MTV Entertainment Group Commits $250 Million to Drive Content From Women- and BIPOC-Owned Production Companies

Actor, director

Already on an awards tear, King made her feature film directorial debut with “One Night in Miami,” which premiered at the Venice Film Festival, and then proceeded to pick up her fourth Emmy — this time for her performance in “Watchmen” — two weeks later. There are normal mid-career Hollywood renaissances, and then there’s whatever you call King’s past half-decade. A working actor since the mid-1980s, with roles in “Boyz N the Hood,” “Friday” and “Jerry Maguire,” King has won a Golden Globe and an Oscar for acting in addition to her Emmys within the past five years. Adapted from Kemp Powers’ play, “One Night in Miami” features a speculative imagining of a real-life 1964 meeting of the minds between Malcolm X, Sam Cooke, Jim Brown and boxer Cassius Clay, soon to change his name to Muhammad Ali. King had directed TV episodes before, but her debut feature offered plenty of fresh wrinkles. “The biggest challenge was to make it not feel like a play,” King says. “That outcome may have been inevitable in certain moments. But I felt Kemp’s dialogue was so powerful that with the right actors those moments, if they came up, would be forgiven. We spend quite a bit of time in one room. So we decided to use artistic license and make the room considerably bigger than what the actual room would have been. To help lean into the vitality of these men, we decided to keep the camera moving at all times throughout the film.” Featuring discursive, playful and, at times, incendiary exchanges between these four famous men, “Miami” often can’t help but feel like it’s speaking directly to the present moment, which was something King didn’t hesitate to lean into. “The discussions between Malcolm and Sam were happening before anyone knew about a Malcolm X or a Sam Cooke, so for Black people the moment is always now, regardless of what year the conversation is taking place.” And for that reason, King felt it important to move full-steam ahead with the film’s rollout — it will receive a limited Christmas release before hitting Amazon Prime in early January — despite the pandemic. “With all of the devastation we are in the midst of, I believe we are at a precipice,” King says. “We felt strongly that if this film can have a positive impact on anyone at this juncture, we should get it out there.” — Andrew Barker

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Working Mother Media Names VF Corporation One of the “Top 75 Companies for Executive Women”

VF Corporation (NYSE: VFC), a global leader in branded lifestyle apparel, footwear and accessories, has been named one of the 2020+ Top Companies for Executive Women by Working Mother Media (WMM). WMM continues to explore ways to move more women into top positions, while highlighting the successes at these trailblazing companies.

This list is the most definitive list of top workplaces for women who want to advance through the corporate ranks. It celebrates companies that champion women’s advancement, with a focus on succession planning, profit-and-loss role, gender pay parity, support programs and work-life balance programs.

“It’s an honor to be recognized by WMM as one of the 2020+ Top Companies for Executive Women. We’ve worked very hard over the past several years to accelerate our gender parity efforts and are proud of the progress we’ve made in hiring, retaining and promoting more women into senior roles across the organization, as well as on our board of directors,” said Anita Graham, VF’s Executive Vice President, Chief Human Resources Officer and Public Affairs. “We are working every day to ensure that our global workforce is as diverse as the consumers we serve, and we encourage all of our teams around the world to work with an inclusive mindset, because our differences are what make us better together.”

“Because what gets measured gets done, our Top Companies list stresses the number of women in senior positions,” says Betty Spence, president of the National Association for Female Executives. “Most important, we are the only organization that counts women holding revenue-generating operations positions with profit-and-loss responsibility, as those are the jobs that are the path to the top. Companies need to pay attention because that number dropped in the past year, even pre-COVID-19.”

Highlights of the 2020+ Top 75 Companies for Executive Women include:

  • The percentage of women corporate executives increased 1 percentage point to 31 versus 30 percent in 2019.
  • Female executives responsible for divisions worth more than $1 billion decreased to 30 percent from 38 percent in 2019.
  • Forty-three percent of women at the Top 75 Companies are among the top 20 percent in terms of pay, up from 37 percent in 2019.
  • Sixty percent of the Top 75 Companies offer formal sponsorship, down from 71 percent in 2019.


The 2020+ Top 75 Companies application includes more than 200 questions on topics including female representation at all levels, but especially the corporate officer and profit-and-loss leadership ranks. The application, based on 2019 data, tracks and examines how many employees have access to programs and policies that promote advancement of women and how many employees take advantage of them, plus how companies train managers to help women advance. To be considered, companies must have a minimum of two women on their boards of directors, a US-based CEO and at least 1,000 US employees.

About VF Corporation

Founded in 1899, VF Corporation is one of the world’s largest apparel, footwear and accessories companies connecting people to the lifestyles,

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Tech companies are moving to hybrid work model: Nasscom’s Debjani Ghosh

NEW DELHI: Talent development has to become a national priority for India as the demand for new age digital skills is growing rapidly. It is eight times higher than supply today and by 2024, it is expected to be 20 times higher than supply, said Debjani Ghosh, president, The National Association of Software and Service Companies (Nasscom).

In an interview, Ghosh spoke on new technologies, work-from-home for IT companies and digital talent. Edited excerpts:

Also read: India can’t make up its mind on PSUs, 30 years after liberalisation

How can enterprises and businesses unlock the potential of new technologies like AI?

We did a research with McKinsey and found that in the next few years, if India can use artificial intelligence (AI) right, then it has the potential to add an incremental of around $500 billion to our GDP. There are several gaps today, which have to be taken into account but, the secret sauce is execution. So, identifying what problems, for example, of increasing supply chain effectiveness or water conservation is a huge one where AI can play a big role. It’s important for us to identify the priorities and the problems you want to solve, then build out the national data sets for these particular verticals, make sure that the protocols are in place for the utilization of data, build out the talent, and build out the regulatory framework. So that’s the approach that has to be taken.

With most companies working from home, what is the model moving forward?

We’re going to move towards a hybrid model for sure. None of the large companies are going to go back 100% on campus, nor are we going to see 100% remote working. But the pandemic has taught us that there are tremendous benefits to remote working. One of them is the ability for people to work from their hometowns, which allows them more time to do things. This will also support the gig economy and spur higher involvement of communities in smaller towns. There’s also a benefit of enabling people whether it is your gender or any other special needs, disabilities, where you could not go to work but have the ability to do so. Companies should have the right to decide what works for them, whether it’s 60-40, 70-30, 30-70 ratio.

How will the new regime in the US impact the H1 B visa issue?

I don’t do much crystal ball game gazing. We’ll wait and see how it plays out but if US has to continue to lead in innovation, they need talent more than ever. Indian IT companies take less than 10% of the H1B visas. More than 90% are taken by the MNCs and the companies that are the biggest takers of H1B are also the biggest investors in innovation and R&D, which means there’s a strong correlation between our talent and the innovation that’s happening in US. Given that there is a need to fuel and accelerate the pace of innovation, there’s going

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Velcro Companies Gives The Gift Of Comfort And Relief With New Mask Strap This Holiday Season

BOSTON, Nov. 30, 2020 /PRNewswire/ — Just in time for the holidays, Velcro Companies is stepping in and giving the gift of comfort and relief with the new VELCRO® Brand Face Mask Extender Straps. While masks are key to slowing the spread of COVID-19, it’s no secret they aren’t the most comfortable accessory. In fact, 1 in 4 Americans said they do not wear a mask when they leave their home, because they think face masks are uncomfortable (Premise Data Corporation).

Just in time for the holidays, Velcro Companies is stepping in and giving the gift of comfort and relief with the new VELCRO® Brand Face Mask Extender Straps. Using the same fastening technology that VELCRO® Brand products are known for, the VELCRO® Brand Face Mask Extender Straps are made from high quality material for softness, durability and comfort and won’t get caught in hair.

Available in 4-packs of Black, White and Multi-Color (including blue, red, yellow and green), VELCRO® Brand Face Mask Extender Straps can be found at Amazon and Lowes as well as select Walmart and Big Lots stores. Manufacturer Suggested Retail Price (MSRP) for the 4-pack is $6.99 (plus tax).

“With masks being an essential part of everyday wear, we noticed people using paperclips, puzzle pieces and even some of our existing products to create “mask hack ear savers” to alleviate ear pain and reduce their discomfort,” said Andrew Ellis, Vice President, Consumer, Velcro Companies. “VELCRO® Brand Face Mask Extender Straps are soft and comfortable, making them the perfect solution to the frustrations of wearing a face mask all day.”

Using the same fastening technology that VELCRO® Brand products are known for, the VELCRO® Brand Face Mask Extender Straps are made from high quality material for softness, durability and comfort and won’t get caught in hair.

Each VELCRO® Brand Face Mask Extender Strap is 12 inches long, providing maximum adjustability, versatility for uses with all types of masks and hair styles and comfort. Plus, they can be reused by handwashing after wear.

To learn more about Velcro Companies and the VELCRO® Brand, please visit:

Velcro Companies is a technology-driven, global organization providing versatile, strong, reliable and durable fastening solutions that solve problems in simple, elegant and surprising ways. VELCRO® Brand products are used by businesses and consumers around the world and can be found in the Transportation, Medical, Packaging, Construction, Personal Care and Industrial markets. We have a heritage of innovation spanning more than 60 years and hold more than 400 active patents and numerous trademarks, including the VELCRO® trademark. To buy genuine VELCRO® Brand products and find out more about our company, visit


Kate Mitchell                            

Mark Elliott

Zeno Group                                   

Velcro Companies

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[email protected]

(440) 749-3199                        

(603) 260-1336

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Germany requires companies put women on executive boards

  • On Friday, the German coalition government agreed to a new rule that companies with more than three board members must ensure one of those members is a woman.
  • The rule also states companies in which the German government has a stake will require 30% of its board to be female.
  • The rule reverses a voluntary system established in 2015 that some said failed to achieve gender equality.
  • Franziska Giffey, Germany’s federal minister for women called the move “historic.”
  • Visit Business Insider’s homepage for more stories.

Germany’s government is rolling out a new standard that will require companies listed on the stock market to have a certain number of women on their boards. Companies with three board members must have one of them be a woman. And companies in which the federal government has a stake will require 30% of executive boards to be female. 

The rule was agreed upon on Friday by Angela Merkel’s Christian Democrats and the Social Democrats. It’s similar to a system the country established in 2015 that called on companies to voluntarily increase boardroom diversity. But progressives argued, that because the system was voluntary it failed to achieve gender equality. 

This new mandatory quota will boost diversity in Germany’s corporate sector, and might even encourage lawmakers in other countries to follow suit. A number of countries have similar quotas, including France, Norway, Israel, Austria, India, and Italy. Research from management consulting company EgonZehnder found that countries with quotas were more likely to have significant boardroom diversity than countries without quotas. 

Researchers at McKinsey & Co. found that companies with more gender and ethnic diversity among top executives were up to 33% more likely to see above average profits.

Women make up about 13% of the management boards of the 30 largest German companies listed on the Dax index, per a September survey by the independent nonprofit AllBright foundation that was reported on in the Guardian.  

That’s compared to 28.6% in the US, 24.5% in the UK and 22.2% in France, the study showed. 

In a statement, Franziska Giffey, Germany’s federal minister for women, said: “This one breakthrough is historic. We are putting an end to women-free boardrooms in large companies. We are setting an example for a sustainable, modern society.”

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Africa: Jewelry Companies’ Sourcing Improves, but Falls Short

Covid-19 Pandemic Devastates Mining Communities, Increases Rights Risks

London – Major jewelry companies are improving their sourcing of gold and diamonds, but most cannot assure consumers that their jewelry is untainted by human rights abuses, Human Rights Watch said in a report released today in advance of the holiday shopping season.

The 80-page report, “Sparkling Jewels, Opaque Supply Chains: Jewelry Companies, Changing Sourcing Practices, and Covid-19,” scrutinizes and gives rankings to 15 jewelry and watch brands in their efforts to prevent and address human rights abuses and environmental harm in their gold and diamond supply chains. Human Rights Watch reviewed the companies’ actions since Human Rights Watch first reported on these issues in 2018. While a majority of the jewelry companies examined have taken some steps to improve their practices, most still fall short of meeting international standards.

“Many jewelry companies have made progress in sourcing their gold and diamonds responsibly, but consumers still don’t have adequate assurances that their jewelry comes free of human rights abuses,” said Juliane Kippenberg, associate child rights director at Human Rights Watch. “The Covid-19 pandemic demands even more vigilance from jewelry companies to identify and respond to human rights abuses.”

Human Rights Watch also assessed the impact of Covid-19 on mining and jewelry sectors. Mining workers, their families, and communities have been stripped of income where mining has stalled due to lockdowns . Where industrial mining has continued, mine workers work close together in closed spaces and sometimes live together in hostels, putting them at greater risk. In some small-scale mining areas, child labor has risen, and illegal mining and trading have increased.

Human Rights Watch conducted extensive research in numerous countries where abusive practices taint the supply chain. In Venezuela, armed groups known as “syndicates” control illegal gold mines and have committed horrific abuses against residents and miners, including punitive amputations and torture.

In Zimbabwe, the state-owned Zimbabwe Consolidated Diamond Company has employed private security officers who have mistreated residents accused of mining diamonds, including setting dogs on them.

Hazardous child labor occurs in small-scale gold mining areas in Ghana, Mali, the Philippines, and Tanzania, with children exposed to mercury used in the process. Children have died in mining accidents.

Jewelry and watch companies have a responsibility to conduct human rights and environmental due diligence to ensure that they do not cause or contribute to rights abuses in their supply chains, in line with the United Nations Guiding Principles on Business and Human Rights. “Due diligence” refers to a company’s process to identify, prevent, address, and remediate human rights and environmental impacts in their supply chains.

The 15 companies assessed collectively generate more than US$40 billion in annual revenue, about 15 percent of global jewelry sales. Nine companies responded in writing to letters requesting information regarding their sourcing policies and practices: Boodles, Bulgari, Cartier, Chopard, Chow Tai Fook, Pandora, Signet, Tanishq, and Tiffany & Co. Six companies did not reply to several requests: Christ, Harry Winston, Kalyan, Mikimoto, Rolex, and TBZ. Human Rights

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