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Here, however, his bite simply turns his victims into Dracunyans themselves. Potty Emergency: - A segment in the eighth episode revolved around Fidgephant causing all the boys in the school to have this. Stay current with additional news, entertainment, and lifestyle programming from American Heroes Channel, BET Her, Boomerang, CNBC World, Cooking Channel, Crime + Investigation, Destination America, Discovery Family, Discovery Life, Magnolia Network, Military History Channel, MTV2, MTV Classic, Nick Toons, Science, and Teen Nick.

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12. Awake to woke to work: building a race equity culture

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Whisper is also a butt monkey and the main one in the series. However rather than veering off course at this point they choose to stick with the love story between Teiichi and Yuko that serves an important role throughout the plot and you get to see how they emotionally evolve as the episodes progress. Storyboard: Isamu Imakake (eps 3-4, 8-10). Enduriphant, whose entire shtick is resisting any urge, helps Nate with winning a contest. Pimped-Out Dress: Nate's mom in #14 goes through one after another (Yo-kai influence, natch). Katie treats Whisper kindly (though the act doesn't follow through when she weaponizes him and doesn't listen to Whisper's pleas to stop... Amnesia episode 7 english dub inc. ). Nate never seems to remember that summoning Jibanyan when Snottle is causing trouble is a bad idea. Opening Theme: "Zoetrope" by Nagi Yanagi. Emily Neves (Ringo Oginome – Mawaru Penguindrum) offers a strong performance as the series lead female role while Clint Bickham (Renji Asou – ef: a tale of memories) matches quite well with his Japanese counterpart in the role of Teiichi. Misty decides to intervene with the seaside location perfect for her Water-type Pokémon, but Psyduck emerges. The boys of Nate's class go all out to do favors for the girls just before Valentine's Day, leading to Whisper and Komasan doing color commentary.

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Yōko Kutsuzawa (ep 8). It is absolutely filled to the brim with references to late Showa and early to mid Heisei era pop culture (e. g. the first ending theme being a reference to Boot Camp diets popular in the early 2000s, the Police Procedural parody segments being straight-up just Taiyo ni Hoeru-zura!, a blatant reference to popular 70s-80s Police Procedural Taiyo ni Hoero! Shin Shinka no Mi Shiranai Uchi ni Kachigumi Jinsei 6. Sound Director: Satoki Iida. Sometimes having a short scene with them and a Yo-Kai. However, this is not exactly like 'Another', which is one anime that can literally scare the hell out of you from the first episode itself. When he opens a capsule from the machine he releases a Yo-kai named Whisper, who decides to become his butler out of gratitude. Location data may be required to watch certain content. Like Shadowside before it, Y began as one of the annual movies ( Yo-Kai Academy Y: Can a Cat Be a Hero? ) If you have a device that supports casting, via Chrome my videos can be casted to your TV. Yukari Shimotsuki as. Amnesia episode 7 english dub foundation. Ash is surprised to learn that his mother Delia, some of Pallet Town's locals, and his friends are going to go to Seafoam Island for a beachside holiday. Nate chooses the cleats. Select one of five guys as your love interest, each with multiple branching story paths.

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The protagonists are also older than Nate because the plot itself takes place after a 30-year timeskip when Nate lost the Yo-kai Watch after becoming an adult. Aside from that you have your standard set of textless opening and closing sequences plus some trailers. Classification: This title has been classified as M for Mature Themes, Sexual References and Nudity. Episode 30 features Pandle, a Yo-kai in a loin cloth with his butt exposed. And on top of that she also gets into knowingly goofy shenanigans for her son's sake (like the beginning of episode 3) and has a very close bond with him as a result, and in the show is also only about six inches taller than Nate, if that. Dromp concocts a maze for our heroes by rearranging the landscape, telling our heroes they only need to find Nate's home to be restored. You'll explore your own world as a complete stranger, trying to understand what was once familiar all while hiding your condition from the five men close to you. Watch Tasogare Otome x Amnesia Episode 7 English Subbed at. Fun with Acronyms: The spoof of Momotarou - apparently Onigashima means Offensive New Island Gigantic And Scary Headquarters Idiot Monsters Area. Despite being so young, he is very courageous compared to his seniors and bravely walks through the old rusty corridors of the school. By the time he gets to about three blocks, there's this girl who walks in front of a truck and Jibanyan must sacrifice his place to save her. Animation Production: Brain's Base.

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The Results of Training. Right-click the button below and go to Save Target As to download it. Meet certain requirements and you'll be able to unlock voiced images in the Gallery. Simply needs to be seen to be believed. Amnesia (TV Series 2013–. Natsume Yuujinchou San 4. Iruma-kun 3rd Season 19. Mimikin in #44 normally wears a Fundoshi. At the end, they realize that both animals are cool and how silly their argument was, but never apologized to Nate. But if it still somehow finds its way back to the source material again, there is enough material for a few OVAs. Don't Try This at Home: Before the opening of an episode. 'Dusk Maiden of Amnesia' Season 1 premiered on April 9, 2012 and with a total of 12 episodes, it came to an end on June 25, 2012.

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Rather than renovating older buildings the schools board continually decides to expand into new buildings. Hidenori Takahashi as. Soukyuu no Fafner: Dead Aggressor - Exodus 2nd Season. Christopher Ayres as. Her life, her relationships, her very name—all gone.

I enjoyed this enough to get through the episode, but I probably won't ever watch it again. Toshimitsu Kobayashi (ep 5). Even after discovering that Yuuko is a ghost, he remains calm and talks to her like he's talking to just another normal human. It may not necessarily be as "terrifying" as other horror anime but it sure as hell will keep you at the edge of your seat throughout.

Achieving race equity—the condition where one's racial identity has no influence on how one fares in society—is a fundamental element of social change across every issue area in the social sector. Although there is no single correct way to build a race equity culture, the report provides broad guidance on how to get started. You can consent to the use of such technologies by closing this notice. Presenter: Kerrien Suarez. David Williams at BoardSource Leadership Forum in 2017. Based on findings from Equity in the Center's research, Awake to Woke to Work: Building a Race Equity Culture, this webinar discusses how to operationalize equity, and build a Race Equity Culture within co-ops. KS: Our second annual Equity in the Center Summit is October 9-10, 2018 in Baltimore, Maryland, and we hope readers will join us for plenary and working sessions designed to provide greater insight into our research and the experiences of leaders and organizations engaged in this work nationally. Program data should also be disaggregated and analyzed by race. Programs are culturally responsive and explicit about race, racism, and race equity. Have started to gather data about race disparities in the populations they serve. And action is needed, because decades of evidence show the value of diverse boards and suggests that diversity won't happen without intentionality.

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How do organizations move through the Race Equity Cycle to build a Race Equity Culture? As stewards of the public good, all social sector organizations, regardless of mission, are called on to embrace and celebrate our common humanity, and the inherent worth of all people. We want this publication to be accessible and actionable for everyone working in the social sector — regardless of the size of their organization, the scale of their impact, or where they find themselves and their organizations on the spectrum of Awake to Woke to Work. The Center's 2019 New Jersey Non-Profit Diversity Report shows New Jersey non-profits have serious gaps in diversity within our organizations. Our research identified seven levers—strategic elements of an organization that, when leveraged, build momentum toward a Race Equity Culture within each stage and throughout the Race Equity Cycle. Prompts included "What is the role of a sponsor vs. an ally? " Continuous improvement in race equity work is prioritized by requesting feedback from staff and the community.

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KGC: Who is the intended audience for your report and why? Start looking at your numbers. You want to bolster your anti-racism efforts with content that gives you a foundational and holistic understanding of how racism shows up in philanthropy, and how to make progress towards racial equity in your institution. All staff should be equipped to discuss meaningfully race equity and inequities, and feel comfortable sharing their experiences. Place responsibility for creating and enforcing DEI policies within HR department. Building a Race Equity Culture is the foundational work when organizations seek to advance race equity; it creates the conditions that help us to adopt antiracist mindsets and actions as individuals, and to center race equity in our lives and in our work. Prioritize an environment where different lived experiences and backgrounds are valued and seen as assets to teams and to the organization. Can illustrate, through longitudinal outcomes data, how their efforts are impacting race disparities in the communities they serve. Sapna Sopori shares how need to actively examine our board rooms, not only for who we want to bring into the room but who is already in the room and if they should still be there. Two of the levers, Organizational Culture and Senior Leaders, are crucial for building a Race Equity Culture at Work. Our priority is to continue developing tools, resources, and case examples that illustrate the complexity of this work at each stage of the Race Equity Cycle. Awake to Woke to Work: Building a Race Equity Culture provides insights, tactics, and practices that social sector organizations can use to measurably shift organizational culture, operationalize equity, and move from a dominant organizational culture to a Race Equity Culture. Data: Have long-term strategic plans and measurable goals for creating an equity culture, and an understanding of the organizational change needed to realize it. We recommend attending Session 1 along with any other individual sessions you choose as it lays the groundwork for all session content.

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Disaggregate internal staffing data to identify areas where race disparities exist, such as compensation and promotion. Equity in the Center believes that deep social impact is possible within the context of a Race Equity Culture—one that is focused on proactive counteraction of race inequities inside and outside of an organization. Their comprehensive data, in addition to a significant body of race equity work to which many members of our Advisory Committee contributed in the last 20+ years, meant we did not have to make the case for structural racism as a driver of the racial leadership gap or systemic institutional inequities that characterize the social sector. Race equity work must happen at many levels, both within organizations and in society broadly. The report also outlines steps for getting started, including establishing a shared vocabulary, identifying advocates at the board and senior leadership levels, and naming race equity work as a strategic imperative and opening a continuous discussion around it. Understanding of Race Equity Cycle levers for organizational transformation, including management and operational scenarios from EiC's research and participants' organizations (Modules 1 and 2). Rick Moyers, Chronicle of Philanthropy. Use a vetting process to identify vendors and partners that share their commitment to race equity. Race Equity at Work. Learn about management and operational levers that can shift organizational culture toward race equity.

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What's in the publication? Year Up: At the onset of the organization's race equity work, senior leaders were given specific talking points to spark conversation in staff meetings. Identify organizational power differentials and change them by exploring alternative leadership models, such as shared leadership. Module B: Wednesday, March 15, 2023 | 10:00 am – 12:00 pm PT. The work of creating a Race Equity Culture requires an adaptive and transformational approach that impacts behaviors and mindsets as well as practices, programs, and processes.

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We're ready for this work; are you? Nonmembers: $200 per session or $950 for the full series. Copyright 2018 ProInspire. While it may be tempting to fill a board with high-net-worth individuals, it is not always the best choice for the board or your organization's mission. In organizations, our research identified seven management and operational levers organizations can push to shift culture toward race equity. Donor Stories: Grantmaking that is "With" and not "For" | Center for Effective Philanthropy | 2018.

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Leadership for Educational Equity: Established a DEI Team to set a vision and define positions, language, and curriculum to achieve it. At the AWAKE stage, organizations are focused on people and on building a workforce and boards comprised of individuals from different race backgrounds. Are responsive to encouragement by staff to increase diversity in the organization. In collaboration with over 120 experts in the fields of DEI and race equity, we provide insights, tactics, and best practices to shift organizational culture and operationalize equity. Staff members are supported in managing and integrating the changes, and the organization demonstrates courage to advance external outcomes. Define and communicate how race equity work helps the organization achieve its mission. Want to play an active role in advancing race equity in your organization. KS: We want individuals to feel inspired, encouraged and better equipped for action after reading our publication. And, second, rich dialogues with advisors highlighted that organizations shift toward equity as part of a cycle, which they can enter at more than one point, not the continuum we originally envisioned. Blogs and Conversation Starters. BoardSource just released its report on board diversity, and the statistics are frustrating, disappointing, and somewhat anger-inducing… lack of diversity on boards is no longer just annoying.

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The idea behind the workshop series stemmed from a successful keynote session during the Inclusion Summit in 2021. Equity in the Center addresses a gap in philanthropic and nonprofit organizations' current diversity, equity, and inclusion practice: The absence of sector-validated organizational development and change management best practices to shift mindsets, tactics, and systems that drive racial and ethnic diversity at all levels. Also, as we receive feedback from the field, we'll refine our Race Equity Cycle research. An inclusive board culture welcomes and celebrates differences and ensures that all board members are equally engaged and invested, sharing power and responsibility for the organization's mission and the board's work. Resource type: Topic(s):

While issue-specific dynamics play an important role in driving social impact (e. g., public policy around affordable housing or the elimination of food deserts to create access to nutritious foods), the thread of structural racism runs through almost every issue faced by the U. S. social sector. American Conference on Diversity. Communities are treated not merely as recipients of the organization's services, but rather as stakeholders, leaders, and assets to the work. Kerrien's career in management consulting began at AT Kearney and The Advisory Board. You will engage in facilitated conversations on the role that leaders and managers play, as well as the management and operational best practices that will drive progress on race equity given ongoing diversity, inclusion and equity work. Personal Beliefs & Behaviors: Are aware that a white dominant workplace culture exists, but expect people to adhere to dominant organizational norms in order to succeed. National Council of Nonprofits, Diversity Equity and Inclusion. Overcoming the Racial Bias in Philanthropic Funding | Stanford Social Innovation Review | Cheryl Dorsey, Peter Kim, Cora Daniels, Lyell Sakaue & Britt Savage | 2020. William and Flora Hewlett Foundation. References are included in the document. Policies & Processes: Share the organization's commitment to DEI as part of the onboarding process of new employees. We believe that social sector organizations are better able to do this work effectively and with authenticity when they are led by boards that are.

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