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Election 2020 – Your Cheat Sheet for 12 Propositions to Know About Before Nov. 3

Published

4 years ago

October 7, 2020

2020 is a big election year. With all eyes on the presidential race, Californians can’t afford to lose sight of our state and local elections. These decisions need the same amount of consideration being given to the big race. They are the ones with the most — and the most immediate — effects on you and your family’s safety, quality of life and finances.

This year, California as a whole is reckoning with some big changes. The 12 qualified propositions on the ballot cover many issues, including tax codes, voting rights, workers’ rights and affirmative action. The results of these ballot measures will affect every life in California in some shape or form, and it’s important that voters understand them and make informed decisions on how to vote.

Prop 14 – Authorizes Bonds Continuing Stem Cell Research. Initiative Statute.

Prop 14 considers bonds for stem-cell and other medical research.

If passed, the California Institute of Regenerative Medicine will issue $5.5 billion in state bonds to fund stem cell and other medical research, with $1.5 billion going to research and therapy for Alzheimer’s, Parkinson’s, stroke, epilepsy and other brain and central nervous system diseases. Money would come from the state General Fund.

Proponents of Prop 14 argue that the funding will help accelerate development of treatment and cures for many diseases, including cancer and infectious diseases like COVID-19.

Opponents of the measure say that the state can’t afford the debt from borrowing the $5.5 billion, which would reach $8 billion with interest added. They also point out that the majority of the money from the first stem-cell research measure, Proposition 71 from 2004, went to infrastructure, education, and training, producing few medical breakthroughs.

Prop 15 – Increases Funding for Public Schools, Community Colleges, and Local Government Services by Changing Tax Assessment of Commercial and Industrial Property. Initiative Constitutional Amendment.

Prop 15 asks voters to weigh in on the biggest change to the state’s property tax code in four decades since 1978’s Proposition 13.

If passed, commercial and industrial property will be taxed based on current market value instead of the purchase price. It would replace the current rule, where property taxes can’t rise more than two percent unless there’s new construction or ownership, with tax reassessments of commercial and industrial properties at least every three years.

The new tax revenue this generates, an estimated $6.5 to 11.5 billion, will fund K-12 public schools, community colleges and local governments. The measure would exempt residential properties and owners of commercial properties with a combined value of $3 million or less, and exempt small businesses from personal property tax.

Proponents of Prop 15 argue that the initiative would close corporate tax loopholes and force wealthy corporations to pay their fair share of taxes. They also argue that money is needed for schools and local communities struggling during the COVID-19 pandemic.

Opponents of Prop 15 argue that wealthy corporations and landlords will probably pass the buck to tenants and small businesses, and that any tax raise would ultimately raise the cost of living in the state.

Prop 16 – Allows Diversity as a Factor in Public Employment, Education, and Contracting Decisions. Legislative Constitutional Amendment.

Prop 16, if passed, would remove California’s ban on affirmative action, which was put in place with Prop 209 in 1996. Repealing the ban on affirmative action would allow state agencies and institutions, including colleges and universities, to consider race, ethnicity and gender for employment, admissions and contracting decisions.

Proponents of Prop 16 argue that it would create targeted opportunities for Black and Latino communities and help to correct centuries of economic exclusion and institutional racism. They also argue that the measure is a way to address the racial wealth gap in California, a state where White Californians make up 60% of high earners though they’re only 37% of the state population.

Opponents of Prop 16 argue that the change would make race more important than merit in college admissions and employment processes, a form of reverse discrimination.

Prop 17 – Restores Right to Vote After Completion of Prison Term. Legislative Constitutional Amendment.

Prop 17 concerns voting rights for parolees. If passed, previously incarcerated people will be able to vote while on parole, instead of having to wait until the parole term is over. This would enfranchise over 50,000 parolees, who are disproportionately African American and Latino. California is currently one of three states that require incarcerated persons to finish their prison and parole terms before they can vote. Nineteen states allow parolees to vote.

Those in favor of Prop 17 argue that parolees have paid their debt to society and contribute to their communities through work and community service, so they should have a say in government. Also, they argue that banning parolees from voting disenfranchises a large portion of the Black and Latino vote.

Opponents of the measure, primarily voter watchdog groups, argue that parole is a transition period and previously incarcerated persons have not paid their debt to society until after their parole is over.

Prop 18 – Amends California Constitution to Permit 17-Year-Olds to Vote in Primary and Special Elections If They Will Turn 18 by the Next General Election and Be Otherwise Eligible to Vote. Legislative Constitutional Amendment.

Prop 18 concerns the minimum voting age. If passed, young people who are 17-years-olds at the time of a primary or special election will be able to vote if they will turn 18 by the following general election and are otherwise eligible. This would allow these young adults to exercise their vote across a full election cycle.

Proponents of Prop 18 argue that 17-year-olds can make informed decisions about voting and should be allowed to participate in the full election cycle. They also argue that young people should have a say in issues that directly affect them, and that the change will inspire young people to get more engaged in politics.

Opponents of the measure say that 17-year-olds are still legal minors and can be unduly influenced by parents and teachers.

Prop 19 – Changes Certain Property Tax Rules. Legislative Constitutional Amendment.

Prop 19 regards property tax code changes for older Californians and natural disaster victims. If passed, the proposition would give homeowners who are over 55, disabled, or victims of wildfires and other natural disasters a tax break, allowing them to transfer their primary home’s low property tax base to their new home when they move, up to three times.

It would also change the inheritance tax break to require heirs to use the inherited home as their primary residence within a year, or else the property tax will be reassessed to market value. If passed, local governments and schools could gain tens of millions of dollars in new property tax revenue per year, and the initiative would also establish a fund for fire protection.

Proponents argue that Prop 19 will provide tax relief for seniors who are stuck in houses that they can’t maintain or are too far from family or medical care. They also argue that narrowing the inheritance tax break would generate more revenue for local governments and schools, since people who use inherited property as rental units or second homes would be forced to pay more taxes.

Opponents argue that the initiative would increase inequality by allowing homeowners to take the tax break, their initial home’s low property tax base, with them for up to three properties, instead of the current limit of one move. They say it would put people who are struggling to buy a home at a disadvantage, giving more purchasing power to existing homeowners.

Prop 20 – Restricts Parole for Certain Offenses Currently Considered to Be Non-Violent. Authorizes Felony Sentences for Certain Offenses Currently Treated Only as Misdemeanors. Initiative Statute.

Prop 20, if passed, would change procedures and standards for the state Board of Parole Hearings and community probation programs, and expand the list of offenses that disqualify an inmate from parole. It would change several theft-related crimes from misdemeanors to felonies and create two new crimes, serial theft and organized retail theft. It would also expand DNA testing to require samples from some people convicted of theft and domestic violence.

Those who support Prop 20 argue that previous prison reforms, specifically propositions 47 in 2014 and 57 in 2016, led to an increase in crime by repeat offenders, and tougher parole standards are needed.

Opponents of Prop 20 argue that the measure is a prison spending scheme that will increase spending for prisons, money that should go to programs like schools, rehabilitation, mental health and homelessness.

Prop 21 – Expands Local Governments’ Authority to Enact Rent Control on Residential Property. Initiative Statute.

Prop 21 is the latest rent control proposition. If passed, it would amend state law to allow local governments to establish rent control for residential properties over 15 years old. Local rent-control limits can differ from the statewide limit, but local governments would be required to allow landlords to increase rents by 15 % after three years. Also, people who own no more than two housing units with separate titles, such as single-family homes and duplexes, are exempt from rent control. Currently, 64% of African Americans in California are renters.

Those in favor of Prop 21 argue that putting a cap on California’s sky-high rents is a strategic move that will assist renters to stay in their homes and help prevent homelessness. Half of renter households in the state are overburdened and spend more than 30 % of their incomes on rent, according to the U.S. Census Bureau.

Opponents, primarily developers, landlords and business owners, argue that rent control would discourage construction and take affordable units off the market.

Prop 22 – Exempts App-Based Transportation and Delivery Companies From Providing Employee Benefits to Certain Drivers. Initiative Statute

Prop 22 is about employment classification for rideshare and delivery drivers, affecting the companies Uber, Lyft and DoorDash, among others. If it passes, these companies will be allowed to continue to classify their drivers as independent contractors with benefits from those app-based companies, including a base wage and healthcare subsidies. Currently, these drivers are legally classified as employees under AB-5.

Proponents of the ballot measure argue it would allow gig drivers, who are majority African American and Latino, to keep their flexibility and continue earning income in a turbulent economy.

Those against Prop 22 argue that it would allow the companies to underpay their drivers, and exempt gig companies from providing standard benefits that drivers need, like unemployment insurance, paid time off, and workers compensation.

Prop 23 – Authorizes State Regulation of Kidney Dialysis Clinics. Establishes Minimum Staffing and Other Requirements. Initiative Statute.

Prop 23 regards state regulation of dialysis clinics. If Prop 23 passes, all dialysis clinics would require at least one licensed physician on-site during treatment. It would also require clinics to report infection data to state health officials and require state approval for clinics to close or reduce services. State and local health care costs would increase due to increased dialysis treatment costs.

Supporters of Prop 23 argue that the regulations are necessary to keep large dialysis corporations in line.

Opponents of Prop 23 argue that many dialysis clinics would have to restrict hours or shut down if they had to pay a licensed physician, and that dialysis patients would have trouble affording increased treatment costs. They also note that the proposition does not require that the physicians have any specialized knowledge in dialysis or kidney function.

Prop 24 – Amends Privacy Laws. Initiative Statute.

Prop 24 concerns consumer data privacy laws, which prevent businesses from sharing personal information gathered digitally, including from websites. If passed, it would strengthen the California Consumer Privacy Act by letting consumers tell businesses to limit the use of their sensitive data, such as an individual’s exact location and race, and prohibiting businesses from keeping consumer data for longer than necessary. It would also establish a new state agency dedicated to enforcing privacy laws and increase financial penalties for violations concerning consumers under age 16.

Those in favor of Prop 24 argue that the current consumer privacy law isn’t strong enough, and that the measure would give people more control over their personal data, and make it easier for consumers to sue companies if their email accounts and passwords are stolen or hacked.

Opponents say the measure was written behind closed doors and included the participation of companies that are the targets of regulation.

Prop 25 – Referendum on Law That Replaced Money Bail with System Based on Public Safety and Flight Risk

Proposition 25 is a veto referendum on SB 10, a 2018 law that would replace cash bail with risk assessments for suspects awaiting trial. If Prop 25 passes, it would replace the current system, where suspects pay a cash bond to be released from jail with a promise to return for trail, with risk assessment to determine whether a detained suspect is a flight risk or a danger to the public. The state superior courts would establish divisions responsible for conducting risk assessments and making recommendations, and the state Judicial Court would determine which factors are considered for the assessments.

Prop 25 supporters argue that the risk assessment system would be fairer than the current system, which depends on a suspect’s ability to afford bail.

Opponents of Prop 25 argue that the risk assessments will likely discriminate against Black and Brown people and increase racial profiling. They also point out that it will give judges unchecked power with no accountability, and that setting up the new system would cost taxpayers hundreds of millions of dollars a year.

For more information on the propositions visit the California Secretary of State Website: https://www.sos.ca.gov/elections/ballot-measures/qualified-ballot-measures

Michelle Snider

Associate Editor for The Post News Group. Writer, Photographer, Videographer, Copy Editor, and website editor documenting local events in the Oakland-Bay Area California area.

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California, Districts Try to Recruit and Retain Black Teachers; Advocates Say More Should Be Done

SACRAMENTO OBSERVER — Many Black college students have not considered a teaching career because they have never had a Black teacher, said Preston Jackson, who teaches physical education at California Middle School in Sacramento. Those who consider a teaching career are often deterred by the cost of teacher preparation, taking required tests and unpaid student teaching.

Published

6 days ago

December 17, 2024

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A Series by EdSource | The Sacramento Observer

Recruiting and retaining Black teachers has taken on new urgency in recent years as California lawmakers try to ease the state’s teacher shortage. The state and individual school districts have launched initiatives to recruit teachers of color, but educators and advocates say more needs to be done.

Hiring a diverse group of teachers helps all students, but the impact is particularly significant for students of color, who then score higher on tests and are more likely to graduate from college, according to the Learning Policy Institute. A recently released report also found that Black boys are less likely to be identified for special education when they have a Black teacher.

In the last five years, state lawmakers have made earning a credential easier and more affordable and have offered incentives for school staff to become teachers — all moves meant to ease the teacher shortage and help to diversify the educator workforce.

Despite efforts by the state and school districts, the number of Black teachers doesn’t seem to be increasing. Black teachers say that to keep them in the classroom, teacher preparation must be more affordable, pay and benefits increased, and more done to ensure they are treated with respect, supported and given opportunities to lead.

“Black educators specifically said that they felt like they were being pushed out of the state of California,” said Jalisa Evans, chief executive director of the Black Educator Advocates Network of a recent survey of Black teachers. “When we look at the future of Black educators for the state, it can go either way, because what Black educators are feeling right now is that they’re not welcome.”

Task force offers recommendations

State Superintendent of Public Instruction Tony Thurmond called diversifying the teacher workforce a priority and established the California Department of Education Educator Diversity Advisory Group in 2021.

The advisory group has made several recommendations, including beginning a public relations campaign and offering sustained funding to recruit and retain teachers of color, and providing guidance and accountability to school districts on the matter. The group also wants universities, community groups and school districts to enter into partnerships to build pathways for teachers of color.

Since then, California has created a set of public service announcements and a video to help recruit teachers and has invested $10 million to help people of color to become school administrators, said Travis Bristol, chairman of the advisory group and an associate professor of education at UC Berkeley. Staff from county offices of education also have been meeting to share ideas on how they can support districts’ efforts to recruit and retain teachers of color, he said.

The state also has invested more than $350 million over the past six years to fund teacher residency programs, and recently passed legislation to ensure residents are paid a minimum salary. Residents work alongside an experienced teacher-mentor for a year of clinical training while completing coursework in a university preparation program — a time commitment that often precludes them from taking a job.

Legislators have also proposed a bill that would require that student teachers be paid. Completing the 600 hours of unpaid student teaching required by the state, while paying for tuition, books, supplies and living expenses, is a challenge for many Black teacher candidates.

Black teacher candidates typically take on much more student debt than their white counterparts, in part, because of the large racial wealth gap in the United States. A 2019 study by the Economic Policy Institute showed that the median white family had $184,000 in family wealth (property and cash), while the median Latino family had $38,000 and the median Black family had $23,000.

Lack of data makes it difficult to know what is working

It’s difficult to know if state efforts are working. California hasn’t released any data on teacher demographics since the 2018-19 school year, although the data is submitted annually by school districts. The California Department of Education (CDE) did not provide updated data or interviews requested by EdSource for this story.

The most recent data from CDE shows the number of Black teachers in California declined from 4.2% in 2009 to 3.9% during the 2018-19 school year. The National Center for Education Statistics data from the 2020-21 show that Black teachers made up 3.8% of the state educator workforce.

Having current data is a critical first step to understanding the problem and addressing it, said Mayra Lara, director of Southern California partnerships and engagement at The Education Trust-West, an education research and advocacy organization.

“Let’s be clear: The California Department of Education needs to annually publish educator demographic and experience data,” Lara said. “It has failed to do so for the past four years. … Without this data, families, communities and decision-makers really are in the dark when it comes to the diversity of the educator workforce.”

LA Unified losing Black teachers despite efforts

While most state programs focus on recruiting and retaining all teachers of color, some California school districts have initiatives focused solely on recruiting Black teachers.

The state’s largest school district, Los Angeles Unified, passed the Black Student Excellence through Educator Diversity, Preparation and Retention resolution two years ago. It required district staff to develop a strategic plan to ensure schools have Black teachers, administrators and mental health workers, and to advocate for programs that offer pathways for Black people to become teachers.

When the resolution was passed, in February 2022, Los Angeles Unified had 1,889 Black teachers — 9% of its teacher workforce. The following school year, that number declined to 1,823 or 7.9% of district teachers. The number of Black teachers in the district has gone down each year since 2016. The district did not provide data for the current school year.

Robert Whitman, director of the Educational Transformation Office at LA Unified, attributed the decrease, in part, to the difficulty attracting teachers to the district, primarily because of the area’s high cost of living.

“Those who are coming out of colleges now, in some cases, we find that they can make more money doing other things,” Whitman said. “And so, they may not necessarily see education as the most viable option.”

The underrepresentation of people of color prompted the district to create its own in-house credentialing program, approved by the California Commission on Teacher Credentialing, Whitman said. The program allows classified staff, such as substitute teachers, paraprofessionals, administrative assistants and bus drivers, to become credentialed teachers while earning a salary and benefits at their original jobs.

Grow-your-own programs such as this, and the state’s Classified School Employee Credentialing program, and a soon-to-be launched apprenticeship program, are meant to diversify the educator workforce because school staff recruited from the community more closely match the demographics of the student body than traditionally trained and recruited teachers, according to research.

Los Angeles Unified has other initiatives to increase the number of Black educators in the district, Whitman said, including working with universities and colleges to bring Black teachers, counselors and psychiatric social workers to their campuses. The district also has programs that help school workers earn a credential for free, and channels employees completing a bachelor’s degree toward the district’s teacher preparation program where they can begin teaching while earning their credential.

All new teachers at Los Angeles Unified are supported by mentors and affinity groups, which have been well received by Black teachers, who credit them with inspiring and helping them to see themselves as leaders in the district, Whitman said.

Oakland has more Black teachers than students

Recruiting and retaining Black teachers is an important part of the Oakland Unified three-year strategic plan, said Sarah Glasband, director of recruitment and retention for the district. To achieve its goals, the district has launched several partnerships that make an apprenticeship program, and a residency program that includes a housing subsidy, possible. A partnership with the Black Teacher Project, a nonprofit advocacy organization, offers affinity groups, workshops and seminars to support the district’s Black teachers.

The district also has a Classified School Employee Program funded by the state and a new high school program to train future teachers. District pathway programs have an average attrition rate of less than 10%, Glasband said.

This year, 21.3% of the district’s K-12 teachers are Black, compared with 20.3% of their student population, according to district data. Oakland Unified had a retention rate of about 85% for Black teachers between 2019 and 2023.

Better pay, a path to leadership will help teachers stay

Black teachers interviewed by EdSource and researchers say that to keep them in the classroom, more needs to be done to make teacher preparation affordable, improve pay and benefits, and ensure they are treated with respect, supported and given opportunities to lead.

The Black Educator Advocates Network came up with five recommendations after surveying 128 former and current Black teachers in California about what it would take to keep them in the classroom:

Hire more Black educators and staff
Build an anti-racist, culturally responsive and inclusive school environment
Create safe spaces for Black educators and students to come together
Provide and require culturally responsive training for all staff
Recognize, provide leadership opportunities and include Black educators in decision making

Teachers interviewed by EdSource said paying teachers more also would make it easier for them to stay.

“I don’t want to say that it’s the pay that’s going to get more Black teachers,” Brooke Sims, a Stockton teacher, told EdSource. “But you get better pay, you get better health care.”

The average teacher salary in the state is $88,508, with the average starting pay at $51,600, according to the 2023 National Education Association report, “State of Educator Pay in America.” California’s minimum living wage was $54,070 last year, according to the report.

State efforts, such as an initiative that pays teachers $5,000 annually for five years after they earn National Board Certification, will help with pay parity across school districts, Bristol said. Teachers prove through assessments and a portfolio that they meet the National Board for Professional Teaching Standards. To be eligible for the grant, teachers must work at least half of their time in a high-needs school. Teachers who qualify are also given $2,500 to cover the cost of certification.

This incentive will help teachers continue their education and improve their practice, said Los Angeles teacher Petrina Miller. “It’s awesome,” she said.

Teacher candidates must be actively recruited

Many Black college students have not considered a teaching career because they have never had a Black teacher, said Preston Jackson, who teaches physical education at California Middle School in Sacramento. Those who consider a teaching career are often deterred by the cost of teacher preparation, taking required tests and unpaid student teaching.

“In order to increase the number of Black teachers in schools, it has to become deliberate,” Jackson said. “You have to actively recruit and actively seek them out to bring them into the profession.”

Since starting in 2005, Jackson has been one of only a handful of Black teachers at his school.

“And for almost every single one of my kids, I’m the first Black teacher they’ve ever had,” said Jackson. “… And for some of them, I’m the first one they’ve ever seen.”

Mentors are needed to help retain new teachers

Mentor teachers are the key ingredient to helping new Black educators transition successfully into teaching, according to teachers interviewed by EdSource. Alicia Simba says she could have taken a job for $25,000 more annually in a Bay Area district with few Black teachers or students but opted to take a lower salary to work in Oakland Unified.

But like many young teachers, Simba knew she wanted mentors to help her navigate her first years in the classroom. She works alongside Black teachers in Oakland Unified who have more than 20 years of teaching experience. One of her mentor teachers shared her experience of teaching on the day that Martin Luther King Jr. was shot. Other teachers told her about teaching in the 1980s during the crack cocaine epidemic.

“It really helps dispel some of the sort of narratives that I hear, which is that being a teacher is completely unsustainable,” Simba said. “Like, there’s no way that anyone could ever be a teacher long term, which are things that, you know, I’ve heard my friends say, and I’ve thought it myself.”

The most obvious way to retain Black teachers would be to make sure they are treated the same as non-Black teachers, said Brenda Walker, a Black teacher and president of the Associated Chino Teachers.

“If you are a district administrator, site administrator, site or colleague, parent or student, my bachelor’s degree, master’s degree, and my special education credential are just as valuable and carry as much weight, and are as respected as any other educator,” she said.

“However, it’s just as critical for all those groups to acknowledge and respect the unique cultural experience I bring to the table and acknowledge and respect that I’m a proud product of my ancestral history.”

Black teachers: how to recruit THEM and make them stay

This is the first part of a special series by EdSource on the recruitment and retention of Black teachers in California. The recruitment and hiring of Black educators has lagged, even as a teacher shortage has given the task new urgency.

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Christmas Travel: When is the Best Time to Take Your Trip

BIRMINGHAM TIMES — When planning for your trip, the thoughts of hitting the road or boarding a flight can be stressful. You envision not “sugar plums dancing in your head”, but crowded airports, long lines and very heavy traffic because Christmas travel can be notoriously difficult. It’s a time of high demand and volume with millions traveling during the winter weather, which is often synonymous with snowstorms, icy roads and delayed flights.

Published

6 days ago

December 16, 2024

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By Samuetta Drew | Birmingham Times

Christmas is one of the busiest travel seasons of the year. It’s a time when people schedule trips to visit family and friends, take that winter wonderland vacation or simply enjoy a festive getaway.

When planning for your trip, the thoughts of hitting the road or boarding a flight can be stressful. You envision not “sugar plums dancing in your head”, but crowded airports, long lines and very heavy traffic because Christmas travel can be notoriously difficult. It’s a time of high demand and volume with millions traveling during the winter weather, which is often synonymous with snowstorms, icy roads and delayed flights.

This safety article is meant to help you dodge the busiest crowds and make your trip as stress-free as possible, but also not to lose focus on practicing good safety measures. It will identify the best travel dates and times.

Most travelers wait until closer to Christmas, so plan your trips this year earlier in the week – specifically Monday, December 16, through Thursday, December 19. This is ideal for several reasons:

Lower Crowds – airports and highways are less congested.
Cheaper Flights – airlines often offer lower fares earlier in the week before the rush begins.
Less Stress – with fewer people on the road and shorter lines at the airports, your travel experience will be much smoother.

The least busy days with fewer travelers during Christmas are:

December 24 (Christmas Eve)
December 25 (Christmas Day)

While not as bad as the days immediately before, Christmas Eve still poses some challenges, such as:

Last Minute Travelers – many people wait until the last minute to travel.
Shortened Hours – some businesses and transportation services close early.
Higher Stress Levels – the pressure to arrive on time can add a little additional stress.

Avoid peak times at the airport. Opt for the late or early morning flights. The red-eye flights and early morning flights are generally less popular but offer significant advantages such as:

Fewer Delays – airports are generally less busy during these times, reducing the risk of delays.
Faster Security Checks – shorter lines at TSA means you will get through the airport faster, especially if it’s a large airport.
Affordable Options – airlines sometimes offer discounts on less desirable flight times.

Hopefully this article will help you Keep an Eye on Safety when traveling over the 2024 Christmas season by decreasing your holiday chaos, which could result in your lack of focus while traveling.

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PRESS ROOM: Trace and ARDN Join Forces to Promote the United Nations Sustainable Development Goals

NNPA NEWSWIRE — The African Renaissance and Diaspora Network (ARDN), a New York-based nonprofit, is committed to promoting the African Renaissance by strengthening ties between Africa and its diaspora through development and peace-building initiatives. Trace, an international multimedia platform focused on Afro-urban entertainment and youth success, is globally recognized for its contributions to Afrocentric cultures and its support of creators and fans from the African diaspora.

Published

6 days ago

December 16, 2024

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Trace, a global multimedia platform dedicated to Afro-urban entertainment and youth success, and the African Renaissance and Diaspora Network (ARDN) have entered into a partnership to guide their joint actions over the next two years. The objectives and details of this partnership will be revealed during a digital press conference on Tuesday, December 17, at 3 PM (GMT+1). Main speakers will be Olivier Laouchez, CEO & Co-Founder of Trace, Djibril Diallo CEO & President of ARDN as well as Richard Gant, ARDN’s Art, Culture and Sports Chair and renown actor, screenwriter and director.

Mandatory registration here.

Two Organizations, One Shared Vision

The African Renaissance and Diaspora Network (ARDN), a New York-based nonprofit, is committed to promoting the African Renaissance by strengthening ties between Africa and its diaspora through development and peace-building initiatives.

Trace, an international multimedia platform focused on Afro-urban entertainment and youth success, is globally recognized for its contributions to Afrocentric cultures and its support of creators and fans from the African diaspora.

A Partnership for Global Impact

ARDN and Trace are collaborating to:

Advocate for equality and success,
Support the achievement of the United Nations Sustainable Development Goals (SDGs) by 2030,
Foster peace and security, and
Provide aid to vulnerable communities”Our partnership with Trace represents a significant milestone in our mission to rally support for Africa and its diaspora. Together, we will amplify our impact and raise global awareness of African cultural richness and challenges,” said Djibril Diallo, President of ARDN.

“We are proud to collaborate with ARDN to contribute to the SDGs, positively impact people and societies, and elevate African cultures,” added Olivier Laouchez, co-founder and Executive Chairman of Trace.

The ARDN Red Card Campaign: First Joint Initiative

A central focus of this partnership is the ARDN Red Card Campaign, which tackles gender-based violence and discrimination. Positioned within the “Pathway to Solutions” framework, the campaign features the Red Card Pledge—a global movement aligned with SDG #5 to advance gender equality and empower women and girls worldwide, serving as a critical step toward accelerating the achievement of the Sustainable Development Goals.

The campaign encourages individuals and organizations to symbolically raise a red card, taking a stand against discrimination and promoting actions to eliminate inequality. It underscores the indispensable role of women as agents of transformative societal change. With the support of Trace and its innovative Trace+ streaming platform, the initiative will scale globally, reaching broader audiences and galvanizing international efforts for change.

This launch marks the beginning of a worldwide collaboration aimed at mobilizing collective action through symbolic gestures like the red card. It is the inaugural joint initiative between ARDN and Trace.

Adding a dynamic musical element, Trace will contribute to the Afrobeat remix of the campaign’s theme song, AOFB (“Africa Open for Business”), produced by Mackadamion. Featuring a prominent Afrobeat artist, the remix will premiere on Trace networks, celebrating Africa’s emergence as a hub of innovation and opportunity through captivating rhythms and uplifting lyrics.

A Committed Partnership for Sustainable Change

The Trace X ARDN partnership reflects their shared commitment to inclusion, cultural pride, and sustainable development. Together, they aim to contribute to societal improvements benefiting the African diaspora and beyond.

For more information about this partnership and upcoming initiatives, please contact:

Trace Contact: press@trace.plus

ARDN Contact: angelauzoeme@gmail.com

About Trace

Trace is a leading multimedia and digital platform dedicated to Afro-urban music and cultures, as well as the success of youth and artists. Trace regularly engages 350 million fans in 190 countries through entertainment and empowerment platforms. Learn more at http://www.trace.plus | Download the free Trace+ app on the App Store and Google Play.

About ARDN

The African Renaissance and Diaspora Network (ARDN), founded in 1990 and headquartered in New York, is a non-profit organization with consultative status at the United Nations and representation in over 80 countries. ARDN works closely with the United Nations to champion sustainable development across Africa and its diaspora. Its flagship initiatives, such as the Red Card Campaign, address critical issues like discrimination and gender-based violence while celebrating Africa’s potential and empowering women’s leadership. Through strategic partnerships, ARDN is dedicated to advancing the UN Sustainable Development Goals and fostering meaningful global impact. Learn more at: http://www.ardn.ngo