Moving from Protesting to Solutions
Every year in New York, there are over 1000 cases of complaints filed by New Yorkers against the police through the New York City Civilian Complaint Review Board (CCRB). These cases differ in nature and extremity. Thus, when Shawn complained to his friend Eric, about an incident that took place while he drove down the streets of Brooklyn, minding his business and acting like a law-abiding citizen, he was baffled at his friend’s explanation of what happened. After crossing the green light, Shawn recounted driving down the street when he was asked to stop by two traffic cops. He was sure he had not broken the speed limit, but he kept his cool, responded respectfully to the officers as they questioned him. They demanded his driver’s license and asked him a couple of questions. Afterward, they issued a ticket. He didn’t understand what offense he had committed, and he questioned it, even filing a case at the traffic court. But Eric informed him that he just experienced ‘racial profiling,’ otherwise described as discrimination on account of race and gender. He explained that he was stopped, questioned, and given a ticket because he was a black man who suspected him of wrongdoing.
This event is arguably a far less extreme case and type of complaints filed at the CCRB each year. More extreme cases of police killing, excessive force, and discrimination are based on race, among others.
The Incident that Shook the World
From Minnesota to New York, across the United States, in numerous other countries, and on different continents – people came together to protest against racism and police brutality following the murder of George Floyd, who was killed while in the custody of Minneapolis police officers. Since his death, people of different racial and ethnic backgrounds, genders, and economic statuses, from different religious affiliations, and different age groups have marched in solidarity to demonstrate their outrage against this injustice. They ignored the call for social distancing due to the Coronavirus pandemic, and cast aside the fear of contamination, to ensure that their voices were heard. For the most part, protests around the world have been peaceful.
However, tensions flared in several cities where police cars were set on fire, and streets were blocked as protestors and police officers clashed. Tensions were indeed high as hundreds of angry demonstrators shocked the White House, and Secret Service Agents rushed president Trump to an underground bunker, where he retreated temporarily until the anxious crowd could be sent away.
Diversity, Inclusion & Equality Inc’s mission is to educate businesses and the general public on issues of diversity, inclusion and equality. It educates on the disadvantages of resistance to diversity and inclusion, which can lead to inequality.
Is Your Company Culture Truly Diverse and Inclusive?
Are you wondering if it’s time to devote more resources to your diversity and inclusion initiatives? When a company focuses on creating a culture that’s truly inclusive of different backgrounds and perspectives, the potential for higher profits and greater returns can skyrocket. That means it literally pays to invest in creating a more diverse culture.
Of course, as anyone who’s been charged with diversity initiatives in the workplace can tell you, this is often easier said than done. Take a moment to subscribe and review our publication on Diversity. Remember, Diversity without Inclusion is Inequality. We can help your business become more profitable by making the process instinctive.
Diversity, Inclusion & Equality, a 501(c)(3) approved organization – Inclusive by Instinct
We execute our mission by creating meaningful, lasting, and respectful relationships across different cultures. We cannot do this without a strong commitment to equality, diversity, and inclusion. Inclusive by Instinct will help us all better serve the public, uncover new ways of doing things, and keep our people engaged!
We want the private and government sectors in New York State to be an inclusive place to work. We want our institutions to create opportunities and reduce barriers for everyone, particularly under-represented groups. We want our partners to commit instinctively to make sure there is no unjustified discrimination in their processes for recruitment and selection, performance management, and pay. And, that promotion and retention are granted across all their operations. We focus on six areas of diversity aligned to those protected by State and Federal equality legislation: age, disability, ethnicity or race, gender, religion or belief, and sexual identity.
We recognize that these areas intersect and form our identity, together with other characteristics, such as socioeconomic status and geographical location. We help partners understand the business case, the moral/ethical case, and the legal case for our commitment to equality.
Our initiatives help us to embed equality, diversity, and inclusion into our programs, projects, events, and services. They also keep us accountable and track our progress.
At our 501(c)(3) approved organization, Diversity, Inclusion & Equality, we know that the benefits of a diverse workforce are only fully realized when inclusion becomes an instinctive habit at every level. From insights to activities, technology can foster inclusive actions when built around one’s unique data and company culture. To create an inclusive culture, it’s time to shift from talking about the insights to acting on them.
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Diversity, Inclusion & Equality
Founded in 2019, D.I.E is a unique operating organization for professionals working in Equal Opportunity, Diversity, Affirmative Action, and related fields. Building on his experience of more than two decades, founder Brian Figeroux, Esq. who has excelled in Civil Rights, Employment Law, Business Law & Development and served as advisor of several Chambers of Commerce in New York City, is taking his work expertise and knowledge to help the public and private sector. Mr. Figeroux endeavors to develop and devise programs where inclusion is instinctive, as Inclusion without Diversity is Inequality, and Equality makes both businesses and government more productive.
If you believe your Civil Rights have been violated, or if you need legal information on Civil Rights issues, please click on the information listed in numbers below. This information is made available through our sponsored show, Ask THE LAWYER. 1. Who Can I Sue? 2. What Is A 50-H Hearing? 3. Filing A Notice Of Claim In New York 4. New York Wrongful Discharge 5. Racial Discrimination 6. Gender Discrimination 7. Mistreatment By Police 8. Jail Neglect & Abuse 9. Racial Profiling 10. Police Misconduct 11. Police Dogs 12. False Arrest – Illegal Detention 13. Excessive Use Of Force By Police 14. Deadly Force
Creating a New Era of Public Safety
We need change now. The outpourings of grief and generational pain we’re seeing today are a response not only to unjust policing of Black people — they are a cry for public officials to take action and achieve a new paradigm for policing. We cannot go through this cycle again. Now is the time for all of us to demand justice for the Black community and accountability for law enforcement. It is time to re-imagine what kind of America we want to build — an America where all people can live safely and freely.
Take a look at The Leadership Conference Education Fund’s New Era of Public Safety report and toolkit to inform your advocacy. The New Era of Public Safety initiative offers groundbreaking tools to increase trust, fairness, justice, and mutual respect between police departments and the communities they serve. The report and toolkit offer community-centered policy solutions to equip communities and police departments with best practices and recommendations for adopting 21st century policing models, including tools for advocacy.
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