AI hiring bias workday — AI-generated image powered by Magnific

by Selena Hill

July 1, 2026

Workday Loses Bid To Dismiss AI Hiring Bias Lawsuit Filed By Older Black Worker

A California judge ruled in favor of an older Black and disabled worker to continue a lawsuit alleging that Workday's AI-powered screening tools discriminated against minority job seekers.

Landmark Ruling in AI Recruitment Bias

A federal judge in California has dealt a significant blow to HR software giant Workday, ruling that the company must continue defending itself against allegations that its artificial intelligence (AI) tools unlawfully discriminate against job applicants based on race, age, and disability. According to Bloomberg Law, the case could help define how courts hold AI vendors accountable for employment bias.

In an order issued June 22, U.S. District Judge Rita Lin largely denied Workday’s motion to dismiss the amended lawsuit, allowing key claims under California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA) to proceed. The judge dismissed only a limited claim alleging discrimination against Asian American applicants on procedural grounds, reports Reuters.

Algorithmic Screening Triggers Industry Shift

The class action lawsuit, which was originally filed in 2023 by lead plaintiff Derek Mobley, alleges that Workday’s AI-driven applicant screening technology repeatedly filtered him out of job opportunities because he is Black, over the age of 40, and is disabled. Mobley claims he was rejected after applying for more than 100 positions through employers that use Workday’s recruiting platform.

Unlike most employment discrimination lawsuits, the case targets the software provider rather than individual employers. The plaintiffs argue that Workday’s algorithms rely on data and “proxy indicators”—including employment gaps—that can disproportionately disadvantage protected groups, even if the system does not explicitly consider race, age, or disability. Judge Lin agreed that those allegations were sufficient to move forward, particularly regarding disability discrimination claims.

National Jurisdictional Precedents

Workday argued that California’s anti-discrimination laws should not apply when applicants or jobs are located outside the state. The court rejected that position, allowing those claims to proceed and signaling that California-based technology companies may still face liability for AI products used nationwide.

The company has denied the allegations.

“Our technology looks only at job qualifications, not protected traits like race, age, or disability,” a Workday spokesperson said, adding that the company’s products are tested under its Responsible AI program to ensure they do not harm protected groups, reports IT Pro.

Corporate Accountability in the Automated Era

The ruling arrives as AI becomes increasingly embedded in corporate hiring. According to court filings cited by Reuters, more than 80% of U.S. employers—including nearly every Fortune 500 company—use AI-powered recruiting or applicant-screening tools in some capacity. Legal experts say this case could establish a landmark precedent by determining whether companies that develop AI hiring software—not just employers that use it—can be held responsible when automated systems allegedly produce discriminatory outcomes. If the plaintiffs ultimately prevail, the decision could reshape how organizations evaluate, audit, and deploy AI throughout the hiring process.

Jackie B. Grice, rest — Jackie B. Grice of Launching Deeper

by Alisa Gumbs

July 1, 2026

This Executive Coach Says Women Make Dangerous Mistakes When It Comes To Rest

Jackie B. Grice is preaching the power of rest as a business strategy.

Jackie B. Grice has been a successful entrepreneur for a quarter of a century, having built a multimillion-dollar transportation company with her husband. But the always-grind, never-rest life of a small business owner eventually took a toll on her.

“I’ve run Agape for over 24 years now, and in transportation, there is always something—a driver calls out, a contract deadline is moving, payroll is due, a client needs an answer five minutes ago. There’s always a fire,” she says.

“My burnout came from carrying too much for too long and never giving myself permission to put anything down. For a long time, I thought that’s what strength looked like: being the one who never stops,” Grice continues. “I had to come to terms with the fact that I could not build something that lasts while I was running on empty myself.”

Now a certified professional and executive coach, Grice has created Launching Deeper, a coaching and wellness practice, where she works with women entrepreneurs to position rest as a business strategy rather than a reward. She wants women to understand that it’s possible to build something without losing their souls in the process.

“I kept running into powerful women who looked completely successful on paper and were exhausted in their souls. They were leading, building, producing, pouring out constantly, and almost nobody was pouring back into them,” she says.

She’s even launched Soul Sabbatical retreats, which she describes as a “sacred pause” for women who lead, serve, and give endlessly: “I want women to leave with clarity, with rest, with revelation, and with permission to come back to themselves.”

Here, Grice shares some of the biggest mistakes she sees women entrepreneurs and executives making when it comes to getting the rest that they—and their businesses—need:

Stop being constantly go, go, go

Stillness gives you back something constant motion will steal right out of your hands: clarity. When you’re moving nonstop, it’s easy to mistake urgency for direction. You’re busy, but busy isn’t the same as building the right thing.

Some of my clearest next steps for Agape didn’t show up while I was grinding. They showed up when I got quiet enough to actually listen. Stillness brings me back to center. It’s where I hear God most clearly, and it’s where I make decisions from peace instead of pressure.

Stop treating rest like it’s optional

We confuse rest with stopping completely, and stopping feels dangerous when you’ve got people depending on you—employees, clients, family. So we wait until we’re already running on fumes before we even consider it.

Rest shouldn’t be the thing you do after you fall apart. It needs to be built into how you lead, how you listen, how you make decisions in the first place. I don’t look at rest as laziness anymore. I look at it as stewardship. God gave me this assignment, and burning myself out isn’t honoring it.

Stop skipping vacation

We treat vacation like something we have to earn instead of something we need to function. We’ll plan everybody else’s life, run the business, hold the household together, and then feel guilty the second we try to sit down ourselves.

The lie is that stepping away means you’re being unproductive. Honestly, some of my best decisions for my business didn’t come from another long night at the desk. They came from getting far enough away that I could finally see the whole picture instead of just the part that was on fire.

Stop handicapping your success with your exhaustion

I teach the women I coach through Launching Deeper that rest isn’t separate from strategy; it is strategy. A tired woman can still be gifted, but exhaustion will cloud her judgment, shrink her creativity, and make every decision feel three sizes too heavy.

One of the first practices I teach is silence. Not just slowing down, but actually getting quiet enough to hear what your business and your spirit are trying to tell you.

Using rest as a strategy means you put pauses on the calendar before life forces them on you. It means you build in time to think, to review what’s actually working, to realign with what matters before you’re three deadlines deep. Rest is how you start leading from overflow instead of leading from depletion.

Artificial intelligence, Ai, AI, generative AI, employment — Photo credit: Sanket Mishra

by Selena Hill

July 1, 2026

PwC Global Chairman Pushes Back On AI Layoff Fears, Says ‘Companies Embracing AI Are Hiring More People’

Mohamed Kande is challenging the fear of A.I. adoption.

As artificial intelligence reshapes workplaces around the world, PwC Global Chairman Mohamed Kande is challenging the fear that widespread AI adoption inevitably leads to mass layoffs.

During an interview on CNBC’s Squawk Box at the VivaTech conference in Paris, Kande said companies integrating AI “at scale” are actually increasing headcount rather than reducing it because implementing the technology requires additional talent to manage new systems, products, governance, and client services.

“We don’t see AI reducing the number of workers. We see companies that are embracing AI at scale increasing the number of workers that they need because they are embracing AI,” Kande said.

His comments come just days after PwC released its 2026 AI Jobs Barometer, which found that companies most exposed to AI have experienced stronger growth in both employment and wages than organizations with lower AI adoption. According to the report, highly AI-exposed companies have increased headcount by 52% since 2018, compared with 36% among less AI-intensive businesses. Wages also grew faster—24% versus 17%, respectively.

Rather than replacing workers outright, Kande argued that AI is fundamentally changing the nature of work by making employees more productive. He described the technology as giving workers “superpowers,” while emphasizing that skills such as emotional intelligence, sound judgment, collaboration, and adaptability will become increasingly valuable as AI automates more routine tasks.

His optimistic outlook stands in contrast to growing concerns about AI-driven workforce reductions across the technology sector. According to recent labor market data, U.S. employers announced more than 97,000 job cuts in May, with artificial intelligence cited as the leading reason for layoffs for the third consecutive month. Several major technology companies have also announced workforce reductions while simultaneously increasing investments in AI infrastructure.

Still, Kande acknowledged that AI is reshaping entry-level employment. PwC’s research found that traditional junior roles are evolving rapidly, with employers increasingly seeking candidates who possess more advanced technical and professional skills from day one. The report found that AI-exposed entry-level positions requiring more senior-level competencies have grown, while lower-skill entry-level roles have declined.

For business leaders, Kande said the conversation should shift away from whether AI replaces workers and instead focus on how organizations redesign jobs to unlock greater productivity and growth. Companies that successfully integrate AI, he said, will be positioned to create more value and potentially more employment opportunities rather than those that lag behind.

by Ida Harris

June 30, 2026

ON THIS DAY: JUNE 30, 1847

Dred and Harriet Scott sued for their freedom

The Dred Scott Decision (1857)

Dred and Harriet Scott sued for their freedom after living in free territories with their enslaver. The U.S. Supreme Court delivered one of its most infamous and deeply racist rulings— that Scott was merely “private property” with no right to sue, ruling that Black people were not citizens and possessed “no rights which the white man was bound to respect.”

Missy Elliott, culture creator, brunch — Photo Credit: Latisha James for BLACK ENTERPRISE

by Black Enterprise

June 30, 2026

Culture Creators Celebrates 10th Annual Innovators & Leaders Awards Brunch

The milestone event brought out a magnetic room filled with visionaries, executives, and icons.

On June 26, the BET Awards Ceremony wasn’t the only anticipated event. The Culture Creators hosted its 10th Annual Innovators & Leaders Awards Brunch at The Beverly Hilton on Wiltshire Boulevard in Los Angeles.

The milestone event drew a room filled with magnetic visionaries, executives, and icons committed to honoring the brilliant minds who shape entertainment, media, sports, fashion, and business. Founded by CEO Joi Brown, Culture Creators has served as the premier platform for amplifying Black excellence and cultural architects over the past decade. The 10th anniversary looked back at the remarkable relationship and profound industry influence, and also looked forward, raising awareness and support for the Culture Creators HBCU+ Scholarship Fund to empower tomorrow’s leaders. And the stars were aligned, and they hit the red carpet in elegance.

Red Carpet Radiance

The iconic Beverly Hilton red carpet was a masterclass in style, kicking off at 11:00 AM with electric energy. BLACK ENTERPRISE captured stunning arrivals from the honorees alongside a star-studded guest list of presenters, performers, and industry favs.

Among the notable figures who graced the carpet were Grammy Award-winning singer and actress Erica Campbell, R&B powerhouses KEM and Raheem DeVaughn, multi-hyphenate entertainer Pretty Vee, comedian Donell Rawlins, and beloved actress Kyla Pratt, joining a powerful contingent of top-tier entertainment executives who drive the industry behind the scenes.

The 2026 Honorees: A Masterclass in Excellence

The heart of the afternoon belonged to an extraordinary class of trailblazers whose contributions have permanently shifted the global cultural landscape. This year’s honorees included:

Missy Elliott – The legendary, boundary-pushing musical genius and icon.
Jermaine Dupri – The pioneering mogul, producer, and songwriting maestro.
Suzanne de Passe – The historic television, music, and film executive.
Druski – The digital media powerhouse and comedy vanguard.
Jason Lee – The media mogul and unfiltered voice of pop culture journalism.
Bethann Hardison – The fashion icon, advocate, and revolutionary model.
Andrew Hawkins – The sports executive, producer, and former NFL star.

A highlight of the brunch was Missy Elliott’s reflection on what it really means to be visionary; theGrio reported:

“When you are a visionary, you see these things and even if they are years ahead, you look back and be like, ‘Dang, this makes so much sense now,’” Elliott told the room of attendees after she was honored. “The Rain (Supa Dupa Fly)” era “makes so much sense” now.

Culture Creators did what needed to be done; once again proving that the people who shape the culture deserve the highest platform—not just to be seen, but to be celebrated.

BET Caribbean dinner, Global Caribbean Collective Dinner. Global Caribbean Collective,Caribbean American Heritage Month — photo credit: arykaphotography/Mosayic

by Sidnee Michelle

June 30, 2026

Global Caribbean Collective Debuts During BET Awards Week

The dinner served as the debut of the Global Caribbean Collective.

As BET Awards Week coincided with Caribbean American Heritage Month, a group of influential leaders, creatives, influencers, and executives gathered in Los Angeles for the inaugural Global Caribbean Collective Dinner, marking the launch of a new initiative designed to strengthen collaboration across the Caribbean diaspora.

Convened by MOSAYIC, the June 25 invitation-only dinner at Lucia restaurant brought together an intimate group whose work has helped expand the Caribbean’s influence globally.

The dinner served as the official debut of the Global Caribbean Collective, a long-term community focused on fostering meaningful relationships, strategic partnerships, and economic opportunities among Caribbean changemakers worldwide.

The evening was hosted by Valeisha Butterfield, TravQue, and Rajanie Bhudeo, whose work spans business, media, culture, and community leadership.

Source: **photo credit: arykaphotography/Mosayic**

Butterfield is a Caribbean-American executive, entrepreneur, and longtime advocate for diversity across technology, entertainment, and business. Throughout her career, she has held leadership roles at major organizations, including Google, and has championed initiatives that expand access and representation for underrepresented communities.

“The inaugural Global Caribbean Collective was a powerful reminder of the Caribbean’s extraordinary influence on global entertainment, business, and culture. It was an honor to be part of a celebration that recognized the innovation, leadership, and lasting impact of the Caribbean diaspora during BET Weekend,” she said.

BET Caribbean Dinner — Source: **photo credit: photo credit: arykaphotography/Mosayic**

Guyanese-American and Global Caribbean Collective co-founder Rajanie Bhudeo said the organization aims to become an ongoing network that connects Caribbean innovators across industries, encouraging collaboration beyond celebratory cultural moments and creating lasting opportunities for members of the global diaspora.

“For me, this feels incredibly full circle. I’m a first-generation Guyanese-American living in Los Angeles, and I’ve spent the last several years behind the scenes helping bring the BET Awards and BET Experience to life. To now create a space celebrating Caribbean excellence during Caribbean American Heritage Month and culture’s biggest week feels deeply personal.”

When asked about the importance and significance of Caribbean people in music and culture, she remarked, “The Caribbean has always been at the heart of music and culture. Icons like Busta Rhymes, Rihanna, Sean Paul, Shaggy, Super Cat, etc., helped shape the global sound. From reggae, dancehall, soca, calypso, and kompa to the rhythms that continue to influence hip-hop, R&B, Afrobeats, and pop, Caribbean influence is everywhere. It’s woven into the culture.”

Held during one of entertainment’s busiest weeks, the intimate dinner underscored the growing visibility of Caribbean leadership within the broader cultural landscape while celebrating the region’s contributions during Caribbean American Heritage Month.

Rather than serving as a one-night networking event, organizers positioned the Global Caribbean Collective as the beginning of a sustained effort to unite Caribbean voices across borders, industries, and generations.

As the initiative expands, the collective says it hopes to create new pathways for mentorship, investment, cultural exchange, and cross-sector partnerships to amplify the Caribbean’s impact around the world.

by Edwian Stokes

June 30, 2026

Ghana’s ‘Free The Youth’ Resurrects Vaulted Air Jordan 16 in Historic Collaboration

The rare, shroud-covered sneaker returns with West African artistry.

The Air Jordan 16 returns to the market. Although often overlooked in the Jumpman lineup, the AJ16 debuted in 2001 with only four original colorways and has since seen limited retro releases. Jordan Brand is now revitalizing the model through a partnership with Ghanaian fashion collective Free the Youth.

This release marks Jordan Brand’s first official collaboration with a Ghanaian design group. For sneaker lovers, devotees, and the Black community, this partnership is more than a typical product launch; it is a notable cultural connection. Black expression has shaped sneaker culture from the start, but direct collaborations with African collectives on major legacy models remain rare. Moves like this emphasize Black creativity and stewardship internationally and challenge the industry’s habit of celebrating Black culture without true partnership or representation. By giving African designers meaningful creative input and visibility, collaborations like this open pathways for long-term change and help rewrite who gets to tell sneaker culture’s story. This investment shifts the landscape from drawing inspiration to encouraging authentic inclusion and systemic progress.

Free the Youth has spent years using streetwear to address the exploitation of African labor and create opportunities for local youth. This cooperation goes beyond product co-creation by directing resources back to the Ghanaian community. With support from Jordan Brand, Free the Youth gains access to global distribution, skill-building workshops, and funding for local design incubators. Part of the proceeds will support youth-led creative projects and provide grants for aspiring designers in Accra. By elevating a Ghanaian collective within Nike Inc., this partnership signals a shift in corporate sportswear from marketing Black culture to investing in global Black equity.

The Design Breakdown

The prominent feature of this AJ16 is its redesigned removable shroud, which offers two distinct styles, each picked for its cultural meaning. The first is a metallic silver cover that suits the upper paneling and captures the modern energy of Ghana’s creative youth, blending a futuristic look with streetwear sensibilities. The second shroud features an artistic depiction of the tawny eagle, Ghana’s national animal, which is celebrated as an emblem of national honor and fortitude. By placing this powerful bird at the forefront, the design pays tribute to Ghanaian identity and the spirit of freedom and strength that vibrates with Black communities internationally. Removing the shroud reveals a black leather-and-mesh base with a bold red Jumpman logo, representing bond and passion—qualities deeply valued within Ghana’s youth-led movements. Green accents appear on the heel and vamp tabs, representing growth and prosperity, while a gradient strip on the tongue reflects the colors of the Ghanaian flag, evoking themes of aspiration plus belonging. These constituents collectively transform the sneaker into a space for narrative expression, celebrating Black heritage and Ghana’s lively culture.

A Quick History Lesson

The Air Jordan 16 was originally designed to mark Michael Jordan’s transition to his post-playing career. Wilson Smith III created the model after succeeding Tinker Hatfield, incorporating a “corporate-chic” shroud to represent Jordan’s move from the basketball court to the front office as a part-owner of the Washington Wizards. However, Jordan returned to play and wore the 16s during the 2001 NBA preseason.

Of the four original colorways, Jordan wore only the “Ginger” version on court. Since then, the silhouette has reappeared in limited releases, including the 2008 Countdown Pack, exclusive collaborations with Trophy Room and SoleFly in 2016, a “CEO” edition in 2017 celebrating Jordan’s ownership of the Charlotte Bobcats, and a Russell Westbrook player edition in 2020.

glass ceiling, sticky floor, work inequality, advancement — Photo by Mizuno K: https://www.pexels.com/photo/frustrated-businesswoman-sitting-at-an-office-desk-12911178/

by Black Enterprise

June 30, 2026

Ask Your Fairygodmentor® About The Return-To-Office Push

What happens when your real life no longer fits?

Dear Fairygodmentor®,

My company just announced that we’re expected to be back in the office three days a week, and I’m struggling more than I thought I would. Over the past few years, I built my entire life around working remotely. I moved farther away because it was more affordable, figured out childcare around my schedule, and honestly started feeling like myself again without spending hours sitting in traffic every day or dodging daily microaggressions.

Leadership keeps calling this a way to “rebuild culture,” but if I’m honest, it feels like no one stopped to think about how much people’s lives have changed. I know I should probably just be grateful to have a job, but I’d be lying if I said I wasn’t frustrated, anxious, and a little resentful.

I don’t want to come across as difficult or resistant to change, but I also don’t know how to ignore the impact this is going to have on my mental health, finances, and overall quality of life. How do I navigate this professionally without hurting my career?

—Remote No More

Dear Remote No More,

You’re not just dreading a commute. You’re grieving the version of life that you carefully rebuilt around peace, flexibility, and autonomy.

For a lot of professionals, remote work wasn’t a perk. It became an infrastructure. It changed how people lived, how they parented, how they cared for aging relatives, how they managed disability, burnout, anxiety, and even who they became outside of the concrete walls of an office building.

That’s why this conversation feels so emotional.

And while companies have the right to redefine workplace expectations, employees also have the right to thoughtfully evaluate whether those expectations still align with the life they’ve built.

This moment calls for strategy. And I got your back with this one!

Separate the Policy from the Panic

Before making decisions from a place of panic, assess the actual impact.

Ask yourself:

• “Is this inconvenient, or is this unsustainable?”

• “What specifically feels hardest about this change?”

• “Is it the commute, cost, caregiving logistics, exhaustion, loss of autonomy, or fear of losing work-life flow?”

Sometimes we catastrophize (thanks to my therapist for teaching me this word) before we clarify. The clearer you are about the real issue, the stronger your next move becomes.

Remember, you can’t advocate for yourself effectively when you have a vague feeling. You need to put language, examples, and specifics into place to back things up when speaking to leadership.

Build a “Business Case,” Not Just a Personal Plea

Many professionals are approaching return-to-office conversations from an emotional place: “This is hard for me.”

This type of data does not compute with leadership. They often respond more strongly to something that sounds like this: “Here’s how I’ve successfully delivered my results in my current workplace structure.”

Keep your receipts! Document:

• Productivity wins

• Performance metrics

• Team collaboration success

• Revenue impact

• Client outcomes

• Leadership contributions

• Increased availability/flexibility

Then have some solutions prepared. A leader always comes to the table with thoughtful solutions like:

• Flex scheduling

• Core collaboration days

• Reduced commute days

• Trial periods

• Hybrid alternatives

Always tie things back to the success of the business.

The strongest workplace advocacy combines humanity and business alignment.

Quietly Future- Proof Yourself While You Decide

Not every company will reverse course on return-to-office mandates.

Hold up- wait a minute! Now, that doesn’t automatically mean you should quit tomorrow. But it does mean you should regain leverage.

Get your career house in order. Update:

• Your resume

• LinkedIn profile

• Network connections

• Portfolio of wins

• Skills tied to future-of-work trends

Your network is your net worth. If you haven’t done so already, start reconnecting with your professional community before you desperately need to run for the hills and exit.

The real power shift happens when your career options expand. Career decisions hit differently when they come from a place of choice instead of fear.

Remote work changed more than where people worked.

It changed what many people realized they wanted their lives to feel like.

And whether you ultimately stay, negotiate, or leave, don’t let anyone convince you that wanting peace, flexibility, and autonomy makes you less ambitious.

Sometimes the real flex is creating a career that actually fits your life, not the other way around.

You got this!

Yours truly,

Your Fairygodmentor®

About Joyel Crawford:

Joyel Crawford, fairygodmentor, contributor — (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!

Great American State Fair — photo credit: The White House, Public domain, via Wikimedia Commons

by Sidnee Michelle

June 30, 2026

Confederate Flag Controversy Overshadows Trump’s ‘Great American State Fair’

Attendance has also become a point of debate as photos of the National Mall showing large open areas throughout portions of the fairgrounds.

A Confederate flag displayed at a privately sponsored North Carolina exhibit at Donald Trump’s Great American State Fair sparked swift backlash on June 27. This prompted state officials to demand its removal, as the event also faced criticism over light attendance and a series of logistical setbacks, Forbes reports.

The 16-day fair, held on the National Mall from June 25 through July 10 as part of the Trump administration’s Freedom 250 celebration marking the nation’s 250th anniversary, has been promoted as a nationwide showcase of state culture, food, and entertainment.

Instead, organizers have contended with political controversy, weather disruptions, technical problems, and reports of sparse crowds. According to organizers, programming includes live music, rodeos, films, food vendors, and state exhibits.

Images shared on social media on June 27 showed a Confederate-style flag incorporated into a display inside the North Carolina booth, which was funded by private sponsors rather than the state government. North Carolina Gov. Josh Stein’s office said the display did not represent the state and called for its removal.

“This flag does not represent the North Carolina we love,” Stein said in a statement. “America250 is about unity and bringing our nation together.”

A spokesperson for the exhibit told local media the image was “unapproved” and confirmed it was removed after concerns were raised. One of the booth’s sponsors, Mt. Olive Pickles, later announced it had withdrawn its support following the controversy.

The dispute added to mounting challenges surrounding the fair. Several performers withdrew after learning the event had become politically associated with Trump, while power outages disrupted concessions during opening events. Inclement weather also forced organizers to close portions of the fair early on June 27, and additional storms threatened scheduled programming throughout the weekend.

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Attendance has also become a point of debate. Photos and videos from the National Mall circulated widely online, showing large open areas throughout portions of the fairgrounds, despite Trump’s assertion during opening festivities that tens of thousands attended the kickoff celebration.

The Great American State Fair is one of several Freedom 250 initiatives planned ahead of the United States’ 250th anniversary on July 4, 2026. Critics have argued the celebration has taken on an increasingly partisan tone, while organizers maintain the event is intended to celebrate American history and culture.

Savannah James, Signed, April McDaniel — Photo by Stefanie Keenan/Getty Images for Baby2Baby

by Selena Hill

June 30, 2026

Savannah James Launches New Holding Company Backed By Jay-Z’s MarcyPen Capital

Savannah James and her longtime business partner, April McDaniel, are uniting their creative agency, podcast, and women's community under one umbrella.

Savannah James is taking her brand and business to the next level.

The entrepreneur, philanthropist, and wife of NBA superstar LeBron James has launched Signed, a new holding company designed to bring together her growing portfolio of women-focused businesses and media ventures. The company was co-founded with longtime friend and business partner April McDaniel and launched in partnership with MarcyPen Capital Partners, the private equity and venture capital firm co-founded by Shawn “Jay-Z” Carter.

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Signed will serve as the parent company for three existing ventures: creative agency Crown + Conquer, the members-only women’s community; “Let It Break;” and Everybody’s Crazy, the podcast hosted by James and McDaniel. The founders say the move reflects a broader vision to build an ecosystem that empowers women through creativity, community, and storytelling.

“Once we really homed in on the purpose, it made us realize that we were sitting on something way bigger than we even imagined,” McDaniel told Fast Company. “Then it was about finding the best use of our superpowers and where we needed support and visionaries to help us scale to the next level.”

The company has named Christopher Gray, who has held leadership roles at Nike and Wieden+Kennedy London, as its chief creative officer. Gray will oversee the creative direction across all three brands as Signed looks to expand into new ventures. James said surrounding herself with experienced leaders has always been central to her approach to entrepreneurship.

“I’ve always been a champion of experts,” she told Fast Company. “There’s always somebody that’s smarter. There’s always somebody who’s more efficient. So if I can place those people around us, that’s what we’re going to do.”

For James and McDaniel, maintaining ownership and creative control was a driving force behind Signed’s formation. After Everybody’s Crazy departed its distribution deal with Dear Media, the pair opted to build their own studio rather than sign another major partnership.

“When we were leaving Dear Media, we got a pretty substantial offer to go in-house somewhere, but we bet on ourselves,” McDaniel said. “We’re building our own studio, and we’re really building the opportunity to own the narrative. We don’t want to be on our podcast selling everything under the kitchen sink.”

James said Signed will allow the company to scale while also elevating women.

“What excites us most about Signed is that it gives us the ability to grow with intention, with partnerships and experiences that reflect our values,” she said.