Latest news with #JustMercy
UPI
03-07-2025
- Entertainment
- UPI
Michael B. Jordan: 5 roles beyond 'Sinners'
1 of 5 | Michael B. Jordan arrives on the red carpet at the Warner Bros. Pictures "Sinners" New York premiere in April. File Photo by John Angelillo/UPI | License Photo July 3 (UPI) -- Michael B. Jordan stars in Sinners, a supernatural horror film and his fourth collaboration with director Ryan Coogler. The movie starts streaming Friday on Max and will also be available in a Black American Sign Language version. Jordan, 38, is known for other blockbuster hits, including Creed and Black Panther. Here are five of the actor's works beyond Sinners. 'Fruitvale Station' Fruitvale Station, now streaming on Hulu, opened in 2013 and marked Jordan's first collaboration with Ryan Coogler. The actor portrays 22-year-old Oscar Grant III in the film, which follows the chaotic events that unfold on New Year's Eve in 2008, according to an official description. Melonie Diaz and Octavia Spencer also star in the film. 'Fantastic Four' Jordan portrayed Johnny Storm in the 2015 film Fantastic Four. The movie, based on the Marvel Comics superhero team, is co-written by Simon Kinberg and directed by Josh Trank. In Fantastic Four, chaos ensues when a portal to another dimension is opened, and Johnny Storm is among those "with unusual powers" who must face off against "a megalomaniacal conqueror," an official synopsis states. Miles Teller, Kate Mara, Jamie Bell, Toby Kebbell and Reg E. Cathey also star. Fantastic Four is available to stream on Disney+. Marvel is rebooting the franchise as The Fantastic Four: First Steps, starring Pedro Pascal and Vanessa Kirby. 'Creed' In the 2015 feature Creed, Jordan portrays Adonis Johnson, the son of late boxing champion Apollo Creed. The movie, directed and co-written by Coogler, is a spinoff of the Rocky franchise. Creed sees Adonis seek out his father's former rival Rocky Balboa (Sylvester Stallone) to be his trainer. The film is available to stream on Prime Video. Two sequels followed: Creed II in 2018 and Creed III in 2023. 'Black Panther' The 2018 film, directed and co-written by Coogler, is based on the Marvel Comics superhero. Jordan stars as villain Erik Killmonger, who poses a threat to all of Wakanda, including the new king T'Challa (portrayed by late actor Chadwick Boseman). The film also stars Lupita Nyong'o, Danai Gurira, Martin Freeman and Daniel Kaluuya, and is now streaming on Disney+. A sequel, Black Panther: Wakanda Forever, was released in 2022 following Boseman's death. Black Panther is now streaming on Disney+. 'Just Mercy' Jordan portrays Alabama attorney Bryan Stevenson in the 2019 feature Just Mercy, inspired by the real-life Stevenson and his memoir. Stevenson (Jordan) agrees to represent Walter McMillian (Jamie Foxx), an inmate facing the death sentence for murder despite being innocent. The film also stars Tim Blake Nelson, Rob Morgan, O'Shea Jackson Jr. and Brie Larson, and is available to rent or buy on Prime Video. Jordan also produced Just Mercy, following producing credits on such titles as Creed II and David Makes Man. Michael B. Jordan, Hailee Steinfeld attend 'Sinners' premiere Cast member Michael B. Jordan arrives on the red carpet at the premiere of "Sinners" in New York City on April 3, 2025. Photo by John Angelillo/UPI | License Photo
Yahoo
04-05-2025
- Health
- Yahoo
Restarting executions in TN amounts to subjecting death row prisoners to torture
Thumbing its nose at my argument in The Tennessean, in 2019, that 'There are many facts that clearly show the death penalty should be obsolete,' Tennessee is set to execute folks again. As The Tennessean reported recently, the state 'has announced plans to resume capital punishment with a new, more vague protocol for lethal injection — [one even vaguer than the previous protocol the state had a track record for botching. Now it will use] one drug called pentobarbital.' This will satisfy only the animalistic desire for violently fatal retribution which civilized societies around the world long ago outlawed; they hoped the U.S. someday would follow suit, or, at least, that individual states like Tennessee would start to shutter their barbaric death penalty regimes; that's why in that 2019 essay I insisted: 'We must be honest about the death penalty's repugnance.' I advanced then — and resubmit — that 'In these times, we must embolden noble, courageous people who exist in America, people with integrity, to call lethal injection the vile torture it is.' Tennessee has plenty of prison space to incarcerate the 'worst of the worst,' saving Tennesseans a whole heap of money in lawyers' fees and other costs of maintaining Tennessee's barbaric machinery of death (think of the officials who get paid to be involved, the lethal drugs, etcetera). And as The Tennessean astutely reported, there is a real 'lack of transparency over how the state is securing' the pentobarbital it will use, and therefore questions about whether it could be of shoddy quality. This should be especially alarming as witnesses of pentobarbital executions have described condemned prisoners 'gasping for air before they died and autopsies showing their lungs were filled with fluid akin to drowning' (and the horrific torture known as 'waterboarding' ). The Tennessean rightly observed that despite Trump's Justice Department's gung-ho approach to the death penalty, 'former U.S. Attorney General Merrick Garland halted the use of pentobarbital for federal death row inmates after it was unable to determine whether the drug causes 'unnecessary pain and suffering.'' However, it's critical Tennesseans understand that legal experts who study executions have come to much starker conclusions about pentobarbital. In a new book called 'Secrets of the Killing State' — about 'the untold story of lethal injection' — Corinna Barrett Kain, a professor at the University of Richmond School of Law, minces no words in her scholarly work that anyone who wants to know the truth about lethal injection must read. She concludes that 'pentobarbital executions are torturous in their own right.' About Lain's book, Bryan Stevenson, author of 'Just Mercy' and executive director of the Equal Justice Initiative wrote: 'A compelling, thoroughly researched, brilliantly written investigation of how governments kill prisoners whose very lives may depend on the moral outrage of a nation that dares to look more closely at lethal injection and the death penalty. Disturbing, devastating, an urgent must-read.' As I've argued before to Tennesseans in this newspaper: 'Abolishing the death penalty requires morality, but it also requires people of conscience to speak honestly — and ask tough questions — in support of an unshakeable belief that should be uncontroversial in a civilized, principled society: The death penalty is racist, barbaric, and immoral.' And too: 'There exists too much mental illness, and far too much death and suffering in America already' and so all Americans, including Tennesseans, need to insist the state stop throwing scarce resources away on the death penalty in an immoral pursuit of 'justice.' Pardon my reliance on my past publications in The Tennessean on this subject of great importance — to Tennesseans who care about human rights — but it needs repetition: 'The constitutional prohibition against cruel and unusual punishment bears no asterisk for crimes committed by society's most despised.' Scheduling a flurry of lethal injections using pentobarbital is the wrong decision for Tennessee. It has already led to a flurry of litigation — with much more expected — and the amount of taxpayer money that is being used by the state to defend this torture will only mount. It is important to let the politicians who represent you know that this is not what you want. And it is not what you will vote for going forward. Tell them you want a government that focuses on improving the quality of life for its citizens—not one focused on secretive protocols for torturous killings. Stephen Cooper is a former D.C. public defender who worked as an assistant federal public defender in Alabama between 2012 and 2015. He has contributed to numerous magazines and newspapers in the United States and overseas. He writes full-time and lives in Woodland Hills, California. Follow him on "X"/Twitter @SteveCooperEsq This article originally appeared on Nashville Tennessean: Scholars call death penalty drug pentobarbital 'torturous' | Opinion
Time of India
28-04-2025
- Entertainment
- Time of India
Michael B. Jordan's $50 million net worth: A look at his films, real estate, production house and more
, the Hollywood A-Lister who makes people blush with his mere presence, has always charted the lists of successful films. The critically acclaimed actor has come a long way after featuring in a 2001 film to selling tickets faster than a race car for 'Sinners,' ensuring a load of '$' in his bank account. Tired of too many ads? go ad free now Michael B. Jordan's net worth With his exceptional acting, Jordan has made a directional and productional debut as well - which has made an indelible mark in the history of Hollywood. Jordan's net worth is deservingly whopping $50 million, with the films that make billions of dollars at the box office and the presence that no one can resist. Film roles Amongst his highest-paid roles, Michael received $2 million for ' Black Panther ' (2018) in addition to the profits, considering the film crossed $1.3 billion at the box office. For the 'Creed' franchise, the actor went from earning thousands to $5 million, even debuting as a director in 'Creed III.' Real-estate Jordan's real estate portfolio is not just astonishing, it's hands down impressive. The 'IT Guy' purchased a $1.7 million, 4,627 square foot home in Sherman Oaks in 2016. Well, the actor went on to buy another house for a $5.8 million residence in Hollywood Hills, then sold it for $7 million in 2022. Michael finally purchased a 12,300 square foot residence for $12.50 million in Encino, California - but he listed it out six months later, according to Cosmopolitan. Production house The 38-year-old has a production house called ' Outlier Society ,' where they worked on a film that made Michael win awards. They produced a film called 'Just Mercy' in 2019 about the defence attorney Bryan Stevenson. Furthermore, he produced and starred in 'Fahrenheit 451,' and produced the animated web series 'Gen: Lock' and 'Raising Dion.' Tired of too many ads? go ad free now In addition to the assets, Michael has been involved with the gaming industry, where he voiced a character. He is also a part-owner of an English football club, ensuring the dollar bills in his bank account, according to Marca. FAQs 1. What is the latest film released starring Michael B. Jordan? Michael B. Jordan has a double role in Ryan Coogler's 'The Sinners,' which that released on April 18, 2025. 2. What is the net worth of Michael B. Jordan? Michael B. Jordan's net worth is $50 million. 3. What is the name of Michael B. Jordan's production house? Michael B. Jordan's production house is 'Outlier Society', which has produced many critically acclaimed films.
Forbes
24-04-2025
- Business
- Forbes
It's Time To Embrace The Overlooked Talent Pool Of People With Records
People with criminal records can offer specific and durable skills to help companies remain ... More competitive. Committing to fair chance hiring isn't just about doing good—it's good for business. Last month, I stepped outside of my typical orbit of the office, conference circuit, and board meetings. Instead, I traveled two hours outside of Denver to visit a few dozen women serving sentences in La Vista Correctional Facility in Pueblo, Colorado. These women were taking part in 'The Challenge,' a program offered through the Breakthrough Alliance of Colorado, which offers career readiness coaching, professional development, and re-entry planning so they can prepare for and find jobs after incarceration. Their stories inspired me. Ashley, a recent participant, shared how her three children were able to visit her for the program's graduation ceremony and see her in a cap and gown for the first time. A few of the women in the early stages of the program helped me understand how much resilience it takes just to begin this journey; another woman, whose release is approaching in a few months, shared her hopes and honest fears about how she'll find a job and reestablish herself in her community. Bryan Stevenson, the founder of the Equal Justice Initiative and author of Just Mercy, has often said that the first step in making change is to 'get proximate'—to build genuine connections with people facing obstacles or barriers, and 'affirm their dignity and humanity.' My visit with the women of the Breakthrough Alliance reminded me how valuable and important this kind of proximity is. This April, which is Fair Chance Month, I hope other leaders will be inspired to take this first step toward engaging with the people experiencing incarceration in their communities. I came away from my visit reminded that when we put up barriers that prevent people with records from finding employment, we leave out a talent pool that is at least 70 million Americans strong. At my organization, Jobs for the Future, we know this first-hand: since 2023, we've committed to hiring employees who have records or are currently incarcerated and have benefited greatly from their skills, experience, and dedication. Many of the arguments for fair chance hiring focus on reduced recidivism. But in my opinion, there's a reason that's even more compelling. The women participating in The Challenge have committed to developing the specific and durable skills that companies need to remain competitive. Committing to fair chance hiring isn't just about doing something good—it's about doing something that's good for business. If you're a leader interested in taking the first step toward fair chance hiring, here are a few ways to get started. Many of us in the corporate world, especially those of us in the C-Suite, get exposure to prison settings through television and movies, which can perpetuate stereotypes and sidestep the actual experiences of people who are incarcerated. Ohio Governor Mike DeWine, who recently made a push for fair chance hiring in his State of the State address, shared how his understanding of people with records was shaped by years working in his family's seed business alongside Leonard 'Shorty' Steele, who had been incarcerated in Kentucky years earlier. Former Slack CEO Stewart Butterfield discovered this first-hand when, inspired by Stevenson's book, he visited a training program located in California's San Quentin State Prison and returned with more Slack employees. Since then, Slack has become a corporate leader in fair chance hiring through its Next Chapter partnership, which creates technology training and employment opportunities for formerly incarcerated workers. The good news: employers who want to take this step don't have to do it alone. Organizations like the Second Chance Business Coalition, whose members are major U.S. employers, offers resources to support companies looking to reduce hiring barriers. They have a comprehensive list of partners around the country who can help employers connect with people in their regions. If distance puts an in-person connection out of reach for your company, my organization's Fair Chance Corporate Cohort offers specialized in-person and virtual trainings for companies interested in fair chance hiring. As skills-based hiring strategies gain momentum, there are millions of people with records developing in-demand skills through training programs around the country. The skills-first movement often focuses on reducing or eliminating degree requirements for open jobs; Fair Chance Month is an ideal opportunity to also update the policies and practices that screen people with records out of the hiring process. With this approach, employers can significantly open up their talent pool and focus more on what applicants can bring to the job, instead of what credentials they've earned or what experiences have prevented their advancement. A wide range of education and training opportunities exist within the nation's prisons: Organizations like Unlocked Labs, The Last Mile, and Persevere teach incarcerated learners digital skills, including coding and web development. Hope for Prisoners operates a 120,000-square-foot vocational complex inside the Nevada Department of Corrections that provides certifications in welding, truck driving, HVAC, plumbing, masonry, electrical, and warehouse logistics. Opportunities like The Challenge in Colorado also emphasize the uniquely human skills that are increasingly needed in the age of automation. Sonya, a program graduate who is now released from prison, described learning how to work as a team, build and pitch a business plan, and prepare to talk about her training and work experience. 'I really enjoyed learning more about the different cognitive thought processes and how to better communicate with people,' she said. 'No other program during my tenure at LVCF offered the skills training and support that Breakthrough offers.' Establishing fair chance hiring practices doesn't happen overnight—it involves relationship-building, outreach, and a lot of self-reflection about company values. At Jobs for the Future, I still remember all the questions and considerations that went into making our first incarcerated hire: were our systems set up to support them? Were there restrictions from the prison that would affect their ability to do the job? But if the women I met in The Challenge program can take that big first step on their journey to rebuild their lives, we leaders can take the first step toward building our businesses by being a part of that journey. This Fair Chance Month, I encourage leaders to reach out, 'get proximate,' and explore the benefits of fair chance hiring for your company.
Forbes
23-04-2025
- Business
- Forbes
I Recently Visited A Women's Prison. Here's How To Embrace This Talent Pool
People with criminal records can offer specific and durable skills to help companies remain ... More competitive. Committing to fair chance hiring isn't just about doing good—it's good for business. Last month, I stepped outside of my typical orbit of the office, conference circuit, and board meetings. Instead, I traveled two hours outside of Denver to visit a few dozen women serving sentences in La Vista Correctional Facility in Pueblo, Colorado. These women were taking part in 'The Challenge,' a program offered through the Breakthrough Alliance of Colorado, which offers career readiness coaching, professional development, and re-entry planning so they can prepare for and find jobs after incarceration. Their stories inspired me. Ashley, a recent participant, shared how her three children were able to visit her for the program's graduation ceremony and see her in a cap and gown for the first time. A few of the women in the early stages of the program helped me understand how much resilience it takes just to begin this journey; another woman, whose release is approaching in a few months, shared her hopes and honest fears about how she'll find a job and reestablish herself in her community. Bryan Stevenson, the founder of the Equal Justice Initiative and author of Just Mercy, has often said that the first step in making change is to 'get proximate'—to build genuine connections with people facing obstacles or barriers, and 'affirm their dignity and humanity.' My visit with the women of the Breakthrough Alliance reminded me how valuable and important this kind of proximity is. This April, which is Fair Chance Month, I hope other leaders will be inspired to take this first step toward engaging with the people experiencing incarceration in their communities. I came away from my visit reminded that when we put up barriers that prevent people with records from finding employment, we leave out a talent pool that is at least 70 million Americans strong. At my organization, Jobs for the Future, we know this first-hand: since 2023, we've committed to hiring employees who have records or are currently incarcerated and have benefited greatly from their skills, experience, and dedication. Many of the arguments for fair chance hiring focus on reduced recidivism. But in my opinion, there's a reason that's even more compelling. The women participating in The Challenge have committed to developing the specific and durable skills that companies need to remain competitive. Committing to fair chance hiring isn't just about doing something good—it's about doing something that's good for business. If you're a leader interested in taking the first step toward fair chance hiring, here are a few ways to get started. Many of us in the corporate world, especially those of us in the C-Suite, get exposure to prison settings through television and movies, which can perpetuate stereotypes and sidestep the actual experiences of people who are incarcerated. Ohio Governor Mike DeWine, who recently made a push for fair chance hiring in his State of the State address, shared how his understanding of people with records was shaped by years working in his family's seed business alongside Leonard 'Shorty' Steele, who had been incarcerated in Kentucky years earlier. Former Slack CEO Stewart Butterfield discovered this first-hand when, inspired by Stevenson's book, he visited a training program located in California's San Quentin State Prison and returned with more Slack employees. Since then, Slack has become a corporate leader in fair chance hiring through its Next Chapter partnership, which creates technology training and employment opportunities for formerly incarcerated workers. The good news: employers who want to take this step don't have to do it alone. Organizations like the Second Chance Business Coalition, whose members are major U.S. employers, offers resources to support companies looking to reduce hiring barriers. They have a comprehensive list of partners around the country who can help employers connect with people in their regions. If distance puts an in-person connection out of reach for your company, my organization's Fair Chance Corporate Cohort offers specialized in-person and virtual trainings for companies interested in fair chance hiring. As skills-based hiring strategies gain momentum, there are millions of people with records developing in-demand skills through training programs around the country. The skills-first movement often focuses on reducing or eliminating degree requirements for open jobs; Fair Chance Month is an ideal opportunity to also update the policies and practices that screen people with records out of the hiring process. With this approach, employers can significantly open up their talent pool and focus more on what applicants can bring to the job, instead of what credentials they've earned or what experiences have prevented their advancement. A wide range of education and training opportunities exist within the nation's prisons: Organizations like Unlocked Labs, The Last Mile, and Persevere teach incarcerated learners digital skills, including coding and web development. Hope for Prisoners operates a 120,000-square-foot vocational complex inside the Nevada Department of Corrections that provides certifications in welding, truck driving, HVAC, plumbing, masonry, electrical, and warehouse logistics. Opportunities like The Challenge in Colorado also emphasize the uniquely human skills that are increasingly needed in the age of automation. Sonya, a program graduate who is now released from prison, described learning how to work as a team, build and pitch a business plan, and prepare to talk about her training and work experience. 'I really enjoyed learning more about the different cognitive thought processes and how to better communicate with people,' she said. 'No other program during my tenure at LVCF offered the skills training and support that Breakthrough offers.' Establishing fair chance hiring practices doesn't happen overnight—it involves relationship-building, outreach, and a lot of self-reflection about company values. At Jobs for the Future, I still remember all the questions and considerations that went into making our first incarcerated hire: were our systems set up to support them? Were there restrictions from the prison that would affect their ability to do the job? But if the women I met in The Challenge program can take that big first step on their journey to rebuild their lives, we leaders can take the first step toward building our businesses by being a part of that journey. This Fair Chance Month, I encourage leaders to reach out, 'get proximate,' and explore the benefits of fair chance hiring for your company.
