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EGACY Yesterday. Today. Tomorrow.
WEDNESDAYS • March 17, 2021
INSIDE & ONLINE Wanted: COVID-19 vaccinators - 2 Standing up for girls, everywhere - 3 Henrico school board member under fire for racist comments
Richmond & Hampton Roads
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How Biden’s Plan Could Help Reshape The Finances Of American Families SCOTT HORSLEY
For Nancy Cordeiro, a plan by the Biden administration to provide her family with a monthly allowance is more than just about money that she sorely needs. It's also about restoring something she has lost at times during the pandemic: her pride. “When you have to go to the food bank, there's a lot of pride at stake and people are suffering from that,” Cordeiro said. “They're getting depressed over that, because all that weight is on them, just like it is on me.” The Middletown, R.I., mom of a 4-year-old has kept her job with a heating and cooling company, but her husband, who does home renovations, has been unable to work during the pandemic. For a while, their daughter's preschool was closed, so the child had to tag along with Cordeiro to the office. Fixing three meals a day plus snacks was a drag on the family’s grocery budget. Some of that weight is about to be lifted. Included in President Biden's $1.9 trillion relief package is a provision that provides many American parents an allowance of $250 a month for each child and $300 for kids under 6. Although set to last only through this year, many experts see this as a potentially gamechanging initiative to fight poverty in America and lift up lower-income families. Biden Plan To Expand Child Tax Credit Could Help Lift Millions Of Kids Out Of Poverty The federal government already offered a limited tax break for parents, but the new law expands that in a number of important ways. First, it vastly expands the amount of money
President Joseph R. Biden signs the $1.9 trillion COVID-19 relief bill last week. provided to families — 50 percent to 80 percent more for each child. Second, it›s designed to be given out monthly, like an allowance, rather than just once a year. And third, parents with little or no income still qualify for the full amount. That’s a departure from the existing tax break, which is less generous to low-income workers and gives the poorest families nothing at all. “This is landmark legislation that would really slash child poverty and target benefits to
the lowest-income families that need them the most,”says Kris Cox, deputy director of federal tax policy at the left-leaning Center on Budget and Policy Priorities. For Cordeiro, the allowances will make it easier to catch up on some bills and fill the refrigerator. “It’s a huge financial help because that takes away some of the burden of, ‘What do I pay?’” Cordeiro said. “‘Do I pay the rent? Do I pay the
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The LEGACY
2 • March 17, 2021
Wanted: Vaccinators to provide COVID vaccine JULIA STRAKA CNS - A new law allows more medical providers to administer COVID-19 vaccines, but the new pool of vaccinators hasn’t been able to join the effort yet. “This is a really labor-intensive effort,” Linda Botts, the Interim Medical Corps Reserve State Coordinator, said over the phone. “It doesn’t matter
how much vaccine there is if we don’t have enough vaccinators.” A study published on WalletHub ranked Virginia as the least safest state, coming in 51st place, in regard to the coronavirus. One of the metrics used in the review was the portion of the eligible population receiving vaccines. Virginia came in 23rd on vaccinations and dead last for death rates.
Oyster Point On-Ramp Access Improvements City of Newport News Find out about the proposed plans by Virginia Department of Transportation (VDOT) to improve ramp access from the City of Newport News to Interstate 64 east, in the vicinity of City Center at Oyster Point. This project will widen the eastbound entrance ramps to I-64 at both J. Clyde Morris Boulevard (Route 17) and Oyster Point Road (Route 171) from single-lane ramps to double-lane ramps to alleviate congestion on the local roads. The ramps will be widened at the entry points to add vehicular capacity and merge to a single lane before entering the interstate. Traffic will be maintained during construction and few and no full roadway closures are anticipated with current design. No right-of-way acquisition is anticipated on this project, although there is a potential for some utility relocations within the existing right-of-way. Review the project information and current plans online at VDOT’s project website www.virginiadot.org/OysterPointRamps or in person at VDOT’s Hampton Roads District Office located at 7511 Burbage Drive, Suffolk, VA 23435 757-956-3058, TTY/TDD 711. Due to current visitor guidelines, please call ahead to make an appointment with appropriate personnel to review documents and/or answer your questions. If your concerns cannot be satisfied, VDOT is willing to hold a public hearing. You may request that a public hearing be held by sending a written request to Mr. Samba Secka, Virginia Department of Transportation, 7511 Burbage Drive, Suffolk, VA 23435 on or prior to March 31, 2021. If a request for a public hearing is received, notice of date, time and place of the hearing will be posted. VDOT ensures nondiscrimination and equal employment in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964. If you need more information in regards to your civil rights on this project or need special assistance for persons with disabilities or limited English proficiency, contact Project Manager Mr. Samba Secka at 757-956-3058.
State Project: 0017-121-R19,P101, R201, C501 UPC: 113259
Since the approval of the Johnson & Johnson vaccine, the state’s vaccination rate is predicted to increase. Virginia is scheduled to receive around 91,000 doses of the Johnson & Johnson vaccine within the next two weeks. The new vaccine is projected to make up 20 to 30% of the state’s vaccine breakdown, along with the Moderna and Pfizer vaccines, according to Dr. Danny Avula, the state vaccine coordinator, in an article from the Staunton News Leader. But as the availability of vaccines increases, the availability of approved vaccinators has yet to increase. Henrico Republican Sen. Siobhan Dunnavant, with the support of every state senator, passed a law that loosens the strict requirements for medical providers able to administer the COVID-19 vaccine and facilitates the vaccination effort in Virginia on Feb. 15. A complementary bill that started in the House with Del. Lamont Bagby, D-Henrico, passed four days earlier. The new law allows any licensed medical providers, medical students and EMS workers to administer vaccines. Until its passage, members of the Medical Reserve Corps (MRC) made up most of the volunteer force. The new law, which passed as an emergency bill, has yet to have a tangible impact on the state vaccination effort. The health department hasn’t finished organizing a volunteer program for the new pool of state-sanctioned volunteers yet. Botts said the program will be up-andrunning by early April. “We are working to process and make that bill a reality. There’s got to be some structure to how we'll roll it out,” Botts said. Though there was a shortage earlier in the year, Virginia is receiving more doses of the Moderna and Pfizer vaccines now as well. Around 3,000 people received their one-and-only dose of the Johnson & Johnson vaccine last week at a mass vaccination event in Richmond. “The supply of vaccines, now that [the] Johnson & Johnson [vaccine] has been approved, will outpace the ability to deliver,” Dr. Frank Iurno, a Glen Allenbased orthodontist, said in an interview. Iurno, as the president of the Virginia Dental Association, is happy to see the change in vaccine legislation.
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March 17, 2021 • 3
4 • March 17, 2021
Op/Ed & Letters
The LEGACY
The future is equal: Call for action Rachel Scott Everett & Altimese Nichole It is of utmost importance to act to create the racial and gender equity we need more of in the world — a movement in which Girls For A Change are at the forefront. What does leadership look like in our country? What does it look like in our community? Local nonprofit Girls For A Change knows, and they want what their name states: change. A change in perception. A change in the narrative. A change in who can be a leader. Angela Patton, CEO of Girls For A Change, created the youth development organization with the aim of “preparing Black girls for the world and the world for Black girls.” Why Black girls? A recent article in The New York Times reported that Black girls are arguably the most at-risk student group in the United States. Studies found that their actions and appearance are viewed more suspiciously than their white peers. As a result, their behaviors are judged more harshly and they are often subjected to disproportionate discipline. “There are not many spaces where Black girls are free to express their individuality and develop their gifts and talents,” states Samantha McCoy, CEO of MissionKey Communications, LLC. The LEGACY NEWSPAPER Vol. 7 No. 11 Mailing Address P.O. Box 12474 Richmond, VA 23241 Office Address 105 1/2 E. Clay St. Richmond, VA 23219 Call: 804-644-1550 Online www.legacynewspaper.com
“Organizations like Girls For A Change provide this opportunity.” McCoy is one of three Black female entrepreneurs investing in Girls For A Change through multiple scholarship opportunities initiated by Altimese Curry, Founder of The Ezer Agency, a communications agency helping businesses, entrepreneurs and small business owners amplify their voice. After experiencing the financial challenges of higher education after graduating from Virginia Commonwealth University, Curry made the decision to help other young Black girls like herself. Last summer, she worked with Patton to launch the scholarships at Girls For A Change, which are part of the organization’s Girl Ambassador Program (GAP). GAP is designed to equip Black girls and other girls of color in high school with the tools and skills needed to help them secure professional careers. “Girls for a Change is a safe haven for young Black girls and their dreams,” says Curry. “It’s a foundation that nurtures the ideas and hearts of one of America’s most vulnerable… young Black girls. It also gives them the confidence to live boldly in the face of adversity while honoring the feelings they have in the process.” Candice Nicole, CEO of Candice Nicole Public Relations, agrees. As another Black business owner The LEGACY welcomes all signed letters and all respectful opinions. Letter writers and columnists opinions are their own and endorsements of their views by The LEGACY should be inferred. The LEGACY assumes no responsibility for unsolicited material. Annual Subscription Rates Virginia - $50 Other states - $75 Outside U.S.- $100 The Virginia Legacy © 2020
supporting Girls For A Change, she believes that “every organization can be intentional about partnering with those working to develop, encourage, and mentor women in leadership.” In addition to Girls For A Change, McCoy mentions platforms like Her Agenda, Walker’s Legacy, Black Career Women’s Network, and ColorComm as just a few examples of entities who have made it their mission to identify and develop high-achieving Black women. “As girls of color, moving through the world and most spaces is a very different experience for us in comparison to others,” says Mia Brabham, author of Note to Self, who is also investing in Girls For A Change. “We are constantly wondering if we’re being judged for the color of our skin, we have to try harder to get further, and we juggle microaggressions [unintentional discrimination] and other obstacles – whether financially, mentally, and even physically – along the way.” Brabham adds that Girls For A Change is helpful because it gives Black girls the opportunity to be in a space where they can learn to love themselves and be themselves. “That’s special and very important
because we know that when a girl has confidence, she can go anywhere and do anything.” Yet Black women alone helping Black girls can only go so far. For the systemic change that needs to be made, it must extend beyond them. All women, especially Black women and women of color, need advocacy. And it must come from the very leaders they’re aspiring to become. In the United States, Black History Month is celebrated in February and Women’s History Month in March, which may leave you wondering, what happens the rest of the year? Activist artist group Guerrilla Girls has a response: “Discrimination.” Statistics back up the statement. According to Catalyst, a global nonprofit working to accelerate women in leadership, the U.S. currently ranks behind Africa, Europe, and Latin America in the percentage of women in senior management. Male CEOs outnumber their female counterparts nearly 13 to 1. Women also face barriers advancing to their first management roles with race deepening the disparity. In 2019, white women held almost a third
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P.T. Hoffsteader, Esq.
March 17, 2021 • 5
(from page 4) of all management positions, while women of color held much smaller shares: Latinas (4.3 percent), Black women (4.0 percent), Asian women (2.5 percent). How do we make a change? We decided to reach out to current leaders in our community for insight. Last year, Virginia Business released the inaugural edition of the Virginia 500: The 2020 Power List. The comprehensive guide includes the top 500 business leaders holding the most power and influence in the commonwealth. Unsurprisingly, the list is comprised of mostly white men. As a precursor to the list, the media company makes the following statement on their website: “Virginia Business is purposefully conscious of the need to highlight the achievements of women and ethnically diverse communities in all our listings. Still, despite the increasing diversity of Virginia’s business community, leadership and power tends to stay a step behind the changing demographics of the commonwealth. The C-suite unfortunately lags somewhat in the diversity of top leadership positions. The good news is that Virginia Business will be here to continue to document such changes.” But here’s the thing: change cannot be documented unless actual change is made. Again, how do we make a change? For this story, we attempted to connect with many of the Virginia 500 leaders based in Richmond, requesting their thoughts on
women in leadership, specifically Black women and women of color. We received only eight responses, and from those responses, two individuals took the opportunity to share their thoughts. Michael Bor, CEO of CarLotz, was one of them. “Diversity is critical at all levels of an organization for so many reasons,” said Bor, who cofounded the high growth start-up. “We have found that having a more diverse workforce helps us to ensure our critical decisions are not blinded, or adversely guided by, subconscious biases that are not representative of the broader population. Our ability to solicit diverse perspectives on key issues ensures that the outcome is the right one for our stakeholders, teams, guests, clients, and investors.” Bor also believes that diversity at the senior leadership level sends an important message, not just to the internal team, but to the outside world. It visibly shows that opportunities exist for everyone at their organization – regardless of gender, race, or other factors like sexual orientation and physical ability. “This ensures that we are able to recruit and retain the best talent in the market and show them a clear path to leadership, which helps us accomplish our mission.” Bor gets it. Not only is diversity in leadership the right thing to do – it’s good for business. He should know: for the third consecutive year, CarLotz made The Inc. 5000, the most prestigious ranking of the
nation’s most successful private companies. Girl Ambassadors learning digital skills at Richmond coworking space 804 RVA (2018). Photo courtesy of Girls For A Change. Paige Clay, Senior Partner with asset management firm Mercer, was the other local leader willing to share her insight. “We need to continually focus on creating a diverse workforce with a culture of inclusivity and belonging,” states Clay. “To realize our full commitment to diversity and inclusion, we need to amplify our focus on gender, race, and ethnicity. Our commitment at Mercer is to create a workforce that reflects the diversity of the communities in which we operate, always consistent with recruiting, retaining, and promoting the best qualified talent.” According to Mercer’s research, only 15-20 percent of the S&P 500 companies have included Diversity, Equity, and Inclusion (DEI) metrics in their executive incentive plans. Mercer believes those strategically working to develop an inclusive and equitable workforce for women, particularly women of color, must hardwire their organization. The company has published an article addressing the “Say/Do” gap, which outlines critical steps companies can take to transform words into meaningful actions. As stated in the article, “Companies have the power to make this time different. We must use it.” Specifically, leaders of companies
have the power to make a change. People like Bor and Clay are showing that true leadership means proactively speaking out, advocating for diverse leaders, and putting in the effort to ensure it becomes a reality. Last summer, we witnessed a national reckoning against systemic racism after the killing of George Floyd and the resurgence of Black Lives Matter. While the protests instigated long overdue conversations on racial injustice in this country, they also revealed that we’ve only begun to earnestly address topics like implicit bias, discrimination, and inequity. Companies across the country began taking a hard look at their organizational structures, including here in Richmond, former Capital of the Confederacy. Many released statements declaring support for BLM, as well as a commitment to creating a more racially diverse workforce. But many companies have not followed through, or worse, have remained silent. It’s in that silence that we’re coming to terms with what many have always known: that racism is a defining characteristic of America. So too, is sexism. If the 2016 election taught us anything, it’s that an incompetent, chauvinistic white man with no political qualifications can still come out on top over a vastly more qualified woman with decades of relevant leadership experience. Complicating matters is that a majority of white women helped make it happen. - RVA Mag
6 • March 17, 2021
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U.S. Sen. Marco Rubio
utilities? Do I pay day care? Or do I get my daughter some new clothes and new shoes for school?’” Jessica Ricciardelli knows that feeling. She’s a single mom in Fairfield, Maine, who makes just
over $15 an hour. “My budget before the pandemic came around was on a shoestring,” she said. Ricciardelli has faced some unexpected bills this past year, including a Wi-Fi upgrade so she can work from home and a car to replace her old one, which failed to pass inspection. Ricciardelli said news of the new allowance gives her and her 5-year-old daughter, Izzy, some breathing room. “It was the first time I›ve ever felt like I was going to be positively impacted by a decision that our government had made. In a huge way,” she said. “$300 is a third of a paycheck for me,” Ricciardelli added. “That means that I›m not one small disaster away from not being able to pay my rent.” Congressional Democrats are already hoping to make the child subsidy payment permanent. Cox says there›s ample evidence kids who get that kind of early support are healthier, do better in school and earn more money as adults. “Many wealthy countries around the world have a child allowance where the government provides regular income support to parents throughout the year,” she said. “So in many ways, this is the U.S. catching up to the rest of the world and recognizing the importance of investing in children.” That investment does not come cheap. Extending the child subsidy would cost about $100 billion a year. Still, financial help for parents and kids has traditionally enjoyed support from Republicans, who tend to see such measures as “family-friendly.” Several GOP senators have backed an even larger child subsidy. But Sen. Marco Rubio, R-Fla., draws the line at paying benefits to families with no income, seeing it as a disincentive to find work. “That is not tax relief for working parents,” Rubio said in a statement. “It is welfare assistance.” Cordeiro acknowledged she would welcome the chance to work a little less and spend more time with her daughter. “Even if it›s just to take her to the zoo for a day — just to give her something of a treat,» Cordeiro said. «We don›t really get to do that, because I have to work.” She might get that chance this summer. The new child allowance payments are set to start in July. - NPR
Route 692 (Uzzell Church Road) Bridge Replacement Project Isle of Wight County Find out DERXW WKH SURSRVHG 5RXWH 8]]HOO &KXUFK 5RDG Bridge Placement Project over Champion Swamp in Isle of Wight County. The existing bridge, built in 1951, will be replaced with minimal approach roadway construction consistent with roadway in the current corridor. The proposed bridge UHSODFHPHQW SURMHFW LV ORFDWHG RQ 5RXWH DSSUR[LPDWHO\ 0.4 miles southwest of the intersection with Route 654 (Carroll Bridge Road). Review Project information and the National Environmental Policy Act (NEPA) documentation in the form of a Programmatic Categorical Exclusion at VDOT’s Hampton Roads District 2ႈFH ORFDWHG DW %XUEDJH 'ULYH 6XႇRON 9$ 77< 7'' RU DW 9'27¶V )UDQNOLQ 5HVLGHQF\ 2ႈFH 0HKHUULQ 5RDG &RXUWODQG 9$ 'XH WR FXUUHQW YLVLWRU JXLGHOLQHV SOHDVH FDOO DKHDG WR make an appointment with appropriate personnel to share more information or answer your questions. ,I \RXU FRQFHUQV FDQQRW EH VDWLV¿HG 9'27 LV ZLOOLQJ WR KROG D SXEOLF KHDULQJ <RX PD\ UHTXHVW WKDW D SXEOLF KHDULQJ EH KHOG by sending a written request to Ms. Nancy Marshall, Virginia 'HSDUWPHQW RI 7UDQVSRUWDWLRQ %XUEDJH 'ULYH 6XႇRON 9$ RQ RU SULRU WR March 24, 2021. If a request for a public hearing is received, notice of date, time and place of the hearing will be posted. VDOT ensures nondiscrimination and equal employment in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964. If you need more information in regards to your civil rights on this project or need special assistance for persons with disabilities or limited English SUR¿FLHQF\ FRQWDFW 1DQF\ 0DUVKDOO DW WKH SKRQH QXPEHUV listed above. VDOT ensures nondiscrimination and equal employment in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964. For more information or special assistance for persons with disabilities or limited English SUR¿FLHQF\ FRQWDFW 9'27¶V &LYLO 5LJKWV 'LYLVLRQ DW RU 77< 7'' 6WDWH 3URMHFW 3 5 0 % )HGHUDO 3URMHFW 673 %5 83&