South-Carolina
What Can South Carolina Learn From California's Wildfires? – FITSNews
by DIANE HARDY
As a business owner in the city of Greenville, South Carolina I was concerned when city employees shared reports of discrimination against white men in Greenville’s police department (to be clear, they were referring to the city police department, not Greenville County Sheriff’s Office). As I dug deeper, I learned that the hiring practices they described likely stemmed from Greenville’s full-throated embrace of Diversity, Equity, and Inclusion via the adoption of a 40-page document titled, DEI – Demonstrating Commitment to DEI through Action.
The document (.pdf) contains, among other things, pages upon pages of detailed graphs and pie charts separating all city employees into one of seven racial categories. Next, it encourages acquiring the preferred percentages in each category so city employees can racially reflect Greenville demographics.
Spending taxpayer resources to create a document outlining plans to expand equity (which is not the same thing as equality) in hiring is one thing – but what are the real-world consequences of this new vision for our community?
Would most Upstate citizens support this vision?
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What does the document mean, for example when it states, “the purpose of the DEI Initiative is to establish a road map for future actions… we recognize DEI is a journey, not a program. Our success is built not on promises but on action.”
One might wonder if other cities in our state have similar “action” plans?
Also, what specific actions are they talking about? In Greenville, it started with the hiring of a Chief Diversity Officer within a posted salary range of $86,400 – $121,200 – an employee who is tasked with, amongst other things, designing and implementing “citywide customized diversity programs and training” while also coordinating an annual “Equality Index submission to the Human Rights Campaign.” For those of you unfamiliar with its work, the Human Rights Campaign (HRC) is a discredited left-wing non-profit responsible for creating report cards on adherence to ever-changing LGBTQ+ standards
The salary for this new DEI Officer? Let’s just say it stands in sharp contrast to the pay range of a new police officer who is expected to put his or her life on the line for $53,000 – $58,000.
This plan also involves a reshuffling of the city police’s priorities. No longer is reducing serious crime listed as the department’s top priority. Strategic goal No. 1 is now “supporting DEI initiatives.” Let that sink in for a moment— reducing serious crime along with maintaining safety and order are now secondary to DEI for Greenville police.
As of January 2025, this remains on page one of the Greenville police department’s strategic plan for 2023–2027:
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Of course, we are all heartbroken by what we are witnessing with the tragic fires in Los Angeles, but the crisis has also caused many to think about local governmental policies – and how they impact responses during disasters. Sadly, Californians are learning the hard way that not having the most qualified people in positions of authority and public safety can have deadly consequences. Many are now realizing it’s best to hire people based on merit, not melanin content or sexuality.
Unfortunately, the problems with these policies usually don’t come to light until there is a tragedy.
While the list of local governmental failures in southern California regarding the fires is long, one of the issues being explored is whether DEI initiatives adversely impacted the effectiveness of the agency’s response. Los Angeles deputy fire chief Kristine Larson has been blasted for saying:
“You want to see somebody that responds to your house, your emergency, whether it’s a medical call or a fire call, that looks like you. It gives that person a little more ease, knowing that somebody might understand their situation better.”
In my opinion, this is a racist statement. Are we really supposed to believe when someone calls for the fire department to rescue them, they are thinking, “boy, I hope they have the same skin color as me?” However, this idea doesn’t seem too dissimilar from what we find in Greenville’s DEI plan.
“Our sworn police and fire personnel represent 40% of the City’s employee base and are the most visibly public facing departments within the community,” it stated. “Therefore, building public safety departments that reflect the makeup of our community is an important business objective.”
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In addition to outlining race-based hiring ratios, DEI initiatives have many ripple effects, including countless training sessions which are required for all city employees. Here’s one example of trainings sponsored by the Greenville fire department for all its staff:
- Age and Gender Diversity Training
- Racial Inequity in the Fire Service
- Improving Diversity and Inclusion in Your Workplace
- Understanding and Preventing Microaggressions
Is this really the best use of their time and taxpayers’ money?
DEI impacts extend beyond hiring practices and training procedures. Greenville’s mayor and fire chief are both members of the Racial Equity Economic Mobility Commission, which purports to push for change in the areas of “racial inequities and social justice.” The city has established LGBTQ+ liaisons in the city manager’s office and the police department. Even the Greenville Chamber of Commerce hosts city employees at their Greenville Chamber DEI Summit.
In addition to jeopardizing public safety, are these policies putting Greenville taxpayers at risk for legal payouts? The DEI plan states that the city has worked “to ensure our projects and programs are developed in accordance with civil rights laws.” I am not a lawyer, but while it is very possible these plans as written may be legal, the fallout from implementing them may become problematic given the U.S. supreme court’s 2023 ruling against affirmative action (and other reverse discrimination cases currently working their way through the courts).
After all, the reason I explored this in the first place was because of alleged discrimination in the Greenville police department.
There certainly seems to be a vested interest in maintaining DEI programs that likely extends beyond ideology. There is a lot of money to be made in DEI consulting work, continuing education and employee training, but California has shown us the price paid for policies like these can be much, much steeper than just monetary consequences.
I just hope we can have real dialogue on this topic in South Carolina before it’s too late.
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ABOUT THE AUTHOR …
Diane Hardy is a former nurse anesthetist turned entrepreneur, who recently opened her second franchise bakery in Greenville. She is the Executive Director of the Mom and Pop Alliance of SC, which she founded during Covid upon discovering South Carolina’s over 400,000 small businesses had little representation in our State House. The Alliance provides education, communication, and advocacy for SC’s family-owned businesses. Her passion for South Carolina’s small business is strong, and as such she donates her time to the organization, accepting no salary or government funding. Her love for our state isn’t new. Before launching the Mom and Pop Alliance she was the founder and host of The Palmetto Panel (2014-2019), an annual statewide conference highlighting issues impacting South Carolina. Diane has a bachelor’s degree in nursing and psychology from Michigan State as well as a master’s degree from MUSC.
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South-Carolina
Summer offer leads to EDGE Jayden Broadie’s commitment to South Carolina
South Carolina made a late entrance into Jayden Broadie‘s recruitment, but the Gamecocks made every moment count.
The three-star EDGE from Rolesville (N.C.) announced his commitment to Shane Beamer and South Carolina on July 4, choosing the Gamecocks after a recruitment that remained fluid until the final weeks.
Broadie originally planned to commit this summer before considering delaying his decision into the season. Everything changed after South Carolina offered following a standout camp performance.
His first trip to Columbia was when the offer was earned, and it immediately left an impression.
“After camp they took me on a tour and talked to me about everything,” Broadie told Rivals. “All the coaches showed me love and made me feel like I belonged there. They made me feel wanted.”
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Defensive ends coach Deion Barnes quickly became a major factor.
Barnes worked with Broadie throughout camp, spent extra one-on-one time with him before drills began and showed the type of investment the North Carolina standout wanted to see.
“He definitely pushed me hard,” Broadie said. “He pointed out what I could improve, but he also told me what I did well. I really liked how Coach Barnes really invested his time in me before camp even started. That showed his character.”
Broadie also connected with Beamer.
“I love Coach Beamer’s energy,” he said. “After they offered, he called me a few times and was fired up about me. I love how he carries himself.”
Those relationships ultimately separated South Carolina from the rest of the field.
“They made me feel like a priority,” Broadie said. “Coach Barnes was very invested in me. He told me I would have an opportunity to compete and play early. He made me feel like I could come in and make a difference on the defense.”
Playing in the SEC also appealed to Broadie.
“It is the best of the best,” he said. “You get to compete against the best competition and really see how good you are. That’s what excites me the most.”
South-Carolina
New course offers low-profile distinction in South Carolina Lowcountry
Bill Coore, Ben Crenshaw show off new Anson Point at Palmetto Bluff
The famed designers created a new course that perfectly fits its South Carolina Lowcountry environment.
BLUFFTON, S.C. – Anson Point, the latest design to open by the architectural team of Bill Coore and Ben Crenshaw, is a welcomed change of pace in today’s market of high-profile course introductions. Its subtlety and Lowcountry charms offer a sense that the course has been there for decades.
Those sensations run contrary to most recent course openings in the Southeast. The past 10 years have seen a huge boom in high-profile private golf in Florida, Georgia and South Carolina. In Florida we have seen Panther National, Apogee, High Grove, Soleta, the soon-to-open Miakka and a host of other developments. Georgia has welcomed Ohoopee Match Club and Fall Line. South Carolina has had The Tree Farm, Old Barnwell, Broomsedge, 21 Club and more come online. These offerings are all welcome additions to the golf scene, and they all feel big, bold and new.
Where those courses zig, Anson Point zags. The private course is located near the southern tip of Palmetto Bluff, a 20,000-acre waterfront development with three golf courses, a marina, two village centers, a Montage hotel and a wide selection of nature activities. The course plays inland through mostly pines and oaks before offering marshland views from multiple holes on the back nine.
Opened early this year, Anson Point wasn’t ready in time to qualify for the various 2026 course rankings within this magazine, but it’s easy to anticipate the layout landing coveted spots on the lists as enough raters play it. Palmetto Bluff’s two other courses are the Jack Nicklaus-designed May River, which opened in 2004, and the non-traditional, nine-hole Crossroads by Tad King and Rob Collins, which opened in 2024 and offers a reversible layout.
Unlike many courses within such large developments, including May River, Anson Point is void of surrounding homes. This adds greatly to the tranquility of the experience. Hats off to South Street Partners and Henderson Park, owners of Palmetto Bluff, for taking such an approach on their newest course.
“The scale and conservation ethos of Palmetto Bluff provided South Street with a unique opportunity to site Anson Point on 500 dedicated acres within which Coore and Crenshaw could design a ‘core golf course’ without any single-family homes fronting the course,” said Chris Randolph, managing partner at South Street Partners. “While direct golf frontage real estate has historically driven premium pricing that developers seek when justifying the cost of golf course and clubhouse construction, South Street believes proximity to a world-class golf experience alone should drive even higher premiums across the entirety of the community.”
This approach, which has been the model at several new courses but not all, works well for both golf and homeowners. Residents receive easy access and increased home values with the close affiliation to the course, yet they are not bothered by mowers early in the morning or golfers in their backyards. Most important, the homes don’t impact the golf.
In an era of frequently wide-open golf, Anson differs from many other new developments in that most internal holes — those away from Savannah River’s marsh with its long views toward Georgia — are framed by trees so that the longest view across the course is about 500 yards. This provides an intimate feel that showcases the subtle features incorporated by Coore and Crenshaw.
Coore spent ample time at Anson Point discovering a routing that takes golfers through the woods and out to the marsh on multiple occasions. Coore and Crenshaw associate Ryan Farrow was the on-site lead and handled much of the shaping. The green-to-tee walks are short, the fairways and greens hug the ground, the bunkering is sparse, and areas between the fairways and the woods vary based on what was there at the outset of the project. The design embraces all the features that were available, starting at No. 1.
“There was a really special little quarry area with exposed sand and mossy edges, and we sited No. 1 green right there and used that feature as our guiding light for how to best showcase the land,” Coore said. “That and the beautiful trees and marsh edges.”
There is a mixture of holes, long and short with doglegs left and right. A pair of three-hole stretches on each nine showcase the best of Anson Point.
The par-5 seventh starts wide and gently narrows all the way to the green – players have choices off the tee, on the second shot and all around the green. The long par-4 eighth looks straight in planning, but on the ground players should favor moving the ball left to right. The tiny par-3 ninth plays across a low sandy area to a green set on a diagonal from front-left to back-right.
On the back nine, the par-4 15th is drivable for many players, with a small bunker that looks greenside but is well short and must be avoided. The par-5 16th moves from right to left and is reachable for long hitters, but the hole location dictates how to attack. The long par-3 17th plays toward the marsh, starting in a narrow shoot before the hole opens up to a green with a strong flash at the back edge, all with views of Savannah some 10 miles across the water.
These are all the types of holes that would play differently day to day, and a member would learn the subtle nuances and strategies in time. If it were a resort course, Anson Point might feel a bit underwhelming, as it lacks elevation change, multiple water features and expansive bunkering. But as a member’s course, it is a shining example of the long-term relationship one would seek out.
“We worked hard to uncover and incorporate little details throughout, and I believe it is a golf course that will reveal itself over time,” Coore said. “I imagine members will like and appreciate it even more after years of play.”
At a time when golf development in the Southeast is booming, it is nice to see that a low-profile layout is still welcome in Lowcountry. Gwk
– Jay Blasi is a golf course architect based in California who writes occasional stories for Golfweek and hosts groups of Golfweek’s Best course raters around the world.
South-Carolina
South Carolina Lottery Mega Millions, Pick 3 results for July 3, 2026
Powerball, Mega Millions jackpots: What to know in case you win
Here’s what to know in case you win the Powerball or Mega Millions jackpot.
Just the FAQs, USA TODAY
The South Carolina Education Lottery offers several draw games for those aiming to win big.
Here’s a look at July 3, 2026, results for each game:
Winning Mega Millions numbers from July 3 drawing
05-09-29-47-57, Mega Ball: 16
Check Mega Millions payouts and previous drawings here.
Winning Pick 3 Plus FIREBALL numbers from July 3 drawing
Midday: 6-8-5, FB: 0
Evening: 3-5-7, FB: 4
Check Pick 3 Plus FIREBALL payouts and previous drawings here.
Winning Pick 4 Plus FIREBALL numbers from July 3 drawing
Midday: 7-0-6-6, FB: 0
Evening: 5-8-1-1, FB: 4
Check Pick 4 Plus FIREBALL payouts and previous drawings here.
Winning Cash Pop numbers from July 3 drawing
Midday: 12
Evening: 08
Check Cash Pop payouts and previous drawings here.
Winning Palmetto Cash 5 numbers from July 3 drawing
09-13-14-25-42
Check Palmetto Cash 5 payouts and previous drawings here.
Feeling lucky? Explore the latest lottery news & results
Are you a winner? Here’s how to claim your lottery prize
The South Carolina Education Lottery provides multiple ways to claim prizes, depending on the amount won:
For prizes up to $500, you can redeem your winnings directly at any authorized South Carolina Education Lottery retailer. Simply present your signed winning ticket at the retailer for an immediate payout.
Winnings $501 to $100,000, may be redeemed by mailing your signed winning ticket along with a completed claim form and a copy of a government-issued photo ID to the South Carolina Education Lottery Claims Center. For security, keep copies of your documents and use registered mail to ensure the safe arrival of your ticket.
SC Education Lottery
P.O. Box 11039
Columbia, SC 29211-1039
For large winnings above $100,000, claims must be made in person at the South Carolina Education Lottery Headquarters in Columbia. To claim, bring your signed winning ticket, a completed claim form, a government-issued photo ID, and your Social Security card for identity verification. Winners of large prizes may also set up an Electronic Funds Transfer (EFT) for convenient direct deposit of winnings.
Columbia Claims Center
1303 Assembly Street
Columbia, SC 29201
Claim Deadline: All prizes must be claimed within 180 days of the draw date for draw games.
For more details and to access the claim form, visit the South Carolina Lottery claim page.
When are the South Carolina Lottery drawings held?
- Powerball: 10:59 p.m. ET on Monday, Wednesday, and Saturday.
- Mega Millions: 11 p.m. ET on Tuesday and Friday.
- Pick 3: Daily at 12:59 p.m. (Midday) and 6:59 p.m. (Evening).
- Pick 4: Daily at 12:59 p.m. (Midday) and 6:59 p.m. (Evening).
- Cash Pop: Daily at 12:59 p.m. (Midday) and 6:59 p.m. (Evening).
- Palmetto Cash 5: 6:59 p.m. ET daily.
This results page was generated automatically using information from TinBu and a template written and reviewed by a South Carolina editor. You can send feedback using this form.
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