biblical accountability on our digital devices. Accountable2You makes transparency easy on all your family's devices, by sharing app usage and detailed browsing history—including "Incognito" mode—with your spouse, parent, or chosen accountability partner. Accountable2You helps your family to proactively guard against temptation, so you can live with integrity for God's glory! Learn more and try it for free at Accountable2You.com/FLF https://www.dailywire.com/news/hunter-bidens-laptop-documents-at-least-459-legal-violations-watchdog-group-says Hunter Biden’s Laptop Documents At Least 459 Legal Violations, Watchdog Group Says A year-long exploration of Hunter Biden’s laptop has yielded a 630-page report that its authors say document 459 violations of state and federal laws and regulations by President Joe Biden’s son and his business partners. Marco Polo, a nonprofit formed by a one-time aide to former President Trump to enable a team to take a deep dive into the laptop that the crack-addled Biden left at a Delaware repair store, claims the report is a road map for local, state, or federal prosecutors to pursue charges. The group also sent its report to each member of Congress. The timing of the report’s release, coming two weeks before the midterm elections, has a certain symmetry to the laptop’s initial introduction to the public. In 2020, days before the election, the New York Post published news of the laptop’s existence, as well as bombshells from it, but social media suppressed the story after the FBI had warned companies of so-called misinformation. This time around, the timing is similar, but other factors are reversed. Legacy outlets have acknowledged that the laptop’s files are authentic, Twitter founder Jack Dorsey admitted that censoring the laptop was a mistake, and the social media platform is being sold to free-speech advocate Elon Musk. The report, which reviewed the laptop’s emails, videos, calendar items, photographs, phone records, financial documents and more, but also provided context and explanation, serves as a “Rosetta Stone of white- and blue-collar crime under the patina of ‘the Delaware Way,’” the report says. “We were able to illuminate previously convoluted network webs of the people leading the charge for global governance,” cutting through shell companies and middlemen.” Crimes Hunter Biden allegedly committed include serving as an agent for foreign entities without disclosing it, tax fraud, and falsifying business documents. The alleged crimes also include prostitution, non-consensual pornography, and distribution of narcotics. https://www.washingtonexaminer.com/news/washington-secrets/voters-agree-gop-to-take-house-senate Voters agree: GOP to take House and Senate Weeks of reporting that the Republicans are poised to take control of the House, and maybe the Senate, have sunk with voters who now mostly agree that the November elections should show Democrats the door. In the latest Rasmussen Reports survey, just shared with Secrets, likely voters expect the Republicans to win control of the House. And it’s not even close, with 67% agreeing to 17% who don’t. Even 56% of Democrats expect their party to lose control of the House. As for the Senate, it's closer, with 58% of likely voters believing it’s likely the Republicans will edge out the Democrats. Just 25% don’t agree. Among Democrats, the split is even, 42% agree and 42% don’t. Much of the media have recently raised expectations that the House will turn red by 10-40 seats. There has been some reporting of tightening Senate races that could give the Republicans a 1-2 seat edge after the elections are over on Nov. 8. The survey also quizzed likely voters on if they plan to cast ballots early or on Election Day. Most, by a 53%-44% margin, chose Election Day, though that was mostly a GOP preference as with past elections. https://pjmedia.com/news-and-politics/matt-margolis/2022/10/20/former-fbi-official-will-testify-about-white-house-pressure-to-inflate-domestic-extremism-numbers-n1638595 Former FBI Official Will Testify About White House Pressure to Inflate Domestic Extremism Numbers Republicans on the House Judiciary Committee announced on Thursday that they would be calling a former top FBI official to testify before Congress to address claims that the Biden administration pressured agents to label cases as domestic extremism or a white supremacist threat even if they did not meet that criteria in order to match Joe Biden’s rhetoric. Last month, current and former FBI agents came forward claiming the Biden administration has been deliberately exaggerating the danger posed by white supremacists. According to the whistleblowers, high-ranking FBI officials were pressuring field agents to fabricate domestic terrorism cases and label people as white supremacists in order to “meet internal metrics.” “The demand for white supremacy” coming from FBI brass “vastly outstrips the supply of white supremacy,” one agent told the Washington Times. “We have more people assigned to investigate white supremacists than we can actually find.” On December 2, members of the House Judiciary Committee will interview Jill Sanborn, a former assistant director of the FBI Counterterrorism Division and executive assistant director of its National Security Branch, who has been accused of pressuring agents to reclassify cases per the White House’s requests. The FBI claims it only investigates those “who commit or intend to commit violence and criminal activity that constitutes a federal crime or poses a threat to national security” and that it does not target individuals or organizations based on their political beliefs. Last year, the administration previously came under fire for using the resources of the Department of Justice to target angry parents at school board meetings and treat them like domestic terrorists. Merrick Garland authorized the FBI to investigate parents who protested school board meetings alleging a “disturbing trend” of teachers being threatened or harassed. However, PJ Media’s Megan Fox looked into those allegations and concluded that they’re mostly bunk. https://thepoliticalinsider.com/arizona-refuses-to-comply-with-biden-demand-to-remove-makeshift-border-wall/ Arizona Refuses to Comply With Biden Demand to Remove Makeshift Border Wall Arizona’s Department of Emergency and Military Affairs is refusing a demand by the Biden administration to remove the shipping containers they are using to close gaps in the wall at the southern border. A letter written to the U.S. Bureau of Reclamation and signed by Allen Clark, Director of Arizona’s DEMA, states “the containers will remain in place until specific details regarding construction are provided.” Clark goes on to argue that the residents of Arizona “cannot rely on the federal government to ensure its security.” “The myriad of federal agencies that claim jurisdiction on the southern border but do nothing to prevent the public nuisance caused by illegal immigration and criminal activity that exploits the open border is quite frustrating to those that live, work and recreate on that border and in our state,” he added. The letter comes in response to a demand by the Biden administration to remove the shipping containers that are predominantly being used to seal up gaps in the border wall near Yuma. The U.S. Bureau of Reclamation penned its own letter last week claiming Arizona’s shipping containers are trespassing on its lands and those of the Cocopah Indian Tribe’s West Reservation. The Bureau indicates contracts have been awarded to close the gaps in question and they ‘anticipate’ awarding more. As such, they insisted the containers be removed so the project can continue “without unnecessary delay.” Arizona Republican Governor Doug Ducey issued an executive order to seal up gaps in the border wall in August. Meaning the White House had no less than 18 months to get those contracts awarded and pushed out to start construction. The shipping containers stand 22 feet high, are welded together, and feature an additional four feet of razor wiring added to the top. Ducey’s reasoning behind installing the containers includes the Biden administration’s “lack of urgency on border security,” which he labeled a “dereliction of duty.” Armored Republic The Mission of Armored Republic is to Honor Christ by equipping Free Men with Tools of Liberty necessary to preserve God-given rights. In the Armored Republic there is no King but Christ. We are Free Craftsmen. Body Armor is a Tool of Liberty. We create Tools of Liberty. Free men must remain ever vigilant against tyranny wherever it appears. God has given us the tools of liberty needed to defend the rights He bestowed to us. Armored Republic is honored to offer you those Tools. Visit them, at ar500armor.com Now it’s time for my favorite topic… sports! https://www.boundingintosports.com/2022/10/nascar-suspends-bubba-wallace-after-intentionally-wrecking-kyle-larson/ NASCAR Suspends Bubba Wallace After Intentionally Wrecking Kyle Larson NASCAR announced they suspended Bubba Wallace one race for his actions at Las Vegas Motor Speedway where he deliberately retaliated against Kyle Larson on the track. During the South Point 400, Larson had a strong run going into turn 3 and he dove to the inside of both Kevin Harvick and Bubba Wallace. Harvick got out of the gas and let Larson and Wallace race for the position. As they continued into turn four, Larson got loose and began to chase his car up the track inching ever close to Wallace. However, he never made contact with Wallace. Coming off the turn, Wallace slammed into the outside wall hard, bounced off it and down into Larson. Larson dove to the inside of the track to avoid Wallace. Wallace believing Larson had wronged him by chasing his car up the track chased him down the track and ran into his right rear quarter panel sending both cars spinning up the track. Larson would make contact with Christopher Bell before making contact with the wall. Wallace would smash nose first into the outside wall. NASCAR.com reports Wallace violated “Sections 4.3A and 4.4 C & E of the NASCAR Member Code of Conduct laid out in the NASCAR Rule Book. Rule 4.4.C lists “intentionally wrecking or spinning another vehicle, whether or not that vehicle is removed from Competition as a result’ as one of five member actions that could result in a penalty.” As noted above, NASCAR chose to suspend Wallace one race. NASCAR’s Chief Operating Officer Steve O’Donnell appeared on SiriusXM NASCAR Radio to explain the decision. https://twitter.com/i/status/1582488669625077762 - Play Video - 0:00-1:38 https://www.boundingintosports.com/2022/10/nhl-embraces-anti-white-racism-says-they-have-too-many-white-employees-aims-to-change-that/ NHL Embraces Anti-White Racism, Says They Have Too Many White Employees, Aims To Change That The National Hockey League (NHL) released a workforce demographic study as part of a report on “Accelerating Diversity & Inclusion” that claims the organization’s teams are too white and the league plans to make changes to reduce the percentage of white people that work for them. Introducing the report, NHL Commissioner Gary Bettman made clear the organization’s goals saying, “Our belief is stronger than ever that hockey has a powerful platform to build character, teach life skills, and support our society and our communities.” As part of one of their initiatives to promote diversity and inclusion, the report notes, “The NHL developed a new, best-in-class Workforce Demographic Study to understand the diversity of full-time League and Club employees and accelerate inclusive hiring.” This Workforce Demographic Study was also highlighted as one of the NHL’s 7 Dimensions, specifically under their Employment section. This section specifically notes the NHL is engaging in racist activities, “Data from the survey will help guide future decision-making about our workforce. In late 2021, the NHL hired a full-time Director of Recruiting who is focused on attracting diverse talent to the organization. Additionally, the League engaged Jopwell with the intent of creating a more diverse and inclusive workplace by expanding our talent pool through Jopwell’s network of Black, Latinx, and Native American professionals.” The report further notes they will be excluding white people from a mentorship program, “Clubs are also taking action: 22 Clubs have launched or are about to launch a mentorship/fellowship/hiring program to develop BIPOC and female talent to work in the organization’s Hockey Operations or front office roles.”

This episode is the second and final part of Porter's conversation with Ryan Williams, co-founder of Jopwell. They share personal stories from the Jopwell journey, like a rejection from TechStars that led to a yes from Y Combinator, what it means to be Black founders in the tech space and the challenges they face when it comes to leading a diverse company.

This episode is part one of Porter's chat with Ryan Williams, co-founder of Jopwell. They talk about the origin story of how they met, what it was like working in finance as young Black men, and how their professional experiences led them to believe Jopwell was a much-needed platform.    

Photo by Jopwell from PexelsYou know someone like this, but you didn't know what to call them. And they know . . . not nearly enough. Follow Germar everywhere @GermarDerron.

Zach sits down with André Blackman, the founder & CEO of Onboard Health, to talk about his journey, his company, and the future of health equity. Onboard Health is a specialized executive search and talent advisory firm dedicated to building an equitable future of health. Check the links in the show notes to find out more! You can connect with André on LinkedIn and Twitter. https://bit.ly/36NIYhm https://bit.ly/3rnORex Check out the Onboard Health website. https://bit.ly/36NdIiM Click here to check out the Jopwell article Tristan mentioned. https://bit.ly/3hR0aJf Click here to learn more about Kanarys. https://bit.ly/35M8OmH Interested in supporting Living Corporate? Check out our Support page. https://bit.ly/3egO3Dk

Marlin Williams is the vice president of diversity and inclusion at StockX, where she's responsible for driving the development, execution, and maintenance of a comprehensive diversity, equity, and inclusion strategy. Tani Brown is Jopwell's head of community. In her role, she leads marketing and growth, while creating spaces for the community of Black, Latinx, and Native American students and professionals to learn, connect and advance. In this episode, Marlin and Tani join my colleague Khalilah Lawson during one of our Live@LIFT virtual events to chat about the best hiring practices for creating an inclusive work environment. They'll explain how technology impacts your ability to build diverse teams, and how to use your company's demographic data to set D&I goals.

What is privilege? Can people of color be racist? Can white scholars and consultants be experts on race? Scholar-activist Devon Lee answers some “uncomfortable” questions about race at work – to lay the foundation for the rest of the show’s new season.

Kate Davis talks with Racial Equity Strategist and Leadership Coach, Dorianne St. Fleur, about where companies can start in building a more equitable workplace. Then, Kate talks with Porter Braswell, co-founder and CEO of Jopwell, about the myth of the pipeline problem. This episode of The New Way We Work is sponsored by Cove, the stress cancelling wearable. Cove is now available at FeelCove.com

Looking for tools and sites to make your hiring more diverse? This is the episode for you. African Americans: BlackJobs.com, Black Tech Pipeline, BlackTechJobs, HBCU 20x20, HBCU Career Center, HBCU Connect, Mathison Criminal Histories: 70MillionJobs, 70 MillionStaffing, HonestJobs.      Disabled Persons: AbilityJobs, GettingHired Diverse Professionals (general): Americas Job Exchange, Blendoor, Circa, Diversityjobs.com, DiversityInc, EmployDiversity, Entelo Diversity, eQuest, Hiretual, HRdiversifyd, Incluzion, Jobwriter, Joonko, Jopwell, Mathison, Professional Diversity Network, Seekout, Talvista, The Diversity Dashboard, Unbias Me, WorkplaceDiversity, TapRecruit, Textio. Latin/Hispanic: LatPro, Hispanic Alliance for Career Enhancement (HACE) LGBT: Include.io, LGBTconnect, OutProNet. Veterans: VetJobs, RecruitMilitary, Military.com        Native Americans: NativeAmericanJobs.com Women: CareerContessa, FairyGodBoss, InHerSight, International Association for Women, The MOM Project, Women For Hire, Hire Tech Ladies, Power to Fly, Women Who Code Sponsored by Adzuna and Emissary Download the ebook of diversity hiring tools here: https://www.rectechmedia.com/ebooks/diversity-hiring-tools-spreadsheet

DeMarcus is a recent graduate from the University of Louisville with a Business degree in Computer Information Systems and a track in Web Development. He has a background in IT and Sales. Previously working at the University of Louisville's Miller Information Technology Center as an IT Consultant and also at Sprint were he served as an Retail Sales Consultant for 3+ years and acquired Top 50 national rankings. Currently he works in the tech space serving as a Business Development Representative for a Black-Owned startup company called Jopwell, where he helps impact career advancement for Black, Latinx, and Native American students and professionals. In his time away from work he is a beginner investor, Co-Founder of recent 4LifeInk Prints, and also operates his Marcos Mashups food page/business where he specializes in home-styled meals!" --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/millennialthoughts/support

In this episode we sit down with Porter Braswell and Ryan Williams, cofounders of Jopwell, the leading career advancement platform and end-to-end solution for companies committed to diversity and inclusion. Jopwell helps companies authentically engage and connect with Black, Latinx and Native American candidates, striving to build more representative and inclusive workforces. Jopwell The idea... The post Porter Braswell and Ryan Williams, Co-Founders of Jopwell appeared first on Duos The Co-Founders Podcast.

Zach has the pleasure of speaking with Porter Braswell, co-founder and CEO of Jopwell, to learn more about the company and to hear his story behind its creation. Jopwell is the leading career advancement platform for Black, Latinx, and Native American students and professionals - check them out! Porter shares a bit about the work Jopwell is doing to encourage inclusive cultures within institutions that black and brown folks are trying to enter and a whole lot more.Connect with Porter on LinkedIn, Instagram, and Twitter!Check out his book, Let Them See You: The Guide for Leveraging Your Diversity at Work, on Amazon!Learn more about Jopwell at their website, and connect with them on social media! LinkedIn, Instagram, Twitter, FacebookTRANSCRIPTZach: What's up, y'all? And welcome to Living Corporate. You know what we are. We're talking about real talk in a corporate world. Now, look, I come on here, and I typically will say "What's up, y'all?" But to be honest with y'all I'm a little nervous, 'cause, you know, every time we come at y'all we're coming to you with a really great guest, but this guest is a little bit--you know what? Let me not do that, 'cause we've had a lot of really great guests, right? Like, we've had J. Prince. We've had Chris Moreland. We've had Jennifer Brown. We've had DeRay Mckesson. You know, we've had some big names. We've had Chilla Jones, the battle rapper. We've had people, right? We've had CEOs, executives. We've had Accenture - we spotlighted them a couple months ago. So okay, let me not get too starstruck, but a personal hero of mine, somebody I've been admiring from afar, we have Porter Braswell on the show today. Yo. Listen, if you don't know about Porter Braswell, Porter Braswell is a Yale graduate and former Goldman Sachs associate who co-founded Jopwell.com, the leading career advancement platform for black, Latinx, and Native American students and professionals. Braswell frequently speaks about diversity in the workplace with Jopwell's corporate clients. He's been profiled in Fast Company, Forbes, TechCrunch, Vanity Fair, and Ad Week, and has received numerous rewards and recognitions, such as LinkedIn's Next Wave, Top Professionals 35 and Under, Ink Magazine's 30 Under 30, Fast Company's 100 Most Creative People in Business, Vanity Fair's--look, I'm getting loud, just getting excited, talking about all of this dude's accolades, but I'm really excited to have him on the show, and so with us--we have him, man. Porter, what's going on? How are you doing, man?Porter: [laughs] That's a very generous introduction. I appreciate it.Zach: Well, look, it's great to have you on the show, man. Look, not to put too much sauce on it, but, you know, you're the man, right? You graduated from Yale. You know, you hooped all four years. Now, I have a question for you, 'cause I looked all around--were you, like--you look like a two-guard. What was your position?Porter: [laughs] I was a point guard. Definitely the point guard.Zach: Okay. Now, look, were you the--now, let me ask you this, were you the POINT guard, or were you, like--like, what style? Are you a facilitator? Or are you more like the--or are you kind of like a Russell Westbrook type where you're just out there?Porter: Well, you know what? So I was a scoring guard, and if I could go back in time I would've made me way more of a facilitator, recognizing that, you know, almost 6'1", I'm not gonna go to the league as a scoring guard, and so--I feel like nowadays people draw their inspiration from, like, a Steph or whatever, but when I was growing up it was Allen Iverson and, like, you scored as a point guard. And you still score as a guard now of course, but--Zach: But it's different though.Porter: Yeah. You know, like, a step-back three-point shooter. Like, you can get away with that now. When I was playing, you had to go to the hoop and finish. Zach: Yeah. No, you're absolutely right.Porter: Yeah. I would've [?] my game after other people, [laughs] but it worked outZach: [laughs] Well, look, let's talk about this, right? So, like, you know, what point did you realize that diversity, inclusion and equity was, like, important enough to transfer and transition from Goldman Sachs to create Jopwell? Like, was there a specific moment that rung out to you? Like, what did that look like?Porter: Yeah. So basically when I was--when I was working at Goldman, at the time I was there for about three years, and I was a product of the diversity recruiting efforts starting back in high school. In high school I spent two summers interning at Morgan Stanley via diversity recruiting initiatives, and then at Yale I spent three summers interning at Goldman Sachs, all via diversity initiatives, and so my whole life, up until that point in time, was about diversity and inclusion, and that's where I found my opportunities. And buying and selling currencies, while fulfilling, it wasn't the fulfillment I was looking for. I wanted to do something that I felt was more impactful, something that I felt I was uniquely qualified to do and something that was solving, like, a real pain point--solving a real challenge that people or companies were facing. And so with those ingredients, I took a step back and recognized that diversity recruiting and inclusion was a massive pain point for corporate America. It was something I was uniquely qualified to solve, and I was incredibly passionate about it, and so I decided that my life's focus was gonna be on building more diverse and inclusive organizations and doing it through a tech company - that became Jopwell, and I think that's really important because we took a traditional non-profit model but made it into a for-profit tech thing because we're solving real pain points of companies, and we wanted to basically build a competitive atmosphere, like any other tech company, where you're disrupting an industry and you want to win at it. And so we took that approach, and, you know, I'm very thankful that my life's work and my passion and my actual day-to-day job all align with each other.Zach: ["ow" sfx] Man, I'm really thankful for it too, right? Like I said--I told you, like, right before we got on, like, it's been incredible because Jopwell hasn't really been around that long, right? Like, y'all launched in 2014, right? But at the same time, like, it was so disruptive, right? Like, it was, like, so--I remember when Jopwell came around, and I just remember, like, literally--three years ago even--I was just looking around and I was like, "What is this?" And I signed up. I'm in the Well, you know what I'm saying? Like, I'm engaged, right? But you're right, the platform itself doesn't come across--and I think it's interesting balance, right? Because y'all are providing, like, a profit service, but it doesn't come across like y'all are--what's the word? Like, bartering in people, right? Like, you're actually building community while connecting these folks to, like, opportunities. Like, that's really cool to me.Porter: So the foundational thing of what we do is that we build community, and we can only build community if we are very authentic and understanding of the community, which we are given I'm from the community. Zach: Right.Porter: And that is a hard thing to do, and if you can build the trust of a community, then you can represent brands behind it. And so Jopwell has been able to carve out this area where brands recognize they need to rely on us to authentically connect and engage with this audience that we are a part of, and in doing so we want to deliver the most incredible experience and opportunities for the community. So as long as we keep the community at the center of what we do, we'll be fine as a business, but we're not transactional. We don't think of the community in that way. Like, again, we are from and a part of the community, so we know the pain points, and so we've just--we took a different approach, you know? I think that's the simplest way to describe it. We took a different approach. We took a step back. I'm not from a recruiting background, and I think that helped me, because we looked at this problem in a way in which others didn't look at it before.Zach: Man. You know what? It's 100%, 'cause it's interesting because I don't think--it's easy to, like, understate that when you come up in, like, these corporatized recruiting platforms, it just--it naturally skews your perspective and creates blind spots for you. It doesn't matter what your particular--I mean, your ethnicity and gender plays a part in that, but I'm just talking about the culture of recruiting is often times so regimented that it creates a variety of blind points that you're not necessarily even thinking about--like, recruitment experience--as much. Like, you're thinking about it from a "check the box" perspective, but there's that personal touch that rarely is really considered. And so 100%. I definitely agree that you not having that formal recruiting background gives you a bit more insight. Porter, it also reminds me that, like, the people who are often best suited to solve for inclusion efforts for black and brown people are often black and brown people, right? Like, you had--you were a hooper at Yale. You then were a Goldman Sachs employee and a Rising Star, and then you still, because of your experiences and your insights and your passions, were able to shape that into having really unique insights, enough that you were able to create a whole platform from that. Do you know what I mean?Porter: Yeah. Well, I think that everyone has a unique story, and everybody has unique contexts in which they come to the table with, and it's a responsibility of diverse individuals to expose others to the different contexts. Now, for me, that allowed myself to build the business, but that doesn't have to manifest itself in a business. Like, leveraging your diversity as an asset, you could just expose people to a different way of thinking, which helps any organization, which is the power of diversity of course. So leveraging your diversity doesn't have to lead to a business, but leveraging your diversity can lead to disruption and change, and that is a responsibility that diverse individuals have, and for me I felt that responsibility to build this platform.Zach: So, you know, you talked about this, and it's a really good segue--you know, Porter, it's almost like you're media-trained. It's almost like you do this often, you know? But you talked about leveraging your diversity. That reminds me really of your latest book, "Let Them See You: The Guide for Leveraging Your Diversity at Work." It was just published. And this book carries a theme of personal responsibility, and of course that's critical, right? So, like, talking about how you leverage your diversity to create, to your point, disruption, change, within whatever context that you're in, but with that in mind, can we also talk about the work that you've done personally, and the work Jopwell is doing, to encourage inclusive cultures within these institutions that black and brown folks are trying to enter?Porter: Yeah. So writing a book is a really interesting process. [laughs] I'll start by that, saying that. So when I wrote the book, I decided that I wanted to write a book to professionals of color, because that's, again, what I'm--that's what I know. That's the group I'm a part of. And when you write a book, what's really difficult is that you have to pick one audience [to?] talk to one reader, and you have to make sure that you are speaking in a way that the reader can follow you. So when I chose to write this book, I chose my audience to be the Jopwell member. I chose to write to a professional of color, and in that conversation I am basically mentoring and saying, "As a person of color, regardless of your environment, this is how you leverage your diversity as an asset, and you have a unique opportunity to do so." What I wasn't able to do in the book was talk about what companies can do to create environments where people can actually leverage their diversity as an asset, because if you try to [?] in one it becomes very complicated. You can't--the reader can't follow along. So the book is about what we as professionals of color can do, but now there needs to be a conversation about what can companies do to create environments where this can actually happen? And so a lot of what we do from a Jopwell perspective to companies is that we discuss with them different strategies and ways to think about building diverse, inclusive, and equitable environments, and it really starts [at] the top down, meaning that, like, the senior most people, the CEO, the board level, they have to be committed and bought in. Companies have to clearly define and articulate what diversity even means in the context of their organization. Are you talking about ethnicity? Are you talking about gender? Sexual orientation? Socioeconomic background? What are you talking about? Because to build a culture that is inclusive--well, inclusive of whom? You know? And I think that's a really important concept. And then how do you measure if it's working? And so there are a lot of steps that companies have to take. Unfortunately, a lot of companies don't feel comfortable having uncomfortable conversations and they want to jump to solutions without really thinking through "What does success look like?" So at Jopwell, when we work with a company, we take them through those stages. We work with them to define what success looks like. And diversity and inclusion is not, like, a 1-year initiative. It's gonna be ingrained in your culture moving forward. So it's a long-term play, and so there's a lot of work that we do with companies that's less tech-focused--it's a lot of human capital--but because we're doing that at work, we can help the community find opportunities that they should be able to thrive in.Zach: And so let's talk about that. I want to press a little bit more on what you said about, like, you know, you stated that a lot of times--that part of the inclusive culture for folks to actually leverage their diversity well is in organizations being comfortable having uncomfortable conversations, and I've noticed that too, that, like, a lot of times if you mention the word race, or you mention the word gender, or you mention any of these words that indicate other, you're right, organizations will often kind of go to, "Well, we're just gonna do this, this, this, this, and this." It almost becomes, like, a--like they're putting out a fire, right? It's more reactionary and it's not solution-oriented, and you talked about people being comfortable with those uncomfortable dialogues. What does it look like for Jopwell to help organizations work through some of that discomfort?Porter: Yeah. So what we tell companies is that if there's something that's happening in the world or in the country that disproportionately affects a certain community and you have that community as employees within your organization, how do you express that in a way that's, like, non-polarizing or non-political? Because you should treat your colleagues and your peers as you would want to be treated. So if you're from a community and something's happening within that community that's, like, on national news and you don't address it as an organization, like, of course that employee won't bring their whole self and their authentic self to work, and if they don't bring their authentic self and their whole self to work you're not gonna get the most out of them. So how do you create [environments] where these potentially uncomfortable conversations can occur in a way that it's respectful and that employees understand that the workforce that you work in is very inclusive and these conversations are just a part of the fabric of what makes the organization's culture special? So, like, let's start small, right? And so thinking about topics and news conversations that are happening, how do you start to address those things? Now, we've seen many companies do really interesting things on the back of our recommendations when these things occur. Some companies have hosted town halls where they bring all hands, and, you know, it's a conversation of what's going on and what's the position of a company around certain topics that they cannot ignore. And the feedback has been incredible, naturally so, from the attendees, because they felt like they were seen for the first time. And then again, like, if companies aren't used to doing those things, it can be potentially uncomfortable. So that's an important concept.Zach: And kind of going into that, right? And I shared this a little bit earlier. What excites me about Jopwell is that it's not a job board - it's actually a community, and I talked about this earlier, but it's a community built by and built for underrepresented folks, and, like, that comes with a lot. So I think about Living Corporate--and Living Corporate and Jopwell are not the same, right? Like, the missions are different, but there's some similarity in that we exist as a resource for underrepresented voices, and I think that comes with a lot. I think for Living Corporate it's unique because we're really just here on, like, the employee side. Like, we're just here to amplify voices, but we're not--we don't necessarily have, like, the same connected, like, broad community that you have, and we're also of course not managing, like, tons of corporate relationships, and so I'm really curious about, like, what does it look like for you and your team Porter, to manage the emotional labor of, like, carrying and advocating for and building this platform to amplify and support black and brown folks while at the same time managing, like, the business relationships that come with that?Porter: Yeah. So it can get very complicated, but we always--because [we work?] for the community, the community knows what to expect from Jopwell and companies know what to expect from Jopwell. So we don't speak to the community any differently than we talk to companies, and we don't talk to companies any differently than we talk to the community. Like, we are very consistent in who we are. For us, we always do what we believe is the best for the community, and Jopwell takes stands on things that we feel passionately about that affect the community, regardless of what companies think. So a perfect example is during the last election, when Trump won, we knew, positive or negative, there was gonna be a very strong reaction from them. So even though we're a tech company, we knew we had to host a town hall, or create a forum, where people can share their perspectives and how they feel. So we hosted a town hall in New York City. We had, you know, several hundred people show up. No real agenda other than hearing the perspective of the community, and people shared how they felt, and just providing that forum, I think, was beneficial, and we felt that we had a responsibility to the community. So we know if we're thinking these things, others are thinking these things at work, so there needs to be an outlet where they can have these conversations about all of the stuff that's going on. And so, again, we have to be very committed and very--and always bring it back to we are a community-first class [?]. The two things that we believe are best for the community--again, as long as we're consistent and then companies know that, the community knows that, and Jopwell will always do what's best for the community.Zach: Man, I love that, man, you know? I just--and I appreciate it, and it feels--like, to your point around consistency, like, it's really cool--'cause I've seen other... I don't know. It's just interesting, right? And, like, I've talked about this to other, like, diversity and inclusion leaders. I think that we're seeing this pattern of some of these spaces becoming a bit more authentic in their language and in their presentation, and I really do believe that Jopwell is leading the cause in that, right? Because a lot of times when you have, like, these spaces that are, like, led by predominant majority folks, they can sometimes come across lukewarm or silent on certain spaces, and then it--like, it creates an inconsistent brand, because it's like, "Okay, well, if you're for diversity and inclusion, you should have a voice on this topic because it's impacting the people that you claim to advocate for." And I do recall content coming out around the election, and I do remember just being, like--feeling really affirmed by that. So question for you - you talked a little bit about forums. You recently hosted Jopwell's first ever summit, Jopwell Talks. It looked like an awesome event. Can you tell us a little bit more about the day and what you hope attendees took away from the summit?Porter: Yeah, absolutely. So we were so thrilled to host that event. Basically, Ryan and I, my co-founder and I, we've gone to diversity and inclusion conferences time after time after time over the last, you know, 4.5 years or so of building Jopwell. It was frustrating to me that I didn't leave feeling inspired [for, like, what] tomorrow brings me, and we are incredibly fortunate that throughout the Jopwell journey there have been many mentors and celebrities that have joined the movement with us, and we felt that we could provide these trailblazers [?] a stage to share stories of how they got to where they are and the things they've learned along the way that the audience can recognize that there's no linear path to success and that these individuals that we can highlight, we felt that it's not often that you get access to these folks. So we wanted to create an incredible environment, so we rented out the Brooklyn Museum. We wanted to have the most outstanding speakers, so we went after [sticks?] - Gayle King, Dr. Michael Lomax, Antonio Lucio, the CMO of Facebook, Edith Cooper, [?]. I mean, just incredible folks. [?] loved hosting it. And from these individuals, we were able to share their story and highlight them in such a way that the audience could follow along and let the conversations breathe. So we didn't have panels. There were no breakout sessions. It was amazing content from amazing individuals, and we crowd-sourced some of the questions. You were involved in this incredible environment listening to these folks, and what I've received as feedback from people, they left feeling motivated and excited to [see] tomorrow, and they saw these folks, and that was the goal of the day, and so we're very thankful that people were excited to attend and that they wanted [to be a] part of it, and, you know, we plan on doing a lot more moving forward.Zach: Man, that's incredible. And look, Porter, you know that we appreciate you. Super thankful that you were able to join on the platform. In fact, you know, it's pretty customary. We got to. You know, we typically drop air horns. We drop 'em at the beginning, but I got too excited and nervous 'cause you're on our show and so I didn't drop 'em. So I'ma go ahead and drop the air horns right here--[air horns sfx]--and I'ma go ahead and give you a Flex bomb--[Flex bomb sfx]--and I'ma give you some coins, 'cause you been dropping dimes. [coin sfx] And I just want to thank you, man. I appreciate you. Thank you so much. Before we let you go though, any parting words or shout-outs?Porter: No, [but] I appreciate the work that you all [do]. You know, the more that we lift each other up, the more opportunity exists for everybody, and this is not a zero-sum game, and I get very frustrated when I'm the only person of color in a room, and--again, the conversations need to keep happening, and that's the only way we're gonna start changing things. So thank you for building this and for allowing individuals to hear stories at scale. It's what I need and needed when I was thinking about what I wanted to do next, and it's not often where you can get access to folks and really hear their authentic stories. And so it's an incredible platform that you're building and, you know, thank you for doing that.Zach: Oh, my gosh. Man, I'm about to blush over here. Yo. [laughs] Listen, y'all, it's been Zach. You've been listening to Living Corporate. We are real talk in a corporate world. You make sure you check us out on Twitter at LivingCorp_Pod, Instagram at @LivingCorporate. Make sure you just check us out anywhere. You know, just Google us, you know what I mean? We're not Jopwell level, but we're out here. You just Google "Living Corporate." You want to check out our website? Check out livingcorporate.co, livingcorporate.net, livingcorporate.org, livingcorporate.tv, living-corporate--please say the dash--Porter, do you know we have all the livingcorporates except livingcorporate.com, man? We've got all them domains. I'm trying to get it, man. Australia has livingcorporate.com, but we're gonna get there one day, man. Let's see here. I think that does it for us. This has been Zach again, and you've been listening to Porter Braswell - general beast, but specifically for this podcast, CEO and co-founder of Jopwell. 'Til next time, y'all. Peace.

Kenny Coleman is one of the finest “connectors” you might ever have a chance to meet. His path in life started as one of the only African-American kids in a predominantly white enclave in Silicon Valley, where he had to learn to navigate certain challenges to connect with others. In high school and college, he became a football star and vocal leader on teams from Gunn High School to Utah State University. As a Cutco/Vector Marketing sales rep after college, Kenny set one of the most legendary sales records in the history of Cutco by selling over $36,000 in his “Fast Start” — his first 10 days with the company. Now, he’s the Director of Business Development at Jopwell, a company that helps underrepresented ethnic minorities connect with better opportunities in the marketplace. Throughout his entire life, Kenny Coleman has understood how to bring people together. His ideas can help you establish more diverse connections throughout your workplace and your personal life.   For the complete show notes and access to all episodes, visit ChangingLivesPodcast.com

Our guest this week is Porter Braswell, CEO and cofounder of Jopwell, the leading career advancement platform for Black, Latinx, and Native American students and professionals. Braswell advises over 100 of America’s leading companies on how to achieve a more representative workplace, while also creating professional opportunities for Jopwell’s community. He’s just written a book, Let Them See You, that’s out now. It addresses how diverse individuals can leverage their diversity as an asset at work, and also how champions of diversity can understand the value and for diverse candidates in the workplace.We discuss what drove him to create his platform, the importance of diversity in the workplace, and the intrinsic business value of embracing a diverse work force. Plus the work-life balance of a start up CEOTo follow up with Porter Braswell you can find him on Twitter: @porter_braswell or Instagram: @porterbraswellYou can find Jopwell online or on Facebook: https://www.facebook.com/Jopwell Twitter: @jopwell or Instagram: @jopwellClick here to learn more about his book, Let Them See You.Here are the journals that Gib uses: The Best Self Journaland a blank MoleskinSubmit your pet to be the pet of the week go to: teshvideos.comCome see us live: teshmusic.comAnd you can sign up for our newsletter at tesh.com to get Intelligence For Your Life right to your inbox.As always, if you like our podcast, Rate Comment and Subscribe on iTunes, Stitcher or wherever you get your podcasts. And tell your friends! If you don’t like our podcast, then keep it quiet, I guess.Our Hosts:John Tesh: Twitter: @JohnTesh Instagram: @johntesh_ifyl facebook.com/JohnTeshGib Gerard: Twitter: @GibGerard Instagram: @GibGerard facebook.com/GibGerard

After experiencing the lack of diversity on Wall Street firsthand, Porter Braswell was inspired to create a solution to the problem: Jopwell, a platform that connects Black, Latinx, and Native American talent with career opportunities. In conversation with host Andy Ng, Porter explains what the terms “diversity”, “equity”, and “inclusion” mean to him, and why they are important for organizations at any stage of the business life cycle. Also, he offers advice for diversity champions who may be facing resistance in their companies. Under Porter’s leadership, Jopwell has formed partnerships with more than 100 of America’s leading companies and has facilitated tens of thousands of connections between the Jopwell community members and its clients. In 2017 alone, the company was recognized as Entrepreneur Magazine's "100 Most Brilliant Ideas," and Fast Company's "World's Most Innovative Companies”. Transcript at www.sypartners.com/podcasts Hosted by Andy Ng: Andy Ng is a Program Manager at SYPartners in New York. After working a full-time job as a high school student, he earned the prestigious Gates Millennium Scholarship and studied at both NYU and the Harvard Graduate School of Education. He has co-founded a successful education startup, cultivated his leadership and contemplative practice in fellowship with His Holiness the Dalai Lama, and spent time working on issues of diversity and inclusion in Silicon Valley. Andy is deeply passionate about bringing others together, specifically young people, and has worked with students in London, Abu Dhabi, and across the U.S.

Welcome to another episode of Startup Handmedowns! We promise this episode was worth the wait! This week, we chat with Porter Braswell, co-founder and CEO of Jopwell, a career advancement platform for people of colour. As Porter describes, Jopwell was created out of necessity. When Porter entered the finance industry, he noticed that there were very few people in the industry that looked like him, and as a black man who had many opportunities that most people of colour are systematically barred from, he allocated the responsibility onto himself to fight for diversity in the workforce. Part of the reason why Jopwell is so successful is that Porter is able to foster a community that is about more than just finding a job. He knows that bigotry isn’t something that is just felt in a controlled environment like work or school; being a marginalized person means that you experience the world differently, giving you a unique perspective on the world around you. This can make it very hard to find success in a workforce that heavily favours white men, but what many companies are discovering with the help of Jopwell is that the diversity of thought resulting from a diverse workforce is extremely valuable.

On today's episode of Secure The Seat, I discuss what it means to create your own seat with Brittney Oliver.  Brittney Oliver is a marketing communications professional. Over the past two years, Brittney has built her platform Lemons 2 Lemonade to help Millennials turn life’s obstacles around. Her platform is known for it’s networking mixers which has brought over 600 young professionals, entrepreneurs, and creatives together to turn life’s lemons into lemonade in NYC, Nashville and Atlanta. Her mixers have been supported by BuzzFeed, Bumble, Giphy, Jopwell, Jack Daniel’s and Ciroc. While building Lemons 2 Lemonade, Brittney is a contributing writer for Fast Company and ESSENCE. To connect with Brittney go to www.brittneyoliver.com

Porter Braswell is the CEO & Co-Founder of Jopwell a technology platform that helps Black, Latinx, and Native American students and professionals unlock opportunities for career advancement.

On the episode, I Zoom in Brittney Oliver and we chat about how you can become a freelance writer. Brittney Oliver is a marketing communications professional from Greater Nashville. Over the past two years, Brittney has built her platform Lemons 2 Lemonade to help Millennials turn life's obstacles around. Her platform is known for it's networking mixers which has brought over 300 NYC young professionals, entrepreneurs and creatives together to turn life's lemons into lemonade. Her mixers have been supported by BuzzFeed, Giphy, Jopwell, Jack Daniel's and Burson Marsteller. While building Lemons 2 Lemonade, Brittney is a contributing writer for Fast Company and ESSENCE. Brittney has a BA in Public Relations from Howard University. After living in NYC for seven years, Brittney recently return to her hometown to grow Lemons 2 Lemonade in the Southeast. Learn more about her work at http://brittneyoliver.com/ Connect with Brittney on Twitter: https://twitter.com/Britt_S_O?lang=en

Jeff Johnson has been seen covering red carpets and press junkets for various outlets including NBC News and The YBF. Jeff also hosts the “NonStopCulture Show." A podcast and YouTube show discussing the latest in pop culture and digital media. He is also an on-air host FanBros and correspondent and producer for Bleacher Report. RTs are not endorsements but the views and waves are (allegedly) his. We brought Jeff on the show to tells us how he transitioned from content corporate guy into his dream job. Here's what he told us: Tailoring your resume(s) for the job you want not the job you have The career building advice he offers anyone looking to transition into another field even if they are not getting direct experience at their present job How proactive career planning ensured he was ready to answer when his dream job called even though he wasn't positive when that opportunity would finally knock A couple corporate horror stories that many of us can unfortunately relate to when he knew it was time to move on to another career Why when you work a 9-to-5 you love it doesn't feel like work, proving that time really does fly if and when you're having fun References Mentioned in this Show Jeff Johnson Twitter: @JeffJSays YouTube: Non Stop Culture Forbes: Employees Who Stay In Companies Longer Than Two Years Get Paid 50% Less Announcements Click here to read Rich's tips on how for identifying and leveraging transferable skills on the Jopwell. Thank You for the Support We’ve created a new free guide exclusively for our email subscribers: The 15 Minute Paychecks and Balances Money Plan: Your Guide to Financial Freedom. The free document includes “15-minute” plans for creating a budget, starting your debt freedom plan, and finding your FIRE number. Sign-up to get your free guide today and see why just 15-minutes may change the next 15 years of your own journey to reach financial independence. We’ve partnered with NerdWallet for all your personal finance needs at PaychecksAndBalances.com/Tools Looking for more free career development and debt freedom tips? Join our email list at PaychecksandBalances.com/email for exclusive content including show updates, digital giveaways, and more. We don’t spam. We just keeps it real. Yes, keeps. Check out our PATREON page! We’re raising funds to grow the show so we can create more great content that helps you get ahead professionally and financially. Read Marcus’ book series, Debt Free Or Die Trying, to learn more about how he paid off $30,000 in debt by age 30; and how to create a debt free plan you’ll actually follow. LIKE us on Facebook.com/PaychecksandBalances or follow us on Twitter @PayBalances @IamRichJones @THEMarcusGarret and on Instagram.

Porter Braswell is the CEO and cofounder of Jopwell (YC S15). Jopwell is a career advancement platform for Black, Latinx, and Native American students and professionals.The YC podcast is hosted by Craig Cannon.

On this week's episode of People Cooler Than Me, we hear how Tani Brown's constant willingness to expose herself to the stories and lives of others' helped sharpen her understanding of her purpose, and execute on her mission to make diversity and inclusion a lived reality for all.

In 2014 Anastacia took a risk and left her job in consulting to become the first employee of a now venture-funded startup called Jopwell. She withdrew her admission to Columbia Business School in 2015 when Jopwell went through Y Combinator, the most renowned startup accelerator program in Silicon Valley. By the end of that summer, her work helped the company raise a $3.25M seed round of funding from Magic Johnson Enterprises and prestigious venture capital firms like Andreessen Horowitz, Kapor Capital, and more. Join us as we talk VC funding, business school and growth on Episode 3 of Season 4. Find Anastacia Here: Web: https://alittlepieceofmine.com Instagram: www.instagram.com/staaci7/ Twitter: www.twitter.com/staaci7 Linkedin:  www.linkedin.com/in/anastaciagordon/

Jopwell is the leading career advancement platform for Black, Latino, and Native American students and professionals. I visited their headquarters in NYC to speak with CEO Porter Braswell. Jopwell to date has raised millions and Porter from has an interesting story about how despite his pedigree he realizes how powerful grit plays a role in getting to what you want. Learn more about your ad choices. Visit megaphone.fm/adchoices

There's so much conversation around diversity in tech these days, especially as it relates to hiring. I had a chance to interview Ryan Williams, one of the co-founders of Jopwell, a company that helps companies connect with and recruit minority candidates for internships, entry-level positions, and experienced hiring opportunities. We talked about how Jopwell began and went through YCombinator, hiring trends, Jopwell's next steps, and what success looks like for him and for the company. Jopwell is definitely a valuable tool for companies and job seekers, so if you're looking for a job, sign up today! Jopwell Jopwell on Twitter Ryan Williams on Twitter

Interview with Tani Brown, Director of Partnerships At Jopwell. Tani discusses being an early employee at a black owned startup. What's is like to work at a tech startup vs previous corporate roles. And how to choose between working for a smaller startup vs a large tech company.

If there's one word that I would use to describe Pamela Assogba, it would be ambitious. Originally from Dakar, Senegal, Pamela's love for knowledge brought her here to Washington, DC, and she studied architecture and fashion design before settling into web development. Now, she's a full-stack engineer for Vox Media and an instructor for General Assembly teaching courses on front-end web development. We talked about the lessons she's learned since becoming a web developer, what keeps her motivated and inspired, the state of diversity in the tech industry, and some insight into the tech scene in Dakar. Pamela also had some great advice for new coders -- have fun with it! (I totally agree.) Without further ado, here's Pamela! Enjoy! Pamela Assogba on Twitter Thanks to our episode sponsor: Jopwell! Take the first step to landing your dream job by signing up at jopwell.com/share/revisionpath. WE NEED YOUR FEEDBACK! Take our audience survey for a chance to win a $100 Amazon.com gift card! revisionpath.com/survey SPECIAL OFFER! Use discount code revisionpath and save 20% off any purchase at Creative Market! goo.gl/kMM0M7 We're on iTunes and Stitcher as well! Visit revisionpath.com/iTunes or revisionpath.com/stitcher, subscribe, and leave us a 5-star rating and a review! Thanks so much to all of you who have already rated and reviewed us! Help support Revision Path by becoming a patron! Check us out at patreon.com/revisionpath. Pledge levels start at just $1/month.