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--></style></head><body lang=EN-US link=blue vlink="#954F72"><div class=WordSection1><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'>Greetings Federation Family,<o:p></o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'><o:p> </o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'>Everytime I read about racism, something I am not yet familiar with because I was not born and raised in the U.S., I can see minorities, as disabled individuals, as a whole, between the lines.<o:p></o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'>How many of us felt treated differently because of our visual impairment/blindness when applying for or trying to hold on to a job or position?<o:p></o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'>I believe we can place ourselves in the same category and use some of the tools offered in this article to improve our chances to secure positions in the employment/corporate world. Never hurts to try. If we don’t try, we’ll never know if it works!<o:p></o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'><o:p> </o:p></span></span></p><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=580 style='width:435.0pt;border-collapse:collapse'><tr><td width=20 style='width:15.0pt;padding:0in 0in 0in 0in'><p class=MsoNormal> <o:p></o:p></p></td><td valign=top style='padding:0in 0in 0in 0in'><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=510 style='width:382.5pt;border-collapse:collapse'><tr><td valign=top style='padding:0in 0in 0in 0in'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 align=left><tr><td valign=bottom style='padding:0in 0in 0in 0in'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 align=left><tr><td valign=bottom style='padding:0in 0in 0in 0in'><p class=MsoNormal><img width=57 height=57 style='width:.5916in;height:.5916in' id="_x0000_i1026" src="https://hbr.org/resources/images/article_assets/2013/09/110-Maureen_Hoch.jpg" alt="Maureen Hoch"><o:p></o:p></p></td></tr><tr style='height:1.2pt'><td style='padding:0in 0in 0in 0in;height:1.2pt'><p class=MsoNormal style='line-height:.75pt;mso-line-height-rule:exactly'><span style='font-size:1.0pt'> <o:p></o:p></span></p></td></tr></table></td><td width=6 style='width:4.5pt;padding:0in 0in 0in 0in'><p class=MsoNormal> <o:p></o:p></p></td><td valign=top style='padding:0in 0in 0in 0in'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 align=left style='border-collapse:collapse'><tr style='height:20.4pt'><td style='padding:0in 0in 0in 0in;height:20.4pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=bottom style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:12.0pt;mso-line-height-rule:exactly'><b><span style='font-size:10.5pt;font-family:"Helvetica",sans-serif;color:black'> From Maureen Hoch, Editor, HBR.org </span></b><span class=emtext3><b><span style='font-size:9.0pt;font-family:"Helvetica",sans-serif;color:#787878'>| June 12, 2020</span></b></span><b><span style='font-size:10.5pt;font-family:"Helvetica",sans-serif;color:black'> <o:p></o:p></span></b></p></td></tr></table></td></tr></table></td></tr><tr style='height:18.75pt'><td style='padding:0in 0in 0in 0in;height:18.75pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>How do we move from talking about racism to actually fighting it? That’s the question posed in a new article this week from Kira Hudson Banks and Richard Harvey. They outline <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe81" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>some of the steps that companies need to take</span></b></a> beyond offering public statements of support for racial justice: <o:p></o:p></span></p></td></tr><tr style='height:18.75pt'><td style='padding:0in 0in 0in 0in;height:18.75pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>“The current moment has the potential to be pivotal... if corporate leaders have the wherewithal to identify the harm being done to Black employees and employees of color, to name company- and industry-specific actions they will take to remedy the harm, and to hold themselves accountable.” <o:p></o:p></span></p></td></tr><tr style='height:15.0pt'><td style='padding:0in 0in 0in 0in;height:15.0pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>I also recommend <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe82" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>the latest episode of <em><span style='font-family:"Georgia",serif'>Women at Work</span></em></span></b></a>, which explores what has historically driven women of different races apart in the workplace and offers insight on how we can better support one another. <o:p></o:p></span></p></td></tr><tr style='height:7.5pt'><td style='padding:0in 0in 0in 0in;height:7.5pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>And <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe83" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>on the <em><span style='font-family:"Georgia",serif'>HBR IdeaCast</span></em></span></b></a>, Alison Beard interviewed organizational psychologist and Georgetown professor Ella Washington about what private-sector companies need to do now to combat bias and inequality. She is the coauthor of our recent piece on <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe84" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>how businesses must take meaningful action against racism</span></b></a>. <o:p></o:p></span></p></td></tr><tr style='height:7.5pt'><td style='padding:0in 0in 0in 0in;height:7.5pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>We’ve also been keeping our eye on other big global stories — from the continuing economic and health impacts of the Covid-19 pandemic to the simmering tensions in Hong Kong. Here are some other pieces you shouldn’t miss: <o:p></o:p></span></p></td></tr><tr style='height:7.5pt'><td style='padding:0in 0in 0in 0in;height:7.5pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><ul type=disc><li class=MsoNormal style='color:black;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:21.0pt;mso-line-height-rule:exactly;mso-list:l0 level1 lfo1'><span style='font-size:13.0pt;font-family:"Georgia",serif'>Five questions that corporate boards should be asking <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe85" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>about China</span></b></a> right now.<o:p></o:p></span></li><li class=MsoNormal style='color:black;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:21.0pt;mso-line-height-rule:exactly;mso-list:l0 level1 lfo1'><span style='font-size:13.0pt;font-family:"Georgia",serif'>How one health system <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe86" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>is transforming the way it works in response to Covid-19</span></b></a>, including preparing for a potential second wave of infections.<o:p></o:p></span></li><li class=MsoNormal style='color:black;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:21.0pt;mso-line-height-rule:exactly;mso-list:l0 level1 lfo1'><span style='font-size:13.0pt;font-family:"Georgia",serif'>A journey into <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe87" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>what M&A looks like during a pandemic</span></b></a>.<o:p></o:p></span></li><li class=MsoNormal style='color:black;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:21.0pt;mso-line-height-rule:exactly;mso-list:l0 level1 lfo1'><span style='font-size:13.0pt;font-family:"Georgia",serif'>And these quick and effective tips on <a href="http://t.a.email.hbr.org/r/?id=h5814720e,a81fe7c,a81fe88" target="_blank"><b><span style='color:#0787B1;text-decoration:none'>how to handle virtual negotiations</span></b></a>.<o:p></o:p></span></li></ul></td></tr><tr style='height:7.5pt'><td style='padding:0in 0in 0in 0in;height:7.5pt'><p class=MsoNormal> <o:p></o:p></p></td></tr><tr><td valign=top style='padding:0in 0in 0in 0in'><p class=MsoNormal style='line-height:21.0pt;mso-line-height-rule:exactly'><span style='font-size:13.0pt;font-family:"Georgia",serif;color:black'>Thanks for reading and listening — and be well,<br>Maureen <o:p></o:p></span></p></td></tr><tr style='height:26.25pt'><td style='padding:0in 0in 0in 0in;height:26.25pt'><p class=MsoNormal> <o:p></o:p></p></td></tr></table></div></td></tr></table></div><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'><o:p> </o:p></span></span></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'><o:p> </o:p></span></span></p><p class=MsoNormal><img border=0 width=66 height=96 style='width:.6833in;height:1.0in' id="_x0000_i1025" src="https://docs.google.com/uc?export=download&id=1ZgHpSssGZH8Ha8eT7TdSo82HZg3BXUnY&revid=0BzVxKaP_Tl4tWlF0ZEJKeDcvUWFtbkRlTFd0RkQxZEU0bDFrPQ"><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>Diana Oliveira</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>NFBF Miami-Dade Chapter, life member</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>NFBF Legislative Committee, member</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>NFB Employment Committee, member</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>NABS, member</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>(305)988-2713</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'>(202)909-0410</span><o:p></o:p></p><p class=MsoNormal><span style='font-family:"Comic Sans MS"'><a href="mailto:dianaoliveira58@gmail.com" target="_blank">dianaoliveira58@gmail.com</a></span><o:p></o:p></p><p class=MsoNormal><o:p> </o:p></p><p class=MsoNormal><b><span style='font-size:12.0pt'><o:p> </o:p></span></b></p><p class=MsoNormal><span class=DefaultFontHxMailStyle><span style='font-size:12.0pt'><o:p> </o:p></span></span></p></div></body></html>