MC Digital Edition 3.2.22

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Women Matter

Michigan Chronicle

Vol. 85 – No. 26 | March 2-8, 2022

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Judge Ketanji Brown Jackson Makes History as First Black Woman Nominated for the Supreme Court By Danielle Sanders It only took 233 years. President Biden nominated DC Federal Appellate Court Judge, Ketanji Brown Jackson, to the Supreme Court. If confirmed, she will make history as the first Black woman to be seated in the nation’s highest court. Biden stayed true to his campaign promise of nominating a Black woman to the Supreme Court. Ketanji Brown Jackson would be replacing retiring Supreme Court Justice, Stephan Breyer. The White House issued a statement regarding the President’s nomination saying, “President Biden sought a candidate with exceptional credentials, unimpeachable character, and unwavering dedication to the rule of law. He also sought a nominee— much like Justice Breyer— who is wise, pragmatic, and has a deep understanding of the Constitution as an enduring charter of liberty. And the President Ketanji Brown Jackson sought an individual who is committed to equal justice under the law and who understands the profound impact that the Supreme Court’s decisions have on the lives of the American people.” MORE THAN QUALIFIED BACKGROUND Age 52, Judge Ketanji Brown Jackson graduated magna cum laude from Harvard University with a degree in government in 1992. She obtained her JD cum laude from Harvard Law School in 1996. After graduation, she served as a law clerk under retiring Justice Breyer and others. She has experience in the public and private sector working in private practice and as a public defender. She also brings unique life experiences that shaped her law career. One family member served as a police chief in Miami, and another was sentenced to life in prison under the nation’s “three strikes law” for a non-violent drug-related offense. She encouraged a law firm to take that case pro bono and eventually then-President Obama commuted that life sentence. She is also related by marriage to former Republican House speaker, Paul Ryan. Judge Ketanji Brown Jackson was nominated to the DC District Court by President Obama and was confirmed in a bi-partisan vote. She often wrote decisions in contrast to the Trump Administration. In 2021, she was nominated to the US Court of Appeals for the DC Circuit by President Bident. She replaced Judge Merrick Garland who left the position to become the US Attorney General. While challenged about her rulings against the Trump administration she was confirmed in a 53-44 vote. Judge Ketanji Brown Jackson was previously considered as a Supreme Court Justice nominee by President Obama. Her nomination is supported by many civil rights and liberal organi-




By Sherri Kolade This is the final story in a two-part series that discusses diversity, equity and inclusion (DEI), how Black women as a double minority are operating at work in this space, and the challenges they face, especially in the corporate world. “We must reject not only the stereotypes that others hold of us, but also the stereotypes that we hold of ourselves,” said the late Shirley Chisholm, former Congresswoman representing New York’s 12th Congressional District Her statement still holds true today in all areas of life, especially while working as a Black woman. Black women are a double minority, and the diversity, equity and inclusion (DEI) arena should have an intentional focus on including black women within its directive. More Than a Moment Angela Thompkins, vice president and chief diversity officer at Consumers Energy, said that their Jackson-based company feels that their DEI isn’t a moment but “a movement.” “We’re excited by all that we’ll learn together on our DE&I journey,” Thompkins said in a statement to the Michigan Chronicle. “We’re also inspired by a vision for the future in which the ideas and contributions of all are heard, valued and celebrated.”

opportunities because of one’s hair texture or protective hairstyles like braids, locs, twists, or Bantu knots. The Crown Act’s website states that Black women are 30 percent more likely to be made aware of a workplace policy, which are forms of microaggression. First introduced in California in January 2019, the Crown Act was signed into law the same year on July 3. Beyond wearing natural hair, some Black women and men have even learned to project a certain tone in the workplace (known as code switching) to come across as more professional, especially with working with other groups of people. Ashanti Bland, Southfield Public Schools’ Board of Education vice president, told the Michigan Chronicle previously that she code switches when she finds herself in more professional environments to adapt her communication style and/or vernacular and “to best fit the tone of the discussion” of her audience. “In meetings with team members from the corporate side I tended to speak with a more monotone inflection, using less slang, and perhaps the annunciation of my words [were] more defined and clear,” she said. “Quite frankly I’ve seen many professionals both POC and non-POC, men, women and CEOs alike adapt their speech and communication styles based on their environment.”

However, despite best DEI intentions, Black women in the workspace have still faced their share of challenges including discriminatory practices against how they wear their hair resulting in the Crown Act (Creating a Respectful and Open World for Natural Hair).

Showing up to work as one’s full, authentic self as a woman, a Black woman at that, is something not always easy for an employee who does not feel supported culturally, even with diversity initiatives in place.

The Crown Act is a law that prohibits race-based hair discrimination — a denial of employment and educational

Beyond DEI initiatives, juggling multiple responsibilities like childcare, have forced many Black mothers to face

Missing the Mark?

tough decisions surrounding staying at work while handling childcare, especially during the pandemic. According to Washington, D.C.based nonprofit public policy organization, Brookings Institution, Black women have lost more jobs amidst the pandemic because Black mothers are more than likely to be raising children in school districts with online-only reopening plans. The organization also noted that Black mothers are more than likely less able to have a partner to share childcare responsibilities, take a pause from their employment, work from home or outsource childcare. Minda Harts, founder and CEO of The Memo LLC said in an article that diversity efforts are “missing the mark.” “It’s not enough for companies to have diversity initiatives for women when holistically most of those initiatives skew toward helping one group of women who tend to be white,” Hart said. “I believe the way we increase racial diversity is equipping our managers with the tools to manage a diverse workforce,” she says. “It’s less about having a certain number of women of color in a department, yet how is the company invested in their upward mobility?” Harts, who removed herself from corporate America over a year ago, to focus solely on her company says that if corporate America does not boost its diversity efforts for Black women, then the Black female talent pipeline could be reduced significantly in the future. “Many [Black women] are leaving nonprofit and corporate jobs because they aren’t having the same success as their counterparts,” she said adding that Black women are also becoming the fastest-growing group of entrepreneurs among women, having grown by

Black Women and the Ever-Widening Pay Gap By Sherri Kolade

LaNeisha Gunn, diversity recruitment and partnerships manager at Novi-based HARMAN International, told the Michigan Chronicle that with Black women being a double minority, they are still fighting “across all levels.”

Black women who want to earn just as much as White men would have to work about an extra seven months to catch up to them to make the same pay in America.

COTS CEO Cheryl P. Johnson

Elected as First Black New Detroit Chair

Roots. A3



“Black women are [still] fighting equity and pay disparity, upward mobility and being noticed,” Gunn said, adding that they are even working above and beyond to be noticed and being “championed” by senior leaders. “I still see some of them have to work 10 times harder.”

According to the U.S. Census, typically, Black women were paid 63 percent of what non-Hispanic white men were paid in 2019. A typical working Black woman in 19 months is then paid what the average White man makes in just one year. According to the American Association of University Women (AAUW), an equity-based organization, women, especially Black and Latina women, were more likely to work in low-wage jobs. The pay and wealth disparities that impact Black women also negatively touch the fami-

lies they are raising, especially if they are the breadwinner. About 80 percent of Black mothers are the sole, co-, or primary breadwinners for their households,

according to the report. And a good-paying job could mean riding a fine line between struggling and living comfortably for a family.

According to the Brookings Institution, a Washington, D.C.based nonprofit public policy organization, the overall Blackwhite wealth gap over the past three decades has increased. The median wealth of white


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Pay Gap From page A-1 households grew from $106,900 in 1992 to $185,400 in 2007 which is 7.8 times more than the average Black household ($24,100). According to the Federal Reserve, in the second quarter of 2020, white households— who make up 60 percent of the U.S. population— held 84 percent or $94 trillion of total household wealth in the U.S. In comparison, Black households—who account for 13.4 percent of the U.S. population—held just 4 percent or $4.6 trillion of total household wealth. Millennial and Detroiter Chantel Watkins is familiar with pay gaps. As the lead organizer for Michigan One Fair Wage, part of a national organization that champions fair pay, Watkins told the Michigan Chronicle previously that the organization is committed to fighting for $15 an hour for all hourly and tipped workers. “We have people all over the country who work with legislators, workers, volunteers and organizers to get people a fair wage,” she said. “The people involved the most are actual workers, especially restaurant workers. People in the restaurant industry are paid minimum and a subminimum wage that has them living in poverty and putting up with work conditions they otherwise would not.” These inequities didn’t happen by chance. Historically, Black women have been undervalued and even skipped over for opportunities although they are the most educated group in

the United States according to national statistics. This is nothing new. During the 1930s and 1940s, Black women had few career choices: maid, nanny, laundress or cook. Forty percent of Black women worked in some type of domestic job, according to information from the Detroit Historical Society’s (DHS) Detroit Historical Museum. Racial discrimination prevented Black women from being educated and employed fairly. And when World War II began, Black women wanted the opportunity to have a good-paying factory job, like white women, but were often excluded from these positions, according to information from the DHS. This longtime nationwide (even worldwide) issue is inspiring others to speak up. A Black woman, who has worked at Amazon since 2017 is suing the company for racial discrimination, according to a CBS News article. She says that the company doesn’t promote employees of color and pays them less than white coworkers. She applied for a higher-up job and though she was qualified she was passed over for someone else. The lawsuit was filed this month. Cameo King, who runs a Jackson-based nonprofit, Grit, Glam and Guts, and a podcast that helps


our culture, we acknowledge there will always be work to do – and that we’re still not satisfied.”

more than 600 percent between 1997 and 2017 and an even higher percentage after the pandemic. “We hold the most degrees and yet, we are still not represented at the highest ranks of leadership, boardrooms and academic positions. From my research, this mass exodus is taking place because we can no longer take being invisible in the workplace and manage microaggressions and bias. If leadership doesn’t fix their leaky pipeline, I fear the future of work won’t have many of us around those tables.”

LaNeisha Gunn, diversity recruitment and partnerships manager at Novi-based HARMAN International (headquartered in Stamford, Conn.), told the Michigan Chronicle that she has seen some progression that Black women have made in corporate America despite obstacles.

From page A-1

Thompkins said that Consumers wants its employees in all settings to “see, hear and feel” DE&I’s presence and influence in all of the elements of their Consumers Energy experience. “From hiring to retirement and every step in between we’re cultivating a happier, more engaged workforce that’s more likely to stay and grow their careers with Consumers Energy,” she said. “This is the crux of our bold, unapologetic stand for a diverse, inclusive workplace where the ideas and contributions of all are heard and valued and everyone feels they belong.” Thompkins added that the company plans to go beyond surface-level measures like minority and gender representation in executive ranks to a 360degree employee experience metric. “Our long-term goal is to measure the presence and impact of DE&I throughout an employee’s lifecycle, from hiring to retirement,” Thompkins said. “We’re striving for a future in which every employee owns DE&I for the benefit of themselves and in support of others and our company at large. While we’ll continue to make significant progress in embedding DE&I into

“There has been a different perception placed upon us and in the past, I have to mind what hairstyle (I) wore,” she said adding that code switching and “walking on eggshells” so she is not perceived as an “angry Black woman” was something she always kept in mind while on the job.” Gunn said that DEI efforts across the board have upheld important elements of inclusivity but it “still needs to be enhanced.” Gunn added that while scores of Black women are successful and leading companies as CEOs and in the C-Suite, there is still a glass ceiling that is a “little thicker” for some Black women who are looking to move from sole contributor to executive leadership at times. A 2021 CBS News report notes that women make up 8.2 percent of Fortune 500 CEOs, while women of color make up 1.2 percent. Gunn said that in her own experiences and comparing notes with friends, colleagues and Black female peers across industries, she found that similar stumbling blocks come up. “We’re very, very intelligent and we do understand the battlefield we’re on,” she said. “That’s why I do see us chipping away at that double … ceiling and making progress.”

girls and women be their authentic selves, told the Michigan Chronicle that the pay equity gap is real and she has been on the receiving end after graduating from college and getting a job as a TV producer but being paid well below her worth. “You do know your worth and sometimes you don’t,” she said adding that Black women should also “pay it forward” if they have the ability to

help other Black women advance when they made it. “A lot of Black women are the leaders and opening up new businesses and being entrepreneurs and have the ... ability to pay Black women [for] their work.” King once used another Black woman’s services and she invoiced her a low amount, which King kindly rejected and requested for her to bill her more. “I hope she would learn to charge more,” she said adding that she gladly paid the woman her worth, which was more than double the initial fee. “It’s interesting because when I’m paying it forward, I still don’t have that equity or wealth. ... But I understand. I get it.” “If you have enough Black women saying ‘no’ or demanding [more] I think companies will understand,” she said.

Ketanji Brown Jackson From page A-1 zations. The Washington Post said, “Her experience as a public defender has endeared her to the more liberal base of the democratic party.” Judith Browne Dianis, a civil rights lawyer, and executive director of the Advancement Project says having a Supreme Court Justice with experience as a public defender will make her an “exceptional justice”. “Make no mistake, she will make history as the first Black woman on the Supreme Court, but she will also make history as the first public defender on the Supreme Court - someone who knows and can speak to the experiences of far too many people across the country who often are denied access to true justice.”

DESPITE IMPECCABLE QUALIFICATIONS, JUDGE JACKSON FACES INTENSE SCRUTINY While Judge Jackson enjoys early support of her historic nomination, many are concerned about the potential racist and sexist rhetoric regarding her nomination. In addition, Judge Jackson faces additional scrutiny about her qualifications and record as a Black Woman. The National Urban League issued a statement supporting Judge Jackson’s nomination saying, “Even as we review her full record, Judge Jackson has already proven she is eminently qualified to serve on the U.S. Supreme Court. After graduating from Harvard


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Law School, Judge Jackson clerked for judges at every level of the federal judiciary, including former Associate Justice Stephen Breyer on the U.S. Supreme Court, and served as a federal public defender. With her extensive experience in both civil and criminal law, Judge Jackson is more than prepared for exemplary service on the nation’s highest court. THE LONG REACHING IMPACT OF A BLACK WOMAN SERVING ON THE SUPREME COURT While historic, the nomination of Judge Ketanji Brown Jackson will not push the Supreme Court to a more liberal side. The court still leans right with six conservative judges; however, Judge Jackson’s nomination and potential confirmation could

woo Black voters who put President Biden in office, back to his side. If confirmed, four of the 9 Supreme Court judges would be women. In the Supreme Court’s 233-year history, she would be not only the first Black woman justice but the first former public defender to sit on the Supreme Court and the second-youngest justice. At only 51 years old, she could potentially impact legal issues impacting the country for decades. A historic nomination in many ways. The White House says the time is now to confirm Judge Jackson. “Judge Jackson is an exceptionally qualified nominee as well as a historic nominee, and the Senate should move forward with a fair and timely hearing and confirmation.”

EARLY SUPPORT FOR THE SUPREME COURT JUSTICE NOMINEE Politicians, Community Organizations, and Advocacy groups praised President Biden’s historic nomination of Judge Ketanji Brown Jackson. “I commend President Biden on the selection of Ketanji Brown Jackson as his nominee for the Supreme Court, and I congratulate her on this tremendous achievement,” said Jennifer Jones Austin, Vice-Chair, National Action Network. “Not only does Judge Brown Jackson have the legal background that makes her more than qualified to perform the duties of a Supreme Court Justice, but she would bring the Court a distinct and increasingly indispensable perspective on how the laws of this land affect a vital and all too often neglected segment of our population. Not only will she make history as the first Black woman on the Supreme Court, but she will also be the first public defender to serve on the Court.” Democratic National Committee chair Jaime Harrison said, “Judge Jackson will also shatter a longstanding glass ceiling in the judicial branch of our government. America’s greatest strength is the nation’s diversity. Our government works best when it represents and reflects the diverse people it serves. For too long, Black women have not seen themselves represented on our nation’s highest court — a court that renders decisions that affect their daily lives on everything from reproductive freedom to voting rights. “When the Senate confirms Judge Jackson, which will finally change. I am so excited for the country to be reminded once again that there is nothing a Black woman cannot do. She can be vice president. She can shape the future of our nation. And yes, she can serve on the Supreme Court.”







Women's Work Matters A3

| March 2-8, 2022

Women Healing the Environment and Community By Megan Kirk Innovators, motivators, change makers; black women. Throughout history African-American women have laid the foundation for action. Oftentimes kicking in doors and shattering glass ceilings, a Black woman’s nature has always been to create activism through action. Now, African American women are rediscovering their voices and using them to create a better legacy for the generation to come. Through the cultivation of soil and crops, African-Americans have always been one with the earth. However, climate change and pollution are giving way to the detriment of the environment. Like many other areas, Black women are forging a new path for environmental activism and shift in mindset to help restore African-American notions and thoughts on the world around them. Pashon Murray, CEO and President of Detroit Dirt, is pushing for environmental change and hoping to raise awareness around several environmental issues that directly impact the Black community. Through the organization, Murray is helping to bring awareness to food waste in the country. “Detroit Dirt is a social, economical and environmental model that combats food waste,” says Murray. “The whole Pashon Murray purpose of Detroit Dirt was socially, economically and environmentally to combat the issues around waste. We wanted to bring attention to the food waste epidemic. At the same time, we wanted to show the benefits of it being a resource and not Lisa Hillary Johnson being looked at as something we consume as human beings, but the fact that composting is important because of soil health.” The significance of soil is often understated and lost. Misconceptions around environmental activism and how it impacts Black communities is a topic that is not often investigated or discussed. By shining a light on the subject, Murray is helping to impact her community through sustainable change that will assist the environment in both repairing itself and those who inhabit it. “With climate change, this is such an important topic and why we need to act now. People don’t really look at soil as a direct impact with climate and they don’t look at composting in that way. When you bury food waste in a landfill or you burn it, you’re contributing to greenhouse gases,” says Murray. “Instead of mismanaging that material, you want to be able to compost it and put it back into the ground where it belongs. Or prevent from having food waste by feeding the homeless or those who are hungry.” Starting at the root, Murray is looking to educate Black and brown youth on the importance of maintaining the Earth in developing a curriculum for students. Murray has also taken her voice to Capitol Hill to advocate for environmental health. “I just was on Capitol Hill. There were four witnesses and I was one of the witnesses to talk to the U. S. Senate bipartisan legislation around infrastructure and part of what I shared with them about getting information to the masses. There is a multitude of ways that we have to be able to invest in education. One: K-12 schools. We definitely have to get more curriculum-based, project-based learning,” says Murray. Furthering the investment into nature, Lisa Hillary Johnson’s holistic approach to life helps her guide other African Amer-

See HEALING page A-4

Coalition on Temporary Shelter CEO Cheryl P. Johnson. Photo courtesy of Cheryl P. Johnson

COTS CEO Cheryl P. Johnson

Elected as First Black New Detroit Chair By Sherri Kolade

make that change a reality.

Waves are being made in the non-profit world after New Detroit, Inc. recently elected Coalition On Temporary Shelter (COTS) CEO Cheryl P. Johnson as its board chair. Johnson, a non-profit leader is the first person of color and Black woman to lead in the racial equity organization’s 55-year history. Johnson replaced Gardner-White president Rachel Tronstein Stewart who also broke the glass ceiling in her own right as the board’s first female chair serving in that role since 2018. “I’m excited about it and look forward to it,” Johnson said of her historic position, adding that she is going to show up in her new role with plans to help combat injustices locally and extending beyond that through outreach. “If you show up in something that is a little bit daunting and really push through it, it turns into excitement. For me, I’m really excited about this opportunity. Fear is excitement without the breath. I’m breathing and ... leaning into this role.” New Detroit was created in response to civil unrest in 1967 that revealed a bevy of deep social, societal, and community problems, according to its website. At the request of then-Michigan Governor George Romney and Detroit Mayor Jerome Cavanagh, business executive Joseph L. Hudson Jr. created a unique coalition—the country’s first— to pinpoint what went wrong in July 1967, what should change, and how to

New Detroit is a coalition of 57 nonprofit, corporate and civic leaders working to achieve racial understanding and racial equity in Metropolitan Detroit. Today, NDI reaches its mission by providing thought leadership, advocating for policy change and offering direct services including facilitated conversations on race and customized training on racial diversity, equity, inclusion and justice (DEIJ). New Detroit also appointed Reginald Dozier and Kevin Prokop as vice-chairs, Andrew Stein as treasurer and Peter Kellett as secretary; elected Maja Freij, Patricia McCann and Monique Stanton as new board members; and recognized out-going members Antoine Garibaldi, Hassan Jaber, Gilda Z. Jacobs and Paul Riser Jr. “Cheryl is purpose-driven and accomplished. She and the board made history by finally electing the first person of color and Black woman as chair. As the longtime CEO of COTS, she transformed the organization’s business model into a sophisticated nonprofit enterprise, using the Passport to Self-Sufficiency model to change the legacy of generational poverty. Cheryl manages multiple facilities, with a budget of $8 million,” said New Detroit CEO Michael Rafferty. “Cheryl is the perfect person to lead New Detroit as we transform and grow our organization and combat racism,” continued Rafferty. “Cheryl has demonstrated remarkable leadership during her 12 years on the New Detroit board,

most recently serving as one of our vicechairs. I believe she will help us further the mission of dismantling racism and injustice in our boardrooms, classrooms and all throughout our society.” In addition to her role as New Detroit’s board chair, Johnson also works to further the missions and growth of several local, regional, and state organizations through committed board service. Johnson said that with her line of work, when people think of racism and dealing with injustices that happen, which she refers to as “one of the greatest sins of the world,” it is no easy feat when discussing it. “For most people that is daunting,” she said of the hundreds of years of racism and discrimination against disenfranchised populations. “But oh, to believe you can change it. [To know] there is some opportunity to create a better world where this form of suffering does not exist for people is the greatest excitement … for me.” Johnson added that some of her priorities in her new role include having a racial equity summit in the fall to bring national thought leaders to be part of the hybrid October event. “That will be a big feat,” Johnson said adding that she is hoping to capitalize on the event. “To really ...create opportunity for people to have racial understanding, particularly [to put] metro Detroit on the national stage to make sure opportunities are happening.” For more information visit https://

Ice Cold: Detroit Black Woman-Owned Figure Skating Organizations Glide into Herstory By Sherri Kolade

Leading ladies of the Dream Detroit Skating Academy pave the way for ice skaters following in their footsteps. Photo courtesy of Dream Detroit Skating Academy

If you Google, “Black ice skater statistics,” interesting results come up with more questions than answers it seems. “Are there any Black figure skaters?” Another one asks: “Where are the people of color at the winter Olympics?” According to statistics, white people make up the most common ice-skating coaches to date (67.2 percent) while Black people make up 9.3 percent. As far as Black female figure skaters, Starr Andrews is quickly gaining steam in this primarily white-dominated field as a 19-year-old skater who says it can be “a hard life for people of color” due to being racially profiled on and off the ice. Noted as the top African American figure skater in 2021 – described as “the most ac-

complished of this century” – she looks to the likes of Mabel Fairbanks who was a giant in the ice-skating field because of her skills. Fairbanks, however, was not able to compete on the U.S. team in the Olympics in the 1930s because she was Black. Fairbanks later went on to become a U.S. Figure Skating Hall of Fame coach and later died in 2001 at 85 years old. Living the Dream Locally, barriers are being broken in this ice skating arena as Detroit’s first figure skating club owned and operated by Black women, Dream Detroit Skating Academy (DDSA), opened recently and has already received fanfare and accolades around the nation. From news and magazine articles shining a spotlight on the club, DDSA received their just dues for opening its skating academy, which offers group and private lessons that will pre-


Page A-4 | March 2-8, 2022 |

She’s Got the Blues

By Megan Kirk

Babies are a blessing to couples, but no amount of preparation can prepare parents for the new journey ahead. Baby Blues is not a new phenomenon, but can be experienced by new mothers, causing a rift in relationships. With a high percentage of new mothers experiencing Baby Blues, one metro-Detroit therapist is weighing in.

Lori Ward, executive director of Figure Skating in Detroit (FSD), center, stands with her students. Photo courtesy of Figure Skating in Detroit

Figure Skating From page A-3

pare students for a variety of figure skating disciplines. “We are taking it all in and [are] really excited,” one of the co-owners and Detroit native Angela Blocker-Loyd, who owns a local dance studio, told the Michigan Chronicle. “We are happy about the response and support we have gotten from the community.” Fellow co-owner and Detroit native Candice Tamakloe, a teacher at Troy Public Schools, grew up participating in figure skating clubs (similar to Blocker-Loyd) in the metro area including the Detroit Skating Club and the Berkley Royal Blades Figure Skating Club where they met. The two ladies noticed that not only did they have to leave the city limits to find most of their training, but they were also two of only a few other African American figure skaters in the region. Tamakloe and Blocker-Loyd launched Dream Detroit Skating Academy with hopes of “being the change they wish to see.” “Angela and I were very blessed to enjoy rare opportunities like figure skating and ice performances as kids,” said Tamakloe. “However, having to travel outside of our own community, the fees and time commitment saddled on top of coaching and equipment fees were quite taxing on our families.” Blocker-Loyd agrees. “Growing up one of a few, I know first-hand what it’s like not to fully connect with your leaders or even conceptualize dreams like ice skating coming to fruition,” explained Blocker-Loyd. “Even as I work to plan the launch of our skating club, it still feels unreal that something so amazing is actually happening–it’s a dream come true!” Providing Access Youth ages 4 and up will gain skill-building opportunities ranging from Learn to Skate classes to competitive and ice show performances. According to the Skillman Foundation, many of Detroit’s youth lack access to high-quality after-school enrichment and athletic opportunities usually as a result of cost and location. Children of low-income families spend 4,000 hours less than their middle-class counterparts engaged in after-school and summer programs by sixth grade. With Detroit being a primarily Black city, with many residents living well below the median income of around $44,000 (with a poverty rate at 35 percent) according to, it can be easy to see why most Detroit youth are at risk to miss opportunities like those DDSA offers. DDSA’s courses will officially commence on February 25 and are available on Fridays and Saturdays. Metro-Detroit

Healing From page A-3

icans to be more conscious of their bodies and overall health through the Earth. Drawing energy from familial ancestors, Johnson breathes a new breath into the community through healing. “That’s what my ancestors and my teachers taught me is that you have to heal. You heal in your community. For me, that’s the only way I know how to get out,” says Johnson, who is a healer, licensed massage therapist, and yogi. Launching a Day Retreat, Johnson will focus on Black women and restoring feminine energies. The retreat will help serve more than a purpose of rediscovery, but with wholeness at the forefront, it will also help to create moments of peace. “I want to teach everyone how to go back to their roots. What our great grandmothers, our grandmothers invested in us and taught us culturally,” says Johnson. “We feel like we’re so far away from it because grandmothers and great grandmothers are so different now, but they’re still in us,” says Johnson. The traumas of the past for African Americans is something some believe is etched into their DNA. Passing down

residents who are interested in the program can visit the arena located at the Adams Butzel Recreation Center during the clinic to learn more about DDSA, its policies, procedures, prices, enrollment requirements and instructors. Launched with the intent to provide affordable and accessible figure skating lessons to low-income youth in Detroit, DDSA offers recreational and pre-professional performance opportunities for its students. DDSA’s program offers six-week-long skate sessions. It welcomes skaters at any skill level and tailors the instruction to help each student up-skill. Each skate season will culminate with an ice show at which all students can showcase the skills they’ve learned. DDSA also will offer a competitive segment of enrollment for students whose skills can sustain its competitive demands. Skaters are required to purchase their own skates (roughly at a cost of $150 along with equipment) and sponsorship opportunities are available for some families unable to pay for the full cost. Tamakloe also emphasized that the programs are not just for girls, but boys are encouraged to also participate. “We know that figure skating is not a traditional sport for males but learning to skate can lead to learning how to play hockey and speed skating,” she said, adding that adults can join as well. “Anyone had an interest in skating … who we would love to come out.”

Expectant mothers go through physical, emotional and hormonal changes to their body in preparation for the birth of a child. While their bodies are in flux, sometimes so are the relationships around her; including the child’s father. In some cases, parents choose to split before the birth of their child or shortly thereafter. Baby Blues are sometimes a contributing factor. “’Baby Blues’ is defined as sudden feelings of sadness experienced in the early days after giving birth. It’s typically present in the first two- to five-days of giving birth. Baby blues typically don’t last more than two weeks so it’s important not to get it confused with postpartum depression,” said London Wilson, a clinical therapist for children, adults, families and couples and owner of Healing Miracles Therapy. “Eighty percent of new mothers experience baby blues. Women are more likely to experience baby blues due to a drastic change in hormone levels, complicated deliveries, difficulty in breastfeeding and relationship complications.” While a vast majority of mothers will go through baby blues, it is not exclusive to women. Ten percent of partners have expressed they too process feelings of sadness and depression. “New mothers are typically tired, sad or frustrated, or feel lonely once the baby has arrived because the focus has shifted from mother and father to just the baby. Mothers are also learning to adjust to their postpartum body and can feel undesirable towards their partner and mom may miss parts of her old life such as freedom to go out on dates with friends,” said Wilson. The pandemic has also caused an influx of worry for parents, particularly mothers. The isolation of allowing just one family member in delivery rooms and concerns about Covid vaccinations and protocols can also aid in the effects of mental health for moms. “Pregnancy can be both a special time and also a stressful time–and pregnancy during a pandemic is an added concern for families. I strongly encourage those who are pregnant or considering pregnancy to talk with their healthcare provider about the protective benefits of the COVID-19 vaccine to keep their babies

London Wilson and themselves safe,” said CDC Director Rochelle P. Walensky, M.D., M.P.H. Though relationships may suffer, in order for moms to find their groove it’s important to create a band of support. Fathers may find camaraderie in male friendships and other activities, however for women, detaching from their child to re-establish time for themselves can prove to be a difficult task. “It’s important for new moms to get as much rest/sleep as they can. Support can be offered by friends and family, encouraging them to do something they love or encourage [them to get] fresh air, eat healthy foods, exercise when ready, spend quality time alone and joining mommy and me groups, [all] can also be comforting for new moms,” said Wilson. “Little Guide Detroit references new events, places and groups where you can take your little bundle of joy and other children of all ages.” Baby Blues is not to be confused with postpartum depression as the two are different. Baby Blues will subside after the first month of a child’s birth while postpartum depression can extend beyond the child’s newborn phase. Merriam-Webster dictionary recently added a new term to its pages that is a fairly new concept– the Fourth Trimester–that defines the first three to four months of a baby’s life after birth, and encompasses the feelings and emotions new mothers experience after each birth. It is important to note that while each pregnancy and birth is different, mothers can experience Baby Blues or postpartum depression in each pregnancy. Mothers who are unsure if their blues are temporary or a more serious concern should consult with their physician or therapist about treatment and diagnosis.

Paving the Way Lori Ward, executive director of Figure Skating in Detroit (FSD), a non-profit youth development program for girls of color, told the Michigan Chronicle that as the first and only organization of its kind in the city of Detroit, she appreciates the value that her organization and Dream Detroit both bring to the table. “We wish them the best,” Ward said adding that it is a positive thing to have numerous youth skating opportunities for children in Detroit. Ward also said that as a full youth development program, which includes a figure skating program, they highlight figure skating for girls of color. “We ... marry the worlds of athletics ... [and] academic achievements and leadership opportunities on and off the ice,” Ward said. FSD has held annual events such as Skating with the Stars, Spring Ice Shows, Summer Dreams program, citywide leadership workshops and winter skating clinics taught by Olympians. “We are here all-year-round,” Ward said, adding that the students have to keep their grades up because it’s a “privilege being on the ice.” More details about FSD programs can be found at For more information about Dream Detroit visit www.DreamDetroitSkate. com. generations of hurt, Johnson hopes to break traumatic bonds with the past to help foster new relationships with the present and future. “My goal is to get everything in my head out before I leave the planet. I’m still learning, but I’ve got 20 years worth of knowledge just on health,” says Johnson. “I don’t think I’m doing anything. I think I’m doing what I’m supposed to do. I think if I don’t do this, my ancestors will haunt me. This is my place on the planet, my footprint, my blueprint on the planet.” Black women are continually finding ways to bring about change for not only their direct community, but African Americans at large. Despite a history of pain and trauma, Black women are getting back to the basics and choosing progression over pain. “Black women across the spectrum, we have stood up so much because we know what we need and no one is necessarily handing it to us. I think Black women in film, tv, healthcare, media, music; Black women are owning the game,” says Johnson. Known as goddesses, Black women are wearing their crowns and ensuring the next generation of women will have a place to call home and rule their Queendom. From environment to healing, the work starts and ends with Black women.

The Story of

Joanna and Edward

A mother’s love shapes the future of her child. When Joanna first learned of her pregnancy, she and her husband were thrilled. After many failed attempts, their dreams of becoming parents were finally a reality. Throughout her pregnancy, Joanna cherished the little person growing inside her. She didn’t realize she could love someone so much until she became a mother. When Joanna and her husband welcomed their baby boy Edward, into the world, they were in a state of bliss, until the pair learned that their perfect baby boy was not so perfect. Edward was just 15-months-old when Joanna found out he was on the Autism Spectrum. Joanna knew that she could not do this alone and needed a support system so she reached out to the Detroit Wayne Integrated Health Network (DWIHN) after learning about the exemplary services offered to families and individuals with intellectual and developmental disabilities. DWIHNs dedication to supporting children and adults has helped Joanna go from fearful to hopeful. Today, she is a DWIHN ambassador, advocating and speaking to community groups about mental health services and supports and Edward is as happy as can be, working in the automotive industry, thanks to the support of DWIHN and its robust network of service providers. Programs offered by providers such as skill-building have helped Edward learn about economic self-sufficiency and daily life skills. Today, he is independent and enjoys everyday tasks like laundry and cooking. In addition, he enjoys reading maps, traveling, design and music. His interest in traveling has allowed friends to help him plan trips. His mom calls him her “human GPS.” His love for design has landed him a job at one of the big three automakers working as an aide. Eventually, his life goal is to become a Civil Engineer. DWIHN and its providers have “helped Edward become a better him,” according to his mom. Services like community living supports, medication management, respite services, therapy services, and life skills, have been a tremendous help. DWIHN has also helped Joanna empower other parents and teach them how to advocate for themselves and their children. So what kind of advice does she offer to parents with a child with a disability? “Don’t give up and always have expectations. They are people first. Don’t limit them and the sooner you start working with them on their abilities, their skills and talents, the better the outcome.”

Women’s Wealth Matters


| March 2-8, 2022

Aventiv Technologies Appoints Teresa Hodge Corporate Advisory Board Chair Aventiv Technologies, the leading technology company empowering rehabilitative justice by pioneering the development and deployment of educational platforms as a rehabilitation tool for the incarcerated, recently announced the launch of its corporate advisory board to help fulfill its multi-year commitments to transformation. The board is comprised of 11 leaders representing a cross-section of constituencies and communities. Ms. Teresa Hodge, a formerly incarcerated business executive and reentry advocate, will serve as board chair. Ms. Hodge is the founder, President and CEO of Mission: Launch, a nonprofit that works with financial institutions to help the formerly incarcerated secure startup capital for businesses. Forbes Magazine named Ms. Hodge to its first-ever 2021 50 Over 50 list of womTeresa Hodge en business executives and activists. In addition to Ms. Hodge, members of the advisory board include a former President of the National Bar Association, the CEO of a leading Hispanic American nonprofit organization, former executives from GE and IBM, former U.S. Federal Communications Commission and U.S. Department of Labor senior officials, community activists, and public policy experts. “I have committed myself to reduce the harm prison causes to individuals and their families, especially children,” said Ms. Hodge. The fact is our prison system makes reentry incredibly difficult. I am pleased to play an impactful role in helping Aventiv use its place inside facilities to improve outcomes for justice-involved families and cement the foundation for systemic change. Once part of the problem, Aventiv is now part of the solution.” Advisory Board members will work in tandem with C-Level Aventiv executives who share similar expertise and responsibilities to drive actionable business engagements and ensure the company is best serving the needs of its consumers and customers. Board members will also collaborate with individuals in correctional facilities, their loved ones, community leaders, government agencies, reform advocates, and others on ensuring that Aventiv is fully utilizing its connectivity for those who need it most. The advisory board will report to Aventiv CEO Dave Abel and work cross-functionally with other members of the company’s management team on its sweeping transformation into a modern technology business providing education, reentry and rehabilitation services in addition to communications. “When I became CEO two years ago, I committed to forever changing this company by transforming how it does business and by putting the incarcerated people we serve at the heart of every product and decision we make. We have undertaken an

Creating a Seat at the Table By Megan Kirk Diversity, inclusion and equity have been the push for several companies and corporations since 2020. With initiatives in place, businesses have promised to work towards implementing new policies to bring underrepresented demographics into corporate America, including declarations made for the advancement of Black women. However, over the past two years few results have been seen resulting in an endless stream of broken promises and empty rhetoric. In 2021, the National Partnership for Women & Families released a report claiming Black women who are yearly full-time workers earn 64 cents on the Ashley Williams, Founder and CEO of dollar compared to their white male Rizzarr. counterparts. This also notes women, tenure or knowledge, Black women conwith the exception of African Ameri- tinue to earn wages less than equal for cans, earn 83 cents on the dollar paid the amount of work done in corporate to men. Black women are being unfairly America. compensated, but some companies are “The problem is, I think sometimes doing nothing to level the playing field. people have this illusion that it doesn’t Ashley Williams, CEO and founder of matter about your number of years of Rizzarr, a company that works to build experience or the time that you put into a network for content creation, is doing being equipped to be able to do the job her part in not only hiring Black women, that you’re applying for or being conbut paying a salary comparable to their sidered for,” said Williams. “We need to skill-level. A former employee in corpo- help people to be able to understand the rate America, Williams shares she too effort, time and the commitment that we had to barter for equal pay. place into being capable of executing “I hate to use the word ‘fight’ but we the role in a way that is not only going to have to speak up for ourselves more help the company be more efficient, but and we need to be willing to help peo- also for the company to generate more ple to understand our value and that we revenue.” should be compensated accordingly,” Although the American Association said Williams. of University Women reports Black Systemic racism and gender exclusion help to keep Black women at the mercy of their employers. Despite skill,

women are participants in the American workforce at higher rates than any other female racial demographic, cor-

porate entities with its silence and lack of action, are discreetly choosing their alliance. For Black women who are on the path to entrepreneurship, the money-earning power can have exponential growth opportunities. While African American women are creating new businesses at a rapid rate, those just starting out are coming from humble financial beginnings. “Black women founders only generate, on average, $36,000 in their company a year. I think it’s, too, [that] we’re not asking for what we’re worth. When we are trying to, we get pushed down so much that we just accept whatever we can get to keep going,” said Williams. The Paycheck Fairness Act, first introduced in 1997 and reintroduced in 2021 has faced an uphill battle for approval. Despite the passing of the 1963 Equal Pay Act of 1963, the Paycheck Fairness Act shows that gender-based wage discrimination continues to be a prevalent problem for all women. However, for Black women across business sectors, there is a doubling down on both gender and race. Black women have led the charge in the office and the boardroom, but are seeing little return on their investment. “For some reason, we’re thought to be the bottom of the totem pole. I don’t understand why because half of the time we’re the ones in the front of the room telling people what they should be doing and then people take our ideas and claim them as their own,” said Williams. As it goes through a rebirthing stage, Rizzarr hopes to bring more women and more people of color on board to help propel the company into the future. “I’m hoping to employ more people of color. It’s important to me.”

See Teresa Hodge page A6

Spreading the Wealth:

Financial Expert Jacqueline Campbell Invests in Community By Alan Hunt II Motown native Jacqueline Campbell began her career in financial services when she was a teenager. “My original entry into this industry was through the high school co-op program,” said Campbell. “We had an option during our senior year to do a workstudy program. I signed up to work at Comerica Bank. Upon graduation, my internship was supposed to end, but I became so passionate about the financial services industry that they asked me to stay on as a permanent employee.” From there, she never looked back. Soon after, her career took her to Chicago, where she developed at Bank One, now recognized as Chase Wealth Management. Campbell grew from associate to managing her own portfolio to eventually managing an investment team responsible for nearly two billion dollars in assets. “It was definitely incredible for my career. With Chicago being a major market for financial services, it really just opened up the doors for me to have a

lot more opportunity to take my skills to the next level,” said Campbell. After 25 years of working in corporate America, Campbell decided it was time to come home and develop her passion project.

financial planning, investment management, and estate planning, among other services. Campbell operates as President and CEO.

“I wanted to make sure that we were headquartered and based back at home,” said Campbell. “Think “Women and people about what has hapof color represent less pened in Detroit from than three percent of the time I left in 1999 the [wealth manageto now in 2022. Lots of ment] industry, a Black investment has come woman less than one back to the city. I think Jacqueline Campbell percent. A big part of the city is embracing my work when I was in corporate America was fighting for different industries and businesses. I making sure we were attracting, retain- feel like it’s the best time in the world ing, and engaging people of color. At right now to be in Detroit.” some point, I had to make the decision to “step away” so I could “step up” and make a significant impact on the future of our industry.” Alexander Legacy Private Wealth Management (ALPWM), a full-service advisory firm, launched in April 2021. ALPWM focuses on making the complex simple for both clients and advisors. They offer

Another primary reason Campbell launched ALPWM in her hometown is to pay it forward and impact the next generation from the same community she grew up. She is actively working to jumpstart young Black people in the financial services field, similar to how she got her start. “Obviously, we want clients…but I

would be remiss if I leave this world and didn’t hire more Black people, young people, or women. That’s my mission,” said Campbell. “I was at a conference the other day and was the only Black person in the room. If it’s 2022 and we’re still not being represented or included in these rooms, then there has to be somebody bold enough to say I’ll raise my hand and do it.” In addition to the ALPWM headquarters in the Renaissance Center, a satellite office is scheduled to open this summer on Ferry Street in midtown. Being near Wayne State University, Lewis College of Business, and the College of Creative Studies, Campbell is looking to go right to the source to recruit for ALPWM’s upcoming apprenticeship program. “We’re going to go after the nextgen and get them licensed and certified to be able to be fiduciaries in this business… We’re going to create six-figure jobs and seven-figure net worths and change the true trajectory of the wealth gap.” For more information on how to get involved with ALPWM, visit

Page A-6 | March 2-8, 2022 |

The Future of Energy is Female: Dunamis Clean Energy Partners Paves Way on EV Charging

By Sherri Kolade

ing. She added that her company is part of the change when standing up against the impact of greenhouse gas emissions that impact disproportionately Black and Brown communities.

Dunamis Clean Energy Partners, LLC, a woman-owned MBE certified full-service leader in the commercial and industrial cleaning, lighting, and electric car charging industries hasn’t stopped paving the way for futuristic, clean energy ideals since the multi-million-dollar energy firm opened in 2012.

“We are those communities,” she said adding that over the next few years her company will not only be making strides in lowering gas emissions but also boosting economic gains locally, too. “A part of Dunamis’ core values and mission and commitment is to ensure we integrate community engagement in our operations, services and community involvement.”

Dunamis prioritizes its customers in the manufacturing, government, and healthcare industries while reducing energy costs and giving back and protecting the very environment its customers and future workers live in. Native Detroiter Natalie King, founder and chief executive officer of Dunamis, spoke to the Michigan Chronicle about upcoming venturing and navigating her way into the clean energy lighting and electric vehicle (EV) charger manufacturer path and why she chose Detroit. Headquartered at 15101 W. 8 Mile Road, Dunamis features EV charging products including a Wall Mount Level II EV Charger, Pedestal Mount Level II EV Charger and DC Fast Charger. The company also has smart charging stations. “We are the first Black- and woman-owned EV charger manufacturer in this country and that is something I am really proud of,” King said. “And we’re going to be manufacturing here in the city of Detroit with city of Detroit workers.” The Queen of Clean Energy Before forming Dunamis, King served as co-founder, vice president and general counsel of J King Solar Technologies, LLC, a solar energy integration firm. With over 12 years of experience in the green energy industry, King is also a licensed corporate and real estate attorney by trade, with 20 years of legal experience. She operated The Law Offices of Natalie M. King, PLC, where she managed a successful corporate, real estate and entertainment law practice. King represented clients in a broad range of public and private industries, including tier one automotive suppliers, nonprofit corporations, construction and facility management firms, health care service providers, municipal corporations, and sports and entertainment ventures. She was also an adjunct professor of Contract and Business Law at Thomas M. Cooley Law School and Liberty University. King earned her undergraduate degree from the University of Michigan and a Juris Doctorate from Wayne State University Law School. “I was a lawyer by trade…from that, I wanted to do some entrepreneurial endeavors and cofounded a solar integra-

Clean Energy Jobs for Detroit Part of that means creating jobs.

Natalie M. King, founder and CEO of Dunamis Clean Energy Partners. Photo courtesy of Dunamis Clean Energy Partners

tion firm,” said King. “I found a passion for it,” she said of how she found a lane in the green energy space without having an energy or technical background. When that company dissolved (after running for a number of years) she wanted to continue in that space, for she had a passion. “We [Dunamis] started as an energy efficiency firm providing energy audits, federal energy audits for commercial industrial properties. … One of our very first projects, when we began, was manufacturing a Toyota tech center in Saline.” From there, the company continued in a “vertical integration model” in 2015 where she recommended ways businesses could bring their energy bills down using green energy products. In 2018, Dunamis, which also manufactures LED lights, decided to venture into the EV charging space. “It was definitely a spirit-led decision,” King said, adding that opening in Detroit was a natural move, although she was asked to move operations to other locations, which would have been more lucrative. “There are many, many whys as to what motivated me to stay in the city of Detroit. We had a lot of opportunities to move outside of the city. We would have gotten started a long time ago if we had taken those opportunities, but I was very clear.” King said her intuitive voice kept her in the city she was born and raised in. Growing up on the northwest side of Detroit, she said that she believes in the city and she is “excited about where the city has come” and where the city is go-

“We are going to train them, educate them about this industry and have them make electrical vehicle charging stations,” King said, adding that her company secured an assembly plant near the old Packard Automotive Plant. Kimathi Boothe, vice president of Energy Operations at Dunamis, told the Michigan Chronicle in an emailed statement that a conversation about starting the company with King began while having a coney dog years prior.

Boothe also noted that King’s vision, sincerity and faith resonated with his own and inspired their “ambitious beginnings” with EV chargers. “I think our shared faith in God and our commitment to excellence translates to a faith and trust in each other, that is not only complementary but is synergistic,” he said. “I’m able to test the vision, and she’s able to challenge the engineering such that the results meet the high standards and expectations we also both share.” Boothe added that a typical EV customer is looking for the best driving experience possible, “particularly with respect to convenience and reliability.” “We know more and more customers consider environmental, social and economic sustainability as critical to that experience,” he said. “As for customers, our EV chargers are designed, priced, and configured to meet the economic and mobility challenges in [Black and Indigenous people of color] communities.” From training and apprentice programs to continued education and engineering and management roles -- “limitless” opportunities for growth are available.

“I remember that conversation quite clearly… but everything since then has been a blur,” he said lightheartedly. “As with previous conversations that have led to successes, Natalie expressed an enthusiasm and conviction about the tremendous opportunity for us to have a positive and significant impact on the health, environment and economy of our community in Detroit and similar communities throughout the nation and around the globe.”

“There is also opportunity for Black and Brown ownership and operations of EV chargers with a goal and path for building wealth in the communities where they live, and that are most impacted by greenhouse gas emissions and poverty,” Boothe said, adding that this year is already shaping up quite nicely for Dunamis. “We are very excited heading into spring of 2022 to be producing best-in-class EV chargers in the automotive capital of the world, for the benefit of the world and its peoples.”

Teresa Hodge

customer and consumer engagement, and regulatory and legislative reform.”

From page A-5

ambitious transformation to make investments work for all the people whose lives are affected by the criminal justice system,” Mr. Abel said. “These changes were long overdue. Now we’re investing hundreds of millions of dollars in a broader suite of technology products and services that support communications and education, reentry, and rehabilitation. We are very fortunate to have a stellar group of advisors in our boardroom.” “This is a powerful group that is vital to our transformation efforts at Aventiv,” said Mr. Tom Gores, Chairman and CEO of Platinum Equity. “They represent not only a new layer of accountability, but also a critical source of intellectual capital that will help drive the next generation of pricing, product development,

Mr. Yusef D. Jackson, a senior advisor to Aventiv, was instrumental in developing the board structure and roster. “The formation and launch of the Advisory Board is a crucial step in Aventiv’s ongoing transformation,” said Jackson. “We’ve made notable progress, but to be most effective, we must be better connected as a Company to the communities we serve and have unfettered access to bold, independent perspectives from people who will help guide us in new ways and hold us accountable to our commitment for change. I am confident this group of thought leaders and advocates will hold a mirror to our actions and role as industry leaders and, most importantly, speak the hard truths necessary to fix a broken system for good. We’re well positioned and ready for the work ahead.”

Monique C. Field-Foster Appointed to Executive Partner at Law Firm By Megan Kirk

path to leadership can be daunting and uncertain. Statistically, minorities account for just over 10 percent of partners in the country’s major law firms. Less than four percent of partners across law firms are women of color. Black women account for less than one percent of all partners in the United States. Despite adversity, Field-Foster broke barriers and became a source of inspiration.

Across many professions, African-American women are often an underrepresented demographic. However, more Black women are beginning to break the mold and change the look of what is considered top professions across the spectrum. In law, there is a small number of Black women who have obtained the status of partner; and an even smaller amount in governmental affairs. Monique Field-Foster is forging a path for other African-American women to rise in the ranks. She has recently been named executive partner of Warner Norcross + Judd LLP Lansing office. With almost 20 years of experience in government affairs, Monique Field-Foster has had a career full of opportunities. As a child, her tenacity and zest would help form the early building blocks for a career in law. “I liked to argue and be right and get my way. It was kind of like, you know, you should consider law,” says Field-Foster. From the foundation, Field-Foster pursued a legal path serving the people. Initially wanting to practice environmental law, her passion was soon aimed for another direction after law school. First serving as a clerk to an attorney turned judge; criminal law was her first step into the profession. “Then a friend of mine who went to my church was working for the Michigan House of Representatives and she said ‘hey policy is looking for a criminal policy advisor. Are you interested?’ I was like, okay,” says Field-Foster. “One of the things my dad told me was the success in his career was trying out opportunities and facing them head on. That really is how I think my career got started.” Becoming the Deputy Director for Legislative Affairs under the former Governor Jennifer Granholm, advancing to Director of Governmental Affairs for

For the new executive partner, growing the number of Black and brown female lawyers, particularly in the governmental affairs sector, is a top priority. Stressing the importance of mentorship, Field-Foster hopes to encourage more Black and brown women to support aspiring female attorneys on their journey.

Monique C. Field-Foster, executive partner at Warner Norcross + Judd LLP the Department of Management and Budget and into multi-client lobbying, Field-Foster has steadily built a career impacting the decisions on behalf of Michiganders. She has served under two governors, the Michigan Legislature, the State of Michigan, and Michigan State University, during her career.

cause I got an ‘A’ in his class, but more so that my personality just wouldn’t fit. And yet here I am as the executive partner of one of the largest, maybe the second largest or first largest law firm in the State of Michigan and they put me in charge of the Lansing office,” says Field-Foster.

“It’s kind of been one of those things where it’s just been one opportunity that has presented itself to another,” says Field-Foster.

Though announced in February 2022, Field-Foster first learned the appointment to executive partner in 2021. The full-circle moment came at the hands of the person responsible for first beginning her career with Warner Norcross + Judd LLP.

During her tenure at Michigan State University, she worked alongside a partner for Warner Norcross + Judd LLP, who suggested she transition over to the firm. With an ever-growing career in politics, the desire to work for a law firm was not the goal. In law school, a former professor confirmed her original belief. However, destiny would prove to have a different plan. “I took that as not so much that I wasn’t good enough, be-

“I learned about it last year and I got a phone call. The first time I learned about it, I got a phone call from the then-current executive partner who literally was the one who recruited me to Warner and he had a conversation with the managing partner of the firm and this is what they decided,” says Field-Foster. For minorities in law, the

“As Black and brown people, we don’t have those mentors. We don’t have, in general, those families that are basically like this is what you aspire to. A lot of us just fall into it and it’s just like okay, now that we’re here what are we supposed to do with this,” says Field-Foster. “Recognizing that you have so many eyes looking at you and that you are now in a position where you have influence and

it’s like how do you use that influence? How do you get more people that look like you into the positions that you’re in?” Hoping to reach down and pull up other young women, Field-Foster believes educating them on the importance of law and guiding them will increase the number of Black and brown female law professionals. “One of those ways is to ultimately reaching out to Black and brown girls in particular who are in law school or even junior high or right now who are working for the State and basically taking those connections and saying what can I do to help you? How can I position you,” says Field-Foster. Looking back, Field-Foster acknowledges it was the very opportunities offered that propelled her to be in a position to open doors for others. Sound advice for her younger self also applies to those pursuing their dreams. “Don’t be afraid of what you don’t know because you’ll learn it and don’t turn your back on an opportunity because somebody said you can’t do it because nine times out of ten, you can,” says Field-Foster.

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Call (313) 963-5522 | March 2-8, 2022 | Page A-7

OK, who celebrates fifth? Bank of America does. For the fifth year in a row, Bank of America has shared the success of our company with our employees with a valuable Sharing Success compensation award. To recognize the team’s hard work, this award is over and above regular compensation. And this year, we’re proud to commemorate a first — nearly all these awards are in Bank of America stock.

That means 97% of our employees shared $1 billion worth of Bank of America stock this year, above regular compensation.

“I want to thank my teammates here in Detroit for their continued hard work and dedication. While other banks might make awards like ours every once in a while, I’m proud to work for an organization that has rewarded our employees for five years in a row. Because success is better when it’s shared.”

Matt Elliott President, Bank of America Detroit

What would you like the power to do?® Learn more about how we’re investing in our local communities at

Bank of America, N.A. Member FDIC. Equal Credit Opportunity Lender © 2022 Bank of America Corporation. All rights reserved.

Page A-8 | March 2-8, 2022 |

Michigan Chronicle



15th Annual Thursday, March 31, 2022 6 PM Induction Reception & Ceremony International Banquet & Conference Center 400 Monroe Street, 8th Floor | Detroit, MI 48226

2022 Women of Excellence Honorees Brandi Basket, DO

Chief Medical Officer Michigan Market - Meridian

Regine Beauboeuf, PE

Senior Vice President/Director of Infrastructure and Mobility Equity HNTB Incorporated

Kimberly Blackwell

Captain Detroit Police Department

Brandy Brown

Chief Innovation Officer Walker-Miller Energy Services

Lottie Holland

Director, Diversity, Inclusion Engagement & EEO Compliance Stellantis

Kimberly Hurns

Executive Vice President for Instruction & Academic Affairs Washtenaw Community College

Petic Lane

IT Director - Architecture, Tools and Experience Services General Motors

Dana Lasenby, MBA, MA, LLP

CEO, KEM Consultants, LLC

Executive Director & Chief Executive Officer Oakland Community Health Network

Sheree Calhoun

Nya Marshall, MBA, PMP

Meagan Brown, Ed.S

Content Producer WDIV- Local 4

Stacie Clayton, MBA

Director of Community Affairs Division of Government and Community Affairs Wayne State University

Stacey N. Crews, Ed.S.

Dean of Student Services Oakland Community College

Portia Davis-Mann

Pastor Community Church of God

Charity Dean, Esq.

CEO and Founder DIOMO Development and IVY Kitchen

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Women's Health Matters

B1 | March 2-8, 2022

Endometriosis How Does It Impact Black Women

By Megan Kirk Together with Women’s History Month, March also ushers in an important issue affecting more than 190 million women globally -- endometriosis. Though studies show Black women are less likely to be diagnosed, the journey to the discovery of endometriosis is murky for Black women and made even more complex with a history of lack of medical access. Endometriosis is a common gynecological condition where the endometrium, or the tissue lining the uterus, begins to develop outside of the uterus, sometimes into the Fallopian tubes, bowels, bladder and most commonly the ovaries. Sometimes impacting reproduction, endometriosis can create circumstances that can increase the likelihood of infertility. “Sometimes it can significantly affect the fertility, especially if the woman has endometrioma, which is ovarian cysts caused by ovarian endometriosis. Sometimes with advanced endometriosis, there will be scarring around the Fallopian tubes which can negatively impact the fertility of the woman,” said Dr. Omar Zwain, a minimally invasive gynecologic surgeon with Ascension Providence Hospital. Black women and reproductive health have been at odds as they search for doctors they can trust. Though African American women are predisposed to several risk factors in reproductive health, endometriosis is a chronic condition that can silently impact all reproductive age women despite race. However, misinformation about the frequency in which Black women are diagnosed is beginning to spread leading to a false sense of health security and a misconception that Black women are exempt from the illness. Despite lessDr. Omar Zwain, Ascension er rates, Black women, too, Providence Hospital. can develop the condition. “Generally speaking, the prevalence is not affected. There are some studies that show that white women and Asian women, when compared to Black women and Hispanic women, have a higher prevalence of endometriosis,” said Dr. Zwain. As diagnosis is not always clear, it is expected that endometriosis affects up to 10 percent of women ages 25 to 40. Though some women experience no symptoms, others face painful side effects of the condition. Often confused with other pelvic conditions, endometriosis is not screened for during standard gynecological check-ups thus making it more difficult to diagnose. “The symptoms of endometriosis can vary. The common symptoms for endometriosis are pain during menstrual cycles and also pain during sexual intercourse. Some women will have ovarian cysts and some women will have infertility,” said Dr. Zwain. For Black women, a systemic issue rooted in race gives way to the notion that they are more tolerable of pain. For decades, Black women have faced disparities and racial discrimination in medicine. Disproportionate rates of hysterectomies in Black women have created a fear of not only the medical system, but of reproductive health in particular. While the cause is unknown, endometriosis can form as early as puberty and takes some women years and many painful episodes before being diagnosed. “It’s really hard to assess the prevalence of the disease because usually we’ll have a woman come with these complaints. We can’t


By Sherri Kolade “Even if it makes others uncomfortable, I will love who I am,” Janelle Monáe is quoted as saying, when it comes to making herself a priority even if others won’t. In honor of March celebrating Women’s History, women are invited to dust off their crowns, adjust them and place them firmly back on their heads this month and beyond while reminding themselves that they are queens and should be celebrated, especially by themselves, on the daily. With this year’s 2022 Women’s History theme being, “Providing Healing, Promoting Hope,” the month serves as a tribute and reminder of the endless work done by caregivers and frontline workers during the pandemic. Those most deserving of recognition are the thousands of women of all cultures who have provided both healing and hope throughout history, according to a press release. But this is nothing new for women who have been in the caregiving role for centuries. “Women as healers harken back to ancient times. Healing is the personal experience of transcending suffering and transforming it to wholeness. The gift of hope spreads light to the lives of others and reflects a belief in the unlimited possibilities of this and future generations. Together, healing and hope are essential fuels for our dreams and our recovery,” according to the National Women’s History Alliance (NWHA). This year, especially, the organization notes “the importance of healers and caregivers who are helping to promote and sustain hope for the future.”

“The NWHA encourages communities throughout the country to honor local women who bring and have historically brought these priceless gifts to their families, workplaces and neighborhoods, sometimes at great sacrifice,” the release added. “These are the women who, as counselors and clerics, artists and teachers, doctors, nurses, mothers and grandmothers listen, ease suffering, restore dignity, and make decisions for our general as well as our personal welfare.” With restoring dignity and making yourself a priority, Be Spoke Wellness Partners wrote in an article that women can take charge of their own life in five steps. “When you think about paying attention to yourself—your dreams, your body, your mental health, and everything that has to do with you—what is it that you are thinking about?” author Limor Weinstein noted. “How would you feel if just for one hour [and maybe we can even stretch this a little bit to one day], you only think about you and your needs? Many of us confuse taking care of ourselves with being selfish or inconsiderate, but if you truly give this some thought, you’ll realize that in order to be all that you want for everyone else, you must first take care of yourself and make yourself a priority.” Weinstein said that these steps include being concerned about yourself while not feeling selfish. Step 1: Tell yourself it’s allowed to be selfish. “While saying ‘selfish’ has negative connotations, I am using it purposely because I think that it is important that you know that it is okay to take care of yourself and attend to your needs,” Weinstein said, adding

that one thing to do is stand in front of the mirror and ask yourself: “What do I want? What do I need? How can I make myself feel better at this moment?” She added that to write the answers down is “even better” and a great start to getting on the self-prioritization journey. Step 2: Write down several things that are priorities in your life. “It might help to highlight the things that are important to you, then, take a look at the list and think about everything that you have done the past week. Was any of what you did related to the list? Let’s even be more specific and ask yourself if what you’ve done in the past week was related to the top three things that are important to you or that you want to achieve,” Weinstein added. Step 3: Find out what is holding you back from your potential. “For most people, fears and anxiety are at the core of why they’re not making themselves a priority,” Weinstein said, adding that, “whatever it is standing in your way, once again, ask yourself why.” Step 4: What is it that will make me happy? “Continue by asking yourself, what is it that I need to do to get myself there?” Weinstein said of being happy, adding that it is easy to live on autopilot, but it’s time to snap out of that and push harder to get to that space of happiness. “Often, making yourself a priority isn’t easy and maybe it includes talking to a therapist who can help you see what it is that you really want more clearly,” she said. Find more information on https://

She Is Healed By Megan Kirk Health disparities in the Black community are not a new phenomenon. A history of medical mishaps, mistrust, experimentation in coercion of Black bodies have created a fear amongst African Americans that fans the flames of medical avoidance. Nevertheless, predisposition to several health conditions and illnesses, African Americans’ health is in question. For Black women, access to care remains one of the top issues keeping them from seeking the medical attention needed.

Dr. Victoria Cohen, Doctor of Osteopathic Medicine.

The United States has a long history of traumas inflicted on African Americans. Slavery gave way to a path that would make Black bodies harvest pain and trauma. Black women and their bodies have been the subjects of cruelty and a source for discovery in medicine. This has led to a breakdown in trust for medical professionals. Economic, racial and societal bias-

es largely impact access to healthcare for Black women. Despite the advances made in medicine, health disparities continue to plague Black women creating higher risks for chronic illnesses and death. Reproductive health and breast health are two medical issues that lead statistics for African American women. “The most commonly known thing would be lack of access for discrepancies as far as breast cancer screenings and breast cancer treatment and management. It’s been well-documented that Black women are often diagnosed at later stages and also have a high mortality rate in regards to breast cancer,” said Dr. Victoria Cohen, D.O. at Ascension. Despite access, trust continues to be one of the main motivators deterring Black women from receiving medical attention and treatment. The coronavirus pandemic helped to shed light on many of the issues affecting the trust between both the Black com-

munity and the medical system. Concerns of the Tuskegee experiment, Henrietta Lacks and forced sterilizations on Black women like Fannie Lou Hamer arose and reignited the strained relationship between African Americans and medicine. The mistrust continues. “One of the major things we see is that there’s a lack of trust in the healthcare system and that comes from a long history of mismanagement, ill-treatment within the healthcare system, a lack of transparency within the healthcare system and practices and medicine as well and how we develop certain treatments,” said Dr. Cohen. “Certain procedures were originally tested out on Black women and sometimes done in very cruel manners where they may have received pain medication and sometimes may have not consented to those procedures and treatments.” Though access and trust have been

See HEALEDPage B-2

Page B-2 | March 2-8, 2022 |

Black (Single) Mothers Matter By Sherri Kolade

to be very emotionally difficult, seek professional help to talk through the relationship, the loss and the recovery/rebuilding of oneself as a single woman.”

Black single mothers can do it alone, but why should they have to when resources are all around?

Jenny Hutchinson, director of Detroit-based Sistahs Reachin’ Out (SRO) organization, told the Michigan Chronicle that her organization promotes proven pathways beyond poverty while helping financially at-risk women in Detroit.

“Our issues often get pushed to the back burner and COVID made it abundantly clear that … mothers and mothers of color and Black mothers hold their communities in times like this, but we should be prioritizing their needs so that our communities can thrive,” Danielle Atkinson, national executive director and founder of local non-profit organization Mothering Justice, said.

One of their programs. Pathways, is a 13-week coaching and mentoring cohort that prepares SRO’s target population to access higher education or entrepreneurial opportunities, according to its website. In addition to coaching and mentoring, Pathways also provides many wraparound services that “lower barriers specific to the educational or entrepreneurial success of low-income, single parents.”

Mothering Justice empowers mothers of color to influence policy on behalf of themselves and their families. For Black mothers who need assistance, especially those who are on the lower rungs of the economic ladder, it can be hard enough to find them while they are busy rearing children, being the sole breadwinner and being the emotional and foundational support 24/7 with no immediate relief in sight.

Hutchinson said that through entrepreneurship and higher education the program helps women through “proven pathways” to escape low-wage living and poverty. “What we’re hoping to do through our programming is capture that population through assistance,” she said of connecting with other already established local programs to help even more women. “We can open up a door for a young mother in our program to go on to complete a college degree program.”

The adage, “it takes a village to raise a child” especially still rings true for the many single mothers who have no choice but to rely on family and friends to babysit their children and provide extended support for them when daycare is too costly and many times out of the question. In 2020, there were roughly 4.25 million Black families in the United States with a single mother, according to nationwide statistics. This is an uptick from 1990 rates of about 3.4 million Black families being raised by a single mother. In Detroit, according to Smartest Dollar, 72 percent of single mothers are raising their children solo.

Danielle Atkinson, national executive director and founder of local non-profit organization Mothering Justice. Photo courtesy of Danielle Atkinson the federal government and by the state of Michigan to relieve them,” Atkinson said of ensuring things like childcare is more affordable. “We’re partnering with a lot of organizations and … we think it is important to have one on one convos with moms.”

Even beyond babysitting needs, single mothers looking for more resources and assistance might not always know how to navigate but there is help with several organizations eager to aid single mothers, especially Black women, allowing them to blossom.

Atkinson added that Black single mothers are often “underrepresented.”

A Mother’s Justice

She added that the country is “catching onto the burdens” that single mothers have been facing for years.

“We want everyone to be aware of the opportunities they have given by

Healed From page B-1 the main factors for the breakdown in medicine, Black doctors believe the relationship can be remedied. Rebuilding bonds of trust and allowing patients to be educated and participants in their health may be the first step to healing. “I do see that creating that partnership with patients oftentimes helps to dispel some of the trust issues that we’ve had or the misconceptions about medicine in current day. Other things are just being transparent and open. Acknowledging the fact that, unfortunately, when medicine was being developed over time, we did not have equal voices in the development of certain procedures and acknowledging the fact that it was cruel and unfair that people of color, particularly Black women, did undergo those procedures and those testings and denied certain treatment options during that time,” said Dr. Cohen. While mistrust in the medical field may not be healed overnight, the rela-

Endometriosis From page B-1

screen everyone for it. For example, for cervical cancer, we have screening like the Pap smear. But for endometriosis, it’s hard,” said Dr. Zwain. Unlike some reproductive conditions in women, including the development of fibroids, which impact Black women at a higher rate than other demographics, endometriosis is not believed to be affected by genetics. “In certain situations, familial association of endometriosis has been suggested. There is a familial association of endometriosis, but [it] is not genetic,” said Dr. Zwain.

“[Single mothers] are the people that hold our community so strongly and do it so well that the only policies that make sense are the ones that center the ones that ...literally take care of the community,” Atkinson said adding that paid leave should be a requirement at companies and childcare should be less tionship between patient and doctor can lay the groundwork to calm fears. “I think developing that trusting relationship with a patient; it may not be in that first visit telling them what to do, but giving them options and breaking down what those options mean and what those risks are and letting them make a decision. You guys will move forward as a team,” said Dr. Cohen.

For more information visit https:// Showing Up for Yourself Dr. Joanne Frederick, a Washington, D.C-based licensed mental health counselor told the Michigan Chronicle that some single mothers are looking to cope beyond the emotional turmoil they might be going through due to the death of a relationship. She said it boils down to recognizing that the romantic breakup is a loss and grieving that loss is normal. “You will go through the stages of grief. You may cry and feel sad and down [depressed], you may bargain with yourself or the ex-partner, you may get angry, you may go through denial [this can’t be real], ultimately you will accept the change and readjust,” Frederick said, adding that single mothers may also have to explain to their children the change in the relationship. “Explain age-appropriately to each child but be mindful not to unload too much 4.94on in.the children. If the romantic breakup seems

“Lowering barriers is critical to ensure individuals we endeavor to serve are inherently successful in those two proven pathways,” Hutchinson said. For more information visit https:// Visit the Michigan Department of Health and Human Services website and click on “Contact Us” at the top of the homepage and then “Contact Your Local Office,” it will take you to a map and list of local offices depending on where you live: MDHHS - County Offices (michigan. gov) More resources can be found at: Detroit and Wayne Metropolitan Community Action Agency with food and housing assistance at 313-388-9799 or visit their website at https://www. Society of St. Vincent DePaul in the Archdiocese of Detroit resources can assist with financial aid, clothing, and food at Cass Community Social Services can help with other primary healthcare services at (313) 833-1168.


Studies have also shown that Black patients are more willing to seek medical attention if the professional shares a similar demographic in terms of race and gender. Choosing to become a doctor after the illness of a loved one, Dr. Cohen’s presence not only helps her family, but Black women and the community at large. “I am the first physician in my family. I felt that when one of my family members was ill, my family probably did suffer from health inequity and my family didn’t have medical knowledge,” said Dr. Cohen. “Also, I thought it would be helpful to be that advocate, that voice for other patients, too, who probably have a similar experience or a similar fear.”

10.5 in.

Atkinson said that Mothering Justice is an advocacy and leadership development organization that is concentrated mostly on changing policy through available dollars to educate the public on reclaiming what should be theirs through legislative change.

“I was also raised by a single mother,” Atkinson said. “Every sacrifice my mother made has made me who I am today.”

expensive. “Childcare should not cost the same as college.”

Hutchinson added that the program helps hopeful college students also fight the barriers to finding reliable transportation while supporting the family.

Women are encouraged to pay special attention to their bodies, particularly around their menstrual cycles as it can provide insight into uterine health. Using it as a guide to better gauge reproductive health, doctors will assess the history of the menstrual cycle to determine certain ailments within the uterus and its surrounding structures. “Always make sure that you don’t miss your annual wellness exam and if you are experiencing any unusual symptoms, like significant pain during your menstrual cycle [or] you notice some worsening of the cramps and pain during your menstrual cycle, heavier menstrual cycles, always consult with your gynecologist and ask for evaluation for that,” said Dr. Zwain.

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Women’s Health Matters

| March 2-8, 2022

Generational Ties: Understanding Black Mothers and Their Adult Children By Sherri Kolade “To describe my mother would be to write about a hurricane in its perfect power.” The late great poet Maya Angelou noted the strong relationship between mothers and their children. Black mothers are known for holding up the world-- and their adult children are usually right up there with them in blessing them right back for raising them and loving on them from the womb to the present day. How then do these mothers navigate heartbreak and dysfunction in their own families, especially from their own adult children who may or may not be at fault? The archetype of the strong Black woman, and strong Black mother, which could be partly to blame according to research, has failed the Black family for decades causing Black women to bear unfair burdens that were never their own to fully carry. Sociological and cultural historians note that the heavy tasks left up to Black women lead them to not only suffer emotionally but to impact their children, too. Author Nilé Livingston wrote that Black people, especially women, are faced with a “psychological challenge” stemming from connecting with their African heritage and often whitewashed upbringing and education, which causes them to have a “multi-faceted conception of self” that W.E.B DuBois called double consciousness, or often looking at oneself through another person’s eyes. “Based in popular culture, the Black female iconography has been the saviors, cooks, cleaners, caretakers of their children and other people’s children, the ones responsible for making things better that we didn’t mess up in the first place, the sex objects, superheroes, the magical negro, the ones that are everything to everyone while operating under a public gaze that has constructed this superhuman stereotype,” Livingston wrote. “Without being conscious of it, our culture’s imagination is eager to distort Black women and dehumanize us.” Do distorted images of Black women then leave room for distorted, strained relationships with their children?

Dr. Sabrina Jackson, a local motivational speaker encourages families to reconcile. Photo courtesy of Dr. Sabrina Jackson

Cameo King runs a nonprofit and a podcast that helps girls and women be their authentic selves. Photo courtesy of Cameo King

The Origin

son and his woman.”

Dr. Sabrina Jackson, a local motivational speaker, said that broken and estranged relationships mothers have with their adult children are a result of oftentimes distant daughters and coddled sons.

Jackson said she has worked with families to get out this relationship pattern time and time again.

Other groups come to the Black mothers’ defense. In one article, Admirable or Ridiculous: The Burdens of Black Women Scholars and Dialogue in the Work of Solidarity, author Darrius D’wayne Hills noted that Mama Pope (Olivia Pope’s mother) from ABC’s show “Scandal” said it best: “I tell you, being a Black woman -- be strong, they say. Support your man. Raise a man. Think like a man. Well ... I gotta do all that -- who’s out here working for me? Carrying my burden -- building me up when I get down? Nobody...we try to help all y’all even when we get nothing. Is that admirable or ridiculous?”

She said that centuries ago, a speech by a white slave owner, Willie Lynch, called the Willie Lynch letter, instructed other slave owners how to keep slaves in line through brutal, divisive tactics that would control them mentally for hundreds of years. Jackson added that Willie Lynch would show masters how to break the spirit of enslaved men and enslaved women would learn to protect their sons and their men, subsequently teaching their daughters how to be strong. “Many of those things we still do today,” Jackson said adding that DNA has a memory. “There are things in our DNA that may be around [like] feeling oppressed. … You transfer [that] when you have children … [and it] goes into the next generation.” “A lot of times [Black women] feel like their mothers did not support them, did not love them,” she said. “The adult sons feel like they can always go to their momma; the mother seems like [in some] cases their woman ...the sons do things for their momma and not do things for their woman. And you’ll find challenges between mother and

“One of the biggest things people can do in order to heal from something is they have to be real about it,” she said adding that oftentimes it takes a family tragedy for family members to come together and reconcile. When reconciling, a professional should be in the mix and help if necessary. “Because in our community we don’t [always] see professionals. A professional is skilled and equipped to navigate.” Others agree. In a Black studies journal, “A Qualitative Study of the Black Mother-Daughter Relationship: Lessons Learned About Self-Esteem, Coping, and Resilience,” researchers discovered that Black women are “less likely to receive emotional support from kin networks or friends,” which suggests that countless Black women may feel uncomfortable sharing their “emotional challenges or weaknesses” due taking on that strong Black woman trope. “Moreover, they found that African American mothers may interact differently with their daughters than with their sons. Mothers used more behavioral control with their daughters and used more validation and support with their sons,” according to the journal.


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Mending Fences Cameo King, advocate for women and girls and founder of Lansing-based non-profit organization, Grit, Glam, and Guts, which helps 12-17-year-old girls, told the Michigan Chronicle that she helps women, including daughters and mothers, heal themselves in their relationships. “I consider myself an advocate for women and girls and centering experiences for Black women and girls,” King said, adding that her organization focuses on self-identity, self-awareness and recognizing the “power of your voice.” King said that authentic young girls and teens lead to authentic women who show up as the best version of themselves.

She is also the owner of The Good Girl Podcast, which talks to women about their flaws, faith, femininity and culture. King added that in working with women she sometimes sees how they grew up not allowed to be themselves fully, which can impact their relationships, especially with their mothers. “If you aren’t being who you are, who you were called to be ... you are living in state of denial and that affects relationships, how you show up at work and that eats away with who you are,” King said adding that it is especially true for Black women who are often rewarded for fitting into a box. “That fulfills your pocket but not your soul.” King said that while she and her mother have a great relationship, she empathizes with others who can’t say the same. She echoes Jackson’s thoughts and said therapy can help work through these issues, especially as a result of damaging behavior in the Black family. “[Therapy is the ability] to be honest of yourself and take accountability for the action,” King said adding that some hard truths include mothers assuming responsibility for any role they have played and seeing themselves as the “villain” in their own story. “I think that is the root of it,” King said. “Responsibility and accountability and telling the whole truth.”

Continued On Page B-5 ANNOUNCEMENTS

Request-for-Proposal for the installation of a Veterans’ Memorial Plaza The Detroit-Wayne Joint Building Authority (Authority) manages the Coleman A. Young Municipal Center located at 2 Woodward Avenue, Detroit, Michigan. The Authority has a tradition of honoring our military and active-duty service members and veterans by raising the flags of each branch of the U.S. military on their anniversary dates and the Purple Heart Flag on Veterans’ Day, Memorial Day, the 4th of July, and on Purple Heart Day. The Authority is issuing an RFPs for the installation of a plaza at the flagpole on the E. Jefferson lawn of the Coleman A. Young Municipal Center. If you are interested in receiving an RFP, please send your request to HELP WANTED

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Page B-4 | March 2-8, 2022 |

Pastor Ryan Johnson - Newly Elect Moderator- Pastor Jeremy Moseley- Newly Elected Congress Fellowship District Baptist Association President

Dr. Tellis J. Chapman preaching the Installation Service

Sis. Linda Allen- President of the Women’s Auxillary Fellowship District, Pastor Ryan Johnson-Moderator, Pastor Jeremy Moseley- Congress President

New Elected Fellowship District Officers

Pastor Lawrence Glass- El Bethel B.C.

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Classifieds | March 2-8, 2022 | Page B-5 ANNOUNCEMENTS


The Detroit Public Schools Community District is seeking proposals for the installation of a turf field at MLK High School under RFP 22-0082. The due date for Proposals is March 16, 2022 at 12:00 p.m. ET. Late proposals will not be accepted. A virtual Public Opening will occur at 12:00 p.m. on March 16, 2022. Call-In#: 1 313-462-2305 Conference ID: 816 846 646#

The Detroit-Wayne Joint Building Authority the owner and manager of the two-tower 745,000 square foot Coleman A. Young Municipal Center (CAYMC) located at 2 Woodward Avenue, Detroit, Michigan 48226. Anticipates issuing a series of RFPs for various building services and supplies. If you are interested in receiving an RFP, please send your request to please include the Service or Supply RFP you would like to receive. Professional Services: • Property Management • Architectural and Engineering (mechanical, civil, structural, space planning, landscape, ADA, etc.) • Legal • Accounting and Finance • Insurance • Public Relations Building Standard Services: • Security Guard Service • Janitorial Service • Landscaping/Snow Removal • Pest Control • Plumbing • Electrical • Carpentry • Interior Landscaping ANNOUNCEMENTS

REQUEST FOR PROPOSAL The Suburban Mobility Authority for Regional Transportation (SMART) is soliciting RFPs for The Wayne Terminal Lighting Upgrade Project Control No. 22-3552. RFP forms may be obtained beginning March 3, 2022, from RFPs are due by 3:00 PM ET, April 8, 2022.


An optional on-sight walkthrough will occur at 11:00 a.m. ET on March 3, 2022 at Martin Luther King High School, 3200 East Lafayette Street, Detroit, MI, 48207. All bids must be accompanied by a sworn and notarized statement disclosing any familial relationship that exists between the submitting company and any employee of DPSCD. DPSCD shall not accept a bid that does not include this sworn and notarized disclosure statement. If you have questions, please contact the Procurement Department at (313) 873-6531.

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PROFESSIONAL HELP WANTED SENIOR RESEARCHER Warren, MI, General Motors. Research &dvlp Electronic Controls &Software (ECS) architectures, important enablers that allow automobile manufacturers to provide advanced features to customers in areas of major electronic growth in automotive sector such as automated driving, collision avoidance syss, vehicle connectivity, &on-board infotainment. Investigate new ECS sys architectures &technologies to enable deployment of exciting new functionalities. Contribute to design &evolution of powerful conventional, Battery Electric Vehicle &Autonomous Vehicle electrical &SW architectures to enable faster time to market for new features, products, &devices. Provide stable dvlpmt environment for SW features w seamless end to end connectivity, high-speed backbone communications, &highly efficient mechatronic layer of embedded devices. Interact w/ different project teams, R&D &Engrg, automotive cmpnts suppliers, universities, &start-up companies. Support continuous dvlpmt &refinement of electrical architecture strategy through R&D contributions &cross-functional collaborations. Conduct in-vehicle communication sys &network topology related research, technology injection &bench work. Ph.D., Electrical, Computer Engrg, or related. 6 mos exp as Engineer, Developer, Software Manager, or related, designing sys architecture including reqmts definition &implementation for smart grid-enabled smart device application for an Autonomous or Electric Vehicle, or related. Mail resume to Ref#1485, GM Global Mobility, 300 Renaissance Center, MC:482-C32-C66, Detroit, MI 48265.

Facing Financial Hardship? Tips to Avoid Foreclosure

(StatePoint) Life’s unexpected challenges can make meeting monthly mortgage payments difficult. The good news? Help is Nexteer Automotive Corp. seeks a System PRODUCT APPLICATION ENGINEER – available to avoid foreclosure. ADDITIVE DESIGN & MANUFACTURING Safety Engineer in Saginaw, MI to execute Indeed, Freddie Mac has completed more than 255,000 ​ system safety activities for assigned Warren, MI, General Motors. Dvlp, validate, foreclosure prevention actions in 2021, according to the Fedprojects related to electric power steering; &release for production use parts, subsystems, eral Housing Finance among other duties. Min. bachelor’s &assemblies on psgr vehicles produced using additive manufacturing (AM). Analyze cmpnts degree in Electrical Eng, Computer Eng, Agency. Whether you’re within psgr vehicle Bills of Material to identify Mechanical Eng, Mechatronics, Physics, currently behind on payappropriate candidate applications for metals Computer Science, or Systems Eng and ments or foresee trouble &polymers AM. Create business case anlys to five years of experience in the job offered ahead, Freddie Mac adsupport substitution of AM solution. Dvlp, or related. Apply to job reference number &continuously refine detailed cost models of vises taking the follow45961 at: multiple AM technology modalities such as Laser ing steps as quickly as Powder Bed/Multi Jet Fusion, &Fused Deposition possible to get back on Modeling incorporating factors such as capital amortization, raw material costs, labor operations track: cost, &post-processing operations costs. Assess Your Situation Coordinate w/ test labs detailed material HELP WANTED Systems Engineer – Controls characterization programs for metallic &polymeric Whether it’s due to unemployment, illness, natural disaster or AM materials, incldg multi-temperature tensile other reasons, identifying the cause of your financial hardship Nexteer Automotive Corp. seeks a testing, density testing, microstructure anlys, and anticipating its duration are important. These factors can Systems Engineer – Controls in strain-rate sensitivity testing, force-controlled high-cycle fatigue staircase tests, strain-controlled help determine the best solution for you. (A short-term hardSaginaw, MI to design and analyze the low-cycle fatigue tests, multi-axial impact ship is over within 12 months. A long-term hardship extends controls of electronic power steering strength, &various thermophysical properties. Use beyond 12 months.) systems using dynamic system DFMEA, DRBTR, DFSS, GD&T engrg tools modeling and simulation; among other &processes to analyze &report product engrg Contact Your Servicer designs. Bachelor, Mechanical or Automotive duties. Min. master’s degree in Electrical Your servicer — the company where you send mortgage paySeeking Engrg. 3 mos exp as Engineer, applying DFMEA, Seeking Engineering or Mechanical Engineering. ments — is your best resource throughout the process. They DFSS, GD&T engrg tools &processes to analyze ADMINISTRATIVE SECRETARY Apply to job reference number 45962 at: &report product engrg designs, or related. OFFICE ASSISTANT III will provide you with the available mortgage relief options at Oakland University Mail resume to Ref#1620, GM Global Mobility, based on your particular situation, which typically begins with 300 Renaissance Center, MC:482-C32-C66, ATGraham OAKLAND UNIVERSITY Psychology being placed in a temporary forbearance program. RememHealth Center Detroit, MI 48265. To provide responsible secretarial serSchool of Medicine ber, your servicer is there to help. If you think you’re going to vices andthe operational assistance in ahave trouble paying your mortgage, don’t wait. Call them imCoordinate clinicaloffice processing Sr. Engineering Supervisor I for an assistant or associate dean, chairclinic by or performing a varietymediately! And if you’re already behind on your mortgage or Tomedical provide specialized officeadminisassistance, Nexteer Automotive Corp. seeks a Sr. person, director principle currently in a workout option, respond to their outreach efforts Engineering Supervisor I in Auburn Hills, trator of a school, department, institute, of multi-step processes according coordinating procedural businessto atoorkeep an open dialogue going throughout the process. MI to manage and coordinate software or a­dministrative unit. Minimum Qualispecified framework ofgraduation procedures andKnow Your Options development activities; Develop software; fications: High for schoola or an service activities complex program among other duties. Min. bachelor’s equivalent to combination of education and regulations, serve as an informationNo matter where you stand, there are solutions. Here are some degree in Electrical and Electronics area involving processing, implementing, experience. Three years progressively real source within the clinic inAbility addition Engineering, Computer Engineering, to consider: sponsible secretarial experience. Computer Science, Embedded Software advising on,general andthe reporting specialized perform bookkeeping/clerical ac• Forbearance is an agreement between you and your loan to maintaining role as a medical Engineering, or Electronics and counting. AbilityMinimum to prioritize andQualifications: expedite servicer that either pauses or reduces monthly mortgage subject matter. Communication Engineering and five years assistant in the clinic. Minimum work assignments of the unit. Ability to ef-Qual-payments for a limited time. Consider forbearance if you’re of experience in the job offered or related. fectively High interact with the public, students, ifications: School orcurrently unable to make payments but think you’ll be able to High school graduation orgraduation an equivalent Apply to job reference number 46000 at: faculty, and staff. Salary is $42,123.00 resume soon. an equivalent combination of educacombination experience. annually.ofSeeeducation online posting and for additional position requirements. First considertionyears and progressively experience. Three years’ office ex-• With payment deferral, missed mortgage payments move Four ation will be given to thoseresponsible who apply by to the end of your loan term, but your monthly mortgage payperience a medical assistant PUBLISHED EVERY WEDNESDAY Marchas 10, 2022. Must apply ­oexperience nline to:­ or inment experience, including direct in amount stays the same. Consider payment deferral if a directly related field with experienceyour hardship is resolved but you’re unable to repay missed MICHIGAN CHRONICLE 313 963-5522 office coordination, i.e., prioritizing work mortgage payments as a lump sum or by increasing monthly in medical office clerical functions. ExHELP WANTED assignments, maintaining work flow to meet perience in venipuncture and obtain-payments. Freddie Mac Flex Modification, for example, provides up to a 20% mortgage payment reduction that permadeadlines. is a full time, clerical-technical ing basicThis patient information includingnently changes one or more of the original terms of your mortblood Salary pressure, electrocardiograph position. is $43,718.00 annually. gage, such as the interest rate and mortgage term. Ask your loan servicer whether this may be an option for you. Arab Community Center for Economic & Social Services (ACCESS) an available position measurements and urine specimens. See onlinehas posting for additional position of Director, Arab American National Museum in Dearborn, MI. requires a Doctor of po-• A repayment plan increases mortgage payments for a short ThisPosition is a part-time clerical-technical period to make up for missed payments. Plans must be longer requirements. First consideration will be Philosophy (Ph.D.) degree in History & Middle Eastern Studiessition, or Middle Eastern Studies & 24 10:00 working Monday-Friday, than one month but no longer than 12 months. Consider this given to thosealso who apply March months experience as a Museum Director &/or Education Director. requires: 1)by Exp. option if you can afford your regular monthly payment, plus a a.m.Position – 5:00 p.m., 30 hours per week.23, must include: a) 6 mos. exp. managing Middle Eastern cultural &/or Middle Eastern educational 2020. Salary is $30,973.00 annually. Seelittle more, for a short period. heritage programs; & b) 12 mos. exp. designing, developing, &Must implementing & museum posi-• With partial reinstatement, you pay a portion of missed mortapply posting onlineexhibition to: online for additional gage payments as a lump sum. To pay off the rest, your loan research program(s); & 2) 2 presentations on the Middle East at international conferences. Any tion requirements. Must apply onlineservicer works with you to create a repayment plan. exp. reqs. may be met concurrently during the same time period. to: • With full reinstatement, you pay the total owed mortgage Job duties: Direct all activities of the Arab American National Museum (AANM). Partner with payments as a lump sum, making your mortgage current. This is a good choice if you can afford it. ACCESS leadership & AANM National Advisory Board to create, implement, & determine strategic • Refinancing your mortgage lowers your interest rate or redirection & vision for AANM. Develop exciting & quality exhibitions & educational, cultural, & places an adjustable-rate mortgage with a more affordable artistic programming. Form strategic alliances & partnerships with other local/national museums, fixed-rate mortgage. This is a good choice if you’re current on cultural & education institutions, & community-based organizations to achieve museum’s goals. payments but would benefit from reduced payments in the fuManage financial oversight & monitor annual budget for AANM including budget discipline. ture. This year, more than 600,000 homeowners with a Freddie Develop & oversee a robust fundraising plan to ensure the financial stability & sustainability of the Mac-backed mortgage refinanced into a more affordable loan. museum. Establish, sustain, & expand relationships with foundations, corporations, government • COVID-19 relief is offered by many loan servicers to those struggling due to the pandemic. agencies, & private donors. Make presentations on the Middle East at international conferences. • Of course, if homeownership is no longer affordable or deDirectly supervise Deputy Director, Arab American National Museum. Perform other duties & sirable, there are options too. Short sale and deed-in-lieu, for responsibilities as assigned. example, can help you exit your home without facing the costs associated with foreclosure. ACCESS is an equal opportunity employer & all qualified applicants will receive consideration For more homeowner resources, visit My Home by Freddie for employment without regard to race, color, sex, religion, national origin, age, marital or veteran Mac at status, the presence of a medical condition or disability, height, weight, or any other protected If you’re struggling to make mortgage payments, take action status. ACCESS performs a pre-employment background check as a condition of employment. quickly. Doing so can help you prevent foreclosure and stay Qualified applicants should mail resume & verification of reqs. to Mr. Mosein Hussein, Director of in your home. System Safety Engineer

Seeking Medical Assistant II at Oakland University

Please visit our website for more classified ads.


2col. x 4.75

Human Resources, ACCESS, 2651 Saulino Court, Dearborn, MI 48120.

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