Critical Race Theory

Diversity Matters with Oscar Holmes IV Season 4 Episode 6 Episode Title: Social Class Mobility Guest: Dr. Sean Martin   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Society often overlooks people who have been upwardly mobile despite having valuable qualities like persistence, grit, and initiative. To truly create a diversity of experiences, backgrounds, and perspectives, it is crucial to recognize and value those from less privileged backgrounds.” – Dr. Sean Martin   Social mobility is a cornerstone of the American Dream, a beacon of hope that promises anyone can rise above their starting point and achieve success through hard work and determination. Yet, the reality is far more complicated, and social class can have a profound impact on a person's life trajectory.   To shed light on this topic, we have the privilege of welcoming Dr. Sean Martin as the guest chair. With his award-winning research on leadership, organizational culture, and societal contexts' effect on leaders and followers, Dr. Martin is a leading authority on the topic.   In this episode, we'll explore the concept of social class and mobility, the challenges faced by people in different social strata, and the implications for diversity, equity, and inclusion efforts.   Join us on this journey as we delve into the fascinating world of social class and its influence on our society.   3 Exceptional Highlights:   Social class is a position of advantage or disadvantage you have compared to others based on factors like income, education, and occupation, which determine your access to valued resources in society and your ability to succeed. Coming from a less privileged background requires building strong community relationships, which are valuable forms of currency for social support. This mindset can lead to good leadership and teamwork skills in the workplace. Despite society's positive bias towards individuals who have achieved upward mobility, there still seems to be a hesitancy to hire them.   Show Highlights:    02:51 - What is social class and how Dr. Martin found interest in this research area   07:56 - Understanding the importance of social class and mobility from a DEI perspective   14:43 - The cultural contradiction of valuing upward mobility and the American Dream while stigmatizing those who achieve it   22:28 - Dr. Martin’s views on the Varsity Blues scandal and how those with privilege can use it to game the system   23:55 - Various ways in which different systems allow individuals to circumvent rules and regulations, including those that are formalized and encouraged   25:53 - Why labeling the United States as a classless society is a fallacy   27:20 - Is it possible for prestigious institutions or elite organizations to co-exist in a fair and equitable world?   31:17 - Strategies for countervailing the data that suggests growing up in privileged environments leads to a more independent mindset   35:22 - Challenges faced by those in the upper class and their impact on shaping society   39:23 - Further social class research Dr. Martin hopes to investigate   —--   Important Links: - https://www.darden.virginia.edu/faculty-research/directory/sean-martin Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 4 Episode Title: Advancing DEI: The Necessary Journey Guest: Dr. Ella F. Washington   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Passion does not create more hours in the day. It's unfair to expect those most impacted by the lack of diversity, equity, and inclusion to fix the problem without compensation. Organizations with limited budgets should find creative solutions.” – Dr. Ella Washington.   Many organizations today recognize the importance of workplace diversity, equity, and inclusion. However, many struggle to implement effective strategies that promote diverse perspectives, create equitable opportunities, and foster an inclusive workplace culture.   As a result of this struggle, organizations may experience a lack of innovation, reduced employee engagement, and exclusion of underrepresented groups, negatively impacting both their employees and the entire organization. Thus, there is a need to explore practical solutions and insights to help these companies reach meaningful and sustainable outcomes and achieve their DEI goals.    In this episode, we have a fantastic scholar and consultant, Dr. Ella Washington, who shares her insights and expertise on the topic of DEI, which is also the subject of her new book, The Necessary Journey. Dr. Washington has extensive experience in the human capital space, impacting clients across various industries, including finance, entertainment, and higher education. She is a professor of practice at Georgetown University's McDonough School of Business and the Founder and CEO of Ellavate Solutions.   Whether you're a leader, employee, or academic, Dr. Washington's unique perspective will inspire you to think outside the box and build a truly diverse, equitable, and inclusive workplace.   3 Exceptional Highlights:   The journey toward diversity, equity, and inclusion is a gradual process that requires sustained effort and time to achieve structural and systemic change. Diversity of thought should not replace demographic diversity, which should remain a foundational goal until representation goals are achieved at every level. A workplace utopia is a space where bias and exclusion are dismantled, and individuals are valued for their strengths, allowing everyone to thrive.   Show Highlights:    03:18 - What inspired Dr. Ella Washington to write The Necessary Journey?   09:29 - Discover the five stages of the DEI Maturity Model   13:54 - Hesitations most companies face when being classified in early stages, such as Awareness or Compliance   15:38 - How to foster diversity of thought and allow for constructive discourse to achieve optimal business outcomes   18:53 - The most common pitfalls organizations encounter on their DEI journey   23:14 - The impact of inadequate DEI support and lack of real commitment from organizations   24:54 - The emotional and visceral toll employees face when DEI initiatives are not supported in the workplace   27:18 - Senior leadership can improve their understanding of DEI through cost-effective strategies   29:19 - When to hire a Chief Diversity Officer and how to prepare for the hiring process   33:38 - Foster innovation to build a truly diverse, equitable, and inclusive workplace   35:23 - How can organizations ensure that their employee resource groups (ERGs) are not used to exploit the labor of their members?   —--   Important Links: - - - Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 3 Episode Title: Corporate DEI Initiatives   Guest: Dr. Anthony C. Hood   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “If you're looking for somebody to do diversity recruiting or put on panel discussions, Women's History Month, Black History Month, go find somebody else. But if you want to impact and drive workplace change, I'm interested - Dr. Anthony C. Hood”   In today's rapidly changing world, diversity, equity, and inclusion have become essential elements for organizations looking to succeed and stay competitive.   More and more organizations in corporate America recognize the value of creating a diverse workforce. However, achieving true diversity, equity, and inclusion goes beyond addressing race. It commits to building an environment where everyone is treated equitably and given equal opportunities, regardless of background, ethnicity, or other personal characteristics.   My guest today is Dr. Anthony Hood, an exceptional academic and corporate executive who is deeply involved and entrenched in diversity, equity, and inclusion activity within Alabama and beyond. In this episode, we talk about his experiences as a Chief DEI officer in corporate America and how he leads with evidence-based data when presenting strategies for progress and measuring success through KPIs, metrics, goals, and visions.   Join us as we delve into the challenges and opportunities of promoting real, meaningful change that goes beyond mere performance.   3 Exceptional Highlights:   The holy grail in diversity, equity, and inclusion (DEI) work is when it ties up with all areas of the organization, impacting compensation and performance evaluation. Anti-black racism still exists in corporate America, and most companies are not ready to  discuss it. It's essential to approach diversity research and literature nuanced and complexly to grasp its full implications for organizations.   Show Highlights:    03:09 - Why Dr. Anthony Hood made the bold decision to leave academia and return to corporate America   05:36 - Is the Chief DEI Officer role more performative than effective following the tragic death of George Floyd?   11:25 - How to collaborate with respected colleagues without giving off perceptions of superiority or stepping on their expertise   13:15 - Why Dr. Hood wants to create a safe environment as a Chief DEI officer where people feel psychologically safe with him   15:02 - Lessons learned from some of the most challenging initiatives in the workplace encountered by Dr. Hood   17:27 - The importance of speaking corporate slang to gain traction in DEI initiatives   19:25 - Why are DEI metrics so crucial, and which ones should companies focus on?   28:45 - If it's not equitable for one, it's not equitable for everyone   30:32 - Leaders often hoard talent to the point of sabotaging their mobility   34:31 - Several community DEI initiatives Dr. Anthony Hood is most involved in Important Links:     Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 2 Episode Title: Critical Race Theory  Guest: Dr. Victor Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “It’s frustrating when people who know nothing about racism in American history misrepresent critical race theory, ban books, and target scholars genuinely reckoning America's racial order.”   Although civil rights movements and social justice movements have made significant progress over the years, systemic racism and discrimination continue to plague American society to this day. Critical race theory reveals the underlying causes of racial inequality and the ways in which power, privilege, and oppression can contribute to progress as well as undermine it.    And in this episode, Dr. Victor Ray, a renowned public scholar whose work has been featured in outlets such as the Washington Post, Harvard Business Review, and Boston Review, and author of the book, On Critical Race Theory: Why It Matters and Why You Should Care, shares his expertise on what critical race theory entails, how it is being misrepresented in ongoing debates in education and society, and its impact on the ongoing fight for racial equality in the United States.    3 Exceptional Highlights:   Growing up as a mixed-race individual and witnessing differential treatment between his family members opened Dr. Victor’s eyes to the social construction of race.  Organizations are already infused with racial processes, from access to education and legal protection to capital. It is crucial to organize as groups and resist those who are waging a war against critical race theory, diversity, equity, and inclusion.  Show Highlights:    What is the history behind Critical Race Theory and how is it being viewed in this time period?   02:49  Dr. Victor Ray   Critical race theory was pioneered by scholars such as Derrick Bell, Kimberlé Crenshaw, and Richard Delgado that originated from the backlash of the civil rights movement in the 60s and early 70s.  Ideas from this theory spread beyond the law to explain why racial inequality is so deeply entrenched in American society and why progress toward equality is often temporary and fiercely opposed.   How Dr. Victor Ray’s personal experience deeply shaped his research and pivotal moments in his understanding of race    09:15 Dr. Victor Ray   My experiences differed greatly from my dad and brother growing up, who would get stopped by cops or called on security. However, as a professor in a predominantly white space, folks would attempt to bond with me through racist jokes or assumptions about black people.   Can you explain the concept of whiteness as a property?   15:00 Dr. Victor Ray   Whiteness as a credential allows white people to move into and up organizations in a way that often appears neutral but is deeply shaped by their racial identity.   How do we grapple with the rise of authoritarianism, fascism, and racism as a society?   19:05 Dr. Victor Ray   The rise of authoritarianism, fascism, and racism can be countered by organizing ourselves to regain control of school boards, legislatures, and voting.   How do you view folks attempting to delegitimize the term ‘woke’ in relation to critical race theory?   24:15 Dr. Victor Ray   Wokeness is a term that originated in the black vernacular to describe awareness of social inequalities in the United States. Criticizing the concept of "woke" is similar to criticizing equal opportunity.   Will we ever get to a point where we can make our own racial progress without having to suffer backlash?   27:22 Dr. Victor Ray   Many believe that the fight against racial inequality has an endpoint, but history doesn’t work that way. Ongoing collective action and scholarship are needed to come up with real lasting solutions.   Important Links:     Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 1 Episode Title: Understanding Microaggressions Guest: Dr. Kevin Nadal   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “All forms of discrimination are hurtful, all forms of bias are harmful, and we should all be doing the work to demonstrate that this needs to stop.”   Microaggressions are often subtle but harmful acts that convey negative messages toward people of color, the LGBTQ+ community, and other historically marginalized groups. Despite being subtle, they can have a devastating effect on individuals and communities. Research shows that these experiences can lead to a range of adverse outcomes, such as decreased self-esteem, anxiety, depression, and even physical health problems.   This is why we have professor, author, psychologist, and activist Dr. Kevin Nadal on the show, one of the leading researchers in understanding the impacts of microaggressions. In this episode, he shares the research surrounding microaggressions, their effects on mental and physical health in marginalized communities, the various forms they take, and how we all can work towards creating a more inclusive society.    3 Exceptional Highlights:   Microaggressions are covert acts that may not be intentional or perceived as harmful by the perpetrator. The focus is on the manifestation of the act rather than the impact.  Leaders can model accountability by creating a culture where people feel comfortable discussing issues of race and diversity and by holding themselves responsible for any harm they may cause or microaggressions they may commit.  The normalization of microaggressions within marginalized communities, particularly those with intersectional identities, is a systemic issue that causes significant harm and suffering. Show Highlights:    The history of microaggressions and how the research began   2:28  Dr. Kevin Nadal   Microaggressions were first coined in the 1970s by a black American psychiatrist named Chester Pierce, and the term was revived in 2007 by Dr. Derald Wing Sue at Columbia University to study subtle forms of discrimination, specifically towards people of color. Research has since grown to include other historically marginalized groups and the term has spread into mainstream vernacular.   How he addresses the accusations of bias in the scholarly work which may dismiss his research as unscientific   15:52 Dr. Kevin Nadal   I feel more connected and passionate about topics that are relevant to me personally, and it shows in my work. When others criticize my research or accuse me of bias, it often reveals more about them than about me. It demonstrates that they may not feel connected to certain communities or issues, and they may hold colorblind ideologies or even white supremacist beliefs.   His advice to people who experience and deal with microaggressions constantly   20:47 Dr. Kevin Nadal   While it is not our responsibility as targets of these microaggressions to educate others, it can be helpful to call out the behavior, personalize the harm caused, and walk away. I encourage externalizing racism by naming it and recognizing that it's a systemic issue, not a personal one.   His advice to scholars, and people in general, on how they can do rigorous work, while keeping the importance of activism at the forefront of their efforts   31:58 Dr. Kevin Nadal   My advice would be to ignore negative voices and focus on externalizing messages of self-doubt by talking about them and finding a supportive community.   Important Links:     Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 3 Episode 7 Episode Title: Shared Sisterhood Guest: Dr. Tina Opie   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “This is what Black women know: When push comes to shove, white women choose race over gender - every single time.” - Kim McLarin   Whether we admit it or not, gender and racial bias is still present in the organizations and in society. And though the past few decades have shown progress, there’s so much improvement to be done, especially with black and other colored women experiencing more disadvantages compared to their white counterparts.   Dr. Tina Opie is an award-winning researcher, professor  and management consultant who combines theory and practice on the power of authenticity and how to create a more diverse, inclusive and equitable workplace in several industries.    In this episode, she shares about her upcoming book ”Shared Sisterhood”, co-authored with Dr. Beth Ann Livingston. Dissecting through the lens of history, research and real-life examples of the white women privilege, the racial stereotypes that even accomplished black women experience, overcoming racial trauma, and the vision of all linking arms towards equality in the workplace and the world. Exceptional Highlights:   White women choose race over gender because of the way power structures our society. Being white women gives proximity to white men, who are the power brokers and holders throughout the history of the world.    The central focus and philosophy behind Shared Sisterhood is the value of equity and power in the workplace, which is quite distinct from friendship. For systemic change to happen for all women, it also needs to translate across races.   In capitalist society, people are greedy and power is structured as a zero sum game. Everything gained by others is a loss for them.   Show Highlights: Definition of Shared Sisterhood   06:06 Dr. Tina Opie   Shared sisterhood is when you work together across differences, develop authentic connections, and then link arms and work to dismantle systemic inequity.   The Dig and Bridge Framework forming authentic workplace relationships   07:38 Dr. Tina Opie   Dig is about surfacing the assumptions that you have about identity. How did you come to think about your own race, your ethnicity, the ethnicity of other people? Bridge is about authentically connecting with people and keeping that connection authentic.    What is an ally, accomplice, and co-conspirator   20:06 Dr. Tina Opie   An ally believes in equity in theory but they're not about to sacrifice anything. The next level is an accomplice who believes in equity and is willing to make a sacrifice and do something, but it tends to be on their own terms and not aligned with the needs of the group that they are fighting for. A co-conspirator pursues collective action by using his social, financial and political capital to make change. Men’s role in this movement   37:38 Dr. Tina Opie   Masculine traits like assertiveness, being tall, and stomping your fist are seen as necessary to get ahead. Adopting feminine values like empathy, authenticity, vulnerability, and risk-taking for the common good produces the kind of leaders that are needed more in the workplace.   Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 3 Episode 6 Episode Title: The Acting White Phenomenon Guest: Dr. Myles Durkee   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “When individuals don't fit that very strategic, limited profile of how we expect each racial group to behave, that can leave them vulnerable to being accused of acting white.”   Forming your identity and achieving successful academic status has become a significant factor in discrimination and stereotyping in America. We see this issue primarily in middle school up until college and even in a professional setting. To be discriminated against by other races is one thing, but to be pointed out by your community has become a phenomenon that we now call Acting White.   Dr. Myles Durkee, an Assistant Professor of Psychology at The University of Michigan, joins us in this episode. He has won numerous awards for his research, where he examines cultural invalidations perpetrated by in-group and out-group members to determine how these experiences are associated with critical psychosocial results.    We deep dive into different scenarios and people’s backgrounds, where these accusations are often involved, and what circumstances we often link to this behaviour. Does Acting White only accuse people who speak a particular accent besides their race and how you dress? Does it go beyond academic accomplishments?    Dr. Durkee sheds light on the intensity of this experience and how it affects the people involved in these incidents of invalidation. Learn self-protective strategies to help mitigate adverse outcomes when dealing with the Acting White phenomenon.   3 Exceptional Highlights:   Essentially, by behaving in a way that doesn't fit with the societal stereotypes associated with a racial group, they can be vulnerable to being accused of acting white by their peers, family members, strangers, and sometimes even teachers.  If you're behaving in a way that goes against the cultural norms, or the cultural tendencies, then your peers likely have the same racial group. They will judge you now as an individual and less so as an ambassador of the racial group.  These cultural validations, and the acting white accusations, tend to emerge around elementary school for most individuals, pick up the pace at middle school, and hit a peak during high school. Show Highlights:    The importance of context in Acting White labels   5:05 Dr. Myles Durkee   Within that context, the school setting's cultural climate and racial composition have significant influence. So we think about the racial composition when you're in a school and are in the majority group, even if you are a person of colour; you're much more likely to be perceived and judged as an individual because you're in the majority group.   6:13 Dr. Myles Durkee   When these groups are in the extreme minority, the stakes are higher to represent the group in a positive light. And any of you who come from a marginalised group, it's now to protect the group's reputation from trying not to confirm some of these negative stereotypes.   The profiles of students who experience Acting White accusations   12:29 Dr. Myles Durkee   The research literature has heavily focused on black folks with this dynamic, but it happens to most groups of colour in teenagers. So when we measure data, most of our data has been with black and Latinx. Late adolescence and young adults.    13:01 Dr. Myles Durkee   In terms of the single trait in which people are most likely to be accused of acting white, it's hands down their style of speech. So above and beyond everything else, based on how you talk, it will leave you the most vulnerable to being accused of acting white.   Are females more targeted with the act of white label than male?   27:23 Dr. Myles Durkee   If women of colour defy a racial stereotype, regardless of the attribute, then they're much more likely to be accused of acting white for defying that racial stereotype.   29:03 Dr. Myles Durkee   But for men of colour, the same behaviour, speaking correctly, can now be accused based on their race, their gender, and their sexuality.  The psychology of the perpetrators   29:03 Dr. Myles Durkee   It's not necessarily how frequently they have victimized themselves by acting white in the past. But more so, how disturbing and distressful those accusations compel them to perpetrate more frequently in the future.    Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 3 Episode 5 Episode Title: Policing in America Guest: Dr. Rashawn Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “If we solve the statistics, we will solve what is happening with policing the scene. To do that, we have to determine the cultural manifestations of racism and of the black threat.”   People don’t realize that when we talk about policing in America, it goes beyond protecting specific turfs and areas. To understand what it truly meant, you must go deep into the history, origin, and background of law enforcement.    And in this episode, we welcome Dr. Rashawn Ray to the guest chair as he discusses the culture and law enforcement practices that lead to police brutality. Dr. Rashawn earned all his sociology degrees and has published over 50 books, articles, chapters, and nearly 20 op-eds.    He also shares his extensive research and work on liberation for oppressed people, particularly for Black and Brown people, and the criminalization effect. Listen closely as we talk about the in-depth analysis of the efficacy of body cameras, the determinants of police brutality, and police misconduct payouts to understand better the current state of America’s policing.    There are so many factors we need to address when it comes to the structure and improvement of policing institutions. Learn what we need to solve racism in connection to civilian payout and police misconduct in the words of Dr. Rashawn.  3 Exceptional Highlights:   The roots of law enforcement in the United States go back to slave patrols, groups of people who would round up black people fleeing plantations who were escaping their enslavement.  Overwhelmingly, it is white people who created the social institution and maintained and enforced the social institution. And so when we think about those origins, that's important.  There were 87% enslaved black people. And even the free black people didn't mean they were free. Even today, it is still valid that black people haven't fully reached liberation.  Show Highlights:    The history of convict leasing   3:55 Dr. Rashawn Ray   Convict Leasing was what happened after slavery formally ended. So we're talking about the late 1800s and early 1900s. It became prominent and known as Slavery by Another Name, where black people were arrested and accosted for minor infractions. Interestingly, some of the same sorts of things that we hear today.    The efficacy of body cameras  and the determinants of police brutality   21:03 Dr. Rashawn Ray   There's overwhelming agreement on body-worn cameras, implicit bias training, the importance of police officers being held accountable for their behaviour, and the need to deal with the law enforcement Bill of Rights. It gives police officers the ability to commit crimes in their personal or professional lives and not be held accountable for them like the general public.   The prominent movement of police defunding   28:12 Dr. Rashawn Ray   So two points here, defunding the police means reallocating funding, and it does not mean obliterating the system. You know, it does not mean ending law enforcement, as we know, and some people think we should abolish policing.   33:20 Dr. Rashawn Ray   I think all of those matter; when we take an evidence-based, market-driven approach, we get to the best solution for a city or a police department and then help them to move forward in a way that is healthy and beneficial for everyone. Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher