California, African Leaders Meet in San Francisco Climate Forum

San Francisco Staff 2 on April 28, 2026

California and African leaders convened in San Francisco during the 2nd Annual California-Africa Climate and Economic Forum at the Exploratorium, bringing together state officials, international delegates, and institutional partners to advance cooperation on clean transportation, climate action, and trade development, alongside formal agreements with Kenya and Nigeria.

Forum Convening and Institutional Participation in San Francisco Climate Week

The forum took place during San Francisco Climate Week and was organized by California Transportation Secretary Toks Omishakin, who gathered state climate and transportation officials alongside international delegations and external partners. The event was held at the Exploratorium in San Francisco and formed part of a broader series of climate-focused engagements involving California and African nations.

Participants included representatives from Kenya, Nigeria, Uganda, Ethiopia, and the Democratic Republic of the Congo, reflecting a multi-country engagement aimed at deepening cooperation on shared climate and economic priorities. The forum also involved contributors from California state agencies, academia, and industry organizations focused on infrastructure, energy, and transportation systems.

California officials emphasized that the forum was structured to support practical collaboration rather than symbolic dialogue, with sessions designed to connect policy discussions with implementation pathways. The gathering was framed within ongoing efforts to align state-level initiatives with international climate and economic development strategies.

Clean Transportation, Energy Transition, and Climate Cooperation Priorities

Discussions at the forum focused heavily on clean transportation systems, including the decarbonization of ports, freight corridors, and urban mobility networks. Participants examined strategies for scaling zero-emission transportation technologies and expanding infrastructure needed to support electrification and sustainable mobility.

Clean energy development was also a central theme, with attention given to renewable energy integration, grid modernization, and innovation in low-carbon technologies. California agencies outlined existing state programs aimed at emissions reduction, while African representatives discussed national priorities linked to rapid urbanization and infrastructure expansion.

The forum also addressed sustainable aviation connectivity and broader transportation system integration across regions. These discussions highlighted the importance of aligning aviation, shipping, and land transport systems with climate objectives while maintaining economic growth and trade efficiency.

Panel sessions included representatives from the California Energy Commission, California Public Utilities Commission, Governor’s Office of Business and Economic Development, and the University of California, Davis Institute of Transportation Studies, along with international partners contributing technical and policy perspectives.

California Agreements with Kenya and Nigeria on Climate and Trade Cooperation

California formalized cooperation with Kenya and Nigeria through memoranda of understanding aimed at strengthening collaboration in clean transportation, climate action, and economic development. These agreements establish structured frameworks for cooperation in zero-emission transportation systems, sustainable freight, clean energy innovation, and resilient infrastructure development.

The agreements also include provisions for workforce development programs and knowledge exchange initiatives between California institutions and African partners. These mechanisms are intended to support technical collaboration and shared learning in areas such as transport electrification, energy systems, and climate adaptation strategies.

Kenya’s Special Presidential Envoy for Climate Change, Ali Mohamed, and Nigeria’s National Council on Climate Change Director General, Omotenioye Majekodunmi, participated in keynote discussions, outlining their respective national approaches to climate policy and development priorities. Their remarks emphasized the role of innovation, investment, and human capital development in advancing bilateral cooperation.

The memoranda were presented as long-term collaboration tools designed to support ongoing engagement rather than short-term initiatives, with emphasis on sustained coordination across policy and technical domains.

Trade Cooperation and Economic Linkages Between Regions

The forum also addressed trade cooperation between California and African economies, with discussions focusing on expanding economic exchange in sectors linked to clean technology, sustainable development, and innovation-driven industries. Officials noted existing trade flows and the potential for further expansion in goods and services tied to climate and infrastructure development.

California exported nearly $800 million in goods to African markets in 2022, a figure cited in discussions as evidence of established but expandable economic ties. Participants explored opportunities to strengthen bilateral and multilateral trade relationships in alignment with climate objectives and sustainable development goals.

Africa’s projected demographic growth, including its expected share of the global population by 2050, was referenced in discussions as a factor shaping long-term economic and policy engagement. The African Union’s increasing global role, including its participation in international economic forums, was also noted as part of the evolving geopolitical context.

Representatives from California emphasized the alignment between trade expansion and climate action, particularly in sectors where innovation and investment intersect with emissions reduction and infrastructure development.

Institutional Framework and Long-Term California-Africa Collaboration

The forum was organized by the California State Transportation Agency’s international team in partnership with the UC Davis Institute of Transportation Studies’ Center for the Global South and the Bay Area Council. This institutional structure was designed to support ongoing cooperation and facilitate future trade and technical delegations between California and African partners.

State officials from California participated throughout the forum, reinforcing the state’s commitment to sustained international engagement on climate and economic issues. The discussions were framed as part of a broader effort to align innovation, investment, and policy across jurisdictions to support scalable climate solutions.

Speakers from academia, government, and industry highlighted the importance of integrating technology development, venture investment, and policy coordination to accelerate clean energy and transportation transitions. The forum emphasized structured collaboration as a mechanism for translating shared priorities into implementable initiatives.

Officials described the forum as part of a continuing process to deepen institutional ties, with agreements and partnerships serving as the foundation for expanded cooperation in climate resilience, economic development, and infrastructure modernization across California and African partner nations.

Are You Facing Retaliation For Filing a Sexual Harassment Complaint?

San Francisco Post Staff on April 28, 2026

Sexual harassment remains a serious issue across many industries. While more employees are speaking up, retaliation is becoming more common, often in subtle forms that are hard to spot or prove. It may not be the obvious behavior of the past, demotions and abrupt firings, but it’s still happening. Recognizing those early warning signs can make a difference if the situation escalates.

What the Law Protects

Employers may not retaliate against an employee for reporting sexual harassment or taking part in an investigation. That protection applies even if the claim isn’t proven. It also extends beyond direct actions, such as termination. If coworkers or supervisors create a hostile environment after a complaint, and the employer allows it to continue, that can support a claim of retaliation.

Common Signs of Subtle Retaliation

One of the first signs is a shift in how you’re treated on a day-to-day basis. This can include:

Being left off email chains or meeting invites
No longer being asked for input on work you used to handle
Having decisions made without your involvement

Another pattern shows up in workload and scheduling. Changes may seem minor at first, but over time they add up:

Being assigned last-minute tasks or unrealistic deadlines
Getting scheduled for undesirable shifts or forced overtime
Losing the flexibility that others on your team still have

Performance issues can also start to appear out of nowhere, and may be connected to a broader effort to build a paper trail. Someone with a solid track record may suddenly face criticism that feels exaggerated or inconsistent with past reviews. Small mistakes may be documented, and rules that were rarely enforced may suddenly apply to you alone.

When Retaliation Comes From Others

Not all retaliation comes directly from a supervisor. Coworkers may distance themselves, avoid communication, or treat you differently after a complaint. In some workplaces, support disappears, and everyday interactions become tense.

The same can happen with outside individuals. If a vendor, contractor, or customer continues inappropriate behavior and is still permitted access to the workplace, that raises concerns. Employers are expected to step in and address those situations.

What to Watch For Over Time

Retaliation often builds gradually, affecting your role through accumulation rather than a single decisive act:

Fewer opportunities for advancement or training
Being passed over for projects without explanation
Increased monitoring compared to coworkers

What You Can Do

Reporting the behavior through internal channels creates a record that the issue continues. Retaliation claims are most often filed through a government agency, such as the Equal Employment Opportunity Commission (EEOC) or a state agency that handles workplace rights, usually with the help of an attorney. In some cases, claims may be filed with both.

These processes can be complex and time-sensitive, and missing deadlines or omitting important details can affect your case. Having an attorney handle the process can make it much easier and help protect your rights. After the agency reviews the charge, you may receive a right-to-sue letter, which allows you to proceed with a lawsuit if needed.

Attorney J.J. Dominguez of The Dominguez Firm explains what to do in this situation: “You should not face retaliation at work for coming forward with a sexual harassment complaint. If your workplace becomes hostile or you’re treated differently after doing so, document what’s happening and speak with an experienced workplace sexual harassment attorney. They will protect your rights before key deadlines pass, or evidence is lost.”

DIsclaimer: This article is for informational purposes only and does not constitute legal advice. Every situation is different, and readers should consult a qualified attorney for guidance specific to their circumstances.

Day: April 28, 2026