Denise Schenck found this sign Saturday morning outside her home on Thomas Lane in Childersburg, AL
A family is upset after they say a racist sign was put in their front yard to scare their biracial children. Denise Schenck found the sign Saturday morning outside her home on Thomas Lane in Childersburg.
“Oh I was devastated,” said Schenck, “It was such a racial thing. I was devastated. I had never seen anything like it. I didn’t even know what it meant.”
The sign had derogatory comments like “the brotherhood lives” and “do yourself a favor and go back to Africa.”
Schenck believes the sign was targeting her daughter, Christy Brackett, and Brackett’s bi-racial children. When Brackett saw the sign, she immediately called police.
Police arrested James “Frank” Trucks who lives two doors down from Schenck. He’s charged with harassment and menacing, but says he did not do it.
“I’m angry to say the least,” said Trucks.
When asked if he was wrongly accused of something he didn’t do Trucks said, “I most certainly do. I don’t feel I can pass gas in my own yard without somebody signing a warrant.”
Trucks also claims he is not a racist.
“I got friends of color. A racist ain’t gonna hang out with people he hates,” said Trucks.
But the Bracketts say Trucks is a racist and they’re disappointed racism still exists today.
“You walk about and think it’s 2012 things have changed yeah, some things have but not everything,” said Brackett, “They don’t realize how they’re hurting people. They have feelings and I don’t understand how you could hurt a child – these are kids they’re threatening.”
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Racists up and down the country are wasting valuable drinking time, wandering in and out of multi-racial pubs, confused by the mainstream use of patriotic bunting in Britain’s high streets, says a recent report.
Carshalton painter and decorator, Tony Emery, who dislikes non-whites, lamented a futile 30 minute drive around neighbouring Mitcham in search of a bar in which he could be flagrantly racist. “The flags usually keep the darkies away, but the first place I went into was like a fucking Benetton advert. All sorts in there. I didn’t think Muslims were allowed in pubs.”
The skin-headed, muscular Emery eventually decided to abandon his plans for an afternoon of jingoistic bigotry to go cruising around Soho “where the flags don’t lie”.
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In times of economic strain, our whole community suffers from the complications of unemployment. In an effort to develop a new model of community outreach and economic sustainability, The Black«Star Project will soon launch the 1 Church, 1 Job program. It is estimated that inChicago alone there are approximately 10,000 churches. The Black«Star Project will offer the opportunity to participate in this program to as many churches as are willing. During this five-week program, young, jobless African Americans participating will receive a salary of $1000, job training and administrative mentoring throughout, and valuable work experience to draw from in the future.
By the end of the five-week program, all those who participate will gain something valuable. The workers, in addition to the five weeks of steady salary, will develop the skills and knowledge they need to pursue lasting employment. The churches will strengthen their community by keeping young people away from extra-legal forms of income, violence, and joblessness. Businesses will gain cheaper labor, informed workers, and federal recognition. Finally, those governmental bodies offering their support will help combat the problems they’ve been appointed to solve.
Tips for Churches and Businesses on Creating Effective Summer Job Opportunities and Internships
Due to the training nature of an internship, it is imperative that interns are provided with sufficient supervision. Considerable time investment will be needed, especially on the front-end, to plan for and implement necessary training. It is also recommended that the supervisor plan ongoing weekly meetings to stay up-to-date with the intern’s progress. Use care in identifying a seasoned staff member who “buys in” to the importance of utilizing interns. The person should realize that the purpose of an internship is two-fold. Interns will provide some useful assistance for the organization while also gaining on-the-job training that will assist them with their future career search.
Gone are the days of using interns as simple “go-fers”. Students are seeking opportunities that will stimulate them and provide real experience. A good internship program will ensure the assignment of challenging projects and tasks. Effective assignments are coupled with adequate supervision so as to provide an information resource and to ensure interns are keeping pace. Be sure to have some additional projects available in case an intern successfully completes a project ahead of schedule. Whenever possible, try to include the intern in organization events such as staff meetings and allow opportunities for networking and informational interviewing with key personnel.
Equal Employment Opportunity laws apply to the hiring of student interns. You will want to check with your state to see if workers’ compensation laws cover interns. Just as you would a regular employee, it is important to provide interns with information on your safety and harassment policies, as employers may be held liable for intern safety and harassment issues. In general, student interns fall into an “at will” employment status and may be terminated for poor conduct.
Documentation is very important for effective learning to take place. It is strongly advisable that an employer and intern create mutually agreed upon learning objectives. Well documented learning objectives provide clear direction and targeted goals for the intern. This ensures both parties envision the same experience and reduces the possibility of misunderstanding and disappointment. Effective learning objectives are concise and measurable.
An example of a measurable learning objective:
The intern will produce a marketing plan for XYZ product line.
An example of an immeasurable learning objective:
The intern will receive an understanding of our marketing concepts.
It is a good idea to also document other aspects of your internship program. This may include your internship program mission, internship job descriptions, eligibility and application requirements, compensation structures, supervisory roles, and supervisor/intern evaluations.
In most instances, the intern’s school will require the above information if the intern is receiving college credit for the experience. Additional forms beyond those stated above and/or agreements may be necessary for college credit depending on the school’s requirements.
Ensure Interns Feel Welcome
Just as you would a new full-time employee, it is very important that interns be provided with a warm introduction to your organization. Not only are interns new to your organization, in many cases, they are new to the professional world of work. Before interns arrive, be sure to provide them with any necessary housing, transportation, parking and/or dress code information. Once interns start, they should review necessary policies (i.e., work hours, missing work, harassment, safety, etc.). Acquaint them to their work space and environment by introducing them to co-workers. Interns should become familiar with your organization’s communication process and chain of accountability. The intern should also know the extent of their job authority and decision-making capabilities. You may even want to plan lunch activities with various staff members for the first week. Many organizations plan intern group outings and special events to recognize interns’ accomplishments.
Evaluation An internship can only be a true learning experience if constructive feedback is provided. An effective evaluation will focus on the interns’ learning objectives that were identified at the start of the internship. Supervisors should take time to evaluate both a student’s positive accomplishments and weaknesses. If an intern was unable to meet their learning objectives, suggestions for improvement should be given.
In conclusion, utilizing interns in your organization can result in many benefits. It is important to do some careful planning before creating your internship program. You can be sure to continue recruiting from your pool of internship candidates and foster positive public relations by implementing an effective, thorough internship program.
Internships: Tips for employers on starting an internship program. [10 paragraphs]. National Association of Colleges and Employers: Jobweb, HR/Staffing Professional’s Desktop, Tools and Publications [Website]. Available: http://www.jobweb.org/hr/interntips.htm
Patterson, V. (1997). The employers’ guide: Successful intern/co-op programs. Journal of Career Planning and Employment, Winter, 30-34, 55-56, 58-59.
Categories: racism, racism is white supremacy is racism, white supremacy
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Before I begin, let me quote the late, great, Booker T. Washington who said, “Of all forms of slavery there is none that is so harmful and degrading as that form of slavery which tempts one human being to hate another by reason of his race or color.”
For two years, I have been unemployed. In the beginning, I applied to more than three hundred open positions in the insurance industry—an industry that I’ve worked in for the previous ten years. Not one employer responded to my resume. So, I enrolled back into college to finish my degree. After completing school this past May, I resumed my search for employment and was quite shocked that I wasn’t getting a single response. I usually applied for positions advertised on the popular website Monster.com. I’d used it in the past and have been successful in obtaining jobs through it.
Two years ago, I noticed that Monster.com had added a “diversity questionnaire” to the site. This gives an applicant the opportunity to identify their sex and race to potential employers. Monster.com guarantees that this “option” will not jeopardize your chances of gaining employment. You must answer this questionnaire in order to apply to a posted position—it cannot be skipped. At times, I would mark off that I was a Black female, but then I thought, this might be hurting my chances of getting employed, so I started selecting the “decline to identify” option instead. That still had no effect on my getting a job. So I decided to try an experiment: I created a fake job applicant and called her Bianca White.
First, I created an email account and resume for Bianca. I kept the same employment history and educational background on her resume that was listed on my own. But I removed my home phone number, kept my listed cell phone number, and changed my cell phone greeting to say, “You have reached Bianca White. Please leave a message.” Then I created an online Monster.com account, listed Bianca as a White woman on the diversity questionnaire, and activated the account.
That very same day, I received a phone call. The next day, my phone line and Bianca’s email address, were packed with potential employers calling for an interview. I was stunned. More shocking was that some employers, mostly Caucasian-sounding women, were calling Bianca more than once, desperate to get an interview with her. All along, my real Monster.com account was open and active; but, despite having the same background as Bianca, I received no phone calls. Two jobs actually did email me and Bianca at the same time. But they were commission only sales positions. Potential positions offering a competitive salary and benefits all went to Bianca.
At the end of my little experiment, (which lasted a week), Bianca White had received nine phone calls—I received none. Bianca had received a total of seven emails, while I’d only received two, which again happen to have been the same emails Bianca received. Let me also point out that one of the emails that contacted Bianca for a job wanted her to relocate to a different state, all expenses paid, should she be willing to make that commitment. In the end, a total of twenty-four employers looked at Bianca’s resume while only ten looked at mines.
Is this a conspiracy, or what? I’m almost convinced that White Americans aren’t suffering from disparaging unemployment rates as their Black counterpart because all the jobs are being saved for other White people.
My little experiment certainly proved a few things. First, I learned that answering the diversity questionnaire on job sites such as Monster.com’s may work against minorities, as employers are judging whom they hire based on it. Second, I learned to suspect that resumes with ethnic names may go into the wastebasket and never see the light of day.
Other than being chronically out of work, I embarked on this little experiment because of a young woman I met while I was in school. She was a twenty-two-year-old Caucasian woman who, like myself, was about to graduate. She was so excited about a job she had just gotten with a well-known sporting franchise. She had no prior work experience and had applied for a clerical position, but was offered a higher post as an executive manager making close to six figures. I was curious to know how she’d been able to land such a position. She was candid in telling me that the human resource person who’d hired her just “liked” her and told her that she deserved to be in a higher position. The HR person was also Caucasian.
Another reason that pushed me to do this experiment is because of the media. There’s not a day that goes by in which I fail to see a news program about how tough the job market is. Recently, while I was watching a report on underemployed and underpaid Americans, I saw a middle aged White man complaining that he was making only $80,000 which was $30,000 less than what he was making before. I thought to myself that in this economy, many would feel they’d hit the jackpot if they made 80K a year.
In conclusion, I would like to once again quote the late, great, Booker T. Washington when he said, “You can’t hold a man down without staying down with him.”
The more America continues to hold back great candidates based on race, the more our economy is going to stay in a rut. We all need each other to prosper, flourish, and to move ahead.
Categories: college, economics, education, labor, racism, white supremacy
Tags: africa, African, African American, black men, Black people, black relationships, black women, Booker T. Washington, Business, c.o.w.s., context of white supremacy, discrimination, Employment, employment discrimination, Human resources, Job-Hunt, Labour economics, Monster.com, racism, racist, Résumé, replace white supremacy with justice, white supremacy, white terror domination, white terrorism, white-on-black crime
Sixteen Coca-Cola workers have filed a lawsuit against two of the company’s five production plants claiming they were forced to work in racially discriminating and hostile environments.
Recently filed in a New York federal courthouse the black and Hispanic workers described the facilities as a ‘cesspool of racial discrimination,’ according to the New York Daily News.
‘I’ve never been called so many names as I have been at Coca-Cola,’ Sondra Walker, a merchandiser at the Maspeth plant in Queens told the Daily News.
Lawsuit: Sixteen black and Hispanic Coca-Cola workers have filed a lawsuit claiming they were forced to work in racially discriminating and hostile environments
Ms Walker said among the names she was called freely and without punishment on the floor were ‘Nappy Head’ and ‘Aunt JaMamma.’
The 16 workers between the Maspeth plant and Elmsford in Westchester, both in New York, claim the racial minorities were assigned the less favorable assignments and received disciplinary action as well as retaliation if they complained.
Racial slurs: One of the workers has claimed that among the names she was called freely and without punishment were ‘Nappy Head’ and ‘Aunt JaMamma’
Ms Walker said that in one instance at the plant, a white worker complained of an assignment to clean out a sewer responding with words that expressed the chore being below him.
‘What am I, a nigger or something?’ the worker responded, according to Ms Walker.
‘I thought this was a fair and honest company, as American as apple pie,’ Guillermo Nunez, who joins Ms Walker in the lawsuit, said to the Daily News.
In a statement received from Coca-Cola by the Daily News, spokesman Toney Anaya said the company is currently investigating the allegations.
He added the company does not tolerate discrimination in the workplace.
Categories: 9 areas of people activity, labor, racism, white supremacy
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