text:
Precious Metals Presents for Your Parents and Friends
Need some fun ideas for holiday gifts? Let Bullion Exchanges show you the way! Besides our regular core products, we also provide a wide variety of theatrical, thoughtful, and thematic gifts for your loved ones. Read on for some sensational seasonal suggestions!
General Holiday Generosity
No matter what you celebrate, these unique holiday gifts will delight those from any background. Therefore, you should check out these fantastic finds!
Whether you’re a fan of DC, Disney, or “danger”, these incredible coin and foil series provide delightful display opportunities. Also, they can increase the value of any precious metals portfolio. Collect them all!
Singular Silver Sensations:
Besides our captivating collections, we also offer spectacular silver products that will take center stage. Additionally, these unique and amusing coins will provide the perfect conversation starter for your friends and family.
The Search For Seasonal Specificity
Want to give a more seasonal present? Take a look at these festive products!
Considering Something Christmas-themed?
First, Bullion Exchanges presents specially-selected items perfect for opening underneath your tree.
This Santa Coin has a LIMITED MINTAGE of only 2,020!
This Matryoshka Doll Coin has a LIMITED MINTAGE of only 5,000
This Gingerbread Man PEZ Set has a LIMITED MINTAGE of only 4,000!
Grab Some Chanukah Gelt!
Next, let us suggest some fun ideas for those eight crazy nights. While your Bubbie is frying potato latkes, show off one of these unique silver coins in the bright menorah light.
This Coca Cola Coin has a LIMITED MINTAGE of only 1,000!
This Joshua coin has a LIMITED MINTAGE of only 500!
Bring Good Fortune to Your New Year Celebrations
Finally, some prosperity-themed products to ring in the New Year!
Lady Luck In Gorgeous Gold Form
A Memorable Mahāyāna New Year
Happy Holidays from BE!
Bullion Exchanges invites you to enjoy the wonderful wintertime season with these ideas for popular holiday gifts. Besides these fun and festive finds, we also offer a variety of new and exciting releases for the upcoming year. Review our recently published 2021 Britannia blog, with exciting information regarding the coin’s brand-new security features! Additionally, we currently offer the new 2021 Gold American Eagle and Silver American Eagle Coins, now on pre-sale! Furthermore, we proudly present our exclusive 2020 1 Kilo Silver Australian Bull and Bear Coin, with a limited mintage of only 500! Also, be sure to explore our large selection of Lovely Lunar Coins from the Perth Mint. This Perth Lunar program continues to provide buyers with exceptional designs and impeccable quality. Lastly, if you have any questions regarding our products, please contact our helpful customer service team.


The new Russian submarine
Belgorod´ is now operational, a military device designed to launch a nuclear torpedo `Poseidon´, one of the most feared weapons in Vladimir Putin’s arsenal. This torpedo is capable of traveling at 130 kilometers per hour underwater to explode with a power of 100 megatons, creating a ‘radioactive tsunami’ capable of destroying entire cities like Los Angeles or New York.
The Russians appear to have modified their hull to carry six Poseidon torpedoes, each with 100-megaton heads, on missions of up to four months’ duration. According to a naval expert, we know little of Belgorod’s technical capabilities. It has a length of approximately 178 meters and a special structure in the core to carry a submarine Losharik, a vessel of about 20 meters created to work at great depth in espionage and sabotage of communication cables and ocean pipelines. The Belgorod, says Sutton, can be equipped with other smaller manned submersibles and also acts as a drone mothership capable of performing destructive and espionage work.
The Poseidon is as simple as terrifying: this underwater torpedo is capable of circumventing any oceanic defense-such as the bug nets and ships that the United States has on its coast to detect attack submarines-to reach any coastal city, detonate a nuclear warhead of up to 100 megatons of power and bury all of New York, Long Island and the coast of New Jersey under a radioactive tsunami.
Poseidon is “part of a new type of nuclear weaponry. It’s in its testing phase. But it’s a strategic system and it’s targeting areas… It has an influence that goes far beyond the region in which they have tried so far”. Looks like last week they’ve gone from testing to real action. If the USNI information is correct, Russia has a new strategic capability ready for deployment.


text:
Austin City Limits Music Festival
This article has multiple issues. Please help improve it or discuss these issues on the talk page. (Learn how and when to remove these template messages)(Learn how and when to remove this template message)
|Austin City Limits Music Festival|
Austin, Texas, United States
|Years active||2002–19, 2021–|
|Most recent||04–06 & 11–13 October 2019|
|Previous event||05–07 & 12–14 October 2018|
|Next event||01–03 & 08–10 October 2021|
The Austin City Limits (ACL) Music Festival is an annual music festival held in Zilker Park in Austin, Texas on two consecutive three-day weekends. Inspired by the KLRU/PBS music series of the same name, the festival is produced by Austin-based company C3 Presents, which also produces Chicago's Lollapalooza.
The ACL Music Festival has eight stages where musical groups from genres including rock, indie, country, folk, electronic and hip hop perform for fans. The concerts continue from 10 AM to 10 PM on Friday, Saturday, and Sunday during the festival with various stages spread out in the park. Approximately 450,000 people attend the festival each year. In addition to the music performances, there are food and drinks, an art market, a kids area for families, and other activities for attendees.
Founded in 2002, the festival began as a one-weekend event and remained as such through the 2012 date. On August 16, 2012, Austin City Council members voted unanimously to allow the Austin City Limits Music Festival to expand to two consecutive weekends beginning in 2013. Artists who have played at the festival include Metallica, Red Hot Chili Peppers, Depeche Mode, The Cure, Arctic Monkeys, Guns N' Roses, Tame Impala, Robyn, Arcade Fire, The Rolling Stones, Muse, Vampire Weekend, The Flaming Lips, Radiohead, Nick Cave and the Bad Seeds, Pearl Jam, Foo Fighters, and many more. In July 2020 the festival was called off due to the COVID-19 crisis.
Relationship to television series
The reputation of the ACL television show helped contribute to the success of the first music festival. The historic Austin City Limits television series focused for many years on Texas singer/songwriters, country and folk performers, and instrument specialists. That has changed as the award-winning television series now resembles the Festival lineup and spotlights artists of every musical genre from rhythm and blues to rock, jazz, and alternative. Now that the festival is an established destination, it brings major bands to the television show that might not otherwise have made the trip. In past years, Pearl Jam, My Morning Jacket, Wilco and The National have all performed for both the festival and the show.
The Festival's food court, called Austin Eats, was modeled after the Jazz Fest in New Orleans. Austin Eats features vendors from local Austin restaurants an offers gluten-free and vegetarian options.
The ACL Art Market features numerous art vendors and is located in the center of Zilker Park; all booths are open throughout the duration of the festival.
Auckland City Limits
In 2015 it was announced that the Auckland City Limits Music Festival would debut at Western Springs stadium in Auckland, New Zealand in early October 2016. The festival will showcase over 40 artists from a broad spectrum of musical genres, and highlight local culinary, artisans, festival fashion, an area for children, and a new festival forum for speaking on and exchanging cultural and innovative ideas.
Sydney City Limits
In spring of 2018 Sydney City Limits made its debut at Brazilian Fields and Parade Grounds at Centennial Park in Sydney, Australia. This festival was one day and featured 28 bands on four stages. It had many of the same activities and features as Austin City Limits such as Sydney Eats, Sydney Market, and Sydney Kiddie Limits.
List of lineups by year
- "C3 Presents". C3 Presents. Retrieved 2013-04-15.
- "Austin City Limits Music Festival". Topo Chico USA. Archived from the original on 24 July 2016. Retrieved 3 August 2016.
- "Council Approves Two Weekends of ACL Fest". Austin 360. Retrieved 2014-08-14.
- "billboard.com". Retrieved July 22, 2020.
- "Artists | Austin City Limits". Acltv.com. Retrieved 2014-06-25.
- "ACL Music Fest – Austin Eats: ACL's food court, 10 years later – Food – The Austin Chronicle". AustinChronicle.com. 2011-09-16. Retrieved 2014-07-21.
- "2014 Austin Eats | ACL Music Festival | Oct. 3-5 & 10-12, 2014 | Zilker Park, Austin, Texas". Aclfestival.com. Retrieved 2014-06-25.
- "2014 ACL Art Market | ACL Music Festival | Oct. 3-5 & 10-12, 2014 | Zilker Park, Austin, Texas". Aclfestival.com. Retrieved 2014-06-25.
|Wikimedia Commons has media related to Austin City Limits Music Festival.|

domain: entertainment


text:
I wanted to share some highlights from a session I had recently. The family wanted it to happen in one of their favourite places to spend time at. The mum has done an amazing job coorditating everyones outfits. We were super lucky to have sun, not rain, though it was still rather chilly! With all those things aligning perfectly I was able to focus on the beautiful family connections. But I feel I need to step away and let you enjoy the story.
The super sweet little brother who loves horses (from a distance!), loves picking flowers and enjoyes riding pretend "horses":
Now, let me introduce the big sister who enjoys running and does it very well, but would stop for a cuddle with a mum or dad:

domain: hobby


text:
MILWAUKEE — FlixBus, North America’s fastest-growing intercity bus service, launched a new stop at Milwaukee Mitchell Airport. Service will begin on Thursday.
According to a statement from FlixBus, alongside stops at Milwaukee Downtown (575 W Wells Street) and Milwaukee South (1400 W College Ave.), riders can enjoy connections five days a week to cities throughout the Midwest, including Chicago, Lafayette, Indianapolis, Dayton, and Columbus.
FlixBus has had success in Europe, the U.S., and Canada with its convenient, affordable, and sustainable bus services.
The new buses offer free Wifi, power outlets at every seat, and an option for riders to travel carbon neutral wherever they are heading by purchasing carbon offset credits with each ride.
According to a statement from FlixBus, they have collaborated with atmosfair to offer customers the option to travel climate-friendly on their FlixBus journey.
Customers can purchase “CO2 Compensation” tickets during booking, making a voluntary environmental contribution.
The cost of traveling green will be added to customers' ticket prices, approximately 1-3% of the original ticket price.
Every CO2 Compensation donation in the United States is invested in the National Forest Foundation to give passengers a tangible way to reduce their carbon footprints.
For more information, visit here.

domain: news


Barbara George, born in 1942, was a gifted singer and songwriter who had a short but impactful music career. However, what made her story unique was that she overcame enormous adversity throughout her life, including racism, sexism, and poverty, to achieve her dreams. Moreover, even after her untimely death at the age of 27, she left a lasting legacy in the music industry, inspiring generations of artists to come.
Her Early Life and Struggles
Barbara George was born and raised in the Treme neighborhood of New Orleans, Louisiana. She grew up in a poor family and faced discrimination due to her race, which further limited opportunities for her. In addition, she was diagnosed with rheumatic fever at a young age, which made her bedridden for months. As a result, she missed a significant part of her education, which made it challenging for her to find good jobs in the future.
Her Love for Music
Despite the many challenges she faced, Barbara George found solace in music. She loved to sing and started performing in her local church at a young age. She soon realized that she had a gift for writing music as well and began composing songs in her spare time. She drew inspiration from different styles of music, including jazz, R&B, and gospel.
Her First Hit Song
In the early 1960s, Barbara George got her big break when she released her first single, “I Know (You Don’t Love Me No More).” The song became an instant hit and quickly climbed the charts, reaching No. 1 on the R&B chart and No. 3 on the pop chart. The success of the song catapulted Barbara George to stardom and established her as one of the rising stars in the music industry.
Her Legacy and Impact on Music
Although Barbara George’s music career was short-lived, her influence on the music industry was significant. She paved the way for other female artists, particularly African American women, to pursue careers in music. Her music also inspired other musicians, including The Beatles and The Rolling Stones, who covered her songs. Today, her music remains relevant, and her legacy continues to inspire artists around the world.
Her Legacy in New Orleans
Barbara George’s impact was not limited to the music world alone. Her success story inspired many people living in New Orleans and the African American community in particular. She became a symbol of hope for many young people who faced similar struggles as Barbara George did in her early life. She is still remembered and celebrated in New Orleans, where she is considered a cultural icon.
1. What was Barbara George’s first hit song?
Barbara George’s first hit song was “I Know (You Don’t Love Me No More).”
2. What kind of music did Barbara George love?
Barbara George loved different styles of music, including jazz, R&B, and gospel.
3. What was Barbara George’s impact on the music industry?
Barbara George paved the way for other female artists, particularly African American women, to pursue careers in music.
4. Why is Barbara George considered a cultural icon in New Orleans?
Barbara George is considered a cultural icon in New Orleans, where she inspired many young people living in poverty and facing discrimination.
5. Did other famous musicians cover Barbara George’s songs?
Yes, The Beatles and The Rolling Stones, among others, covered Barbara George’s songs.
6. How did Barbara George overcome the challenges she faced in her life?
Barbara George overcame the challenges she faced through her love for music and perseverance.
7. What is Barbara George’s lasting legacy?
Barbara George’s lasting legacy is her impact on the music industry and inspiration to generations of artists.
Barbara George’s inspiring story is an example of how one can overcome adversity to achieve their dreams. Her love for music drove her to pursue a career in the industry, despite the numerous challenges she faced. Even after her death, she left a lasting legacy in the music industry, inspiring generations of artists to come. Today, her music remains relevant and continues to inspire people all over the world.


text:
Maurice of Saxony
Study of A Woman's Face
Study for the Portrait of Anne Julie Boetie of St. Leger
Study for the portrait of Joseph Amedee Victor Paris, son of Paris Montmartel.
Marie Fel, 1757
Portrait of Manelli
Study for the portrait of Voltaire
Louis de Silvestre
Study for the portrait of Mrs. Rougeau
Isabelle de Charriere, 1767
Portrait of Unknown Man
Maurice Quentin de la Tour (1704 - 1788) was a long-lived, supremely gifted Rococo painter who specialized in pastel portraits of the many notables of his day.
His gift, I would say, was in being able to bring these 18th century figures to life in the eyes of a modern beholder. Unlike many portraitists of his day, he fashioned flesh and blood drawings and paintings, many of whose sitters seem quite modern in their attitudes and expressions. Proving once again, I suppose, that humans have always been the same, it's just the minutiae that changes.
These drawings stopped me dead in my tracks one fine day as I was looking about. I am very fond of pastels most especially because of my inability and fear of them. I never could master the damn things. They are forever a mystery to me.
But look at de la Tour's work. Is it not amazing?
These people, with just a change of clothing and hair gear might walk off the canvases and into today's world without hesitation.
Source of these works: Wiki Paintings Art Encyclopedia

domain: artistic


text:
Sunday, September 11, 2022
KARACHI: The death toll from the cataclysmic floods in Sindh surged to 621 as 12 more people fell prey to the waters during the last 24 hours, it emerged Sunday.
A small bridge collapsed on the Bhan Saeedabad-Johi Link Road after which floodwaters crossed the Ring Road of Dadu. On the other hand, disaster was averted in the Johi city after a breach, created by unidentified men, was plugged, sources in the irrigation department said.
The breach, which was created in the Johi Branch canal, caused pressure on the canal’s ring dyke, which could have submerged the nearby homes. However, residents from nearby areas rushed to the site and attempted to plug the breach through their own resources, according to Geo News. Authorities have also breached the Larkana-Sehwan bund to prevent floodwaters from entering Dadu, The News reported.
In another incident, floods resulted in a breach in the Dal branch and floodwaters entered a grid station in Bhan Saeedabad and hit the city’s ring dykes. A large number of people gathered there and tried to strengthen its embankments.
The water level in Sindh’s two barrages is decreasing rapidly, though a high flood is currently passing through the Kotri Barrage. Floodwater is overflowing at some points at the Kotri Barrage. Meanwhile, diversions made in Manchar Lake have not worked as the water level in the Indus River rose and the lake’s water began to flow backward instead of going into the river.
The Indus Link drain near Tilti has cracked due to the pressure of the lake water, posing a threat to Bhan Saeedabad, while the displacement of citizens continues. Strong water flows from the Manchar Lake have caused destruction, affecting more than 150,000 people in more than 500 villages in seven union councils of Sehwan.
While the Pakistan Army continues its rescue efforts in affected areas, there are many locations where people are still trapped in water. A 150-km stretch of land from Qamber Shahdadkot to the Manchar Lake is completely submerged and hundreds of villages in Khairpur Nathan Shah, Wara tehsils, Sujawal and Dadu tehsils are submerged in water.
On the other hand, bogies of a relief train derailed between the Budapur Railway Station and Khaot as a result of water on the track.
Meanwhile, flood affected in a tent city at Sehwan are suffering from dengue and skin diseases. A child died in his mother’s lap on Saturday. The woman told the media that her child had been sick for a few days but his condition deteriorated on Saturday. “Soldiers arranged for a rickshaw to take my son to hospital. The doctor treated him after which he complained about difficulty in breathing. However, the doctor told me the boy was alright and asked me to take him back. He died in my arms on the way back to the camp,” she added.
Meanwhile, the Civil Aviation Authority has issued a new notification according to which it has been decided to close the Nawabshah Airport till September 25. According to the CAA, the airfield of Nawabshah airport has been submerged in rainwater, leaving it unusable for flight operations.
Therefore, the aerodrome of the airport will remain closed till September 25. The notification said that due to floodwaters and stormy rains, there is still several feet of water on the runway and its lights are also likely to have been damaged due to the standing water.
The Al-Khidmat Foundation (AKF) rehabilitated 124 drinking water schemes in Khyber Pakhtunkhwa and accelerated the restoration of other schemes including houses and mosques in flooded areas, said a spokesman.
He said that the purpose of the initiative was to provide clean drinking water to people of flood-affected areas in Dir Upper, Swat and Charsadda and then fully focus on the rehabilitation of destroyed houses and other properties. The rehabilitation of the schemes cost over Rs2 million, he added.


The Importance of Teaching Cybersecurity to a 5-Year-Old
Go to Source
IT leaders can take a twofold approach to help K–12 students meet the new security challenges of remote learning.
They can proactively support students and parents in their efforts to stay safe in the remote learning environment, teaching the importance of cybersecurity. They can also shore up internal systems, processes and infrastructure to back up that learning.
Whatever they do, the reality of schools operating almost entirely online has only heightened concerns about cybersecurity — and with good reason. Some of the nation’s largest school districts have recently dealt with cyberattacks that halted remote learning, spurred leaders to postpone the first day of classes or involved the release of sensitive information.
“Instead of having everyone on one network, you have people on multiple networks, and each of those has its own vulnerabilities,” says Amy McLaughlin, CoSN’s project director for cybersecurity initiatives. “You may have an increase in fraud attacks because people aren’t there to double-check.”
Even before the coronavirus pandemic, cybersecurity was a top-of-mind concern for K–12 technology leaders. Sixty-nine percent of those who responded to CoSN’s annual leadership survey ranked cybersecurity as a No. 1 priority.
To better address cybersecurity, while also accommodating greater networking demands, districts need to be proactive about training users — even the youngest ones.


text:
- Open $174.82
- Day Range 174.52 - 180.50
- 52 Week Range 105.43 - 192.79
- Market Cap $32.57B
- Shares Outstanding 184.08M
- Public Float 181.58M
- Beta 0.86
- Rev. per Employee $623.87K
- P/E Ratio N/A
- EPS -$3.77
- Yield N/A
- Dividend N/A
- Ex-Dividend Date N/A
- Short Interest 3.32M 06/15/22
- % of Float Shorted 1.83%
- Average Volume 1.36M
Seagen started at outperform with $220 stock price target at Raymond James
Shares of Seagen Inc. shot up 14.7% toward a seven-month high in morning trading Friday, after The Wall Street Journal reported that Merck & Co. Inc. is looking into buying the cancer-focused biotechnology company. Meanw...
Shares of Seagen Inc. were up 2.4% in trading on Monday after the company said its president and CEO Clay Siegall has resigned. Seagen had announced last week that Siegall would take a leave of absence after he was allege...
The Nasdaq 100 slumped 1.7% in afternoon trading Thursday, with only 17 of its components gaining ground, after the technology-friendly index ran up 3.3% over the past two days. The index's biggest gainer was Datadog Inc....
Seagen upgraded to overweight at Morgan Stanley
Seagen started at in line with $153 stock price target at Evercore ISI
Seagen upgraded to buy from neutral at BofA Securities
Does Seattle Genetics (SGEN) have what it takes to be a top stock pick for momentum investors? Let's find out.
Seagen (SGEN) is riding on the strong uptake of its marketed drugs that are approved for different cancer indications. Further label expansion of these drugs should boost the top line.
The Zacks Analyst Blog Highlights Visa, JPMorgan Chase, Verizon Communications, Wells Fargo, and Seagen
Visa, JPMorgan Chase, Verizon Communications, Wells Fargo, and Seagen are part of Zacks top Analyst Blog.
Investors Need Not Be Alarmed by Drug Patent Expirations
Today's Research Daily features new research reports on 16 major stocks, including Visa Inc. (V), JPMorgan Chase & Co. (JPM), and Verizon Communications Inc. (VZ).
Companies in The News Are: KMX,BZ,FDX,SGEN,MRK
Just days ago, biotech company Seagen (SGEN) jumped after reports emerged that Merck (MRK) was interested in buying the company. Now, the company gained another 3.5% in pre-market trading on Friday after word emerged that ...
Shares of Seagen (SGEN) rise after rumors of a buyout by Merck hit the market. However, a deal is not imminent at the moment.
Seagen Inc. is a biotechnology company, which engages in the development and commercialization of antibody-based therapies for the treatment of cancer. Its products include Adcetris and Padcev. The firm is also advancing a pipeline of novel therapies for solid tumors and blood-related cancers. The company was founded by Clay B. Siegall and H. Perry Fell on July 15, 1997, and is headquartered in Bothell, WA.
|Name||Chg %||Market Cap|
|Roche Holding AG||CHF260.29B|
|Roche Holding AG Akt||CHF260.29B|
|Merck & Co. Inc.||$230.55B|
|AstraZeneca PLC ADR||$203.23B|
|Bristol Myers Squibb Co.||$163.94B|
|Regeneron Pharmaceuticals Inc.||$64.93B|
|Daiichi Sankyo Co. Ltd.||¥6.59T|
|Kyowa Kirin Co. Ltd.||¥1.64T|

domain: economics


text:
CONSIDERING THE ETHNORACIAL AND GENDER DIVERSITY
OF FACULTY IN UNITED STATES COLLEGE AND UNIVERSITY
JULIAN VASQUEZ HEILIG, ISABELL WONG FLORES, ALICIA EILEEN
BARROS SOUZA, JOSEPH CARLTON BARRY, SELENE BARCELÓ MONROY*
Diversity, equity and inclusion should be widely promoted across disciplines, colleges,
and a university’s intellectual community to positively impact educational practices and
outcomes. It is important that our nation’s college and universities centrally value gender and
ethnoracial diversity that fits within the framework of the law in the admissions processes and
the recruitment and employment of faculty, two areas uniquely separate and distinct in their
legal analyses. Notably, propositions, legislation and judicial decisions have challenged policies
crafted to increase diversity in education in some states, particularly, in the context of admissions
in higher education, while the U.S. Supreme Court has allowed race to be considered as a
“plus” factor. Considering the legal context surrounding higher education admissions, it is
important for leaders and administrators in higher education to understand whether universities
and colleges have advanced greater diversity among faculty given this legal environment. Our
discussion focuses on what higher education leaders are facing with respect to faculty diversity
given the legal context surrounding affirmative action and admissions processes. We note
differences in gender and ethnoracial diversity by institution type (Bachelor’s, Master’s and
Doctoral). We also find that in recent years, gains in faculty diversity in U.S. college and
university intellectual communities were largely minimal.
* Julian Vasquez Heilig is the Dean of the College of Education and Professor of
Educational Policy Studies and Evaluation at the University of Kentucky. He blogs at Cloaking
Inequity. Isabell Wong Flores is an attorney, doctoral student, and a motivational speaker. Since
her induction into the California State Bar, Isabell has been a community advocate, liaison, and
mentor working to diversify the legal profession. Alicia Souza is a Research Assistant and
doctoral student in the Doctorate for Educational Leadership at California State University,
Sacramento. Her research is focused on issues of gender equity in higher education, dealing
primarily with leadership and sexual violence. Joseph Carlton Barry is the owner of AIR, a
registered California lobbying firm, and Vice-Chair of the Board for Resources for Independent
Living for Sacramento and Yolo counties. Selene Barceló Monroy is a career Mexican diplomat
who has served abroad in Europe and in the United States since 1995. Her consular work in
Greece, Chicago, Fresno, Raleigh, and Sacramento, has related to protection, legal affairs, and
providing consular assistance for the Mexican diaspora.
2 STCLH Hispanic Journal of Law & Policy
Diversity is defined by Merriam-Webster as “the condition of having or
being composed of differing elements: variety, especially the inclusion of
different types of people (such as people of different races or cultures) in a group
While gender and ethnoracial difference are often considered
the foundational definitions of diversity, the operational meaning of diversity is
defined by many different backgrounds and contexts. Narratives of diversity
also include neurodiversity, physiological diversity, biodiversity, and
socioeconomic diversity, etc. Jurisprudence has inculcated various forms of
protected diversity (gender, race, age, disability, color, creed, national origin,
religion, and genetic information) into law and policy, improving the quality of
life for hundreds of millions of people across the U.S.
Conversations about the attainment of a diverse society in the U.S. are
ongoing in the public discourse. Inequality in basic social structures in the U.S.
such as education, housing, government, incarceration, and employment
continue to be problematic. For example, in 2017, women’s median earnings
were just 80 percent of men’s median earnings, and this gender pay gap
collectively costs women approximately $500 billion annually.
2017, the racial wage gap between Black/African Americans and Whites grew.
Finally, considering intersectionality of gender and ethnoracial background,
Hispanic/Latina women earned on average, 53% of what White men earned in
Diversity, Merriam-Webster, Dictionary (2019), https://www.merriam-
See Deborah J. Vagins, The Simple Truth about the Gender Pay Gap, AAUW, Fall 2018, at 5,
See Mary C. Daly, Bart Hobjin & Joseph H. Pedtke, Disappointing Facts about the Black-White
Wage Gap, 2017-26 Fed. Reserve Bank of San Francisco Econ. Letter, Sep. 5, 2017.
Considering the Ethnoracial and Gender Diversity 3
Historically, higher educational institutions have taken on a very
important role in our nation’s debates about diversity and inequality.
diverse educational environments have been shown to promote life success and
These findings have led many educational institutions to
promote diversity policies. Still, diversity and inclusion contexts in university
settings are less than ideal. According to a U.S. Department of Education
racially diverse enrollment rates have steadily increased since the 1960s
Civil Rights movement. However, college and university completion rates for
African Americans, Latinos and Native Americans still have not equaled Whites.
Additionally, the U.S. faces ongoing challenges with diversity and
representation among higher education faculty members. Overall faculty
representation relative to the demographics of the nation continues to fall short
for both gender and ethnoracial background.
To this, the National Center for
Education Statistics (NCES, 2018) found that “among full-time professors, 55
See Unidos US, Beyond Wages: Effects of the Latina Wage Gap: Fact Sheet, Nov. 2018,
See Brown v. Board of Education of Topeka, 347 U.S. 483 (1954); See also Regents of the
University of California v. Bakke, 438 U.S. 265 (1978); See also Fisher v. University of Texas, 136
S.Ct. 2198 (2016).
See Amy Stuart Wells, Lauren Fox & Diana Cordova-Cabo. How Racially Diverse Schools and
Classrooms Can Benefit All Students, THE CENTURY FOUNDATION (Feb. 9, 2016),
[https://perma.cc/EQ2R-HUA2]; See also Patricia Gurin, Eric L. Dey, Sylvia Hurtado & Gerald
Gurin, Diversity and Higher Education: Theory and Impact on Educational Outcomes, 72 HARV. EDUC.
REV. 330 (2002).
U.S. Dep’t of Education, Office of Planning Evaluation and Policy Development, Office
of the Under Secretary, Advancing Diversity and Inclusion in Higher Education: Key Data Highlights
Focusing on Race and Ethnicity and Promising Practices, Nov. 2016,
See also United States Department of Education, Office of Planning Evaluation and Policy
Development, Office of the Under Secretary, Advancing Diversity and Inclusion in Higher education:
Key Data Highlights Focusing on Race and Ethnicity and Promising Practices, Nov. 2016.
4 STCLH Hispanic Journal of Law & Policy
percent were White males.”
According to the same U.S. Department of
Education report, ethnoracial faculty diversity has steadily increased since 1993
(i.e. from 3% to 5% for Hispanic/Latino faculty and from 4% to 6% for
Black/African American faculty). Furthermore, gender diversity among higher
education faculty has improved to approximately even between males and
However, the largest gains for faculty diversity have occurred in
As a result, considering the research, understanding the
broader condition of faculty diversity requires an examination of faculty tenure
status. Also, a conceptual understanding of faculty diversity in different types of
institutions is foundational if the general condition of faculty diversity is to be
more adequately described.
In this article, we will consider the ethnoracial and gender diversity of
faculty in U.S. college and university intellectual communities. We structure the
analyses into three sections: Section I will review the literature on faculty
diversity perspectives, practice, and policy. Section II will review the legal
landscape of diversity and affirmative action policies in national and state
contexts. Section III utilizes national data to explore patterns of faculty diversity,
dependent upon the afore mentioned variables. Finally, we present our
I. BENEFITS OF FACULTY DIVERSITY
This section will provide a general overview of important issues related
to faculty diversity. The first area to be examined is the educational benefits of
U.S. Dep’t of Education, Nat’l Ctr for Educ. Statistics. Fast Facts, Feb. 2, 2019,
Martin J. Finkelstein, Valierie M. Conley & Jack H. Schuster, Taking the Measure of Faculty
Diversity, ADVANCING HIGHER EDUC. (Apr. 2016),
Considering the Ethnoracial and Gender Diversity 5
faculty diversity for teaching and scholarship in institutions of higher education
such as colleges, universities, and law schools. Second, we evaluate the barriers
to faculty diversity such as underrepresentation, having a campus climate that
lacks a commitment to diversity, issues surrounding recruiting, hiring, and
retention of diverse faculty, lack of support for research, scholarship and socio-
emotional supports. Finally, we will discuss faculty diversity and perspectives,
practices, and policies.
A. Educational Benefits of Faculty Diversity
The first area to be explored involves the educational benefits of faculty
diversity within institutions of higher education, such as colleges, universities,
and law schools that have been shown to be an important factor for receiving a
well-rounded education. Mary A. Armstrong and Hannah Steward-Gambino in
their study Building Curricular Diversity through a “Social Movement”: How Faculty
Networks Support Institutional Change argued that diversity is an essential
educational goal in order to prepare students for a nation that is increasingly
interconnected and diverse.
Kevin R. Johnson in his article The Importance of
Student and Faculty Diversity in Law Schools: One Dean’s Perspective wrote, from his
standpoint as a law school dean, that diversity is an important factor to consider
when one is evaluating the quality of a law school and the education of its
Johnson stated, “Before becoming a dean, I firmly believed—
and continue to believe—that racial, socioeconomic, and other kinds of diversity
among students and faculty is critically important to ensuring excellence at any
Mary A. Armstrong & Hannah Stewart-Gambino, Building Curricular Diversity through a
“Social Movement”: How Faculty Networks Support Institutional Change, 31 SOC. MOV. 112, (2016).
Kevin R. Johnson, The Importance of Student and Faculty Diversity in Law Schools: One Dean’s
Perspective, 96 IOWA L. REV. 1549, 1551 (2011).
6 STCLH Hispanic Journal of Law & Policy
Johnson argued that for law schools to be able to achieve and
advance their educational missions, they should include arguments for a
multitude of diversities— ethnoracial, socioeconomic, gender and more.
Johnson also explained that the educational benefits of faculty diversity can be
looked at through two lenses: the benefits of faculty diversity to teaching, and
the benefits of faculty diversity to legal scholarship.
In terms of the educational
benefits to teaching, Johnson contended that students, in particular law students
from historically underrepresented groups that have been excluded from law
schools and the legal profession, need role models and a diversity of perspective
that comes from a diverse faculty.
This diversity of perspective, experience,
and knowledge, stemming out of faculty diversity and teaching, Johnson argued,
also has a positive influence on the legal scholarship of the faculty as well.
The same can be said for the benefits of faculty diversity in terms of
teaching and learning in institutions of higher education. Susan Sturm in The
Architecture of Inclusion: Advancing Workplace Equity in Higher Education argued that
stakeholder’s higher education can lead to a path of “citizenship, leadership, and
Sturm explained that higher education serves as a
guidepost for students to follow while in pursuit of a career and therefore
institutions of higher education must provide a multitude of perspectives,
diverse peers, and a multitude of career pathways for students to choose from
so they can effectively contribute to a diversifying U.S. workforce.
With respect to faculty scholarship and research, the educational
benefits of a diverse faculty are exhibited in colleges and universities as well.
Id. at 1550.
Id. at 1551.
Id. at 1557.
Id. at 1558.
Id. at 1563.
Susan Sturm, The Architecture of Inclusion: Advancing Workplace Equity in Higher Education, 29
HARV. J. LAW GEND. 247, 333 (2006).
Id. at 333.
Considering the Ethnoracial and Gender Diversity 7
Caroline Sotello Viernes Turner in her article Lessons from the Field: Cultivating
Nurturing Environments in Higher Education, explored her journey through higher
education as a student and faculty member of color.
The researcher explained
how she came to understand the value of knowledge gained in one’s home
community, and how this could provide insight for others in cultivating
nurturing environments for students, faculty, and administrators of color.
Turner concluded that diverse faculty often add perspective, experience,
knowledge and methodology (i.e. narrative and counter storytelling approaches)
to an institution’s teaching and scholarship.
Barriers to Faculty Diversity
A second area to be examined is the barriers to faculty diversity that
continue to exist in institutions of higher education. Alvin Evans and Edna
Breinig Chun in their article Are the Walls Really Down? Behavioral and
Organizational Barriers to Faculty and Staff Diversity, contended that hidden barriers
exist for women and people of color who are faculty and administrators in
colleges and universities.
The researchers argued that prolonged discrimination
in the educational workplace takes a physiological and mental health toll on
women and people of color, resulting in subtle behavioral forms of oppression
that perpetuate the institutional climate of exclusion.
They explained that these
barriers obstruct empowerment, participation, and retention, and offered a
solution to combatting oppressive institutional barriers through the concept of
“reciprocal empowerment” or the “sharing of power” between all parties.
Caroline S. Turner, Lessons from the Field: Cultivating Nurturing Environments in Higher
Education, 38 REV. HIGHER EDUC. 333 (2015).
Id. at 333.
Alvin Evans & Edna Breinig Chun, Are the Walls Really Down? Behavioral and Organizational
Barriers to Faculty and Staff Diversity, 33 ASHE HIGHER EDUC. REP. 1, 1 (2007).
Id. at 26.
Id. at 17.
8 STCLH Hispanic Journal of Law & Policy
Sharon L. Fries-Britt et al. in their study, Underrepresentation in the Academy
and the Institutional Climate for Faculty Diversity, had similar findings from their
research. They found barriers such as persisting underrepresentation, the fact
that the overall campus climate did not reflect commitment to diversity and
inclusion, a lack of diversity initiatives aimed at recruitment, hiring, and
retention, and limited institutional support for diversity-oriented research
interests and their negative implications for promotion and tenure of diverse
Similar barriers affecting faculty and women of color in higher education
are also discussed by Turner in her article Incorporation and Marginalization in the
Academy: From Border Toward Center for Faculty of Color?
Turner considered the
problems that continue to plague faculty of color, such as the fact that they
remain underrepresented, their achievements are many times “invisible and/or
and that recruitment and retention of faculty of color remains a
The author focused on research from various scholars
examining the concepts of marginalization and highlighted the negative aspects
of remaining at the borders of academia, as well as the additional contradictions
and “ambiguous empowerment”
faculty of women of color face.
example, she problematized negative micro-aggressions that faculty of color
encounter such as energy-draining situations involving unconscious bias and
Barriers to faculty diversity continue to have an influence on faculty and
Sharon L. Fries-Britt et al., Underrepresentation in the Academy and the Institutional Climate for
Faculty Diversity, 5 J. PROFESSORIATE. 1, 13 (2011).
Caroline S. Turner, Incorporation and Marginalization in the Academy: From Border Toward Center
for Faculty of Color? 34 J. BLACK STUD. 112 (2003).
Id. at 112.
Id. at 113.
Id. at 115 (citing SUSAN E. CHASE, AMBIGUOUS EMPOWERMENT: THE WORK
NARRATIVES OF SCHOOL SUPERINTENDENTS (1995)).
Id. at 116.
Considering the Ethnoracial and Gender Diversity 9
women of color on a socio-emotional level. Turner’s Lessons from the Field:
Cultivating Nurturing Environments in Higher Education examined how barriers affect
socio-emotional well-being, feelings of loneliness, and need for mentoring
Turner also offered solutions and recommendations based on her
research for future consideration, such as working towards creating culturally
engaging campus environments,
“cross-race, cross-ethnic, and cross-gender
mentoring to diversify the academe”
and cultivating nurturing environments
so that students, faculty, and administrators of color will experience success in
colleges and universities.
Considering the impact of the legal context for faculty diversity, Caroline
Sotello Viernes Turner with Juan Carlos González and Kathleen Wong (Lau)
conducted a qualitative research study entitled Faculty Women of Color: The Critical
Nexus of Race and Gender. They utilized a focus group approach that centered on
faculty women of color’s experience in higher education at White public
The authors sought to discover the work life
and impact on faculty women of color, and their institutions, following anti-
affirmative action legislation and the two Supreme Court rulings of Gratz v.
Bollinger and Grutter v. Bollinger to provide insight into the ethnoracial and gender
composition of the universities that were being served.
examined the concept of numerical tokens and used Critical Race Theory (CRT)
and Critical Race Feminism (CRF) as dual frameworks to analyze the issue.
The authors found that the anti-affirmative action movements had a negative
Caroline S. Turner, supra note 21, at 333.
Id. at 345.
Id. at 348.
Id. at 336.
Caroline Sotello Viernes Turner, Juan Carlos González & Kathleen Wong (Lau), Faculty
Women of Color: The Critical Nexus of Race and Gender, 4 J. DIVERSITY HIGHER EDUC. 199 (2011).
Id. at 199.
Id. at 199, 201.
10 STCLH Hispanic Journal of Law & Policy
impact on university contexts (such as feelings of alienation, isolation)
perpetuating environments that continued to pose significant barriers to the
advancement of faculty of color and hindering their professional growth and
C. Faculty Diversity and Perspectives, Practices, and Policies
A final area to be explored is faculty diversity and perspectives, practices,
and policies. Julie J. Park and Nida Densen in their article Attitudes and Advocacy:
Understanding Faculty Views on Racial/Ethnic Diversity, discussed diversity in higher
education and how it has been an increasingly popular area within academia.
The authors explored the attitudes and perceptions of faculty members
regarding diversity and campus climate and how they play an important part in
maintaining its success.
The researchers also argued that diversity in
institutions of higher education has become largely a point of agreement as most
research indicates that ethnoracial makeup is associated with positive student
The findings also suggest that the likelihood of faculty holding a
diversity advocacy identity is influenced by a number of factors.
revealed that people of color, women, and those in English, Social Science, and
Humanities were the most likely to strongly agree with items in a diversity
advocacy identity survey.
Multi-variate analyses revealed that diversity
advocacy is also strongly related to political orientation, incorporating
ethnoracial and gender diversity in teaching and research as well as maintaining
Id. at 208-209.
Julie J. Park & Nida Denson, Attitudes and Advocacy: Understanding Faculty Views on
Racial/Ethnic Diversity, 80 J. HIGHER EDUC. 415, 415 (2009).
Id. at 419.
Id. at 416.
Id. at 428.
Id. at 428, 431-32.
Considering the Ethnoracial and Gender Diversity 11
Susan Sturm, in her article The Architecture of Inclusion: Advancing Workplace
Equity in Higher Education, discussed the concept of advancing workplace equity
through institutional transformation, by creating an environment where all
people can realize their capabilities regardless of their race or gender. She
explored the idea of developing a norm of institutional citizenship as an
institutional target for those working on diversity.
In describing the purpose
of full institutional citizenship, Sturm wrote that “identifying and removing
institutional barriers often advances the more general goal of enabling full and
fair participation, even as it also focuses attention on the circumstances
particular to ethnoracial or gender exclusion.”
Matthew J. Mayhew and Heidi E. Grunwald explored factors that may
affect faculty decisions to include diversity-related content in their course
The purpose of the authors’ research was to build upon prior
research related to course curricula and institutional diversity planning.
study measured faculty commitment and perceptions of diversity, as well as
faculty perceptions of department level and top administration, commitment to,
and perceptions of diversity.
They found that workshops and activities
designed to promote diversity-awareness and facilitate faculty members’
incorporation of diversity-related content into their course materials was the
most significant indicator at the departmental and institutional levels.
Daryl G. Smith, Caroline Sotello Viernes Turner, and Nana Osei-Kofi
argued that to promote faculty diversity there is also a critical need for
institutions to examine and alter their hiring practices. To do this, institutions of
Sturm, supra note 19, at 250.
Id. at 250.
Matthew J. Mayhew & Heidi E. Grunwald, Factors Contributing to Faculty Incorporation of
Diversity-Related Course Content, 77 J. HIGHER EDUC. 148, 149 (2006).
Id. at 149.
12 STCLH Hispanic Journal of Law & Policy
higher education should utilize specific tools such as special-hiring interventions
and diversity indicators, as well as analyze how positions are posted to further
the goal of “interrupting the usual.”
The authors also recommended that
leaders of institutions seek to diversify their search committees and invest
targeted resources to foment a more diverse applicant pool.
They also argued
that institutions should encourage search committees to broaden their search
beyond typical networks for candidate selection and properly negotiate
compensation packages in order to be competitive for diverse candidates.
In summary, this section began by providing an overview of important
issues related to faculty diversity and its positive effect on educational outcomes.
Faculty diversity is found in the literature included positive benefits for teaching,
legal scholarship, and, more broadly, scholarship in institutions of higher
education. Second, higher education leaders should be cognizant of barriers to
faculty diversity in order to inform perspectives and improve institutional
practices and policy.
II. LEGAL LANDSCAPE OF FACULTY DIVERSITY
The conceptual legal underpinning for affirmative action to encourage
faculty diversity is amorphous.
Whether a diverse faculty constitutes a
compelling state interest, narrowly tailored, passing strict scrutiny for Equal
Daryl G. Smith, Caroline Sotello Viernes Turner & Nana Osei-Kofi, Interrupting the Usual:
Successful Strategies for Hiring Diverse Faculty, 75 J. HIGHER EDUC. 133, 156 (2004).
Caroline Sotello Viernes Turner, Before Starting a Faculty Search, Take a Good Look at the
Search Committee, 53 CHRON. HIGHER EDUC. 67, (2006).
See Ann D. Springer, How to Diversify Faculty: The Current Legal Landscape, AAUP
ASSOCIATE COUNS., 2 (2002). “To put it simply, the Constitution and federal statutes require
that employers eliminate discrimination on the basis of race or sex. Employers can be sued under
these statutes both for individual discrimination ("disparate treatment" of an individual) or for
policies and practices that create widespread disparities in the number of women and minorities
in the workplace (actions that have a "disparate impact" on minorities as a whole).”
Considering the Ethnoracial and Gender Diversity 13
Protection Clause purposes or is allowed under Title VII of the Civil Rights Act
of 1964 prohibiting the use of race-based preferences in employment decisions
except for remediation purposes, remains to be determined.
The legal context
for hiring and retaining faculty is influenced by affirmative action policies and
legal cases that have been the subject of legal and political debate and analysis
of jurisprudence for over seventy years.
Our discussion does not focus on legal
cases and employment decisions centering on the employment of faculty, which
are directly determinative and controlling as legal precedent, rather we focus on
what higher education leaders are influenced by and face given the legal context
surrounding faculty diversity and admissions processes within higher education.
In fact, affirmative action policies in general, were never officially
comprehensively adopted in the U.S.—rather they are a patchwork of
jurisdictional and organizational policy praxis, and often look very different
from organization to organization and state to state. However, the most
concrete form of affirmative action policy with respect to higher education
admissions processes—hard quotas for considerations of race and/or gender—
were abolished after the Supreme Court Ruling in University of California v.
Since Bakke, affirmative action policies have faced various successful
and unsuccessful challenges from legislation, citizens’ initiatives, or jurisdictional
authority that have addressed the concept in one form or another. These various
challenges have impacted the role of affirmative action in employment,
admissions, hiring, contracts, financial aid initiatives and diversity in our nation’s
See Suzzane E. Eckes, Diversity in Higher Education: The Consideration of Race in Hiring
University Faculty, 33 BYU EDUC. & L.J. 33, 34, 37 (2005).
See Caroline Sotello Viernes Turner, Juan Carlos González & J. Luke Wood, Faculty of
Color in Academe: What 20 Years of Literature Tells Us, 1 J. DIVERSITY HIGHER EDUC. 145 (2008).
“In a national context, the processes of hiring and retaining faculty of color are influenced by
the legal landscape, notably national debates on affirmative action and its applications.”
See Engelbert Ssekasozi, A PHILOSOPHICAL DEFENSE OF AFFIRMATIVE ACTION. (1999).
14 STCLH Hispanic Journal of Law & Policy
colleges and universities. The legal context combined with various forms of
scholarly inquiry have considered justifications for affirmative action that have
evolved around the diversity rationale.
This section provides an overview of
the history of jurisprudence on affirmative action in higher education, in
particularly in the context of admissions processes, and considers the
implications for faculty diversity.
A. Federal Executive Orders
The U.S. Constitution does not refer to education or diversity. In fact,
the federal government played no role in higher education to promote student
or faculty diversity until the 20th century.
Many executive orders relating to
diversity and affirmative action in higher education grew out of the political
climate surrounding the military and defense industries, which are legally
evaluated separately than other employment cases, but have still had an influence
and impact. During the Second World War, President Franklin Delano
Roosevelt issued Executive Order 8802 of 1941 to eliminate racially
discriminatory recruitment practices within the defense industry.
considered the foundation for subsequent executive orders, and expanded the
substance of the nondiscrimination obligation.
In the aftermath of the Second
World War, affirmative actions in higher education were marked by the
Servicemen's Readjustment Act of 1944, also known as the G.I. Bill of Rights,
See Marlo Goldstein & Rebecca J. Meisenbach, Reproducing Whiteness Through Diversity: A
Critical Discourse Analysis of the Pro-Affirmative Action Amicus Briefs in the Fisher Case, 10 J. DIVERSITY
HIGHER EDUC. 162 (2017).
See Peter D. Eckel & Jacqueline E. King, AN OVERVIEW OF HIGHER EDUCATION IN THE
UNITED STATES: DIVERSITY, ACCESS AND THE ROLE OF THE MARKETPLACE. (2003)
Exec. Order No. 8802, 6 Fed. Reg. 3109 (1941).
See Gregory L. Hanson, The Affirmative Action Requirement of Executive Order 11246 and Its
Effect on Government Contractors, Unions and Minority Workers, 32 MONTANA L. REV. 249 (1971).
Considering the Ethnoracial and Gender Diversity 15
during President Roosevelt’s administration. This became the first law referring
to access to higher education and grant funds to help the integration of war
veterans to the workforce, regardless of gender and race.
The Civil Rights movement that began to gain momentum in the 1950s
and 1960s stirred more affirmative actions for recruitment policies. President
John Fitzgerald Kennedy’s Executive Order 10925 of 1961 required
government contractors to "take affirmative action to ensure that applicants are
employed and that employees are treated during employment without regard to
their race, creed, color, or national origin.”
Then, the Civil Rights Act of 1964
enacted an education legal framework of affirmative actions to “set off another
round of revisions to state constitutions to remove segregation mandates.”
example, Title VI regulations address racial or national origin to award financial
The concept “affirmative action” appeared in federal regulations but there
was “no general statutory obligation on employers to adopt affirmative action
Executive Order 11246 of 1965 issued by President Lyndon Baines
Johnson retained the nondiscrimination clause of a previous order that, imposed
upon contractors the duty to undertake "affirmative action” and established
non-discriminatory practices in hiring and employment by government
Soon after, the Philadelphia Plan of 1967 was established to integrate
the building construction trade unions by race through non-White hiring.
An important outgrowth of the Civil Rights movement was affirmative
actions from presidential executive power in favor of racially based non-
discriminatory employment in public and private institutions. Updated
Exec. Order No. 10925, 26 Fed. Reg. 1977 (1961).
42 U.S.C. § 2000e (1964).
See Derek W. Black, EDUCATION LAW: EQUITY, FAIRNESS, AND REFORM 2 (2013).
44 Fed. Reg. 58509 (Oct. 10, 1979).
Exec. Order No. 11246, 30 Fed..Reg. 12319 (1965).
16 STCLH Hispanic Journal of Law & Policy
interpretations of Title VI of the Civil Rights Act required schools and colleges
to take affirmative action to overcome the effects of past discrimination and to
encourage voluntary affirmative action to attain a diverse and more equal
Then, approximately ten years later, the U.S. Supreme Court began to
shape the jurisprudent contours of affirmative action.
B. Court Cases
The Regents of University of California v. Bakke
ruling in 1978
was the first
U.S. Supreme Court precedent applicable to student admissions
established the premise that “a diverse student body is a compelling state
The Bakke case “launched the contemporary constitutional debate
over state-sponsored affirmative action” and determined how subsequent cases
would be discussed.
Allan Bakke was denied enrollment to the UC Davis
medical school while admitted minority students had lower test scores. Up to
100 places were set aside under University of California at Davis student
admission policies for minority applicants.
The program was condemned on
equal protection grounds, since the University’s policies instituted a quota,
which is unconstitutional, in the opinion of Justice Lewis Powell. However, UC
Davis was allowed to continue institutional practices that sought to recruit and
admit minorities with a "compelling state interest" to foster student inclusion
and attain a diversified educational environment.
See supra note 70.
Regents of Univ. of Cal. v. Bakke, 438 U.S. 265 (1978).
Ann Springer, UPDATE ON AFFIRMATIVE ACTION IN HIGHER EDUCATION: A CURRENT
LEGAL OVERVIEW. (2003).
Black, supra note 10.
National Council of State Legislature, Affirmative Action Overview (2014).
See Bakke, supra note 19.
Considering the Ethnoracial and Gender Diversity 17
The plaintiff’s in Hopwood v. Texas, four White residents of Texas, argued
that they were unfairly rejected because of the law school’s use of race as
consideration in the admissions process.
The Fifth Circuit court held that the
university could not use race as a means to “achieve a diverse student body.”
Texas House Bill 588 or the Top-10% Plan passed in 1997
as a result of the
Hopwood v. Texas ruling.
Flagship universities also took other actions aimed to
increase diversity—the Longhorn Opportunity Scholarship started in 1999 at
UT-Austin and the Century Scholars program began at Texas A&M in 2000.
The Fifth Circuit ruling banned affirmative action in admissions, financial aid,
and recruiting from 1996 to 2003.
The Hopwood decision was abrogated by the
Supreme Court in 2003, when the Gratz v. Bollinger and Grutter v. Bollinger
decisions were handed down regarding the undergraduate and law school
admissions processes at the University of Michigan Ann Arbor.
UT-Austin used the 10% Plan and diversity as a plus factor in admission which
later led to the Fisher challenge.
In June of 2003, twenty-five years after the Bakke decision, the U.S.
Supreme Court decided in Gratz that the undergraduate admissions approach
was not sufficiently narrowly tailored to meet a strict scrutiny standard because
it did not provide individual consideration, but rather resulted in the admission
of nearly every applicant of “underrepresented minority” status. However, the
See Hopwood v. Texas, 78 F. 3d 932 (5th Cir. 1996).
See Julian Vasquez Heilig, L. Dietz & M. Volonnino, From Jim Crow To The Top 10% Plan:
A Historical Analysis of Latina/o Access to a Selective Flagship University, 5 ENROLLMENT MGMT. J.:
STUDENT ACCESS, FINANCE, AND SUCCESS IN HIGHER EDUC. 83, 95 (2011).
Hopwood, supra note 79.
Id. The Fifth Circuit ban in Hopwood impacted Texas, Louisiana, and Mississippi until
abrogated by Grutter.
See Angela M. Hough, All Deliberate Ambiguity: The Question of Diversity, College Admissions,
and the Future of the Texas Top-Ten-Percent Plan, 39 TEX. TECH L. REV. 187, 206 (2006).
See Heilig, supra note 81.In 2009, Senate Bill 175 limited the percentage of under the 10%
Plan to 75% of an institution’s incoming first year, resident class, allowing some institutional
flexibility in admissions decisions.
18 STCLH Hispanic Journal of Law & Policy
Court reconfirmed in the Grutter decision that race can be considered in
admission processes in higher education, such as in law schools, as a “soft
variable” along with others, finding the practice constitutional. Therefore, the
diversity in higher education as a compelling state interest for the invocation of
race in admissions was reaffirmed. In synthesis, the Court’s direction for the
consideration of race in Gratz and Grutter is seen as indispensable and has
implications and influence on faculty diversity, as it is still allowed in the decision
process as a soft variable.
The prior U.S. Supreme Court cases examining race in admissions, set
precedent that has a significant impact on race and diversity in higher
Despite these decisions, Whites have still questioned “whether their
rights were being violated by these practices and sought to limit these
mechanisms in the courts.”
Fisher v. University of Texas at Austin, in 2013, again
confirmed the use of race in admissions.
The plaintiff, who was White, was
denied admission to UT-Austin even though she was not among the top 10%
of her class (which would have automatically granted her admission). The
Supreme Court ruled that Texas’ admissions plan “clearly reconciled the pursuit
of diversity with the constitutional promise of equal treatment and dignity.”
To this point, the litany of “reverse discrimination” court cases
regarding higher education admissions processes (i.e. Gratz, Grutter, Fisher),
which is a regular discrimination claim against people of color in the public
discourse, have not been successful at the U.S. Supreme Court. However, a new
case, Students for Fair Admissions v. Harvard, was filed in 2014 on behalf of Asian
See Derek W. Black, supra note 68, 113 (2013).
Grutter v. Bollinger, 539 U.S. 306 (2003).
Heilig, supra note 81.
Fisher v. Univ. of Tex., 136 S. Ct. 2198 (2016).
See Julian Vasquez Heilig, What Other Universities Should Learn from UT: The Main Takeaway
From the Supreme Court’s Decision on Affirmative Action, HOUSTON CHRON. (June 24, 2016),
Considering the Ethnoracial and Gender Diversity 19
Americans by Edward Blum, the same conservative activist that filed Fisher.
this case, it is argued that Asian Americans are presumably “being discriminated
against in the college-admission process, and among those taking their spots
were the primary beneficiaries of affirmative action, like African Americans and
The reverse discrimination litigation approach in Students for Fair
Admissions positions one set of students of color against others and is a novel
attack strategy to oppose the concepts of multiculturalism and “diversity.”
Moreover, in August 2017, the administration of President Donald
Trump ordered the Department of Justice’s civil rights division to move
“toward investigating and suing universities over affirmative action admissions
policies deemed to discriminate against White applicants.”
In July 2018, the
U.S. Departments of Education and Justice rescinded seven President Barack
Obama-era policy guidelines on affirmative action and have also filed amici in
support of the Asian American litigants in Students for Fair Admissions.
Potentially, the hostility of the Trump administration and a new conservative
majority on the U.S. Supreme Court may influence the case against Harvard
University and threaten the consideration of diversity in higher education hiring
and admissions decisions.
See Hua Hsu, The Rise and Fall of Affirmative Action. With a Lawsuit Against Harvard, Asian-
American Activists Have Formed an Alliance with a White Conservative to Change Higher Education, THE
NEW YORKER MAG. (2018).
Halley Potter, What Can We Learn from States That Ban Affirmative Action? THE CENTURY
FOUND. (June 26, 2014), https://tcf.org/content/commentary/what-can-we-learn-from-states-
Charlie Savage, Justice Dept. to Take on Affirmative Action in College Admissions, N.Y. TIMES
(Aug. 1, 2017), https://www.nytimes.com/2017/08/01/us/politics/trump-affirmative-action-
Erica L. Green, Matt Apuzzo & Katie Benner, Trump Officials Reverse Obama’s Policy in
Affirmative Action in Schools, N.Y. TIMES (July 3, 2018),
Anemona Hartocollis & Stephanie Saul, Affirmative Action Battle has a New Focus: Asian-
Americans, THE NEW YORK TIMES (Aug. 2, 2017),
20 STCLH Hispanic Journal of Law & Policy
C. State Executive Orders, Legislation and Propositions
Arizona, California, Florida, Nebraska, New Hampshire, Oklahoma,
and Washington are the seven states that have statewide bans on race-based
affirmative action at public universities.
While most states passed bans through
referenda, Florida’s Gov. Jeb Bush issued an executive order. Executive Order
99-281 of 1999, known as One Florida, which eliminated affirmative action in
admissions, government employment and state contracting. In Georgia, the
University System of Georgia dropped affirmative action in 2000 after it lost
Johnson v. Board of Regents of the University System of Georgia and the university
decided not to appeal.
Together, these states inform the national discourse on
pursuing diversity without the consideration of race and have influenced the
national discourse about student and faculty diversity.
California, historically the most ethnoracially diverse state in the U.S.,
was the first to experience pushback against affirmative action. First was Bakke,
then in 1995, before Proposition 209, the Board of Regents of the University of
California system passed resolution SP-1 abolishing the use of affirmative action
in the University's employment and contracting practices with a direct influence
on faculty diversity.
California then passed the first statewide initiative that
banned affirmative action. The California Civil Rights Initiative, also known as
Proposition 209 of 1996, went into effect in 1998. It was the first state law of its
kind as it prevented the use of race, ethnicity, national origin, and sex in
See Mark C. Long: Affirmative Action and Its Alternatives in Public Universities: What Do We
Know? 67 PUB. ADMIN. REV. 315 (2007).
Regents Policy 4401: Policy on Future Admissions, Employment, and Contracting (Resolution
Rescinding SP-1 and SP-20).
Considering the Ethnoracial and Gender Diversity 21
This proposition also affected employment in public
universities and resultantly the number of women and faculty of color
In 1999, the University of California Board of Regents responded to the
limitations on diversity from Bakke and Proposition 209 by approving a race-
neutral admissions policy approach called the Top-4% plan that went into effect
in 2001. The plan guaranteed admission to at least one school in the University
of California system for students graduating in the statewide Top-4% of GPAs
in UC-required courses. Later the regents approved a Top-9% plan that was
effective with the class of 2012 that included additional caveats such as test
scores, honors courses, and school quality.
Similar to the Texas Top 10% plan,
both the Top-4% and the Top-9% plans, are considered to be permissible race-
neutral admissions policies because they do not utilize racial or ethnic
preferences in admissions.
After California, five more states passed initiatives banning affirmative
action. The state of Washington Initiative 200, passed in 1998, eliminated
affirmative action in admissions, financial aid, and recruiting of all public
universities in the state.
Similar to California, this law prohibits “state and local
agencies from granting preferential treatment to any individual or group on the
basis of ethnicity or national origin in public education, public employment and
In Michigan, Proposal 2 prohibited state institutions from
granting preferential treatment based on race and ethnicity, among other factors
in 2006. Nebraska Initiative 424 of 2008 eliminated affirmative action programs
See BERKELEY LAW, THELTON E. HENDERSON CENTER FOR SOCIAL JUSTICE,
PROPOSITION 209 AND PUBLIC EMPLOYMENT IN CALIFORNIA: TRENDS IN WORKFORCE
See Long, supra note 97.
Berkeley Law, supra note 101.
22 STCLH Hispanic Journal of Law & Policy
at state colleges and universities. More recently, the same happened in Arizona
and Oklahoma with measures passed in 2010 and 2012, respectively, prohibiting
all preferential treatment based on race.
In 2011, the New Hampshire Legislature passed House Bill 623 that
prohibits preferential treatment by race in public sector recruiting, hiring,
promotions and university admissions. As a result, all state agencies, public
universities and community colleges were disallowed from the consideration of
race, sex, national origin, religion, or sexual orientation. New Hampshire is the
only state to have enacted such a measure by legislative vote.
Considering the benefits and challenges of diversity and the varying legal
landscape state to state, the next section seeks to understand the magnitude of
faculty diversity in U.S. college and universities’ intellectual communities using
national data. We compare Baccalaureate, Master’s and Doctoral granting
institutions to examine the magnitude of diversity and whether gender and
ethnoracial faculty diversity has changed in recent years.
III. MEASURING FACULTY DIVERSITY
The magnitude and improvement of faculty diversity in higher education
has been an important area of study in academic literature. Mary A. Armstrong
and Hannah Steward-Gambino in their research Building Curricular Diversity
Through a “Social Movement”: How Faculty Networks Support Institutional Change,
suggested that increasing faculty diversity is an important element for the
education and preparation of American college and university students.
Considering this, we now seek to examine the overall faculty diversity by tenure
status within institutions of different types in higher education across the US.
See Long, supra note 97.
Mary A. Armstrong supra note 12.
Considering the Ethnoracial and Gender Diversity 23
A. Data and Methodology
In view of the legal landscape and the academic literature noted in
previous sections, we now turn to a quantitative analysis of gender and
ethnoracial diversity across U.S. data for the current study which was
downloaded from the public Integrated Postsecondary Education Data System
The data represent all U.S. institutions granting bachelor’s, master’s
and doctoral degrees. To understand diversity, variables for gender and
ethnoracial categories were utilized, including the category “race or ethnicity
In the following section, we detail findings about the percentages
in 2017 and the differences in gender and ethnoracial faculty diversity between
the years 2013 and 2017. Results are divided by institutional status based on
Carnegie Classifications. The classifications analyzed in this article are
Baccalaureate, Master’s, and Doctoral institutions.
B. Results and Findings
The first area explored by this quantitative analysis is the overall diversity
See IES: National Center for Education Statistics, https://nces.ed.gov/ipeds/about-
ipeds (last visited June 9, 2019), [https://perma.cc/84ND-ZPB9]. “IPEDS is the Integrated
Postsecondary Education Data System. It is a system of interrelated surveys conducted annually
by the US Department of Education’s National Center for Education Statistics (NCES). IPEDS
gathers information from every college, university, and technical and vocational institution that
participates in federal student financial aid programs. The Higher Education Act of 1965, as
amended, requires that institutions that participate in federal student aid programs report data
on enrollments, program completions, graduation rates, faculty and staff, finances, institutional
prices, and student financial aid.”
We excluded from this analysis the category “2 or more races” because this category
encompasses too many confounding factors which could convolute our findings.
See http://carnegieclassifications.iu.edu [https://perma.cc/99RL-KEGV]. Baccalaureate
institutions where baccalaureate or higher degrees represent at least 50 percent of all degrees but
where fewer than 50 master's degrees or 20 doctoral degrees are awarded. Master's institutions
generally include institutions that awarded at least 50 master's degrees and fewer than 20 doctoral
degrees. Doctoral institutions that awarded at least 20 research/scholarship doctoral degrees and
also institutions with below 20 research/scholarship doctoral degrees that awarded at least 30
professional practice doctoral degrees in at least 2 programs.
24 STCLH Hispanic Journal of Law & Policy
profile for institutions of higher education which are Baccalaureate institutions.
Table 1: Diversity Profile for Baccalaureate Status Institutions 2017 (percent)
American Indian/Alaskan Native
Native Hawaiian/Other Pacific Islander
As shown in Table 1, the major findings for these institutions is that
9.7% of Black/African American faculty members are on the tenure track and
are 7.05% of instructional faculty— more than Master’s or Doctoral institutions.
Results also indicated that Hispanic/Latinos are more often tenured than tenure
track in Baccalaureate institutions. Other findings include that men make up the
majority of tenured and instructional faculty, but the on-tenure track data show
a greater percentage of women.
These numbers also demonstrate that the two largest ethnoracial
identities are not equally represented in tenured and tenure track when
comparing the population of the U.S. and faculty demographics. The American
Community Survey indicates that Black/African Americans represent 12.7% of the
overall population but the IPEDS data show representation at 5.21% of tenured
Considering the Ethnoracial and Gender Diversity 25
faculty and 9.7% of on-tenure track faculty.
Similarly, this data shows that
Hispanics/Latinos represent 17.6% of the population of the US but, as indicated
by our data, make up only 6.6% of tenured faculty and 5.24% of on-tenure track
Table 2: Change in Diversity Profile for Baccalaureate Status Institutions 2013-2017
American Indian/Alaskan Native
As demonstrated in Table 2, recent changes in the gender and
ethnoracial diversity profile of Baccalaureate institutions include the percentage
of White faculty, and male faculty decreasing from 2013 to 2017 regardless of
tenure status. Despite this decrease, the IPEDS data indicate that the entire
change was not reflected in increases in other races and ethnicities in the
2013-2017 American Community Survey 5- year estimates, U.S. Census Bureau,
https://factfinder.census.gov/faces/nav/jsf/pages/index.xhtml (Select Community Facts in
top bar, 2017 American Community Survey “Demographic & Housing
Estimates”)[https://perma.cc/7C7K-DYAD] (last visited June 18, 2019).
26 STCLH Hispanic Journal of Law & Policy
tenured, tenure track and instructional faculty. This discrepancy may be due to
the exclusion of the “2 or more races” category from our analysis, or the
possibility that faculty may be less likely to report their ethnoracial background
as White in recent years. It’s notable that ethnoracial diversity between
Baccalaureate institution tenured, tenure track and instructional faculty has not
improved appreciably since 2013 (ranging from 0 to 1.02%)—the largest
increase being among tenured Asians. For gender, a binary category in federal
data, decreases in male faculty can directly be accounted for by increases in
women faculty members (ranging from 1.74 to 1.95%).
The next area explored in our analysis is the overall diversity profile for
Master’s institutions. As shown in Table 3, major findings for this area include
that more Black/African American faculty members are tenure track compared
instructional faculty or tenured status, with 6.84% falling into this category.
Comparing institutional types, the data shows that Master’s institutions
contained the greatest percentage of women faculty members on the tenure
track. Other findings include, men make up the majority of tenured and
instructional faculty, but the on-tenure track data shows a greater percentage of
Similar to Baccalaureate institutions, these numbers also show that the
largest ethnoracial identities are not represented at a rate in Master’s tenured and
tenure track faculty that is similar to their representation in the U.S. population.
The American Community Survey indicates that Black/African Americans represent
12.7% of the overall population but IPEDS data shows representation at 5.59%
of tenured faculty and 6.84% of on-tenure track faculty.
Hispanics/Latinos represent 17.6% of the population of the U.S. but, as
indicated by our data, only make up about 5.01% of tenured faculty and 4.92%
of on-tenure track faculty.
Considering the Ethnoracial and Gender Diversity 27
Table 3: Diversity Profile for Master’s Status Institutions 2017 (percent)
American Indian/Alaskan Native
Native Hawaiian/Other Pacific Islander
Table 4: Change In Diversity Profile for Master’s Status Institutions 2013-2017 percent)
American Indian/Alaskan Native
Native Hawaiian/Other Pacific Islander
28 STCLH Hispanic Journal of Law & Policy
As demonstrated in Table 4, another major finding from Master’s
institutions is that the percentage of White and male faculty is decreasing
regardless of tenure status. Despite this decrease, results indicate that the
numbers are not being accounted for by increases in other races and
ethnicities— the potential reasons for this we discussed earlier. It’s notable that
ethnoracial diversity among Master’s institution tenured, tenure track and
instructional faculty has also not improved appreciably since 2013 (ranging from
0.01 to 1.24%)—the largest increase being among tenured Asians. However, for
gender, decreases in male faculty can directly be accounted for by increases in
women faculty members (ranging from 0.08 to 1.86%).
Table 5: Diversity Profile for Doctoral Status Institutions 2017 (percent)
American Indian/Alaskan Native
Native Hawaiian/Other Pacific Islander
As shown in Table 5, Doctoral institutions are the least diverse across
tenure status. The major findings for this area include that White faculty
members are more often tenured and instructional, with 74.20% and 69.95%
falling into these categories respectively. Notably, the disparities for Women
Considering the Ethnoracial and Gender Diversity 29
faculty teaching in Doctoral institutions are readily apparent as 41.96% are
instructional faculty, nearly half of women are tenure track (45%) and only
32.63% are tenured.
The IPEDS data also demonstrates that faculty from the largest
ethnoracial identities are underrepresented relative to the population of the U.S.
The American Community Survey indicates Black/African Americans represent
12.7% of the overall population but our data shows representation at 4.05% of
tenured faculty and 5.26% of on-tenure track faculty.
Similarly, this data shows
that Hispanics/Latinos represent 17.6% of the population of the U.S. but, as
indicated by our data, only make up about 4.6% of tenured faculty and 5.19%
of on-tenure track faculty.
Notably, Asian Americans are overrepresented in
faculty demographics when compared to the U.S. population across all
institutional types and faculty status. This finding is especially salient in Doctoral
institutions as Asians represent 5.4% of the entire U.S. population, but represent
12.82% of tenured faculty, 14.12% of tenure track faculty, and 12.08% of all
Similar to Baccalaureate institutions, the percentage of White and male
faculty at Doctoral institutions is decreasing regardless of tenure status (See
Table 6). Despite this decrease, results indicate that the numbers are again not
accounted for by increases in other races and ethnicities. It’s notable that
ethnoracial diversity among Doctoral institution tenured, tenure track and
instructional faculty has also not improved appreciably since 2013 (ranging from
0 to 1.94%)—the largest increase being among tenured Asians. For gender,
decreases in male faculty can directly be accounted for by increases in women
faculty members (ranging from 1.07 to 2.27%). Another interesting finding is
that while Doctoral institutions are currently the least diverse of the three
30 STCLH Hispanic Journal of Law & Policy
Carnegie institution types, the data shows that they have decreased their number
of White and male faculty percentages at a higher rate than other institutions
since 2013 (See Table 6).
Table 6: Change In Diversity Profile for Doctoral Status Institutions 2013- 2017 (percent)
American Indian/Alaskan Native
Native Hawaiian/Other Pacific Islander
Considering the educational benefits of faculty diversity and our nation’s
rapidly changing demographics, it is important that colleges and universities of
different types seek to address the ongoing barriers that are preventing
ethnoracial and gender diversity of tenured, tenure track and instructional
faculty. It is also essential that our nation’s universities centrally value explicit
and carefully crafted priorities that fit within the framework of the law and the
influences surrounding the legal context of affirmative action in admissions
processes, to hire and retain faculty to buttress university communities that are
diverse along many dimensions. While some progress has been made toward
Considering the Ethnoracial and Gender Diversity 31
gender equity, one of the biggest challenges that we noted in the national data is
that ethnoracial diversity among tenured faculty continues to lag across
institutional types. This is occurring despite that fact that the U.S. Supreme
Court has allowed diversity in admissions processes as a plus factor—operating
in most states where it is not explicitly banned.
College and university leaders have espoused the values of diversity in
the public discourse and institutions of higher education have advanced
programming, administrative positions, and academic discourse around race,
ethnicity, and gender. However, as our analyses of national data show, U.S.
colleges and universities have not realized much progress toward ethnoracial
and gender faculty diversity in recent years—the exception being a modest
increase (between 1-2%) in tenured Asians across institutional types. While
diversity, equity and inclusion are often widely promoted in the higher education
discourse, there is much more institutional action necessary to improve the
ethnoracial and gender demographics of the faculty in U.S. colleges’ and
universities’ intellectual communities to positively impact educational practices

domain: sociology


Nebraska vs. Minnesota football: How to watch on TV, stream online, point spread
MINNEAPOLIS — Nebraska takes on Minnesota at TCF Bank Stadium on Saturday night.
Here's what you need to know to follow the game in your living room, at the bar, in the car or online.
How to watch Nebraska vs. Minnesota football
Game time: 6:30 p.m. Central, 7:30 p.m. Eastern
Online radio:TuneIn broadcast
Steaming live broadcast: FoxSportsGo
Line: Minnesota is a 7.5-point favorite.


text:
More Than One Quarter Of Child Deaths Worldwide Attributable To Polluted Environments, WHO Says
CNN: Polluted environments kill 1.7 million children each year, WHO says
“Each year, environmental pollutants cost an estimated 1.7 million lives among children under five, according to World Health Organization reports released Monday…” (Senthilingam, 3/5).
Reuters: Polluted environments kill 1.7 million children a year: WHO
“A quarter of all global deaths of children under five are due to unhealthy or polluted environments including dirty water and air, second-hand smoke, and a lack or adequate hygiene, the World Health Organization (WHO) said on Monday…” (Kelland, 3/5).


text:
A road leading into Greenbriar, a new affordable housing community in Annapolis, has been named after Yevola S. Peters, the woman who fought for years to make the dream of affordable housing come true.
Ms. Peters spent 21 years with the city's Community Action Agency, helping elderly people, impoverished families and the homeless. She retired last year from her post as executive director.
South County Residential Projects Inc., a non-profit group founded in 1969 to build more affordable housing, decided to pay tribute to her by naming a road leading into Greenbriar after her. Peters Way is the main route off Bywater Road to the community of 35 town houses.
"She has been in the forefront of housing for a number of years," said Bertina Nick, president of South County Residential Projects, an independent branch of the Community Action Agency.
Ms. Nick emphasized the road's symbolic significance. Peters Way leads to an affordable housing community, just like Ms. Peters led the effort to boost the city's stock of inexpensive homes.
Greenbriar opened in February after years of planning by housing activists and city officials. The two-story town houses were sold for between $71,000 and $76,111 to first-time buyers. Low- to moderate-income families qualified for reduced-interest mortgages.
The city agreed to borrow $451,000 and lend it to the private, community-based agency, marking the first time it staked its credit on affordable housing.


text:
Dharamshala — The democratically-elected President of the Tibetan people, Sikyong Dr Lobsang Sangay, was welcomed by members of the Northwestern Tibetan Cultural Association in Portland, Oregon on August 23rd for a trip to the United States, which included celebrating Tibet Fest in Seattle.
The 22nd Tibet Fest was held at the Seattle Center in Seattle, Washington on August 26. The Tibet fest is an annual event organized by the Tibetan Association of Washington that provides an opportunity to experience and explore the cultural roots and contemporary influences of Tibet through live performances, visual arts, activities, foods, games, and a marketplace.
President Dr Lobsang Sangay inaugurated the event along with Lt. Governor Cyrus Habib, Seattle Mayor Ed Murray, and Representative Pramila Jayapal, who visited Dharamshala earlier this year. Tibetans, Americans and other foreigners interested in Tibetan culture and the Tibetan movement attended the festival.
Addressing the festival, President Dr Sangay spoke about the current situation inside Tibet particularly the ongoing repressive policies adopted by the Chinese government in Tibet which is endangering the very existence of Tibetan religion, culture and identity.
Emphasising the importance of preserving Tibet’s environment, Dr Sangay stressed on the irreparable damage being done to Tibet’s fragile environment by China’s illogical developmental policies and how it’s endangering not just the Tibetan plateau but the whole of Asia and the world.
Sikyong arrived in Seattle on 25 August and was given a warm welcome by executive members of the Tibetan Association at the Seattle airport. President Dr Lobsang Sangay visited the Sakya Centre after his arrival to meet and address the local Tibetan Community. President Dr Sangay addressed the gathering followed by question and answer session. Around 150 local Tibetans based in Seattle turned up to listen to the President.
In his address to the local Tibetan community, President Dr Lobsang Sangay spoke about the preservation of Tibetan language and culture, moral ethics and the Tibetan identity. He advised Tibetan parents to send their children to study Tibetan language and culture at the Weekend Tibetan language and culture schools.
He further encouraged parents to send their children to take part in summer programs in Dharamsala, India and explained Tibet Corps, a programme aimed to attract talented Tibetans to serve in the exile community.
The President returned to Portland where he addressed the local Tibetan community during a public talk at the Tibetan Community Center in Portland on the 27th before traveling to San Francisco.

domain: politics


text:
Phi Delta Gamma (Fiji) made Bellflower Road a little more tropical on Friday, Sept. 1. The Fiji brothers hosted a barbecue to welcome students and provide a relaxing event after the first week of classes, while also promoting their upcoming, rescheduled event, Owl Fest.
Member of the fraternities, who can usually be seen out on their front lawn during the week playing music and greeting anyone who passes by, invited everyone to join in on the fun that Friday afternoon. Dressed in beach apparel, they were grilling hamburgers, hot dogs and other summer favorites. They had also set up cornhole and ladder toss, all to promote their upcoming events and their rush schedule.
Many may have seen their event, Owl Fest, publicized on Facebook or chalked around campus, but due to unforeseen circumstances and a desire to attract more people, the event was rescheduled to Friday, Sept. 15 at 9 p.m.
That event is a new one for the fraternity, and with the extra time, the brothers of Fiji are working to make their first annual welcome back concert an event that everyone will remember and look forward to in the years to come. The concert will also be one of revival for them in many ways.
Second-year student and Recruitment Chairman Igor Tutelman, showed off the space where the artists will perform and talked about the return of music events to the Fiji house.
“It has been a few years since the Fiji house has held a music event like this so it’s great to bring this back,” said Tutelman. “This will also be a revival for our outpost which is very exciting for us.”
The outpost is a grungy space in the best way possible, with a bar, stage and “Fiji” penned across the walls in large letters. It makes for a unique aesthetic that will only enhance the experience for those attending Owl Fest.
The fraternity is bringing in DJs Neverfree, Brazi and bigger name Bando; each has numerous mixtapes available. The three DJs will bring their own exclusive sound to the night which will make this event one you won’t forget.
Tutelman’s excitement for the event was infectious and anyone can see why; this will be a prime event to help start off the year. Mark your calendars for Sept. 15 and join Fiji for a fun night.


text:
Babbington Hall Rescue
Babbington Rescue Appeals
As a charity we rely on and are grateful for any help you can give
Needed All Year Round
We are always after newspapers, dog food, toys, bedding and your money to help keep our rescue dogs happy and comfortable.
If you can help with any of these we would be most grateful.
Just call in any time 9.00 am to 5.00 pm 7 days a week.

domain: pet


text:
Seven-year-old Neon Roberts is making "good progress" following his treatment, his father has said.
Late last year, Neon's mother Sally, failed in a legal bid to stop her son having radiotherapy for a brain tumour.
The High Court ruled that Neon should undergo radiotherapy for the cancerous tumour against her wishes.
Neon's father Ben - who is separated from Ms Roberts - said his son had completed the course of radiotherapy as planned.
More top news
Three Exeter Chiefs players will start England's final game of the rugby world cup.
Health campaigners say a decision to axe beds at two community hospitals in North Devon will cost lives.
Your latest weather update with Bob Crampton.


text:
The new National Lottery operator, Gidani, has recorded eight million ticket transactions despite all the hiccups that saw the game suspended for more than seven months. "This was clearly a sterling performance," Gidani's public affairs corporate executive Thembi Tulwana said Monday.
Empowerment consortium Gidani has been awarded the licence to operate the National Lottery, Trade and Industry Minister Mandisi Mpahlwa announced at a press conference on Friday afternoon. Mpahlwa had suspended the lottery on March 31, hours before operator Uthingo's licence to run it expired.
South African President Thabo Mbeki and his Mozambican counterpart Armando Guebuza reached agreement Tuesday on moves aimed at increasing access and levels of trade across their common border. In a briefing to reporters after the meeting in Pretoria, senior ministers said the main crossing between the neighbours would soon undergo a major revamp.


text:
Black Beauty - Puffin Classics (Paperback)Anna Sewell (author)
- 10+ in stock
Black Beauty is a bestselling Puffin Classic by Anna Sewell.
Black Beauty is a handsome, sweet-tempered colt with a strong spirit. As a young colt he is free to gallop in the fresh green meadows with his beloved mother, Duchess, and their kind master. But when his owners are forced to sell him, Black Beauty goes from a life of comfort and kindness to one of hard labour and cruelty. Bravely he works as hard as he can, suffering at the hands of men who treat animals badly. But Black Beauty has an unbreakable spirit and will, and is determined to survive . . .
Includes an introduction by award-winning author Meg Rosoff.
Anna Sewell (1820-78) was born in Great Yarmouth, Norfolk. Black Beauty, her only book, was completed and published in 1877, just a few months before she died, so she did not live to know of the book's huge success. Apart from being a good story, Black Beauty was instrumental in changing people's attitudes towards horses, and domestic animals in general.
The book includes a behind-the-scenes journey, including an author profile, a guide to who's who, activities and more..
The Puffin Classics series includes:
A Little Princess
Alice's Adventures in Wonderland
Alice's Adventures Through the Looking Glass
Anne of Green Gables
Hans Andersen's Fairy Tales
Journey to the Centre of the Earth
Tales of the Greek Heroes
The Adventures of Huckleberry Finn
The Adventures of King Arthur
The Adventures of Tom Sawyer
The Call of the Wild
The Jungle Book
The Secret Garden
The Wind in the Willows
The Wizard of Oz
Publisher: Penguin Random House Children's UK
Number of pages: 288
Weight: 182 g
Dimensions: 178 x 129 x 18 mm
You may also be interested in...
“A fabulous classic”
Its a fabulous classic, one of the few books I can read over and over again.
A book that I read as a child, and now reading it again as an adult just as inspiring.
“A delightful read”
Evidently I seem to have read this before, despite thinking that I hadn't but there we go. Having re-read it, I found that I did enjoy it more (or at least remember how much I enjoyed it) as it reminds me of all... More
Please sign in to write a review
Would you like to proceed to the App store to download the Waterstones App?
Or, add to basket, pay online, collect in as little as 2 hours, subject to availability.

domain: library


text: Abstract This paper reports the preliminary results of a study examining the role of structural overlap, language exposure, and language use on cross-linguistic influence (CLI) in bilingual first language acquisition. We focus on the longitudinal development of determiners in a corpus of two French–English children between the ages of 2;4 and 3;7. The results display bi-directional CLI in the rate of development, i.e., accelerated development in English and a minor delay in French. Unidirectional CLI from English to French was instead observed in the significantly higher rate of ungrammatical determiner omissions in plural and generic contexts than in singular specific contexts in French. These findings suggest that other language-internal mechanisms may be at play. They also lend support to the role of expressive abilities on the magnitude of this phenomenon.

domain: psychology


text:
Tuesday May 14
I'm travelling to Bangkok on AirAsia and want to head to Pattaya when I arrive.
My flight lands at Don Mueang Airport. Are there any direct buses from there to Pattaya? I don't want to hire a taxi to take me all the way.
Pattaya Grand Sale kicks off 2013 campaign July 15
Heads of regional business, tourism, sports and hotel associations announced the low-season campaign at the Long Beach Garden hotel April 29.
Love and the city
Jirachote Kaewsathean's life as a successful businesswoman in Pattaya has proven to be a true 'soil to star' story The life of Jirachote Kaewsathean, also known as Nicky, is a classic rags-to-riches story.
An Eastern Seaboard Networking Evening hosted by the British Chamber of Commerce Thailand and held in conjunction with AustCham Thailand, the American Chamber of Commerce in Thailand , and South African-Thai Chamber of Commerce , will take place on Friday May 10 at the Soul Lounge, Hard Rock Hotel Pattaya from 6.30 p.m. - 8.30 p.m. Admission cost ... (more)
International Business Times
Samsung Galaxy S4 Special Offer on Tradus Assures Free Ticket to Thailand
To avail the offer, customers have to register at www.teamredemptioncentre.com soon after purchasing the Galaxy S4 smartphone.


This is a task designed to utilise the huge range of media material available on the Madeleine McCann case to enable students to produce a case study that links to every section of Mass Media. Hopefully to act as a stimulus revision tool. Best used in conjunction with the mccannfiles website.
|Sun, 01 Jan 2015 18:48:57||File size: 40.1 KB|
|291 Downloads||0 Likes|


Lindsey Balkenbush scored a hat trick and third-seeded Freeman (7-5-0-0) blanked sixth-seeded Newport (2-10-2-1) 5-0 in a District 7 1A girls soccer first-round clash on Tuesday.
Freeman faces second-seeded Lakeside on Friday at 5:30 p.m. at Spokane Falls CC in a semifinal.
Abby Plyant and Brynn VanOrden supplied the other goals for the Scotties while Hannah Plyant made two saves for the clean sheet and added an assist.
Colville 4, Riverside 1: Keren Torres’ go-ahead goal in the 31th minute was part of a hat trick and the fourth-seeded Indians (5-7-0-1) eliminated the visiting fifth-seeded Rams (5-7-1-0) in a first round matchup.
Colville takes on top-seeded Deer Park (12-0-0-0) on Friday at 7:30 p.m. at Spokane Falls CC in a semifinal.
Torres added an assist on Aubrey Ekins’ goal late in the first half.
Great Northern League
East Valley 3, West Valley 2 (OT): Kaitlyn Harvey scored in the first minute of overtime and the Knights (11-1-0-0) edged the visiting Eagles (7-5-0-0) to complete league play.
Harvey opened the scoring in the 11th minute. Chloe Gellhaus assisted on both Harvey goals.
East Valley will host the district tile game on Oct. 30. West Valley hosts Clarkston in the first round of the District 7 2A tournament on Thursday.
Pullman 2, Clarkston 0: Senior Brooke Whitehead scored her first career goal and the Greyhounds (1-11-0-1) blanked the Bantams (4-8-3-0).
Pullman snapped an 11-game losing streak against Clarkston. Jocelyn Gross made five saves in the shutout and Elise French started the scoring in the 26th minute.
Pullman travels to Cheney in a first-round district matchup on Thursday.
St. George’s 4, Northwest Christian 2: Cambrie Rickard scored a hat trick and the Dragons (6-6, 2-2) defeated the visiting Crusaders (7-2, 2-1).
Subscribe to the sports newsletter
Get the day’s top sports headlines and breaking news delivered to your inbox by subscribing here.