#diversity and inclusion speakers

[onsitecarservicing-blog]

The Vital Role of Diversity and Inclusion Speakers at Corporate Events

As companies work to build workplaces where everyone feels welcome and valued, they need to include diversity and inclusion speakers at their events more than ever. In the UK, speaker bureaus help businesses find skilled professionals who can teach, motivate, and bring about real change.

Diversity means seeing, respecting, and appreciating what makes each person unique. This can include gender, race, age, disability sexual orientation, or cultural background. When companies embrace diversity, they gain from many different viewpoints, life experiences, and abilities. Inclusion, in contrast, ensures that all workers feel welcome, respected, and able to take part and add value.

Corporate events often back up the way things are now, with the same types of people speaking. This doesn't just keep biases going, but also doesn't click with today's mixed workforce and customer base. Bringing in D&I speakers shakes this up making people rethink what they know and starting key talks.

"Speakers from different backgrounds add a lot to company events," says Jane, who runs The Right Address, a top UK speaker bureau. "They tell moving personal stories share eye-opening ideas, and give hands-on tips that can really change how people think and act. This is key to building fairer better-performing companies."

In the same vein, Paralympian and adventurer Karen Darke moves audiences with her story of bouncing back and staying strong in the face of life-altering hardship. By offering her unique take as a woman with a physical disability, she helps companies build a culture that's open and welcoming to all.

Bringing D&I speakers to company events has many upsides. They help people understand and become more aware of diversity issues. They also give practical ways to make workplaces fairer and more welcoming. This can include tips to reduce hidden biases, ways to be a better ally, or stories about what marginalized groups go through.

Just as important, D&I speakers act as strong examples. They show employees from different backgrounds that they can do great things too. This kind of representation counts. It helps break down old ideas about what's possible and opens up new chances for people.

"Seeing yourself represented matters," says Jane. "When folks spot someone who resembles them or shares a similar background, it can change their life. It makes them think they can make it too, which shapes their career dreams and self-belief."

UK companies looking to tap into the strength of D&I speakers can benefit from teaming up with a trusted UK speaker agency. These experts have wide-reaching connections and thorough screening methods making sure businesses link up with speakers who excel at communicating, know their stuff inside out, and match their core beliefs.

"The best speaker bureaus spend time to get what your event aims to do and how diverse you want it to be," Jane points out. "They can then pick speakers that click with your crowd and give your inclusion plans a real boost in a genuine powerful way."

As companies keep changing, the need for diversity and inclusion is clearer than ever. By bringing in D&I speakers to their events, UK firms have a chance to make big changes, help people feel they belong, and get the most from their teams. It's a smart move that will pay off for a long time to come.

[afterdinner-speakers]

The Value Of Diversity & Inclusion To Your Organisation

Diversity and inclusion are top-of-mind in today's ever-changing corporate world. Companies across the globe are starting to understand the significance of having a diverse and inclusive workplace. Inviting diversity and inclusion speakers to corporate events is one of the best ways to augment these values. These Speakers present refreshing insights, they face traditional beliefs, and they encourage to be good. Hiring a diversity and inclusion speaker will help your organisation greatly. These experts narrate stories which are extremely touching, help in giving some pro-tips and helps to make a difference within the workplace. In other words, their viewpoint can pave the way for a more harmonious and efficient workplace which in turn can contribute positively to business success.

So how are you suppose to find and book the proper keynote speaker? Well, this is when the event speaker agency come to play. They specialise in organising event speakers, including as well as diversity and inclusion focused speakers for organisations. They have a wide range of contacts with the ability to assess skilled professionals in order to provide support. Using an agency makes the booking process easier and ensures you encounter the right speaker to match your event's objectives and values. This starts with defining the requirements of your organisation. Do you want solutions to unconscious bias, cultural competency and inclusive leadership? Having distinct goals allows the agency to pair you with a speaker accordingly. Once your needs have been substantiated, the agency will serve you a list of potential candidates. This usually involves in-depth profiles, reels of previous events, and testimonials from past customers This kind of information is vital for making an educated decision.

Once you choose an after dinner speaker, the agency takes care of the coordination tasks like checking availability, business negotiations, and travel. This type of support means you get time to do other things event-wise. Agencies also have back-up plans for any last minute dilemmas, alleviating stress. If you hire a speaker on diversity and inclusion through an agency, the key is to make sure your event theme and audience profile is handed over to the agency. Giving some general background of your company culture and the challenges your company faced will enable the speaker to cater their message to your company. That way your message will comes across better to the audience, leading to a more powerful event for everyone involved. Using this type of event speaker provider also allows for some follow-up and feedback.

After the event, the agency will typically ask for feedback on how well the speaker did and on how the overall event went. This feedback loop is essential for the improvement process, and guarantees that the future involvement will be more successful. As much as in live events, most of diversity and the inclusion speakers provide virtual sessions, workshops, and consulting services. With this flexibility, we can provide ongoing staff training and support after the event so that these values become part of your organisational culture.

Overall, hiring a diversity and inclusion speaker via a motivational speaker agency is a smart choice. This not only makes the event logistics easier and faster but helps maximise the event impact as well. These agencies can help connect you with speakers who are likely to inspire, educate and effect real change in your organisation.

[speakinc]

Greg Baird - Pride 2024

Greg Baird is an engaging speaker with heart, humor, and a passion for everyone to live their best life. His background is in higher education and has spent most of his career speaking on LGBTQ+ Diversity, Equity, Inclusion & Belonging with topics on allyship, anti-hate/bullying, community, acceptance, and discovering your legacy.

Greg Baird has been a lecturer, educator, novice filmmaker, and social advocate for LGBTQ+ civil rights for 29 years. His background began teaching performing arts, speech & theater to students of all ages. He was awarded two years in higher education for excellence in teaching with, “Teacher of the Year”.

His life and journey are filled with heartbreaking and inspiring stories that will leave your audience moved to be better humans and mentors in their communities. Greg’s message is inclusive for all audiences. Audiences have commented on how they felt engaged and motivated during his program.

He has a dedicated and inspired following on social media and produces a weekly vlog on YouTube about his life, career, travels, and his food seasoning business, Gregger’s Seasoning. His unique storytelling, sensitivity, and passion shine through on how to be a positive influence in your community, embracing equity and how one person can create a change in their life and the lives of others. Greg’s audience will be educated on the importance of being an ally and a mentor in our communities.

[languagexs]

Translate English to Afrikaans Translation: Instant Online Translators

Unlock the Power of English to Afrikaans Translation: A Gateway to South African Culture Delving into the rich tapestry of Afrikaans, one of South Africa’s official languages, is an exhilarating journey that unveils a world of cultural diversity and linguistic nuances. This comprehensive article serves as a guide to mastering the art of English to Afrikaans translation, empowering you to bridge…

[news4nose]

Native Speakerism has effects that are far-reaching , influencing our interactions, opportunities, and perceptions in reflective ways. It doesn’t sound really nice when there are cases where people, born and grew up in a country and even have its passport, still struggle with their own language. Surprisingly, despite these confusing situations, there are cases of strong biases favoring native speakers on social media.

[rememberthelaughtermp3]

i need to get out of here as soon as possible.

[sgiandubh]

He was at Three Sheets yesterday night with Ashley. Check their respective stories

Dear Three Sheets Anon,

Your information is correct. What I meant by 'nothing to do with Ashley Hearn' in my post is a bit different, though. Ashley has been in London for a while already, obviously for sales & marketing purposes. She clearly posted about it and even suggested she will be in Scotland soon. But she is not the reason he is in London these days. She already successfully toured several bar outlets by herself, using her own business contacts, in New York and elsewhere: meeting her boss while in London is absolutely normal and nothing to write home about. But not the main reason he is in London right now, I think.

So it would seem they met at the Three Sheets Bar, yesterday.

S's IG story:

[Later edit]: Ashley's IG story - too bad I interrupted myself to get a delivery and then lost this thread:

S tagged both the bar and SS's IG accounts. This is a routine business meeting, especially considering the Three Sheets also deals in business consulting:

They have two outlets in London, one in Dalston and the other in Soho. Both have excellent reviews and well, the expected price range for cocktails in London (10-20 £ ):

Your ask also gives me the opportunity to come forward with several things I have been keeping in my drawers for a while, so thank you for that. Kind of.

Remember (LOOOL and then some more for that, always) my through the grapevine info that C joined S and the team at Milady's bar in New York, on October 17 2024, after the Versace Armani event she attended with Maria McManus? I also remember the Without Pix Anon:

Well, I don't have 'pix' , but I do have the next best thing (gracias a ti, siempre ❤️):

Ashley liked what C posted on October 25, 2024. One full week after the Milady's get together - why would she, if C wasn't there at all, like all the Righteous Pundits lie to you?

She also briefly followed her on IG, but not anymore (why? I will let you draw your own conclusions), along with several OL cast members (followed all of them at the same moment, after the event): Rankin, John Bell and Skeleton. Bell and Skeleton were at that get together, too (unsure about Rankin? it's Saturday, after all and I am not the Metropolitan Police, either - please correct me if I am wrong). She still follows them on IG. Clearly they met there?

The second thing I wanted to bring along is Maximum Wobbler Bullshit's recent nonsense:

This impostor and mythomaniac I have repeatedly debunked in the past still has very scant English, negligent writing skills at best and no damn idea about what marketing means. She was completely triggered by this particular post, on November 5, 2024 (while almost everyone was looking elsewhere, for obvious reasons):

Featured in the pic is Mia Kumari, a good friend of Ashley Hearn. Maximum Wobbler Bullshit conveniently forgets to explain who Mia Kumari is:

Based in London, UK and currently mixing at the Satan's Whiskers bar in Bethnal Green (after a short spell at The Savoy, hello?), she is a well-known, up-and-coming bartender with a consistent record of awards:

The press is raving about her:

[Full article, here: https://foodism.co.uk/features/long-reads/women-london-bar-scene/]

She is also a feminist bartender, with an internationally praised agenda:

[Mia was last week in Greece, as guest speaker at the very prestigious Athens' Bar Week. Too bad I left: I would have certainly bought a ticket and gladly listened to what she had to say - https://www.athensbarshow.gr/guest-speakers/mia-kumari]

Surely a trailblazer 'in London’s dynamic and globally revered bar industry', who also is 'an advocate for equality, diversity and inclusion' does not need Sassenach Spirits to promote herself. She is doing a smashing job at it, like the pro she clearly is: on trend, progressive, sought after and more than noticed. I fail to see where the fuck the alleged cronyism is, because that would simply mean Mia Kumari is a social zero, a nobody in the UK's spirits industry, taking advantage of her friendship with Ashley Hearn in order to get more attention for her sole benefit. That is a lie and that is simply wrong: if anything, it is Sassenach Spirits that needed to prominently feature someone like Mia Kumari, in order to align itself to the values she is so actively promoting (all values C is sensitive to, hmmm). We are miles away, here, from the Cutty Sark wannabe (in)famous Labour Day boat party in Marina del Rey, featuring the BBC/Blue Bikini Chick, back in September 2023 (https://www.tumblr.com/sgiandubh/727347023165145088/its-all-fake-anyway), when all the fandom trolls were on fire. So, Sassenach Spirits needed to do exactly something along these lines, in order to promote and boost the seasonal Xmas sales of their tartan scarves, SS's most expensive merch, targeting a younger, more sophisticated urban crowd.

Clever brands constantly redefine themselves, looking for the right trends and the right crowds to promote their products to. This is a clear sign that finally adults are in the room, now, at SS's Marketing and Sales respective departments. So damn glad to see this welcome shift!

[letteredlettered]

What an interesting topic. I’ve heard that a large percentage of employees cite their bosses as the reason they leave their jobs. What are some ways companies try to mitigate this?

They don't.

I can really only answer for my company, which cared about retention (of employees) a lot. Many companies do, because it costs much less to recruit/onboard/train as little as possible, and because it can be hard to get the work done without adequate staffing. I'd add that my company had one area in which staffing was a nation-wide crisis; also my company was in the public sector and was in the press a lot, which mean they cared about their image.

They still didn't do that much to ensure that people had good bosses. That has less to do with this company and more to do with the structure of business in capitalist society. This is a big reason HR is never going to be that helpful unless you've got a tiny company that, completely by luck, has mostly good folks.

A company isn't going to take a generalized point about folks leaving their job because they don't like their bosses as fact. Companies feel they are too diverse and the financial risk is too great to pour money into something if they don't have hard data, so the first step to retention is getting data. You would think exit interviews would be really informative, but those require a lot of time which equals staff which equals money. Some employers do them but mine would only do one if you asked, and then they did nothing with the info. This is because the company's mentality was "well, if you're leaving you're probably really dissatisfied and we don't want to hear about that." I know this makes no sense. But in general, not just in the business but in this society (formed by capitalism), the idea seems to be if you're dissatisfied it's your fault. Meanwhile the company is interested in data about why people stay; they figure if folks are satisfied, that's the company's fault and they want to keep doing the same so they can retain employees.

Our company had a huge employee satisfaction survey they did every year that included questions about employee opinions about the company, their colleagues, and their bosses. You get emails to remind you to take it and if you can't get time in the workday, bosses are supposed to allow time for it. Some problems with that are you still have to remember to take it; if you don't have time you have to ask a boss you might not like to get that time; some folks at my company literally had jobs that literally are life or death so it can be hard to take time to take a survey; the survey is only in English; the survey is only in the computer; the reminders are only in email. So you have to be a moderately good English speaker who regularly checks email and knows how to use a computer and gets regular access to a computer for the company to get your data about your satisfaction. As you can imagine, our most vulnerable employees often get missed.

If the survey showed that folks were really dissatisfied with a particular boss, that boss got put into a series of trainings. Training is good, but US businesses (and plenty of employees themselves) seemed to have latched onto the idea that training is the be-all, end-all of improvement. Many of us saw this in response to the discussions about EDI (equity, diversity, and inclusion) that came about in 2020; business promised to be anti-racist and had some EDI seminars to prove it, and that was all. Why is it like this? What is really needed to make bosses better bosses? And why isn't that being done?

When it comes to "why is it like this": recruiting and retaining good leaders is hard. The way someone becomes a boss in almost any organization is a) management likes them, and/or b) they were good at a job in a lower level or different department, or c) they come from the outside with a good resume and what sounds like good experience. But a lot of time, management likes people who aren't disruptive, and sometimes folks who aren't disruptive are the folks who are not thinking for themselves and not asking questions and doing everything the way they're told even when it doesn't make sense. That doesn't make a good leader. As for folks who are good at the lower level job in the hierarchy or in another department, they aren't always good at managing. It's a different skill set, but I've seen a lot of leaders and employees make this mistake. They think that that the folks who are great at the job should be promoted, and honestly that really doesn't make sense. And last but not least, folks who get hired from the outside are a complete crapshoot, because experience with leadership does not necessarily a good leader make.

As for what is needed to make bosses better bosses, imo what you would really need is someone embedded within the department who is managed by the boss and is doing the same work as the other employees, but also has the training and experience to evaluate what the boss is doing well and isn't doing well, and then also has the authority and buy-in to work with the boss so that the boss can shadow and learn the leadership skills they need. Then, if the boss can't improve, there would need to be the will within the org to fire or demote that boss, and often that will doesn't exist because recruiting bosses is so hard and the training is usually monumental.

Side note, what I'm describing is what consultants should do and normally don't. Consultants come in and ask a lot of questions and do focus groups and maybe some observations, but they are not in there doing the work understanding what it is like to live in this world, and without that I frankly find a lot of the work they do useless. That said, consultants are almost always hired to identify inefficiencies; they're not really there to make it a more satisfying job. Imo, the greatest efficiency is a satisfied worker, but it is hard to get the data to point that way, and again, companies only want data, and again, your dissatisfaction is your own fault.

Another side note, this is why unions are so great. Union stewards are folks who work for the company but can act as a union representative. This means they're embedded in the department and doing the work everyone does, but they can also at times step outside that role and carry the authority of an outside entity that does have some power to use against the employer. This is why all employees should have a union.

So, why aren't companies doing this? As you can imagine, hiring the ambassador to embed within a department, training them, paying them for their time--all of these are just too cost prohibitive to justify when they only thing you're getting out of it is employee satisfaction. It is also possible to improve employee satisfaction by paying employees more, which is in fact why I stayed in this job I hated as long as I did. I was getting paid so much that it just did not make sense to walk away without a firm plan in place. In the end, paying employees more costs less than ensuring they have a good boss.

I have lots more to say about this, but I've said a lot already, so if anyone has follow up questions, feel free to send more asks.

[scrumpster]

LGBTQ+ Jewish Resources and Organizations

Happy Pride! Here's a few links I've collected to hopefully reach whoever in the Jewish community may need them. If you're considering donating a bit of money or volunteer time this Pride, please consider looking into these efforts (at your own discretion, as many of these may be local to specific areas). Please feel free to add on to this list, and any queer Jews reading are welcome to link their personal donation posts in the comments.

The SMQN, an organization for LGBTQ+ Sephardic and Mizrahi Jews

Keshet, a group for LGBTQ+ Jews

JQY, a group for LGBTQ+ Jews with a focus on those in Orthodox communities

Queer Jews of Color Resource List (note: this list is way more than just resources, there’s a LOT of helpful stuff in here) JQ International: In their own words, "JQ celebrates the lives of LGBTQ+ Jews and their allies by transforming Jewish communities and ensuring inclusion through community building, educational programs, and support and wellness services, promoting the healthy integration of LGBTQ+ and Jewish identities."

Ritualwell (check out their blessings related to gender identity!) 

Guimel, an LGBTQ+ support group for the Jewish Community in Mexico. The site is in Spanish. I’m not a native speaker, but I was still able to read a little bit of it. 

SVARA: In their own words, “SVARA’s mission is to empower queer and trans people to expand Torah and tradition through the spiritual practice of Talmud study.”

TransTorah is definitely an older website, but there are still some miscellaneous pdfs and resources up on the “Resources” page.

SOJOURN: In their own words, "The Southern Jewish Resource Network for Gender & Sexual Diversity (SOJOURN) is the American South's resource for Jewish & LGBTQ+ programming, education, support, and advocacy."

[onsitecarservicing-blog]

Navigating the Path to Better Mental Health: Engaging UK Mental Health Speakers for Your Event

In the fast-paced and demanding landscape of today, the significance of mental health has never been more apparent. Shockingly, one in four individuals in the UK contends with a diagnosable mental health condition each year, shedding light on the pressing need for events that champion mental health awareness and well-being. This is where the UK speaker agency plays a pivotal role, bringing together esteemed mental health speakers to share their insights and inspire audiences.

Why Choose UK Mental Health Speakers for Your Event?

Several compelling reasons underscore the importance of hiring a UK mental health speaker for your upcoming event:

Expertise and Insights: UK mental health speakers boast a wealth of knowledge and insights into a spectrum of mental health topics, ranging from anxiety, depression, and stress to eating disorders and workplace well-being.

Personalized Experiences: Mental health speakers often weave their personal journeys and experiences into their presentations, providing relatable and inspiring narratives that deeply resonate with audiences.

Engaging and Thought-Provoking Presentations: These speakers are skilled communicators, capable of captivating audiences with engaging presentations infused with humour and personal anecdotes.

Promote Cultural Change: Featuring mental health speakers at your event contributes to a broader conversation about mental health, fostering awareness and encouraging open dialogue.

Key Considerations When Selecting a Mental Health Speaker

When selecting a UK mental health speaker for your event, consider the following factors:

Topic Relevance: Choose a speaker whose expertise aligns with the specific focus of your event.

Audience Engagement: Select a speaker who can effectively connect with your audience and deliver a message that resonates with their needs and interests.

Delivery Style: Assess the speaker's presentation style to ensure it aligns with the tone and atmosphere of your event.

Testimonials and Reputation: Research the speaker's background, experience, and reputation to ensure they are a credible and reliable source of information.

Recommended UK Speakers for Mental Health and Diversity & Inclusion

Here are a few top UK mental health and diversity & inclusion speakers who regularly feature at events:

Dr. Alex George: A TV doctor, mental health advocate, and former Youth Mental Health Ambassador in the UK, Dr. George is known for his engaging and accessible approach to mental health messaging.

Ruby Wax: A comedian, writer, and mental health campaigner, Ruby Wax passionately advocates for normalising mental health conversations and promoting mindfulness practices.

Alastair Campbell: Former British Labour Party communications director, Alastair Campbell, openly discusses his struggles with depression, offering a unique perspective on mental health in the workplace.

Samantha Clarke: A clinical psychologist and mental health trainer specialising in helping people manage anxiety and build resilience.

Dr. Alexi Tsitsopoulos: A consultant psychiatrist and expert in perinatal mental health, Dr. Tsitsopoulos is dedicated to improving mental health awareness and support for mothers and families.

Diversity & Inclusion Speakers: In addition to mental health speakers, the importance of diversity and inclusion in events cannot be overstated. Consider these notable UK speakers who champion diversity and inclusion:

Dame Helena Morrissey: A prominent advocate for diversity in the workplace, Dame Helena Morrissey is a seasoned financial industry executive and author.

Simon Fanshawe: An accomplished broadcaster, writer, and co-founder of Diversity by Design, Simon Fanshawe is renowned for his work in promoting diversity and inclusion.

June Sarpong OBE: A TV presenter, author, and diversity advocate, June Sarpong OBE actively addresses issues related to diversity and inclusion.

By thoughtfully selecting speakers aligned with your event's goals and audience, you can foster a meaningful and impactful experience that promotes mental well-being and embraces diversity for all.

[afterdinner-speakers]

The Power of Diverse Voices: Finding the Perfect DEI Speaker for Your UK Event (and Avoiding the Event Planning Headache!)

Just the other day, I was chatting with a colleague who attended a conference with the most inspiring speaker on unconscious bias. They said it completely changed their perspective on how everyday interactions can impact colleagues from different backgrounds. It got me thinking – finding the right speaker can truly make a difference, especially when it comes to diversity and inclusion (DEI).

Let's be honest, planning an event can be a juggling act – finding the venue, sorting out catering, and let's not forget, securing the perfect speaker. But when it comes to diversity and inclusion speakers, the search can feel even more daunting. There are so many amazing voices out there, how do you choose the right one to elevate your event and contribute to your company's overall DEI efforts?

Why a UK Event Speaker Agency Can Be Your DEI Hero

Imagine this – you've organised an event all about promoting inclusivity, but you're struggling to find a diverse range of speakers. That's where event speaker agencies come to the rescue!

These agencies specialise in connecting event planners with a curated selection of speakers on a variety of topics, including DEI. They have access to a vast pool of talented speakers, saving you the time and effort of scouring the internet. Plus, they can act as your personal DEI matchmaker, using their expertise to recommend speakers who perfectly align with your event's theme, target audience, and budget.

Benefits of Using a UK Event Speaker Agency:

Extensive Network: Agencies tap into a vast pool of talented DEI speakers, saving you hours of research.

Tailored Recommendations: Share your event's goals and audience – the agency will find a speaker who resonates with them.

Logistics Made Easy: From fees to travel, agencies handle the nitty-gritty aspects of booking a speaker, freeing you to focus on the bigger picture.

Finding the Perfect Fit: Top Tips for Booking a DEI Speaker

So, you've decided to enlist the help of a UK event speaker agency. But with so many options, how do you choose the right one? Look for an agency with a proven track record of placing DEI speakers at events. Their website should showcase their speaker portfolio and provide clear information about their services.

Here's how to ensure a smooth speaker booking process:

Clarity is Key: The more information you provide about your event's goals and target audience, the better the agency can assist you.

Embrace Flexibility: Be open to considering speakers outside your initial criteria. The agency might introduce you to someone with a unique perspective that could enhance your event.

Communication is King: Maintain clear communication with the agency throughout the process. Don't hesitate to ask questions or voice any concerns.

The Power of Diverse Voices: Why DEI Speakers Matter

In our work with clients, we often see the positive impact that strong DEI initiatives can have on a company's brand image and employee morale. DEI speakers can be a powerful tool to help companies take their DEI efforts to the next level.

Personally, I believe that DEI goes beyond policies and procedures. It's about creating an environment where everyone feels valued and heard. And DEI speakers play a crucial role in sparking those important conversations, inspiring audiences to think differently, and fostering a more inclusive workplace culture.

Ready to Take Action?

Now that you understand the power of DEI speakers and the role event speaker agencies play, it's time to take action. Research UK event speaker agencies specialising in DEI speakers and explore the talent they represent. With the right speaker on board, your next event can be a springboard for fostering a more inclusive and successful organisation. Remember, a diverse and inclusive workplace starts with open conversations and a willingness to learn from different perspectives. Let's make those conversations happen!

[aturinfortheworse]

I have to watch 45 minutes of video for an assignment in my "diversity in education" class and... they don't have captions. The videos are from a digital textbook about inclusion and diversity. The chapter is focused on EALD speakers.

AND THEY DON'T HAVE CAPTIONS

[calder]

Fallout: Empire Wastes preview on Saturday, Feb 22 at 4:30PM EST

C3 is a virtual conference for charity created by a community collaborative of like-minded and passionate modders dedicated to expanding the worlds and universes of Fallout, Elder Scrolls and Starfield. From Construction Set to Creation Kit in all its forms, we bring together gamers and creators, streamers and modders to celebrate some creations of our own and help others create theirs. During this multi-day Twitch-based event we bring together notable names, teams and some very special guests for a host of unique content to support the charitable cause Make A Wish International:

Modder/Mod Team Showcases – a peek behind the curtain at some of some of the most anticipated mods in development as well as small scale mod projects covering a wide array of categories, from quests to cosmetics.

Virtual Learning Classes – Keynote speakers break down the many forms of creation tools available to allow you to reinvent the game you love most, in the universe you love most.

Planned and unplanned peer networking – encouraging collaboration across projects, bringing modders everywhere together to learn, to inspire and celebrate our work.

Designed to be inclusive, diverse and supportive, C3 is open to all and welcoming to all. Whether you are new to modding, a seasoned pro, or just a passionate downloader who loves our work, we invite you to join us for this community networking event. As part of C3 2025, we will be showcasing Empire Wastes with a sort of 'first look'. Join us for a half hour of the start of our mod, to get a feel for what to expect. While you're there, and if you have the means, please consider donating to the charity. While C3 is an event to showcase content you are creating, this event is to benefit the Make A Wish Foundation International and help bring some light and hope to sick kids everywhere. Schedule here.

Join Empire Wastes on Twitch and catch some first looks at the start of the mod!

check it out! empire's gonna reveal some content i helped design. looks like a great show overall

[regina-bithyniae]

I think my girlfriend+friends need to be woker, in a way.

It feels weird making an argument from diversity and inclusion, but there being one non-chinese speaker in the group is something they really seem to struggle to understand the implications of.

"Five people are at a table. Everyone shares one language, and four share another. Which language should you speak in?" is a how-stupid-do-you-think-I-am tier diversity workshop question, but most charitably it just never occurred to them.

I find my mom's "talk to people of color like they are five year olds" approach excessive and condescending. But we like to play Scrabble after family dinners, and we easily understand that it isn't fair to do that if my girlfriend is around.

Are westerners are the only anti-racists? White Anti-Fragility?

[justinspoliticalcorner]

Jason Wilson at The Guardian:

A rightwing non-profit group that has published a “DEI Watch List” identifying federal employees allegedly “driving radical Diversity, Equity, and Inclusion (DEI) initiatives” is bankrolled by wealthy family foundations and rightwing groups whose origins are often cloaked in a web of financial arrangements that obscure the original donors. One recent list created by the American Accountability Foundation (AAF) includes the names of mostly Black people with roles in government health alleged to have some ties to diversity initiatives. Another targets education department employees, and another calls out the “most subversive immigration bureaucrats”. The lists come amid turmoil in the US government as Donald Trump’s incoming administration, aided by Elon Musk, the world’s richest man, has sought to fire huge swathes of the federal government and purge it of DEI and other initiatives – such as tackling climate change – that Trump has dubbed “woke”. While the publication of the personal details of government workers – whom the website describes as “targets” – has reportedly “terrified” many in federal departments, the Guardian has discovered that some current and former employees of AAF have taken pains to conceal their affiliations with the group on LinkedIn and other public websites.

One of the donors to the AAF is the Heritage Foundation, the architects of Project 2025, which has been a driving ideological force behind Trump’s re-election and first weeks in government. Heidi Beirich, the chief strategy officer of the Global Project Against Hate and Extremism (GPAHE), said: “It’s not surprising to find a vile project such as this backed by Project 2025 entities and far-right donors who have it out for public employees.” Disclosure documents show that the AAF has been closely involved in training Republican staffers in collaboration with the affiliated Conservative Partnership Institute, in sessions that promise to train rightwing operatives in skills including “open source research” and “working with outside groups”.

[...]

‘Incubated’ by the Conservative Partnership Institute

The most crucial support for AAF, however, has come from the organization that birthed it: the CPI, which continues to have a profound influence on the Trump administration and the Republican party as a whole via its own activities and those of its flotilla of spin-off groups. AAF was founded in 2021 to “take a big handful of sand and throw it in the gears of the Biden administration”, as Tom Jones, the organization’s head, told Fox News at the time. [...]

Moulding Maga minds

The Guardian reported last year that CPI had been cementing ties between the far right and the GOP by means of training events for Hill staffers and their bosses in Congress. Many of these events were held at “Camp Rydin”, a sprawling 2,200-acre (890-hectare) property on Maryland’s eastern shore purchased after a $25m donation was made to CPI by its namesake, retired Houston software entrepreneur Mike Rydin, in the wake of January 6. Others were held at one of at least nine adjacent properties on Washington DC’s Pennsylvania Avenue purchased by CPI since 2022, in what reports described as a $41m “shopping spree” that has created a “Maga campus”. CPI literature describes the precinct as “Patriot’s Row”. Records obtained from US Senate and House ethics disclosures indicate that AAF has benefited from being front and center at many of these events. At a 29 May 2024 “Legislative Assistant Symposium” attended by staffers then working for senators including Josh Hawley, Marco Rubio, Ted Cruz and JD Vance, AAF’s Jones was billed as speaking on “strategies for how Congress should approach oversight and accountability”, alongside speakers from CPI, AFL, Advancing American Freedom and anti-immigrant group NumbersUSA. A parallel event with the same line-up drew staffers for hard-right Maga representatives including Anna Paulina Luna – who recently introduced a bill that would see Trump’s face added to Mount Rushmore – and Paul Gosar, who in November invoked antisemitic conspiracy theories in a newsletter defending Tulsi Gabbard, Trump’s pick to lead national intelligence. NumbersUSA was part of a network of groups “founded and funded” by John Tanton, whom the Southern Poverty Law Center called the “puppeteer of the nativism movement and a man with deep racist roots”. At an event held 15-17 February 2023, hosted by AAF and attended by staffers for Congress members including Luna, Ken Buck and Marjorie Taylor Greene, trainees were to learn skills including “how to effectively draft requests for information from agencies and witnesses”, “tools and techniques for conducting open source research into agencies, individuals, and organizations”, and conducting “mock interviews with reluctant / recalcitrant witnesses”.

[...]

Dirt machine

The dirt machine now targeted at government workers was honed on higher-profile targets during the Biden administration. Early on, AAF pointed its opposition-research machine at Biden nominees including Saule Omarova, nominated for comptroller of the currency; Sarah Bloom Raskin, nominated for vice-chair for supervision of the Federal Reserve Board, and Ketanji Brown Jackson, supreme court justice, whom the organization falsely claimed had been soft on sex offenders.

The Guardian reports on how a shadowy far-right group of donors are funding American Accountability Foundation’s watchlists, such as the “DEI watchlist.”

[vague-humanoid]

Judged by its own merit (cultural and political context aside), Black Myth isn’t a particularly inventive game, even if the boss fights are very fun. The environments feel stale and small when you realize most doors stay glued shut and most walls aren’t climbable. When I ran through the outer limits of each biome, I found a deserted terrain with nothing to do. In between big bosses, the game doesn’t offer you any chance to reflect, rest, or enjoy the scenery. Instead, it merely pushes you to the next stage. The assets for the lands repeat; it’s almost as if you’re trudging through a maze. I haven’t come across any side content in the 12 hours I’ve explored the game. And for non-Chinese speakers, a common refrain is that the narrative and rough translation are confusing. I recommend turning on Chinese dialogue for more flavor and ambiance, but even then it sounds like one guy is acting out all the voices.

If Black Myth: Wukong isn’t as good as reviews say (it’s currently got an 81% on Metacritic, while Steam users have given it a 10/10), then what’s behind the title’s astronomical success? Months before the game’s launch, it had already drummed up an online furor that would eventually translate into Steam sales. And some self-proclaimed Gamergaters even suspect it’s part Chinese nationalism and part hype driven by the side of the internet that hates diversity and inclusion. This unholy combination may have inadvertently revealed a new path to success for edgy but ultimately mediocre video games.

Last year, IGN published a report about the studio being plagued by claims of sexism, a piece that was critiqued by online users, which said that the evidence of sexism was merely vulgarity. The evidence cited included social media posts that likened game development to birthing a child and the creator’s excitement to sporting an erection. (Inverse confirmed the translations independently.) The logo for Game Science was also noted by Chinese content creators for its resemblance to sperm. The reality is that IGN’s report likely did not dissuade Chinese gamers from supporting Black Myth very much, as it described an internet culture many are familiar and comfortable with. In fact, the controversy may have boosted sales by raising awareness of the game.

Once upon a time, coming forward with cultural complaints about a piece of media might have facilitated healthy discussions and smarter consumption a few years ago, but in today’s climate, it’s more likely to trigger angry factions online and fuel sales of an otherwise ordinary product. It’s possible a similar phenomenon happened to PlayStation’s Stellar Blade, where a series of articles about the misogyny and objectification contained in the game ultimately worked to drive engagement.