Maximizing Outreach: Email Marketing Strategies

Email marketing has become an essential tool for universities to reach out to prospective students, engage with current students, and maintain connections with alumni. In the digital age, email is a primary mode of communication, and universities can leverage this platform to effectively disseminate information, promote events, and share updates. With the ability to reach a wide audience at a relatively low cost, email marketing allows universities to connect with individuals who have expressed interest in their programs and services. By utilizing email marketing, universities can create targeted campaigns that cater to the specific needs and interests of different demographic groups, ultimately leading to increased engagement and enrollment.

Furthermore, email marketing provides universities with the opportunity to establish and nurture relationships with prospective students, guiding them through the admissions process and providing them with valuable resources and information. Through personalized and strategic email campaigns, universities can showcase their unique offerings, highlight their commitment to diversity and inclusion, and ultimately attract a diverse pool of applicants. As such, understanding the importance of email marketing in university outreach is crucial for institutions looking to expand their reach, enhance their brand visibility, and increase diversity in their student body.

Key Takeaways

  • Email marketing is a crucial tool for universities to reach out to prospective students and engage with current ones.
  • Diversity, equity, and inclusion (DEI) initiatives should be integrated into email marketing strategies to ensure that all students feel represented and valued.
  • Personalized email campaigns can effectively target minority enrollment by addressing specific concerns and interests of underrepresented groups.
  • Tailored email content can help universities enhance diversity in their outreach efforts by showcasing the unique experiences and opportunities available to all students.
  • Engaging email communication is essential for improving minority retention and fostering a sense of belonging within the university community.

 

Implementing Diversity, Equity, and Inclusion (DEI) Initiatives in Email Marketing Strategies

In today’s increasingly diverse society, it is imperative for universities to prioritize diversity, equity, and inclusion (DEI) in all aspects of their operations, including their marketing strategies. When it comes to email marketing, implementing DEI initiatives involves creating content and campaigns that resonate with individuals from various cultural backgrounds, identities, and experiences. This can be achieved by incorporating diverse imagery, language, and perspectives in email communications, as well as highlighting the university’s commitment to fostering an inclusive environment for all students.

Moreover, universities can use email marketing as a platform to showcase their DEI initiatives, such as scholarship opportunities for underrepresented minority groups, support services for first-generation students, and culturally diverse campus events. By actively promoting these initiatives through targeted email campaigns, universities can demonstrate their dedication to creating a welcoming and supportive community for students from all walks of life. Additionally, implementing DEI initiatives in email marketing strategies involves ensuring that the content is accessible to individuals with disabilities, utilizing inclusive language, and actively seeking feedback from diverse stakeholders to continuously improve the effectiveness of the campaigns.

Targeting Minority Enrollment through Personalized Email Campaigns

One of the key advantages of email marketing is its ability to deliver personalized content to specific target audiences. When it comes to targeting minority enrollment, personalized email campaigns can be highly effective in reaching out to underrepresented groups and addressing their unique needs and concerns. By segmenting email lists based on factors such as ethnicity, first-generation status, or socioeconomic background, universities can tailor their messaging to resonate with these specific demographics. This approach allows for the creation of content that speaks directly to the experiences and aspirations of minority students, ultimately increasing the likelihood of engagement and enrollment.

Furthermore, personalized email campaigns can highlight the success stories of minority students and alumni, showcase culturally diverse campus resources and organizations, and provide information about specialized support services available to underrepresented groups. By demonstrating a genuine understanding of the challenges and opportunities facing minority students, universities can build trust and rapport with these individuals, ultimately encouraging them to consider the institution as a viable option for their higher education journey. Through targeted messaging that speaks directly to the unique experiences of minority students, universities can effectively increase minority enrollment and contribute to a more diverse and inclusive campus community.

Enhancing Diversity in University Outreach through Tailored Email Content

 

Metrics Before Tailored Email Content After Tailored Email Content
Open Rate 20% 35%
Click-through Rate 5% 12%
Conversion Rate 2% 5%
Engagement Rate 15% 30%

In order to enhance diversity in university outreach efforts, it is essential for institutions to create tailored email content that speaks to the interests and needs of diverse audiences. This involves going beyond generic messaging and instead crafting content that reflects the cultural, linguistic, and experiential diversity present within the university community. By incorporating diverse perspectives, stories, and voices into email communications, universities can create a sense of belonging and inclusivity for individuals from all backgrounds.

Moreover, enhancing diversity in university outreach through tailored email content requires a deep understanding of the unique challenges and opportunities facing different demographic groups. For example, universities can create content that addresses the specific concerns of first-generation college students, provides information about scholarships and financial aid opportunities for minority students, or highlights the contributions of diverse faculty members and researchers. By showcasing the richness of diversity within the university community and actively engaging with diverse audiences through tailored email content, institutions can foster a sense of connection and belonging that ultimately contributes to increased diversity in enrollment and retention.

Improving Minority Retention with Engaging Email Communication

In addition to attracting minority students to enroll in their programs, universities must also focus on improving minority retention rates through engaging email communication. This involves creating ongoing dialogue with minority students through personalized emails that provide academic support resources, information about campus cultural events, mentorship opportunities, and connections to affinity groups or student organizations. By maintaining regular communication with minority students and providing them with relevant and engaging content, universities can foster a sense of belonging and support that contributes to higher retention rates.

Furthermore, improving minority retention with engaging email communication requires a proactive approach to addressing the unique needs and challenges faced by minority students. Universities can use email campaigns to gather feedback from minority students about their experiences on campus, identify areas for improvement, and communicate the steps being taken to create a more inclusive environment. By demonstrating a commitment to listening to and addressing the concerns of minority students through engaging email communication, universities can build trust and loyalty among these individuals, ultimately contributing to higher retention rates and a more diverse campus community.

Ensuring Equality in Email Marketing Strategies for University Outreach

When developing email marketing strategies for university outreach, it is crucial to ensure equality in the delivery of content and messaging across all demographic groups. This involves avoiding stereotypes or tokenism in email communications, using inclusive language that respects all identities and experiences, and actively seeking input from diverse stakeholders to ensure that the content is relevant and respectful. Additionally, ensuring equality in email marketing strategies requires a commitment to accessibility, including providing alternative formats for individuals with disabilities and ensuring that all recipients have equal access to information and resources.

Moreover, universities must also prioritize equality in the distribution of opportunities and resources promoted through email marketing campaigns. This includes ensuring that scholarship opportunities, academic support services, and campus events are equally accessible and relevant to individuals from all backgrounds. By actively promoting equality through email marketing strategies, universities can demonstrate their commitment to creating an inclusive environment where all individuals have an equal opportunity to thrive and succeed.

Measuring the Impact of Email Marketing on Maximizing Diversity and Inclusion in University Enrollment

In order to maximize diversity and inclusion in university enrollment through email marketing, it is essential for institutions to measure the impact of their campaigns and initiatives. This involves tracking key metrics such as open rates, click-through rates, engagement levels, and conversion rates among different demographic groups. By analyzing these metrics, universities can gain valuable insights into the effectiveness of their email marketing efforts in reaching and engaging diverse audiences.

Furthermore, measuring the impact of email marketing on diversity and inclusion in university enrollment requires ongoing assessment of the representation of minority groups within the applicant pool and enrolled student body. By comparing demographic data over time and across different email campaigns, universities can identify trends and patterns that inform future strategies for maximizing diversity and inclusion. Additionally, gathering feedback from minority students about their experiences with email communications can provide valuable qualitative insights into the impact of these efforts on their decision-making process.

In conclusion, email marketing plays a crucial role in university outreach efforts aimed at maximizing diversity and inclusion in enrollment. By implementing DEI initiatives in email marketing strategies, targeting minority enrollment through personalized campaigns, enhancing diversity through tailored content, improving minority retention with engaging communication, ensuring equality in strategies, and measuring impact effectively – universities can create a more inclusive environment that attracts a diverse student body and supports their success throughout their academic journey.

Maximizing Enrollment: Data Analytics in Higher Ed Marketing

In today’s competitive higher education landscape, data analytics plays a crucial role in informing marketing strategies and decision-making processes. By leveraging data analytics, higher education institutions can gain valuable insights into the preferences, behaviors, and needs of their target audience, allowing them to tailor their marketing efforts more effectively. Data analytics enables institutions to track and analyze various metrics such as website traffic, social media engagement, email open rates, and conversion rates, providing a comprehensive understanding of the effectiveness of their marketing campaigns. This data-driven approach allows higher ed marketers to make informed decisions about resource allocation, messaging, and channel selection, ultimately leading to more efficient and impactful marketing efforts.

Furthermore, data analytics empowers higher education institutions to identify trends and patterns in the market, enabling them to anticipate changes in student demand and adjust their marketing strategies accordingly. By analyzing demographic data, enrollment trends, and student preferences, institutions can develop targeted marketing campaigns that resonate with their desired audience. Additionally, data analytics can help higher ed marketers measure the return on investment (ROI) of their marketing efforts, allowing them to optimize their strategies for maximum impact. Overall, data analytics is essential for higher ed marketing as it provides the insights and intelligence needed to drive successful enrollment and retention efforts.

Key Takeaways

  • Data analytics is crucial for higher ed marketing to understand student behavior and preferences, and to make informed decisions.
  • Minority enrollment in higher education requires a deep understanding of the unique challenges and barriers that minority students face.
  • Implementing diversity, equity, and inclusion initiatives in higher ed marketing is essential for creating a welcoming and inclusive environment for all students.
  • Data analytics can help identify and address barriers to minority enrollment, leading to more effective strategies for increasing diversity on campus.
  • Data analytics can play a key role in understanding the factors that contribute to minority student retention and in developing targeted retention efforts.

Understanding and Addressing Minority Enrollment in Higher Education

Minority enrollment in higher education has been a longstanding issue that requires attention and action from institutions. Understanding the barriers and challenges that minority students face in accessing and succeeding in higher education is crucial for addressing this issue. Factors such as financial constraints, lack of access to support services, and systemic inequalities can significantly impact minority enrollment rates. It is essential for higher education institutions to recognize these barriers and take proactive steps to address them in order to create a more inclusive and diverse student body.

In addition to understanding the challenges, it is important for institutions to actively work towards creating a welcoming and supportive environment for minority students. This includes providing targeted support services, fostering a sense of belonging, and promoting diversity and inclusion on campus. By addressing these issues, institutions can create an environment where minority students feel valued and supported, ultimately leading to increased enrollment and retention rates. It is also important for higher education marketers to understand the unique needs and preferences of minority students in order to develop effective marketing strategies that resonate with this demographic.

Implementing Diversity, Equity, and Inclusion (DEI) Initiatives in Higher Ed Marketing

In response to the need for greater diversity and inclusion in higher education, institutions are increasingly prioritizing diversity, equity, and inclusion (DEI) initiatives. These initiatives are aimed at creating a more equitable and inclusive environment for all students, regardless of their background or identity. In the context of higher ed marketing, implementing DEI initiatives involves developing marketing strategies that are inclusive and representative of diverse perspectives. This includes using diverse imagery and messaging in marketing materials, as well as actively seeking out opportunities to engage with underrepresented communities.

Furthermore, DEI initiatives in higher ed marketing involve fostering partnerships with community organizations and minority-serving institutions to reach a wider range of prospective students. By actively engaging with diverse communities and understanding their unique needs, higher education marketers can develop more effective outreach strategies that resonate with minority students. Additionally, implementing DEI initiatives in marketing involves creating a culture of inclusivity within the marketing team itself, ensuring that diverse perspectives are represented in decision-making processes. Overall, DEI initiatives are essential for creating a more equitable and inclusive higher ed marketing environment that reflects the diversity of the student population.

Strategies for Maximizing Minority Enrollment Through Data Analytics

Strategy Description
Targeted Outreach Using data analytics to identify potential minority students and reaching out to them with personalized communication.
Financial Aid Analysis Utilizing data to understand the financial needs of minority students and offering tailored financial aid packages.
Retention Analysis Using data to identify factors affecting minority student retention and implementing strategies to improve retention rates.
Community Partnerships Collaborating with community organizations and using data to target minority populations for recruitment efforts.

Data analytics can play a critical role in maximizing minority enrollment in higher education by providing insights into the unique needs and preferences of minority students. By analyzing demographic data and enrollment trends, institutions can identify opportunities to reach and engage with minority students more effectively. This may involve developing targeted marketing campaigns that speak to the specific challenges and aspirations of minority students, as well as leveraging data to identify the most effective channels for reaching this demographic.

In addition to targeted outreach efforts, data analytics can also inform the development of support services and resources that cater to the needs of minority students. By analyzing student data and feedback, institutions can gain valuable insights into the areas where minority students may require additional support, such as financial aid, mentorship programs, or academic advising. This data-driven approach allows institutions to allocate resources more effectively and ensure that minority students have access to the support they need to succeed. Overall, data analytics provides the intelligence needed to develop strategies that maximize minority enrollment and create a more inclusive higher education environment.

The Role of Data Analytics in Minority Retention Efforts

In addition to driving enrollment efforts, data analytics also plays a crucial role in supporting minority retention in higher education. By analyzing student data such as academic performance, engagement levels, and support service utilization, institutions can identify at-risk students and intervene proactively to provide the support they need to succeed. Data analytics enables institutions to track student progress and identify patterns that may indicate potential challenges or barriers to success for minority students.

Furthermore, data analytics can inform the development of targeted retention strategies that address the specific needs of minority students. By analyzing retention data and feedback from minority students, institutions can gain valuable insights into the factors that contribute to student success and satisfaction. This information can be used to develop targeted support services, mentorship programs, and academic resources that cater to the unique needs of minority students. Ultimately, data analytics enables institutions to take a proactive approach to supporting minority retention efforts by identifying areas for improvement and developing targeted strategies that address the specific needs of this demographic.

Achieving Equality in Higher Ed Marketing Through Data-Driven Approaches

Achieving equality in higher ed marketing requires a data-driven approach that prioritizes diversity, equity, and inclusion (DEI) initiatives. By leveraging data analytics, institutions can gain valuable insights into the unique needs and preferences of diverse student populations, allowing them to develop marketing strategies that are inclusive and representative of all students. This may involve analyzing demographic data, enrollment trends, and student feedback to gain a comprehensive understanding of the diverse student population.

In addition to understanding the needs of diverse student populations, achieving equality in higher ed marketing also involves creating a culture of inclusivity within the marketing team itself. By fostering a diverse and inclusive team environment, institutions can ensure that diverse perspectives are represented in decision-making processes and that marketing strategies are developed with the needs of all students in mind. Furthermore, achieving equality in higher ed marketing requires ongoing evaluation and adjustment of marketing strategies based on feedback from diverse student populations. By leveraging data analytics to track the effectiveness of marketing campaigns and gather feedback from students, institutions can continuously refine their strategies to ensure that they are inclusive and representative of all students.

Leveraging Data Analytics to Create Inclusive and Equitable Enrollment Practices

Leveraging data analytics is essential for creating inclusive and equitable enrollment practices in higher education. By analyzing enrollment data and demographic trends, institutions can gain valuable insights into the representation of diverse student populations within their student body. This information can be used to identify areas for improvement and develop targeted outreach strategies that aim to increase diversity and representation within the student population.

Furthermore, data analytics can inform the development of admissions processes that are equitable and inclusive of all students. By analyzing admissions data and identifying potential barriers or biases within the admissions process, institutions can take proactive steps to ensure that all students have an equal opportunity to access higher education. This may involve implementing holistic admissions processes that consider a wide range of factors beyond academic performance, as well as providing targeted support services for underrepresented student populations.

Overall, leveraging data analytics is essential for creating inclusive and equitable enrollment practices that prioritize diversity and representation within higher education. By gaining insights into the unique needs and preferences of diverse student populations, institutions can develop targeted outreach strategies and admissions processes that create a more inclusive environment for all students.

Simple Changes – Try these Resume Tips

4 Modifications That Will Make Your Resume a Breath of Fresh Air

As a job candidate, it’s easy to see recruiting supervisors as big, bad challenges that you have to conquer. They’re the gatekeepers, after all. But, this type of thinking causes weaker employment applications.

Consider it by doing this: Employing supervisors read a lot of resumes– to the point at which their eyes cross. More significantly, employing managers are just people like you. With this in mind, the only thing you need to do to stick out from the crowd is to have the one resume that lets them breathe a sigh of relief during this painful procedure. Here are four methods you can do very simply that.Try  these  simple  Resume Tips
1. Make the First Thing on Your Resume Instantly Relevant

There’s absolutely nothing worse for a hiring manager than needing to dig through a resume to discover what, exactly, an applicant’s relevant experience involves. Don’t make this harder than it has to be for the person who will be reading your resume, and make sure the very first thing on your resume is something you know he or she desires.

Are you applying to a sales position? Titling the first section of your resume “Sales God” might be an excellent way to begin. Tossing your hat in for a position that needs appropriate training or accreditations? Make that area number one. Go ahead. Make that hiring manager’s day, and start your resume with something that makes good sense for the position.

2. Don’t Put Your Reader in a battle with Text

So, you have handled to fit your resume all on one page with some efficient formatting and size eight font style. Well, let me stop you right there. No hiring manager is going to see that resume and believes, “Well, it’s still technically one page, so I much better provide it my full interest.” She or he will either read it while developing an impression that you’re currently a troublesome task candidate, or he or she will not even bother with the eye stress and simply toss it.

Be kind to your application reviewer. Leave plenty of blank/white space on that page, and utilize a right size typeface– even if it implies you have to cut some information. No big blocks of text. Favor bullets that don’t exceed two lines of text over paragraphs when explaining your experience. And, naturally, consider what you can do making your resume simpler to skim overall. (These 12 little tricks will point you in the right direction.).

3. Cut the Resume Speak and Specify.

Does your resume have phrases like “used creative social networks techniques” to describe how you posted to the company’s Twitter account every now and then? If so, you might be guilty of resume speak. (For severe– and incredibly humorous– examples of this, the Resume Speak Tumblr is worth a browse.)  Not only can recruiting managers see through this but even worse, resume talk typically obscures exactly what your genuine experience is.
There is no chance your resume can make a strong case for your skills and experiences if the language you utilize is inaccurate, fluffy, or difficult to understand. Be concise and defined when describing your experience (in the example above, perhaps, “Posted weekly Twitter updates and grew fans by 200 %”). The hiring supervisor will thank you– and maybe even call you.

4. Just Be Thoughtful.

I can’t stress this point enough. The individual who will (ultimately) reads your resume is a person. If you’re thoughtful, it will not go undetected.

Exactly what does that suggest? To begin, save your resume as your first and last name and “resume,” make your titles more detailed for easier scanning (for example, “SEO  Intern” rather of simply “Intern”), and, in fact, send out a cover letter that’s customized to the position.

Beyond that, put yourselves in the shoes of the hiring supervisor and consider exactly what would make his or her task much easier when it comes to assessing task candidates. No requirement for tricks inflated descriptions or corporate jargon. Attempt to get your experiences throughout as correctly and succinctly as possible, and emphasize the parts that are the most pertinent by pulling them out into their own section and putting that section at the top of your resume.

Yes, your resume may go through a candidate tracking system before it ever gets in front of a human being, however if you’re a great fit, it will ultimately get on the hiring manager desk. When that occurs, it’ll be these little things that you do that make the distinction between being just another job seeker and the one who stands out in the crowd and makes a hiring supervisor smile.

Black Male Teachers Needed

Teachers and education are universal; no obligation of caste and creed is associated with them. This widespread notion moves around the world, but when it comes to the USA, it appears to be a weaker one. There is a dire need for increasing the number of black male teachers in urban schools and districts of the country. As far as practical teaching is concerned in the classroom, black male teachers are found to have a tremendous impact. But the brutality is a huge flock of black men is present in schools in the form of custodians, or as food-service employees, or in the form of transportation workers. Even if they are found in the capacity of educators, most of them are employed in the form of physical education teachers or as a coach.Black teachers are in the minority in the classrooms and at estimation, they represent only 2% of the entire teacher population.

Recently, US Secretary of Education Arne Duncan is working towards black teacher recruitments. Among the several initiatives, TEACH.org, a public-private initiative is starting up a mission to aid applicants in finding appropriate places in the classrooms. However, this is not a speedy process and sometimes it is also felt that all the efforts are gone in vain. Why? Well here are the reasons with possible solutions to this problem.

As per the current data from the National Center for Education Statistics, it is found out that about 82% of public schools teachers trained in 2011-12 were whites. If a black teacher is given a classroom, there is a high likelihood that he might be only the one from two to three black appointees from the whole staff and that too in a black school. Mostly, hiring is done on ‘fit’ which just means will this person be able to meet in the school? If yes, then how much? The addition of a black man to the workforce can alter the school functionalities according to them.

The deficiency of black teachers is not limited to the classroom. It exaggerates further when the leadership roles in the schools are concerned. There is quite less possibility of finding a black teacher in the role of principal and assistant principal.

Mentoring is not a new trend with the inclusion of new educators; the expectation is that the black teachers will have someone as a mentor who considers them as their best interests and takes their professional development at heart. However, the situation is again a challenge for black teachers because now they have to find a black educator who is exceptionally willing to pair up with them and work honestly. There are many cases of young teachers taken off the track by their mentors, those who allow them to drown into the professional chasms.

On the other hand, the situation can be changed if black teachers are included in the nation’s classrooms. It could help to adapt the aspirations of the students. Diversity in the teaching force is the need of the time, and it is high time to make a commitment to it.

Black Transgenders: Still Marginalized

The declaration that the Defense of Marriage of Act is unconstitutional and the repeal of the “Don’t ask, don’t tell” are the things that gay ought to be jubilant about. However, there is a smaller group of individuals within this small group that still has to fight for their rights. These are the colored transgender individuals.

In employment and housing, they are put at a disadvantage by people and institutions that abuse them for having no legal protections. Statistics shows that one in five transgender Americans has been homeless frequently in their life because of discrimination and rejection by family. And to rub salt on wound, institutions that were established to help shelter homeless people have the guts to turn them down because of their gender status.

A study by the National Gay and Lesbian Task Force reveals that 78 percent transgender Americans have been discriminated from work. Next, lawmakers who are supposed to serve any group without prejudice are reluctant to pass a comprehensive Employment Non-Discrimination Act. Such apathy from the government allows discrimination in the local, state and federal to cripple transgenders from getting equal access to the American dream.

Even in getting the simplest things like renewing driver’s license, applying for a passport, credit approval and participating in elections are troublesome for transgenders simply because of their name and gender changes. This mainly happens in states that empower bureaucrats to impose personal biases and prejudices.

In a recent research report by the National Black Justice Coalition, it concluded that racial discrimination worsens the already bleak conditions for transgender people that prove that the gay community is a mirror of how detrimental societal ills are for this minority group.

26 percent of black transgenders are unemployed which is double the national average. 34 percent of them are living below the poverty line earning as little as 10,000 a year. Their poverty figure is more than twice the national average for all transgender people which is at 15 percent and quadruples that of the American population that is at 9 percent.

The group also needs better health care as more than 20 percent of black transgenders are HIV-positive, which is too high in comparison to the national average for all transgenders at 2.64 percent. With the above-mentioned conditions, it wouldn’t be a surprise why 49 percent of them commit suicide.

Janet Mock, writer and former editor of People magazine and a well-known advocate for transgender equality, describes how tough conditions are for transgender people compared to gay and lesbians. She said in her interview with The Root, “As long as marriage and families are based upon the lines of gender and sex, it will affect trans people and their families. Legal recognitions of all families, regardless of gender and sex, is also heightened by [the] patchwork of laws from state to state, which prohibit or allow trans people to change their relationships, marriages and access to benefits. Marriage equality has been largely about giving couples legal protections, so we must also extend those same legal protections to all LGBT individuals, specifically trans, low-income and people-of-color communities, regardless of marital status.”

Target Your Audience – Branding, Diversity and Technology

Branding is the key to business success. Whether you’re a small, locally owned electronics repair service, or a multinational corporation, a strong brand will set you apart from your competition. Successful branding is a complex, multifaceted process. It’s both an art and science, combining detailed, accurate data analysis with intuitive understanding of what your audience wants. With a great marketing company at your side, you can harness the power of proven, effective branding strategies that can bring you incredible success.

A great marketing company is like a personal trainer for your brand. Our job is to keep you on the right track so that you can successfully meet your goals. Like a personal trainer, we’ll help you evaluate and understand your brand’s “fitness level.” What have you done in the past to build and market your brand, and how well have those strategies worked? Have you been seeing more success as time goes by, or has your audience engagement been faltering lately? Just as a personal trainer will measure your BMI, body fat percentage, and other stats to evaluate where you are right now, we’ll help you understand where you stand. We’ll then work with you to make effective strategy changes that will bring you results. We keep you on a steady regimen of effective, high-quality content, taking consistent measurements along the way to make sure you see real progress. Just like a personal trainer will make sure you exercise and stop you from eating that extra donut, we’ll work with your brand to help you make the right branding choices, and avoid unwise decisions that could set you back.

Our job is to help you succeed , by using the latest techniques to give your brand a real advantage in today’s crowded online marketplace. We leverage the power of cutting-edge trends and technology to create laser-focused branding and marketing strategies tailored specifically to your unique brand. Using the power of the internet and social media, we help you reach out directly to potential customers and clients.

We help our clients reach their goals and achieve results by incorporating the Six Key Points of Branding. These six essential factors form the basis of an active, successful  Diversity branding campaign:

  1. Know Your Audience. Who are you targeting? What are their values? How do they behave as consumers? How can you reach out to them in a way they can relate to?
  2. Know Yourself. Who are you, as a company? Understanding your brand’s style, culture, and history will give you the tools to move forward with successful branding strategies.
  3. Measure Everything. Gather quantifiable data about your past metrics. Look at past failures and past successes. Understand the actions you took that led to where you are today. By evaluating your past and present metrics, you have a baseline that acts as a platform as you plan for future success.
  4. Set Measurable Goals. Use your past and present metrics as a guide to planning for future goals. When you know what success looks like for your company, you can forge ahead by formulating concrete, specific, and attainable goals that will move your company
  5. Be Consistent. Consistent publishing, rhythm, tone, and style are essential to building a strong brand and reaching your audience effectively.
  6. Authoritative, Validated Content. Not only do you need great content that provides real value to your audience, but you need to seek the endorsement of credible third parties whom your audience trusts.

These are the elements that every brand needs to succeed. Our job is to help you implement these six key points of branding, helping to reach out successfully to a worldwide audience of potential clients and customers.

PART !: KNOW YOUR AUDIENCE

The first key to successful branding is to know your audience. If you’re going to craft an appealing brand identity, you need to understand who you’re selling to. No company is selling to literally everyone. No matter what line of business you’re in, you have a target audience that you need to focus on. You need to make yourself appealing to these people. The key to doing so is to really understand them. What are their wants, needs, and aspirations? What appeals to them? What do they respond to? To understand your audience, you need to get inside their heads. You need to understand your audience on a psychological level, taking into account what really motivates them.

Understanding

Many people tend to think of “target audience” regarding traditional demographics. This consists of statistical information like age, income level, and ethnicity. This isn’t the way you want to approach your audience. Instead of thinking regarding demographic groups like “18-35-year-old men,” you need to think in terms of affinity groups. Within any demographic, and sometimes overlapping multiple demographics, there are numerous affinity groups. These groupings have far more bearing on how people self-identify, conceptualize themselves, and interact with others than mere demographic information. Think about how people form social relationships in the real world. They don’t necessarily gravitate toward people with similar demographic information. Not all 18-35-year-old men get along. Instead, people form affinities with others based on shared interests, life goals, and life circumstances.

For a good example of affinity groups, think back to high school. High school is a fascinating little sociological “petri dish” for examining human social interactions. People gravitate toward one another into friendship groups, based on shared tastes and interests. You have kids who are into athletics and play sports together. You have kids who are heavily involved in theater. There are groups of kids who love anime and video games. There may even be “alternative” or “gothic” kids with particular tastes in art and music. All of these people fall into a demographic group: 14-18-year-olds. However, these people are in entirely different affinity groups. They’re different people, with different tastes, interests, and aspirations. The kids who love sports may not respond to the same brand aesthetics as the kids who love black metal. Think about clothing companies in the 1990s and 2000s that marketed to teens. Remember Hot Topic? They branded themselves with that “different” demographic in mind. They sell an image that these kids relate and aspire to, drawing heavily on rock music, the 80s and 90s nostalgia, and quirky “Tim Burton” aesthetics. They know their audience, and by tailoring themselves to that specific affinity group, they’ve been immensely successful.

High school is a rather extreme example. Kids that age are figuring out their individual and social identities, and identifying with an affinity group means a lot more at that age than it does during adulthood. However, affinity groups still hold strong in the “real world” of adulthood. Think about Americans in a 25-50 demographic. An urban minority affinity group might not respond to the same branding strategies as people of the same age who live in the suburbs and work at office jobs. For most companies, targeting a 25-50 demographic as a whole won’t be a viable strategy. You want to go after an affinity group within that demographic. To successfully communicate the value of your product or service, you need to understand what people in that affinity group really want.

Values and Behaviors

You need to understand your audience’s psyches. What do they want, and what do they need? Human beings have needs and wants that motivate their behaviors. What does your target audience value? This can vary between affinity groups. As an example, think about how cars are advertised. Different makes or models of cars are targeted toward customers with different values, values that affect what they need from a car. Minivans are ideal for families with children, who need a larger vehicle. Commercials advertising minivans tend to evoke a sense of security. They underscore the reliability and safety of the vehicles, appealing to parents’ intrinsic desire to protect and nurture their children. Contrast this with BMW or Lexus sedans. These vehicles are sold through the image of luxury. They appeal to upper-middle-class status aspirations, emphasizing high-quality craftsmanship and luxury features. For the suburban mom with kids, the image of a sturdy, reliable minivan with a high safety rating is appealing. This kind of vehicle meets her particular needs, which are mainly practical. The ideal Lexus customer has different values and different needs. These two hypothetical people aren’t looking for the same thing.

So how do you understand what your target audience wants? You can ask them directly, of course, but this comes with a few caveats. What people want isn’t always what they say they want. Human beings have a tendency not to understand their desires and motivations entirely. What they say isn’t always what they do. A person’s actions can be far more telling than their words. The great business magnate Andrew Carnegie understood this. “As I grow older, I pay less attention to what men say. I just watch what they do.” Sometimes simply asking people what they want doesn’t give you the right answer.

A textbook example of this phenomenon is McDonalds’ “Arch Deluxe.” This sandwich was designed to meet a consumer demand for a burger that felt more “adult.” At the time, McDonalds had a decidedly child-centric brand image, with a focus on marketing toward children with Happy Meals, toy giveaways, and built-in playgrounds. In an attempt to appeal to what adults said they wanted in a burger, they created the Arch Deluxe. Its release was accompanied by a very expensive advertising campaign, which positioned the sandwich as a higher-quality, “premium” item. It failed miserably. People may have said they wanted a more “adult” burger, but in the end, people don’t go to McDonalds looking for a premium fare. It turned out that people didn’t want what they said they wanted.

So consumers aren’t always reliable when they tell you what they want. So how do you gain insight? The key is rigorous research that gives insight into consumers’ actual behaviors. By looking at their actions instead of their words, you can get a clearer, more reliable picture of what your audience really wants.

Researching Your Target Audience

Methodical, in-depth research is one of the keys to really understanding your audience. There’s a reason why big companies pour so much money and resources into consumer research, employing highly qualified sociologists and psychologists for their thorough insight into human nature and behavior. There are several approaches that you can take, including:

  • Dialog and discussion with your audience. Although consumers don’t always reliably report what you really want, dialog and discussion are still a valuable tool for gaining insight into your audience.
  • Analysis and research of consumer behavior patterns. Quantifiable data is a valuable tool for looking into large-scale consumer behavioral trends.
  • Competition analysis. What are your competitors doing to appeal successfully to your mutual target audience? Look at what has worked for them, and leverage those techniques for your own branding.

Research provides you with real, tangible data. Never assume that you know anything about your audience. Remember what they say about assumptions? When you blindly assume that you know what your audience wants, you’re wasting your time and money. Do research, analyze data, and measure results. This is the best way to build up an accurate picture of your ideal consumer.

Profiling your Ideal Customer

When you’ve done some serious, quantifiable research, you can use these insights to create a profile of your ideal customer. These profiles are like avatars. They represent a typical person that you would target. Who is this person? Who do they associate with? What kind of lifestyle do they lead? What kind of income do they make? A profile is a fictional persona, representative of the type of people you’re targeting. These avatars are based on the data and information you’ve gathered through your market research. When you gather a real understanding of the values, behaviors, wants, and needs of people in your target affinity groups, you can understand them on a psychological level. This deep understanding empowers you to create a strong, successful brand that makes a genuine appeal to your audience, one that they’ll perceive as authentic.

Using Your Knowledge to Laser-Target Your Audience

The value of all this specific information about your ideal consumers is that it allows you to target your marketing efforts with incredible precision. New technology like social media has given companies an unprecedented ability to target particular groups of people, those who will have a real interest in buying their products and services. This is like the difference between carpet bombing and precision missiles. You can “carpet-bomb” indiscriminately, wasting energy by reaching a huge area that happens to contain your target; or, you can send the rocket right into the window of the enemy base. When you focus your marketing efforts as precisely as you can, you save money, energy, and time. Digital marketing has opened up the possibility of precision targeting for marketers, in ways that didn’t use to be possible.

With traditional marketing and advertising media, companies were often forced to reach a very broad user base of people. Imagine a television commercial for an arthritis medication broadcasted on a major television network. It’s going to reach many, many people, but only a fraction of them will be your target audience: people suffering from arthritis. You could opt for time slots associated with television programs whose audience tends to overlap with yours, but your targeting options still paled in comparison to what’s possible with digital marketing techniques. Online marketing techniques let you set your sights on the people who matter. Instead of wasting time casting a broad net, you can leverage the power of tools like social media to laser-target your marketing directly to people who will actually buy from you. For example, let’s say you’re a young adult clothing company with an urban vibe. It doesn’t do any good for Bob the middle-aged accountant to see your advertisements. He isn’t in the affinity group that you’re targeting. He has zero interest in buying from you. By leveraging the power of the Internet, you can filter out people like Bob. Instead, you can focus on building brand awareness among young urbanites with a history of interest in products like yours. You can find people who have bought similar products to yours, and who’ve expressed interest in other brands that target the same audience. By going for a narrower target, you’ll see better results and get a much greater return on your investment. By knowing your audience, you can target the right people with laser precision.

PART 2: KNOW YOURSELF

Knowing your audience is the first step toward successful branding. The next step is knowing yourself. You need to understand who you are as a company and create an identity based on your knowledge of your audience. Your target audience has a need, and your role is to fill that need effectively. Your brand image should express and embody what you’re about. It’s important to understand your brand’s history, culture, and style, in order to move forward.

  • Understand your history. Where have you been in the past? What kind of image have you built up? What’s worked, and what hasn’t? Those who don’t understand history are doomed to repeat it. Take stock of what’s worked in the past, and what hasn’t. Have you had success with your previous marketing efforts, or have they fallen flat? If things haven’t been working, you may need to formulate an entirely new strategy. When you have insight into the past, you can plan for the future.
  • Understand your culture and style. What’s your company’s culture like, and what’s your brand’s unique individual “style”? Is your style effective, and does it embody a brand image that’s appealing and appropriate? If not, what can you do to overhaul your image for better results? Different companies have different “styles,” depending on what you’re selling. For some brands, an air of authority and professionalism is the key to success. Other companies can appeal most effectively to their audience with a conversational tone and a great sense of humor. If you’re a B2B shipping and logistics company, your brand will have a far different style and tone than a brand of energy drinks. Your style should be tailored not only to your audience but to your audience in the context of the need that your company can fill.
  • Understand your baseline metrics. Again, quantification is a major key to branding success. This ties into the concept of understanding your history. What kind of numbers have you achieved in the past? How many sales, website views, and other measurable interactions have you previously achieved, and what led to those numbers? It’s impossible to measure future improvement if you don’t have a baseline to compare against. Measure everything.

PART 3: MEASURE EVERYTHING

If you want to become a successful brand, you can never go in blindly. Never assume you know what you’re doing, in the absence of data that backs up your claims. If you really want to understand what’s worked in the past, what could work in the future, and how to make the changes that will lead to reaching your goals, you need to base your strategy on concrete, quantifiable data.

You need to measure your brand’s involvement and interactions with your customers. There are a number of data points that you should evaluate, including:

  • Phone Calls that you’re receiving in your office or call centers.
  • Website Traffic. Is your audience actually seeing your website?
  • Time spent on your website. It’s not enough to look only at the number of overall website visits. Those people could be there for two seconds and then leave immediately. This indicates that they’re not interested in your brand, or your website isn’t holding their attention enough to entice them to learn more. When people spend time on your website, it means they’re actually paying attention in a meaningful way.
  • Number of pages viewed by visitors to your Are people stopping after reading your homepage, or are they interested enough to explore the rest of your website? Are they actively looking into pages that talk about the services you offer, provide contact information or give more information about your company?
  • Downloads of materials from your website, like ebooks and white papers. Are people interested enough in your brand?
  • Video views. Is your audience interested in your videos?
  • Event attendees. Are you hosting events in person, like seminars? If so, how many people are attending?

These are all quantifiable metrics that can give you a useful portrait of audience engagement. This data will give you indispensable insights into what is and isn’t working. For example, let’s say your website traffic is relatively high, but people aren’t lingering for very long, and few visitors go further than your homepage. This indicates that you can take steps to improve your website’s design and functionality so that it’s more appealing to your audience. Without these metrics, you might not even realize that your website isn’t up to par.

Measure your past to plan for your future. Looking at past data, what does success look like for your company? Let’s say you have some promotional videos up on YouTube. Which videos have gotten the most views, and what led to their success? Is there something in their content that appeals more to your audience than the content of your less popular videos? When have you had the highest sales, or the most phone calls, or other high numbers that indicate success? Look at what you’ve done that’s been the most successful, and use your measurements to determine what you did to achieve this success. Find correlations between actions you’ve taken, and desirable results that you’ve achieved. This will give you the knowledge you need to determine what parts of your branding strategy you should keep, and which parts you may want to reevaluate.

When you’ve taken measurements that indicate what’s worked in the past, you can forge ahead and go after strategies that work. Separate the wheat from the chaff. Toss out old strategies that aren’t producing results. This isn’t always an easy decision to make. Sometimes, if you’ve poured a lot of time and money into strategies that have fallen flat, you feel like you’ve already invested too much to let go. Letting go feels like a defeat, like you’ve wasted time and money. This is a logical fallacy. If you keep failing strategies around out of precedent, or because of a sense of investment in them, you’re doing nothing but wasting more of your money, time, and resources. You can’t change the past, but you can learn from it. Learning from the past is the pathway to changing the future. Measuring your past empowers your brand to set concrete, measurable goals for the future.

PART 4: SET MEASURABLE GOALS

With the future, as with the past, measurement is the key. When you’ve measured your past to get an idea of previous successes and failures, you have a baseline that you can use to plan for the future. Past successes provide insight into what you’re capable of. When you look at a time when you had record sales, and the actions you took that led to that happening, you can set a goal to reach that pinnacle again. Your past and present metrics tell you what you can realistically expect. Your goals should be:

  • Goals like number of sales, the number of page views, or number of retweets on Twitter can be measured.
  • Measurable goals are specific goals. “Establish thought leadership” is a worthwhile aspiration, but it isn’t a specific goal. The way to achieve this broad goal is by setting specific goals. For example, publishing a guest blog on Forbes, or getting a press mention about your ebook in Business Insider, are specific goals that work toward establishing the thought leadership you need in order to build your brand’s authority and credibility. These are concrete goals, which you can take identifiable steps toward accomplishing.
  • Aim high, but not unrealistically high. Your past and present metrics give you the insight into what you can reasonably achieve, specifically, within a set period of time. If your brand has 10,000 YouTube followers, it might not be realistic to expect to have a million followers within a year.

Marketing goals are like any other goals, in business and in your personal life. Think about how people achieve fitness and weight loss goals. It isn’t enough to say “I’m going to lose twenty pounds.” You need to identify steps that you can take to reach that goal. You need a diet plan. How many calories do you need to cut from your diet per day, in order to reach that goal? How many calories can you burn working out? How many days per week will you exercise, and what kind of exercise will you be doing? These are specific, quantifiable, measurable goals. In marketing, just like with weight loss, the way to succeed is setting and achieving measurable goals.

PART 5: CONSISTENCY IS KEY

When you’ve measured your past, and set goals for your future, you’ll be ready to forge ahead with your branding campaign. One of the things to aim for is consistency. Successful brands are consistent in their publishing, rhythm, quality, voice, and style. Everything you do, every advertisement and piece of content, should feel like an integrated piece of a greater whole. Nothing you do should feel out of place. To solidify your brand identity in the minds and hearts of your audience, you need to build and maintain an image that’s consistent.

Consistency in Voice and Style

Every brand has a “voice,” a unique personality that comes through whenever you communicate with your target audience. One of the keys to successful branding is to keep your voice and style consistent.

A great example of consistent branding is Coca-Cola. They’ve crafted a unique, highly effective brand image that focuses on evoking feelings of togetherness, family, friendship, and emotional comfort. This is evident in all of the content and advertising they produce, and every ad they make has that warm and fuzzy “Coca-Cola” vibe. An example is a campaign they do every Christmas with the polar bears. These ads depict a mother bear bonding with her cubs over cool, refreshing bottles of Coca-Cola. These ads depict a heartwarming scene of family togetherness, creating an association in the audience’s minds between Coca-Cola and the positive emotions that come with social bonding. In the old “We Are the World” campaign, they linked Coke to togetherness and positive feelings by showing people from all over the world uniting together in friendship, community, and solidarity. Again, this embodies the Coca-Cola “personality,” linking their brand image to positive emotions. Coca-Cola has created a consistent brand personality that’s palpable throughout all of their marketing and advertising. Nothing is ever out of place, and none of their ads clashes with their established brand image. A commercial that was palpably sarcastic or sardonic would feel “wrong.” It would be out of character, like seeing someone you know do something that doesn’t fit their personality. Even for people who tend to like darkly sarcastic humor, a sardonic Coke commercial would prove unappealing or even unsettling.

Another good example of consistent branding is Geico. They’ve put out numerous campaigns, but all of them focus on using light-hearted humor to reach out to their audience, often by using absurd or larger-than-life characters and situations. The gecko commercials and the caveman commercials appeal using humor, building up a consistently quirky, likable, and accessible personality for their brand. The use of humor also helps set them apart from competitors in a crowded auto insurance marketplace. Geico has a consistent tone and style. Even before they’ve shown the logo or said the company name, a Geico commercial is unmistakable.

When you “break character” from your established brand image, the results can be disastrous. A great example of “what not to do” was the infamous Nationwide Super Bowl commercial. It did generate a good deal of publicity, but it wasn’t exactly positive. Nationwide’s branding usually positions their brand’s “personality” as someone like a neighbor you can always trust for good advice: “Nationwide is on your side.” They’ve traditionally advertised in a way that speaks to a sense of security and trust. With Nationwide “on your side,” you feel secure. The Super Bowl commercial was jarring and upsetting for people that saw it. The commercial painted a heartbreaking portrait of a child who would never experience life because they died in a car accident. The commercial’s goal, to raise awareness about the importance of safe driving, was commendable. However, it didn’t work to Nationwide’s advantage at all. It was off-putting and upsetting, not only because it made a strong appeal to negative emotions, but because no one expected it from Nationwide. The jarring inconsistency with Nationwide’s established brand image felt “off,” making the commercial even more unsettling. People expect Humane Society commercials to tug at their heartstrings, but not Nationwide commercials.

Don’t make the mistake that Nationwide did, and don’t deviate too much from a consistent brand image. Your marketing and advertising efforts should serve to strengthen and corroborate that image, not clash with it. All of your content should feel “on-brand.”

Consistency in Publishing

When it comes to content publishing, everything you put out should be consistent in its quality, rhythm, and timing. Consistent content can bring remarkable success. People are creatures of habit. A regular publishing schedule can go a long way toward making sure that your audience actually sees your content. This is where account management comes in. You need all of the content on your blogs, social media accounts, and elsewhere to be released at a constant, consistent rhythm. The way to reach out to your audience is a regular schedule of high-quality content publishing. Along with keeping a content schedule, the quality of your content should also be consistent. You don’t want to let your audience down by putting out half-hearted, mediocre content. Not every tweet, video, or blog article can be your absolute best, but every piece of content should be worthy of representing your brand.

Youtube Personalities: A Case Study in Consistent, Quality Content

Many young people, often equipped only with some software and a video camera, have found extraordinary success by publishing videos on YouTube. These people are a great example of the importance and value of consistency in branding, scheduling, and content quality. These kids know their brand, and they know their audience. They put out high-quality content, on a regular basis, designed to appeal to select affinity groups.

  • They have consistent personal brands. Youtube personalities have a consistent, likable persona that appeals to their audiences. You might call this a “personal brand.” They keep their screen persona consistent, creating a sort of “character” onscreen. The audience gets to know and love these characters, and knows what to expect from them. They project a consistent personality.
  • They know their audience. Youtubers know exactly what kind of audience they’re targeting, and they laser-target their content toward the people they’re trying to reach. A great example of good audience targeting is Pewdiepie. His audience consists of young teenagers who like video games. He’s developed and maintained a consistent style of humor that he knows appeals to them. He has his share of critics and detractors, but those people don’t matter. They’re not part of his target audience. He knows who he’s performing for, and he knows what they want to see.
  • They publish consistent content on a regular basis. Most YouTubers upload a new video about once a week. It’s almost always on the same day, at more or less the same time. Their audience knows exactly when they can expect new content, and they make a habit of remembering when to check for the latest uploads from their favorite Youtube stars.
  • Their content has a consistent, cohesive style and tone. Youtubers have their own unique humor or entertainment style. This stays consistent throughout all of their videos.

Most of these Youtubers are just kids, but they’ve leveraged the power of social media to make themselves known. They know their brand, they know their audience, and they release consistent, quality content. They’re an excellent model of online marketing success.

PART 6: AUTHORITATIVE CONTENT

There’s a popular buzzword saying in marketing circles these days: “Content is King.” This is wrong. Content is dead. Its throne was usurped a long time ago. It isn’t enough just to have content. The new ruler of the online marketing world is validated, authoritative, high-quality content.

When content marketing was a newer concept, just having content could set you apart from the crowd and give you an edge over your competition. Those days are long gone. Nowadays, everyone has content out there in the pipeline. Every brand is putting out their own content, making for a crowded marketplace where it’s getting harder and harder to stand out.  Nowadays, not just any content will do. Quality and authority are the keys to content success.

The Changing Landscape of Content Marketing

In the past, the content craze resulted in every brand scrambling to get large amounts of content, any content, onto the web. This flooded the Internet with reams of useless, low quality, and downright spammy content. This kind of content existed to boost search engine rankings by incorporating keywords, often at the cost of readability for real human beings. This became a problem, because when users would search the Internet for information, this subpar content was dominating search engine results. In response, Google released an algorithm update called Panda. Google Panda penalized low quality, poorly written content. This was a major step toward the new focus on quality that has come to dominate successful content marketing.

Your content has to provide real value to your audience of potential customers and clients. There are different approaches you can take to providing this value, depending on your brand’s style, tone, and target audience. You can create useful, informative articles and infographics that give people information they’re looking for. You can even provide value in the form of a good laugh if humor suits your brand image well. With great content, you’re providing value to your audience up front.

The most recent Google algorithm change to impact content marketing was Google Hummingbird. It’s important to craft your content in a way that Hummingbird will reward. This kind of content is:

  • Fresh content. It’s important for brands to put out new content on a regular basis.
  • Well-positioned content. An effective modern website homepage is like a “dashboard” for all of your brand’s online content. It should neatly consolidate your content, tone, and brand image, tying everything together to make a cohesive statement of what you’re about.
  • Content that makes good use of relevant keywords. Keywords are still a crucial component of your content, including all the pages on your website. There was once a time when all you had to do was shoehorn as many keywords as possible into the text on your website and company blog. Some websites would even hide a string of keywords at the bottom of the page, in a text color matching the background so they couldn’t be seen. Other websites would use keywords so often in their text, that it interfered with the clarity of the prose itself. These tactics are no longer effective. Keywords should be seamlessly integrated into the text content of your blogs, website pages, and social media content. They should never look awkward or out of place; in fact, their presence should be almost undetectable.
  • Content that is validated by third party authorities. On the Internet, there’s total freedom of speech. Anyone can say anything they want, whether or not it’s true. Nowadays, everyone knows that you can’t always trust everything you read online. This is why it’s become critically important for content to be validated by trusted, credible third party authorities. For example, posting a guest blog or getting an endorsement on Joe’s Random Business Blog won’t give you any air of authority. Who is this Joe, and what qualifies him to say anything about business or marketing? This hypothetical “Joe” is not an authority, and no one cares if he endorses your business. In contrast, posting a guest blog on Forbes or Entrepreneur is an entirely different matter. These websites are well-known, widely respected publications, which many people look to as relevant authorities within their industries. When Forbes vouchers for your brand or your content, it means something to your audience.

Third Party Validation: The Holy Grail of Content Marketing

Third party validation is the new Holy Grail of content marketing. If you want to succeed, you need the support of individuals and publications that your audience trusts. To build your brand’s credibility, leverage your network to find individuals who will serve as “brand ambassadors,” spreading the word about your company to people who look up to them and respect their opinions. Some of your best potential brand ambassadors include:

  • Former or current clients. Your clients are your best assets. If you’ve provided them with real value, and they’ve had great experiences with your company, they’ll be glad to personally attest to your brand’s quality.
  • Individuals with industry influence among your target audience. People have a natural tendency to look toward authority figures for guidance. There’s a reason why so many brands are so eager for an endorsement from popular Reach out to influential individuals that your audience respects. This has worked for many, many brands. For example, many cosmetic companies send out free samples to popular Youtube “beauty bloggers.” The Youtubers use the products in their makeup tutorials, cultivating positive brand awareness among a target audience of young women who are interested in makeup.

Guest posting in respected publications is another way to build your brand’s credibility and position your leadership as thought leaders within your industry. Don’t stick to your own tiny corner of the Internet. Posting on your own blog and social media pages is important, but you want to spread your content far and wide across the Internet. Reach out to blogs and publications that cater to your target audience, and increase you ability to deliver your brand’s message.

Content Marketing is a Long-Term Game

Content marketing is incredibly effective, but often decidedly indirect. You might not see the payout right away. Validated, authoritative, high-quality content is designed to provide immediate value to your audience of potential customers and clients. You’re building your brand’s image, appeal, and credibility. Great content allows you to create a rapport with your audience, encouraging them to develop a sense of growing loyalty to your brand. The ROI of content marketing is long-term, but once you’ve built your content empire, the results are worth the wait. You’re creating a genuine connection with your audience by leveraging the power of technology to get your message out into the world. Over time, great content leads to a strong brand identity, greater customer loyalty, and a considerable impact on your bottom line.

In a dynamic and ever-changing online landscape, a great branding company helps your brand stay on the path to success. By leveraging the latest technology, taking precision measurements and analyzing concrete, quantifiable data, and creating great content that provides genuine value to your audience, we’ll help you precision-target your marketing efforts to reach out to the people who matter the most. Content marketing is an exciting new frontier. New technologies like social media provide an unprecedented opportunity for brands to successfully communicate their message to a worldwide audience that matters. Smart online marketing can take your brand to the next level, bringing success that you never thought possible. This is the way of the future, and the future is now.

Diversity Best Practices In Hiring/Recruitment in The US

Most of the firms in the US promote the idea of diversity,  but the problem lies in making it workable which means to guarantee that every single hired employee feels welcomed in the firm and is given the same promotion chances as others to higher levels as far as his/her abilities allow.

Farzana Baduel throws some light on the positive side of diversity story in The US. She is MD at Curzon PR and initiated it in 2009. The organization is a public relation and strategic communications agency. Her entry into the public relations industry seemed to correspond with the era in which the image of the global sector was not cultivated at its zeniths, apparently showing many poor records when it came to diversity in the PR sector.

The recent figures on diversity practices show that only about 8% of PR practitioners are from backgrounds that belong to an ethnic minority. Apart from this figure, the industry has an excellent record of gender diversity, but still the white male domination can be seen at the top leadership positions. Public Relations are not the only field in the business sector which is in a struggling mode for the promotion of diversity in the workforce.

Farzana is a woman from an ethnic minority background, and she complains about the deficiency of diversity in public relation industry, enough to aggravate her. Although, she is much proud of her hiring record at Curzon’s PR because it includes a huge range of professionals from different cultural and national backgrounds, still the situation is unsatisfactory for her.

The moral side of the promotion of diversity, either related to gender or ethnic origin, has been for all times a stronger one. The practiced truth is that for any successful business, the benefits must take priority over the moral values when decision making is being done regardless of any diversity practices!

DIVERSITY IN WORKFORCE HELPS TO REACH SALES TARGETS MUCH EASILY

Opportunely, several studies evidently show that over the previous years, the importance of the promotion of diverse workforces for having positive business implications in much heightened. The most important notion is that we reside in the world where the population of target consumers is itself becoming much diverse for any company.

The result of this is obvious: those companies that embrace the group of workforces from different backgrounds regarding gender or ethnicity can better understand the requirements and requests of consumers, who are exceedingly becoming more and more diverse. The result is also supported by research from the New York-based Center for Talent Innovation, which exposed that when work teams consist of one or more members from diverse backgrounds, they are more able to understand the market of target consumers. They are also more able to invent new solutions and can quickly reach their sales targets.

The Wayne’s StartUp DNA research established that about 82.5% of individuals had the same opinion when they were asked about the diversity in teams at the workplaces. According to them, it helped them in overcoming various challenges and also aided with new thinking development and innovation.

Nevertheless, diversity is not only a number game. To harvest more benefits from a business, there must be a genuine, diverse workforce in it. There must be the nurturing of broad, open-minded and meritocratic working atmospheres in which people coming from minority origins feel happy and engaged. This will also facilitate these professionals to become comfortable and productive and contribute positively to earn a good business fortune.

HAVING DIVERSE LEADERSHIP BORES MORE FRUIT FOR THE BUSINESS

Another side that is often overlooked has a diverse leadership. There are several business industries where diversity is welcomed at the entry level, but it becomes overwhelmingly ethnic, and gender biased when it reaches to leadership roles. This sort of practice is entirely negative from the business point of view because that company where diversity and wide-ranging leadership is promoted is always benefitted by decisions by variety of viewpoints, standpoints, and life experiences. It then bestows the business with a unique competitive advantage in their market niches.

One thing is for sure, despite all these truths, formulation of a diverse workforce is something that needs actual work. It requires firms to make certain that diversity is not just merely an afterthought that comes in mind after a CSR presentation. Rather it is a value that is weaved in the core fabric of the corporate culture.

It can be promoted through the introduction of policies in which flexible working is permitted, and it is made certain that both women and men professionals from minorities can flourish. Companies must have frank and honest discussions about the ways in which they can promote diverse and inclusive working atmosphere.

The moral and business opinions for diversity are growing on a daily basis. It requires that not only diversity must be embraced, but it must be embarked upon as well, especially when the benefits of a successful and diverse workforce are considered.

MAKING DIVERSITY ACTUALLY WORK, INCORPORATION IN GOALS AND STRATEGIES

Once the business notion has been established, the workforce diversity can aid the organization to reach the fresh markets and create greater capital based on rational approaches, the business can survive well.  So how can one make it real? It is one thing that diversity is acknowledged, and it is the other that it is added as a value to the business and makes it a reality. Barbara Stern, the vice president of Diversity at Brookline, Mass-based Harvard Pilgrim Health Care, accepts that diversity recruitment is an act of balancing. Even when the business cases are clear, decisions must be made to ensure the certainty that black and Hispanics do not feel left out from the whole process and also that they do not feel lost. According to Stern, it is important that the customers must view diversity throughout the organization. Especially in organization customers, search for people in the organization who look like them and share their culture and values.

The marketing professionals also realize the importance of diversity. The recent total spending by minority groups in The US is approximate $500 billion on an annual basis, and it is estimated to grow further at a rate of 50% or even more in the next three years. Bob Baublitz, a marketing manager working in Bell Atlantic’s ethnic and premium markets division in the city of New York, acknowledges the importance of diversity by saying “Prior to we can sell to these clients, first we must have to hire them, promote them and retain the minorities because diversity inclusion begins at home”.

HOW TO PUT THEORY INTO ACTION? USE THE GUIDELINE BELOW:

To enhance the effectiveness of diversity practices at all the levels in the organization, it is mandatory that diversity first must exist in it. According to Simmons Associates, a New Hope, Pa. –based consulting firm, here are some key ways that can help in the recruitment of diverse employees:

  • Develop networks with minority students and colleges
  • Promote scholarships and corporate level internships
  • Aid the job fairs for minority communities
  • Strengthen partnerships with organizations for minority student professional
  • Develop partnerships with minority organizations
  • Check all the websites where the CVs of diverse individuals can be obtained
STEPS WHICH MUST BE TAKEN IMMEDIATELY

If you want to promote the diversity practices in your organization, then you must consider and implement the following plan:

  • Recognize and begin developing connections with national minority organizations. These must be not only on the basis to provide access to the college age minority students, but also for gaining access for those minority members who can work on mid or senior level positions.
  • Advertise recruitments on minority publications such as Emerge or The Advocate and Hispanic times, etc. Utilize your internal employee resource groups. Inquire the minority employees to give insight into places and ways which could help to recruit diverse applicants.
  • Create training sessions for leaders to make sure that the diverse candidates are not left out in the interviewing process, just because they are different.
  • Appreciate the cultural norms of diverse candidates
  • Create partnerships with marketing groups to make sure that all the marketing- not only the recruitment advertising- promotes a diverse combination of individuals.
TIPS AND STRATEGIES TO INCORPORATE DIVERSITY INTO RECRUITMENT AND HIRING PROCESS

The tips and the strategies for firms that are searching for the incorporation of diversity into the hiring process are given below:

Initially, in the first step, break up the hiring process into three functional parts so as to analyze and build up of diversity initiatives around the organization.

These are:

  1. Recruiting procedure
  2. Interviewing procedure
  3. Hiring procedure

In the next step, consider these functional parts in the two-dimensions, which are at the individual and the system levels.

Any employee who is involved in these three functional parts at any particular position (for example, at recruiter, or interviewer or as a hiring manager) must know and agree upon the minimum job requirements and the required job responsibilities. For example, the essential job function must appear in the job description, in the interview questions, and in the applicant rating system as well, when hiring decisions are to be made.  Diversity cannot be practiced until there is a sound system present to support it.

The cultural competencies must also be built up into the hiring process for the defined areas of diversity in the organization (for example, does the organization considers diversity by race and gender only or it does include age, sexual orientation and disability also). You can include:

  • Identification of the bias and barriers for the diverse candidates during the hiring process
  • Once these are identified, put efforts to educate all the employees who are engaged in the recruitment process when these barriers and biases appear during the recruiting, interviewing or in between the hiring process.
  • Initiate a process to make alterations so that these barriers can be eliminated.

The changing requirements of the workforce are recognized by most of the organizations. Some organizations even have employees who are retiring next year. The applicant pool these days is much different than it was years ago, so the need is to address those requirements.

First step: Workable diversity and inclusion methods for recruiting

The adoption of a key method for diversity recruitment will certainly embrace the expanding current recruiting practices. The consistent usage of this approach will result in gaining more diverse candidate group, and the workforce will be admirable. Studies have also revealed that about 65% to 75% of the hiring in The US is filled up via employee referrals or simply networking. Therefore, to get a diverse background, it is necessary to focus on the efforts that promote networking in diverse individuals. All employees must be viewed as potential recruiters for an organization. For this purpose, a referral bonus must also be given to the employees when someone new is hired via a referral.

Second step: Workable diversity and inclusion methods for interviewing

The best method by which an organization’s employee selection procedure can be made more inclusive and welcoming for the diverse applicants is to learn about it directly from the diverse candidates themselves. These are the professionals who have an authentic experience of bias and cultural misunderstandings, and they know how it feels. So they can prove to be the best sources from which ideas can be gained about how positive changes can be made within the firm regarding diversity practices. Thus, it also provides a way by which interview questions are generated for the diverse applicants.

Third step: Workable diversity and inclusion methods for hiring

Keep a track of new and past diverse hires. Address the mistakes were done. For the diverse hiring procedure, go on with whatever solutions helped the applicants to get hired easily. Inquire them about what works well and take their advice that can help in the organization’s initiatives for diversity hiring.

Good news: US companies weigh in on the matters of diversity

The aim of AT&T is: have the best professionals talent at the table from every ethnic background, according to Rick Gomez, the executive director of Global AT&T college recruiting. For this purpose, the firm develops programs and strategies that grab the attention of some minority applicants. It is because they simply give much importance to diversity in work teams. The company is also partnering with student organizations instead of their aim, and it also sponsors many national and local events for the promotion of diversity. They are working with organizations such as National Society of Black Engineers, etc.

Just like AT&T, another firm named Chubb Insurance makes a targeted approach and taps the doors of various campus organizations such as The Association of Latino Professionals in Finance and others. Chubb propagates its diversity practices through partnering with Howard University so that they can have several direct diverse hires from the University. Meghan A.Henson, the VP of Chubb Insurance explains that this partnership is done to focus on exposing diverse students to the insurance industry. Through it, they are permitted to spend a whole day at any of their 50 branches all over the country. In this way, they will learn about the industry practices and can also have a view of their lifelong career further in this field.

Other companies like the Bank of America has strengthened the partnership with 12 diverse colleges and universities across the country including the black colleges and several Hispanic-serving institutions. The firm recently recruits 200 schools globally to accomplish their targeted diversity efforts.

Upon examining several firms for the campus recruiting, it’s quite clear that US top companies are searching the diverse talent pools. Precisely speaking, all of us are diverse. Can anyone be defined by a box? Certainly no! Hiring must be done for the most qualified candidate. By using diversity recruiting practices, the whole applicant pool is nearly boiled down for finding the best and the most qualified candidate. So, overall the situation of diversity practices in recruitment and hiring in business is improving in The US. This means that recruiters realize the importance of diversity practices.

Diversity is important, and it must be practiced globally. For this purpose, most talented and committed professional having diverse perspectives should be brought together under one roof. In this way, people can also challenge each other’s thinking and can solve the organization’s problems with collective efforts; obviously, there will be numerous points of view for a single problem. Diversity is a vital element of business practices, and it must be valued and fostered in the workplaces as well. Programs that promote and celebrate diversity provide networking opportunities for employees. Diverse workforces must be encouraged because everything done must be for the benefit of customers. Promotion of diversity helps to create the best people, those who think and understand together and can fulfill the diverse demands of the global market much efficiently than others.

Unemployment and African Americans – Blacks need Jobs

African Americans consist of over 41.4 million in the United States. They being the second largest minority have employed themselves mostly in management, science, sales, business and arts occupations. It was found that black women are more into these sectors as compared to black men. With all these facts we discovered that still black Americans have 10.1% unemployment rate and if we see the graph below it illustrates the increasing trends in tenure as compared to other ethnic groups:

Moreover Black Americans have a double unemployment rate as compared to whites, though after February 2014 there has been a decrease in unemployment but the better economy hasn’t worked more beneficially for the blacks. Whenever the progress over economy takes place this minority has the least progress and it works against them briskly whenever the recession starts. In both the sides they are being affected the most. Since we were looking to read details we find some reasons for this cause:

Basically black’s working force employ themselves in lower-wage industries which have the most turnover rates. The degree of uncertainty is more which keeps many blacks out of employment for several months or years. Though US government has made discrimination illegal but still blacks find it hard to completely dismiss that race has no effect on their employment. They possess the same potential as compared to other races but still simple things like their name and complex made them hold back. Moreover the 9/11 incidents made a huge difference as many black Americans were thought to be the conspiring hand, many movedand looked for shelter. A lot looked for new employment and many had lost their trust over the white community. It was quite touching to know that black men age between 40-50 don’t think of having retirement and making new house or even buying a comfortable ride, what they focus on is to survive and remain intact to the present job.

 

A lot of Black People are looking for new employment and many had lost their trust over the white community. It was quite touching to know that black men age between 40-50 don’t think of having retirement or even buying a comfortable ride, what they focus on is to survive and remain intact to the present job. As the above graphs represent that during the season of 2014 the rate of unemployment stayed above 10% while whites were way below them. If we talk about the recent studies held we can see the graphs of wages have drop for African Americans (Black Americans) by 45 cents and as compared to whites and other ethnic groups there was an increase of 48 cents in wages in last fifteen years.

Last of the facts I want to share is that the jobs did increase over the past five years, there was an increase in the job market for black and figure touched to 2.3 million and if we see the black employment rate it went from 52 percent to 54 percent, as compared to whites their job market increased about 3.8 million. They got an increase of 3.4 percent. So we can interpret that jobs did increase and so does the ratio but not as compared to the whites there still lays a gap that needs to be covered up. It can only happen with time and spirit which human being contains. Lastly a quote that which makes the equality which humans should have:

“If we cannot now end our differences, at least we can help make the world safe for diversity”
(John F. Kennedy)

 

More Black Male Teachers – Please

Black Male Teachers Needed for Urban and District Schools in the U.S.

Teachers and education are universal; no obligation of caste and creed is associated with them. This widespread notion moves around the world, but when it comes to the USA, it appears to be a weaker one. There is a dire need for increasing the number of black male teachers in urban schools and districts of the country. As far as practical teaching is concerned in the classroom, black male teachers are found to have a tremendous impact. But the brutality is a huge flock of black men is present in schools in the form of custodians, or as food-service employees, or in the form of transportation workers. Even if they are found in the capacity of educators, most of them are employed in the form of physical education teachers or as a coach. Black teachers are in the minority in the classrooms and at estimation, they represent only 2% of the entire teacher population.

Recently, US Secretary of Education Arne Duncan is working towards black teacher recruitments. Among the several initiatives, TEACH.org, a public-private initiative is starting up a mission to aid applicants in finding appropriate places in the classrooms. However, this is not a speedy process and sometimes it is also felt that all the efforts are gone in vain. Why? Well here are the reasons with possible solutions to this problem.

As per the current data from the National Center for Education Statistics, it is found out that about 82% of public schools teachers trained in 2011-12 were whites. If a black teacher is given a classroom, there is a high likelihood that he might be only the one from two to three black appointees from the whole staff and that too in a black school. Mostly, hiring is done on ‘fit’ which just means will this person be able to meet in the school? If yes, then how much? The addition of a black man to the workforce can alter the school functionalities according to them.

The deficiency of black teachers is not limited to the classroom. It exaggerates further when the leadership roles in the schools are concerned. There is quite less possibility of finding a black teacher in the role of principal and assistant principal.

Mentoring is not a new trend with the inclusion of new educators; the expectation is that the black teachers will have someone as a mentor who considers them as their best interests and takes their professional development at heart. However, the situation is again a challenge for black teachers because now they have to find a black educator who is exceptionally willing to pair up with them and work honestly. There are many cases of young teachers taken off the track by their mentors, those who allow them to drown into the professional chasms.

On the other hand, the situation can be changed if black teachers are included in the nation’s classrooms. It could help to adapt the aspirations of the students. Diversity in the teaching force is the need of the time, and it is high time to make a commitment to it.

Racially Typifying

Punitive Attitudes & Racial Typification – The Setting In Trend Of Racially Typifying Individuals In US

America is facing a lot of social issues these days, whether it’s the field of education or employment, the most critical issue is the racial typification and the punitive attitude of the American people towards these racially typified individuals.

 According to Letty Cottin Pogrebin,

 “America is a nation fundamentally ambivalent about its children, often afraid of its children and frequently punitive towards its children.”

 

The word “punitive” refers to inflicting punishment in a very severe or unfair way. Thus, the term “punitive attitude” means to have a punishing, severe or unfair attitude towards someone or something or some matter.

Racial typification, as a term, can be defined as the act of representing or typifying something; some act, attitude or characteristic on the basis of one’s race. It is one of the most critical issues of the American society.

Racial typification is generally used in terms of criminal justice system and the crime typification in the USA. According to a dissertation written by Kelly Welch in 2002, it is believed that the American criminal justice system is the most punitive justice system in the world.

According to her survey and research, the punishing policy adopted by the American criminal justice system is quite brutal. But the sad part is that the public seems to support these policies without any remorse.

In her research, she says that the general public seems to blame the black people for most of the criminal activities; the blacks are being typified as criminals. This typification is caused by a number of factors; media representation of the blacks as criminals on certain crime dramas or serials, punitive attitudes of the general public and their racial prejudice.

She says in her report,

“Findings support the initial hypothesis of this research. Those who typify blacks as criminals are significantly more punitive in their criminal justice policy preferences than those who do not share similar racial perceptions. The relationship appears to be especially relevant for whites, and particularly for whites who are non-Southerners, less racially prejudiced, less concerned about crime, perceive crime to be less violent, and conservative. “

She further explains,

“Results indicate that watching more local television news increases the black typification of crime for minorities, while whites typify crime as a black phenomenon more when they pay closer attention to television crime news. In addition, the present analyses show that media consumption is not indirectly associated with punitive attitudes through the racial typification of crime.”

The fragments of the report, give us an idea about the racial typification of crime and the possible causes behind this phenomenon, but they don’t fully elaborate the theory behind this punitive and biased attitude of the general public.

Racial typification not only affects the lives and future prospects of the community being typified but it also creates opportunities for the extremists to disrupt the peace and harmony of a state.

According to me, one of the most basic reasons behind this punitive attitude and racial typification of crime is racism or racial prejudice.

In order to understand the reason behind the punitive attitude of the people towards criminals or crime suspects and the racial typification of crime, we shall go through another research paper.

The Research was based on the results of an earlier research conducted in the nineties (Roberts and Doob, 1990; Surette, 1998).It focuses on the relationship between media consumption and the attitude of the general public.

Kelly Welch, in her dissertation paper, mentioned that “media consumption is not indirectly associated with punitive attitudes through the racial typification of crime.” This simply means that the relationship between media consumption and the attitude of the general public is direct; the more media consumption of criminological dramas and stories, the more will be the severity of the people towards crime issues.

The report starts with the statement that people get most of the awareness of crime and justice issues from the media. There are specified crime channels where only crime based dramas and series are run. People who watch news on the television or radio or are fond of watching crime and justice dramas are more aware of the dangers of the world. These people are more likely to develop a fear of crime and lead extra careful and cautious lives. The main focus of the paper is the impact of media consumption on one’s:

  • Fear of Crime
  • Punitive Attitude
  • Perception of police effectiveness.

According to the report,

“Employing OLS regression, the results indicate that respondents who are regular viewers of crime drama are more likely to fear crime. However, the relationship is weak. Furthermore, the results indicate that gender, education, income, age, perceived neighborhood problems and police effectiveness are statistically related to fear of crime. In addition, fear of crime, income, marital status, race, and education are statistically related to punitive attitudes. Finally, age, fear of crime, race, and perceived neighborhood problems are statistically related to perceived police effectiveness.”

We all have our unique fears. Some fears are as harmless as a fly while others are the fears about the gravest realities of life.

The research has proved that people who watch news or crime based dramas on a regular basis are more prone to developing a fear of crime.

Crime talks are also quite common in the western world. Crime dramas get more viewer ratings than any other genre. That is why it is believed that most of the awareness about crime issues comes from the media.

“Ignorance is bliss.” So goes the saying. People who don’t watch crime dramas are less likely to develop a cautious attitude towards their surroundings.

Media consumption also affects the public perception of police effectiveness. Generally there are two perceptions about the police. Crime dramas represent the police as honest and sincere officers who spend their entire lives trying to protect their fellow men. While the daily newspapers and broadcasts represent policemen as dishonest and incompetent officials. Although the general attitude of the people is quite positive and they seem satisfied with the police. Yet there are people who are not satisfied with the criminal justice policies.

Similarly, when it comes to racial typification, research shows that crime dramas have typified the black as the criminals. So the general attitude towards the minority has changed. And so the society adopts a punitive attitude towards the typified race.

Another issue with the media consumption is that the crime dramas seem so real and violent, that a person develops a fear of being victimized. Especially, if there is news about a crime in a particular area, the people living that area will take more safety precautions than those living in some other place. These days, people are more afraid of being sexually assaulted, beaten up or murdered especially if they live in an area where such crimes occur on a daily basis. The fear gets so high that people feel dissatisfied with the performance of the police.

If a particular racial or gender group is being victimized by the opposite gender or racial group, the former group will be typified as a victim while the later as a criminal. Thus, the conflicts between the two groups will rise and public will develop a more punitive attitude towards the suspected criminal.

According to this research,

“Police effectiveness, fear of crime and punitive attitudes are important aspects of public attitudes toward crime and justice in the United States. First, police strategies reflect departmental values, which reflect community values. Negative or positive attitudes towards the police may influence police policy making and strategy. Second, citizen attitudes toward the police may influence decisions to report crime. Third, both fear of crime and punitive attitudes may influence policy making and law making by government agencies, as public support or opposition may determine policy.”

The results of the report state a number of factors that determine the punitive attitudes of the people towards crime and justice policy of the United States of America and the public opinion of the effectiveness of the American police. For example, race, income level, gender, education level, location and media consumption etc.

“The results indicate that white, married, and low-income (15k to 30k) respondents are more likely to have punitive attitudes, whereas black, college educated, and respondents with low appraisals of police effectiveness are less likely to have punitive attitudes. The results also indicate that older respondents, males and respondents with low perception of neighborhood problems are more likely to have low fear of crime, whereas, younger respondents, female, Hispanic, college-educated and respondents with low appraisals of police effectiveness are more likely to fear crime. Finally, bivariate results suggest that Hispanic, African-American, urban, and younger respondents are more likely to have negative or low appraisals of police effectiveness. Conversely, respondents with punitive attitudes, with a medium income (30k to 60k), older, white, with low perceptions of neighborhood problems are more likely to have positive or high appraisals of police effectiveness. However, there may be a number of factors that mitigate or enhance the relationships. Thus, it is necessary to conduct multivariate techniques to further address these relationships.”

The report closes with the following conclusion:

“Regular viewers of crime shows are more likely to fear crime. Although statistically significant, the strength of this finding is minimal. In addition, there are a few limitations with regard to the measures of media consumption. First, the type of crime show that the respondent is viewing is unknown. There are numerous types of crime shows that may focus on different aspects of the criminal justice system. For example, crime shows may focus on police, courts, private investigators, defense lawyers and sometimes even the criminals. In addition, some shows are more realistic, while others routinely portray violence, and consistently misinform viewers about the nature of the criminal justice system and criminality. It would be prudent to know which dramas the respondents are viewing. Second, employing television hours watched is problematic, since there is no way of determining what type of programs the respondent is viewing. There are a number of different programs that may or may not address criminal justice issues and address them in substantially different ways. Finally, examining newspapers as the primary source of crime news suggests that only newspapers influence respondents. It would be naive to suggest that respondents are not affected by a number of sources; for example, respondents who receive their primary crime news from newspapers may also be affected by presentations of crime from other sources such as films, television and/or personal experiences.”

Conclusion:

What I understand from the above-mentioned reports is that punitive attitudes and racial typification rise from our fears of crime and victimization and our dissatisfaction with the justice policy. We need to understand that the acts of a person cannot be used to define his entire nation. Just as there are good white people, so are there bad ones too. Same is the case with other racial groups. Virtue cannot be attributed to a single class of people. The crime dramas represent the criminals as insensitive and monstrous people who get pleasure in hurting and killing others. That’s why people develop a feeling of fear and hostility towards the criminals or crime suspects. This fear and hostility is the main reason behind the punitive attitudes of the general public. We should remember that crime needs to be eradicated, not the criminals.

The most basic cause of these attitudes is racism. If there is no racism, there will be no fears of being victimized by the opposite racial groups. We should erase the concept of racism from our minds. The need of the hour is to define each other not on the basis of race or gender but on the basis of humanity.

In the words of Martin Luther King Jr,

“I refuse to accept the view that mankind is so tragically bound to the starless midnight of racism and war that the bright daybreak of peace and brotherhood can never become a reality…I believe that unarmed truth and unconditional love will have the final word.”

Prisons Being A Punishment Rather Than A Place For Punishment

“My mind is free to go where it wants. But my body… has to remain within a 50 mile radius within the area I’m paroled at”, these are the words one ex-prisoner used to describe his feeling after release from prison. Society perceives prison as punishment instead of a place for punishment. This is a judgment in itself. When a person has spent time in prison, the law might vindicate him of the crime eventually but the re-adjustment issues which are to be faced at the hands of society and family do not let the person feel like a free man for a long time. On top of that, the strict parole conditions and mental effort it requires to re-start their lives from where they left, leaves many men incapable of going out of their house to avoid being sent back to prison.

 

Recidivism, which means a person’s inclination to slip back into criminal behavior which eventually results in that person being sent back to prison even after receiving intervention or undergoing correctional measures previous crimes, is said to be a direct result of the prison climate. Prison climate means the various characteristics of a correctional institute as they are perceived by the inmates of the prison. These include social interactions, emotional health while completing a prison sentence, administrative and organizational accessibility and physical health of the inmates. Prison climate is more commonly referred to as ‘prison environment’. Research shows that 1 out of every 5 men return to prison within a year of being released. 70% of these men are sent back due to violation of their parole supervision.

Research indicates that a prison with a ‘bad’ environment is frequently subjected to riots and instability. The inmates feel insecure and unheard. The staff feels overworked and underpaid. Everyone is dissatisfied. There are three most important factors which are necessary for a healthy climate at a facility. These are stability at the bureaucratic level, the dissatisfaction level of the correctional staff and the social environment of the place. Frequently, cases of physical violence are reported at prisons. These are due to a number of reasons which include the lack of privacy or having your personal space intruded by others, mental and physical monotony and sense of uselessness and the sense of being under someone else’s control. These factors visibly affect the social and cognitive environment of the whole place.

A number of evidences show that women experiences differ from men in US prisons. It is due to the fact that their relationship both inside and outside of prison matters in shaping the culture in women’s prisons. Even though men make up the majority of prisons in the US, the annual incarceration for women increased at a rate of 7.5%in 2004 as compared to 5.7% for men. Based on these figures, different studies show that men and women tend to cope differently when it came to form family structures within the prison and differed from the roles they would normally adopt in the society where men tend to isolate themselves from others and showed more aggression towards the other inmates. Another important issue that surfaces in many prisons is the child care and women worry about it when they are incarcerated. According to the statistics, 64% of women were primary guardians for their children prior to being incarcerated. It is quite likely that the life of male children is based on many traumatic events as they grow up in the prisons, but research has shown that female children experienced a higher rate of trauma.

To some extent gender imbalanced prison cells affected the overall climate of the prison in the US. According to the International Centre for Prison Studies, nearly one third of women prisoners are confined in US prison cells which account to almost 8.8% of the total US prison population. Another astonishing aspect is that this trend is on the rise. It all began in 1870s when the authorities in US started housing women in separate facilities. But it came up with one problematic feature as male staff used to operate these cells and they often tried to engage with women in immoral acts.  But with the passage of 1964 Civil Rights Act and the 1972 Equal Employment Opportunity Act, a policy shift occurred and as a result females started replacing the male employees and as of 2007 males now serve at restricted positions such as prison guards and make 40% of total post.

However, both the positive and negative experiences of both the male and female inmates matter and help shape the overall climate of that particular prison. What matters to both genders is the respect shown towards them, humanitarian principles being practiced, staff-prisoner relationships, degree of support provided to the prisoners, level of mutual trust, degree of fairness, overall maintenance of law and order, maintaining an appropriate prisoner safety level, well-being opportunities provided for personal development, amount of family contact, use or abuse of power, meaning attached to the penal experience and decency shown to prisoners. Some other measures included the quality of physical environment, different staff services and programs, and personal safety and security. Healthy prison indicators are based on whether prisoners feel safe, are treated with respect are able to and assisted in maintaining meaningful contact with their families. Overall the issue of reliability and validity are of particular importance.

For now the overcrowded prison populations continue to be one of the greatest challenges faced by the US prison system. Not only more strict crime policies and determinate sentencing profoundly increased the numbers of various criminals in prisons and generated extended prison sentences, but overall raised the annual prison population. This overpopulation and heavily relying on system has overburdened the state and has lately resulted into fast depletion of resources. Ultimately weakening the ability to seek to achieve rehabilitation and accomplishing only incapacitation rather greater benefits. Therefore, in order to counter this situation, state took aggressive measures and as a result the prison system in US has evolved a lot till now since its inception in the 16th century. Now most of the prisons in US are being designed, financed, built and operated by private companies. On one hand they take the operational burden off from the government and are more innovative but on the other handsome experts believe them to be flawed both in principle and in practice.

What can be concluded is that the social climate of a prison can influence rehabilitative outcomes. It is, therefore, recommended that the social climate of US prisons is regularly audited such that the changes over time are assessed, standards for improvement are set and targets are achieved. So much so that the need for additional resources or interventions is identified and responded to properly.

Gender Crimes In USA – The Duplicate Face of Hate and Wickedness

God created the Universe and then sent Humans to populate it, decorate it and enjoy the blessings bestowed on them by their creationist. He created relations, families, friends, all for humans to endure and adore. However, humans divided themselves into boundaries, religions, casts and cultures; destroyed and misused his environment and even destroyed the beautiful gender distinction. Male and female who were made to complement each other, grew apart, started disliking one another, and even became sworn enemies in some cases. This gave birth to multiple issues, one of the most prominent of them being Gender Crimes or Hate Crimes.

Crimes committed against a specific gender are termed as Gender Crimes; these include rape, forced prostitution, and many more. Gender crimes, in today’s world are not just because of hatred but are a source of putting a particular gender down, seeking revenge, generating profits and even seeking pleasure. Lately, many countries including USA are including gender crimes as categories in federal and state hate laws. However, in many parts of the world, gender crimes are usually not listed under hate crimes, they’re most commonly considered to be war crimes – the gender crimes committed during conflicts and wars like the Rwandan Genocide and Yugoslavian Civil War etc.

RAPES

The Department of Justice of the USA defines Rape as “Penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim”. To be more specific, rape is forced act of sexual penetration without the consensus of the target. Rape can be of various types including marital rapes, prison rapes, gang rapes etc. Though, despite of being one of the most common crime, is underreported as the victim is usually threatened and pressurized by the rapist or even his/ her own family and surroundings, in US, only 34.8% of the total number of sexual assaults were reported in 2013. The total number of rapes reported in USA in the year 2013, were 173,600+.

Despite popular beliefs, women aren’t the only victims of this hideous crime, it has been reported that 38% of rapes and sexual assaults are against men. However, rapes in men are even more underreported than those in women, because in addition to the external of respect, male ego is used as a tool to prevent the male victims from reporting this crime.

FEMICIDE

Femicide is defined as the killing of women by men due to various reasons, including cultural, religious and personal reasons. Author Diana Russell describes femicide as “the killing of females by males because they are females”. These killings are powered by various reasons including misogyny, domestic violence, sexual pleasure, sense of superiority and many more. There are various types of femicide including serial femicide, intimate partner femicide, corrective rape, lesbicide, racist Femicide etc.

Femicide in the USA kills over 1300 women every year. Usually, the reported cases of femicide have long and torturous histories of domestic violence, rapes and forced prostitutions. Although, the entire nation of the United States is affected by the virus of femicide, the Southeast and Southwest parts of the country are the biggest contributors to the statistics. Sadly, over 73% of the reported Femicide cases in the USA take place inside the women’s house or includes some blood relative, husband, in laws or lover of the victim.

HONOUR KILLING

The murder of a person by the members of his/ her family as a punishment of deviation from the family’s traditions or expectations is called honour killing. The victims of these killings are accused with non-conformity to the family’s anticipations or bringing shame and disgrace to the family’s name and prestige. The reason behind these killings can be as big as infidelity, eloping, homosexuality or as small as refusing to an arranged marriage, inappropriate dressing, addictions, seeking divorce. Often rape victims are murdered by their own families as they are believed to be a source of humiliation and indignity for them, as their dignities and piousness has been compromised.

In the USA, honour killings are viewed under the umbrella of domestic killings, and hence, making it very difficult to discourage or prevent it properly. However, it is reported that almost 90% of the honour killings in the USA involve Muslim families, and the usual causes of the crime include unacceptable western lifestyle of kids, marriage or liking outside of religion, conversion to other religions, refusing arranged marriage, live in or intimate relationships and many more.

FORCED PROSTITUTION

Forced or involuntary prostitution is referred to as the act of forcing or luring a person into prostitution by a third party against their will. It’s not uncommon for people to capture and force women into prostitution, in fact every year over 70,000 women are brought into the US against their will and are baited into prostitution. Different mediums including false promises and fake job opportunities are used to entice poor, innocent women. In the modern day US, media is the most commonly used tool for these kinds of shameful acts.

In USA, the girls that are forced into prostitution are as young as 12 to 14 years as reported by EPCAT USA – an organization working against human-trafficking and child prostitution. Sometimes, the reported age of girls forced into this demining act is as young as 7 to 9 years.

Gender crimes are a shame to our society, they are a big contributor to the reason why people aren’t safe even inside the boundaries of their own house, why people have a hard time trusting their own shadow, why people are on a watch out even for their family members, why people are afraid to live their lives the way they want. And even if a person survives these hideous crimes, the incident is imprinted on their minds and souls for the rest of their lives, and our society, instead of supporting these people and helping them live a normal life, look down upon them. If we really want our society to emerge, we need to hold hands and walk towards the day where there’ll be no crimes, no discrimination and no negativity.

Gender Issues and sex “Discrimination”

No matter how much we have progressed today as a people,  feminists are still given an awful unfolding. No doubt, even in first world countries like the US, those women who are excelling in the workplaces are demonized and called as anti-family with egoists personalities. This practice is still prevalent today. Although, there are many bypasses created by women, still many women in the US are not given equal rights to men. People call them ‘feminazis’ and they are even mocked by the misguided selves of others.

Dejectedly, the spirit of feminism exists for a cause – Gender inequality, which is found out to be one of the most persistent violations of human rights in the society of US. In fact, as the time is passing by it is getting worse and worse. As per a report published by the World Economic Forum, US holds a 17th position among the 22 industrialized countries that encourage the women labor force participation. The situation is alarming because in 1990s US held the 6th position on the same scale!

The wages earned by women are also less as compared to men. At an average, a white woman makes $.77 as compared to a white man who receives $1.00 for the same job on daily wages. If estimated, the loss of the gross income over a period of the lifetime can be as large as $1.2 million for women. The situation further worsens if the women belong to black or Latina ethnicity.

The whole story is remarkable because this is the matter of how women are perceived in the place of work has a straight correlation with how much they are compensated equally as compared to men. This notion also applies if the business is run by a woman. Whatever the race of life is, women are found to be making much lesser than the men.

The 2012 Harvard Business Review Survey of 7,280 leaders also reveals that women are considered as better leaders than men, yet many women who are working in the leadership roles have unsafe feelings for their appointments. They are pressurized to perform error-free, and because they think that their positions are indefensible, they tend to take every negative feedback of their work to heart. These feelings further continue when these women work in the corporate environments resulting in women packing themselves in their niche and never coming out of it.

Here the matter is to notice the value of women and their self-worth. Instead of doubting both, our society must provide them safe and equal rights as those with men. To help themselves, all women have to narrow down the boundaries of their beliefs that are keeping them back to move ahead. The society could help them if empowerment is practiced in real terms for women. Although, woman like Hillary Clinton have made a successful end-up in this race among men and women, there are many women who can bring much value to the world – still waiting to get recognized. The time to make a total mindset shift is yet to come!

Juvenile Offenders – Focusing On Lack of Education and Cache of Bad Company as Root Cause of Problem

 Juvenile offenders also referred to as juvenile delinquents are young people below the age of 18 who are arrested for various crimes or offenses ranging from theft and vandalism to rape and murder. This is a very unstable world and times we are living in today. There is conflict, security threats, uncertainty and neglect of humanity everywhere. Children who grow up in this chaotic world, undergo the transition from childhood to adulthood tending to become increasingly violent and exhibit delinquent behavior. In the United States, children who show delinquent behavior are punished in a Youth Detention Center.

There may be many causes of delinquency among young children and adolescents. Among these primarily is the fact that opportunities for employment and education are not evenly distributed for all. Other reasons include children who fall into bad company and develop a drug abuse problem, broken families or parentless children, sexual abuse, cruelty and parents who have an alcohol abuse problem. Sometimes neglect manifests itself in rebellious behavior in children. For example children whose parents work long hours or are preoccupied with other family members tend to commit crimes after their school hours. The friendships a child develops inside or outside the school also play a significant role in their behavior. It can have a direct impact on them navigating successfully through to adulthood and becoming a college graduate or developing a substance abuse problem and eventually dropping out of school.

It has been observed that 15-20% young people exhibit delinquent behavior due to mental illness. If we use a broader definition, this figure goes up to 90%! In The United States, demographics shows that the number of juvenile offenders is rising every year. For example, in 2007, there were approximately 72 million young offenders. This figure rose up to 75 million in the year 2013. This rate is forecasted to keep on increasing till the year 2015 at minimum. The Federal Interagency of Child and Family Statistics have predicted that by the year 2050, the population of delinquents might go up to approximately 102 million! The Office of Juvenile Justice and Delinquency Prevention also reported in the year 2009 that out of all juvenile offenders in The United States, 57% were White, 10% were black, 1% American Indian, 5% were Asian, and 22% of them belonged to the Hispanic community.

Since many children who are arrested for delinquent behavior have suffered psychological or physical abuse, they have learning disabilities, anger issues and fall behind in their studies. As a result, these children, who are already lagging in their education, have to sit through the deplorable outdated Education system of the Detention Centers. This results in them not being able to make a successful transition out and gives rise to recidivism. Research has shown a clear link between education and juvenile delinquency. Statistics shows us that if we compare academic performances of students and the probability of their turning into an offender, then 35% children who perform badly in studies are bound to become offenders compared to 20% children who have a good academic record.

Similarly, a study carried out by the Criminal Justice Policy Council reported the findings that 37% of the children and adolescents who had been held for crimes were less likely to return to prison if they only learned to read during their time in a Juvenile Correction Center.About 2600 juvenile justice facilities report that they provide classes and basic education services for the offenders. However, in many of these centers, the educational programs are low grade and insufficient for the juvenile delinquents. For starters, there is lack of timely and correct analysis and assessment of the needs students have when they enter the system. Research showed that about 16% students only have the basic reading and writing skills of a fourth-grade student. There is little or no coordination among different age groups of students or different skills level students and their learning potential with the teacher’s lessons. Quite a few of the teaching methods are antiquated, inappropriate, use outdated material and little or no technology is used. There is an overall dearth of resources.

Every morning the sun rises over these juvenile justice centers, there are about 70,000 students who come to take classes and learn. Almost 85 percent of these students are males. There may be a number of reasons for that. Males are generally more exposed to society and have a higher tendency to be aggressive. Almost 70% of those people turn out to be African American or Hispanic. However, due to poor teaching quality, these systems only do more harm than good and at the end, only 25% students have a progress good enough to enable them to enter a public school and manage to keep up with peers.

Federal reports show that out of all the students in juvenile justice facilities, only 15% improved their reading skills while in custody. Out of the long term students, only 26% improved their reading and writing skills. Only 2% are accepted into a program at any college. Almost 70% people who are tested are found to have some sort of learning disability. Lesser than 25% have received special guidance or services for their disability. The other 45% have not been catered to.  The irony in all this is that Justice Systems are more expensive to maintain than keeping teenagers in a normal school where they not only receive quality education, they also have more chances of progression and avoid mental problems that come along with living in incarceration.

The best way of preventing juvenile delinquency is to keep a strict watch and correct the problem at root level. Causes of crimes among teenagers need to be looked into and analyzed. Some of these causes like improving the home environment or lessening poverty are hard to eliminate but others like lack of education and falling into bad company can easily be rectified. After all, it is important to remember that these are still children, and they deserve all the perks that come with childhood. Every child deserves a happy home, security, ample opportunity for growth and progress. By providing affordable quality education, children can be saved from ruining their future.

Knowing African Americans Today

According to the census,  there are about 44,456,009 African American and Black people living in America. It is about 14.2% of the population of America. In District Colombia, 51% people are black the highest, and the lowest in Idaho and Montana, which is 1% only.

The poverty rate is 28.1% in Black and African American communities higher than all other minority communities in America, according to the census of 2012. It was increasing during the period of 2005 to 2012.  African Americans the black elderly were also taking public assistance like cash assistance, food stamps, Medicaid, and housing /section 8. During 2013 about 41.5%, black people were using food stamps. In 2013 census, black male people were 48%, and females were 52%.The education rate of blacks was also not very good, most that attended college did not complete their degree. We see that only 17% of black men have Bachelor’s degree compared to 30% of all men. African Americans have a low rate of labor force ranging from age 16 to 64.They don’t bother on working they either are full-time students disabled, or they have stopped looking for work. In the year 2013, African American males who worked full-time at median earnings of $37,290 as compared to $48,099 per annum. About 6% of black men at working age ranging (18-64years) are in federal jails or municipal jails, but other men are only 2% that is about three times higher than that. About 14% of black men are veterans in U.S army which is slightly less than the other man. About 16% of black men are considered as disabled whereas other men’s are 11%. The percentage of married black men is less than the other men. The divorce rate is also high in black men the widowed rate is less in black people as compared to the other. Black Race, men, like to marry with black women, not with other. Black people are more religious than others. Black women seem to be younger till the age of 35 while other are younger at 39.Only 57% of black women have attended college but only and 39% have completed their associate degree. Black women are successful than black men in getting an education. About 22% of black women have a bachelor’s degree that is less than of other women. African females have a high labor force percentage that is about71%, and other women are at 69% of the whole population, it is better than others.

 

Only 64% of black women held in white collar jobs while 8% are doing blue collar jobs. Black women are the head of 29% of all black households which is very higher than the other women. According to 2008 the most of black people in America were Christian generic, and the least are Muslims.26.4 million black people earn $ 135 billion annually in black business. According to the elections of 2008 & 2012, it seems that the black vote was a key to the Democratic Party rather than other parties.

We can conclude that black people in America are slowly moving towards betterment. Motivated and fueled by the election of a Black President.

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Branding, Diversity and Technology

Branding is the key to business success. Whether you’re a small, locally owned electronics repair service, or a multinational corporation, a strong brand will set you apart from your competition. Successful branding is a complex, multifaceted process. It’s both an art and science, combining detailed, accurate data analysis with an intuitive understanding of what your audience wants. With a great marketing company at your side, you can harness the power of proven, effective branding strategies that can bring you incredible success.

A great marketing company is like a personal trainer for your brand. Our job is to keep you on the right track so that you can successfully meet your goals. As a personal trainer, we’ll help you evaluate and understand your brand’s “fitness level.” What have you done in the past to build and market your brand, and how well have those strategies worked? Have you been seeing more success as time goes by, or has your audience engagement been faltering lately? Just as a personal trainer will measure your BMI, body fat percentage, and other stats to evaluate where you are right now, we’ll help you understand where you stand. We’ll then work with you to make effective strategy changes that will bring you results. We keep you on a steady regimen of useful, high-quality content, taking consistent measurements along the way to make sure you see real progress. Just like a personal trainer will make sure you exercise and stop you from eating that extra donut, we’ll work with your brand to help you make the right branding choices, and avoid unwise decisions that could set you back.

Our job is to help you succeed, by using the latest techniques to give your brand a real advantage in today’s crowded online marketplace. We leverage the power of cutting-edge trends and technology to create laser-focused branding and marketing strategies tailored specifically to your unique brand. Using the power of the internet and social media, we help you reach out directly to potential customers and clients.

We help our clients reach their goals and achieve results by incorporating the Six Key Points of Branding. These six essential factors form the basis of an active, successful  Diversity branding campaign:

  1. Know Your Audience. Who are you targeting? What are their values? How do they behave as consumers? How can you reach out to them in a way they can relate to?
  2. Know Yourself. Who are you, as a company? Understanding your brand’s style, culture, and history will give you the tools to move forward with successful branding strategies.
  3. Measure Everything. Gather quantifiable data about your past metrics. Look at past failures and past successes. Understand the actions you took that led to where you are today. By evaluating your past and present metrics, you have a baseline that acts as a platform as you plan for future success.
  4. Set Measurable Goals. Use your past and present metrics as a guide to planning for future goals. When you know what success looks like for your company, you can forge ahead by formulating concrete, specific, and attainable goals that will move your company
  5. Be Consistent. Consistent publishing, rhythm, tone, and style are essential to building a strong brand and reaching your audience effectively.
  6. Authoritative, Validated Content. Not only do you need great content that provides real value to your audience, but you need to seek the endorsement of credible third parties whom your audience trusts.

 

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Release of Pathways to Diversity and Inclusion – An Action Plan For Brown University

“There never were in the world two opinions alike, any more than two hairs or two grains; a universal quality is diversity.” Michel De Montaigne

Nature itself is a diverse phenomenon.  There is diversity in everything; even the water that flows into the same river can be of two types. Human beings are no exception to this phenomenon. They may have same physical structure, and all but their features vary to a great extent. These differences define nations. Diversity doesn’t end at the physical qualities of the person; it’s a great concept. Diversity has further classifications i.e. racial diversity, religious diversity, cultural diversity, geographical diversity, linguistic diversity and the list goes on. The classifications have further sub-classifications.

For centuries, racism has affected the lives of nations; the powerful nations destroyed the less powerful nations. I’m neither saying that the blacks have been oppressed all the time nor am I saying that the whites haven’t ever been oppressed at all. Over time, our world has turned into a competition for survival where everyone is fighting to survive.

We know that America is the most diverse nation in the world; there are people from almost every religious, ethnic, cultural and racial background. Take a ten-minute walk to the nearest park or grocery store and you’ll meet at least one person from another background.

Just as there are good things about diversity, so are there bad things one of which is racism. America suffers from this issue in almost every field of life, whether it is the education sector or the employment sector. The need of the hour is to understand, that every human being, no matter what their race, religion, language or culture, is a part of this world. They’re humans, each blessed by nature one way or the other.

The need of the hour is to find ways for the inclusion of all people irrespective of their religious, social or cultural backgrounds.

Miller and Katz have defined  inclusion in the following words:

 “Inclusion is a sense of belonging: feeling respected, valued for who you are; feeling a level of supportive energy and commitment from others so that you can do your best work.”

Release of the Inclusion Action Plan

In the words of Maya Angelou,

“We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color.”

 

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The Pros And Cons Of Four-Day School Week – An Attempt To Back Up The Tumbling Finances

 

Many schools in the United States changed the school week to a four-day week; most also extended each school day by an hour or more. A four-day week is basically an arrangement where a school is attended by students for the course of four days rather than five days. There is no specific day some schools do not have classes on Friday while others prefer to give the students Monday off.

Sometimes, the school week is trimmed to cut down its costs and expenses or for flexible working hours. Other than that, switching to a four-day school week could give children more time for homework and families responsibilities and has the potential to lead to a higher quality education and learning environment.

A study by Tulane University revealed that under a four-day week, teachers were absent less often and faculty turnover was significantly reduced. And students actually behaved better, they were attentive and showed better attitudes under the new system.

PROS OF THE FOUR-DAY SCHOOL WEEK

  1. Cut Down Expenses

Most school districts have changed the school week to a four-day week; to save money on operating costs, including running school buses and paying bus drivers. Schools find that a shortened school week can save up to 2 percent of overall costs, and they don’t have to pay overtime salaries for their supporting staff. While some of the schools who also followed four-day week have reported even higher savings.

  1. Students Performance

People had said that students under four-day school week program will suffer academically. But an early study has revealed that students are responding well, and their academic performance has improved. In another study, the results showed that students in Colorado school District accomplished better grades in a four-day school week rather than five day week.

Students do not skip multiple days, when they know there is a three day weekend coming every week, therefore, attendance increases as well as student’s efficiency.

  1. Sense of Responsibility

A four-day school week is an excellent way to enhance the sense of taking responsibility for your own actions in a child. Although, it is the dream of every student to get an additional day off from school every week, but the four-day school week does not mean that students get a day off from completing homework assignments and preparation for upcoming exams.

More often students will have the ability to study or catch up on homework, especially if they are behind on their work. The extra day off helps the students to figure out the way of learning and allows them to adopt any information absorption method, which suits them best.

  1. Self-Confidence of Students and Teachers

If students and teachers both get the opportunity to get rest and time to figure out their work, then they can cooperate with each other in a better way. A four day school week is better than five days school week because stress levels are less, and it eases the burden of teachers and students both.

Four-day school week decreases the workload of teachers, and it enables the students to receive an improved education without changing the schools. The confidence of students has also improved; they are now able to set their schedule.

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