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Black History 365: The Brown Paper Bag Test

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India

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A picky 25-year-old from Mumbai whose unwillingness to marry raises his mom's blood pressure. A headstrong 34-year-old lawyer from Houston who says she doesn't want to settle for just anybody. A cheerful 32-year-old Guyanese-American dancer with Indian roots who simply wants to find a good person to be her husband.

These are some of the singles on the new Netflix original series Indian Matchmaking, a reality TV show about arranged marriages in Indian culture. The show follows Sima Taparia, a professional matchmaker from Mumbai, as she jets around the world, quizzing clients on their preferences, handing them "biodatas" for potentially compatible mates (that's the term she uses for what seem to be a cross between a resume and a dating profile) and ultimately introducing them to prospective spouses.

The eight-part series, which premiered on July 16, follows the participants as they navigate awkward first dates and meetings with the families of their matches. It became popular almost instantly in the U.S. - and in India. Indian social media are flooded with memes of Taparia's one-liners ("Ultimately, my efforts are meaningless if the stars are not aligned"). Brands are using show references in ads.

But the series has also sparked a debate about arranged marriage and is drawing criticism for its portrayal of the practice - as well as for seeming to endorse gender stereotypes, colorism and classism. The makers of the show are facing a backlash on social media for failing to challenge the regressive beliefs that some participants espouse and state openly. The 57-year-old elite marriage consultant is being criticized as well.

"The show gave Taparia, whose version of arranged marriage is [very outdated], free rein to peddle whatever she was saying as fact," film critic Poulomi Das says.
''Life is never equal''
Throughout the series, female participants are encouraged to be flexible and submissive. Taparia advises her female clients to "adjust and compromise" when it comes to choosing their life partner. When Aparna Shewakramani, the headstrong lawyer, rejects her first match because he is not ambitious and would never move somewhere that didn't have an ocean nearby, Taparia says "she should not get a life partner if she is this negative."

Taparia's colleague tells another female client that she should be ready to uproot herself and move to another country, leaving behind career, family and friends, if her future husband asks her to do so. "Life is never equal," she tells the woman with a smile.

When a client is confused or indecisive, Taparia ropes in life coaches, astrologers and face readers - someone who looks at a picture and predicts compatibility or, in one case, twin births if there is a marriage.

The participants dissect their dates with friends and family and suffer romantic setbacks. In the last episode, Akshay Jakhete, the picky 25-year-old, even has a lavish pre-engagement ceremony with one of his matches.

In a memorable scene from an earlier episode, Jakhete's mom chides him for being fussy and says his older brother and sister-in-law wouldn't have a baby until he was married - so he's to blame for their delay.

"What did I do?" a slightly taken-aback Jakhete asks.

"The show has plenty of moments of secondhand embarrassment, which makes it great reality TV," Das says. "[But] it's impossible to be a single woman in India and watch it without being triggered."

Nikita Doval, a 39-year-old writer, says she felt triggered just a few minutes into the first episode. Doval went through a tough period in her 20s when her parents were trying to arrange her marriage.

Men would ask her to make up her mind based on a short first meeting. One highly educated man asked her if she was a virgin. Another, whom she was briefly engaged to, would get angry if she called him by his name because he considered it disrespectful.

"I had three or four panic attacks," Doval says. "Every ring of the phone used to make the bottom of my stomach fall out thinking, 'Oh my god, is it the boy's family calling to ask [if I've made a decision]?' "
The dark origins of arranged marriage
Critics say one of the show's biggest flaws is that it glosses over the dark roots of arranged marriage and glorifies it as a harmless, quirky alternative to dating.

Four out of five Indians have arranged marriages, which typically occur within the rigid bounds of Hinduism's ancient caste system - roughly based on a hierarchy of professions into which people are born. When people start looking for a spouse for their son or daughter, the candidates they shortlist are usually from their own caste. Indian newspapers are filled with matrimonial ads seeking matches from a particular caste.

It's a way "to ensure that the caste bloodline remains 'pure' and is not contaminated by the impure blood of lower castes," writes Suraj Yengde, an activist and scholar on caste.

Inter-caste marriages are rare in India today and often provoke familial violence. Dozens of Indians are killed each year - often by family members or in-laws - for marrying outside their caste.

Social reformers have promoted inter-caste marriage as a way to end the caste system. There are nongovernmental organizations that help inter-caste and inter-faith couples who may be in danger. The state of Haryana has a scheme to encourage inter-caste marriages wherein the couple gets a cash incentive if one of them is from a lower caste.

"Resilient targeted efforts are necessary to promote inter-caste marriage, which may loosen the noose of the caste system in India," write population studies experts Pralip Kumar Narzary and Laishram Ladusingh.
The meaning of ''fair''
Several times in the series, Taparia, while talking about a promising match, casually mentions "fair-skinned" as one of the participant's good qualities. While rattling off her preferences, one Indian-American participant says she's looking for someone who's "not too dark, you know, fair-skinned."

In India, colorism is rampant. The faces of popular celebrities and billboard models are typically light. So darker-skinned Indians are made to feel insecure - and also face discrimination.

"A woman's dark skin can preclude her from entering positions such as news anchor, sales associate, flight attendant and even receptionist because these jobs require exposure to and interaction with the public, who will judge her as unattractive, unworthy and incompetent," notes a 2015 journal report compiled by academics Cynthia Sims and Malar Hirudayaraj.

Skin-whitening products make up half of all skin-care products in India, according to the World Health Organization. In Indian movies, men sing about how a woman's pale skin makes them swoon.

But the show doesn't give any context about this prejudice, Das points out: "An obsession with fair skin can't be a preference. It is a harmful, regressive brutality."

In recent years, as the Black Lives Matter movement has grown, more Indians have been questioning the bias against dark skin. In June, consumer goods giant Unilever announced it was dropping the word "fair" from the name of its popular Fair & Lovely product, which has been on Indian grocery store shelves since 1975.
''Not far from reality"
While most people on social media criticize the show or make fun of it, some credit it for exposing the social evils that exist in Indian society.

"My hope is that it will spark a lot of conversations that all of us need to be having in the South Asian community with our families - that it'll be a jumping off point for reflections about the things that we prioritize, and the things that we internalize," Smriti Mundhra, the show's executive producer, said in an interview with decider.com.

"This show is not far from reality," sociologist Parul Bhandari wrote in an op-ed. "We are perhaps uncomfortable and angry because this show has said it as it is, and has done so on a global platform, leaving little scope for pretense."

Why are people shitting on #IndianMatchmaking for being sexist and casteist? The show is simply holding a mirror to the ugly society we are a part of. Also, here's an underrated dialogue from the show. Needs more traction pic.twitter.com/YzZef4KozR
- Vishaka George (@vishakasarah) July 18, 2020

The show lays bare the hypocrisy of many seemingly progressive Indians, says Amita Nigam Sahaya, a gender activist and author of The Shaadi Story: Behind the Scenes of the Big Fat Indian Wedding.

"We've given all the tools [to women] vis-a-vis education, thought processes, financial autonomy," Sahaya says. "But the moment she reaches a particular point in her 20s or 30s when she gets into a partnership with a man, we say now it's time for you to take 100 steps back into a very traditional role."

Older generation Indians, such as her parents, are also not entirely at fault, Doval says. If they hadn't tried to arrange her marriage, society would have accused them of being bad parents, she says.

When Doval posted a Twitter thread about her own experience with arranged marriage, she received scores of messages from strangers, especially young women, seeking advice.

"Some of them had given in to the system, some of them were holding out, some wanted to know, 'How exactly did you say no?' or 'How did you convince your parents?' " Doval says.

She's been reassuring them, telling them they're not alone and that standing up for themselves doesn't make them bad.

"That's what feminism is at the end of the day," Doval says. "Women standing up for each other and saying I've got your back."

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Netflix's 'Indian Matchmaking' Is The Talk Of India - And Not In A Good Way

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A picky 25-year-old from Mumbai whose unwillingness to marry raises his mom's blood pressure. A headstrong 34-year-old lawyer from Houston who says she doesn't want to settle for just anybody. A cheerful 32-year-old Guyanese-American dancer with Indian roots who simply wants to find a good person to be her husband.

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People of color discuss the impact of 'colorism' l GMA

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Latinx

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Colorism in the Latinx Community! Ft. Lee Chin | Decoded | MTV

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Busting the Stereotype of the Angry Black Woman | Angela Shaw | TEDxBartonSpringsWomen

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Michelle Obama on the Stereotype of the "Angry Black Woman" | Oprah Special | Oprah Winfrey Network

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Stereotypes

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Mammy, Jezebel and Sapphire: Stereotyping Black women in media | The Listening Post (Feature)

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Stereotypes

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Actress Thandie Newton says she's filled with regret about some of the choices she made during her illustrious and prolific film career that "misrepresented African Americans" onscreen.

Newton is best known for her starring roles in such gripping dramas as Tyler Perry's For Colored Girls and Good Deeds as well as Norbit, Mission: Impossible 2 and Crash.

The London-born and biracial Newton, 47, became emotional during a recent interview with Vulture magazine and even shed tears as she recalled how some of her Hollywood contemporaries lost respect for her. They included director Spike Lee after Newton's decision to play Sarah "Sally" Hemings in the 1995 drama Jefferson in Paris about Thomas Jefferson and the enslaved woman who bore at least six of his children.

"Spike Lee and I had a little moment. We're always respectful when we see each other. But he wasn't exactly knocking on my door asking me to work with him. I can't put words in his mouth of what he thought of it," she said, according to Vulture.

"I know the nature of this business has had me play roles that I'm embarrassed I played. It's had me misrepresent African Americans. Because I didn't know. I have not been of great service in my career. I guess it's been of service in one respect because there's a person of color in a movie, but that can do more harm than good - let's face it."

Newton then added, "Anyway, sorry. God, wow. I've never cried in an interview before."

Newton, the daughter of a White British father and Black mother, also pointed out how colorism figured prominently in her roles, particularly how she believes she benefitted from having lighter skin and Eurocentric features.

"It was very much on the spectrum of is she Black enough, or is she too Black? And the number of times I would put on a fake tan or take it down or up," she told Vulture magazine.

"Like the Sally Hemings story, with that movie, she had to be super pale. With Beloved, they wanted me to be a lot darker. Jonathan Demme directed it. If he had been an African American guy, would he have ... Oprah, I think she was concerned about me being light-skinned."

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Thandie Newton regrets she 'misrepresented African Americans' onscreen - Rolling Out

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Actress Thandie Newton says she's filled with regret about some of the choices she made during her illustrious and prolific film career that "misrepresented African Americans" onscreen. Newton is best known for her starring roles in such gripping dramas as Tyler Perry's For Colored Girls and Good Deeds as well as Norbit, Mission: Impossible 2 and Crash.

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Full Episode: "Light Girls" | Light Girls | Oprah Winfrey Network

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Full Episode: "Light Girls" | Light Girls | Oprah Winfrey Network

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PR pros, it's time to put your money where your black square box on Instagram was "standing in solidarity with #BlackLivesMatter." You know that fancy wordsmithing you did in a short period of time with self-congratulatory hyperbole and a cool design?

Well now, start implementing-and frankly, it's about time.

Public relations education and practice are at a trust crossroads. The Edelman Trust Barometer reports that balancing competence with ethical behavior is out of balance. A growing sense of inequity is undermining trust in brands. Per the Edelman report, "distrust is being driven by a growing sense of inequity and unfairness in the system. The perception is that institutions increasingly serve the interests of the few over everyone."

For years, diversity, equity and inclusion have been championed throughout the workplace. Even "honored" with a workshop here or there. Diversity, equity & inclusion (DE&I) has been treated like an observance-a holiday almost-rather than a thread running through the profession or organization tying it all together.

For practitioners to more quickly adapt to an inclusive planning process, we suggest the implementation of a "diversity first" model.

Through learning how to use the Diversity & Inclusion Wheel for PR Practitioners those in the profession can then operationalize this model to build strategic campaigns that encompass DE&I principles.

How to use the wheel
Rather than making DE&I add-on elements of strategic communication campaigns and messages, practitioners should make conscientious decisions to put DE&I considerations at the forefront of their planning. This can only be accomplished when practitioners take the time to develop their skills and knowledge in these areas.

First, establish firm definitions regarding diversity, equity and inclusion. We like these based on language from the Independent Sector, D5 Coalition, Racial Equity Tools Glossary, Beavers and UC Berkeley:

Diversity includes all the ways in which people differ, encompassing characteristics that make one individual or group different from another. Individuals may affiliate with multiple identities. While diversity is often used in reference to race, ethnicity, and gender, there are broader elements of diversity that also include age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language and physical appearance. This explanation also includes diversity of thought: ideas, perspectives and values.

Equity is the fair treatment, access, opportunity and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. Tackling equity issues requires an understanding of the root causes of outcome disparities within society.

Inclusion is the act of creating environments in which any individual or group can be-and feel-welcomed, respected, supported and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. It's important to note that while an inclusive group is by definition diverse, a diverse group isn't always inclusive. Increasingly, recognition of unconscious or "implicit bias" helps organizations become deliberate about addressing issues of inclusivity.

Now that we have established firm definitions, it's time to introduce the Diversity & Inclusion Wheel for PR Practitioners. In doing so we can teach our employees, colleagues or team members how to develop more inclusive campaigns from the beginning-the "diversity first" approach.

The Diversity & Inclusion Wheel for PR Practitioners has six core spokes at the center that organizations should consider when beginning to develop a campaign: national origin, age, physical qualities/abilities, gender, race and ethnicity. That means starting with the team that will lead the efforts. If your team isn't diverse, your campaign likely won't be either.

The outer layer of the wheel includes 17 additional attributes from marital status to religious beliefs, communication styles, and even mental health/well-being. You don't have to incorporate every spoke or external layer-but your should consider thoroughly whether the same people are represented over and over and create a campaign that includes where various groups are represented.

Finally, make DE&I practices a habit. Deliberate discussion should be incorporated more than just once at a workshop. Being intentional regarding DEI issues should be woven through all meetings, reviews, team formation and planning. Incorporating "diversity first" thinking should be accompanied by some case study review first, using the wheel to assess why previous campaigns do not measure up to the DE&I standard that you are attempting to employ within your organization, for your clients, or with your staff. Posthumous work in the form of campaign review can reveal the hidden biases that your organization has been working with or under for decades. This is not a moment of shame, but rather a moment of clarity for the work that will be done moving forward, a place from which you can benchmark your team's progress.
A sample exercise
Stuck with how to implement this model at your workplace? Here's a quick team activity that can be replicated with various previous campaigns you have worked on.

Step 1: Give employees a recent campaign to review. Instruct them to highlight and make notes that illustrate direct connections to DE&I principles. Additionally, direct them to go online to assess the digital assets available for the campaign. For example, examine the brand website, social media channels or view television commercials. Look at the original team that executed the campaign. Was the team diverse? In this step your team can begin to connect specific areas of diversity, equity and inclusion to actual campaigns they have worked on previously.

Step 2: Hand out a blank model ( here) that has an image of a circle in the center of the page with a smaller circle in the center. Use the Diversity & Inclusion Wheel for PR Practitioners as a guide. In the smaller circle, ask the team to identify at least two aspects from the center of the wheel in the campaign. In the larger circle, ask the team to identify at least four aspects from the external portion that they believe were implemented in the campaign. In this step, team members begin to investigate the importance of considering multiple aspects of diversity, equity and inclusion. In recognizing this, employees can begin to understand the importance of multidimensional diversity.

Step 3: Ask the team to look up the diversity and inclusion policy of the client featured in the campaign. Next, analyze the principles from the Diversity & Inclusion Wheel for PR Practitioners and compare them to the campaign they just reviewed and evaluated. Do the company's mission and values align with the campaigns they/your team are executing? By doing this, teams think critically about the messages being sent publicly versus the actions taken internally by organizations.

Step 4: Open the floor to discuss the team's findings and opinions from the exercise. Team members should provide examples to fuel the conversation. Have the team retroactively explore why certain decisions were made and why (or why not) certain representations are present. Closely examining whether a previous campaign included DE&I aspects builds a foundation for managers and teams to use and refer back to often when conducting research, developing content, identifying strategies or planning campaigns.

Changing the culture of an organization, a strategic process, or even a person doesn't happen overnight but certainly we cannot afford to leave this work to chance.

Intentionally using tools like the Diversity & Inclusion Wheel for PR Practitioners can help create lasting habits within a company workflow, that in time can alter the outcomes of your public relations work.
Adrienne A. Wallace (@adriwall) is an assistant professor in advertising/public relations at Grand Valley State University. Regina Luttrell (@ginaluttrell) is an assistant professor of public relations and social media at Syracuse University.

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4 steps for adopting a 'diversity first' practice in PR - PR Daily

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Here's how you can bring more consciousness to your workflow-and an exercise to help evaluate previous work and identify hidden bias or blind spots. PR pros, it's time to put your money where your black square box on Instagram was "standing in solidarity with #BlackLivesMatter."

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Latino, Latina Latino is often the preferred noun or adjective for a person from, or whose ancestors were from, a Spanish-speaking land or culture or from Latin America. Latina is the feminine form. Some prefer the recently coined gender-neutral term Latinx, which should be confined to quotations, names of organizations or descriptions of individuals who request it and should be accompanied by a short explanation. Hernandez prefers the gender-neutral term Latinx. For groups of females, use the plural Latinas; for groups of males or of mixed gender, use the plural Latinos. Hispanics is also generally acceptable for those in the U.S. Use a more specific identification when possible, such as Cuban, Puerto Rican, Brazilian or Mexican American.

Hispanic A person from — or whose ancestors were from — a Spanish-speaking land or culture. Latino, Latina or Latinx are sometimes preferred. Follow the person’s preference. Use a more specific identification when possible, such as Cuban, Puerto Rican or Mexican American.

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Book Talk - Online

February 2

Online Panel Discussion

February 6

Men of Change: Taking it to the Streets Opening Panel
Join us for a virtual panel discussion to kick off the Anacostia Community Museum's outdoor installation of the Men of Change: Taking it to the Streets exhibition. The social unrest of 2020 has illuminated the active presence of institutionalized racism in America and its impact on the Black community. CNN Correspondent Omar Jimenez will moderate this discussion between panelists Jonathan Jackson, founding partner of the design firm We Should Do it All; Dr. Rob Gore, founder of the youth intervention program, Kings Against Violence Initiative; and artist Tariku Shiferaw.

(Smithsonian Institution)

Historical Reenactor

February 11

Young Learners Program - Meet Harriet Tubman
Harriet Tubman is portrayed by Daisy Century, a talented teacher and inspirational actor with American Historical Theatre. Harriet Tubman's indomitable spirit, valor, and fearless actions as an abolitionist, Union nurse and spy, suffragist, and humanitarian continue to inspire children and adults today. A question-and-answer session with Harriet Tubman will follow the presentation.
View on YouTube

(National Archives)

Book Talk - Online

February 18

Giants of Racial Justice
In an event celebrating African American History Month, Peniel E. Joseph ("The Sword and the Shield") and Tamara Payne ("The Dead Are Arising") will discuss their books on Malcolm X and Martin Luther King Jr. with NPR TV Critic Eric Deggans. This event will be premiered on Facebook and YouTube and on the Library of Congress website.

(Library of Congress)

Lecture - Online

February 25

On the Road with Jason Reynolds
National Ambassador for Young People's Literature Jason Reynolds will discuss his ambassadorship, including his recent "GRAB THE MIC: Tell Your Story" virtual tour, with Librarian of Congress Carla Hayden. Through his platform, "GRAB THE MIC: Tell Your Story," Reynolds has directed his focus as ambassador by empowering students to embrace and share their own personal stories. This event will be premiered on Facebook and YouTube and on the Library of Congress website.

(Library of Congress)

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February 2 February 6 Men of Change: Taking it to the Streets Opening Panel Join us for a virtual panel discussion to kick off the Anacostia Community Museum's outdoor installation of the Men of Change: Taking it to the Streets exhibition.

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Welcome To The
National Black Public Relations
Society

The National Black Public Relations Society (NBPRS) is the foremost organization for professional image makers and strategists. We invite you to join our network of 400-plus members comprised of public relations administrators, media specialists, government relations directors, and communications professionals.

With the strength of our affiliate chapters throughout the country, NBPRS strives to nurture, enlighten and inform its membership about new technologies and techniques. Our goal is to empower our entrepreneurs and practitioners to network and succeed.

You also can connect with us at the local level through our chapters in Atlanta, Chicago, Dallas, Detroit, Los Angeles, New York, Philadelphia and Washington, D.C.

Are you a member yet? Contact our local chapter today!

Looking for Inspiration?
Read & Learn from some of the industry's best
"Diverse Voices: Profiles in Leadership" will help educators, students and practioners of Public Relations better understand the challenges faced by minorities in the field.

Published in partnership with the Museum of Public Relations, Diverse Voices features interviews with more than 40 multicultural corporate and PR agency leaders. These executives, who have risen to the very top of this dynamic and vital field, share candid anecdotes detailing the successes they have had, the obstacles they have had to overcome and the lessons they have learned along the way. The book also has tips and lessons for those entering the field.

The book will be a valuable resource not only for students and educators but for managers of all levels, in agencies, corporate communications departments and organizations.

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The National Black Public Relations Society (NBPRS) is the foremost organization for professional image makers and strategists. We invite you to join our network of 400-plus members comprised of public relations administrators, media specialists, government relations directors, and communications professionals.

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U.S. Census Bureau QuickFacts: United States

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Frequently requested statistics for: United States

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The U.S. Office of Management and Budget (OMB) requires federal agencies to use a minimum of two ethnicities in collecting and reporting data: Hispanic or Latino and Not Hispanic or Latino. OMB defines "Hispanic or Latino" as a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

People who identify with the terms "Hispanic" or "Latino" are those who classify themselves in one of the specific Hispanic or Latino categories listed on the decennial census questionnaire and various Census Bureau survey questionnaires - "Mexican, Mexican Am., Chicano" or "Puerto Rican" or "Cuban" - as well as those who indicate that they are "another Hispanic, Latino, or Spanish origin."

The 2010 Census question on Hispanic origin included five separate response categories and one area where respondents could write in a specific Hispanic origin group. The first response category was intended for respondents who do not identify as Hispanic. The remaining response categories ("Mexican, Mexican Am., Chicano"; "Puerto Rican"; "Cuban"; and "another Hispanic, Latino, or Spanish origin") and write-in answers can be combined to create the OMB category of Hispanic.

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About the Hispanic Population and its Origin

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The U.S. Office of Management and Budget (OMB) requires federal agencies to use a minimum of two ethnicities in collecting and reporting data: Hispanic or Latino and Not Hispanic or Latino. OMB defines "Hispanic or Latino" as a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

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Please click here if you are not redirected within a few seconds.

Images
Why Diversity, Equity, and Inclusion Matter - Independent Sector

independentsector.org

Images may be subject to copyright.

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Please click here if you are not redirected within a few seconds. Images Why Diversity, Equity, and Inclusion Matter - Independent Sector independentsector.org Images may be subject to copyright.

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What is race? What is ethnicity? Is there a difference?

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What is race? What is ethnicity? Is there a difference?

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Race, Ethnicity, Nationality and Jellybeans

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Race, Ethnicity, Nationality and Jellybeans

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Race & Ethnicity: Crash Course Sociology #34

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Race & Ethnicity: Crash Course Sociology #34

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LATINO AMERICANS is a landmark six-hour documentary featuring interviews with nearly 100 Latinos and more than 500 years of History.

LATINO AMERICANS is the first major documentary series for television to chronicle the rich and varied history and experiences of Latinos, who have helped shape North America over the last 500-plus years and have become, with more than 50 million people, the largest minority group in the U.S. The changing and yet repeating context of American history provides a backdrop for the drama of individual lives. It is a story of immigration and redemption, of anguish and celebration, of the gradual construction of a new American identity that connects and empowers millions of people today. Learn More...

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Latino Americans is a landmark three-part, six-hour documentary series that is set to air nationally on PBS in the fall of 2013. It is a story of immigration and redemption, of anguish and celebration, of the gradual construction of a new American identity that connects and empowers millions of people today.

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The Latin Explosion: A New America (Trailer)

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Ivanka Trump is facing backlash after tweeting a photo of herself holding up a can of Goya beans. The tweet from the president's daughter includes Goya's slogan, "If it's Goya, it has to be good," in both English and in Spanish. She also posted the image to her Facebook and Instagram pages.

Trump's social media post comes days after Goya CEO Robert Unanue praised Mr. Trump during an event last week at the White House. "We're all truly blessed at the same time to have a leader like President Trump, who is a builder," Unanue said.

Unanue's remarks prompted calls for a boycott of Goya, which considers itself the largest Hispanic-owned food company in the U.S. In response, Unanue said he was "not apologizing" and called the #BoycottGoya campaign an attempt at "suppression of speech."

If it's Goya, it has to be good.
Si es Goya, tiene que ser bueno. pic.twitter.com/9tjVrfmo9z
- Ivanka Trump (@IvankaTrump) July 15, 2020

Many on Twitter wondered if Trump's tweet would add to Goya's woes.

Wouldn't it be a BIGLY bummer for Goya Foods if this picture made #BoycottGoya trend again? https://t.co/6rNXB0cR54
- Chip Franklin (@chipfranklin) July 15, 2020

Doesn't @IvankaTrump know that @GoyaFoods is already in enough trouble without having the daughter of the man who called Hispanics rapists doing a promo for them? https://t.co/wL61qOCE1B
- Chris Burchill (@templephd) July 15, 2020

Others questioned the ethics of Trump seemingly endorsing Goya products by using the company's slogan in her tweet and holding up a can of black beans.

White House advisor Ivanka Trump promoting Goya seems like it could raise potential ethics issues since executive branch employees other than the president are prohibited from using public office "for the endorsement of any product, service or enterprise" https://t.co/2wFzP8Uez8
- Anna Massoglia (@annalecta) July 15, 2020

Senior advisor to the President endorsing a product - using the company's own advertising line. Ethics rules do not allow it - and pretty much unimaginable in previous administrations. https://t.co/j3GjFfS1Em
- Chris Jansing (@ChrisJansing) July 15, 2020

Representative Alexandria Ocasio-Cortez also tweeted about the potential conflict of interest, writing in Spanish that "If it's Trump, it has to be corrupt."

Si es Trump, tiene que ser corrupto 💸 https://t.co/Ti3oxFO6oY
- Alexandria Ocasio-Cortez (@AOC) July 15, 2020

The tweet raised questions about whether Trump violated federal ethics rules prohibiting the use of "public office for [their] own private gain, for the endorsement of any product, service or enterprise." Walter Shaub, the former director of the Office of Government Ethics, said that the tweet was "clearly a violation of the government's misuse of position regulation."

The White House, however, defended the post in a statement on Wednesday.

"Only the media and the cancel culture movement would criticize Ivanka for showing her personal support for a company that has been unfairly mocked, boycotted and ridiculed for supporting this administration - one that has consistently fought for and delivered for the Hispanic community," White House communications aide Carolina Hurley said. "Ivanka is proud of this strong, Hispanic-owned business with deep roots in the U.S. and has every right to express her personal support."

Trump and her husband, Jared Kushner, are advisers to the president.

In 2017, Kellyanne Conway, a counselor to Mr. Trump, was investigated for a similar incident when she encouraged Americans to buy Ivanka Trump branded products after they were dropped from Nordstrom stores. Conway was cleared of any wrongdoing, as deputy counsel to the president on compliance and ethics Stefan Passantino said she had "acted inadvertently" and "without nefarious motive."

Trending News

April Siese

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Ivanka Trump tweet featuring can of Goya beans sparks backlash

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Ivanka Trump is facing backlash after tweeting a photo of herself holding up a can of Goya beans. The tweet from the president's daughter includes Goya's slogan, "If it's Goya, it has to be good," in both English and in Spanish. She also posted the image to her Facebook and Instagram pages.

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Latino Or Hispanic?

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Latino or Hispanic? What's the difference? - BBC News

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Latino or Hispanic? What's the difference? - BBC News

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Are Hispanics White? | Decoded | MTV News

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Are Hispanics White? | Decoded | MTV News

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AP's style is now to capitalize Black in a racial, ethnic or cultural sense, conveying an essential and shared sense of history, identity and community among people who identify as Black, includ ing those in the African diaspora and within Africa . The lowercase black is a color, not a person. AP style will continue to lowercase the term white in racial, ethnic and cultural senses.

We also now capitalize Indigenous in reference to original inhabitants of a place.

These decisions align with long-standing capitalization of distinct racial and ethnic identifiers such as Latino, Asian American and Native American. Our discussions on style and language consider many points, including the need to be inclusive and respectful in our storytelling and the evolution of language.

After a review and period of consultation, we found, at this time, less support for capitalizing white. White people generally do not share the same history and culture, or the experience of being discriminated against because of skin color. In addition, AP is a global news organization and there is considerable disagreement, ambiguity and confusion about whom the term includes in much of the world.

We agree that white people's skin color plays into systemic inequalities and injustices, and we want our journalism to robustly explore those problems. But capitalizing the term white, as is done by white supremacists, risks subtly conveying legitimacy to such beliefs.

Some have expressed a view that if we do not capitalize white, we are being inconsistent and discriminating against white people, or, conversely, that we are implying that white is the default. We also took note of the argument that capitalizing the term could pull white people more fully into issues and discussions of race and equality.

We will watch closely how usage and thought evolve on these questions, and we will review our decision periodically.

We welcome your thoughts at: https://apstylebook.com/suggestions

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AP's style is now to capitalize Black in a racial, ethnic or cultural sense, conveying an essential and shared sense of history, identity and community among people who identify as Black, includ ing those in the African diaspora and within Africa . The lowercase black is a color, not a person.

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The Associated Press changed its writing style guide Friday to capitalize the "b" in the term Black when referring to people in a racial, ethnic or cultural context, weighing in on a hotly debated issue.

The change conveys "an essential and shared sense of history, identity and community among people who identify as Black, including those in the African diaspora and within Africa," John Daniszewski, AP's vice president of standards, said in a blog post Friday. "The lowercase black is a color, not a person."

The news organization will also now capitalize Indigenous in reference to original inhabitants of a place.

Daniszewski said the revisions aligned with long-standing identifiers such as Latino, Asian American and Native American. He said the decision followed more than two years of research and debate among AP journalists and outside groups and thinkers.

"Our discussions on style and language consider many points, including the need to be inclusive and respectful in our storytelling and the evolution of language," he wrote. "We believe this change serves those ends."

The AP said it expects to make a decision within a month on whether to capitalize the term white. Among the considerations are what that change might mean outside the United States.

An ongoing debate over capitalization of Black accelerated in many U.S. newsrooms in recent weeks as journalists grappled with massive protests and sweeping changes in the aftermath of George Floyd's death at the hands of police.

The Los Angeles Times, USA Today and NBC News last week embraced capitalization, and the National Association of Black Journalists urged other news organizations to follow.

The AP Stylebook of usage policies is highly influential in the industry, with many news organizations, government and public relations agencies using it as a guide.

The death of Floyd, a Black man who died after a white Minneapolis police officer pressed a knee to his neck, sparked nationwide protests and lent momentum to a variety of social changes, from police reform and the public removal of Confederate statues and flags to the capitalization of Black.

"It's certainly long overdue," said Doris Truong, director of training and diversity at the Poynter Institute, a journalism think tank. "It's something that people who are Black have been calling for for a long time."

It's also a relatively simple step for news organizations dealing anew with many complex issues, such as whether their journalists can be opinionated on social media or march in Black Lives Matter demonstrations.

Nearly a century ago, sociologist W.E.B. DuBois waged a letter-writing campaign to get newspapers to capitalize Negro, saying a lowercase "n" was a sign of disrespect and racism. The New York Times took his advice in 1930, calling it an act of recognition and respect for those who'd spent generations in "the lower case."

Negro fell out of fashion with the Black Power movement of the 1960s, coming to symbolize subservience. African American was often used, but is not always accurate - some Black people don't trace their lineage to Africa.

One Black communications professional who published an open letter to the AP earlier this week calling for the capitalization said Friday he was pleased that the change happened on Juneteenth, which commemorates when the last enslaved African Americans learned they were free 155 years ago.

"Not having a capital letter has felt disrespectful," said David Lanham, director of communications for the Brooking Institution's Metropolitan Policy Program. "There is a shared cultural identity with Black Americans and that goes through our shared experiences. That also goes to the lack of geographic history as a result of slavery."

The Seattle Times and Boston Globe both changed their practices to capitalize Black late last year. The Globe explained that the word has evolved from a description of a person's skin color to signify a race and culture, and deserves the uppercase treatment much the way other ethnic terms do.

Lanham, who spearheaded an internal process to capitalize Black at Brookings last year, said he expects AP's shift will lead many other news organizations and other groups to make a similar change.

"Knowing how closely their Stylebook is viewed as the Bible for journalism, this is now the big domino to fall," he said.

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AP changes writing style to capitalize ''b'' in Black

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The Associated Press changed its writing style guide Friday to capitalize the "b" in the term Black when referring to people in a racial, ethnic or cultural context, weighing in on a hotly debated issue.

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Full Episode: "DARK GIRLS 1" | Dark Girls | Oprah Winfrey Network

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Light Skinned Privilege

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African American or black—what's the right term to use?

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African American or black—what's the right term to use?

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The origin of the term 'African American'

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The origin of the term 'African American'

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Jesse Jackson may have popularized the term in the late 1980s, but a Yale researcher finds what may very well be the very first written instance of "African American" - and it was published 233 years ago. Lawrence explains in his latest Rewrite.

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Pompper, D. (2005). "Difference" in public relations research: A case for introducing critical race theory. Journal of Public Relations Research, 17(2), 139-169. https://doi.org/10.1207/s1532754xjprr1702_5

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“Difference” in Public Relations Research_A Case for Introducing Critical Race Theory