In the world of software development, where structure, documentation, and best practices reign supreme, a new term has been floating around in developer circles: vibe coding . It’s not in the textbooks, and you won’t find it on a certification exam, but if you’ve ever written code just to “see what happens,” you’ve probably done it. Vibe coding refers to an intuitive, almost improvisational approach to writing code. Instead of spending hours planning architecture or writing detailed specs, a vibe coder jumps right in, guided by instinct, creativity, and flow. Think of it like freestyling in music — no roadmap, just rhythm, feeling, and the moment. This approach can be incredibly powerful. For one, it fosters creativity and rapid prototyping . Vibe coding helps you get ideas out of your head and into code fast. It’s ideal for hackathons, passion projects, or exploring new libraries where the goal is experimentation rather than polish. It also helps developers build confidence by trusting their intuition and learning through doing. But there are trade-offs. Vibe coding can lead to messy code, lack of documentation, and poor scalability . What feels right in the moment might break later under pressure. For teams, vibe coding without communication can cause confusion. And without tests or planning, refactoring becomes a nightmare. In short: it’s easy to accumulate technical debt when you're coding purely by vibe. So, should aspiring programmers embrace vibe coding? Yes — with boundaries . Vibe coding is a valuable skill, especially when learning or prototyping. It allows beginners to explore code without fear and builds fluency. But it should be balanced with good engineering habits : test your code, document your work, and learn when structure matters. Think of vibe coding as a mode — like switching from “plan” mode to “play” mode. It’s not a replacement for solid development practices, but a complement. When used intentionally, it can make you a more creative, confident, and adaptive programmer. So vibe on — just don’t forget to clean up your code when the music stops.

In the wake of Microsoft’s recent layoffs—where nearly 6,000 employees lost their jobs—LinkedIn has been flooded with posts expressing sympathy, solidarity, and support. On the surface, this seems like a heartening show of empathy from the tech community. But for many of those who were actually laid off, these posts aren’t comforting—they’re frustrating. The disconnect stems from the fact that a large portion of these messages come from people who are still employed. Often, the tone of these posts centers the poster’s own emotional experience—“I survived the layoffs, but it’s been tough,” or “I’m so grateful to still be here.” While those feelings may be genuine, they can feel tone-deaf to someone who’s facing the loss of income, health insurance, and career stability. There’s also a rising concern about virtue signaling. Posts filled with heartfelt language but void of any actionable support—like job leads, referrals, or offers to review resumes—can feel more like personal brand-building than meaningful solidarity. Some laid-off employees report reaching out to posters offering “help,” only to be met with silence. The disappointment runs deep when gestures of support turn out to be more about optics than assistance. Even well-meaning encouragement, such as “This is a time of growth and opportunity,” can land poorly when the reality for many includes rent payments, visa concerns, and limited safety nets. Toxic positivity doesn’t erase the fear and uncertainty that come with a layoff. So what does real support look like? It’s quiet. It’s direct. It’s tangible. Reposting a former colleague’s “open to work” post. Making an introduction to a hiring manager. Offering to be a reference. Or simply reaching out privately to ask, “How can I help?” For those eager to show solidarity, the advice is simple: shift the spotlight away from yourself. Center the person who’s impacted. And if you post publicly, follow through privately. In times like these, empathy matters—but action speaks louder than words. Especially on LinkedIn.

Breaking into the tech industry can be challenging, especially for underrepresented groups. For African American software developers, the journey is often shaped by a unique blend of cultural, social, and systemic factors. These five books offer insight, encouragement, and practical tools to help navigate the path from learning to thriving in tech. 1. The Pragmatic Programmer by Andrew Hunt and David Thomas This classic is a must-read for any software developer. It’s packed with practical advice on coding, debugging, and problem-solving that goes beyond any single programming language. For aspiring Black developers, the focus on craftsmanship and lifelong learning can be incredibly empowering when striving for excellence in a competitive field. 2. Black Software by Charlton D. McIlwain McIlwain's book is a powerful historical and cultural exploration of how African Americans have shaped—and been shaped by—digital technology. It offers a deep look into Black contributions to computing and online activism. This context can help developers see themselves as part of a long, often overlooked legacy in tech. 3. Clean Code by Robert C. Martin Writing clean, maintainable code is a core skill for any developer. This book provides timeless principles that help beginners develop solid coding habits. While technical, it also promotes professionalism and discipline, which are essential in environments where Black developers may feel pressure to outperform to be recognized. 4. So You Want to Talk About Race by Ijeoma Oluo Although not a tech book, Oluo’s work is essential reading for understanding the dynamics of race in professional spaces. For Black developers entering largely white-dominated tech teams, this book provides tools to navigate and challenge bias while maintaining mental health and confidence. 5. Cracking the Coding Interview by Gayle Laakmann McDowell This is a technical bible for anyone preparing for software engineering interviews. It demystifies the hiring process at top companies and provides hundreds of programming questions with solutions. It's especially useful for African American candidates seeking a competitive edge in a system that often lacks diversity. Final Thoughts Knowledge is power. By reading widely—both technically and culturally—African American developers can not only sharpen their skills but also build resilience, find inspiration, and advocate for greater representation in tech.

If you’ve ever applied for a job and been left hanging by a recruiter, you’re not alone. Many job seekers, especially in tech, education, and other professional fields, have stories of being ghosted, receiving vague messages, or encountering a complete lack of follow-up. It’s a frustrating experience—especially when you’re putting your best foot forward. So why does this happen? One of the main culprits is volume. Recruiters at large companies may be juggling hundreds of candidates at once. In that kind of environment, thoughtful communication often falls by the wayside. Instead of providing updates, many default to silence or canned responses, simply because they don’t have the bandwidth for more. Another factor is the lack of training. Not every recruiter is skilled in communication or candidate experience. Some are early in their careers, or are working on a contract basis, and may be focused more on hitting targets than building relationships. That transactional mindset can lead to rushed, impersonal interactions. There’s also the issue of shifting priorities within organizations. Hiring plans can change overnight—budgets get frozen, managers decide to restructure teams, or positions get canceled altogether. When that happens, candidates are often left in limbo, and recruiters may not follow up, simply because the opportunity no longer exists. Internal communication breakdowns are another common issue. A recruiter may want to keep you updated, but if the hiring team doesn’t provide timely feedback, they’re left with little to say. Rather than reach out with incomplete information, they say nothing—leaving you guessing. Finally, some recruiters simply adopt a numbers game approach. They engage only with the top candidates and let the rest fall through the cracks. But job seekers notice. In a world where reputation matters, how recruiters treat candidates reflects not just on them, but on the companies they represent. The truth is, professional communication should be the standard, not the exception. Job seekers deserve transparency, respect, and timely updates—even if the news isn’t favorable. If you’re navigating the job market and encountering this kind of behavior, know that it’s not a reflection of your worth. Keep showing up with professionalism and clarity. And when you find a recruiter who treats you with respect—build that relationship. They’re out there. And they make all the difference.

This post was inspired by my recent visit to the campuses of HBCUs such as Morehouse and Fort Valley State University as part of the UNCF Portfolio Project HBCU Tour that my son participated in this week. Historically Black Colleges and Universities (HBCUs) have long been cornerstones of educational opportunity and empowerment for African Americans. In the field of computer science—where representation still lags—HBCUs are doing critical work to bridge the gap, cultivate talent, and foster a more diverse and equitable tech industry. Top HBCUs like Howard University, North Carolina A&T State University, Spelman College, Morehouse College, and Morgan State University are producing some of the most capable and innovative minds in tech today. These institutions are not only offering rigorous computer science programs, but they are also embedding culturally responsive teaching, mentorship, and industry connections that empower students to thrive in a system that hasn’t always been inclusive. Faculty at these schools are leading the charge. Dr. Kinnis Gosha at Morehouse College directs one of the nation’s largest Black undergraduate research groups in computing. I met Dr. Gosha at a conference last year in Portland. He is doing great work. At Howard, Dr. Gloria Washington’s work in affective computing is reshaping how emotion and identity are recognized in tech. Spelman’s Dr. Andrea Lawrence and Dr. Brandeis Marshall have inspired generations of Black women in computer science through research, advocacy, and ethics-focused tech education. Beyond academics, HBCUs have cultivated influential alumni like Paul Judge (Morehouse), a cybersecurity entrepreneur and venture capitalist; Dr. Ayanna Howard (Spelman), a world-renowned roboticist; and Kamau Bobb (NC A&T), a former Google director of STEM strategy. What makes HBCUs uniquely powerful in this space is their ability to nurture both technical excellence and cultural confidence. Students graduate not only with knowledge of algorithms and data structures, but also with a deep understanding of how technology intersects with race, equity, and justice. This grounding helps shape a new generation of Black technologists who are equipped to build, lead, and critique the technologies shaping our world. As the tech industry grapples with persistent diversity gaps, it’s clear that HBCUs are not just participating in the conversation—they are leading it. Supporting, investing in, and partnering with these institutions isn’t just about equity—it’s about innovation and the future of computing.

As we honor Women’s History Month, I find myself reflecting on the legacy of Dorothy Vaughan — a quiet pioneer whose story speaks volumes about resilience, leadership, and the power of staying ready for change. Dorothy Vaughan was one of the Black women mathematicians who worked as human “computers” at NASA’s predecessor, the National Advisory Committee for Aeronautics (NACA), starting in the 1940s. In an era of segregation, she worked in the West Area Computing Unit at Langley Research Center in Virginia, a separate section for Black women doing advanced mathematical calculations critical to aeronautics research. In 1949, she became NASA’s first African American female supervisor. But her most lasting contribution may be her foresight. As NASA began transitioning from human computers to electronic computers, Vaughan taught herself the programming language FORTRAN — and then taught it to the women on her team. Her leadership ensured they would not be left behind by the very technology they helped shape. Dorothy Vaughan’s story, popularized through the book and film Hidden Figures, is more than a tale of individual achievement. It’s a reminder of how many contributions by women — especially Black women — have gone unrecognized in science and technology. Her ability to see what was coming, to adapt, and to uplift others while doing so, resonates deeply with today’s conversations around diversity, equity, and inclusion. In a tech world still grappling with underrepresentation and bias, Vaughan’s example is instructive. She didn’t wait for an invitation to learn or to lead. She prepared herself and created pathways for others. Her story challenges all of us — educators, technologists, and leaders — to make sure the systems we build don’t overlook the talent that doesn’t always show up where we expect it. As an African American programmer, I see myself in Dorothy Vaughan’s journey. Her brilliance and determination remind me that we come from a lineage of innovators who didn’t just use technology — they shaped it. Her legacy inspires me to keep learning, keep teaching, and keep opening doors for those who come after.

Pioneering Web Animation: The Birth of Shockwave One of Gelobter’s most impactful contributions was her work on Shockwave, a technology that revolutionized web animation and interactivity in the 1990s. Shockwave was an early internet multimedia platform that played a crucial role in the development of rich online experiences, from animated web content to interactive games. Before technologies like HTML5 and modern video codecs, Shockwave allowed developers to create engaging, dynamic websites when the internet was still in its infancy. Her work on Shockwave paved the way for early GIF animation technology, which remains a staple of internet culture today. Every time you see an animated GIF in a meme or a social media post, you’re seeing the legacy of the multimedia frameworks she helped develop. Shaping the Future of Online Video Streaming Beyond web animation, Gelobter also made significant contributions to video streaming technology. She played a key role in developing the infrastructure behind Hulu, one of the first major streaming platforms that brought television and movies to the internet. At a time when streaming was still a novel concept, Gelobter’s expertise in software engineering helped optimize video delivery, making online streaming more efficient and accessible. Today, streaming services like Netflix, Disney+, and Amazon Prime Video owe much of their success to the foundational technology developed by early innovators like her. A Trailblazer in Tech and Diversity Advocacy Lisa Gelobter’s contributions extend beyond just technology. As a Black woman in tech, she has been a vocal advocate for diversity in computing. She has worked in leadership roles, including serving as the Chief Digital Service Officer for the U.S. Department of Education during the Obama administration. Additionally, she founded tEQuitable, a platform that leverages technology to foster inclusive and equitable workplaces. Her efforts continue to break barriers and create opportunities for underrepresented groups in STEM. Conclusion Lisa Gelobter’s work in multimedia, animation, and streaming technology has had a lasting impact on how we consume content online. From helping to pioneer web animation to developing early video streaming infrastructure, her technical contributions have shaped the digital experiences we take for granted today. As we celebrate the achievements of Black women in technology, Lisa Gelobter’s legacy stands as a testament to innovation, perseverance, and the power of diversity in computing.

The Statue of Liberty, standing tall in New York Harbor, is universally recognized as a symbol of freedom and democracy. While many associate her with welcoming immigrants, a deeper look into her origins reveals a profound connection to the abolition of slavery in the United States. Origins Rooted in Abolition The inception of the Statue of Liberty traces back to Édouard René de Laboulaye , a French political thinker, professor, and ardent abolitionist. Laboulaye was a vocal supporter of the Union during the American Civil War and saw the end of slavery as a monumental step toward universal liberty. In 1865, he proposed the idea of a commemorative monument, not just to celebrate American independence, but specifically to honor the abolition of slavery. C ollaborating with sculptor Frédéric Auguste Bartholdi , Laboulaye envisioned a statue that would embody freedom breaking free from bondage. Early designs prominently featured Lady Liberty holding broken chains and shackles, symbolizing the end of slavery. However, to create a more universal symbol of liberty, Bartholdi later modified the design, placing the broken chains beneath her feet. The Hidden Symbolism at Her Feet Today, visitors to Liberty Island might overlook a subtle yet powerful detail: at the feet of the Statue of Liberty lie broken shackles and chains. These elements, partially obscured by her flowing robes, represent Liberty breaking free from oppression and tyranny, directly alluding to the abolition of slavery. This imagery serves as a poignant reminder that the struggle for freedom is intertwined with the fight against slavery. The broken chains at her feet underscore the triumph over bondage and the enduring pursuit of human rights. Evolution of Symbolism While the statue's original intent was to celebrate emancipation, over time, its symbolism expanded. By the early 20th century, as waves of immigrants arrived in the United States, the Statue of Liberty became a beacon of hope and a welcoming figure for those seeking a new life. The addition of Emma Lazarus's poem, "The New Colossus," inscribed on a plaque in 1903, further cemented this association. Phrases like "Give me your tired, your poor, your huddled masses yearning to breathe free" shifted the narrative towards immigration. However, it's crucial to acknowledge and remember the statue's original symbolism. The broken chains at her feet are not merely artistic details; they are emblematic of a nation's journey from slavery to freedom. Recognizing this aspect adds depth to our understanding of the monument and honors the legacy of those who fought for abolition. Conclusion The Statue of Liberty stands as a multifaceted symbol, embodying the ideals of freedom, democracy, and hope. Beyond her association with welcoming immigrants, her very foundation is rooted in the celebration of emancipation and the end of slavery. The broken chains at her feet serve as a testament to this legacy, reminding us of the enduring struggle for liberty and justice for all.

Artificial intelligence (AI) is transforming industries at an unprecedented pace, and while it promises efficiency and innovation, it also threatens millions of jobs. A recent report estimates that 4.5 million jobs held by African Americans are at risk of automation-driven displacement. Black workers are 10% more likely to be affected by AI-related job loss than other groups. This is not just a technological shift—it’s a social and economic crisis in the making. Why Are Black Workers More Vulnerable? The impact of AI on employment isn’t uniform across all demographics. Black workers are disproportionately represented in roles that are highly susceptible to automation, such as administrative support, retail, food service, and transportation. As AI-powered systems take over customer service, logistics, and clerical tasks, many of these jobs will vanish. Compounding the issue is underrepresentation in high-growth tech fields like software engineering, AI development, and data science—industries that will see job expansion, not contraction. Structural barriers such as limited access to STEM education, biases in hiring, and fewer reskilling opportunities mean that Black workers are often left out of the digital economy’s most lucrative opportunities. How Can We Prepare for an AI-Driven Future? 1. Workforce Reskilling and Training To prevent mass displacement, we need targeted workforce development programs that provide Black professionals with AI-resistant skills. HBCUs, community colleges, and industry partnerships must offer accessible training in data analytics, AI ethics, cybersecurity, and software development. 2. Inclusive AI Development It’s not enough for Black workers to merely adapt to AI—we need to shape AI itself. Increasing Black representation in AI research, policy, and development ensures that these technologies serve diverse communities equitably rather than reinforcing biases. 3. Corporate and Policy Interventions Tech companies must be held accountable for equitable hiring and upskilling policies , while government initiatives should fund programs that support Black entrepreneurs and tech professionals. If left unchecked, AI could widen the racial wealth gap instead of closing it. The Time to Act Is Now AI is here to stay, but its impact on Black employment is not inevitable . By investing in education, advocacy, and policy changes, we can create an AI-powered future that includes—not excludes—Black workers. The question is: Will we act now, or wait until it’s too late?