Employment

Lawmakers Approve “Upward Mobility” Bill, Proposing More Slots for Blacks on State Boards, Commissions

The bill also directs the Department of Human Resources (CalHR) to develop model upward mobility goals to include race, gender, and LGBTQ identity as factors to the extent permissible under state and federal equal protection laws.

Published

5 years ago

September 14, 2021

Isabelle Price

Capitol Building in Washington, D.C. Photo courtesy of Harold Mendoza via Unsplash

Assemblymember Chris Holden’s (D-Pasadena) ‘Upward Mobility Bill’ (AB 105) passed the California State Senate with a 29-to-8 vote on September 9.

The legislation promotes more opportunities for people of color in California’s civil services system and requires diversity on state boards and commissions. The bill now heads to the governor’s desk to either be signed into law or to be vetoed.

“Upward mobility is integral to achieving racial justice, and we should be setting the example,” said Holden. “The existing systems in place at our own state agencies fail to create inclusive workplace environments and hinder qualified individuals to move up within their department simply based on the color of their skin. Today, the Legislature took a bold step to fix the problem.”

Specifically, AB 105 would require the California State Personnel Board (SPB) to establish a process that includes best practices and emphasizes diversity in the announcement, design, and administration of exams for potential state employees.

Additionally, AB 105 calls for state agencies to collect and report demographic data using more nuanced categories of Californians of African descent, similar to the data collected for Californians of Asian descent. This data will be critical in accurately reporting who among Californians of African descent is experiencing barriers to upward mobility.

Last year, Gov. Gavin Newsom signed AB 3121 into law, which was authored by former Assemblymember Dr. Shirley Weber, who is now Secretary of State. That bill established a task force to study and develop reparations proposals for African Americans. AB 105 would give the task force more accurate data to utilize in its deliberations.

CalHR data shows that the majority of non-white civil service personnel are paid a salary in the “$40,000 and below” range. When the salary range increases, the percentage of non-white civil servants working in upper-level or management positions decreases. The opposite is true for white civil servants who dominate in management and upper-level civil service positions.

The Sacramento Bee has published a series of letters written on behalf of Black employees working at state agencies such as the California Air Resources Board (CARB) and the California Department of Corrections and Rehabilitation with detailed accounts of how Black employees are passed up for promotions over white employees. The problem, however, is not limited to upward mobility. In early November, three Black employees at the California Office of Publishing found racial slurs written on cards at their desk.

“We already mandated the private sector to do their part. It’s time for the state to step up and do theirs,” said Holden.

Newsom has until Oct. 10, 2021, to sign the legislation.

Isabelle Price

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How Is AI Affecting California? The State Wants You to Share Your Story

The program marks the first time the state has opened the platform to all Californians. State officials said the effort is designed to give residents a direct role in discussions about how AI should be regulated and used as the technology rapidly expands across industries.

Published

4 weeks ago

May 17, 2026

Oakland Post

iStock

By Bo Tefu, California Black Media

Gov. Gavin Newsom announced May 7 that California is expanding its Engaged California digital democracy initiative statewide, inviting residents to help shape future state policies on artificial intelligence (AI) and its impact on jobs and the economy.

“We’ve got to be clear-eyed about this moment: AI is moving fast, bringing enormous opportunity, but also real risks,” Newsom said in a statement. “Californians deserve a seat at the table as we shape what’s to come.”

The initiative will roll out in two phases. Beginning immediately, Californians can sign up online to share how AI is affecting their work and communities and provide ideas for possible government action. Later this summer, a smaller group reflecting the state’s workforce demographics will participate in live discussions focused on developing policy recommendations.

State officials said the goal is to identify areas of agreement among Californians and provide policymakers with public feedback as the state develops future AI regulations and workforce strategies.

Engaged California is modeled after digital democracy programs used in Taiwan and is intended to encourage structured public discussion rather than social media-style debate. Officials described the effort as a form of “deliberative democracy” aimed at helping residents engage directly in state decision-making.

“The more Californians are engaged in the democratic process, the better able we’ll be to confront the challenges we face together,” said Nick Maduros, California Secretary of Government Operations, in a statement.

The statewide launch builds on two earlier pilot programs. One pilot gathered public input following the Los Angeles firestorms to help guide recovery efforts, while another collected ideas from state employees about improving government operations.

California has positioned itself as a national leader in AI policy and development. Since 2023, the Newsom administration has introduced initiatives focused on responsible AI use in government, cybersecurity protections, workforce training and regulations targeting risks such as deepfakes and AI-generated robocalls.

The state has also partnered with companies in Silicon Valley — including NVIDIA, Google, Adobe, IBM and Microsoft — to expand AI education and workforce training programs across California schools and universities.

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Activism

Asm. Jackson Bill Requiring Anti-Hate Speech Training for Calif. Public Officials Sent to “Suspense File”

The bill, authored by Assemblymember Corey Jackson (D-Moreno Valley), would add one hour of anti-hate speech instruction to the sexual harassment prevention training already required for state and local officials. The proposal applies to legislators, constitutional officers, city council members, county supervisors and school board trustees statewide and would take effect in 2028 if approved.

Published

4 weeks ago

May 17, 2026

Oakland Post

Photo courtesy of the office of Assemblymember Corey Jackson (D-Moreno Valley).

By Bo Tefu, California Black Media

After a hearing on May 6, the Assembly Appropriations Committee ordered Assembly Bill (AB) 1578 to the Suspense File, delaying action on legislation that would require California public officials to complete anti-hate speech training.

“It’s time for us to continue to work on and finally go on the offense when it comes to hate racism and xenophobia to make sure that all people are able to live in the state of California with the dignity and honor that they deserve,” said Jackson, who also chairs the Assembly Select Committee on Racism, Hate and Xenophobia.

On April 16, the Assembly Committee on Governmental Organization voted 16-5 to advance the measure to Appropriations. Jackson has said the bill is part of a broader legislative package informed by findings from the Commission on the State of Hate and aimed at addressing hate in public spaces, workplaces and institutions.

In the California Legislature, a bill is placed on the “Suspense File” when it has a significant fiscal impact on the state budget — generally costing the state $150,000 or more from the General Fund or $50,000 or more from a special fund. Bills sent to suspense are held by the Assembly or Senate Appropriations Committee and reviewed later in a single batch hearing, where lawmakers decide which measures move forward, are amended, or quietly die without a vote.

Jackson said the training would focus on the real-world consequences of inflammatory rhetoric.

Supporters, including the Alameda County Office of Education, say the training would help elected officials better understand how language can perpetuate bias.

“In the current political climate, where discourse can often become polarized and inflammatory, it is more important than ever for elected officials to receive specialized anti-hate speech training,” wrote Lucy Carter, director of policy and governance for the Alameda County Office of Education, in a letter supporting the bill.

Opponents, including the California Family Council, argue the term “hate speech” is too subjective and could suppress political disagreement.

Oakland Post

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Amsterdam News

School District Extends Supt. Dr. Denise Saddler’s Contract for a Second Year

The Oakland Board of Education has extended Superintendent Denise Saddler’s contract through June 2027, promoting her from interim to permanent superintendent with a salary of $367,765.45 per year.

Published

4 weeks ago

May 15, 2026

Oakland Post

Supt. Dr. Denise Saddler. File photo.

By Post Staff

The Oakland Board of Education voted this week to extend Superintendent Denise Saddler’s contract for another year, from July 1, 2026, to June 30, 2027.

Under the new agreement, Saddler’s job title will become “superintendent”; she will no longer be called “interim.”

Along with the new title, she will receive full superintendent benefits and salary at $367,765.45 per year, according to the employment agreement.

The vote to approve the new contract passed 5-2 at Wednesday night’s board meeting.

Saddler’s original interim contract was for one year. The school board was planning to select a permanent superintendent by the fall but earlier this year decided to delay the search.

The new contract reflects the Board of Education’s “determination that continuity in executive leadership is in the best interests of the district as Oakland Unified continues implementation of its fiscal stabilization strategies, academic priorities, labor relations initiatives, and operational improvements,” the employment agreement reads.

In November, the board approved a $150,000 contract with a consulting firm to carry out that search, but Board President Jennifer Brouhard told KQED last month that the process never got off the ground.

“No work was done, no money has been paid for the work (to) the search firm for the superintendent search,” Brouhard said. “Hopefully, we’ll be resuming that in the early part of the fall.”

Dr. Saddler was born and raised in Oakland, attended local schools, and has dedicated more than 45 years of her career to serving Oakland students and families.

She began her career in 1979 as a teacher of students with disabilities. Over the years, she has served as a teacher, principal, district leader, and teachers’ union president.

While working in OUSD, she has served as principal at Chabot Elementary, area auperintendent, and executive leader for Community Engagement and Educational Transitions. She has also supported schools as a principal coach and substitute principal and taught at UC Berkeley’s Graduate School of Education.

Dr. Saddler holds a Doctorate in Educational Leadership from Mills College and master’s degrees in special education and in Staff Development and Administration.