The Jean Consulting Group, LLC

08/11/2026

A landmark Supreme Court decision. A lasting impact across Georgia.

Join the Georgia Association for Women Lawyers (GAWL) for Dobbs 2.0: The Aftermath, an apolitical and diverse panel discussion examining how Dobbs v. Jackson Women’s Health Organization has reshaped Georgia’s legal, healthcare, and public policy landscape.

Our distinguished panel will feature a healthcare provider, a representative from the ACLU, legislators, and both pro-choice and pro-life advocates, offering thoughtful perspectives on one of the most significant legal decisions of our time.

This program is open to everyone—you do not have to be an attorney to attend. Whether you are a healthcare professional, policymaker, student, employer, community member, or simply interested in understanding the continuing impact of Dobbs, this discussion is for you because the decision affects us all.

⚖️ Attorneys can earn 1.5 CLE credit hours.

📅 Thursday, August 20, 2026
⏰ 10:00 a.m. – 12:30 p.m.
📍 State Bar of Georgia
💻 Attend in person or virtually

🎟️ GAWL Members: Complimentary
🎟️ Non-Members & the Public: $20

Registration closes August 19. Reserve your spot today!

https://lnkd.in/em4wm5HT

05/28/2026

See enclosed.

🇭🇹⚽ Calling All Haitian Vendors in Georgia!

The Georgia Haitian-American Chamber of Commerce is currently identifying potential vendors to showcase Haitian culture during the Atlanta FIFA World Cup Fan Fest! 🎉

Interested in participating? Complete the vendor inquiry form below:
https://form.jotform.com/261213132280038

Please note:
• Completing the form does not guarantee selection
• Priority consideration will be given to dues-paid GAHCCI members
• Additional vendor opportunities may also be shared
• A vendor participation fee will likely apply if selected

If you have any questions or concerns, please feel free to email:
[email protected]

We encourage all interested vendors to apply and represent the richness of Haitian culture on an international stage! 🌍🇭🇹

05/26/2026

🚨 Calling All Early-Stage Black Entrepreneurs 🚨

Access to capital matters — but so does having the right infrastructure, mentorship, and strategic guidance to scale successfully.

The Jean Consulting Group, LLC is proud to share the return of the Famous Amos “Ingredients for Success” Entrepreneurs Initiative in partnership with the U.S. Black Chambers, Inc.

This incredible program will award:
✅ Three founders $50,000 each in capital
✅ Mentorship and networking opportunities
✅ Resources designed to help businesses grow sustainably and strategically

Too often, talented entrepreneurs have the vision but lack access to the ecosystem needed to build long-term operational success. Programs like this help close that gap.

If you are an early-stage founder ready to strengthen your business foundation and take your company to the next level, we strongly encourage you to apply.

📌 Program Timeline:
🗓 June 1, 2026 (11:59 PM PST) – Application Deadline
🗓 June 17, 2026 – Finalists Selected
🗓 July 27, 2026 – Year 6 Winners Announced

Representation and access matter. Apply today https://famousamosingredientsforsuccess.com/

05/26/2026

The EEOC recently submitted a proposal that could significantly reduce — and potentially eliminate — longstanding EEO-1 reporting requirements for employers.

For years, covered employers have been required to submit annual demographic workforce data based on race, s*x, and national origin. The proposal is also expected to impact other reporting obligations involving unions, public schools, and state/local governments.

From a practical perspective, this could be a major shift for employers, especially those with multiple entities, locations, or decentralized operations. Anyone who has worked closely with HR, Legal, or Compliance teams understands how administratively heavy EEO reporting can become. A tremendous amount of time goes into reconciling workforce data, establishment structures, and employee classifications to ensure accurate reporting.

If implemented, these changes could reduce compliance costs and administrative burden for employers. However, it also raises broader conversations around workforce analytics, DEI strategy, and how organizations will continue to measure representation and equity initiatives moving forward.

Regardless of where employers fall on the issue, one thing is clear: this is a significant development that organizations should be monitoring closely.