Corporate America is increasingly aware that gender diversity and inclusion of all groups is good for the bottom line, but the corporate career pipeline for women remains stubbornly leaky, particularly for women of color, meaning women are disappearing from the career and leadership trajectory at every stage of their professional lives. This is according to a curated research report prepared by Bentley University’s Gloria Cordes Larson Center for Women and Business (CWB) to highlight the factors behind the leaky pipeline and dive into interventions for U.S. businesses and for women.

The report notes several primary reasons why the leaky pipeline persists, including early barriers. Entry-level women, for example, start out making 20 percent less than their male peers, and women are 21 percent less likely than male peers to be promoted to the first level of management. Women in mid-career often face unconscious bias against mothers and work-life balance issues. Compared to men, women lack adequate access to career-building relationships such as sponsors, mentors, role models and networks.

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The tributes to former President George Bush in recent days have focused on his essential decency and civility, and his embrace of others, including even his onetime opponents. But the “last gentleman,” as he has been called, was not always so gentle.

Mr. Bush’s successful campaign for the presidency in 1988 was marked in part by the racially charged politics of crime that continues to reverberate to this day. The Willie Horton episode and the political advertising that came to epitomize it remain among the most controversial chapters in modern politics, a precursor to campaigns to come and a decisive force that influenced criminal justice policy for decades.

Mr. Horton was an African-American prisoner in Massachusetts who, while released on a furlough program, raped a white Maryland woman and bound and stabbed her boyfriend. Mr. Bush’s campaign and supporters cited the case as evidence that his Democratic opponent, Gov. Michael S. Dukakis of Massachusetts, was insufficiently tough on crime.

To many African-American people, the scars from that campaign attack remain fresh. Whatever Mr. Bush’s intentions, they said, the campaign encouraged more race-based politics and put Democrats on the defensive, forcing them to prove themselves on crime at the expense of a generation of African-American men and women who were locked up under tougher sentencing laws championed by President Bill Clinton, among others.

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Race, as a matter of constitutional principle, cannot factor into the selection of jurors for criminal trials. But in the American justice system, anyone with a bit of common sense and a view from the back of the courtroom knows the colorblind ideal isn’t true in practice.

Racial bias largely seeps in through what’s called “peremptory” challenges: the ability of a prosecutor — and then a defense attorney — to block a certain number of potential jurors without needing to give the court any reason for the exclusion.

The number of challenges allowed varies by state, but commonly 15 or more are permitted. Folk wisdom, among those familiar with the song and dance, is that prosecutors use these challenges to remove nonwhite jurors, who are statistically more likely to acquit, while defense attorneys — who can step in only after the pool has been narrowed by prosecutors — typically counteract by removing more white jurors.

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THEIR FACES ARE familiar for the feelings of horror and shame they produce in me. Mickey Rooney as Mr. Yunioshi in 1961’s “Breakfast at Tiffany’s,” stumbling around his Manhattan apartment in a blue bathrobe, his face contorted — lips barely closing over grotesquely pronounced buckteeth, slicked-back hair dyed jet black. Ashton Kutcher as a Bollywood producer, Raj, in a 2012 commercial, his skin darkened, a brown mustache affixed to his face, speaking in a cheap singsong voice, swaying his body, which is clad in a bright blue silk sherwani, back and forth to imitate the Indian head waggle. Tilda Swinton, otherworldly in her beauty, as always, but monkishly bald as the Ancient One, a character originally intended to be Tibetan, in 2016’s “Doctor Strange.” More subtle, but still just as shocking: Emma Stone — blonde and green-eyed — as Allison Ng, leaning against a kitchen island in a scene from 2015’s “Aloha” and saying, “My dad was half Chinese, half Hawaiian,” as breezily as if she were saying goodbye to someone on the telephone.

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“I’m out of office until 2019.”

The automated email replies from working women were part of a campaign to mark Equal Pay Day in Britain on Saturday and to draw attention to the country’s gender pay gap.

The Fawcett Society, a group that campaigns for gender equality and women’s rights, set Nov. 10 as the date in Britain when women begin working effectively “for free” when compared to men, based on the disparity in pay annually.

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If the world of STEM is looking for more women role models, Véna Arielle Ahouansou and Alejandra Estanislao are candidates.

Both are young and have degrees in a field involving science, technology, engineering or mathematics — the disciplines where women are significantly underrepresented.

Dr. Ahouansou, 25, has a medical degree from her native Benin, a small West African country. Two years ago she parlayed that into a start up, Kea Medicals, that has created electronic patient record management software that is now available in five African countries.

Ms. Estanislao, 31, originally from Venezuela, also wanted to be a doctor but got a degree in mathematics and finance at a top French engineering school, and she is now a software engineer at Google in Paris.

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Native American leaders and organizations point out that there is high demand for educators at Tribal Colleges and Universities (TCUs) as the institutions seek to prepare their students to become nationbuilders and sustain the history and vibrancy of Native cultures and languages.

E­fforts to increase the number of Native educators over the last few years have largely been in place at TCUs, many of which recruit from within their tribal nation or tap into a population of educators who are passionate about upholding the cultural mission of TCUs, says Dr. Cheryl Crazy Bull, president and chief executive officer of the American Indian College Fund.

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Higher education leaders can take cues from Tribal colleges and universities (TCUs) to better support Native American students, according to a research brief published by the Penn Center for Minority Serving Institutions (CMSI) at the University of Pennsylvania.

The brief “Native American Student Success: The Effect of Tribal Colleges and Universities on Native American Student Retention” examines the culturally relevant experience offered at TCUs and ways for mainstream institutions to establish partnerships for Native student success.

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 In 2013, a funeral director who had been known as Anthony Stephens wrote to colleagues at a Michigan funeral home, asking for patience and support.

“What I must tell you is very difficult for me and is taking all the courage I can muster,” the letter said. “I have felt imprisoned in a body that does not match my mind, and this has caused me great despair and loneliness.”

“I will return to work as my true self, Aimee Australia Stephens, in appropriate business attire,” she wrote. “I hope we can continue my work at R. G. and G. R. Harris Funeral Homes doing what I always have, which is my best!”

Ms. Stephens had worked there for six years. Her colleagues testified that she was able and compassionate.

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New research released Tuesday from the Georgetown University Center on Education and the Workforce (CEW) found that “misguided admissions practices” and inequality in funding are splitting the public higher education system into two separate and unequal tracks.

The report, “Our Separate & Unequal Public Colleges: How Public Colleges Reinforce White Racial Privilege and Marginalize Black and Latino Students,” stated that the elite, public four-year colleges do not represent the populations they are supposed to serve, in part because of their reliance on standardized testing.

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