Tag: Ten

  • How a Christian Nationalist Group is Getting the Ten Commandments into Classrooms – The 74

    How a Christian Nationalist Group is Getting the Ten Commandments into Classrooms – The 74

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    As far-right political operative David Barton leads a Christian nationalist crusade, he’s traveled to state capitols across the country this year to support dozens of bills requiring Ten Commandments displays in classrooms. 

    My latest story digs into a well-coordinated and deep-pocketed campaign to inject Protestant Christianity into public schools that could carry broader implications for students’ First Amendment rights. Through a data analysis of 28 bills that have cropped up across 18 states this year, I show how Barton’s role runs far deeper than just being their primary pitchman.

    The analysis reveals how the language, structure and requirements of these bills nationwide are inherently identical. Time and again, state legislation took language verbatim from a Barton-led lobbying blitz to reshape the nation’s laws around claims — routinely debunked — about Christianity’s role in the country’s founding and its early public education system. 

    Three new state laws in Louisiana, Arkansas and Texas mandating Ten Commandments posters in public schools are designed to challenge a 1980 Supreme Court ruling against such government-required displays in classrooms. GOP state lawmakers embracing these laws have expressed support for eradicating the separation of church and state — a pursuit critics fear will coerce students and take away their own religious freedom.


    In the news

    Updates to Trump’s immigration crackdown: Immigration and Customs Enforcement has released from custody a 6-year-old boy with leukemia more than a month after he and his family were sent to a rural Texas detention center. | Slate

    • As the Department of Homeland Security conducts what it calls wellness checks on unaccompanied minors, the young people who migrated to the U.S. without their parents “are just terrified.” | Bloomberg
    • ‘It looks barbaric’: Video footage purportedly shows some two dozen children in federal immigration custody handcuffed and shackled in a Los Angeles parking garage. | Santa Cruz Sentinel
    • The Department of Homeland Security is investigating surveillance camera footage purportedly showing federal immigration officers urinating on the grounds of a Pico Rivera, California, high school in broad daylight. | CBS News
    • California sued the Trump administration after it withheld some $121 million in education funds for a program designed to help the children of migrant farmworkers catch up academically. | EdSource
    • Undocumented children will be banned from enrolling in federally funded Head Start preschools, the Trump administration announced. | The Washington Post
      • Legal pushback: Parents, Head Start providers challenge new rule barring undocumented families. | The 74
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    The executive director of Camp Mystic in Texas didn’t begin evacuations for more than an hour after he received a severe flood warning from the National Weather Service. The ensuing tragedy killed 27 counselors and campers. | The Washington Post

    The day after the Supreme Court allowed the Education Department’s dismantling, Secretary Linda McMahon went ahead with plans to move key programs. | The 74 

    • Now, with fewer staff, the Office for Civil Rights is pursuing a smaller caseload. During a three-month period between March and June, the agency dismissed 3,424 civil rights complaints. | Politico
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    Massachusetts legislation seeks to ban anyone under the age of 18 from working in the state’s seafood processing facilities after an investigation exposed the factories routinely employed migrant youth in unsafe conditions. | The Public’s Radio

    An end to a deadly trend: School shootings decreased 22% during the 2024-25 school year compared to a year earlier after reaching all-time highs for three years in a row. | K-12 Dive

    Florida is the first state to require all high school student athletes to undergo electrocardiograms in a bid to detect heart conditions. | WUSF 

    The Senate dropped rules from Trump’s “big, beautiful” tax-and-spending bill that would have prevented states from regulating artificial intelligence tools, including those used in schools. | The Verge

    • Food stamps are another matter: The federal SNAP program will be cut by about a fifth over the next decade, taking away at least some nutrition benefits from at least 800,000 low-income children. | The 74

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    Supreme Court to Address Legality of Barring Trans Athletes From School Sports

    Medicaid Cuts in Trump Tax Bill Spark Fears for Child Health, School Services

    Heinous, heartbreaking — and expensive. California schools face avalanche of sex abuse claims


    Emotional Support

    74 editor Nicole Ridgway’s dog Mika is cooler than your dog.


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  • Ten Things I Learned at DETcon 2025

    Ten Things I Learned at DETcon 2025

    • By Rob Carthy, Director of International Development, Northumbria University.

    Attending Duolingo’s inaugural DETcon London, I anticipated a day focused on the evolving landscape of language testing. What I experienced was a candid, and at times controversial, conversation about the geopolitical, political, and technological pressures facing UK higher education. Duolingo may have been the convenor, but the themes of the day went to the heart of the sector’s future.

    Here are ten of my key takeaways from a thought-provoking day.

    1. Crisis is the New Business-as-Usual

    “Since I started, we’ve faced crisis after crisis.” These words from Katja Lamping, Director of Student Recruitment at UCL, resonated deeply. From the pandemic to the fall of Kabul, Ukraine, and Gaza, the past five years have demanded a level of institutional reactivity we’ve never seen before. The clear message was that this isn’t a blip. As former Home and Foreign Secretary Jack Straw bluntly put it, the first rule of preparing for uncertainty is to “expect that the unexpected is going to happen.” For university leaders, strategic planning now looks less like a road map and more like training for a cross-country race in the dark.

    2. Agility is Now a Core Competency

    The flip side of constant crisis is the need for agile solutions. We heard how the Duolingo English Test (DET) became a vital tool during the pandemic because it was accessible when physical test centres were not. This story is symbolic of a wider truth: our traditional processes and partnerships can be brittle. To keep our doors open to global talent, we must build resilience and responsiveness into our operations, from admissions to student support.

    3. The Political Headwinds are Strengthening

    Jack Straw’s portrayal of the government’s immigration white paper was sobering. He spoke of a view that some university business models are “not sustainable.” And highlighted the view in Westminster that the student visa route was being used as a “racket” for asylum claims. I might have disagreed with him – many in the room did – but this is a view held by many and is a reality we must face.

    Straw, and later in the day Rory Stewart, said the mood in Westminster is hardening regardless of who is in power. This government wants to bring down immigration. It’s often said Brits don’t mean students, but the stark reality is the government wants to get numbers down, and students are one, if not the easiest, lever they can pull. We must be on the front foot, demonstrating our commitment to robust compliance and ethical recruitment, and articulating the immense value international students bring—a value HEPI’s own research has quantified at a net £37.4 billion for the 2021/22 cohort alone.

    4. Technology Can Deliver Both Access and Integrity 

    A powerful message came from Duolingo’s CEO and co-founder, Luis Von Ahn, who shared his personal story of growing up in Guatemala and seeing how English proficiency could transform a person’s life, yet how prohibitive the cost of testing was. His core argument was that technology should be a democratising force. But most compellingly, he tackled the security question head-on. He argued that far from being less secure, an AI-powered test can offer greater integrity than a traditional test centre. The ability to use AI to monitor hundreds of behaviours simultaneously—from eye-gaze to keystroke patterns—in addition to human proctors, presented a powerful case that a digital-first approach doesn’t have to mean a compromise on security; it could, in fact, mean the opposite.

    5. The Biggest Risk of AI Might Be Inaction

    In a fascinating session on technology, Dr. Laura Gilbert OBE of the Tony Blair Institute offered a powerful counter-narrative to the usual fears around AI. She argued that the biggest risk might be “not doing it at all.” While we worry about academic integrity, we risk missing the opportunity to use AI to solve our biggest challenges, from relieving the administrative burden in admissions to revolutionising personalised learning. Her point that technology like AI is essential to sustaining public services like the NHS has direct parallels with the financial challenges in our own sector.

    6. Trust in Technology Must Be Earned

    Dr. Gilbert was clear: you cannot just demand trust in AI. It must be earned through what she called “radical transparency.” For universities adopting tools like the DET for high-stakes admissions, this is a critical lesson. We must demand evidence from our tech partners that their tools are secure, equitable, and have been rigorously evaluated for bias. Publishing that evidence, as Duolingo was highlighted as a good example, should become the industry standard.

    A crucial warning from Dr. Gilbert was that if left to market forces, AI will inevitably make the advantage more advantaged, worsening societal inequality. For a sector committed to widening participation, this is a profound challenge. As we adopt AI, we must actively and consciously steer it towards closing, not widening, access gaps. The goal of using technology to reach students from previously untapped regions is a noble one, but it requires a constant and active focus on equity.

    7. AI Isn’t Just A Buzzword

    It’s a transformative force in assessment, personalisation and inclusion. I was struck by Duolingo’s mission-led approach, especially its ability to deliver high-quality, low-cost English testing to learners across the globe, including refugee and displaced students. Innovations like adaptive testing, AI-driven speaking practice, and real-time fraud detection redefine what “secure” and “authentic” assessment looks like. The session challenged my assumptions about test integrity and proved that democratisation doesn’t mean compromise. The balance between rigour and compassion resonated strongly—proof that access and excellence can coexist. At Northumbria, we’re increasingly mindful of our role in enabling fairer pathways into UK higher education. The Duolingo English Test is no longer a disruptor—it’s fast becoming a vital enabler that we should all be paying attention to.

    8. Is it a Brave New World?

    Rory Stewart’s session offered a powerful analysis of our turbulent times, contrasting the post-1989 era of liberal democracy and globalisation with our current “shadow world” of populism, protectionism, and a retreat from a rules-based international order. Stewart highlighted key shifts, including China’s rise without democratisation, the 2008 financial crisis, and the chaotic impact of social media and failed interventions in Iraq and Afghanistan. Stewart warned that global trends, like Trump’s attacks on US universities, could easily manifest in the UK, emphasizing that “what happens in the US can come here”. These attacks include significant funding cuts and threats to academic freedom over perceived ideological biases. This serves as a stark reminder for UK higher education to remain vigilant against similar political pressures.

    9. A Little Can Go A Long Way

    The session on the carbon cost of testing made me sit up. John Crick from the International Education Sustainability Group (IESG)  revealed that switching from test centre-based exams to online alternatives can cut carbon emissions by up to 98%. The equivalent of planting a Sherwood Forest of trees every year. The analysis showed that the biggest environmental impact comes from travel to test centres, especially in regions without local provision. What struck me was how easily we overlook this area in our sustainability strategies. IESG’s meticulous modelling gives us a much-needed baseline to challenge assumptions and examine the unintended carbon consequences of our English language policies. It’s a conversation starter—but one we in international education need to have now if we’re serious about meeting climate goals.

    10. Our Soft Power is Precious, But Not Guaranteed

    The conference ended with a discussion on the UK’s soft power and the launch of Duolingo’s Welcome Project, which seeks to provide a place for students displaced by the turmoil in the US with opportunities in the UK.

    While our leading universities remain beacons of global influence, the day’s discussions made it clear this cannot be taken for granted. A domestic political narrative focused on clamping down on immigration, combined with financial models that are visibly creaking, risks tarnishing one of the UK’s greatest exports. We must collectively find a way to reconcile the need for control and sustainability with the projection of being an open, welcoming, and world-leading destination for education.


    Rob Carthy is the Director of International Development at Northumbria University, where he leads the university’s international student recruitment strategies. He is focused on developing a sustainable and diverse international community in Newcastle upon Tyne. Find him on LinkedIn.

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  • Ten Higher Ed HR Stories That Defined 2023 – CUPA-HR

    Ten Higher Ed HR Stories That Defined 2023 – CUPA-HR

    by Julie Burrell | January 17, 2024

    Last year brought major changes to the higher education landscape. Turnover reached a peak, prompting more attention than ever to retention and recruitment, while looming policy changes in overtime pay and Title IX regulations further complicated long-term planning. And, though it may feel like unprecedented change is the new normal, timeless HR topics like onboarding and compensation strategy also captured readers’ attention in 2023.

    We’ve rounded up the CUPA-HR articles, resources and research that defined 2023 and will continue to shape your 2024. These are the most-viewed stories on our website as well as some resources you may have missed.

    Top Stories

    CUPA-HR members were understandably concerned about the impact of two issues — the retention crisis and the potential shake-up to overtime pay rules — on their campuses.

    1. The Higher Ed Employee Retention Crisis — And What to Do About It

    Key Takeaway: Turnover in higher ed reached a peak last year — the highest level since we started tracking it in 2017 — so it’s no surprise that talent management and recruitment was top of mind. This article marshals a wealth of insights from our members and the CUPA-HR research team to aid HR pros, including a blueprint for employee recognition, as well as strategies for rethinking compensation and flexible work.

    1. The CUPA-HR 2023 Higher Education Employee Retention Survey

    Key Takeaway: The data provided here help explain the record-high turnover. The report also digs into the factors that most impact retention, offering a model for understanding higher ed retention. Analyzing data from 4,782 higher ed employees — administrators, professionals and non-exempt staff, with faculty excluded — from 529 institutions, the survey found that more than half (56%) of employees are at least somewhat likely to search for a new job in the coming year. (Looking for an overview of report findings? Check out our press release.)

    1. Overtime and Title IX Final Rules Targeted for Early 2024 Release in Fall Regulatory Agenda

    Key Takeaway: Last year, the Department of Labor announced that they would target April 2024 for the release of a final rule to update the Fair Labor Standards Act’s overtime pay regulations. The rule seeks to substantially increase the minimum salary threshold required for white-collar professionals to maintain exempt status. To stay abreast of any updates, don’t forget to register for our Washington Update webinars and visit our FLSA overtime resources page.

    Relationships and Well-Being

    The demands on HR pros are at an all-time high. Last year, our members sought ways to care for themselves, their team and their campuses. Two of the most popular resources of 2023 addressed mental health and resolving interpersonal conflict.

    1. Managing Stress and Self-Care: “No” Is a Complete Sentence

    Key Takeaway: In this highly rated recorded webinar, Jennifer Parker, professional development and training manager of the Colorado Community College system, gives practical tools for minimizing stress and leads participants in creating a self-care plan.

    1. Ushering in the New Wave of Conflict Resolution: Tulane University’s Restorative Approach

    Key Takeaway: Learn how Tulane University’s Office of Human Resources and Institutional Equity launched a conflict resolution program, all while successfully managing the pivot to virtual offerings during the pandemic. One of the few university programs in the country to provide a restorative approach, Tulane’s program is a roadmap for fostering and maintaining campus relationships.

    Retention and Recruitment

    Our members offered real-world case studies of talent management and attraction in these feature articles in Higher Ed HR Magazine. They provide success stories and practical tips you can tailor to fit your needs.

    1. Modernizing Workplace Culture and the Employee Experience — Strategies for HR

    Key Takeaway: Workplace culture encompasses so much that it’s tricky to pin down. Jacob Lathrop, consultant to the vice president/CHRO at Michigan State University, defines workplace culture as the feeling employees are left with when they leave work. It’s how they describe their days to family or friends. Old ways of doing things may be harmful to employees’ well-being, while modernizing workplace culture might mean retaining and attracting talent. Lathrop’s tips include embracing flexibility and autonomy, evolving your paid-leave policies, and updating career exploration programs, among others.

    1. A Tale of Two Onboarding Programs: North Carolina State University and
    2. A Tale of Two Onboarding Programs: The University Of St. Francis

    Key Takeaway: A perennially popular topic, onboarding can look very different depending on the institution. In the first article, North Carolina State University’s onboarding manager Amy Grubbs tells the story of their efforts to create consistent new-hire experiences, get supervisors involved in the onboarding process, and bring a full-service Onboarding Center to life through strategic campus partnerships. (Check out Amy’s webinar too, which provides even more information on the Onboarding Center and strategic partnerships.) With more limited resources, Carol Sheetz, formerly of the small, private University of St. Francis, shares her solo effort to build USF’s onboarding program from scratch. This article contains her top tips and resources for other HR pros in the same situation.

    1. Investing in Employees During an Economic Downturn: How We Implemented Our Living Wage Strategy

    Key Takeaway: A decade ago, the Maricopa County Community College District committed to a $30,000 livable wage for its full-time employees, but employees found it challenging to keep up with inflationary pressures and the COVID-related economic downturn. Maricopa responded by raising the livable wage by 15.5 percent, from $14.42 to $16.65. This article explains how HR managed to implement this raise, while preventing additional pay compression and reduced employee morale. (The second phase of MCCCD’s plan, focusing on progressive pay practices, internal pay equity and market alignment, is explored here.)

    1. Recalibrating Employee Recognition in Higher Education

    Key Takeaway: “Most of us continue churning out the same recognition programs — many decades old — often without questioning their value, validating their impact or reviewing for bias,” says author Sharri Margraves, the executive director of organization and professional development for Michigan State University’s human resources. She surveyed 65 higher education institutions to find out how they formally and informally recognize employees. This article not only presents these findings, but also suggests ways to redesign your own recognition program, including a self-audit tool to assess your strengths and weaknesses.



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