dChan - Q Origins Project Archive

>>23991353

The Movement

About

Team & Board

Impact in Action

Fellows

Abelardo Broche Ortiz

Adesina Adeniran

Adil Kassim

Albert Reyes

Alejandro Ramirez

Ali Hounain

Angel Amaya

Angel Castano

Aymen Tiguite

Benjamin Martins

Brianna Duncan

Carlos Vasquez

Claire Law

Elton Baidoo

Erik Ring

Erik Solis

Ezequiel Cordero

Fikirie Mersha

Giancarlos Marte

Gulchin Taghizade

Hamed Diakite

Icaro Carvalhais

Ilyass Hasnaoui

Isaac Tomeho

Ivan Betancourt

Jei Davignon

Jessica Carvalho

Jorge Saquinaula

Josue Belacy

Justin Chacon

Kerlin Augustin

Kevin Diaz

Lamyae Kharbouch

> https://www.hackdiversity.com/2025-cohort-boston

> https://web.archive.org/web/20250508202302/https://www.hackdiversity.com/2025-cohort-boston

OUR MISSION

Transform the economy by breaking down barriers and building access for the next generation in tech.

OUR APPROACH

Founded in 2016, Hack.Diversity centers social impact in the future of tech. We partner with organizations to co-design and implement a strategic business priority: tap into the full potential of the talent landscape by shifting toward skills-based evaluation for early-career technical talent to grow with an organization.

Our unique approach is structured around a nine-program cycle featuring a dual-impact model:

Fellowship: Fellows complete a career development program focused on professional skills development, technical team projects, and industry exposure, culminating in a 40-hour/week paid internship at one of our Host Companies.

Host Company Partnership: In collaboration with Hack.Diversity, companies engage in programming to match with Fellows for internship-to-FTE roles and to co-design systems to drive sustainable transformation within their organizations.

Over 8 program cycles, Hack.Diversity has grown into a movement of belonging in the tech workplace, achieving generational wealth-building impact in Boston and New York City.

OUR VISION

A world where success is not limited by access, and the jobs of today and tomorrow create opportunity for ALL

gee I wonder why the Providence police chief is acting like a retard. Maybe it's not just a DEI thing

Perez, who has served as chief since 2023 and isoriginally from Medellín, Colombia(having immigrated to the U.S. as a teenager), has been prominently involved in the ongoing investigation into the December 13, 2025, mass shooting at Brown University, where he has led press conferences and coordinated with federal authorities.

A separate matter from 2023–2024 involvedhis nephew, Jasdrual "Josh" Perez, who pleaded guilty to running a large-scale fentanyl trafficking ring and was sentenced to 22.5 years in federal prison.Federal prosecutors and an FBI probe raised questions about whether thenephew benefited from family ties to the Providence Police Department (including Chief Perez and his brother, a sergeant), notingthe operation__ evaded local detection__ despite its scale. However, no evidence emerged of wrongdoing by Chief Perez or his brother; they were interviewed but not accused, and Perez disclosed the issue prior to his appointment as chief.

Brown University Police Union Alleges Toxic Workplace Culture and Calls for Independent Investigation

Union members who are employed with Brown University’s police department passed a vote of no confidence in their agency’s chief and deputy chief, alleging a toxic workplace culture and other concerns.

Published: November 18, 2025Author: Robin Hattersley

PROVIDENCE, R.I. — The police union at Brown University has raised serious allegations against the leadership of its campus police department, accusing it of fostering a toxic workplace culture and a pervasive atmosphere of fear.

The union, representing 10 campus police sergeants, has expressed deep concerns regarding the management practices of Police Chief Rodney Chatman and Deputy Chief John Vinson, culminating in a vote of no confidence in their leadership.

Brown University Police Allegations: Toxic Workplace Issues and Union Concerns

In August, the International Brotherhood of Police Officers Local 863, representing the sergeants, formally issued a vote of no confidence in Chief Chatman and Deputy Chief Vinson. The union has cited a lack of transparency and a culture of fear as major issues within the department.

Related Article: 8 in 10 Campus Public Safety Departments Don’t Have Enough Officers, New Survey Reveals

John Rossi, a national union representative, has been mediating between the union and Brown University administrators. He notes that union members are hesitant to speak publicly due to fear of job-related retaliation. This climate of fear has been compounded by multiple federal Unfair Labor Practice charges filed over alleged wrongful terminations and coerced resignations.

A significant point of contention involves orders from Chatman and Vinson establishing a traffic ticket quota, which is prohibited by Rhode Island law, reports the Providence Journal. Steve Brown, executive director of the ACLU of Rhode Island says it often forces officers to create violations. “It’s a very dangerous method of policing,” he says.

The union also highlights issues such as restricted paid time off for officers involved in field training and the resulting fatigue and burnout due to high turnover rates. According to Brown Executive Vice President Sarah Latham, the department currently experiences the highest turnover rate within the university.

Union Alleges Workplace Retaliation and Culture Issues

The union’s concerns extend to allegations of a toxic work environment and retaliation against members who file grievances. Reports from 2021 and 2023 indicate that the department was slow to notify Providence police about significant threats, leading to accusations of a “coverup culture.”

Additionally, an investigation by The Brown Daily Herald uncovered the use of sexist, misogynistic, and homophobic rhetoric within the department, with male employees reportedly making derogatory remarks about female colleagues and questioning the masculinity of a gay officer.

Related Article: Police and Security Experts Interpret the Campus Safety 2025 Salary and Benefits Benchmark Survey Results

Brown University initiated an investigation into the department’s workplace culture last April, facing several changes in leadership of the probe. Initially, Deputy Chief Vinson was involved in the investigation, despite past leadership critiques during his tenure at the University of Washington, where he was described as “coercive” and “micro-managing.”

The university has since appointed CriticalArc, a security software company, to lead the investigation. However, concerns have arisen regarding potential conflicts of interest due to connections between Chatman and CriticalArc, reports the Brown Daily Herald. The union is calling for the Rhode Island State Police to conduct an independent, transparent investigation.

Legal Challenges for Brown University Police and Community Accountability in Campus Policing

The ACLU of Rhode Island has filed a lawsuit on behalf of two journalists against Brown University, arguing that the campus police should comply with the Access to Public Records Act (APRA). This lawsuit highlights ongoing challenges in obtaining public records from the university’s police department, which has so far denied requests for arrest reports, a position supported by the state attorney general’s office.

Critics of armed campus police forces emphasize the difficulty in assessing police conduct due to limited data release from universities. They advocate for accountability measures such as civilian review boards and stronger community partnerships.

https://www.campussafetymagazine.com/news/brown-university-police-union-alleges-toxic-workplace-culture-and-calls-for-independent-investigation/174579/

>>23990932

>yup, large images are working again