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Big Mac Racism at McDonald’s

NNPA NEWSWIRE — “Under the guise of reorganizing the way they manage the franchise system, the restaurant system across the country, they basically decimated the ranks of the African American leadership and employees,” Caruso said. “That to me is one of the most glaring act of intentional discrimination that we saw in the case. And we lay those numbers out in greater detail in the complaint itself. But that was very, very, serious discrimination in employment, and it’s over and above a lot of other things that came before and other things that have come after, but that’s kind of a centerpiece of the discrimination against the executive employees, including Domineca and Vicki.”

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But among Neal’s and Guster-Hines’ most shocking claims was the racist, sexist taunts they had to endure from the McDonald’s executives. The suit alleges that in 2005 Marty Ranft, a white vice president and general manager of the McDonald’s Ohio Region told Guster-Hines “You are a nigger like all the rest--you just believe you are better cause you are a smart one.” (Photo: iStockphoto / NNPA)
But among Neal’s and Guster-Hines’ most shocking claims was the racist, sexist taunts they had to endure from the McDonald’s executives. The suit alleges that in 2005 Marty Ranft, a white vice president and general manager of the McDonald’s Ohio Region told Guster-Hines “You are a nigger like all the rest--you just believe you are better cause you are a smart one.” (Photo: iStockphoto / NNPA)

By Whitney Gresham and Trevor W. Coleman II at The Michigan Chronicle

For more than 50 years, the McDonald’s Corporation took pride in branding itself as a socially conscious corporation particularly interested in doing business in abandoned and long-ignored Black communities while embracing racial diversity as a critical component of its corporate ethos.

It is a philosophy that helped create a popular narrative and also focus on story that the Chicago-based company was a progressive business and a place where African Americans could grow, find mentors, promotions and economic opportunity.

However, that image was shattered this year in an explosive lawsuit brought by two African American female executives who claim that under new leadership the company not only deliberately divested from the Black community and businesses, but hurled racist, sexist insults at them including referring to the employees as “niggers” and “angry Black women.”

Adding further injury to the grotesque insults, the women also claimed when they spoke up about such treatment they were demoted, and the perpetrators were promoted.

The shocking accusations have rocked the fast food industry especially since McDonald’s has long projected itself as a leader in diversity initiatives and as an aggressive recruiter and developer of African American talent and entrepreneurs.

But Domineca Neal and Vicki Guster-Hines, former vice presidents of the fast food chain, allege the discrimination and harassment started and progressive programs came to a screeching halt following a change in corporate leadership at McDonald’s in 2015. In their suit they said the new regime engaged in systemic racist and discriminatory behavior and civil rights abuses against them and other Black executives.

Among the allegations were that one top white male executive repeatedly referred to them as “angry Black women” and another who earlier had referred to Black employees as “niggers” shockingly being promoted rather than disciplined following a complaint filed against him for such racially abusive language.

In an exclusive interview with the Michigan Chronicle, Neal, a native Detroiter, said the harassment began shortly after the new CEO, British-born Steve Easterbrook, came on board in 2015 and initiated a corporate restructuring plan that de-emphasized racial diversity and input from Black executives and franchisees. She and Guster-Hines were then demoted from vice-president to senior director positions in July 2018.

They are seeking compensation following those demotions, claiming that they occurred as a result of discrimination.

“When they assumed leadership, it became very clear that African Americans stakeholders were no longer a strategic priority and the environment became toxic,” she said. “An example would be, you know, cutting advertising spending with African American agencies that impacted, of course, African American customers and local community organizations, and it didn’t make economic sense, it didn’t make good business sense.”

McDonald’s commitment to diversity was so widely known and promoted that it was regularly named among the Fortune 500 top corporations for diversity and inclusion and other companies would benchmark against them.

That reputation, however, is now threatened by the lawsuit scheduled to be heard in the Northern District Court of Illinois next month or early August. Besides Easterbrook; who was let go last year after it was revealed he was involved in an affair with a colleague in violation of company policy, also named in the suit are the current CEO, Chris Kempczinski, and Charles Strong, the chief field officer.

At its bare essence, the women allege in the suit the world’s largest fast-food restaurant chain has “declared war against the African American community.”

She noted her observation is based on its new business plan and corporate leadership’s attitudes toward African American employees and owner-operators who had the majority of restaurants in African American consumer markets and would be impacted, more so than others. “And that action coincided with a significant reduction in the number of African American owner-operators.”

When Neal and other executives brought these concerns to the attention of leadership, they began to retaliate against them. They defunded the company’s African American Diversity Council and it subsequently became dormant. The Council provided career development and a talent pipeline for African American employees. And soon the demotions started with African Americans being targeted for elimination such as herself and Guster-Hines, leaving no African Americans at Kempczinski’s leadership table during his tenure as president of McDonald’s USA to advocate on behalf of Black employees, franchise operators, or customers. The suit claims the number of African American executives in the top ranks of McDonald’s operations fell to seven in 2019 from 42 in 2014, the year before the new regime came on board.

The suit also alleges:

  • Before Easterbrook and Kempczinski’s arrival, African American consumers generated 20% of all revenue for McDonald’s US stores.
  • Easterbrook and Kempczinski caused a decrease in advertising to attract African American patronage. The constant cutting in the funding of programs for building African American leadership resulted in the system-wide purchases by African Americans to decline by 6%.
  • Nearly one out of three African American franchisees left the McDonald’s system since Easterbrook arrived which was disproportionate to the loss of non-African American franchisees.

But among Neal’s and Guster-Hines’ most shocking claims was the racist, sexist taunts they had to endure from the McDonald’s executives. The suit alleges that in 2005 Marty Ranft, a white vice president and general manager of the McDonald’s Ohio Region told Guster-Hines “You are a nigger like all the rest–you just believe you are better cause you are a smart one.”

She further alleges she reported Ranft to her supervisors and emphasized that she would not tolerate being called a nigger within McDonald’s or anywhere else. She said there was no response to her complaint from the corporation and Ranft was eventually promoted to Vice President of Development for the entire U.S.

The suit also alleges in 2017 Strong, who supervised Neal and Guster-Hines and at the time responsible for 50% of the U.S. business and about 14,000 restaurants, instructed Neal not to consult with or take the advice of two African American women, Bridgette Hernandez and Barbara Calloway who had been promoted over Strong’s opposition. She alleged he stated, “We don’t need any of that Black woman’s attitude. They are too angry and aggressive.”

The next year in March 2018, Strong allegedly told Guster-Hines that five African American women, Chioke Elmore, Regina Johnson, Hernandez, Calloway and Neal, were “angry Black women” that “always seemed to be mad about something.” He then allegedly asked Guster-Hines to explain the source of their anger.

The five women constituted 40% of female African American vice presidents as of March 2018. And were three out of five vice presidents reporting to Strong when he allegedly made these statements.

“So that was shocking that he was so openly discussing that with various stakeholders that we were angry Black women,” Neal said.

But what she, Guster-Hines, and others found even more jarring and demoralizing was after they shared Strong’s racist, sexist, and demeaning remarks to his superiors, he, too, was promoted and they were demoted.

“In shocking ways difficult to overstate, McDonald’s under Easterbrook and Kempczinski declared a war against the African American community,” the lawsuit alleges.

Neither the McDonald’s Corporation Media Relations Department or the lawyer representing them, Nigel F. Telman of Chicago, returned calls from the Chronicle by publication deadline.

However, in a statement to the media in January, issued at the filing of the suit, McDonald’s said it disagreed with the characterization of the company’s behavior. It said 45% of its corporate officers and all of its field vice-presidents are people of color.

“At McDonald’s, our actions are rooted in our belief that a diverse, vibrant, inclusive, and respectful company makes us stronger,” the company said. “While we disagree with characterizations in the complaint, we are currently reviewing it and will respond to the complaint accordingly.”

Carmen D. Caruso and Linda C. Chatman, the Chicago-based trial lawyers representing Neal and Guster-Hines said the behavior by McDonald’s executives constituted some of the most egregious acts of racial discrimination they have ever been confronted with in their careers.

“Under the guise of reorganizing the way they manage the franchise system, the restaurant system across the country, they basically decimated the ranks of the African American leadership and employees,” Caruso said. “That to me is one of the most glaring act of intentional discrimination that we saw in the case. And we lay those numbers out in greater detail in the complaint itself. But that was very, very, serious discrimination in employment, and it’s over and above a lot of other things that came before and other things that have come after, but that’s kind of a centerpiece of the discrimination against the executive employees, including Domineca and Vicki.”

Chatman agreed and said that they are also arguing that McDonald’s will try to argue that their promotion and demotion policies are neutral because they are based on data, not race. The racially hostile work environment had a particularly destructive impact upon Black employees, including Domineca and Vicki.

“The crux of it is that, under Easterbrook and now Kempczinski, McDonald’s is not interested in, or focused upon, Black customers, Black franchisees or Black executives, as evidenced by how they decimated their ranks at the corporate level,” she said.

“Domineca and Vicki were forced to witness McDonald’s blatantly deemphasize Black people and the effect upon them was terrible,” Chatman said. “I mean, how are they supposed to work in an environment that is openly hostile to people who look like them.”

Neal said when Kempczinski was told about concerns that there weren’t any Blacks on his U.S. President executive team, he said he can the ask questions “the numbers don’t matter.”

“But, the numbers do matter,” Chatman said

Caruso said the bottom line is that they are alleging their clients were victims of intentional discrimination and it came from the very top of the McDonald’s organization in the person of Steve Easterbrook and Christopher Kempczinski.

“It was not an accident that all this happened to Domineca and Vicki, and other African Americans in the company,” he said.

Neal, reflecting on her time at McDonald’s recalled how happy she was to join the organization in 2011 precisely because of its reputation for embracing the African American community.

“And we embraced them, and that was shown through the loyalty to the brand, the representation of African American talent at all levels throughout the organization and the opportunities to create wealth for the African American owner-operators which was also very inspiring and a representation of their diversity and inclusion values,” she said.

Now, after leaving the corporation in March, Neal still finds the swift turnabout in the company’s attitude and values – after nearly 50 years of progress – disconcerting. She said the whole “angry Black woman” incident felt as if she was living in an episode of Mad Men.

She is left to wonder how sincere the corporation was about diversity and inclusion in the first place. She noted things would never have had gotten out of hand as it did if the Board of Directors had come down on the executives. But they didn’t.

“It was very disheartening, heartbreaking, and shocking because I think that we’re at a stage in society, where we know that’s language that is racial in nature and stereotypical and used in a manner to quiet African American women from being able to comfortably bring their authentic selves to the workplace,” Neal said.

(Part 2 of Big Mac Attack on Blacks: Black McDonald’s Owner-Operators Caught between a Rock and Hard Place as Black Executives Fight for Fairness and Corporation Demands Loyalty)   

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Tradition Comes to the Streets in 11th Annual Black-Eyed Pea Festival at the Freedom Farmers Market

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(L. to R.) Black-Eyed Pea Festival Director Wanda Ravernell with Barbara Lee and Winky Binky Dogs owner, Tyranny. Courtesy photo.
(L. to R.) Black-Eyed Pea Festival Director Wanda Ravernell with Barbara Lee and Winky Binky Dogs owner, Tyranny. Courtesy photo.

Mayor Barbara Lee stops by to support vendors, Winky Dinky Dogs owner Tyranny Allen

A streamlined Oakland Black-Eyed Pea Festival took place on Sat. Sept. 12 in the lower Temescal neighborhood on the blocked off street that connect Shattuck and Telegraph avenues.

An early start brought together vendor regulars from festival partner, the Freedom Farmers’ Market, and vendors who have supported the festival at its previous location at Marston Campbell Park.

Wanda Ravernell, the festival producer/director was on the verge of cancelling the festival because of funding limitations in May before reaching out to Elaine Smith, president of Farms to grow, Inc., which supervisors the market.

From its start in 2014, the festival has focused on the traditions of African American culture through music, food and art. That emphasis included fresh food vendors, particularly growers of African American legacy crops like black-eyed peas, yams, watermelon, collard greens and okra, which all originate in Africa.

To Fresno farmer Will Scott of Scott Family Farms, the Freedom Farmers’ Market allows him to bring those crops to the inner city – and support the nutrition of African Americans.

Shortly after the festival opened Saturday morning with prayers and salutes to the ancestors by Wakan Wiya Two-Spirit Drum and Awon Ohun Omnira, led M. Zamora and Otobaji Stewart respectively, 86-year-old Scott, the son of a sharecropper, announced that he will put other endeavors aside to dedicate the rest of his life to raise those foods.

Smith shared that Farms to Grow assists Black farmers in helping them overcome one of their main impediments to success – distribution – while creating alliances to help Black people maintain farmland and make it prosperous for younger generations to keep farming and farmland in the family.

As the morning progressed to afternoon, a steady stream of visitors drifted from booth to booth, chatting with vendors and each other.

Scott noted that a market day like this was what he was accustomed to in his youth, where the market was not just about buying things but also a place for valuable social exchange.

The social aspect became even pronounced shortly after midday when Oakland Mayor Barbara Lee stopped by to shop and visit with some of the vendors, including Ellen Bimpeh of Sankofa, and Ravernell who was selling T-shirts designed by Stewart.

Lee is also a fan of Winky Dinky Dogs, an eatery owned by Tyranny Allen whose second brick-and-mortar venture further anchors a hub of businesses at that corner.

As he has in previous years, Andre Thierry of Accordion Soul, closed the festival with a 90-minute set that brought young and the young-at-heart on their feet to dance in a line or as impromptu couples.

And, surprisingly, the man Allen refers to as the mayor of 45th Street, came out on cane and chair to sit by the curb in the sun and listen to music reminiscent of his Louisiana roots. His appearance seemed to echo Scott’s observance about the market: to bring people together.

The Freedom Farmers’ Market is located at 4521 Telegraph Avenue in Oakland and is open on the second and fourth Saturdays of each month until Nov. 14. For more information and to apply to be a vendor, go to https://www.farmstogrow.org/freedomfarmersmarket

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Nuna Phillips-McKee Celebrates 100 Years: ‘A Century of Faith, Family and God’s Amazing Grace!’

OAKLAND POST — Nuna’s life has been one of Christian service. A longtime member of Wings of Love Maranatha Ministries, now Incredible Church, she serves as director of Community Services and is actively involved in the church’s Food Ministries.

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Nuna Phillips-McGee, far right, will be celebrating her 100th birthday with sisters (l. to. r.) Donna Hayes, Ida Williams, Sandra Phillips and Enis Harrison. Photo by Carol Dossman.
Nuna Phillips-McGee, far right, will be celebrating her 100th birthday with sisters (l. to. r.) Donna Hayes, Ida Williams, Sandra Phillips and Enis Harrison. Photo by Carol Dossman.

Nuna Phillips-McKee will reach an extraordinary milestone on Sept. 24 —her 100th

birthday, marking a century filled with faith, family, service, laughter and the amazing grace of God.

Born Sept. 14, 1926, in Oakland, Nuna has witnessed a world of change during her lifetime, yet the values that have guided her remain constant: a deep faith in God, devotion to family, a strong work ethic and a heart for serving others.

She enjoyed a distinguished career as a civil servant for more than 40 years, demonstrating the dedication, dependability and strength that have characterized so much of her life.

Nuna’s life has been one of Christian service. A longtime member of Wings of Love Maranatha Ministries, now Incredible Church, she serves as director of Community Services and is actively involved in the church’s Food Ministries.

Through the years, she has continued to help meet the needs of others—not merely with food, but with kindness, compassion and a genuine desire to serve. Her ministry reflects a simple principle by which she lives: when God blesses you, you bless others.

Nuna is the proud mother of one son, whose memory she carries in her heart, and the beloved grandmother of three grandchildren, as well as six great-grandchildren and one great-great-grandchild.

At 100, she has the rare blessing of seeing several generations of her family carrying forward a legacy that began long ago.

She remains the loving, intelligent, witty, and, when the occasion calls for it, delightfully sassy Nuna that her family and friends know so well. Her contagious laugh, quick wit and youthful spirit have endeared her to generations of relatives, church members and friends.

Nuna was born into the large and loving Phillips family of seven sisters and one brother, with bonds that formed in childhood and have remained precious throughout the decades. Their shared love, faith, and family traditions have continued to be a source of joy, strength and countless treasured memories.

As family and friends gather for this special occasion, they will celebrate far more than a number. They will celebrate 100 years of prayers prayed and answered; 100 years of lessons learned and wisdom shared; 100 years of family, faith, laughter and love; 100 years of serving God and serving others.

Most of all, they will celebrate a life that stands as a testimony to God’s faithfulness through every season.

Nuna’s century-long journey can be summed up in the words chosen to commemorate this remarkable occasion: “100 years of God’s amazing grace.”

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BOOK REVIEW — Curved Air: A Biography of Sickle Cell Anemia and the Quest to Cure the First Molecular Disease

OAKLAND POST — Over decades, researchers worked haphazardly. Papers were written, treatments were tried, used, or discarded. Doctors discovered that genetic testing could prevent new cases, a heartbreak for would-be parents. Researchers discovered that “a perfect storm” of confluence spread SCD: malaria, human population, and mosquitoes.

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Book Cover of Curved Air
Book Cover of Curved Air.

Copyright: c.2026, Publisher: The Belknap Press of Harvard University Press, SRP: $29.95, Page Count: 338 pages

Four weeks of testing, and you’re exhausted.

Two gallons of blood, maybe three, have been removed. No lie. You’ve laid on tables, slid through machines, been scanned so much you lost count and finally, your doctors have a diagnosis. As in the new book “Curved Air” by Kevin Davies, you have hope there’s a what next?

Though the disease was known in parts of Africa and likely existed here in the United States for hundreds of years, sickle cell disease (SCD) is a relative newcomer in disease research.

Says Davies, “Sickle cell was first identified more than 120 years ago” and it was considered as a “Black disease.” Because of that, discrimination followed “sickle cell warriors” and research was scant, though white people can and do get SCD.

With “agonizing” pain as a major symptom, “SCD is one of roughly seven thousand genetic diseases” currently known to science. When someone has SCD, a genetic mutation causes their red blood cells to curve and get stuck in blood vessels, rather than flowing freely as they should. This diminishes the oxygen supply “to various parts of the body… which causes inflammation and pain,” jaundice, stroke, and damaged organs. Anemia, Davies says, can leave a patient fatigued and short of breath. Anticipating pain crises causes anxiety and PTSD.

Says Davies, “More than forty million people carry” one copy of the genetic mutation that causes SCD, and “five hundred thousand affected” babies are born with the disease per year, worldwide.

Over decades, research was done haphazardly. Papers were written; treatments were tried, used, or discarded. Doctors discovered that genetic testing could prevent new cases, a heartbreak for would-be parents. Researchers discovered that “a perfect storm” of confluence spread SCD: malaria, human population, and mosquitoes.

There was always hope that someday, sickle cell disease might be cured.

Then, Clustered Regularly Interspaced Short Palindromic Repeats (CRISPR) gene-editing therapy was approved by the FDA, and a brave volunteer named Victoria Gray stepped forward…

So, you want to – need to – learn more about sickle cell disease? Is it imperative for you? Then, this is your book. But there are things you’ll want to know before you dive into “Curved Air.”

Because author Kevin Davies is the editor of The CRISPR Journal, you can expect up-to-date, cutting-edge information; but that’s a two-sided coin: the information is heavy-duty, not always easy to grasp, and it’s burdened by acronyms that can be overwhelming. Yes, that’ll inform you, but it may also send you elsewhere for further understanding, which really should’ve come from this book.

And yet, if you or someone you love has SCD, this is your book. It explains where the disease came from, why it hasn’t been completely cured yet, and what kind of hope you can hold. It’s a good start on a path to comprehension.

Also, be aware that the narrative here is sometimes padded with journalistic fluff that might annoy you if you’re eager to get to the science. Indeed, “Curved Air” will teach you. Then again, it also might test you.



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OP-ED: If AI Is the New Language of Power, Then NAN Wants Black Communities Fluent

BLACKPRESSUSA NEWSWIRE — If Black and Brown communities are going to compete at the highest levels of industry, then practical AI training cannot be reserved for Silicon Valley boardrooms, elite universities, or people who already have a seat at the table. It has to reach our residents, our clergy, our organizers, our entrepreneurs, our young people, and our families.

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Through a new National Action Network initiative, artificial intelligence is framed as a practical tool for industry preparedness.

We are at the forefront of a fundamental shift of access and opportunity. When new technology emerges, marginalized communities are often told to catch up to systems we did not design, and adjust to landscapes that would sooner leave us behind than include us in their architecture. Often during these shifts, our communities become the least resourced, and must navigate industries whose rate of change outpaces their rate of exposure. To combat this, these communities must develop emerging systems of knowledge through internal networks of education, skill-exchange, and entrepreneurship. This is a civil rights issue.

Now, at the dawn of the artificial intelligence era, the same systems our communities have always built for ourselves must rise again. We have had to teach one another how to navigate every new language of power, often because nobody was coming to teach us. AI cannot be different.

If Black and Brown communities are going to compete at the highest levels of industry, then practical AI training cannot be reserved for Silicon Valley boardrooms, elite universities, or people who already have a seat at the table. It has to reach our residents, our clergy, our organizers, our entrepreneurs, our young people, and our families.

For this reason, National Action Network is putting AI education directly in the hands of the community with a new initiative led by AI fluency strategist Susan Hearn. The AI Fluency Initiative’s premise combines the doctrines of racial equity with technology and culture, elevating how access makes AI such a consequential force in determining who gets to shape the next era of American life.

Too often, our communities are spoken for as populations that technology is happening to, rather than working for. We hear about the jobs AI might eliminate, the algorithms that discriminate, and the industries being disrupted. Those concerns are real, but that cannot be where the conversation ends.

We must proactively shift this narrative. We are not just workers to be displaced and demographics to be reached after AI has already disrupted the landscape. We are purveyors and engineers of this technology and should be considered active participants in its use.

Our initiative seeks to interrupt that sequence, refusing to let us become passive figures in a shift that should be empowering us.

For over three-decades, NAN has understood that civil rights advocacy must be practiced wherever inequality shows up. Technology education is included in this conversation because of what it bestows on the communities it reaches. It is one component of a broader commitment, ensuring that communities historically excluded from emerging industries have the tools to participate fully in the economic and cultural shifts of our future. Economic self-determination is just as much a pillar of equity as it is a part of voting rights and equal legal protections.

For us, access is not meaningful if it arrives after everyone else has already learned the rules. So, we start with the fundamentals. The AI Fluency Initiative is designed as a repeated working session to meet people where they are. Students are introduced to the technology across various use cases, then sent home with usable skills based on the work produced during the session.

NAN has always fought to ensure that no community is locked out of the economy. From the fight for fair employment and access to capital to the push for equity in education and homeownership, we have consistently been at the forefront of keeping the doors of opportunity open to all. This fight is no different.

AI is the next gate through which the mechanisms of opportunity will pass through. It is quickly becoming part of how people apply for jobs, build businesses, and articulate themselves. The use cases are vast and the adoption has been swift. If these tools are becoming part of everyday life, then access to understanding them must become an element of everyday empowerment. It is paramount to us that Black communities are not only exposed, but at the helm.

We know that progress does not always distribute evenly. Communities have to demand access and request inclusion in the infrastructure of change. This self-advocacy is often the only way to ensure that hegemony does not continue to inflict exclusion and disenfranchisement on those who could most benefit from seismic shifts in industry. We must refuse to be told to wait our turn, and instead harness the tools of self-education and empowerment.

To be serious about the wealth gap means confronting the technologies reshaping work culture. Amending the academic achievement gap requires us to refuse a literacy discrepancy from arising in the first place. Equity requires preparation, and we are in the unique position to harness these emerging tools so that it is our voices that are heard, our perspectives that are amplified, and our communities that are enfranchised.

The AI Fluency Initiative is an access measure addressing an economic gap.

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Black History

Henry O. Flipper: A Trailblazer at West Point and Beyond

OAKLAND POST — Flipper’s promising military career ended abruptly in 1881 when he was accused of embezzling commissary funds. A court-martial acquitted him of embezzlement, but convicted him of conduct unbecoming of an officer. The Army dismissed him in 1882. The circumstances surrounding his punishment would later be widely regarded as unjust and influenced by the racial discrimination of the period.

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Henry Ossian Flipper. Public Domain.
Henry Ossian Flipper. Public Domain.

Henry Ossian Flipper’s life is a remarkable story of insistence, achievement, injustice, and ultimately vindication. Born enslaved on March 21, 1856, in Thomasville, Georgia, Flipper rose from the restrictions of slavery to become the first African American to graduate from the United States Military Academy at West Point. His accomplishments extended far beyond military service; he later became a respected engineer, surveyor, author, translator, and government official.

After the Civil War, Flipper’s family settled in Atlanta, where education became central to his future. He attended schools established for African American children by the American Missionary Association and later studied at Atlanta University. In 1873, Congressman James C. Freeman of Georgia nominated Flipper for admission to West Point. He entered the academy that July.

Flipper’s four years at West Point were extremely difficult. Because of racism, he experienced harassment and almost complete social isolation from many of his fellow cadets. Nevertheless, he succeeded academically and graduated on June 14, 1877, ranking 50th in a class of 76. His graduation represented a historic breakthrough for African Americans in the United States military.

Commissioned as a second lieutenant, Flipper was assigned to the 10th U.S. Cavalry, one of the famed African American regiments known as the Buffalo Soldiers. At Fort Sill in Indian Territory, now Oklahoma, Flipper served as an engineer, surveyor, construction supervisor, quartermaster, and commissary officer. One of his most lasting engineering accomplishments was a drainage system that eliminated pools of stagnant water around the fort and helped reduce mosquito-breeding areas. The system became known as “Flipper’s Ditch,” and portions of it remain associated with Fort Sill today.

Flipper’s promising military career ended abruptly in 1881 when he was accused of embezzling commissary funds. A court-martial acquitted him of embezzlement, but convicted him of conduct unbecoming of an officer. The Army dismissed him in 1882. The circumstances surrounding his punishment would later be widely regarded as unjust and influenced by the racial discrimination of the period.

Rather than allowing his dismissal to define his life, Flipper built an extraordinary civilian career. He became a civil and mining engineer and surveyor, working extensively throughout the American Southwest and Mexico. He established an engineering office in Nogales, Arizona, became knowledgeable about Spanish and Mexican land law, and later worked for the federal government, including service connected with the Department of Justice and the Department of the Interior.

Flipper died in Atlanta in 1940, but efforts to restore his reputation continued for decades. In 1976, the Army changed his dismissal to an honorable discharge. Then, on February 19, 1999, President Bill Clinton granted Flipper a posthumous presidential pardon.

Today, Henry Ossian Flipper is remembered because his life helped open doors for generations of African American military officers, engineers, and public servants who followed him.

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NBA All-Star Damian Lillard Returns Home for 15th Annual Backpack Giveaway

OAKLAND POST — “I know what it is to grow up here and be here in Oakland,” shared Lillard. “I do feel like it’s my responsibility to be present and supportive and be a resource and be an example for the kids and right now as somebody from Oakland that’s well positioned, with a big platform, I’m always trying to find ways to use that platform and serve our youth and community.”

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Portland Trail Blazers point guard and Oakland High School alum Damian Lillard hosts back-to-school giveaway at Ira Jinkins Recreation Center in East Oakland. Photo by Carla Thomas.
Portland Trail Blazers point guard and Oakland High School alum Damian Lillard hosts back-to-school giveaway at Ira Jinkins Recreation Center in East Oakland. Photo by Carla Thomas.

Music, food trucks, bouncers, and rock climbing turned Ira Jinkins Park into a neighborhood block party on Saturday, Sept. 5, as nine-time NBA All-Star Damian Lillard hosted his 15th annual back-to-school backpack giveaway in Deep East Oakland.

The Portland Trail Blazers point guard, an Oakland High School alum, returned to the recreation center where he trained as a kid and distributed backpacks stuffed with school supplies to nearly 400 children. Lillard was joined by family, friends, and former Oakland City Councilmember Desley Brooks in an event that has become a fixture of the neighborhood.

“I know what it is to grow up here and be here in Oakland,” shared Lillard. “I do feel like it’s my responsibility to be present and supportive and be a resource and be an example for the kids and right now as somebody from Oakland that’s well positioned, with a big platform,  I’m always trying to find ways to use that platform and serve our youth and community.”

While watching children play inflatable basketball and roll a giant beach ball on the grass, Lillard took in the scene.

“Doing something positive makes me feel great,” said Lillard. “I remember attending cookouts like this as a child and it was always a lot of fun. It feels great to not only show youth a great time, but to be of service to them.”

Beyond the giveaway, Lillard is funding renovations to the Ira Jinkins Recreation Center, including major upgrades to its basketball courts, the same courts he once used daily before heading to play recreation league games across town. Last Christmas, he provided gifts to more than 400 local families.

Sports agent Aaron Goodwin, who has represented Lillard throughout his career, described the tradition as core to who Lillard is: someone who consistently looks for ways to give back, uses his platform to inspire youth, and treats events like this as more than a handout, but a chance to be a genuine resource and example for kids from his hometown.

“That’s who Damian is,” said Goodwin. “He always wants to give back. He does this every summer, and he also has an annual Christmas giveaway. He wants to inspire youth that they too can achieve.”

Lillard grew up traveling to the Ira Jinkins Center to train before playing at Rainbow Recreation Center, and he went on to star at Oakland High before his college and NBA career took off. 

Lillard who has built a life legacy hosted the event within a center carrying its own historical weight.

The facility is named for Ira Jinkins, a civil rights organizer who helped lead West Coast marches honoring Martin Luther King Jr. and pushed for the creation of the MLK Regional Shoreline Park.

Its building sits within the William “Bill” Patterson Park complex, beside the East Oakland Sports Center that opened in 2011. Patterson was known for his civic impact and work with EBMUD East Bay Municipal Utility District, Merritt College, and the NAACP, among other organizations. A film on Patterson’s life debuted at the Oakland International Film Festival this week.

Last year, before the NBA All-Star Weekend in the Bay Area, the City of Oakland dedicated a court at the center in Lillard’s honor, and Lillard launched a $25,000-per-year scholarship with Portland State University for high school students across nine East Bay schools. He also sponsors camps and other programming throughout the nation.

Lillard sat out of the 2025-2026 NBA season due to an Achilles tendon injury incurred as a Milwaukee Buck. The year of healing will allow him to return to the Portland Trail Blazers. 

“This is a great event,” said Shawn, watching his grandchild enjoying the activities. “I’ve been to every single one of them (backpack giveaways); I’ve been knowing Dame (Damian) since he was 8 years old. You don’t have many people that give back the way Damian does. There’s no better guy to do this. His whole family is awesome from the top down.”

For Lillard, the annual tradition, held in memory of his late grandfather, Albert Johnson, remains a way of reinvesting in the community that shaped him.

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