Defending Education and Democracy: Key Takeaways from SXSWEdu

A free, accessible education is central to our nation’s success. But right now, we see concerted efforts to challenge what is taught in schools and how it is taught. Efforts to protect and strengthen our education system are more critical now than ever, and events like SXSWEdu encourage the thinking necessary to fuel these vital efforts. 

SXSWEdu is a dynamic event that brings together educators, activists, policymakers, parents, and students to discuss complex issues in education and explore solutions to create inclusive spaces for students and lifelong learners. At the forefront of these conversations are issues that deeply impact all of us, including legislation that stifles how educators talk about race, gender, and identity and prevents schools from fostering enriching, fact-based and age-appropriate discussions in their classrooms. 

In her keynote speech, Kimberlé Crenshaw, co-founder and executive director of The African American Policy Forum and a pioneering scholar whose work has been foundational in critical race theory and intersectionality, reminded us that: “It is not an accident that when we’re rolling back and moving away from the societal consensus about what’s necessary to create full and inclusive citizenship, one of the first things to go is full and inclusive education.” 

At Fenton, we defend education and diversity by dismantling barriers challenging safe and inclusive schools. Here are three key takeaways from my SXSWEdu experience that resonated for me: 

1. We cannot do the work of the right and censor ourselves: Right now, 28 states have passed legislation that limits the ways race, gender, and identity can be taught in schools, impacting millions of students. These bills have cast a chilling effect across public schools by creating conditions of self-censorship. In the session Mapping the Assault on Critical Race Theory, Jeremy Young, program director at PEN America, noted that these restrictive bills are intentionally vague to intimidate educators and administrators to distance themselves from what is essential for students to learn out of fear to avoid discipline or criminal liability. 

Crenshaw noted one example of self-censorship in her keynote speech: the Supreme Court’s decision on race-conscious admissions policies in two universities. After the decision was passed, institutions nationwide began removing diversity from their organizational mission and limiting racially inclusive recruiting practices. By doing this, these institutions were doing the work the “anti-woke” movements wanted them to do. However, throughout history, we have seen that practices aimed at advancing diversity, equity and inclusion were not embraced with the same urgency. When Brown V. The Board of Education was decided – 70 years ago –  there was massive opposition to integrating schools. Crenshaw said, “We need to have more of a spirit of resistance against the backward turn in American society. We need to fight like our lives depend on it because they do.” 

2. Civic education is crucial for education and democracy: One way to center young people in the decisions that impact their lives and enable them to participate in the fight for an inclusive and multiracial society is through civic education. It allows students to connect the dots between the issues they care about and make informed decisions to take action for themselves and their communities. In a session titled The Future of Democracy Starts in the Classroom, Verneé Green, CEO of Mikva Challenge, enters students into the discourse by asking, “What are the issues you are more concerned about and what do you think people should do about it?” By engaging students in civic education early in their academic journey –– some cities start as early as kindergarten –– they will become empowered and informed active citizens. 

3. Libraries are essential for safeguarding history and promoting inclusive education: The attacks on history and DEI have profoundly impacted schools and public libraries. In some states, new policies have been set that remove diverse voices from the shelves and limit access to accurate, diverse, and inclusive stories. Last year, The American Library Association’s Office for Intellectual Freedom documented 4,240 unique book titles targeted for censorship, as well as 1,247 demands to censor library books, materials, and resources, nearly half of which are by or about people of color or people who identify as LGBTQ+. 

Librarians nationwide are rightly pushing back against these attacks to preserve diverse stories. Elaine Westbrook, a librarian at Carl A. Kroch University Librarian at Cornell University, reminds us, “The way we see the world today depends on the information we have.” Without access to information, books and stories that support an understanding of truly inclusive and representative histories, we risk losing the richness and complexity of our past and present society. 

Outside the voting booth, there are no spaces more important to building and protecting our democracy than public schools. As the 2024 election kicks into gear, we know that efforts to tear down public education and roll back DEI will continue and we are ready for the fight. 

Amanda Ebrahim is an account director at Fenton based in New York City. To learn more about Fenton’s work in the education and youth development sector, contact Amanda at aebrahim@fenton.com

 

Applying the Principles of Kwanzaa to Advance Economic Justice

In an op-ed in TheGrio, Donté Donald, vice president at Fenton Communications, makes the case that Kwanzaa is more important now than ever to recognize the strength of Black communities despite systemic pressures meant to break us, particularly in our economic system and the racial wealth gap. He shows that despite great challenges, Black people have made significant strides and highlights the role of Community Development Financial Institutions (CDFIs) in advancing economic opportunity for Black communities.

This article originally appeared in TheGrio.

From December 26 to January 1, many Black families across the United States will celebrate Kwanzaa, which means “first fruits” in Swahili or the agricultural harvest festivals that are found throughout Africa. Growing up, my family didn’t celebrate Kwanzaa, or many holidays for that matter. But over time and especially in the last few years through my work with Black-led nonprofits, foundations, and advocacy organizations, I have come to understand its importance as a way to recognize the strength of Black communities despite systemic pressures meant to break us.

Stemming from the Black Power Movement and founded in 1966 by educator and activist Maulanga Karenga, Kwanzaa is a moment to honor Black people, celebrate our contributions, heritage, and culture, while acknowledging our shared struggles and our unwavering efforts to overcome them. The holiday encourages people to honor seven principles: Umoja (unity), Kujichagulia (self-determination), Ujima (collective work and responsibility), Ujamaa (cooperative economics), Nia (purpose), (Kuumba) creativity and (Imani) faith.

Nearly 60 years since its creation the meaning and importance of Kwanzaa continue to resonate. Despite achieving significant progress, Black communities continue to combat systems of oppression, institutional racism, and systemic inequities. These inequities may be most apparent in the racial wealth gap.

As a result of centuries of systemic oppression in housing, our education systems and labor force, and insufficient access to capital and other business opportunities, Black people have faced significant barriers building wealth. In 2022, the typical white family had about six times as much wealth as the typical Black family. This is not just a problem for Black communities, but the entire economy. Over the last 20 years, the racial wealth gap has cost the US economy about $16 trillion. 

Yet, despite great challenges, Black people have made significant strides and demonstrated the power of community development efforts in the face of oppression. The example of Black Wall Street comes to mind. In the early 1900s, the all-Black Greenwood community in Tulsa, Oklahoma – like many other Black communities across the South and Midwest during that time – developed their own stores, banks, schools, hotels, newspapers, and a hospital. Despite political limitations through Jim Crow laws and the threat of physical violence, Greenwood thrived — with every dollar circulating through the community 50 times before leaving — and became one of the country’s most prosperous communities before it was demolished by a racist mob in the 1921 Tulsa Race massacre. The massacre killed hundreds of people and destroyed years of Black success and wealth-building.

Black Wall Street demonstrated the power and effectiveness of Black people working together to grow their community, which reflects the fourth principle of Kwanzaa, Ujamaa (cooperative economics). What’s clear from this example and others is that when Black people have the freedom to use their agency to build power and create opportunity, Black communities and other communities of color can and do thrive. What’s also clear is that the United States owes these communities great recompense to right its historic wrongs against them. 

Read the full piece in TheGrio.

Celebrating Filipino American History Month

October is Filipino/a/x American History Month, a time for celebrating the heritage and achievements of Filipino Americans whose contributions have helped build and shape this country. In honor of Filipino American History Month, our colleagues, Mercy Albaran, Micah Rimando, Myrna Chua-Miguel and Kayla Butler share their reflections:

How do you celebrate your connection to Filipino-American history and your Filipino heritage? 

Mercy Albaran: While I was born in the U.S., staying in contact with my cousins and relatives in the Philippines over the years has given me strong ties to Filipino culture/heritage. I didn’t actually learn about Filipino-American history until after college and then I became an organizer. I celebrate by learning and spreading the knowledge!For example, Larry Itliong, a labor organizer, convinced Cesar Chavez to join the Delano Grape Strike and started the modern day farmworkers rights movement. Filipinos were also the first Asians to arrive to the U.S. in 1521 via Spanish ships. Wow! 

 

 

 

Mercy (left) with her cousin.

 

Micah Rimando: I grew up in the Philippines for 20 years before moving here for graduate school, and so I am really closely aligned to my Filipino culture. Filipino-American history was taught all-throughout my academic years and so I am highly familiar with it, though I am wary about what is being passed on to us in our neo-liberal education in the Philippines. As a former student journalist and later an organized activist back home, I became more aware of the conditions and struggles of Overseas Filipino Workers in the United States, who stay here to support their families back home, and for some who eventually stayed for greener pastures. Though there is a stigma that they/we left the country and gave up on our fellow Filipinos who are suffering under the governance of incompetent leaders, I strongly believe in the concept of forced migration and sympathize with my countrymen here. To me, Filipino workers and migrants here can still partake in helping the country. And while the ties between Filipinos and Americans are celebrated, it is important to acknowledge the lasting effects of American colonization in the Philippines with a critical eye.

 

 

 

Myrna and her children.

Myrna Chua-Miguel: Even if I am away from the Philippines, I still embody the values and culture of being a Filipino. The spirit of Bayanihan, close family ties and the Filipino brand, which is resiliency that was deeply rooted in me since I was young, is evident in my day-to-day encounter with every individual I engage with. We still manage to smile despite many challenges.

Kayla Butler: Ever since I was a child, I felt very connected to my Filipino heritage because my mom and her family would always share about their childhood growing up in Cebu. I feel connected to my Filipino heritage by learning about my ancestors, exploring the history of the Philippines and food. I’m so lucky to have grown up eating many delicious family recipes like Sinigang, Pan de Sal, and Lumpia.  

 

Who are the Filipino-Americans that you look up to and why?

Mercy Albaran: I look up to Dr. Dawn Bohulano Mabalo who was was respected and loved Pinay historian, author and community activist from Stockton, California. Dawn was the first Pinay to earn a Ph.D. in American History from Stanford University and her dissertation became the award winning book, Little Manila is in the Heart: The Making of theFilipina/o American Community in Stockton, California. It’s the first history book I’ve read that just focused on Filipino/a/x folks in the U.S. 

 

 

Micah leading the protest with other university publications heads.

Micah Rimando: There is a saying “Kapag namulat ka na sa katotohanan, kasalanan na ang pumikit,” which translates to “Once your eyes have been opened, it is a sin to close your eyes again.” I look up to all the Filipino-Americans here in the United States who remain aware and do not turn a blind eye on the national situation in the Philippines, despite the more comfortable life here– while educating other Filipinos and diverse communities here for international solidarity. We can still work with them, and mobilizing here all starts with awareness amid the comforts and distractions here.

Myrna Chua-Miguel: Important Filipino-American History that could never be erased is the quarter of a million Filipino-Americans that fought in World War II. With the end of the war, the Philippines gained our independence 1946. Benefits for most Filipino veterans were rescinded with the Rescission Act of 1946, but the Filipino-American community fought for decades for those full benefits. Veterans finally received a lump-sum payment in 2009 for their service. 

Kayla Butler: I look up to Larry Itliong, a Filipino-American labor organizer who was at the forefront of the United Farm Workers movement in the 1960s. When my grandfather first immigrated to the United States before my mom and her siblings came, he worked as a farmworker alongside other migrants in California’s Central Valley. Larry Itliong’s legacy reminds me of the importance of the labor rights movement that we are seeing today. I also look up to the author of Trick Mirror: Reflections on Self Delusion and staff writer at The New Yorker, Jia Tolentino. I’m inspired by her writing on reproductive rights and social justice issues through the use of a critical lens.

 

 

Kayla’s grandma in Cebu, PH.

How do you connect with issues happening in the Philippines while living in the U.S.?

Mercy Albaran: I talk to my family, follow different news sources and activist organizations in the Philippines to keep track of the news when I can. I’m also a supporter of GABRIELA-USA, grassroots Filipino womxn’s organization fighting for the liberation of all oppressed Filipino womxn. I follow their work on the ground in the U.S. and Philippines around political issues and activism. 

Micah Rimando: I continuously read the news, most especially from news outlets in the Philippines that cover not just issues about governance and politics, but also help give a platform for marginalized communities to voice out their concerns. I also stay in touch with some activist organizations in the Philippines and volunteer for a women’s rights and feminist organization remotely. I am also involved in a Filipino-activist movement here in the U.S. and I strongly encourage my kababayans here to do the same.

Myrna Chua-Miguel: With the advancement in technology, I get updates about what is happening around the globe through the web. I learn the news concerning the issues happening in the Philippines through the social media and news updates posted on the internet.

Kayla Butler: I connect with issues happening in the Philippines by talking to my family and Filipino friends. I also am connected to my family in the Philippines and often talk with them about how they are feeling with regards to the recent presidential election, issues with freedom of the press and other social and political issues. In addition, I follow a few different social media accounts, but in particular, I enjoy following an Instagram account called Bayan Southern California. 

 

What is something we should not forget as Filipino-Americans being away from the PH?

Mercy Albaran: We should not forget that whether we are Filipino/a/x-Americans or Filipino/a/x folks in the Philippines, we are connected by our shared heritage, histories, struggles, futures and we should fight for the liberation of us all. 

 

 

 

Mercy and her family in Cebu, PH.

Micah Rimando: We should not forget that we are still Filipinos – and not only in the sense of our cultures and traditions, but also in our responsibilities to partake in the struggles of our countrymen back home. Yes, our mobilization here can be more limited while away from home, but there is still a way. For instance, there is a surge of Filipino academics who attend funded graduate schools in the United States. One of the things that they/we can do is to continue making use of our tools and resources in the academe to raise awareness on the conditions in the Philippines. We can also help fight for the rights of Filipino migrants here and do the best we can to help struggling immigrants in this country.

Myrna Chua-Miguel: First, we should not forget where we came from. The lesson that our parents taught us is to be humble, respectful to elders by not telling directly their names when you’re calling or talking to them and helpful to other people especially our kababayans. Lastly, the foods that we eat are adobo, sinigang, lechon and food with fish sauce like dinengdeng and pinakbet.

Kayla Butler: Being away from the PH, we should not forget the resilience of our people. I feel a great amount of gratitude for my family and the sacrifices that they have made so that I can have the life that I have, so I think it’s important to always remember the wonderful and strong people that have shaped me into the person I am today. I think that we shouldn’t forget the importance of liberation and freedom and to use our voices to advocate for these things everywhere around the world, because we are not free until we are all free.

 

 

Kayla with her sister and grandma in Bohol, PH.

 

Thank you Mercy, Micah, Myrna and Kayla for sharing your stories!      

Posted in DEI

Embracing a DEI Recipe for Progress

As Latinx Heritage Month closes, I am reflecting on what representation, inclusion and diversity really mean. When my son was little, his summer camp held a “Cultural Pride Day,” encouraging the campers to dress in attire that represented their heritage. As I brainstormed ideas with him — a Dîa de los Muertos t-shirt, a Mexico soccer jersey or an old mariachi sombrero we had in the house — my nine-year-old Santos said assertively, “I’m going to wear my favorite clothes like I do everyday because no matter how I dress I am still Mexican.” Out of the mouth of babes. 

Pageantry will never replace authenticity.

At Fenton, an inclusive talent pool is not window dressing; diversity and inclusion are embedded in our DNA and are a must have in order for our business to be effective. “Purpose” is not something reserved for some of our clients. The point of our existence at Fenton is to activate communications to support the purpose for every single client. Our mission-driven clients are the nonprofits, advocates, coalitions, foundations and corporations advancing social change in the world. We partner with them everyday to preserve democracy, fight for reproductive rights, protect our environment and advance a more racially equitable and just society. The breadth and depth of this work encompasses some of the most consequential issues of our time and squarely impacts communities of color and peoples of diverse gender, abilities and socioeconomic backgrounds. 

We would be remiss — irresponsible — if our staff did not reflect this reality.

We are proud that 55 percent of our entire agency talent pool identify as people of color and 75 percent identify as women. But what’s perhaps most notable, and unheard of in the public relations industry, is that our firm’s diversity actually increases with seniority. Our agency is 60 percent diverse when you consider vice presidents and above. 

As the first woman and person of color to serve as CEO for Fenton in its 40-year history, I am not the “only,” which can be a lonely place for leaders of color. Throughout my 30-year career, I have been called “Maria” in the workplace unwittingly by colleagues and even clients. Imagine the look of horror on many faces after I’ve called people out with “all of us Latinas do not look alike.” Today, I serve in a C-suite alongside a leadership team that is 62 percent diverse. It is empowering to not be alone.

According to PR Week, the percentage of people of color in the C-suite at public relations firms is only at 13 percent nationally and white people make up 76 percent in the field overall. Our data demonstrates that Fenton is more than just far ahead of the national standard for diversity in the PR industry — we are leading the field.  

Fenton arrived here because of the commitment, focus and intentionality we bring to our human resources. We prioritized inclusivity years ago and have been steadfast in recruitment and retention efforts to ensure our staff truly reflect our diverse society. Consider the following recipe for progress:

  • DEI is not the responsibility of one person. Rather than hiring a solitary Chief Diversity Officer, our agency has a highly engaged DEI Task Force that includes staff members at all levels who freely share ideas and have a stake in the success of our collective efforts. We also believe in keeping ourselves honest and on-track. We are highly transparent in reporting our diversity data to our staff on a monthly basis. 
  • Promote action, not words. Our task force created a DEI roadmap to transform goals into tangible practices such as eliminating the requirement of a college degree on our job descriptions to encourage candidates with nontraditional backgrounds. 
  • Be open to nontraditional paths. Speaking of nontraditional backgrounds, we also actively recruit job candidates who do not come from agencies. We widen our talent pool through staff who come with a richness of experiences in the nonprofit, philanthropic and government sectors. We know it isn’t always an easy transition to our industry, but we have found it is worth it. 
  • Recruit with passion and purpose. Our Director of Recruitment has worked diligently for years to bring incredible talent from all cultures, backgrounds and experiences. She has a knack for helping candidates not only understand the ins and outs of the job duties, but truly appreciate the firm’s values of empathy, respect, support and fairness. Her purposeful recruitment is also centered on building excitement among candidates about the life-changing work we do at the firm. Candidates who take the job often tell us this focused recruitment approach was crucial in their decision to come aboard.
  • Foster a welcoming environment for staff. In addition to a welcoming and caring recruitment process, our five Employee Resource Groups are budget-supported and create a safe and inviting space for our team members who identify as women, Black, Asian American and Pacific Islander, LGBTQIA, and Latinx; these spaces are vital for uplifting inclusivity and helping us learn from each other.
  • Diversity attracts diversity. Our new employees frequently cite our diversity as one of the key drivers for joining the firm. They are inspired to see people who literally speak their language, share in their traditions and understand their lived experiences at the senior level. They can see a  trajectory for women and  people of color to move up within the firm through the CEO level.
  • Compensate well and do so equitably. We often hear from job candidates the challenges of communications being a low paying industry compared to other choices, particularly at the beginning of a career. We are proud to offer a comprehensive compensation package that includes a competitive salary at the top of the market, a matching 401K plan, new business commission for staff at all levels and a profit sharing program. We were ahead of the curve and embraced salary band transparency because it is the right thing to do. We evaluate our salary bands to ensure equity and make adjustments as needed and we are committed to this practice on an ongoing basis.

Moreover, we know DEI is more than measuring race, ethnicity and gender. We recently announced our plan to take steps to increase accessibility in our work for every single department in 2023. This underscores our commitment to increasing access to people with functional disabilities which will include the active implementation of practices in creative development, digital work, and how we approach our writing in our overall HR hiring efforts. This important, often overlooked, area was championed by one of our staff members. She brought this issue to the attention of our DEI task force and we are transforming this commitment to practice.

We simply believe that we can’t make the shoes if we haven’t walked in them. 

As Fenton celebrates our 40th year in business, we know we are not perfect — but rather than strive for perfection, we strive for impact. Our north star is doing what is right, even when it is not easy. We urge our peers in the industry to do the same. 

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Valarie De La Garza is the first woman and person of color to serve as CEO of Fenton. You can read our DEI statement here

If you have any questions or would like to learn more about Fenton, please email info@fenton.com

 

 

Posted in DEI

Reflections on NABJ/NAHJ: A Salute to Excellence and a Push for Greater Representation

Earlier this month, the National Association of Black Journalists (NABJ) and the National Association of Hispanic Journalists (NAHJ) gathered at Caesars Palace in Las Vegas for the #NABJNAHJ22 Convention & Career Fair. It had been three years since the last in-person convention for either organization, and it broke previous attendance records with more than 5,000 attendees, including journalists, media executives, journalism educators and students, and public relations professionals (including Fenton!) 

As one of the most diverse communications agencies committed to social impact, Fenton prioritized attending #NABJNAHJ22 to support, learn and serve as an ally in the critical work to create social change and increase Black and Hispanic representation across all business sectors and all forms of media and entertainment.

As a first-time attendee, and public relations professional focused on corporate social good and justice, equity, diversity, and inclusion, I gained valuable insights that will help further inform the strategic counsel I provide my corporate clients looking to positively impact the lives of people from Black and Hispanic communities. Having long been aware of the incredible work of the NABJ and NAHJ, I was glad to finally experience the convention in person – the energy and the passion was palpable!

#NABJNAHJ22 offered incredibly robust programming; there were nearly 200 workshops, panels, and special events, generating engaging and inspiring discussions around the most pressing issues facing Black and Hispanic communities. Topics at the intersection of race, culture, media, entertainment, health, education and wealth were discussed by a remarkable roster of experts, speakers and special guests, including Karine Jean-Pierre, the first Black and openly gay White House press secretary, Diego Luna, actor, producer and director who starred as the first Mexican Star Wars character, and Anthony Fauci, director of the National Institute of Allergy and Infectious Diseases, among many others. 

One of my favorite moments took place during the opening ceremony. Kimberly Godwin, the President of ABC News and the first Black woman to lead a major broadcast TV news division, entered the stage flanked by two members of Wakanda’s Dora Milaje from the film Black Panther. Following her powerful entrance, she shared her commitment to increasing opportunities in journalism and increasing coverage for communities of color and said, “When you earn the privilege to lead, that’s what you do!” 

As the COVID-19 pandemic continues to rage on while the monkeypox outbreak has been declared a public health emergency and communities of color continue to experience systemic health inequities, public health and health equity became central topics of the convention. 

Panels like “Your Role in Saving Black & Brown Lives Including Your Own!” tackled the intersection of media, public health, and community activism, and unpacked the pandemic’s longer-term effects on physical and mental health on communities of color and the journalists covering these topics and communities. 

Other panels such as, “Solving the Crisis of Maternal Mortality in a Post-Roe America,” explored what the future of reproductive health care looks like in a post-Roe America and what the impact will be on Black and Hispanic women. The panel also examined the role physician leaders can play to better protect all women of color in the health system. 

The #NABJNAHJ22 Convention & Career Fair served as a powerful reminder that Black and Hispanic representation and narratives are critical to solving today’s most pressing issues like public health, and that allyship to support efforts underway to address these issues requires more than commitments and declarations – it calls for meaningful and lasting partnerships that interrogate systems that perpetuate inequities for communities of color across all aspects of life, and introduce practical short- and long-term solutions. 

Fenton was proud to attend #NABJNAHJ22, and looks forward to continuing to support NABJ and NAHJ! See you in Birmingham and Miami next year!

 

Posted in DEI

Introducing Fenton’s New AAPI Affinity Group

Throughout May, the country has celebrated AAPI Heritage Month by recognizing generations of Asians and Pacific Islanders who have made immeasurable contributions to society and continue to shape our future. From activists and artists to policymakers and politicians, Asian Americans and Pacific Islanders have left an indelible mark as changemakers.

We’re closing out the month of celebration by taking a look at our newly established AAPI affinity group. Helmed by Alex Chen, Nhu Nguyen, Ujala Sehgal, and Kim Truong, the group promotes community and solidarity between AAPI-identifying staff at Fenton. To celebrate APAHM, the affinity group published its reading recommendations from AAPI authors and shared information on important AAPI figures in American history with their colleagues (see the interview below for a sampling of leaders the group has spotlighted).

We spoke with Alex Chen, Account Director based in our San Francisco office, to learn more about what we can expect from Fenton’s AAPI affinity group and what inspired him to take on a leadership role. 

Emilie Hu (EH): Can you tell us how the affinity group came to be?

Alex Chen (AC): Over the past few years, there has been a growing contingent of Asian staff members at Fenton; we wanted to create a safe and collaborative space for these staff members, foster a greater sense of community, and share resources for the entire firm to grow as professionals and allies.

EH: What inspired you to take on a leadership role?

AC: My racial and cultural identity is a big part of who I am, and as a Taiwanese American, something that I’ve become more and more proud of as I’ve gotten older (and hopefully wiser). I know that the Asian American experience in this country is not something that’s widely understood in the mainstream consciousness and hope to contribute to a culture of collective sharing and learning at Fenton so that we can all increase our capacity to empathize with others and celebrate the identities of our peers.

EH: How have you celebrated AAPI history month so far? 

AC: Throughout the month, our AAPI Affinity Group members have been highlighting prominent and historically significant AAPI activists throughout history in our all-staff Slack channel to inspire and raise awareness about those who have dedicated their lives to advancing justice. Our latest spotlight featured AAPI athlete Schuyler Bailar, the first openly transgender NCAA Division I swimmer, and his advocacy work on behalf of LGBTQIA+ and Asian American athletes. We also celebrated Haunani-Kay Trask, an indigenous Hawaiian activist, poet and scholar who dedicated her life to advocating for Hawai’i’s independence. I’d also recommend following the Instagram account @17.21women, which shines a light on Asian women activists, politicians, artists, musicians and other resisters of the status quo, many of whom are lesser-known and not taught about in classrooms or celebrated in media.

EH: What are some of the upcoming events, programs or goals that you have for the group?

AC: We hope as a group to increase our staff’s collective understanding of different experiences and cultures — that’s always a good thing and will help all of us grow as not just professionals, but people. I think being Asian in America comes with its own unique challenges that aren’t necessarily reflected in the experiences of others and that the challenges we face may not be as apparent to others who aren’t experiencing them first hand, so we wanted to create a safe space to have that dialogue and share our own experiences with our peers. Even then, among our Asian staff members, we only represent a small segment of the AAPI experience, and it’s important to acknowledge that to ourselves — increasing our capacity for empathy is always going to be a continuous and ongoing process.

EH: How has your identity impacted the work/projects you pursue at Fenton?

AC: During my time at Fenton, I’ve gotten the chance to work with Asian Americans Advancing Justice-Asian Law Caucus, helping with media relations in support of affirmative action around the Supreme Court case that challenged the use of affirmative action in admissions at Harvard and other higher ed institutions. It’s also been extremely moving to see the work of the Stop AAPI Hate team and their efforts to raise awareness across the country of the rise in racism faced by the AAPI community during the pandemic, and am proud to call them my colleagues. Overall, my identity has driven me to pursue a career in social change, which is why I came to Fenton in the first place.

Posted in DEI