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The truth about “black on black crime’ by Dr Flavius Akerele III

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Truth: ·          Most crime happens between people familiar with each other. So, FYI, the so called “black on black crime’ is bullshit. If black people committed more crimes outside of their segregated zone they would be extinct. We know this because it is near impossible to convict LE or anyone for killing black folks. ·          “White on white crime’ is almost as high as any crime ·          Skin color is not a race or culture ·          Most crime happens in poor neighborhoods ·          Most black neighborhoods are poor ·          The United States is still a segregated society. There are black, white, Asian, Latino, and, etc. neighborhoods, true fact. ·          The crime ra...
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Does this still exist in the true form?

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  Altruism: “is the principle of unselfish concern for the welfare of others, involving behaviors that benefit others at some cost to oneself, without expecting a reward” https://www.merriam-webster.com/dictionary/altruism   Key aspects of altruism Selfless concern : defined by a focus on the well-being of others, prioritizing their needs over one's own personal interests or safety.  Lack of reward : actions motivated are performed without the expectation of any personal gain, such as money, praise, or societal pressure.  Cost to self : the act of helping others may involve a personal cost, whether it's a small sacrifice of time or a greater sacrifice.  Empathy and emotions:  often driven by emotions like empathy, the ability to understand and share the feelings of others.  Philosophical doctrine : in philosophy, it can also refer to the ethical doctrine...
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Follow‑Up Post on Ghosting

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  Last week I wrote about the rise of what many professionals are calling “professional ghosting” in hiring, multiple interviews, presentations, executive panels… followed by silence. The conversation that followed surfaced another issue that deserves attention.  How does this trend affect experienced professionals later in their careers?  Many seasoned leaders quietly acknowledge a dynamic that rarely gets discussed openly. Not necessarily overt discrimination, but a series of assumptions that can subtly shape hiring decisions: • Concerns about salary expectations or benefit costs • Assumptions about adaptability to new technologies or systems • The perception that a highly experienced hire might disrupt existing leadership dynamics • The belief that someone with decades of experience may not stay long None of these assumptions are typically stated directly, b ut they often exist in the background of search committee discussions. Ironically, these same professionals...
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