Colleges and universities should be much more aggressive in recruiting and preparing Black males to become school teachers.

That was one of the many sentiments expressed on Thursday among scholars and practitioners who gathered at the International Colloquium on Black Males in Education in Dublin.

The number of Black males in the U.S. teacher workforce continues to hover at about 2 percent – a dismal number — that former U.S. Secretary of Education Arne Duncan tried to tackle back in March 2012 when he launched a national initiative aimed at recruiting and training 80,000 new teachers.

In other countries across the globe, the numbers are equally troubling.

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 If you are a Verizon customer on the East Coast, odds are good that your cellphone or tablet arrived by way of a beige, windowless warehouse near Tennessee’s border with Mississippi.

Inside, hundreds of workers, many of them women, lift and drag boxes weighing up to 45 pounds, filled with iPhones and other gadgets. There is no air-conditioning on the floor of the warehouse, which is owned and operated by a contractor. Temperatures there can rise past 100 degrees. Workers often faint, according to interviews with 20 current and former employees.

One evening in January 2014, after eight hours of lifting, Erica Hayes ran to the bathroom. Blood drenched her jeans.

She was 23 and in the second trimester of her first pregnancy. She had spent much of the week hoisting the warehouse’s largest boxes from one conveyor belt to the next. Ever since she learned she was pregnant, she had been begging her supervisor to let her work with lighter boxes, she said in an interview. She said her boss repeatedly said no.

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 The Trump administration is considering narrowly defining gender as a biological, immutable condition determined by genitalia at birth, the most drastic move yet in a governmentwide effort to roll back recognition and protections of transgender people under federal civil rights law.

A series of decisions by the Obama administration loosened the legal concept of gender in federal programs, including in education and health care, recognizing gender largely as an individual’s choice and not determined by the sex assigned at birth. The policy prompted fights over bathrooms, dormitories, single-sex programs and other arenas where gender was once seen as a simple concept. Conservatives, especially evangelical Christians, were incensed.

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What if the data tell you to be racist? Without the right precautions, machine learning — the technology that drives risk assessment in law enforcement, as well as hiring and loan decisions — explicitly penalizes underprivileged groups. Left to its own devices, the algorithm will count a black defendant’s race as a strike against the person. Yet some data scientists are calling for turning off the safeguards and unleashing computerized prejudice, signaling an emerging threat that supersedes the well-known concerns about inadvertent machine bias.

Imagine sitting across from a person being evaluated for a job, a loan or even parole. When asked how the decision process works, you inform them, “For one thing, our algorithm penalized your score by seven points because you’re black.”

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A new study out of UC Berkeley found that less-educated black women who report high levels of racial discrimination may face higher risk of developing chronic diseases.

Amani M. Allen, an associate professor of epidemiology and community health sciences in UC Berkeley’s School of Public Health, was the lead author on the study, the results of which were published earlier this month in the journal Psycho­neuro­endocrinology.

Allen and her team studied 208 black women between the ages 30 and 50 from the Bay Area in order to examine the relationship between racial discrimination and allostatic load, a measure of chronic physiologic stress in the body and predictor of chronic diseases.

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Women in agriculture say widespread gender discrimination persists and poses obstacles to their ability to help feed the world, according to a new study from Corteva Agriscience, Agriculture Division of DowDuPont.

The survey’s findings reveal that although women are overwhelmingly proud to be in agriculture, they perceive gender discrimination as widespread, ranging from 78% in India to 52% in the United States.

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Zyahna Bryant and Trinity Hughes, high school seniors, have been friends since they were 6, raised by blue-collar families in this affluent college town. They played on the same T-ball and softball teams, and were in the same church group.

But like many African-American children in Charlottesville, Trinity lived on the south side of town and went to a predominantly black neighborhood elementary school. Zyahna lived across the train tracks, on the north side, and was zoned to a mostly white school, near the University of Virginia campus, that boasts the city’s highest reading scores.

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Race-based discrimination is common in the hiring process.

For example, racial minorities are less likely than whites to receive a callback when they apply for a job. There are also wide earning gaps, with African-Americans and Latinos earning a fraction of what whites and Asians do.

Yet despite laws that aim to reduce employment discrimination and improve attitudes toward diversity, these patterns have not changed for decades.

When analyzing these problems, researchers and others tend to focus on how the experiences of racial minorities compare with those of whites. Often missing is whether there are differences among individuals of the same racial group in terms of how they experience bias.

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California has become the first state to require publicly traded companies to include women on their boards of directors, one of several laws boosting or protecting women that Gov. Jerry Brown signed Sunday.

The measure requires at least one female director on the board of each California-based public corporation by the end of next year. Companies would need up to three female directors by the end of 2021, depending on the number of board seats.

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There is widespread suspicion that women and minorities only get appointed to top corporate jobs when companies are in deep trouble. A 2012 study provided evidence that this “glass cliff” phenomenon is real, and dubbed it the “savior effect.”

New research reports those “saviors” are very often Asian Americans. Analyzing five decades of data, it finds they are 2.5 times as likely to be appointed chief executive officer if a firm is in decline.

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