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Move over, "The Bachelor." The royal wedding of Prince Harry and Meghan Markle — now the duke and duchess of Sussex — was a huge ratings draw.In the US, about 29 million people tuned in on Saturday morning, according to Nielsen's total of the 15 channels that showed the wedding.Some viewers awoke at 4 or 5 a.m. ET to watch the arrivals. But the ceremony officially started at 7 a.m., so that's what the 29 million figure measures.Between 6 and 9 a.m. ET, including the arrivals and the procession afterward, NBC averaged 6.4 million viewers, ABC averaged 6.3 million, and CBS had 4.8 million. On cable, Fox News had 1.9 million, CNN had 1.8 million and MSNBC had 1 million viewers.In the UK, the ratings were higher for Prince William and Kate Middleton's wedding in 2011.Those nuptials averaged 24 million viewers there, while Saturday's festivities averaged 18 million viewers.Still, it was "by far the biggest television event of the year" in the UK, The Guardian reported.The UK has a total population of about 66 million.The US has five times the population. Markle is an American woman who married a prince, so it makes sense that this wedding stirred more interest in the US.William and Kate's wedding in 2011 started a little earlier in the morning, on a weekday, and averaged 22.8 million viewers in the U.S.Nielsen said the official average for Harry and Meghan was 29.2 million, but that only counts people watching on TV at home. An unknown number streamed the wedding on mobile devices.There was strong interest later in the day, as well. Cable news ratings remained high all day long. CNN rebroadcast the wedding in prime time and averaged 1.6 million viewers, out-rating Fox and MSNBC. 1725

More brands and businesses are becoming vocal in the movement for racial justice and equity.Some are taking it a step further, pledging donations and changes in their own practices to address workforce inequity.Adidas, which also owns Reebok, is pledging to increase the number of black and Latino employees it hires by the end of next year, saying at a minimum 30% of all new positions.The NFL also made recent specific pledges to hire more people of color in front office and coaching positions. It also made an immediate rule change that future head coaching positions need to include at least two interviews with external, minority candidates.“There's good evidence (that) both increasing the quality of a climate in the workplace and increasing the diversity of the workforce tends to be associated with better outcomes, especially in companies that are trying to be innovative in their production process, marketing and the like,” said Donald Tomaskovic-Devey, UMASS equity and inclusion expert.There are proven methods for increasing diversity, equity, and inclusion in the workplace. They include setting clear measurable goals, being transparent, and companies holding themselves accountable.Experts say it’s not only good for employees and business, but this shift in speaking up and change by industry leaders can spark even more influence.“You could imagine firms saying I’m not going to support the reelection campaigns of candidates who are making racist statements or stoking racial divisions,” said Tomaskovic-Devey. “Again, that’s putting your money where your mouth is.”Experts say another practical way to invoke change in the workplace is to treat complaints of bias, unfairness or discrimination as managerial problems to be solved, not legal issues. 1779

NASHVILLE, Tenn. - When it comes to time off, managers can ask questions to an extent in order to confirm an employee is following CDC and local health mandates.Businesses are legally allowed to ask employees about potential exposure to COVID-19 if it helps keep the workplace or customers safe. Attorney Rebecca Demaree said if an employer does not treat every employee the same way, they may find themselves in hot water."Should you ask 'well, if you're going to that protest activity, we're going to make your self isolate for 14 days because we know there are going to be a large number of individuals,' and then you take a similarly situated employee who says 'at Christmas I'll be with 20 of my relatives,' and you don't treat them the same way, the question could be are you doing that because you're trying to stifle a protest or a First Amendment activity?" said Rebecca Demaree.Demaree counsels companies on labor and employment law. She said health screenings when employees return to work after time off make sense in most high-contact industries."That's going to be important for the employers to keep customers and fellow employees safe," Demaree said. Demaree advises a good questionnaire doesn't include questions that can make an employee feel singled out."They're not questions about 'who were you with?' 'Where were you?' What were you doing exactly?' But they are more designed to lead to those questions if more information is warranted," she said.Additionally, friends and families should not compare their return to work processes because different industries are doing it differently. New questions are also likely to be asked in 2021 when vaccines are available. Some employers may be able to require workers to get the shots.This story was first reported by Hannah McDonald at WTVF in Nashville, Tennessee. 1841

NASHVILLE, Tenn. (WTVF) — Grammy-winning country music artist Joe Diffie died due to complications of COVID-19, according to Adkins Publicity.Diffie, 61, told his fans he tested positive for the virus on Friday, March 27. His management company announced his death in a press release Sunday.The country star was a successful singer/songwriter in the 1990s, Diffie also wrote hits for artists like Tim McGraw, Conway Twitty, and Jo Dee Messina. He has more than 20 top ten hits.He's recently known for hits ranging from Jason Aldean (“1994”) to Chris Young (“Raised On Country”) 585

NASHVILLE, Tenn. -- A Nashville ride-hailing driver is using the money she earns to make meals for the homeless.Kerry Wiles is a full-time scientist at the Cooperative Human Tissue Network at Vanderbilt University Medical Center.When Wiles was diagnosed with breast cancer in 2018, she made a bucket list that included driving for Uber and Lyft."I thought 'I'm going to make a bucket list of everything I've wondered about' and this was on it," said Wiles.Within a couple days, Wiles knew she liked the gig."What I found is I really like talking to the people. I like meeting them and sharing my favorite spots in Nashville," she said.But Wiles also discovered quickly that Nashville's homeless population is sizable and growing."As I was driving around I would notice the same people in the same spots and I noticed a lot of new homeless," she said.A week into it, Wiles began making meals for the homeless."If I have a rider with me, they're kind of amazed," she said.Wiles uses the fares and tips she receives to pay for the lunches. She hands them out during her shifts."If you leave a tip I match it... everything I need to make the lunches is basically subsidized by my tips and rides," she said.Wiles has her route down to a science now. On Saturdays and Sundays, she typically hands out more than 100 lunches.This summer, a customer started to help after hearing about what she does."It's the best thing in the world," said Ryan Caldwells. "It's a humbling experience. When I was a bellhop, I would see people freezing and under bridges and it just didn't sit well in my soul.""We started talking about his goals and dreams and he said he wanted to work with the homeless. I love having his help. He's energetic and an amazing 24-year-old kid," Wiles said.Recently, the duo started writing down the shoe sizes of people in the homeless community to get them boots for the colder months.WTVF's Hannah McDonald asked, "How do you fit this all into your week?""What's important you fit into your week. You just have to determine what's important. When you stop and evaluate life, there are a lot of things that become important to you whether that's the legacy you leave behind or the ability to inspire someone else," said Wiles.Learn more about Homeless Helpers Lunches on Facebook.This story was originally published by Hannah McDonald at WTVF. 2361