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92% of Americans want common-sense gun regulation, so why does it seem like policy is so slow to catch up? At the Fortune Impact Initiative conference in Atlanta, we sat down with Greg Jackson Jr., deputy director of the White House’s Office of Gun Violence Prevention, for a discussion on the organization's progress in its first year and what's at stake in this election for public safety.

Gun Violence Is Finally Dropping, but a Trump Presidency Could Change That

Politics

Fortune's Kristin Stoller sat down with Greg Jackson Jr., deputy director of the White House’s Office of Gun Violence Prevention, for a discussion on the organization's progress in its first year and what's at stake in this election for public safety.

 92% of Americans want common-sense gun regulation.

Uh the bullet that hit me, hit two arteries and nearly cost my life. You know, when I arrived at the hospital before I could go into surgery, I was wheeled to a side room, uh with investigators and I had to go through uh three rounds of interrogation before going into surgery. Uh And I nearly bled to death. I mean, I, I was suffering blood loss and my doctor shared, I was within 26 minutes uh of dying and I literally was fighting for my innocence and my life at the same time, Greg, thank you so much for being here with me today. Yeah, thanks for having me. So, of course, I want to start what prompted you to get involved in gun violence prevention. Yeah, I wish it was a fun story. Um But for me, it was really a circumstance that brought me to this movement. Uh in April of 2013, I was out with my cousins at a wedding celebration and we literally uh walked past these two guys in the middle of a fight and one pulled out a gun and started shooting and, and uh, and shot me and uh the bullet hit me, hit two arteries and nearly cost my life. Uh, and I'll never forget, you know, as hard as it was physically going through that. Um, what was harder was how I was treated. You know, when I arrived at the hospital before I could go into surgery, I was wheeled to a side room, uh, with investigators and I had to go through, uh, three rounds of interrogation before going into surgery. And I nearly bled to death. I mean, I, I was suffering blood loss and my doctor shared, I was within 26 minutes, uh, of dying and I literally was fighting for my innocence and my life at the same time. And so coming out of that situation, I just was committed that if I could do anything to reduce this issue or address this crisis, but most importantly, uh, start pushing America to think about saving lives more, uh, and not just solving crimes that, that maybe, uh, less folks could go through what I went through. I'm so sorry, you had to go through that before this tragedy happened. Did you have any stance on gun violence or gun violence prevention or, or just, you know, second amendment or, or gun rights at all? Yeah. So part of my childhood, I grew up in rural America. Uh, my dad actually has 26 guns, uh, which is a lot but for hunting and, and for recreation purposes and we had always seen it as a, as a tool for recreation as part of tradition. You know, my father gave me his first rifle that he got when he was a kid. Like, that's my, that was my first gun that I owned. Um, but that was very different from what I've seen, kinda play out, um, especially post college. I've lost uh, five people that were close to me to gun violence and watching how this is not just a tool that's being used for recreation. This has now become the tool of choice to cause harm and take lives across the country. Really kinda shifted how I think about guns and gun ownership. And unfortunately, I think the tradition of heritage that so many people fondly think of with gun ownership has been distorted by America's obsession with this and lack of efforts to, you know, hold the gun industry and really gun ownership to a responsible standard. Now, speaking of, of, of that and holding people accountable last year, President Biden established the first ever White House Office of gun violence Prevention, which you are the first ever deputy director of. So, congratulations. Talk to me about how that came about for you. Yeah. So, well with my journey, when I got out the hospital, I started to become an activist and up on different issues and what could be done first at the local level in DC. Uh But then a family friend of mine was killed in Greensboro, North Carolina and I saw the smaller cities and small towns were living a very different reality than big cities that had big budgets and resources to address violence. And so I started to advocate nationally to address this crisis. And I joined a big movement of activists. We actually passed the first bill on gun violence in 30 years. Uh The bipartisan Safer Communities Act in 2022. Uh This bill had over 14 different policy changes, uh $15 billion in investments and violence prevention efforts. And I was one of the main leaders organizing and pushing for that bill uh through my activism. And when it was done, we were excited, we kind of went to the White House, we did a big signing of it a big celebration and we were like, this is great. You know, now you need a team to go implement it. So it's not just sitting around on somebody's desk, you know, but that these dollars can get to communities that the policies can actually be changed. And uh and the president and his team turned around and said, yeah, we're gonna create an office and they called and notified us and I was excited and then they said, well, if you, you know, you help to get us here, how can you, you know, can you join the team to help us make this a reality audience? So, uh that's how I was brought into the, to the White House for the first time, I did not have a lot of suits or any of that. I wasn't like a lifestyle government person. I was purely a survivor and activist that fought for um policy that became law and was empowered to be a part of the change. And so our office was created in September of 2023. Uh And so we just turned a year old, the first ever office of its kind. And we're focused on prevention and really implementing uh a public health approach to what is now a public health crisis. And President Biden was the first president in history to name it a public health crisis. The US surgeon general this year uh released an advisory um confirming that this is a public health crisis. And so the president has been pushing for solutions that are beyond just law enforcement. But how do we think about our mental health supports our housing strategy, even our export strategy and import of goods? Like how are we thinking about keeping dangerous weapons from coming into certain communities or leaving this country and harming other countries? Um But the entire government uh really can play a role in addressing this crisis. And that's what our office has been tasked with, is thinking about how we implement this big law, but also innovatively thinking about how the rest of the government can help us address this crisis. That's a great story is there. Can you point to maybe one or two specific things that your office has done over the past year that you think have been really stand out for just one or two. I'm sure there's a lot. Uh, ok. Well, yes, my favorite highlight highlight real. Um, well, a big one was we talk a lot about illegal guns in America and all the criminals have guns and they're gonna get way, but there's very little, uh, regulations that have been done to really track down and deal with the source of illegal firearms. And so our administration uh actually did the first study of, of gun trafficking in 20 years and figured out where guns are moving. Um who, what is the source of these illegal guns? And how are they getting into the hands of youth that are under age or domestic abusers that are prohibited? And we found some very big things. Uh One, we found the number one source of illegal guns are unlicensed private sellers. So people who are selling guns online on social media at gun shows and most of these folks really have been flying under the radar for a long time. Uh And the way that the policies have been written, they weren't even required to become licensed. And so we changed what it meant to be engaged in the business. And now those folks must be licensed and to give you some scale, that's about 20,000 dealers that were unlicensed that were moving guns under the table that now has to be licensed, have to conduct background checks. We also found that gun trafficking itself wasn't a federal offense so you could traffic firearms and get a written warning or fine. Uh, and that is mind blowing to me. I mean, we found, uh, one person who trafficked 100 and 3000 guns, uh, and was never federally charged. So we made that now federal offense, there's over 600 people that have now been prosecuted for moving guns illegally. And all of that was born from the study. Uh And then the, the existence of our office and this administration's initiative to push forward on these levers to really make sure that we're not just cracking down on that young 13 year old that has a gun to protect himself, maybe illegally, but to protect himself. But we look at who's profiting from this, right? Who's sitting on a yacht somewhere, right? Um And really making money off of these guns that are pushing into our communities uh and causing harm. And so that was one big project, I'm really proud of. Um Another one is that we invested a historic amount of resources. Uh We actually made the biggest investment in youth mental health in American history, uh creating the 988 crisis lifeline that I think people should know about. If you don't, you should save it in your phone. But um now just like you call 911 and you have emergency dispatchers to support you in an emergency. If you call 988, you have registered therapists that are in your region that can help you if you're in a moment of crisis, whether that's harming yourself, harming someone else or you're experiencing or witnessing something. Uh So we helped build that. Uh We also um added uh 14,000 school based mental health professionals to our school systems. Recognizing that so many of our youth are in serious mental health crises right now. And frankly, they just need a trusted helping hand. That doesn't, that may not be a a 988 phone number. It might be uh that guidance counselor or that coach that's now trained in skills to deal with uh mental health challenges. And so uh we're excited that those 14,000 individuals are being trained and deployed into schools and that's a part of our strategy as well. You know, how do we prevent that moment where someone picks up a gun and causes harm? And how do we put dollars in that? The same way we have historically put dollars into holding folks accountable and going to get the bad guy. Oh, that's interesting. Um And I, my big question for you is the thing I keep coming back to with, with gun violence prevention. This whole thing is that, you know, your story happened so long ago, I'm from Newtown, Connecticut where San Diego school shooting happened almost 12 years ago. Now. It just feels to me like progress is so slow and I get very frustrated. I'm sure you, you feel the same way as well, but why, why is it so slow? Why do you think it hasn't, it's taken now for them to establish a gun off the gun violence prevention? Look, I, I think it's very simple. It's leadership. You know, this is the first president to take this issue this serious. I mean, he was the first one to name this a public health crisis. Uh President Biden has done over 50 executive actions on this issue and that's more than any other president combined. Uh If you go back in time of the last two administrations, they've only did four executive actions. So this president has done more than beyond what any other president has done within his power. Uh And again, we, we passed the first law in 30 years. Uh and even with other strategies like COVID relief funds, we put 15 billion of COVID relief funds into violence prevention strategies as well. And so I think it's been hard to see any progress because for too long, um you know, we just haven't had the buy in at the top that this is as serious as it is. Uh And, and I think for too long, we've looked at this as just a mass shooting here, a mass shooting there. Um, but not paid attention to how big of a crisis this is. I mean, this is the number one cause of premature death for all youth in America. But it's been the number one cause of premature death for black youth since 2006. Uh and it's also the number one cause of premature death for black men. And now we're at a point where one in five Americans know someone who've been shot or killed um by guns and gun violence. And I think we've, you know, really neglected this issue until it's gotten to this point of pure crisis for all Americans. And thankfully, we have leadership. Uh and we now have a huge generation of survivors who are activists like myself who are putting pressure on members of Congress who are putting pressure on mayors and governors and even with the bipartisan Safe Communities Act, right? Um So when I was shot, I was shot three days after the failed uh universal background check vote in wake of Sandy Hook, right? Um And when that failed, um the thing you heard from members of congress was, hey, I wanna do something on this issue, but all of my constituents don't want me to take action. You know, I'm hearing too much from my communities that this is not the time, but in 2022 it was the exact opposite. You know, even Republicans, even red states, blue states, rural, rural communities were demanding some type of policy change and some type of legislation to address this crisis. I mean, now 92% of Americans wanna see common sense solutions move forward. And you had 17 Republicans vote for the bipartisan Safer Communities Act. I mean, they voted to enhance background checks. They voted to fund violence intervention programs. They voted for removing firearms from domestic abusers and I was there when the Senate vote happened and I watched Republicans specifically Mitch mcconnell and Met and Mitt Romney high five when it was done, right? They wanted to do what's right. But they didn't have that, that pressure from all angles. And it's unfortunate it took us to get to crisis level for everyone to really put that heat on them. Um But, but a mixture of our added activism and true leadership at the top, I think is what has got us to this point and we are seeing a lot of progress and it's tough because we've been stuck for so long. But things are moving. I mean, last year, uh in 2023 we saw the steepest decrease in homicides in American history. Uh And this year we're seeing a 22% reduction and to make that really concrete, I mean, Boston only has 13 homicides, right? Newark, New Jersey 27 Miami Florida has the lowest homicide rate since the 19 fifties, right? Detroit, since 1967 like the numbers are dropping drastically, even places like Baltimore have seen 20% plus reductions for multiple years in a row. We just left Philly this year. Philly is seeing a 43% reduction. So even though these policies have just changed, the dollars have just hit our communities in a short two years, we're seeing steep decreases because of these changes. And so I don't think it's a time to, to really give up hope. I think we're just getting started now. Speaking of just getting started at, I would be remiss if I didn't mention that in about a month, we have these big elections coming up here in the US. What do you think is at stake here? And, and where do you see the country going in terms of, of continuing the momentum or not that you've built? Yeah, I mean, you know, I'll just be frank, you know, we have done a lot on this issue. Um $30 billion to address public safety, pass the first law in 30 years and over 50 executive actions, all of which focused on this crisis of gun violence. The previous administration brags about doing nothing on this issue. Uh And it already clearly said that they would defund our office. They actually attempted to defund our office already. Um They've already said that they, they're not gonna take any additional action and that this is just how it is. Um And people need to get over it and we know that in our communities, we can't get over it when it's our Children getting on the school bus and having to deal with active shooter drills when it's our cousins and neighbors that are dealing with violence in their communities when it's our aunt or our sister, that's a survivor of domestic abuse and now being threatened with uh lethal force. And so we know as, as an administration that the American people cannot just get over it. We can't just overlook this issue. Uh It's not gonna go away just because we're not talking about it. And we also know that more guns do not make our community safer. So less regulation does not lead to a safer America. And that's how we got here in the first place. And so it's a very clear decision uh of whether we keep building on this momentum and invest in strategies and policies to prevent um, violence before it happens or we just let things play out and, uh I don't think anyone in my community or at least in my family is comfortable with letting things play out. Yeah. Well, Greg, I wish you the best of luck. Thank you so much for joining me. Of course. Thank you. Thanks for having me.

Introducing the inaugural Fortune Fintech Innovators Asia list, a first-time list showcasing 60 leading companies shaping the future of fintech in Asia.

Fortune Fintech Innovators Asia 2024

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The fortune. Fintech innovators list showcases companies transforming the lives of Asia's consumers. Fintech companies in this dynamic region are shaking up the way we shop, pay, ensure invest and Bank Asia is the place where fintech innovation is happening on a scale unseen anywhere in the US or Europe. It's also the place where hundreds of companies are investing billions of dollars to compete for trillions in revenue. Asia is also the place where financial technology is improving the lives of consumers. Like nowhere else, we highlight the region's leading fintech companies and their achievements. We've selected 60 companies in five categories, Blockchain and crypto digital banking payments in sure tech and wealth test. It's great to be on the list. It's a growing recognition of Blockchain, crypto fintech, how it's going to be much more important going forward. Very exciting to be in this uh payment industry, especially right now where there are so many innovations, there's so many changes um transformation when it feels great to be here, the efforts of the 2000 strong employees of G Cash, the innovation that we've done towards our vision of finance for all Filipinos. We're obviously honored as a proudly Singaporean business. We're still growing our company. We're looking for great people to join our team and to expand our offering in Singapore and beyond.

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Joanne Smith, executive vice president and chief people officer at Delta Air Lines, shares how Delta is integrating AI into its hiring process and why she believes keeping human interaction in the process is essential for finding the right talent.

These Are the Jobs AI Will Destroy, Says HR Exec

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Joanne Smith, executive vice president and chief people officer at Delta Air Lines, shares how Delta is integrating AI into its hiring process.

Because you hear a lot of people saying, hey, I was gonna take my Miami job. I know you all have probably heard about that from so many people. So how do you keep company culture strong while also saying it's ok, it's gonna help you. And, and here's how, yeah, I think for them, I mean, there are certain job categories that will probably not be necessary in five years. Um And, you know, I, I think I was, I'll just use my own daughter's um, experience. I told her she need to get a degree in something that was gonna pay for her to live in New York. Right? When my parents said the exact same thing and I went to journalism and I did not listen to that. She was a journalism major life she would love, but she was so mad at me. Um I just, I love creative writing and all that. But, you know, so she went into mis, well, you know, certain mis jobs are just not gonna be necessary and she was like, kind of beating me up the other day. So, um I should have gone into more of that journalism but I think um II, I do think there are some jobs but for the most part that what our story is, you know, and it's easy to have a mission of. No one better connects the world, that's Delta's mission. No one better connects the world and to connect the world you have to be in it. Yeah, so we're not remote, you know, we, we are face to face, we, we believe in the power of face to face interactions. And so it's kind of core to our culture is face to face and human. And therefore, I mean, that's what we just, people are a little nervous about it and some jobs probably will change and go away. But I think for the masses, I mean, 96 8% it's just gonna shift and we're gonna upscale using Gen A I Joanne. Thank you so much for being here. I very much appreciate it. Um So as someone who just took a Delta flight here this morning, I can tell you that I have seen firsthand how Delta is using A I from a customer facing side. Um and I know that you're also transition to using it or have already transitioned to using it from an employee and internal side. Can you talk to me about, you know, the best and worst use cases you've seen at Delta for using it? Well, first of all, thank you very much and it's, it's really great to be in a small group and it's, we were talking about how this is a small community and, and so many of us are connected. And so it's really fun to be in a, in a group of hr professionals. And so, I mean, they're, you know, the, the kind of the sky is endless of possible use cases. And I think the biggest challenge we have are finding the ones that we can implement. Uh, there are some big kind of secret ones that we can't talk about that are, are gonna take some time, we're getting building partners. But then there's a lot of little use cases that are just going to and you make what we do and, and with our partner service now is one of them. It's just kind of just the day to day job easier and get back to the old fashioned good work of hr and I, I, I think that is kind of what my most exciting news cases are is when we can get the tools in our hr business partners hands to do kind of stuff that they have to hunt all over for and make decisions on when there's probably someone that has done it before and has can, can benefit from that decision. And when the model learns and how much faster that can go, makes our, makes our B HRB PS more strategic. So that is one of the exciting use cases now is just how do you get all that information that lays in lies in the system? I mean, we're on a customer facing side. I mean, we've been using A I for a long time but I, one of the challenges I see is there's different, varying degrees of understanding of generative A I and the step change function and what it's capable of doing versus data science and analysts, uh analytics and uh machine learning. So that that is something. So we're using one method of, of really not so much generative A I yet but with our customer facing jobs or on the phone, you know, so all of our policies are procedures and we handle calls for KLM and Air France and Aeromexico and some policies are a little different. We whether we fly that airline, maybe it's as simple as a pet in cabin might be different restrictions on an airplane with this size under the seat versus this size, you know. So our, our agents used to have to kind of go through so many documents to find the right answer. So we've had um roughly 6000 interactions of making those answers better and faster, better service for our customers. Very cool. What do employees do? They come to you and say, hey, Joan, I wish I had this thing that would make my life easier. And can we use A I do this? Is there a top thing that they say to you with that? Well, II I think the the employee needs are always and I we live in the airline business. So um what one of the best benefits and why people are attracted to the airline bus business is travel. Um So we make the world accessible and what they'd like to do is be able to predict because as an airline employee, you go behind the revenue paying customers, but they wanna do is predict. Am I gonna get on the flight with some certainty? And some of the things that happened last minute at an airport, if uh you know, some folks move their flights up early, you know, they go stand by, they stand by for an earlier flight that moves that employee down that pecking order. So if we can be more predictive in our travel benefits for our employees, um that's a huge benefit. But again, I don't know that that is yet generative A I, I mean that is that is using, using machine learning and A I but what employees aren't asking us yet, but they will um is I've got these skills, I need those skills to get this job. And how can learning models be adapted to me and my personal learning style. That's game changing. Speaking of skilling, because I'd love to talk about that. How are you using it currently to upskill A I or upskill your employees and attract new ones to the company? So, you know, for the past two years, we have been using the time and, and we're a business that doesn't really have a lot of attrition. I mean, we're pretty stable work with modest growth every year. The pandemic kind of changed that, you know, like this. But, but typically, you know, we are, you know, modest growth, not, not a lot of turnover. Um So we use the pandemic as a time to look at all of the inventory of the skills for the 450 plus jobs that we have at Delta, I mean some jobs, pilot mechanic, flight attendant, but then there's varying degrees of mechanics and then for our uh strategic jobs, our merit positions. Um you know, there are so many different and revenue management analyst is different than a airport. Customer service analyst is different. So we've been using this time to really inventory all of the skills required for the job. Um then actually have they built a skills based to be for you to input what your skills are. So the skills first approach that we've been on for the last year is really taking off and we're now developing a talent hub. So you can see these are the skills I have. This is the skills I need. It's much more transparent. How do I get from job A to job B the future when we're able to actually use our own data and our own policies, our own culture, values and build that information internally, then the the power of, of learning, you know, how you use generative A I to adapt my style of learning and what skills I need to the content. I mean, we have hundreds of thousands of uh learning and development um on ramps every year. I mean, people are using our, our systems but they're not customizing it and to the way that A I is gonna allow us to customize it. you know, I was at, um, our most powerful women summit in California last week and we had this great conversation about A I and using it to hire a diverse workforce and who's doing it, how they're doing it? Are you looking at that at Delta? And has it helped, has it hurt? How do you, how do you look at bias and, and A I? Yeah, I mean, that is one that I think we're all struggling. So I know that there's some experts here at the table and I'm probably way far down the, the, you know, I'm not that expert at it. You know, we used for, you know, years ago, we were, you know, dabbling a little bit more with A I in the interview process, we interview all of our, um, candidates face to face. Um, but we're dabbling a little bit with A I, but I mean, the regulatory issues are gonna be, you know, something of a challenge but also, you know, our value, we are deeply rooted values company. So we, we never will take the human, you know, out of that human resource hiring and human is gonna be in the loop, but we can't possibly go through 2 million applications for 10,000 jobs um without use of some A I applications behavioral assessments. So we do rely on our partners a lot. As many of us in the room, at least, maybe not many Delta as limited capital and as hr leaders, I'm sure we've heard this story. It's always tough to kind of debate with your customer, our service people who's gonna get the capital. And so we have to be able to depend on our partners. Thank you very much to meet you here to kind of build those solutions within those tools that we will be using. Interesting. Where do you think is the biggest um pitfall that you see of, of using A I and implementing it at Delta? Well, you know, I I for, I can't speak right now at Delta and, and, and I, if my, if my boss is listening right now and he might, I say we need to learn it right? I think he knows it. I think the biggest issue is we got under have a level of understanding and change management that's gonna be required because the pitfall to me is you don't wanna go chase the chi shiny objects and get on this train, this train of A IJ of a I, but then, you know, you really have to understand what it can do for you and where, what you wanna bypass on, you know, don't be, don't feel like you have to rush to it. And then, but I think the understanding is how do you make people's lives better? How do you make our employee experience better? How do you make the customer experience better? We're not looking at it as a productivity initiative. People say, oh, you know, this means a I means you're cutting heads. No, we're looking at ways to work differently and make the experience better. I think that's what I was exactly going to ask about. Next is the fear because you hear a lot of people saying, hey, I was gonna take my Miami job. I know you all have probably heard about that from so many people. So how do you keep company culture strong while also saying it's OK, it's going to help you and, and here's how, yeah, I think for them, I mean, there are certain job categories that will probably not be necessary in five years. Um And you know, I, I think I was, I'll just use my own daughter's um experience. I told her she needed to get a degree in something that was gonna pay for her to live in New York, right? My parents said the exact same thing and I went to journalism and I did not listen to that. She was a journalism she would love but she was so mad at me. Um, I just, I love creative writing and all that. But, you know, so she went into mis, well, you know, certain mis jobs are just not gonna be necessary and she was, like, kind of beating me up the other day. So, um, I should have gone into more of that journalism. But I think, um, II, I do think there are some jobs but for the most part that what our story is, you know, and it's easy to have a mission of. No one better connects the world. That's Delta's mission. No one better connects the world and to connect the world you have to be in it. Yeah. So we're not remote, you know, we, we are face to face. We, we believe in the power of face to face interactions. And so it's kind of core to our culture is face to face and human. And therefore, I mean, that's what we just, people are a little nervous about it and some jobs probably will change and go away. But I think for the masses, I mean, 96 8% it's just gonna shift and we're gonna upscale using gen A I, what advice would you give to the people here in this room? I think specifically around people looking to build or buy with A I models. I'm sure a lot of people here are thinking about that. How, how are you looking at it. So I think for right now it hr um we are buying license agreements. Um but the real power of being able to use it with your own, like again, the large language learning will have to come when you're building it. And so maybe not right now, but we're thinking of a future for building, but we're not gonna get that overnight. Um And so you, you'll buy the things that will be just really transactional opportunities to make things work go faster and slightly better. But if you really wanna make a, I use learning and development a lot, if you really wanna start, you know, customizing to your data, to your policies, to your culture, we're gonna have to build some of that internally because we're firewall on, you know, off everything else, right? So, but, but I think it's, it's gonna happen and it's just for hr at least we're not gonna get the capital prioritization right yet. So we're gonna defend a lot of the, of the build. I mean, excuse me, of the buy all. And last question for you, Joanne, what keeps you up at night? Relating to A I and hr what do you, what do you think about before you go to bed? You know, I I'm not, you know, I think what's the threat in society is like, you know, I, I think that there are some real um like pitfalls there that we've gotta be as you know, I'm, I'm reading about countries that are doing education um for students to understand what's real and what's not. So, I, you know, I think I'm more worried kind of societally, you know, like what are, what are we telling our teaching, our, our students and how do you start to prepare for it? And, and I would say I'm excited about the opportunity. I think that embracing it, it's very darwinism, right? You gotta adapt die, right? So this is gonna happen, you know, this, this is gonna be more disruptive than the internet. Um It's not gonna happen overnight, but we're all gonna have to adapt. Perfect. Well, thank you so much, Joan. I appreciate it. And now we're gonna join for a discussion and open up to everything. So thank you very much.

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