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\"Once the poster girl for doing it all, after she had her first child Tiffany Dufu struggled to accomplish everything she thought she needed to in order to succeed. Like so many driven and talented women who have been brought up to believe that to have it all, they must do it all, Dufu began to feel that achieving her career and personal goals was an impossibility. Eventually, she discovered the solution: letting go. In [this book], Dufu recounts how she learned to reevaluate expectations, shrink her to-do list, and meaningfully engage the assistance of others--freeing the space she needed to flourish at work and to develop deeper, more meaningful relationships at home\"-- Provided by publisher.

The Space Age began just as the struggle for civil rights forced Americans to confront the long and bitter legacy of slavery, discrimination, and violence against African Americans. Presidents John F. Kennedy and Lyndon Johnson utilized the space program as an agent for social change, using federal equal employment opportunity laws to open workplaces at NASA and NASA contractors to African Americans while creating thousands of research and technology jobs in the Deep South to ameliorate poverty. We Could Not Fail tells the inspiring, largely unknown story of how shooting for the stars helped to overcome segregation on earth. Richard Paul and Steven Moss profile ten pioneer African American space workers whose stories illustrate the role NASA and the space program played in promoting civil rights. They recount how these technicians, mathematicians, engineers, and an astronaut candidate surmounted barriers to move, in some cases literally, from the cotton fields to the launching pad. The authors vividly describe what it was like to be the sole African American in a NASA work group and how these brave and determined men also helped to transform Southern society by integrating colleges, patenting new inventions, holding elective office, and reviving and governing defunct towns. Adding new names to the roster of civil rights heroes and a new chapter to the story of space exploration, We Could Not Fail demonstrates how African Americans broke the color barrier by competing successfully at the highest level of American intellectual and technological achievement.

All young people need good role models, and black youth especially need positive and real examples beyond the famous and wealthy people they see on SportsCenter highlights and MTV Cribs. While success as a celebrity athlete or entertainer may seem like an achievable dream, the reality is that young African Americans have a much greater chance of succeeding in the professions through education and hard work—and a mentor to show them the path. Real Role Models introduces high school and college-age African Americans to twenty-three black professionals who have achieved a high level of success in their chosen fields and who tell their stories to inspire young people to pursue a professional career and do the work necessary to achieve their dreams. Some of the individuals profiled by Joah Spearman and Louis Harrison, Jr., include Leonard Pitts, Pulitzer Prize–winning columnist for the Miami Herald; Melody Barnes, Director of the White House Domestic Policy Council; Danyel Smith, editor-in-chief of Vibe; and Dr. Tim George, Chief of Pediatric Neuroscience at Dell Children's Medical Center of Central Texas. They and other interviewees describe their backgrounds, career paths, and desire to give back by helping others reach their goals. Representing a wide range of occupations, these real role models prove to African American youths that a whole world of successful, rewarding careers awaits them. The Real Role Models Rufus Cormier, JD, Partner at the Baker Botts Law Firm, Houston, TexasMelody Barnes, Director of the White House Domestic Policy Council, Washington, D.C.Eric Motley, PhD, Managing Director of the Aspen Institute's Henry Crown Fellowship Program, Aspen, ColoradoJames McIntyre, Spokesman for the Federal Emergency Management Agency, Washington, D.C.Tracie Hall, Assistant Dean and Librarian at Dominican University, River Forest, IllinoisKimberlydawn Wisdom, MD, Surgeon General of the State of Michigan, Lansing, MichiganTimothy George, MD, Chief of Pediatric Neuroscience at Dell Children's Medical Center, Austin, TexasVictoria Holloway Barbosa, MD, Ethnic Dermatologist and Former Executive for L'Oreal, Chicago, IllinoisBill Douglas, White House Correspondent for McClatchy Newspapers, Washington, D.C.Leonard Pitts, Jr., Columnist for the Miami Herald, Miami, FloridaDanyel Smith, Editor of Vibe Magazine, New York, New YorkEd Stewart, Managing Director of External Communications for Delta Airlines, Atlanta, GeorgiaLynn Tyson, Vice President of Investor Relations for Dell, Austin, TexasWillie Miles, Jr., Founder and CEO of Miles Wealth Management, Houston, TexasHorace Allen, Founder and CEO of TeamPact, Atlanta, GeorgiaDeavra Daughtry, President and CEO of Excellent Care Management, Houston, TexasJe'Caryous Johnson, Founder and CEO of I'm Ready Productions, Houston, TexasSteve Jones, Cofounder of a graphic design company, Oakland, CaliforniaIsiah Warner, PhD, Chemistry Professor at Louisiana State University, Baton Rouge, LouisianaGloria Ladson-Billings, PhD, Professor of Education at the University of Wisconsin, Madison, WisconsinBernard Muir, Athletic Director at Georgetown University, Washington, D.C.Craig Littlepage, Athletic Director at the University of Virginia, Charlottesville, VirginiaBeverly Kearney, Women's Track Coach at the University of Texas at Austin, Austin, Texas

From African American pilots being asked to carry people’s luggage to patrons refusing drinks from African American flight attendants, Cabin Pressure demonstrates that racism is still very much alive in the “friendly skies.” Author Louwanda Evans draws on provocative interviews with African Americans in the flight industry to examine the emotional labor involved in a business that offers occupational prestige, but also a history of the systemic exclusion of people of color.

Looking at the communities of Central and West Harlem in New York City, this study explores the locus, form and significance of socioeconomic differentiation for African American professional-managerial workers. It begins by considering centuries of New York City history and the structural elements of class inequality to present readers with the larger context of contemporary events. The primary objective of this study is to examine the everyday lives of black professionals in Harlem and determine what bearing income-generating activities have on ideology, consumption patterns and lifestyle, among other factors.

Black and minority ethnic (BME) communities continue to experience differential outcomes within the United Kingdom (UK) mental health system, despite increased attention on the area. The trauma of racism for BME academic and professional staff within higher education remains problematic against a backdrop of cultural and organisational institutional racism. Within higher education (HE), BME staff consistently face barriers in terms of accessing contextually appropriate mental health interventions that recognise the sophisticated nature of insidious racism in all its overt and covert manifestations. This paper attempts to address the issues facing ethnic minority staff within the Academy with regard to accessing mental health services at university. Importantly, this paper explores the impact of racial discrimination on BME faculty within the sector and the impact upon mental health, in addition to considering the paucity of psychological interventions available in dealing with discriminatory episodes and the need for universities to diversify healthcare professional cohorts. This study utilises the narratives of 40 BME academic and professional university staff to examine the impact of negotiating racial inequality and discrimination at university and the impact upon mental health. Other aspects examined consider the impact of belonging, isolation and marginalisation on mental health and how this consequently affects BME university staff. Conclusions and recommendations provided advocate greater diversification of mental health support systems for BME staff within universities. Conclusions drawn will also consider how existing systems can function to dismantle racial inequality and improve mental health invention for ethnic minority service users.

Background The DAWN study will build a large genomics resource for AD research in individuals with African (Af) and Hispanic/Latino (H/L) ancestry. Clinical Research Coordinators (CRCs) are recruiting 5,000 Af, 4,000 African Americans (AA) and 4,000 H/L participants from the US and ten African sites. Study recruitment is done through community engagement in rural and urban settings. Coordinators on the front lines play an invaluable role in the success of reaching DAWN goals and assuring participant satisfaction as well as study trustworthiness. Often too little investment is made in this indispensable group. Method DAWN utilizes a team science approach for recruiting AA and HI participants across four U.S. sites. Outreach and Recruitment (OR) efforts are led by an OR core team. Clinical trainings are led by a Coordinating Site team and by managers at each site. Weekly virtual meetings hosted by the Coordinating Site, and monthly collaborators meetings offer bi‐directional learning between CRCs and trainers. An annual CRC meeting creates platforms for advancing professional development, clinical skills, culturally relevant and patient‐centered recruitment strategies, and camaraderie among cross‐site peers. At face‐to‐face convenings teams review study goals and expectations, celebrate milestones, and empower CRCs to identify organizational, administrative and personal challenges and successes across sites, including collaborating across‐sites to achieve enrollment goals. Result Nineteen DAWN CRCs are of AA and HI descent, representative of the recruitment populations. Approximately, 85% are female and all have at least a bachelor's degree. In the first two years, DAWN CRCs met enrollment goals with (1,616 AAs and 1,599 HIs). They identified 26 impediments and 14 retention strategies to improve recruitment efficiencies. Top strategies involved building community trust, CRC safety, providing additional in‐person trainings and providing resources for community. CRCs at all DAWN sites have assisted at least one other site in their recruitment. Conclusion Multi‐site efforts to provide important ancestral diversity to the global Alzheimer's genomics research effort will continue needing to identify roles, impediments and strategies for successful recruitment and retention of participants. Listening to the voices of CRCs and investing in their development are important strategies for recruitment success and employee retention.

Medical professional environments are becoming increasingly multicultural, international, and diverse in terms of its specialists. Many transplant professionals face challenges related to gender, sexual orientation or racial background in their work environment or experience inequities involving access to leadership positions, professional promotion, and compensation. These circumstances not infrequently become a major source of work-related stress and burnout for these disadvantaged, under-represented transplant professionals. In this review, we aim to 1) discuss the current perceptions regarding disparities among liver transplant providers 2) outline the burden and impact of disparities and inequities in the liver transplant workforce 3) propose potential solutions and role of professional societies to mitigate inequities and maximize inclusion within the transplant community.

We investigate the role of workgroup gender and race composition on the career mobility of professionals in “up-or-out” organizations. We develop a nuanced perspective on the potential career mobility effects of workgroup demography by integrating the social identification processes of cohesion, competition, and comparison. Using five years of personnel data from a large law firm, we examine the influence of demographic match with workgroup superiors and workgroup peers on attorneys’ likelihood of turnover and promotion. Survival analyses reveal that higher proportions of same-sex superiors enhance junior professionals’ career mobility. On the flip side, we observe mobility costs accruing to professionals in workgroups with higher proportions of same-sex and same-race peers. Qualitative data offer insights into the social identification processes underlying demographic similarity effects on turnover and promotion in professional service organizations.