MELANATED MOMENTS: September Kicked Of Q4 With Style And Purpose
September was so lit.
This September, Black political and economic power took center stage in D.C. at the Congressional Black Caucus Foundation’s 55th Annual Legislative Conference, Pride Weekend celebrated 20 years in Atlanta, and New York Fashion Week occupied the city—among other events that brought together the best and brightest Black Americans.
ATLANTA BLACK PRIDE WEEKEND CELEBRATES 20 YEARS
Bevy Smith and Patrik-Ian Polk hosted ‘Muses, Co-Conspirators & Champions’ during Atlanta Black Pride. Gilead Sciences hosted several signature events: Cultural Architects, the 7th Annual Mayor’s Black Pride Reception, Pride + PrEP at V12, the Influencers’ Gala, and the Pure Heat Community Festival.
Photo credit: Mel B. Elder, Jr. Mel B. Elder, Jr. Mel B. Elder, Jr. Photo credit: Mel B. Elder, Jr.
2027 NEW YORK FASHION WEEK SHOW
Laquan Smith Spring/Summer 2027 NYFW featuring The Children of Blood and Bone Capsule Collection and the EMERGE! Fashion Showcelebrated 15 years in unforgettable style, closing New York Fashion Week onTuesday, Sept. 15.
Laquan Smith Spring/Summer 2027 NYFW
LaQuan Smith brought the heat to NYFW for Spring/Summer 2027, anchored by the season’s centerpiece: an exclusive capsule collection tied to the highly anticipated cinematic adaptation of Children of Blood and Bone.
Alongside Karl Kani’s triumphant return to the runway and a surprise performance/musical presence from October London, the star-studded evening featured several standout moments:
Jason Lee’s The Hollywood Cares Foundation Dinner
The Hollywood Cares Foundation recently hosted an exclusive fundraising dinner at a private Beverly Hills estate, drawing roughly 50 guests in support of its mission to expand opportunities for underserved youth. Hosted by Cardi B, the evening raised funds to fuel the foundation’s vital civic engagement, leadership, and personal development programming spearheaded by Stockton Vice Mayor Jason Lee.
CBCF’s 55th Annual Legislative Conference, the Phoenix Awards
Marking its historic 50th presentation, the prestigious Phoenix Awards convened members of the Congressional Black Caucus alongside prominent figures from government, business, entertainment, philanthropy, and civil rights. The landmark evening celebrated enduring leadership and outstanding contributions to the community.
‘Mule Train,’ ATL’s New Black-Owned Restaurant, Bets On Southern Hospitality
Mike and Shyretha Sheats are turning nearly a decade of pop-up experience into a restaurant built around food, culture, and community.
After nearly a decade of pop-ups, Atlanta restaurateurs Mike and Shyretha Sheats are taking their culinary vision from the pop-up circuit to a permanent home.
The husband-and-wife team opened Mule Train on Sept. 30 at 87 Broad St. in South Downtown Atlanta, marking their first brick-and-mortar restaurant. The 40-seat concept grows out of The Plate Sale, the pop-up they launched after building careers across Atlanta, Athens, and Charleston, South Carolina.
The Sheatses say the business was built on years of industry experience, community relationships, and a willingness to find alternative paths to capital.
“We were talking about pop-ups before we knew we were gonna do pop-ups,” Mike told Rough Draft Atlanta. Their first Plate Sale event in 2017 drew roughly 200 people after the couple initially expected 40 to 60.
The restaurant’s menu draws from Northeast Georgia foodways, seasonal ingredients, and the couple’s broader culinary influences. Mike, whose résumé includes McCrady’s Tavern, Muss & Turner’s, and Staplehouse, describes the cuisine as “Southern-leaning,” rather than strictly Southern.
“I’m obviously inspired by the South, but I’m not just inspired by the South,” Mike said.
That approach shows up in a menu designed to change with the seasons and the ingredients available from local farm partners. The concept nods to the meat-and-three tradition while giving the format a modern spin. Lunch focuses on rotating offerings, while weekend dinner service takes a more full-service approach.
Behind the scenes, Shyretha is also building a hospitality business with workplace culture in mind. After years in restaurants, she wants Mule Train to be a place where employees can develop careers instead of simply cycling through jobs.
“We’re creating a culture that debunks traditional restaurant culture,” Shyretha said.
The road to opening was not without obstacles. The couple told DiningOut that traditional lenders wanted consistent financial records from an established business, something their pop-up operation could not provide. They ultimately turned to private lenders to help finance the restaurant.
“The probability of a lender supporting a new neighborhood, a new startup, was a little more difficult than we anticipated,” Shyretha said. “But we found success in navigating that journey, and here we are.”
Mule Train’s name comes from a gathering place associated with Mike’s family in rural Northeast Georgia. That spirit of gathering also shapes the restaurant’s hospitality philosophy.
“You can always come in; they have something to offer,” Mike said. “We wanted a space where when you entered, it felt like walking into someone’s home.”
BEVERLY HILLS, CALIFORNIA - AUGUST 20: Isiah Thomas attends the Harold and Carole Pump Foundation Gala at The Beverly Hilton on August 20, 2021 in Beverly Hills, California. (Photo by Rodin Eckenroth/Getty Images)
The NBA Hall of Famer is returning to the Knicks as a director as MSG Sports separates its basketball and hockey businesses.
Isiah Thomas is back in the New York Knicks’ orbit — this time with a seat at the corporate table.
The Basketball Hall of Famer is set to join the board of directors of MSG Knickerbockers Corp., the newly formed public company that will oversee the Knicks and its G League affiliate, the Westchester Knicks, Yahoo Sports reports. The appointment comes as Madison Square Garden Sports Corp. separates its basketball and hockey operations into two publicly traded companies.
After the corporate restructuring, which is expected to be completed Oct. 26, MSG Sports will become MSG Knickerbockers Corp., while a new MSG Rangers Corp. will oversee the New York Rangers, Hartford Wolf Pack and MSG Training Center. James Dolan will serve as executive chairman and CEO of both companies.
For Thomas, the move marks another chapter in a complicated business relationship with Dolan and the Knicks. Thomas previously served as the Knicks’ president of basketball operations beginning in 2003 and later became head coach. During his five seasons as president, New York went 138-237, according to The New York Post. The team also went 56-108 during his two seasons as head coach.
After leaving the Knicks’ coaching role, Thomas later coached the WNBA’s New York Liberty when Dolan owned the team and has served on the board of Sphere Entertainment. He also sits on the board of UWM.
The timing of Thomas’ return is notable because the Knicks are entering the new corporate structure with significant business momentum. MSG Sports reported $1.15 billion in fiscal 2026 revenue, up 11% from the prior year, while the Knicks captured their first NBA championship in 53 years. The company also reported increases in average per-game revenue across tickets, suites, sponsorships, food, beverages, and merchandise.
Thomas’ board role is not a return to basketball operations. He will be part of the governance structure of the newly independent Knicks business as the franchise moves into a new publicly traded era.
Earlier this year, the Jamaican-born educator, strategist, and entrepreneur launched Entangled Vines, a premium wine brand that pairs sophisticated flavor profiles with an approachable experience. Based in Owings Mills, Maryland, the company is positioning its collection for hospitality partners, premium retailers, and culturally aligned dining and lifestyle brands.
“Entangled Vines is more than wine—it is a narrative of connection, complexity, and harmony,” Dunkley said in a press release shared with BLACK ENTERPRISE. “Each bottle is designed to reflect life’s layered experiences: bold, refined, and beautifully intertwined.”
The brand’s initial lineup includes a red blend, Sauvignon Blanc, and Blanc de Blanc sparkling Chardonnay. The Entangled Vines Red Blend is described as a light-medium, off-dry wine featuring blackberry, plum, cherry, and blueberry, with notes of dark chocolate, cocoa, clove, vanilla, and caramel. Its Sauvignon Blanc takes a crisper approach, pairing citrus and tropical fruit notes with herbaceous flavors and minerality. The sparkling Blanc de Blanc, a California sparkling Chardonnay, rounds out the collection with lemon-lime, Granny Smith apple, white peach, and guava notes, alongside brioche, vanilla crème, and ginger.
With Entangled Vines, Dunkley is entering a consumer market where branding, storytelling, and customer experience can matter as much as what is poured into the glass. The company says it is positioning its wines for both everyday occasions and elevated dining experiences, with an emphasis on versatility and accessibility.
Outside of Entangled Vines, Dunkley is the founder and CEO of KND Consulting, an organizational leadership and development firm. She has also held senior education roles in New York and Philadelphia in addition to her involvement in business and tourism ventures in Jamaica, where she has maintained longstanding ties.
Dear Fairygodmentor®, Will Asking For An Accommodation Hurt My Career?
Advocating for yourself and career can be scary.
Dear Fairygodmentor®,
I have an invisible disability, but I’m afraid asking for support will hurt my career. What should I do?
–Capable but Cautious
Dear Capable,
You’re weighing two things that really matter: getting what you need to do your job and protecting a career that I’m certain you worked very hard to build. As you know, I’m a champion for self-advocacy in the workplace. I also want to make sure that I set you up for success in communicating your needs to your manager in a way that’s heard and acted upon quickly.
Who can you reach out to?
You can start with your direct manager, HR, or your company’s accommodation contact depending on its process and who you feel most comfortable approaching. In the U.S., an accommodation request doesn’t require special legal wording, though an employer may ask you for reasonable supporting documentation when the need is apparent. This may look like a note from your physician or other healthcare provider.
Start with the Work: Identify the specific barrier and what this change will help. For example, it could be a different meeting format, written instructions, adjusted scheduling, or another workable option. You don’t need to make your entire medical history the subject of the career conversation. Tie it back to the work and your productivity. How will this accommodation help you support the business better?
Speak to Be Heard: Use this script to sound capable and direct.
“I’m committed to delivering on this work. I’m running into a barrier with [specific task or process], and [specific change] would help me meet the role’s expectations. Who should I speak with about putting that in place?”
Prep for a conversation, not a perfect answer. Make sure you don’t leave that conversation without having a clear outline of workable options and next steps. I like to stress that following up in writing ensures that you both have a shared record of what was discussed and agreed upon. If the solution you both come up with doesn’t remove the barrier, say so and keep the conversation going until you reach a resolution. You’re not being insubordinate; you’re advocating for the support you need to perform to the best of your abilities.
Keep your career top of mind. We covered the accommodation piece. We don’t want to lose sight of your career aspirations either. Keep documenting your results and discussing your career goals with your manager like you normally would. One helpful follow-up question is: “What results would you need to see from me to be considered for the next opportunity?”
Remember this, Capable: Just because you asked for support in meeting your goals doesn’t mean you have to plan to remain stagnant in your career. You’ll want to make sure that management understands your plan to continue to level up.
Advocating for yourself and your career can be scary, but clearly communicating what you need to be most successful and productive makes your ask a win for both you and the organization.
You got this!
Yours truly,
Your Fairygodmentor®
About Joyel Crawford:
(Photo: Kirten White Photography/BE)
Joyel Crawford is an award-winning career and leadership development professional and founder of Crawford Leadership Strategies, a consultancy that empowers results-driven leaders through coaching, training, and facilitation. She’s the best-selling author of Show Your Ask: Using Your Voice to Advocate for Yourself and Your Career.
Have a question for Your Fairygodmentor®?
Submit your career and leadership questions, whether it’s about navigating a micromanager, setting boundaries, negotiating for a raise, or handling burnout. Ask Your Fairygodmentor® today!
The familiar advice follows: Give them nothing to criticize. Just play the game.
For someone who needs a paycheck, that guidance can be useful. A candidate should not have to sacrifice an opportunity to make a point about beverage etiquette. But the conversation becomes troubling when the applicant’s willingness to adapt receives more scrutiny than the employer’s reasoning.
Why does the person with the least power in the hiring process receive the most homework?
As a former recruiter turned organizational development and change management consultant, I approach this question from both sides. Candidates need strategies that help them navigate the hiring process as it exists. Organizations need to examine whether that process actually helps them identify top talent.
“Just play the game” addresses the first responsibility. Too often, it becomes an excuse to abandon the second.
A consequential leap exists between observing a behavior and assigning it meaning. A candidate arrives with a drink. An interviewer interprets that as insufficient seriousness. That interpretation becomes a judgment about professionalism, which may then influence a hiring decision.
At what point must the interviewer explain the connection?
If someone repeatedly interrupts the conversation, ignores instructions, or creates a safety concern, there is a specific behavior to discuss. The presence of a cup alone requires a much larger inference. The fact that something “looks like” a lack of seriousness does not establish that it is one. An interviewer’s confidence in that inference does not make it evidence.
Employers should be able to explain what a standard measures, how it relates to the work, and whether it is applied consistently. Candidates already face a version of that demand. They are asked to substantiate their qualifications with examples, results, references, and work samples. Hiring judgments deserve scrutiny, too.
For Black professionals, the question of who defines professionalism carries stakes that extend far beyond interview refreshments.
Research by Christy Zhou Koval and Ashleigh Shelby Rosette illustrates why. Across four studies, they found that Black women with natural hairstyles were perceived as less professional and less competent, and were less likely to be recommended for interviews than Black women with straightened hair and white women with straight or curly hair. These evaluations of candidate profiles demonstrate how appearance could shape assessments ostensibly concerned with professional ability.
A disposable drink and a racialized judgment about natural hair have different histories with parallel consequences. The relevance is the authority granted to the word “professional.” Without a clear definition, it can make a subjective preference sound like an objective qualification.
Once that preference becomes a hiring expectation, candidates are left to absorb the cost.
This is where career advice begets nuance.
A recruiter can advise a candidate to leave the coffee outside and still ask a hiring manager why it matters. A mentor can explain an organization’s expectations and still question whether those expectations deserve to persist. Helping someone navigate a standard does not require endorsing it.
For HR professionals, the responsibility becomes especially important when a hiring manager offers vague feedback. “Not polished enough.” “Not the right fit.” “I couldn’t picture them in front of clients.”
Those statements should begin a conversation. What specifically happened? Which responsibility would it prevent the candidate from performing? Would the same behavior prompt the same concern from another applicant?
The answer might reveal a legitimate requirement. It might also reveal an assumption nobody has previously been asked to defend.
If a presentation standard genuinely matters to the role, communicate it. If it cannot be explained clearly enough to disclose, reconsider whether it should influence the decision.
Leaders should also examine how their own conduct measures up. An organization that expects preparation, punctuality, and respectful communication from applicants should demonstrate those qualities throughout the process. Professionalism gains credibility when it creates reciprocal obligations.
Candidates will continue making practical choices. They may leave the coffee in the car, rehearse their introductions, and adjust their presentation. There is no shame in protecting an opportunity.
But their willingness to accommodate a hiring manager does not establish that the manager’s expectations are sound.
“Just play the game” may help someone get through an interview today but the people who design and oversee hiring have a responsibility to improve what happens tomorrow.
Since applicants are expected to prove they can do the job, employers should be expected to explain how their hiring standards help them identify who can.
Naomi Campbell became famous at the end of the 1980s and is considered one of the most famous models in the history of fashion. She was one of the first supermodels, ruling catwalks and cover pages of the most famous magazines, and collaborating with the biggest names in fashion, such as Versace, Chanel, and Dior. Campbell has earned her wealth from modeling, getting fat deals from companies like Burberry, Prada, and Dolce & Gabbana. She has also made money from commercials, television shows, films, and other business activities, such as her fragrances and other activities in the fashion sector. As of 2024, Naomi Campbell's estimated net worth is $80 million:
(Photo by Antoine Flament/Getty Images)
Naomi Campbell Wins Appeal Over Charity Ban In U.K. Fundraising Case
The ruling clears the supermodel to serve as a charity trustee in England and Wales
Supermodel and entrepreneur Naomi Campbell has successfully challenged a five-year ban on serving as a charity trustee in England and Wales after a tribunal determined she had been deceived by a fellow trustee at her now-defunct nonprofit, Fashion for Relief.
Campbell founded Fashion for Relief in 2005 to raise money for humanitarian causes through high-profile fashion events and runway shows. But the organization came under scrutiny from the U.K. Charity Commission, which opened an investigation in 2021 that found “multiple instances of misconduct and/or mismanagement,” including the use of charitable funds for expenses connected to Campbell’s 2018 stay at a five-star hotel near Cannes. The regulator also found that another trustee, Bianka Hellmich, received about £290,000 in unauthorized payments described as consultancy fees. The charity was ultimately dissolved and removed from the register in 2024.
Campbell, however, maintained that she did not know about the improper spending. During the tribunal hearing, she described her “only mistake” as trusting Hellmich.
“I don’t look at it as a failure, I look at it as me trusting someone that I knew, someone that was a lawyer,” Campbell said, according to The Associated Press.
The three-judge tribunal agreed that Campbell had been deceived. It found that Hellmich used forged documents and misled professional advisers and the Charity Commission. The tribunal also concluded that Campbell was not responsible for the inappropriate use of the charity’s resources or unjustified expenses during her hotel stay.
Campbell was not entirely cleared of governance shortcomings. The tribunal found that she shared ultimate responsibility for Fashion for Relief’s failure to maintain proper minutes and file accounts on time. However, judges determined those failures did not make her unfit to serve as a trustee. Following the decision, Campbell said she was grateful to have the opportunity to present her side of the story.
“I’m so grateful to the tribunal and the judges for taking the time to hear my side, look at the evidence and see the truth of what happened,” she said in a statement.
The Charity Commission said it is considering whether the ruling has “any wider implications for our work.” The regulator previously recovered more than £344,000 and protected an additional £98,000 in charitable funds during its investigation. Nearly £250,000 was ultimately directed to other charities or used to settle outstanding obligations.
For celebrity founders and entrepreneurs entering the nonprofit space, the case highlights a straightforward business lesson: A recognizable name can open doors, but strong financial controls, documentation, and independent oversight still matter.
Pixabay.com royalty-free image #1680634, 'excavator, machine, construction machine' uploaded by user Bru-nO, retrieved from https://pixabay.com/photos/excavator-machine-1680634/ on October 28th, 2021. License details available at https://pixabay.com/en/service/terms/#usage - image is licensed under Creative Commons CC0 license
Todd Weaver Turned A $4-An-Hour-Job Into A Nearly $1B Construction Empire
Weaver, founder and CEO of St. Louis-based DGN Enterprise, oversees five companies employing 585 people.
Todd Weaver went from earning $4 an hour picking up trash at a construction site to leading a Black-owned construction enterprise on track to generate nearly $1 billion in revenue this year, Forbes reports.
Weaver, founder and CEO of St. Louis-based DGN Enterprise, oversees five companies employing 585 people, according to the outlet. The group is expected to approach $1 billion in revenue by the end of 2026, more than double the nearly $400 million it generated in 2025. Much of that growth has been driven by servicing and upgrading data centers for major technology companies, including Google.
Weaver’s introduction to the construction industry began in 1984, when he was 12. With his mother battling diabetes and cancer, Weaver approached a construction site in Hazelwood, Missouri, looking for work. There, he met Bob Clark, founder of construction company Clayco, who offered him $4 an hour to pick up trash, pull weeds, and handle other jobs as long as he stayed committed to school.
Clark eventually became Weaver’s mentor and a father figure. Weaver later attended the University of Missouri-St. Louis, studying marketing and construction management while playing basketball. After working for engineering firms and returning to Clayco, Weaver ventured out on his own.
In 2002, he launched Legacy Building Group with a $150,000 loan from Clark, which Weaver repaid within six months. The company was created in part to expand opportunities for minority contractors and workers. Legacy eventually became TW Constructors and expanded into DGN Enterprise, which includes businesses specializing in electrical work, glass, and fire suppression.
Success did not come without challenges. During the 2008 financial crisis, Weaver’s company accumulated $2.5 million in debt and nearly defaulted. Rather than seek a bailout from Clark, Weaver cut expenses and turned to relationships he had developed throughout his career to secure financing and keep the business operating.
Those relationships included World Wide Technology Founder David Steward, whose company became a major TW Constructors customer.
Today, Weaver’s companies have completed projects for clients including Google, Microsoft, Apple, Pfizer, and World Wide Technology. TW Constructors is also servicing and upgrading data centers across six Google campuses, positioning Weaver’s enterprise to benefit from continued investment in artificial intelligence and data infrastructure.
Fearless Fund CEO Arian Simone Launches New Book And Multi-City Tour
The Fearless Fund co-founder has turned a landmark legal battle over DEI into a new book and conversation about wealth building.
Arian Simone is taking her story from the venture capital world to bookshelves nationwide.
The entrepreneur, investor, co-founder, and CEO of Fearless Fund has launched a multi-city tour ahead of the Oct. 6 release of her new book, Fearless Freedom: A Manifesto for Unlocking Wealth and Equality for All. Published by Storehouse Voices, an imprint of Crown Publishing Group at Penguin Random House, the 304-page book examines entrepreneurship, access to capital, and the legal battle that put her firm at the center of a national debate.
Founded in 2018, Fearless Fund is an Atlanta-based venture capital firm that invests in under-resourced entrepreneurs, specifically women of color seeking pre-seed, seed, or series A financing. In the book, she chronicles the firm’s legal fight over its Strivers Grant program while connecting the experience to broader questions about economic mobility and wealth creation.
The book features a foreword from civil rights attorney Ben Crump and an afterword by Stacey Abrams. Simone describes the project as part memoir, manifesto, and practical playbook for entrepreneurs, investors, and leaders navigating an uneven capital landscape.
The timing is notable for founders still navigating shifting rules and expectations around diversity-focused capital. In a recent interview with The Atlanta Journal-Constitution, Simone said the challenges women of color face in seeking funding remain familiar.
“There were many obstacles and barriers for access to capital to women of color, and unfortunately, they just still exist today.”
She also said Fearless Fund’s broader investment work continues, adding, “We are still cutting checks. We are still investing. We still have our loan program going on.”
Simone says she wrote the book to translate a high-profile business battle into lessons other founders can use. She told the AJC that she wanted readers to leave with “the empowerment to affect change just right where they are.”
According to a press release, the book tour began Sept. 17 in Washington, D.C., with appearances tied to the Congressional Black Caucus Foundation’s Annual Legislative Conference. She also held a First Ladies Luncheon with CNN Anchor Abby Phillip in New York on Sept. 25.Upcoming stops include Atlanta and Stonecrest, Georgia, with a scheduled conversation featuring Abrams at the Decatur Book Festival on Oct. 3.
