#LifeAtGA Category Archives - General Assembly Blog

Alumni Success Stories: How This Grad Used Data to Build AR Filters — and a Business

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What began as a hobby soon became his own technology startup — with help from a few machine learning skills he picked up in between. Learn how GOWAAA Co-Founder and CTO Boon Jun is combining art and what he learned in General Assembly’s Data Science Immersive (DSI) course to create augmented reality (AR) filters with some of tech’s biggest companies.

My name is Boon Jun — I own an augmented reality (AR) creative technology company, GOWAAA, that specializes in creating AR effects for brand activations. I started off creating AR effects as a hobby with nearly zero relevant knowledge back in 2019. I got so hooked on AR creation that it got me to enroll in a GA data science course to help me understand how machine learning models used in AR works. Since starting GOWAAA in 2020 (after I graduated from GA), it has become an official Spark AR partner of Facebook and has created AR effects for multiple brands, NGOs, and government agencies in the APC regions.  

What were you doing before you came to GA? What was difficult or dissatisfying about it that prompted you to make a change?

I was an environmental business consultant before I went to GA. Other than the reason I stated above, I also find that I lack hard skills that will keep me relevant for my future career. Furthermore, I have always been interested in data science and coding, so the Data Science Immersive course at GA was perfect for me!

What was it about data science specifically that intrigued you to explore it as a career? What were the defining moments that pushed you to move forward?

I am always intrigued by how machine learning models — such as face tracking and person segmentation — function because of my work in AR. Data science is the foundation of understanding those machine learning models, and that’s what motivated me to take up the data science course. 

What motivated you to choose GA over other programs? 

Among all the data science courses I have found in Singapore, GA has the most established and holistic curriculum, which gave me the confidence that the course will be worth my time. 

What was the best thing about DSI for you? And the GA experience overall, both during and after?

The best thing about DSI is that it covers a wide range of data science topics, which helped me understand the foundation of machine learning quickly. Overall, I have a very positive GA experience as my instructor, Divya, was very helpful during the course. Even after the course, my career coach, Stefanie, helped me get exposure by inviting me as a speaker at an online GA event, as well as setting up this interview!

Since you graduated in March 2020, the COVID-19 pandemic happened halfway through the program. How did you stay resilient, especially with the state of the job market at that time? 

I would say the start of the pandemic is definitely not the best time to start a company. It was not easy, especially during the first few months. Thankfully for us, our digital AR service is the exact solution most brands are looking for to continue engaging with their followers during lockdowns. 

Tell us more about your company, GOWAAA. What inspired you to start your own business? 

GOWAAA creates augmented reality effects for brands to creatively engage with their target audiences on social media platforms. Since the start of 2020, we have created over 100 AR effects for brands, NGOs, and government agencies in the APAC region. My interests in AR and computer graphics are what drove me to start my own business in this field. Seeing that most consumers are already bored of the usual video/image advertising content, I believe AR will play a huge role in the future of digital marketing. 

You describe GOWAAA as an “art and technology” company. Can you speak to how you balance those two disciplines and how new professional or technical skills can create opportunities for artists and their work?

AR itself is already a new form of art. Here at GOWAAA, we combined the knowledge of digital 2D/3D design, understanding of augmented reality, coding skills for game logic and visual shaders, and also UX/UI to create all the AR effects for our clients. All of these disciplines are equally important, so understanding the constraints, duration of the project, and the target audience is essential  to finding the balance. 

If you are an artist that is not familiar with digital creation, you can use AR not only to  engage with your audience creatively but on a deeper level through real-time interaction as well. With the support of National Arts Councils of Singapore, GOWAAA has collaborated with four Singaporean artists to transform their non-digital artwork into AR effects. Those are some of my most satisfying projects because of how all the different disciplines came together.

How do you think your background in engineering and project management prepared you for your current role as a co-founder and CTO? 

Engineering helped me appreciate technology in general, which keeps my mind open to different technologies — and starting a company is not possible without some knowledge of project management. I am glad that all of my past experiences actually came in handy as I venture into a new stage of my career!

How has GA been a resource to you in terms of starting your own company? Additionally, how did the skills you learned at GA help you launch your company?

The machine learning knowledge I gained from GA helped me to understand how AR machine learning model works, which helped me manage my clients’ expectations around AR effect performance.

What has been the coolest project you’ve worked on so far?

The coolest project I have done so far is a real-world AR effect that GOWAAA created for Avène to promote their biodegradable sunscreen. The AR effect encourages you to keep the ocean clean by allowing you to plant corals wherever you are! The more coral you plant, the more marine life you will see, signifying the importance of corals for a healthy ocean!

Have Instagram? Try it yourself!

How has GA made an impact on your career?

GA expanded my knowledge of data science and machine learning, which helped me understand how machine learning models are used in augmented reality. Since my capstone project involved using neural style transfer, the GA data science course has also helped me to see the huge potential of digital art.

With respect to data (or your company), what do you want your legacy to be? Is there a change you want to inspire or a mission that defines the work that’s important to you?

Most people use their coding and machine learning skills to solve practical needs, which are important and helpful to our daily life. However, I prefer to use the skills I learned from GA to create visuals that can make everyone GOWAAA (go “AAAH”)! I believe digital art will serve the same purpose as traditional arts but with a much bigger impact.

Alumni Success Stories: How Learning by Doing Led to His Own Design Studio

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Any freelancer knows that good work gets more work. That’s why Sergio Gradyuk, a self-taught freelance visual designer, turned to GA’s User Experience Design Immersive (UXDI) program to take his technical skills and career to the next level. Read on to learn how he used General Assembly insights to strengthen his portfolio, stay ahead of competition, and co-found his design studio, Oakland Studio.

My name is Sergio, and I run Oakland Studio, a design studio based in Brisbane, Australia. Design and business are my two major interests so that led me to a career in UX and launching my own design studio.

Instead of enrolling into a university after high school, I designed an app for the cafe I worked for to help customers order ahead of time. After pitching this concept to a number of venture capitalists (VCs), I was able to get a sponsorship to pursue the idea in the U.S. for three months. I was young, naive, and completely new to the startup world, let alone the product world, so I didn’t get too far with it. 

What I liked most during the process of building that app and company was the collaboration with freelance designers. When I got back home to Australia, I studied everything I could about design and started doing concept designs for big companies to build a portfolio that I could use to win some contracts.

What were you doing before you came to GA? What was difficult or dissatisfying about it that prompted you to make a change?

Freelancing was great. I learned a lot on my own, but I felt like I was missing key fundamentals. I was primarily focused on the web and knew there was a whole world of product design still to explore. It seemed super daunting, but I knew it was the next step in my career.

What was it about UX design specifically that intrigued you to explore it as a career? What were the defining moment/s that pushed you to move forward?

The first time I learned more about UX beyond the buzzword was when I realized it would be an opportunity to mix visual design with data and business requirements. The part that intrigued me the most was knowing that these key fundamentals would be useful to me in the future no matter which direction I took with my career. 

What motivated you to choose GA over other programs? 

Seeing its success in America with the world’s leading companies and most exciting startups validated General Assembly as the source of truth for learning the fundamentals.

What was the best thing about UXDI for you? And the GA experience overall, both during and after?

Learning by doing. There wasn’t a day that went by where we didn’t have an exercise to apply the knowledge we had spent hours learning. Also, our legendary GA instructor, Ron, was super supportive, dedicated, and patient, making sure everyone truly understood the why behind the process.

Describe your career path after completing the program. How has GA been a resource to you in terms of finding a job? 

After completing my GA Immersive coursework, I faced a job search which proved difficult with my young age. I was eventually offered a UX position at an agency. GA helped me find opportunities in Sydney, as well as Brisbane when I moved back up. What was really helpful though was having access to all of the learning resources even after the course ended. It meant that I could keep refining and revisiting my process, and it has been instrumental to my professional development and confidence.  

Tell us more about your company, Oakland Studio. What inspired you to start your own business? 

Oakland is a boutique studio focused on brand, visual direction, and product design. The majority of our work is taking an idea for a product — whether it be a startup or an enterprise company looking to do something new — and take it to the minimum lovable product and beyond. 

The inspiration to start my own business was seeing an opportunity in the Australian market to meet a global standard and relevance with work. I’ve always planned to start a business and saw this as an opportunity to gain exposure to startups, VCs, enterprise, etc., while focusing on what I love.

What do you love most about being your “own boss?” What’s been the most challenging?

The biggest thing is owning your wins and losses. When you lose, it hurts. When you win, there’s no better feeling to know that you’re growing and investing time into something you own. It’s always challenging and requires a lot of work, but every stage of growth brings something new to learn and fun problems to solve. 

Do you have any advice for GA students who want to start their own business?

I had to sacrifice both my personal and professional life for a while as I got started. It’s not for everyone, and I disagree with the glorification of “entrepreneurs.” What’s important is to audit yourself, identify your priorities, and know that it’s something you absolutely must be dedicated to. 

How has GA made an impact in your career?

If it weren’t for GA, then I wouldn’t have a UX Career.

In respect to UX, what do you want your legacy to be? Is there a change you want to inspire or a mission that defines the work that’s important to you?

The change I want to see is for graduates and designers to open themselves up to the entire sphere of design, especially in digital products. Don’t lock yourself into just UX — understanding and being able to execute in the whole value chain from UX to development (and even in brand and marketing) will make you a force to collaborate with. Keep learning by doing and jumping into those challenges.

Meet Our Student Resource Groups

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Meet Our Student Resource Groups

One of the great benefits of a GA student is being able to take advantage of our Student Resource Groups (SRGs). Created in the wake of the COVID-19 pandemic, these groups are designed to unite and engage students with similar interests, cultural backgrounds, and life experiences. No matter where you’re learning from, here are the groups you could be a part of as a GA student:

  • LGBTQQIA+: A space to unite members of the LGBTQQIA+ community and Allies.
  • EPIC (Empowered People and Inclusive Cultures): Celebrating dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, & ideologies.
  • Women in Tech: An inclusive culture that values the intersectionality, perspectives, and talents of women and their allies.
  • Parents/Guardians: A space for guardians, such as experienced, new, or expecting parents, or those caring for elderly, sick, or disabled relatives.
  • Neurodiversity in Tech: Championing neurodiversity at GA and creating an inclusive community for minds of all kinds.
  • Black in Tech: A group to unite and support Black members of the GA student community.
  • Immigrants Plus: For anyone who identifies as an immigrant, international student, refugee, newcomer, or an ally who is interested in supporting these groups. 
  • Pets: A student resource group uniting all pet lovers, whether furry, feathered, scaled, or imaginary — all are welcome.
  • Gaming: A gathering space for fans of console, table top, RPG, MMORPG, classic, mobile, and all other types of games.

Check Out Upcoming Coursess

Meet Lisa, General Assembly’s New CEO

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As General Assembly embarks on a new chapter within a new world, we’ve turned to Lisa Lewin for CEO leadership at this shifted moment — and we couldn’t be more thrilled.

On her first day as CEO at General Assembly, Lisa Lewin sat down with Co-Founder and outgoing GA CEO Jake Schwartz to share more about her journey and passion for education in a Zoom fireside chat with our global GA team. 

An Excerpt From Their Conversation:

Jake: Tell us more about your background!

Lisa: I have spent the better part of my career in education, art, science, and the business of education. I have always been deeply dedicated to impact — that’s the thing that ties everything together in my career. I’m a believer that the way to be happy in this life is to try to help others flourish, and I think education is a place to do that. I have spent time at big companies like McGraw Hill and Pearson, and I also built my own tech company that created curriculums for post-secondary institutions. 

Jake: How did you end up at GA? What was your first introduction to GA? 

Lisa: GA is kind of sprinkled throughout my career and has inserted itself into my life in random ways over the past few years. And I’ll just give a couple of examples. When I launched my own tech company, I was the first employee, so I literally had to build everything, including doing the code myself on our first products. I needed to learn and refine my skills in product development and design and took a GA course to do just that. It was an incredible experience, and so I became a fan way back then in the early days of GA. 

Then, at Pearson, I ran the global technology and product team with over 1,000 people across every continent. I always had great faith if I was sending one of my staff to GA — engineers, UX experts, data scientists — that they were going to come back with immediately applicable skills. If you’re going to invest like that, you’ve got to believe there’s an ROI, and there was always an ROI when I would send people to GA. 

And then lastly, just this year, I needed something fixed so I called a handyman I used to call all the time for help. I sent him a text, and he was like, “Actually, I don’t do that anymore.” He went on to explain how he had launched an entirely new, amazing career in web development by getting a certificate at a place called GA. So as someone who has dedicated her career to education and deeply believes in impact, that is a long-winded way of saying I’m super excited to be here and have been a fan for a very long time.

Jake: One question we always ask our employees when they join the company at our “team lunch” gatherings, is who was your favorite teacher you ever had, and why? 

Lisa: My mother was a teacher who actually taught me how to read at home. And that was marvelous. She’s definitely the teacher that has had the biggest influence on my life. Outside of her, it’s a tie between my music teacher and history teacher. The music teacher, because he created the model that I hope I use now, which is giving feedback with kindness, understanding how to help people get better, and giving critical feedback in a humane way. And then, the history teacher helped form my brain’s ability to recognize patterns. History is about pattern recognition. How do you balance between applying what you know to be true and successful, while also staying open to new input, new information, and being agile? 

Jake: I don’t know how many CEO transitions have happened during a worldwide pandemic. At GA, we’ve had quite a journey converting everything from offline to online in a matter of days. It’s such a unique moment, and I’d love to hear some of your thoughts on the opportunity for GA, and how we think about our role at this moment where everything seems in flux. 

Lisa: There is a genuine, legitimate need for what we’re doing right now. Yet, there are businesses out there trying to figure out what to push into the universe. I don’t want to be in that kind of business in a world where there is no shortage of needs. Why bother producing things where you have to invent or create demand? 

In a world where there is no shortage of needs, particularly for people who are trying to get a rung on the economic ladder, for people who recently lost their employment or are in industries that have completely collapsed, our core mission to help people find meaningful work is legitimately useful and in need right now. 

I also want to say one other thing about this moment, and about business in general. I just don’t see the point in coming to work and ignoring that the world is on fire. I’ve got to believe I’m not the only person in the universe who wakes up in the morning and starts “doom-scrolling” through the news. There’s no point (in) trying to shut that off for the workday. What I say all the time is that business leaders have a choice in “a world on fire”: we have a choice to be arsonists, bystanders or firefighters, and only one of those is the right choice. Businesses won’t solve all the universe’s problems, but we need to acknowledge that we are in a moment where the communities and customers we serve are experiencing a public health crisis, layered on top of a climate crisis, layered on top of inequitable distribution of wealth and opportunity. We need to ask ourselves how we can be thoughtfully and strategically helpful. 

We need to ask ourselves how we can ensure that the world is getting better as we get bigger and better. That’s a healthy question all businesses should be asking right now.

A new chapter

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A message from co-founder and CEO Jake Schwartz:

Today marks an important new chapter in the General Assembly story. We’ve had a lot of these big milestones since we started as a team of four almost ten years ago. In that time, we raised five rounds of venture capital, expanded to nearly forty markets in seven countries, launched hundreds of new programs and courses, worked with over 400 companies on large-scale digital transformation initiatives, and were acquired by the largest human capital solutions company in the world. 

All of these chapters had a few common threads. Our mission, our vision, our approach to the world — and, me as CEO. So this new chapter is going to be different, which will involve me stepping away from my role as CEO of General Assembly after ten amazing years. 

As with any big change, I feel some uncertainty and a level of trepidation (a feeling I know that our students experience every single day as they gain new skills and transform their careers). But I’m also really, really happy, because we’ve found a really dynamic and talented executive to step into the CEO role. Over the past six months, we’ve run a robust and intensive search, with a lot of deliberation and consideration of many talented and qualified candidates. 

So: I am excited to announce Lisa Lewin as our new Chief Executive Officer, starting August 17.  I have absolute confidence that Lisa is the leader who will ensure that General Assembly reaches its ambitious growth goals, while also contributing to the culture that will ensure its continued success. I am also looking forward to being a part of this process — I’ve told Lisa I’m here for whatever support she wants or needs (while of course not getting in the way.)

At the start of GA, I was just coming out of the painful anxious experience of graduating college into a recession, feeling lost and lonely in the world of work. Being able to translate that experience into an ever expanding pathway for others in the same predicament has been incredibly meaningful to me personally. But to be able to build this among a brilliant cast of thousands — team members, students, alumni, partners, investors — has been the greatest honor of my working life. I cannot think of a better steward for the next phase of this company’s development than Lisa Lewin, and I cannot wait to see what comes next for General Assembly.

To learn more about General Assembly’s new CEO, Lisa Lewin, read our press release here.

We Will Not Be Complicit

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Black life and Black lives matter. Silence and idleness in the face of systemic oppression are complicity, and we are not complicit. General Assembly stands with those across the U.S. and around the world1 fighting against racism, police brutality, and the widespread, systemic violence against Black people that has taken place throughout our global history. We know that the lives we lost can never be replaced, and we stand with the anger and bravery of protestors and activists risking their lives in the pursuit of justice.

The murders of Ahmaud Arbery, Sandra Bland, Rayshard Brooks, Michael Brown, Philando Castile, Michelle Cusseaux, Dominique Fells, George Floyd, Eric Garner, Trayvon Martin, Tony McDade, Riah Milton, Nina Pop, Breonna Taylor — and countless others whose many names we may never know — continue to shake us to our cores. 

Over the past few weeks, we have taken important internal steps to accelerate the work we need to do as a company to truly create a diverse, inclusive, and equitable GA environment for our employees, students, clients, and alumni. We have a lot of work to do. Still, as a company, we are committed to educating ourselves, supporting racial justice organizations, and engaging in activism and the political process. We have also pushed ourselves to ask: “How can we take more responsibility as a GA community to build a just and equitable world?” 

GA helps people find meaningful work by training them with digital, technological skills, but most importantly, we view our work and advocacy within a broader movement towards social justice. That said, we know that we are also a part of an education and workforce ecosystem that often perpetuates the systemic racism that exists in every facet of American — and global — societies. 

This work begins at home. We commit to increasing the diversity of our leadership and executive teams and developing professional growth pathways for our Black staff. We are also making a company-wide commitment to hiring more Black talent, and to using our platform to educate employers and other training providers on building inclusive talent pipelines. 

In the weeks and months to come, we will speak up and take action to elevate ideas, norms, and values that can dismantle white supremacy2 and move the needle towards justice. Below are three spaces that we believe GA can work within to drive change. 

1. Increase access to high-quality education and training for Black students in underserved communities.

  • The U.S. education system is set up to offer nearly limitless opportunity to those in positions of privilege and far less to those without any. Our responsibility as an education provider is to create pathways to social and economic mobility for communities who have been historically locked out.
  • We need to be intentional and proactive about building partnerships with community organizations to support students from underserved communities and those who have been incarcerated. This will require further investment in financing alternatives that can reduce the cost of education, and shift the risk away from learners by holding providers accountable for ensuring successful job outcomes. GA must expand comprehensive support for students with wraparound services (such as childcare, transportation, and mental health) that help remove the roadblocks that often prevent people from pursuing or completing their education.
  • GA’s commitment: We will seek out employers to partner with on the expansion of our impactful Digital Academy and Managed Service Provider Partner Models to attract, nurture, and actively promote Black talent. We will donate our educational products to nonprofit organizations focused on fostering Black talent. We will deepen the support we offer students, such as emergency funds, case management, referrals, and tech equipment. We will formalize the work we are doing to leverage our students’ talents and alumni to support nonprofits and small businesses, focusing on racial justice organizations and Black-owned businesses.

2. Work with hiring partners to end biased hiring and enable new practices that get more Black talent into jobs.

  • For most people, getting a good job is the ultimate goal of their education and training experience. That makes it easy for employers to blame labor market inequality on the mythical “pipeline problem” and shift responsibility onto education providers, rather than making investments in existing talent or new pipelines of talent. 
  • Employers must do better. To start, that means concrete actions such as removing college degree requirements from job postings and implementing skills-based hiring practices that recognize performance rather than pedigree. It includes practices like “Banning the Box” to open doors for formerly incarcerated job seekers, and eliminating unpaid internships that favor those with the means to support themselves to work without pay. Employers must recognize the incredible potential of their people already employed and create talent pivots and pathways for new roles and functions. 
  • GA’s commitment: We will urge our hiring partners and clients to make public commitments to hiring Black talent and to make investments in upskilling or reskilling existing talent. We will direct Talent Acquisition, Career Coaches, and Local Campus Partnerships to use our voice and position to publicly call attention to biased hiring practices that disproportionately affect Black applicants. We will hold partners who want to hire our students accountable for making these changes. 

3. Advocate for policies that boost access and affordability of high-quality education and training for Black people, and mobilize our community to participate in the political process. 

  • From the U.S. Department of Education’s revocation of nondiscrimination guidelines to the outright provocations of violence from the President and his surrogates, it’s clear that we cannot rely on federal policymakers to make meaningful advancements when it comes to equity and racial justice.
  • Policies can be a lever for change in an election year — they’re more important than ever. We know there’s bipartisan support for ideas at the federal level such as job training tax credits or apprenticeships that can expand access to education. There’s momentum at the state and local level for ideas such as portable benefits that can better protect workers in a changing labor market. It’s also encouraging to see signs of collaboration and movement over the past weeks on urgent issues that aren’t directly related to education, like reinvesting police funding. 
  • As 2020 candidates’ platforms evolve in the coming months, we all have an opportunity to raise our voices to advocate for federal, state, and local policies that can begin to chip away at America’s legacy of systemic racism. We can ensure that incoming elected officials make good on their responsibility to implement those necessary policies.
  • GA’s commitment: We will increase our efforts to advocate for legislation at the federal, state, and local levels to create pathways into high-skill, high-wage jobs for members of underserved communities. We will amplify amicus briefs in support of social justice issues, and take on external pro bono legal work. We will continue to push for a new social contract to strengthen the social safety net. We will educate our community on ways to get more involved in the political process while boosting voter registration deadlines, and local and federal election dates. We will close our U.S. offices on November 3, 2020, to allow our entire community to vote.

We take our commitments seriously, and understand that sincere and meaningful allyship is an ongoing journey. The truth is, we have many things to learn, so we will continue educating ourselves, speaking up, and embracing challenges to continue our growth process. We also appreciate ideas we may not have thought of that can help us create a more just and equitable world.


1General Assembly is a global education company with campuses in seven countries. We know that the current measures to dismantle systemic racism in the United States are not the same measures to address injustices in other parts of the world. The above statement focuses on the language, context, and our actions in the United States, and we look forward to sharing additional commitments across our other locations that are aligned with their regional political, social, and cultural realities.

2The term “White supremacy” has different nuances in other countries and cultures. This article, “White Nationalism is an International Threat” provides a high-level view on how it shows up internationally.

Remembering Why We Celebrate Pride

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“As long as gay people don’t have their rights all across
America, there’s no reason for celebration.”

— Marsha P. Johnson, gay liberation activist and central figure in the Stonewall riots

LGBTQ+ Community:

With its iconic marches and vibrant colors, Pride is both a time of celebration, as well as a recognition of the Stonewall Rebellion’s anniversary, which birthed the modern LGBTQ+ rights movement. Today — a world of unrest that echoes the very Stonewall riots that gave us the Pride we know — is the time to focus on the spirit of that uprising and save the celebrations for another day. 

Marsha P. Johnson, the Black trans woman who catalyzed the Stonewall Rebellion, said it best: “As long as gay people don’t have their rights all across America, there’s no reason for celebration.” As protests across the nation respond to systemic police brutality against the Black community, there is a bright, necessary light on violence against People of Color — including LGBTQ+ People of Color, who experience these injustices differently. 

Today, in the United States: 

  • Data shows that Black people who identify as LGBTQ+ have the highest rates of unemployment, lack of insurance coverage, food insecurity, and income below the poverty level than both non-Black LGBTQ+ people and non-LGBTQ+ Black people.
  • Young LGBT People of Color are at higher risk of homelessness. An estimated 20–40% of homeless youth in the U.S. identify as LGBT or believe they may be LGBTQ+. One study found that among homeless youth who identify as gay or lesbian, 44% identified as Black and 26% as Latino. 
  • Black transgender women are disproportionately victims of harassment and violence; last year, there were 26 reported deaths of transgender and gender non-conforming people in the United States caused by acts of violence. Black trans women accounted for the majority of these losses.

The path forward is paved with solidarity. We hope these injustices are rectified soon so that all of us can celebrate and heal — not just a privileged few. In the meantime, we’re here to support you with resources and workshops focused on LGBTQ+ topics. For more information on how you can stand with People of Color, read our post, Why We Should All Be Angry, by our very own Vice President for Diversity, Equity, and Inclusion, James Page.

Stay safe. Stay strong. Don’t stay silent.

Events:

Why We Should All Be Angry

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General Assembly (GA) is a community committed to diversity, equity, and inclusion. We aim to provide a welcoming environment for everyone at GA: students, staff, instructors, clients, and anyone who walks through our doors, physical or virtual. No matter what, we strive to uphold our work value to “Keep Getting Better” in our diversity journey.

In the United States, where many in our community are located, there is a long history of violence and harassment against People of Color. Now that many people carry cameras with them and have instant access to social media, these acts of violence and harassment are more likely to be swiftly and readily exposed. In recent weeks, we have experienced a shared sense of grief and horror over the untimely deaths of Ahmaud Arbery, Breonna Taylor, George Floyd, and the harassment of Christian Cooper.

We stand with Black and Brown People and are fully committed to creating physically and emotionally safe spaces for our entire GA community. Black lives matter. We do not tolerate racism or racial harassment of any kind — and we never will. In that spirit, we share this reflection by James Page, General Assembly’s Vice President for Diversity, Equity, and Inclusion:

As a Black man in America, I’ve been aware since my teen years that others’ fears are closely linked to my skin color. While I found some humor when a White woman would clutch her purse as I walked by, there was also significant frustration. I was a nerdy Catholic school kid who liked to crack a joke. However, my identity as a Black man was perceived as dangerous and threatening in a way that superseded anything else about me.

In 2016, I took a trip to the Smithsonian National Museum of African American History & Culture with my 13-year-old son. I will never forget the Emmett Till exhibit, where an open casket holds a photo of Emmett’s beaten and deformed face. I was frozen. I held my son’s hand, and without any real awareness, tears began to roll down my face. 

My son asked me what was wrong. I explained that Emmett was a 14-year-old African-American boy who was visiting family in Mississippi in 1955. A White woman accused him of whistling at her, and he was brutally beaten and murdered by two White men. The killers were found not guilty, even though they admitted to killing him one year later. They were confident that the American legal system would protect them. Sixty-two years later, Emmett’s accuser admitted she lied — he never whistled at her. Her false accusation was enough to end that young man’s life with no recourse to his accuser or his murderers. 

Fair-minded people can agree that taking another human life is wrong, and share the sense of outrage at the senseless, recent deaths of Ahmaud Arbery, Breonna Taylor, and George Floyd. However, the story of Emmett Till and its connection to the story of Amy Cooper speaks to a much deeper pattern of racism, exploitation, and injustice that is pervasive and prevalent in our society. 

Why am I angry at the justice system and our police force? Why am I angry at Amy Cooper? Why should we all be angry? Because she shared the same sense of privilege and entitlement as Emmett’s accuser when she called the police on Christian Cooper. She knew that if she called 911 and expressed fear as a White woman threatened by a Black man, she would be believed, and a Black man would be punished, regardless of what actually happened. She weaponized her racial advantage and it could have been lethal to Christian Cooper: just as it was when Carolyn Bryant lied about Emmett Till, when Eleanor Strubing accused Joseph Spell of rape, and when Tom Robinson was accused of raping Mayella Ewell in To Kill a Mockingbird.

Black men have been conditioned to fear the police, the U.S. justice system, and White women. It is well known that when the cops, or “the posse” show up, the Black man — a 14-year-old Black boy visiting family, a Black man in a consensual relationship with a White woman, a Black character in one of the greatest novels of all time, or a Black Harvard grad birdwatching in a park — can be arrested, beaten, jailed, abused, and subjected to extreme acts of violence. His Black body can be deemed disposable, be made an example of, and deemed unimportant, a piece of property for the public; another piece of “strange fruit – blood on the leaves, blood at the root.” 

While fear is closely linked to my identity, passed on from generation to generation, it is a fear that I must submit to — unbelievable in 2020. I must learn and follow the unspoken rules. I must fear the police, the justice system, bank lenders, the President of the United States, and the White woman clutching her purse — innocuous people or protectors under any other circumstance. As Ta-Nehisi Coates wrote, “It is not necessary that you believe that the officer who choked Eric Garner set out that day to destroy a body. All you need to understand is that the officer carries with him the power of the American state and the weight of an American legacy, and they necessitate that of the bodies destroyed every year, some wild and disproportionate number of them will be Black.”

The only way to end this ongoing cycle is to educate ourselves, show up for People of Color, and get involved in the political process. This is not a new moment in our nation’s history, but part of the ongoing suffering, injustice, and inhumane treatment of minorities; these acts of aggression, violence, and unequal rights we are experiencing right now create real trauma for communities of color who have to live every day in fear. All of us have a role to play in dismantling institutional racism in this country; all of us must help address — and heal — that trauma. Now is the time to stand together and say, “No. More.” 

If you are looking for ways to show up as an ally in this time, here are some places to get started — we share a handful of resources and it is by no means exhaustive: 

  • Spend time reading and learning. Read the work of James Baldwin, Ta-Nahesi Coates, Angela Davis, bell hooks, Audre Lorde, Richard Wright, and Malcolm X. More recent books like How to be Antiracist, White Fragility, Why Are All the Black Kids Sitting Together in the Cafeteria?, and White Rage provide contemporary insight on how to show up for communities of color. Purchase them from your local bookstore, and check out more resources here. They are truly eye-opening.
  • Support organizations that are moving the needle on racial justice. Color of Change, Campaign Zero, the Anti-Racism Project, the NAACP, UnidosUS, and the ACLU are but a handful of the organizations working nationally and locally for social justice issues facing communities of color. Sign up for their mailing lists, donate, respond to their calls to action, and find other ways to get involved. 
  • Stand up for People of Color. When you see wrong, stand up for what is right. Call out racist actions — explicit or implicit — when you see them. When justice is compromised, protest, and challenge it until it creates change. You can learn more about how to be an ally here and here.
  • Get involved in the political process. No matter where you fall on the political spectrum, demand accountability from your elected officials and advocate and support candidates who share your values. Most importantly, vote (register here) – and encourage others in your community to do the same. 

At General Assembly, we will never compromise on ensuring that everyone within our community gets treated with dignity and respect. In the spirit of our shared commitment to learning, we urge all of you to engage on these issues with curiosity, humility, empathy, and self-awareness in service of active dialogue, brave allyship, and the human goodness that can be brought out by all of us. 

How to Find a Job—And Change Careers—During COVID-19

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Over the years, GA’s career coaches have helped thousands of students from our full-time immersive programs land jobs with our A-list hiring partners. Now, with a transformed hiring climate, many career changers are faced with more uncertainty than ever about the likelihood of getting a new role, let alone navigating a job search remotely.

The good news is that there are reasons to be hopeful. In this recorded session, get expert advice from GA’s U.S. career coaches on how job searching has been transformed by COVID-19. Whether you’re on an active job search or curious about what the U.S. job market is like right now, you’ll gain valuable insight about how job seeking has changed and how you can stand out amongst the competition—regardless of your work experience.

What’s the Difference Between Diversity, Inclusion, and Equity?

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Diversity Equity Inclusion Distinction

The often-used terms diversity, equity, and inclusion have distinct meanings. Here’s why that matters, and how they work together.

Diversity. Inclusion. Equity. DEI. These words and the issues they point to loom large in tech. It’s hard to go a week without reading an article about a company touting its dedication to diversity while another is called out for tolerating oppressive comments and workplace practices.

From 2014–2016, Google spent $265 million to increase its diversity numbers (to little avail), which has become even more well known after the company recently fired an employee who wrote a memo against diversity efforts. In a 2017 survey of tech employees, 72% reported that diversity and inclusion were important to their company. In another report, which surveyed over 700 startup founders, 45% of respondents reported that they talked about diversity and inclusion internally in the last year. The majority of participants in that survey believe that the tech industry’s employee makeup will be representative of the U.S. population in 2030, though that’s a far cry from where we are now.

With all this talk about diversity, equity, and inclusion (DEI) in tech, there is no better time to dig deep and establish shared, fundamental understandings of these terms and their meanings. In my work as a DEI facilitator working with tech companies and in many less formal conversations, I’ve found that there’s widespread confusion. People get tripped up not only on definitions regarding diversity, equity, and inclusion, but also on using these terms to create goals and action plans for themselves and their organizational culture. When we can’t get on the same page, we can’t take the next step. So let’s take initiative and start at the beginning to create a shared understanding of DEI together.

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