The Crisis of Black Male Joblessness on Page 7 Are Making Great Professional Here Are the Findings (* Com- Strides in Their Careers

DiversityUrban League Works! Employment/Career & Small Business Guide spring 2007 Vol. 2 - No. 1

A community service of the Business Workforce Development Department of The Urban League of San Diego County  www.ulsdc.org

consequences and inspired brav- Traditionally remembered during Black History Month, ery and courage in those fearful starting with this issue a of escaping. Called “Moses” The crisis of prominent historical figure is by those she helped get on the featured. In this way, African- American accomplishments Underground Railroad, Tubman are celebrated all year long. brought more than 300 people black male to freedom using the system. Her orn into harsh slavery as trips could take weeks at a time, BAraminta Ross in Dorches- all the while evading slave hunt- ter County, Maryland, Tubman ers and the authorities. joblessness married a free African-American During the Civil War, Tubman at age 25. Several years later, served the Union as a soldier, The unemployment rate for black males was 9.5 percent, more fearing she would be sold, Tub- spy and nurse. However, she was man escaped to Philadelphia denied payment for her wartime than twice the 4.6 percent unemployment rate for all males. where she met William Still, the services. She settled upstate, in Philadelphia stationmaster of the Auburn, New York. ccording to a report this month by Senator Charles “Underground Railroad” who Although she married Nelson AE. Schumer (Democrat-New York), for the Senate’s showed the young Tubman how Davis, a man she met in South Joint Economic Committee, the unemployment the escape system worked. Carolina during the war, she was rate for black men is double that of all men in In 1851 Tubman began relocat- never inactive and continued to the United States. Historically, labor market ing members of her family to On- work keeping open an Auburn outcomes for African-Americans have been tario, Canada. Tubman returned center for women’s activities. worse than those for the population as a whole. to Maryland to rescue other Harriet Tubman In 1995, the federal government But the problem is even more critical than ever family members. She is said to honored her with a commemora- before, particularly for young black men with have operated without fear of any c. 1820 - March 10, 1913 tive postage stamp. low educational attainment.

Labor force participation rate is lower...

To create this year’s list, Essence 1. Aetna, Inc., Hartford The percentage of all men either working or Magazine asked more than 60 looking for work (the labor force participation business insiders—headhunters, What makes it great: There are rate) has been declining for years. The rate for human resources representatives, strong employee networks at this black men has been falling as well, but it is 6 research firms and nonprofit health-care benefits company, or 7 percentage points lower than the rate for Great places organizations—to nominate with plenty of opportunities for all men. In 2006, for example, the labor force companies with solid reputations black women to meet others. participation rate was 73.5 percent for all men to work for for hiring, retaining, supporting It also has programs that give but only 67 percent for black men. In other and promoting black women. mid-level employees of color words, one out of every three black males is black women (Unlike other lists that rely on a leadership development training not in the workforce question-and-answer survey in for future top spots. which companies can respond Other pluses: black women, Nearly 40 percent of all black men were not working in 2006... with what they want you to like Elease Wright, senior vice- know, we created our methodol- president of human resources, Together, higher unemployment and lower labor force participation ogy based on discussions with are in place to make key hiring mean that the percentage of black males with a job is substantially those in the know.) decisions. Wright was recognized smaller than the percentage of all males with a job. An employment- We then conducted additional last year by The Network Journal to-population ratio for black males of 60.6 percent means that 39.4 research to find exceptional as one of the top influential black percent of all black men were not working in 2006 (see table). programs and policies within women in business. these organizations that cater The problem is particularly acute among young black men... specifically to our needs. We also 2. Citigroup, New York contacted the Equal Employment Unemployment rates for young men are higher than those for the by Jayme S. Ganey Opportunity Commission to find What makes it great: Citigroup overall population, but the unemployment rate for young black men is out if those under consideration has solid employee-led affinity staggeringly high—21.8 percent in 2006, or roughly twice as high as We surveyed the experts, are practicing what they preach. networks and high-placed black the rate for all young men. asked the tough questions, and Finally, we scoured the staff women. Ann Dibble Jordan sits crunched the numbers to compile of some great companies to find on the board of directors, and a list of companies where black black women who are succeeding Leah Johnson, senior vice-presi- women are not only welcome but at all levels. dent, of global corporate affairs, See The crisis of black male joblessness on Page 7 are making great professional Here are the findings (* Com- strides in their careers. panies listed alphabetically): See 25 Great jobs on Page 14

Stereotypes: obstacles for black workers? 28 When African-Americans apply for jobs, they sometimes know just what’s coming. Lingering If you haven’t heard about The Urban League’s Job Readiness stereotypes of black workers—that they aren’t program, you may be missing out on an important tool to help as hardworking, or as smart—are still forcing with your employment campaign. Check out the important many to fight those perceptions. 11 information inside and find out about a great service. | SPRING 2007 | Diversity Works!

Our customers are some of the most diverse in the world. Our employees, too. We’ve been recognized by DiversityInc., HISPANIC Magazine and ESSENCE. And for six years in a row, Fortune Magazine has ranked us among the Best Companies for Minorities. But a commitment to workforce diversity is nothing new here. It’s part of our culture. And, considering the diversity of our customers, a big reason for our success.

AT&T salutes the diversity efforts of the San Diego Urban League.

600953 10x13d5 ATT.indd 1 8/9/2006 1:25:02 PM Diversity Works! | SPRING 2007 | Let me (re-)introduce you to the Urban League of San Diego County. Since 1953 we have been building bridges between communities of color and corporations/business/government here in San Diego through education, employment, and community development services. Our national history dates back to 1910 when black workers migrated from the rural South to the industrial urban North. When they arrived, they lacked the job skills, education and cul- URBAN LEAGUE OF SAN DIEGO COUNTY he tural awareness to be successful in the urban industrial environment. Additionally, the industrial Trecognizes that an inclusive workforce with a variety of views, North did not understand their culture, customs and behaviors. Consequently, there were a lot perspectives, and backgrounds is integral to our client’s success. of disconnects, firings and under utilized human resources. Ninety-seven years ago (we are the —This unique mixture in the workforce provides unlimited oldest diversity staffing agency in the nation) the National Urban League formed to serve as the ideas and innovative solutions that are imperative to thriving and bridge between the two groups facilitating mutual values, efforts and results. We transformed the Maurice D. Wilson propelling our economy forward. skills, cultures and abilities of the community into productive value-added employees through our programs and services. Also, because of our knowledge of communities of color, we helped EVP/COO, Director of Diversity —The Urban League is dedicated through our extensive net- and Community Initiatives corporations better understand the cultural differences of these new resources and create a win- at the Urban League work of partners and unparalleled reach into the urban market to 619-266-6244 win. Today, there are over 100 affiliates across the nation carrying out this mission, The Urban effectively recruit, train and inspire a diverse workforce and driv- League of San Diego County being one of them. In keeping with changes in society and trends in employment, The Urban League of ing a commitment to inclusion and diversity. San Diego County has undergone a transformation from Social Service Agency to a Social Entrepreneur Business-like Agency. Simply —As a non-profit organization, founded in 1953, the Urban stated, we operate our agency like a business, but maintain our historical purpose and core values. Our approach produces tangible League of San Diego County, is one of more than 100 affiliates -na results and many satisfied customers, both community and corporate. I invite you to take a second look and connect or re-connect tionwide, and seeks to eliminate the equality gap by empower- your company to us. Our 53-year presence here in San Diego gives us a unique edge and we have countless collaborative relationships ing citizens to spread educational information that provides the throughout the County that your company will find beneficial and strategically advantageous. I look forward to seeing you again. tools for social, political and economic success. —Our current services focus on the following areas: [1] Education [2] Housing [3] Employment. Contents —We are committed to helping build a better community.

25 Great places for women to work Cecil H. Steppe INSIDE 14 President & CEO 18 Affinity Groups directories Maurice Wilson Diverse Nation Work closely through the employment network 4 Celebrating Black History Month in San Diego, by referring your constituents to our job bank Publisher/Exec. Vice President, COO Union Bank and KPBS honor local heroes Learning how to manage government contracts 24 Career Development Barbara Webb Lenora Billings-Harris: Diversity Diva? Job Trends 2007: Ready to join the work force Director, Workforce Development Before activating Plan B, consider your attitude 6 Industry Watch Turning a pink slip into green bucks Paul S. Wong II Minimum wage bill divides businesses, Career change: easier than you thought over $8.3 billion in added tax breaks Art/Design Editor The crisis of black male joblessness Urban League’s Job Readiness Program Aflac supports minority business efforts 28 URL 30 Youth Opportunities www.ulsdc.org 9 Doing the right thing: integrity at work Tips for college bound SBA Loans: Highlights of 7 (a) program African-American students Governance Stereotypes: obstacles for black worker Marketplace Non-profit 11 36

Hours of Operation Mon. - Fri. Established in 1910, learn about the history of 8 am - 5 pm The National Urban League and how the San Diego ONLINE AT www.ULSDC.COM affiliate got its start on June 23, 1953, when visit- United Way ing the website. You’ll also Agency Code: 6496 have quick access to The League’s Mission Statement Mailing Address which explains our role in the community and the 720 Gateway Center Drive five-point strategy to imple- San Diego CA, 92102 ment goals. Also, be sure (619) 263-3115 to bookmark the site for (619) 263-3660, Fax your job search campaign. email: [email protected] Explore the pages for important news and information The Diversity Works! Employment/Career & on The League’s Workforce Small Business Guide is a monthly publication Development programs compiled by the Business & Workforce where you’ll find links to Development Department of the Diversity Job Bank, En- The Urban League of San Diego County. trepreneur Network, Work

Readiness Training, and For information on editorial submissions, or display advertising other employment related please call (619) 266-6244 or content. And young people email [email protected]. can tap into The League’s network for scholarship and programs information. As a member of the online community, and the diverse community you live in, The An affiliate of The National Urban League League pledge’s to keep you informed via the internet.

| SPRING 2007 | Diversity Works! Please send your diversity related news and information by Diverse Nation email to [email protected] or call (619) 266-6244 James Kitchen and other locals are Black History Month heroes

is an honor in itself.” education throughout San Diego has been involved for many years Kitchen said his philosophy is County. Honoring their endeav- with a variety of non-profit orga- that in helping others succeed, ors as they positively affect the nizations, including the SDSU one leads a life of fulfillment. African-American community, Center on Aging. “It’s a universal law — we have among others, the annual event is The award for social services to give before we get,” he said. a celebration of spirit and vision. goes to John Johnson, who has “We must plant the seeds before This year’s honorees also include worn myriad hats throughout his we reap the harvest. The more we musicians Jeannie Cheatham career. Among his many commu- sow, the more we reap. And in and her late husband, Jimmy nity roles was his work as board giving to others, we find ourselves Cheatham, for devotion to the chair of the Alliance Healthcare blessed. Tonight, my harvest is arts. Along with performing local- Foundation, which promotes full, and I am truly blessed.” ly, across the country and abroad health and wellness particularly The Black History Month Local for decades, the Cheathams have to the medically under served. James R. Kitchen, Vice President Heroes are chosen for demonstrat- been songwriters and record- Presently along with other posi- of Student Affairs at San Diego ing a high level of commitment ing artists. Their collective pasts tions, Johnson serves on the board Discover your Inclusivity Quotient™ State University, was honored at and community participation. include performing with many of the Neighborhood National a DVD offering by Lenora Bill- the 2006 Black History Month The awards recognize their collec- renowned musicians, such as Cab Bank, a group that offers financial ings-Harris, is a by-product of the (BHM) Local Hero Awards ban- tive contributions of courage and Calloway and Duke Ellington. services to those less fortunate. diversity diva’s inclusion studies quet on Feb. 1. humanity, and they encourage Shawn Farrar, director of Sem- University of California, San across the United States. Kitchen was humbled as he others in San Diego to continue pra Energy’s corporate diversity Diego professor Cecil Lytle is be- A recorded live workshop for all was honored before San Diego Make a difference. As often as affairs, is honored in the business ing honored for his contributions trainers and speakers who want to community members, SDSU that phrase is used, it is always category. As head of her depart- to education. In addition to his engage their entire audience with President Stephen L. Weber, the rejuvenated by exceptional people. ment, Farrar works hard to find many achievements as an educa- a diversity message, Billings-Har- president’s cabinet, Kitchen’s wife, They are the other 2007 Black opportunities that foster diver- tor, Lytle founded the Preuss ris promises fun yet straight-for- his four children and one of his History Month local heroes hon- sity as part of the firm’s business School, a middle and high school ward tips and techniques to help four granddaughters. ored by Union Bank of California growth plans. that provides college prep educa- you connect. “I’ve attended this event every and KPBS. Centre City Development tion for low-income students. The two-hour program comes year since arriving in San Diego, Each year, distinct individuals Corporation community relations In its eighth year, the program with diversity handouts in PDF but never once thought I would are recognized for their outstand- manager Sheila Hardin is a local is a statewide initiative sponsored format. Additionally, it includes be one of the recipients,” Kitchen ing efforts to promote and sup- hero for her community activism. by Union Bank of California to an inclusion assessment specifi- said. “To be recognized with such port the arts, business, commu- In addition to belonging to the honor the contributions of unsung cally for speakers and trainers. esteemed colleagues and pioneers nity activism, social services and Southeast Rotary Club, Hardin ethnic heroes. Visit www.lenoraspeaks.com

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Diversity Works! | SPRING 2007 | Diverse Nation

The Urban League of San Diego Learning how to manage holds monthly diversity government contracts networking luncheons (NAPSI)—Whether it’s a matter just to stay on top of everyday of national defense, homeland production and partnerships. We are pleased to announce this month’s Diversity Works! security, agriculture, transporta- Experts such as the profession- Employer Networking Luncheon scheduled for March 28 at tion or space exploration, the als at the National Contract Man- 11:30 am. Each month we bring together communities of color work of the government is increas- agement Association (NCMA) and corporations to break bread and build bridges. Our purpose ingly being performed by outside believe a contract manager’s skills is to create a dialogue on diversity in the workplace and to facili- contractors. are developed through continuing tate mutual understanding, respect, and appreciation. The federal government spends education and practice. The center of activity is a presentation on diversity from a approximately $388 million on To assist in this effort, NCMA professional in the field. This month’s featured speaker is Dr. contracted goods and services is presenting its World Congress Carrol W. Waymon. During the past few decades, he has been a every year, more than half of 2007, on April 22–25 in Dal- presenter and speaker at several national and regional profession- which is spent on services. las at the Hyatt Regency. The al membership organizations, conferences and workshops, in the United States and in Ghana, Africa. Relying on contractors allows event provides an opportunity to agencies greater flexibility in hir- attend a number of educational He has also published many articles, editorials, professional letters and book, his entitled “On Being ing and staffing for various func- programs and network with other Black In San Diego”. tions, augmenting teams where professionals. Writer, author, lecturer, poet and philosopher, Dr. Carrol W. Waymon has been promoting there is a shortage of government The conference will feature diversity in San Diego for more then forty-one years. He has been involved in all aspects of com- workers, and giving government over 100 presentations on various munity life: social, civic, political, and education, and is widely known and respected throughout San Diego. The recipient of numerous honors, Dr. Waymon holds a B.S. degree in Psychology from Howard University, a Masters degree in Clinical Psychology from Temple University, a Masters in Education from Temple University, and a Doctorate degree in Sociology & Anthropology from United States International University. Don’t miss this inspiring speaker. • Date: March 28, 2007 from 11:30 am to 1:00 pm • Location: Urban League of San Diego County, 720 Gateway Center Drive, San Diego CA 92102, (next to COSTCO) in the Manpower boardroom. • RSVP: Please call Barbara Webb at 691-266-6232 or Maurice Wilson at 619-266-6244, or respond to this email. managers access to needed skills aspects of the contract manage- and knowledge. ment profession. Workshops and • Cost: Lunch is $10 for DW! Partners, $15 for all others (special meals provided upon request). But how do professionals forums will address a wide range handle all of the deliverables and of issues, including: services when the work is being • Alternate Disputes Resolution done at a faster pace than ever • Commercial Contracting before? All organizations, federal • Construction Contracting agencies, federal suppliers and • Contract Basics commercial companies face challenges making sure that all con- • Defense Contracting tracts are fair, fully competitive • Executive and Leadership and unbiased. • Federal Contracting he Multi-cultural Convention With issues such as organiza- • Small Business Services Network is a destina- T tional conflicts of interest, service • State and Local Contracting A recent study concluded thattion in marketing company that pro- contracting conflicts and resolu- NCMA is a membership-based, the information age, a practicalmotes San Diego as a premier desti- tions, and performance-based professional society representing understandingnation. MCCSNof systems is is a an membership organization that mar- contracting facing management the contract management profes- invaluablekets tool San to Diego possess to - per multi-cultural- associations, conven- professionals, training and net- sion. To learn more, visit the Web haps moretions, valuable meeting than management a college companies and leisure trav- working with colleagues is vital site at www.ncmahq.org. elers. We match the needs of incoming conferences and event coordinators with the MCCSN network of San Diego businesses and industry service providers. We are your full service meeting and tourism consultants.

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| SPRING 2007 | Diversity Works!

Industry Watch

Minimum wage bill divides businesses, OCCUPATIONAL OUTLOOK REPORT TO BE RELEASED ON MAY 15, 2007 over $8.3 billion in added tax breaks The annual Occupational Outlook Report is a study of occupations in San Diego County providing infor- By Jim Kuhnhenn, Associated Press mation on education, training and experience require- The rift stems from the new ments most often required by employers in the region. WASHINGTON—America’s businesses Democratic Congress’ deficit-cut- Information on wages, benefits, skills and employment are at odds over minimum wage legisla- ting approach to tax relief, which opportunities is also included. The information can tion, but the rift has little to do with a requires that every tax dollar lost be used by students, career changers, career advisors, $2.10 hourly raise. to a new tax break be offset by curriculum planners, employers and human resource A Senate bill that could win final pas- income from somewhere elsewhere. professionals. sage this week is pitting small businesses It also signals the new Democratic The 2006 San Diego Occupational Outlook Report is and retailers that would benefit from tax majority’s willingness to pay heed now on line. Hard copies & CDs are available for pur- breaks in the bill against the larger cor- to the small business community chase. To place an order please contact us at lmireport@ porations and manufacturers that would even as it irritates larger corporate workforce.org, or call 619-228-2900. have to pay for them. interests. At issue are tax breaks put in the The House version of a mini- This year’s Occupational Outlook Report release event Senate bill as sweeteners to attract Republican votes for the mum wage increase does not contain tax breaks for small will be held on Tues., May 15, 8:30 a.m. in Qualcomm minimum wage increase. The legislation would increase business, a potential obstacle to getting a bill before Auditorium, 6455 Lusk Boulevard, San Diego. RSVP the federal minimum wage from $5.15 to $7.25 an hour in President Bush. House Speaker Nancy Pelosi has said she your name and contact information by May 1, 2007 to three steps over two years. would prefer to address small business needs in a separate [email protected]. The bill also includes business tax credits, deductions tax package. and other tax advantages worth $8.3 billion over 10 years On Monday, a coalition of business owners, including that are designed to help small businesses cope with higher Costco Wholesale (COST) chief executive officer Jim labor costs. Sinegal, called on Congress to pass the minimum wage To help pay for those tax breaks, corporations no longer increase, arguing that it would help business by increas- would be able to deduct the cost of jury verdicts or settle- ing workers’ purchasing power. Congress last raised the ments in liability suits, and their executives’ tax-deferred minimum wage in 1996. pay packages would be capped at $1 million a year. “It’s long overdue,” Sinegal said in an interview. “In my The bill’s critics are especially annoyed that the tax ben- view, it is the best thing for the country.” efits would be short-term while the provisions that pay for In the Senate, Republican critics of the legislation have them would alter tax law for the long-term. argued that raising the minimum wage might force some “The permanent tax law changes here far outpace and businesses to stop hiring entry-level employees. They also outweigh the few benefits,” says Bruce Josten, chief lob- contend that beneficiaries of a higher minimum wage byist for the United States Chamber of Commerce, which likely will be teenagers working part-time jobs, not the opposes the bill. working poor. But few if any Republicans have protested The bill would extend tax breaks that allow small busi- the revenue provisions in the tax part of the package. nesses to deduct up to $112,000 in new investments a year. Ending the business deduction for court settlements, It also would reduce the depreciation period for improve- jury verdicts and fines would generate about $540 million ments to retail properties and extend a tax credit for busi- over 10 years. Josten said such a provision would eliminate nesses that hire low-income or disadvantaged workers. the incentive for companies to settle liability lawsuits out “We think they are all significant,” says Dan Danner, of court. an executive vice president at the National Federation of The cap on tax-deferred compensation responds to Independent Business, whose membership consists mostly congressional and public criticism of large executive pay of business owners with 10 or fewer employees. packages, including a $210 million severance package for Be a part of this year’s ousted Home Depot (HD) Chairman-CEO Bob Nardelli. Career Fair Expo, Thursday, April 26. The Senate bill would allow employees to defer only up to $1 million a year or a figure equal to the five-year 10 a.m. to 4 p.m. at Golden Hall Whether you’re a job seeker or have jobs to fill, the Urban League average of their taxable salary, whichever is less. That cap of San Diego and The San Diego Union-Tribune invite you to be part would generate about $810 million in revenue over 10 of the 2007 "Diversity Works!" Career Fair Expo at Golden Hall, years, according to the Senate Finance Committee. San Diego Community Concourse, 202 “C” Street, San Diego. Brigen Winters, an executive compensation attorney at the JOB SEEKERS can find a position and receive career infor- Groom Law Group in Washington, says the five-year aver- mation from some of San Diego’s top employers. Positions will be offered in all skill areas, including management, pro- age could end up taxing deferred compensation for middle fessional, service, teaching, technical, trades, adminis- managers or employees of start-up businesses who are trative, clerical, engineering, health care and nursing. "ASL Interpreter Provided" offered deferred compensation based on the performance EXHIBITORS’ Career Fair Packages Include: of the enterprise. Booth space; 2'' ad in the Career Fair Expo supplement distributed “It affects various types of compensations for a very at the Career Fair Expo and to over 766,700 Union-Tribune readers on Wednesday, April 25, 2007; company name/logo in directory broad array of employees,” Winters said. listing in special Career Fair supplement; company name/logo in But congressional tax writers dismiss the complaints, directory listing on SignOnSanDiego.com for seven days, with a saying the vast majority of people affected by the cap link to each exhibitor’s Web site; corporate listing in Career Fair promotional ads; corporate listing and link to participant’s Web would be highly compensated executives. site on Urban League’s Career Fair Web site; discounted rate for “These hypotheticals are really red herrings,” said Carol additional advertising in supplement. Guthrie, a spokeswoman for the Senate Finance Com- For corporate sponsorship opportunities and booth mittee. “When most Americans would be thrilled to be information, please call Barbara Webb at the Urban League of San Diego County, (619) 266-6232; able to put away even a portion of the $15,000 the aver- or call Callie Clayton at (858) 513-7077. age worker is allowed to save in a 401(k) every year, it is a For additional advertising opportunities, please call pretty hollow argument that $1 million or 100% of payroll Daryl Brady at The San Diego Union-Tribune, (619) 293-2824. is not enough for executives and managers to add to their tax-deferred accounts.” Danner, speaking of the NFIB’s small business membership, said: “Our guys could not be worried less that you It's the largest career fair in San Diego, with over 6,000 could only roll over $1 million in compensation.” attendees. Booth rentals cost hundreds less than at other fairs.

Diversity Works! | SPRING 2007 |

The crisis of black male joblessness

(Joblessness, continued from Page 1) aged 16 to 24, and half of those aged 25 to 36. Improve- ments in the child care collection system have created a The Problem of Black Male Unemployment Little education means joblessness for young black men... situation in which fathers who are unemployed and unable to make regular child support payments may have a disin- Theis Problem Particularly o f Black Acute Male for Unemployment Young Men i s High unemployment rates together with low labor force centive to find a job. If they were to be re-employed, these Particularly Acute for Young M en participation means that a very high percentage of black fathers would have a substantial portion of their paychecks Labor Market Indicators, 2006 male drop-outs are not working. The percentage of this directed to child support payments, often leaving them (percent) group that was either unemployed or not in the labor force below the federal poverty level. reached 72 percent in 2004, up from 65 percent from just Total Males Males, Ages 16-24 four years earlier. The number of less-educated young black Unemployment Rate (1) men aged 16 to 24 in the labor force declined from 1.03 Black 9.0 9.5 21.8 million in 1979 to 898,000 in 2001. All 4.6 4.6 11.2 Difference 4.3 4.9 10.6 Incarceration poses employment barriers for black men... Labor Force Participation Rate (2) Black 64.1 67.0 52.6 A black man with only a high school diploma has a 30 All 66.2 73.5 63.3 percent chance of having served time in prison by the time Difference -2.1 -6.5 -10.7

he turns thirty. Without a high school diploma, his likeli- (3) Employment-to-Population Ratio hood of having been incarcerated jumps to 60 percent. In Black 58.4 60.6 41.1 fact, a black male in his late twenties without a high school All 63.1 70.1 56.2 diploma is more likely to be in jail than to be working. Difference -4.8 -9.4 -15.1 Source: Bureau of Labor Statistics.

Child support collection creates a disincentive to find (1) The unemployment rate is the percentage of the labor force that is work for half of African -American men 25 to 36... unemployed. (2) The labor force participation rate is the percentage of the civilian non- institutional population that is in the labor force. Less-educated fathers who do not have custody of their (3) The employment-to-population ratio is the percentage of the civilian non- children account for roughly one-quarter of black men institutional population that is employed.

State-by-State 2004 Employment Statistics for Black Men

Unemploy- Unemploy- Percent of Unemploy- Unemploy- Percent of ment Rate ment Rate Black Males ment Rate ment Rate Black Males All Males Black Males Not Employed All Males Black Males Not Employed (1) (1) (2) (1) (1) (2)

National Average 5.6 11.1 37.7 National Average 5.6 11.1 37.7 Alabama 5.3 11.2 44.8 Montana 5.6 2.9 28.5 Alaska 7.9 8.2 25.0 Nebraska 3.7 7.3 27.2 Arizona 5.0 10.7 34.2 Nevada 4.2 6.3 34.0 Arkansas 5.5 13.1 45.5 New Hampshire 4.0 5.3 22.6 California 6.3 11.6 42.7 New Jersey 4.7 9.2 37.3 Colorado 5.7 13.1 31.1 New Mexico 5.4 7.5 40.9 Connecticut 5.1 7.3 34.7 New York 5.9 10.2 42.6 Delaw are 3.9 5.8 33.9 North Carolina 5.1 10.8 40.9 District of Columbia 9.0 15.6 44.9 North Dakota 4.2 1.6 28.6 Florida 4.5 8.2 36.4 Ohio 6.6 15.1 44.5 Georgia 4.6 8.6 33.7 Oklahoma 4.5 9.3 42.2 Haw aii 4.1 2.9 34.7 Oregon 8.0 7.4 34.9 Idaho 5.8 6.4 21.9 Pennsylvania 6.3 16.3 45.4 Illinois 6.0 14.4 47.0 Rhode Island 5.5 10.2 40.7 Indiana 5.2 10.0 42.0 South Carolina 6.7 11.0 38.6 Iow a 4.4 1.4 25.2 South Dakota 3.5 1.6 29.2 Kansas 5.2 12.1 40.7 Tennessee 5.1 12.2 42.8 Kentucky 5.6 13.7 41.9 Texas 6.1 13.3 40.8 Louisiana 6.3 11.7 47.1 Utah 5.2 7.9 22.9 Maine 5.1 2.5 37.1 Vermont 4.0 2.0 33.1 Maryland 3.9 5.8 32.2 Virginia 3.8 7.6 36.8 Massachusetts 5.9 8.3 33.5 Washington 6.2 11.8 37.1 Michigan 7.5 16.4 48.8 West Virginia 5.8 3.9 37.7 Minnesota 5.5 14.0 26.1 Wisconsin 5.6 17.8 45.6 Mississippi 5.6 9.9 45.2 Wyoming 3.4 4.1 25.0 Missouri 5.9 12.4 36.4 Source: Bureau of Labor Statistics.

(1) The unemployment rate is the percentage of the specified labor force that is (2) The percent of black males not employed is the percentage of the civilian unemployed. non-institutional black male population that is not employed. | SPRING 2007 | Diversity Works!

cation to the development of employees, Aflac Corp gives minority community and business. Aflac understands the increasing population of minority entrepreneurs and has in- SBA loans: and small business a boost creased its spending with minority vendors to an impressive $30 million. The Supplier in the right direction Diversity Program helps minority business development through education and train- fact sheet ing. The company brings top-rated work- The Small Business Administration’s shops to the area to further encourage mi- 7 (a) Loan Guaranty Program nority procurement opportunities. Aflac recognizes that the small- business owner wears many hats and is especially SBA may guarantee loans to small busi- concerned and likely to be hardest hit by nesses that cannot obtain financing on rising health care costs. In May 2006, reasonable terms through normal lending Aflac commissioned a study to uncover channels. Specialized loan programs are their greatest concerns. available under the 7(a) program. Two primary concerns included their Some are useful for contract financ- ability to provide affordable health insur- ing, particularly the CAPLines Program. ance coverage for employees (70 percent) Others are the Low Documentation Loan and attracting and retaining employees, Program, the SBAExpress Program, the with nearly two-thirds (63 percent) report- SBA Loan Prequalification Program, and (NAPSM)—By 2007, minorities will own ing strengthens relationships between the ing they are apprehensive about their com- the International Trade Loan Program half of all American businesses, according company and the community by providing pany’s ability to provide a suitable health (discussed below) plus several more. to the U.S. Census Bureau. grants to sales entrepreneurs who represent benefits package. The SBA can guarantee up to 85 percent Armed with this data, Aflac continues their communities. In response, Aflac created a dedicated of a loan that is $150,000 or less and 75 its diversity commitments by providing Since its inception in 2004, 200 new mi- web site for small-business owners, aflacsb. percent on loans greater than $150,000. business opportunities and supporting nority agents have generated over $1 mil- com, that is an online source of informa- The maximum size loan that the SBA can minority-owned businesses through a lion in annualized premiums. The Co- tion for all entrepreneurs to help stream- guarantee is $2 million, and the maximum variety of corporate programs. lumbus, Ga.-based insurer has also been line business costs and minimize concerns guaranty that the SBA can provide is $1 The Diversity Development Grant pro- an important co-sponsor of the Hispanic by extending the same services enjoyed by million, unless it is international trade gram assists sales agents in expanding their Achievement Award for Business Entrepre- many giant corporations. related, in which case the guarantee is recruiting and sales efforts in emerging neurship with Hispanic Magazine. For the Aflac pioneers several mentoring pro- increased to $1.25 million. markets by encouraging African-Ameri- past 12 years, this award has recognized grams to support minority businesses, Loan repayment depends on the bor- cans and Hispanics to start individual sales successful Hispanic Americans for their which constitute a third of the nation’s rower’s ability to repay the loan. Generally operations. This grassroots level of market- professional merits, contributions and dedi- small-business landscape. terms are: · 5 to 10 years for working capital; and · Generally up to 25 years for fixed assets such as the purchase or major renovation of real estate or the purchase of equipment (not to exceed the life of the equipment). Both fixed and variable interest rates are available. The maximum rate is generally 2.25 percent over the lowest prime rate for a loan with a maturity of less than seven years and 2.75 percent over prime for a maturity of seven years or longer. For loans of $50,000 or less, or the SBAExpress and Community-Express programs, the lender’s rate may be slightly higher. Collateral must always be adequate to secure the loan. Personal guarantees are generally required from all principals own- ing 20 percent or more of the business. No loan will be declined for insufficient collateral alone, as long as all available and worthwhile collateral (both business and personal) is pledged as security for the loan.

CAPLines

CAPLines is the 7(a) umbrella program under which the SBA helps small businesses meet their short-term and cyclical working- capital needs. SBA can generally guarantee loans up to $1 million, with a maximum

DIVERSITY WORKS! Diversity Works! | SPRING 2007 | interest rate for loans over $50,000 of prime + 2.25%. Total loan amounts may be What’s the difference between an as high as $2 million. One of the five short-term working-capi- employee and an independent contractor? tal loan programs for small businesses under the CAPLines umbrella is the Contract The definition of independent contractor general discretionary direction? Line, which may be used to finance the vs. employee has come under great scrutiny —Does the individual have control over direct labor and material costs associated in recent years because federal and state when, where, and how the required work is with performing assignable contracts. The governments found that persons treated as accomplished? loan may be revolving or non-revolving. independent contractors didn’t pay their —Does the individual incur non-reim- Due to the flexibility of the Contract Line, fair share of taxes. bursed expenses in the completion of tasks? it is appropriate for indefinite delivery, Thus, government agencies have become Is the individual free to provide similar indefinite quantity and cost reimbursement very aggressive in efforts to ensure that all tasks and services for others outside the contracts as well as fixed price contracts. It persons performing labors are categorized business relationship? may also be used for private sector contract properly. The IRS defines independent —Is there a written, formal agreement financing. contractors as people such as lawyers, defining the scope of work, compensation, contractors, subcontractors, public stenog- conditions, and statement of independent SBAExpress raphers, auctioneers, etc., who follow an contractor basis? independent trade, business, or profession • back taxes Although the above restrictions are not Under the SBAExpress Program, another in which they offer their services to the • penalties and interest on Social Security inclusive and may vary from situation to 7(a) loan, a limited number of lenders have general public. • state and federal unemployment negli- situation, they provide a general outline SBA delegated authority to streamline loan However, determining whether such gence of IRS tests. Just because a business and approval, and primarily use their own pa- people are employees or independent • fraud individual agreed to independent contrac- perwork. Loans may not exceed $250,000, contractors depends on the facts of each • state and federal withholding taxes tor status, that agreement alone doesn’t and may be used for revolving credit or case. The general rule of thumb is that the To determine independent contractor necessarily meet IRS requirements. for a term loan. This program may be an individual is an independent contractor if classification, ask these questions: State requirements defining employees option for contract financing. It should also you, the employer, have the right to control —Is there risk of profit and loss to the should be investigated. It’s common for the be considered when financing subcontract or direct the result of the work, but not the individual contractor? question to arise not on the federal level requirements. The period of the loan is no means and methods of accomplishing the —Does the individual have the authority but on the state level should an individual more than 5 years for a revolving line of end result. to delegate responsibility? apply for unemployment. credit, up to 10 years for working capital, If you classify an individual as an inde- —Does the individual provide his or her Evaluate each case with your financial or and can extend up to 25 years for fixed as- pendent contractor and the IRS later rules own work location and the necessary tools, legal counsel. In addition, the IRS Publica- sets and real estate. that individual to be an employee, you can equipment, and materials? tion 539, entitled Employment Taxes, will Visit the web site for more info: www.sba. be held liable. The resulting penalties could —Does the individual have unrestricted provide answers to some questions on the gov/financing/fr7aloan.html. include: control over the work schedule, other than federal level.

Doing the right thing: the importance of maintaining integrity in the workplace by Keisha Gaye-Anderson corporate fraud case in U.S. history. emotionally and physically. Bruen confesses In light of recent news reports suggest- “Questions of ethical behavior come up that it was most difficult to listen to the ing that pharmaceutical giant Eli Lilly all the time, regardless of your position,” he news coverage of fraud at the company that down-played the side effects of Zyprexa, says. Bruen, an African-American executive had employed him. Professionally, he is their top-selling drug for schizophrenia, with more than 25 years of experience, was also suffering. Bruen is still unable to find be careful. Being pushed to the extreme to in internal memos to managers and sales among those who testified against ex- a job. achieve unrealistic goals might be another associates, the question of ethics in the WorldCom chief executive Bernard Ebbers, “Ethical behavior is essential if a business clue. And if it simply feels wrong to you, it workplace continues to be a concern—with who was sentenced to 25 years for his role is to function effectively,” says Frank Ross, probably is. ramifications that extend beyond embar- in the $11 billion accounting fraud. a visiting professor at the Howard Uni- “When someone asks you to be unethical, rassing media coverage. But the satisfaction of seeing justice versity School of Business. Ross adds that you can say, ‘That’s just not something I Ask Henry J. Bruen, a former top-level served does little to remedy how this more and more business schools, includ- would do,” Bruen suggests. “That’s a hard WorldCom executive who is still suffering scandal has affected Bruen on a personal ing Howard, are incorporating ethics into line to take, but...if your boss requires you from the stigma of having been an employ- and professional level. “Besides the loss of business courses at the undergraduate and to [act disreputably], you need to be look- ee of that firm, now known for the biggest my savings, it takes a personal toll, both graduate levels. And with the passing of ing carefully at that, and thinking about the Sarbanes-Oxley Act in 2002, publicly moving out of that chain of command.” traded companies are required to disclose Ross offers the following tips for main- information about their accounting prac- taining ethics in the workplace: tices that would make it difficult to carry out this level of corruption in the future. • Develop a code of ethics and periodi- Still, when employees are faced with cally check to make sure the code is unethical situations on a day-to-day basis, being followed. choosing the best course of action can be difficult. “The truth is, and always has • Establish a hotline where anonymous been, that black employees and businesses complaints can be made and make don’t have the luxury of assuming that sure they are adequately followed-up penalties will be equally and evenly applied • Set the right tone from the beginning; when companies and industries decide that you are serious about ethics and to crack down on corrupt behavior,” says your actions always show the highest Michelle T. Johnson, author of Working While Black (Chicago Review Press). regard for ethical behavior. There are a few red flags to look out for • Communicate acceptable and unac- when trying to determine if the tasks you ceptable business practices at every are asked to perform are ethical: If a su- opportunity. pervisor or co-worker justifies behavior by pointing out that everyone else is doing it, 10 | SPRING 2007 | Diversity Works!

FREE ADMISSION & PARKING Saturday April 28th 8:00am-12:00pm Point Loma Nazarene University

Promoting Parent Advocacy for College Bound Students

All parents and students are invited to attend the 5th annual San Diego County College Expo, a day filled with practical tips and information on how to support student success and college preparation. Representatives from all segments of higher education will be on hand to provide expert advice for parents and students about the college search and preparation process.

         

 

               

       

                     

                          

         

           

      

        

[email protected] (619) 849-2518 www.collegeexpo.org Diversity Works! | SPRING 2007 |11

and past managerial positions, simply because expectations Stereotypes: obstacles of the light-skinned black male are much higher, and he doesn’t appear as ‘menacing’ as the darker-skinned male applicant,” University of Georgia doctoral student Mat- for black workers? thew Harrison said in the study. Those who do succeed at finding work often use what researchers call “signaling”—modifying behavior in a way University of Delaware professor’s research that pointedly contradicts the stereotypes, Ussery said. In essence, they work harder to make sure they are perceived helps explore attitudes of employers as anything but the stereotypical black worker. “It’s not just the act [of signaling], but what is the moti- by Eric Ruth vation,” said Nyasha Grayman, professor in UD’s Depart- ment of Individual and Family Studies. “If the motivation When black Americans apply for jobs, they sometimes is to debunk the stereotype, then that’s about signaling.” know just what’s coming. They also know what they must Others work to show they are “suitable” by accommodat- do. Lingering stereotypes of black workers—that they The stereotypes about black Americans are rooted far in ing employers’ biases—like the retail worker who knew it aren’t as hardworking, or as smart, or as punctual as white our past, but echo in contemporary society. was her role to act as a “buffer” between her white boss and workers—are still forcing many to fight those perceptions The 2002 General Social Survey found that 71 percent of black customers. throughout their careers, academic researchers contend in the people polled considered whites to be hardworking— “He really doesn’t want to wait on them,” Ussery said several recent studies. just 37 percent thought the same about blacks. About two Monday at a UD brown bag seminar sponsored by the Day after day, job after job, black workers are tailoring in three people believe whites to be “well-educated.” Just a Black American Studies Department. “She’s a suitable their behavior to counter employer’s presumptions and little over one in three believe the same about blacks. black worker for him. She’s a good black worker.” debunk society’s stereotypes. For some, that means never Those perceptions play out in reality every day, experts In the end, not all succeed in overcoming the percep- being late—even though some white workers get away say. A 2005 Princeton University study of 1,500 employ- tions, ultimately keeping many stuck in low-paying jobs with it, said Maggie Ussery, a University of Delaware (UD) ers in New York City found that young white high school with few alternatives, researchers say. And not all black professor who recently studied blue-collar black workers graduates were twice as likely to receive positive responses workers are willing to employ “signaling.” in Philadelphia. For others, it can mean meeting stringent from New York employers as equally qualified black job “The young people are probably less willing to signal,” pre-employment criteria—even though white workers seekers. A criminal record cut the rate of positive responses said James Jones, director of the UD Black American Stud- weren’t vetted as strictly. by 35 percent for white applicants—and 57 percent for ies Department. For still others, it doesn’t matter how much they try to black applicants. Sometimes, even signaling cannot change things. In counter preconceptions—just having a “black-sounding” Employer perceptions vary with geography. “They think the MIT-University of Chicago study, resumes were sent name can be enough to doom some job applicants, a study inner-city workers can’t do math,” Ussery said. to employers who had help-wanted ads in Chicago and by the Massachusetts Institute of Technology and the Uni- Some employers even take into account skin tone when Boston. Some applicants were given “white” names, such versity of Chicago found. judging applicants, according to a 2006 University of as Greg; others were given “black-sounding” names, such Yet researchers must be careful about ascribing racism or Georgia study that found dark-skinned blacks “face a as Tyrone. bias to attitudes that may well be rooted in other factors distinct disadvantage” when applying for jobs, even if they The resumes with “white” names got 50 percent more such as age or experience, said David Wilson, an assistant have résumés superior to lighter-skinned black applicants. callbacks, and well-qualified black applicants drew no professor of political science at UD. Even black employers “We found that a light-skinned black male can have only more calls than average black applicants. Even the lower- sometimes look askance at applicants who arrive in full a bachelor’s degree and typical work experience and still skilled white applicants got more callbacks than the highly hip-hop attire, from baggy pants to oversize shirts. be preferred over a dark-skinned black male with an MBA skilled blacks. 12 | SPRING 2007 | Diversity Works!

Thursday, April 26, 2007 • 10 a.m. to 4 p.m. 202 C Street, San Diego (Golden Hall, San Diego Concourse) Diversity Works! is the Urban League of San Diego Career Fair Expo and special supplement for the County’s program that takes a practical approach to sixth consecutive year. developing a more diverse workplace. When your Be part of San Diego’s largest career fair. business has a booth at The San Diego Union-Tribune/ Demonstrate that Diversity Works! for everyone. Urban League Career Fair Expo – 2007, you’re doing much For corporate sponsorship opportunities and more than basic recruitment. The presence of your booth information, please call Barbara Webb at the business shows support for diversity in the workplace, Urban League of San Diego County, (619) 266-6232; demonstrates good will and directly supports the worthy Callie Clayton at (858) 513-7077; or for additional objectives of the Urban League of San Diego County advertising opportunities, please call Daryl Brady at and the community at large. The San Diego Union-Tribune The San Diego Union-Tribune, (619) 293-2824. is proud to be the presenting sponsor of this special It's the largest career fair in San Diego with over 6,000 attendees. Booth rentals cost hundreds less than at other fairs.

CS2007029 Diversity Works! | SPRING 2007 | 13

Business & Employer Diversity Works! Employer Partners

Rankings The employers below have made an extra committment to hiring diverse jobseekers by investing in When job hunting, target the best employers The Urban League of San Diego County. You can learn and the top companies according to these invalu- more about them by visiting: www.ulsdcjobs.net able online surveys. Of course, this couldn’t pos- that have a U.S. or Alberta, Canada, disclosure document, sibly be a comprehensive list of every survey out and only those whose information Entrepreneur verified from the disclosure documents, are eligible to be ranked- there. Always keep an eye out for other updated AIG giving us the top 500 franchises. Search by keyword or lists from up and coming sources and specialty American Airlines state/region or browse by business category. Bank of America business magazines. Cardinal Health Citibank THE INC. 500 CIC Research The Main Lists The top 500 “small businesses” according to Inc. Magazine. Cost Plus World Markets Also includes a benchmarking form so you can see how Cox Communications your business ranks against these. The current list is Cubic Corporation FORTUNE Curtis Moring Insurance Agency, Inc. available online, along with a searchable database of all Inc Enterprise Rent-A-Car The Fortune 500 from Fortune Magazine is the venerable 500 winners for the past 8 or 10 years. The new list is issued Federal Bureau of Investigations leader of all such lists and a must for all serious job seekers. each November. Genentech Inc. Go online and browse the list by company, CEO, or Hawthorne Machinery industry. The list is issued each year in April. Under the Keith Goosby Inspirations & Motivations main 500 you’ll find mini-listings for the best employers, NASDAQ 100 Kaiser Permanente the diversity leaders, and a list entitled Women CEOs. See online FlashQuotes for their top 100 trading stocks, Kyocera which may give indicators to a top performing company to Lockheed-Martin, Maritime Systems & Sensors take note of. Note that this list is presented in alphabetical Loews Coronado Bay Resort & SPA FORTUNE’S Global 500 Manpower of San Diego order, not by ranking. National University A ranking of the largest companies in the world, browse Neighborhood National Bank the online list by company name, CEO, or industry. NorLab Business Solutions POST 200 from the Washington Post North Island Financial Credit Union The Post 200 starts with a list of the 125 largest public San Diego Padres FORBES companies with headquarters in Washington and its Qualcomm Forbes requires readers to register to read some articles on suburbs. Completing the 200 are the 20 largest financial Science Application International Corp. (SAIC) their web site. It’s free, fast, you don’t have to give them institutions with headquarters in the region, the 15 largest Scripps Research Institute your name, and you only get their e-newsletters if you private companies with headquarters in the area and the SDSU Research Foundation San Diego Business Journal decide to check the boxes (the default is you don’t get any 20 largest public companies in Maryland and Virginia, San Diego Gas & Eletric of them.) respectively, with headquarters outside the Washington San Diego Monitor News area. The list is issued annually in April, and past rankings San Diego National Bank are also available so you can track a company’s progress (or San Diego County Sheriff’s Department THE FORBES’ Lists decline...or disappearance). SeaWorld San Diego Go online to see a variety of lists which updates each Sempra Utilities year. For employer rankings compiled according to size of Solar Turbines company filters, this includes: TOP 100 U.S. FOUNDATIONS Sony Corporation The Top 100 U.S. grant making foundations ranked by Southern California Edison Starbucks Coffee Company 200 Best Small Companies value of assets, based on current data in the Foundation Sycuan Casino 400 Best Big Companies Center’s database. There are other ranking lists available The Hartford Forbes’ 500s accessible from the home page, including top corporate The San Diego Union Tribune Forbes International 500 grant makers and largest community foundations. Updated The Pacific Institute Global 2000 as new audited financial information becomes available. Timmis J Moore Largest Private Companies. UCSD Union Bank of California Union Tribune United Way of San Diego UPS Other Lists Viejas Casino Wal-Mart Stores, Inc. BRANHAM GROUP’ Branham 300 Wells Fargo Bank Each year, the Branham Group ranks the top 300 Canadian Washington Mutual Bank Information Technology (IT) companies. The rankings are divided into 8 categories, including the 100 Top Software Companies, 100 Top IT Professional Services, 25 Top IT For additional details on becoming a Multinationals in Canada, 25 Up and Coming Technology Diversity Works! Employer Partner, Firms, 20 Top Wireless Technology Companies, 10 Top please turn to page 18 for more infor- Internet Service Providers, 10 Top Application Service mation and company profiles. Providers, and 10 Top Telecom Wireless Service Providers. Join today and help us reap the Click on the company’s name for very short profile. Neat feature - they watch these companies during the year and benefits of a strong workforce. update the list as needed. Call 619-266-6244 or email us at

[email protected] ENTREPRENEUR.COM’S Franchise 500 You’ll find the annual ranking of the best franchising opportunities in the world. They do an extensive background check on these too. “Only franchise companies that submitted full Uniform Franchise Offering Circulars (UFOCs) disclosure documents were eligible to receive a listing in the magazine. In addition, only those companies 14 | SPRING 2007 | Diversity Works!

25 Great places from on Page 1 through a networking group called the year Genentech Scholars plans to award Watson. A management consultant and Black Action Committee. ten scholarships for $5,000 each at the author of Without Excuses: Unleash the high school level, ten for $7,500 each at Power of Diversity to Build Your Business 5. Comcast, Philadelphia the community college and undergraduate (St. Martin’s Press), Watson nominated the levels and two $10,000 scholarships at the consumer products giant. What makes it great: Black women are graduate level in the field of science. represented throughout the company, start- Other pluses: Black women in high places. ing with Charrisse Lillie, vice-president, Other pluses: Convenient perks like an on- Ann Dibble Jordan has served on the Great places human resources, and senior vice-president, site hair salon, a dentist, dry cleaning ser- company’s board of directors since 1981; Comcast Cable. And people of color make vices and massages. In 2005 it sponsored a Kaye Foster-Cheek, a corporate vice-presi- to work for up 40 percent of the staff at this cable $5.5 million, four-year research effort with dent, sits on the exclusive 11-member ex- giant, thanks to recruiting efforts with or- the Baylor College of Medicine in Houston ecutive committee; and superstar executive black women ganizations like the National Association of to investigate how to get African-Ameri- Bridgette Heller heads the baby, kids and cans and other minorities to participate wound care division. in clinical trials for new drugs that could potentially alleviate illnesses affecting our 12. Kraft Foods, Northfield, IL people. What makes it great: In 2005 Kraft gave 8. General Electric Co., Fairfield, CT grants to 18 organizations specifically serving our communities and forged a What makes it great: Flex appeal. This new partnership with the Black Women’s company has an array of flexible work Health Imperative to address the health options, including job sharing and com- and nutrition needs of black women. The pressed work weeks, that are actually being company has both formal and informal used by about half of the employees. mentoring programs, so there’s a lot to inspire black women. Other pluses: Lots of opportunities for networking and mentoring via GE’s African- Other pluses: There are affinity groups for us American Forum and Women’s Network. companywide, including African-Ameri- GE is also a sponsor of Leadership Delta, cans in Operations, the Black Sales Coun- a joint program between GE and Delta cil and the Kraft Foods African-American Sigma Theta sorority that’s designed to Council. coach, mentor and develop young African- American women. 13. Marriott Intl., Washington, DC

9. Hewlett-Packard, Palo Alto, CA What makes it great: The next time you decide to stay at a Marriott, Ritz-Carlton What makes it great: Upward mobil- or Renaissance hotel, sleep well knowing ity. This technology giant has four black that 60 percent of Marriott International’s women as vice-presidents. “The presence associates are minorities and 54 percent are woman in the company, sits on its exclusive Minorities in Communications and its five- of women of color is significantly different women, while 27 percent of management operating and management committees. year commitment to provide summer and here from most companies I have worked are minorities and 48 percent are women. Citigroup also has 15 other black women then permanent jobs to inner-city youth with,” says one of our expert nominators. Eighteen years ago, this was one of the first among its senior management ranks. through the Emma L. Bowen Foundation. lodging companies to establish a diversity Other pluses: Consistent community out- program, and since then it has been pre- Other pluses: Even the CEO shares in the Other pluses: Comcast University has train- reach. For example, in the San Francisco sented with the Champion Award by the mentoring program, and two black women ing centers across the country, offering Bay area, the company has a tradition National Association of Black Hotel Own- are among his mentees. It’s no wonder the courses for potential supervisors taught by of participating in an African-American ers, Operators and Developers, a group that National Urban League nominated the senior staffers. students day program, which brings in high was organized to increase the number of multi-billion dollar financial services house school kids to learn about new technology properties owned and operated by African- for our list. 6. Federated Dept. Stores, Cincinnati and future job opportunities. Americans.

3. The Coca-Cola Co., Atlanta What makes it great: Black women repre- 10. IBM, Armonk, NY Other pluses: Since 2005 Marriott has sent 16.3 percent of Federated’s workforce looked for talented up-and-comers within What makes it great: One way the soft at all levels. The retail giant also supports What makes it great: Black executives have the company to attend its Women of Color drink giant levels the playing field for Afri- leadership development and has worked increased 121 percent at this computer gi- Multicultural Town Hall and discuss is- can-Americans is by creating partnerships with organizations such as the National ant since 1995. Four members of its world- sues related to gender and diversity in the with groups like the National Black MBA Council of Negro Women and Spelman wide management council and 14 members workplace. Association in its search for capable and College. of the senior leadership team are black. experienced employees. 14. McDonald’s Corp., Oak Brook, IL Other pluses: In 1970, Federated helped cre- Other pluses: Great opportunities to grow. Other pluses: Coca-Cola’s commitment to ate the Black Retail Action Group. Today Black Executive Forums, with the theme What makes it great: With programs like minority suppliers includes mentoring and this organization continues to introduce “Reach Back and Pull Through,” work to the Black Career Development seminars at developing minority and women-owned students to careers in retailing through make sure IBM has a healthy pipeline of Hamburger University, it touts more train- businesses. internships, educational experiences and African-Americans to move up the ranks. ing for women and minorities than most “shadow days” specifically at Federated The company also offers up to three years other firms. 4. Colgate-Palmolive Co., New York stores. of personal leave and up to five years of un- paid leave to complete a bachelor’s degree Other pluses: More than 25 percent of com- What makes it great: It’s inspiring to see 7. Genentech, Inc., San Francisco full-time. And it provides 100 percent tu- pany officers and 40 percent of owner/op- women such as Marsha E. Butler, D.D.S., ition reimbursement for approved courses. erators in the United States are minorities. senior executive and vice-president of What makes it great: This biotechnology global oral health and professional rela- company has incorporated cultural values 11. Johnson & Johnson, New Bruns- 15. Merrill Lynch, New York tions, in the corporate office. She and into its mission statement and created a wick, NJ Colgate-Palmolive work with the National Diversity in Action (DNA) 3-Point plan What makes it great: “Merrill has a grow- Dental Association to improve oral health to recruit diverse talent and sponsor the What makes it great: “I can tell you with- ing and commendable record of developing in our communities. Genentech Scholars program. This pro- out hesitation that the company is doing African-American women,” says Joann Ste- gram offers scholarships and internships some of the most significant work out there vens of The Executive Leadership Council, Other pluses: Colgate-Palmolive effectively to diverse California-based students who with regards to advancing the interests which nominated the brokerage giant. Mer- gives support to its black female employees are interested in the biotech industry. This of African-American women,” says Joe rill also allows for individuality. “We see Diversity Works! | SPRING 2007 | 15 women wearing hairstyles from buzz cuts goals to be met each year; and establishing black-female–owned companies,” says take advantage of its great benefits and op- to twists and braids, and business attire an external board to advise senior man- Linda Spradley Dunn, president and chief portunities to network and move up. with ethnic accents,” Stevens says. agement on ways to make PepsiCo more executive officer of Idamar Marketing and inclusive of employees of color. Communications, who nominated Pruden- 23. Time Warner, New York Other pluses: Two black males and one tial for this list. black female on its board of directors keep Other pluses: It has also partnered with Afri- What makes it great: This media giant an eye on our interests; there’s also gener- can-American and women-owned suppli- Other pluses: Women account for 54.4 (and Essence’s parent company) has made ous financial support to groups such as the ers, supporting businesses owned by Black percent of existing employees and 52.3 great strides in supplier diversity and hiring National Council of Negro Women, on-site women. percent of new hires. Flexible schedules and people of color. Across the company, hiring child care in one location, and “schools free counseling sessions with a life coach at the director and manager levels increased out” camps at larger offices. 20. Proctor & Gamble, Cincinnati makes this an extremely “female friendly” to 28 percent in 2005 from 20 percent What makes it great: black females are in company. in 2003. Meanwhile, high-profile divi- 16. Morgan Stanley, New York sions like HBO have several black women in executive positions: Olivia Smashum, What makes it great: Morgan Stanley has executive vice-president for affiliate mar- established itself as a global heavyweight in keting; Dolores Morris, vice-president of the financial services business, using its rep- HBO family development, production and utation to sponsor and participate in more acquisitions; and Sam Martin, vice-presi- than 50 events to recruit people of color dent of HBO Films. including the Columbia Black Business Student Association Conference and the Other pluses: Debra Langford, Time Harvard African-American Student Union Warner’s executive director of strategic Career Conference. sourcing and talent management, brings top tier recruits of color to all senior posi- Other pluses: The student, wife, mother, cor- tions within the company. porate-climber types can take advantage of perks like free college admissions counsel- 24. Wachovia Corp., Charlotte, NC ing, on-site Lamaze classes and designated lactation rooms for new mothers. What makes it great: When it comes to recruiting and promoting African-Ameri- 17. MTV Networks, New York can women at more senior levels, Wachovia certainly has a great reputation, having re- What makes it great: MTV has created an cently promoted two black women to Tier internal advisory team to advance diver- 2 leader positions: Donna Harris, head of sity, multiculturalism and inclusion. The the legal division, and Gloria Chance, head company’s first executive vice-president of of e-commerce and all internet and online global inclusion strategy, Marva Smalls, banking businesses. “We benefit from the and the MTVN Diversity Council help experience and perspective African-Ameri- the advisory team develop strategies to can women can bring to our company and advance diversity. With African-Americans to our customers,” says Chief Executive like Christina Norman, president of MTV Officer Ken Thompson. Networks, and Smalls on board, things are changing for black women here. Other pluses: Its community involvement. Contributions to our interests last year Other pluses: A Diversity 101 orientation included $2 million to the United Ne- program introduces new hires to MTV’s gro College Fund and $1 million to the diversity values and how the entertain- Hurricane Katrina Fund, which supports ment company wants them reflected in the the rebuilding of HBCUs affected by the workplace. hurricane.

18. Nike, Beaverton, OR 25. Wells Fargo Bank, San Francisco

What makes it great: The sporting goods What makes it great: Black women are manufacturer initiated the Global Diversity getting paid! At least 4.3 percent of the top Executive Council and the Global Women’s 10 percent of women ranked by pay are Af- Leadership Council. To create a workable key positions and have a voice. “A number 22. Starbucks Coffee Co., Seattle rican-American, and several black women plan execs went straight to the employees. of high-ranking black female managers are among the highest-paid managers in A survey revealed that Nike staffers joined were instrumental in making sure bud- What makes it great: In a word, growth. the company. In addition to supporting our the company because of opportunities for gets were increased for African-American Last year Starbucks launched a pilot women in the field, this financial services personal development and advancement. marketing,” says Pepper Miller, president program connecting black female directors firm supports more than 500 organizations “Having African-Americans in meaningful of the Hunter-Miller Group, a black-owned with members of the executive leadership serving our community, including the Na- positions can be a good first step toward strategic market research, planning and team for a year long mentorship. Black tional Coalition of 100 Black Women and making things happen,” says Boyce Wat- consulting firm specializing in urban con- women also are in key leadership positions, the National Association of Negro Business kins, assistant finance professor at Syracuse sumers, who nominated P & G. with an executive vice-president and a se- and Professional Women’s Clubs. University. nior vice-president who both report directly Other pluses: The Black Women Manag- to the CEO. Mellody Hobson, president Other pluses: Leadership building efforts Other pluses: The company’s lush 178-acre ers Network provides a forum to connect, of Ariel Capital Management, LLC, one of from within. Partnering with universities, campus where employees have fields, trails build relationships, and learn critical the largest African-American owned money Wells Fargo offers the Diverse Leaders and gyms at their disposal to stay active careers skills from others. The company management firms, serves on its board of Seminar for African-Americans where ris- and healthy. also has family friendly programs and perks directors. ing stars can learn leadership development such as flexible work schedules and on-site strategies, and how to network. Participant 19. PepsiCo, Purchase, NY child-care centers at three locations. Other pluses: Its magic touch. Starbucks retention was over 97 percent since 2005. has partnered with Magic Johnson’s Urban What makes it great: PepsiCo receives 21. Prudential Financial, Newark, NJ Coffee Opportunities to bring java and jobs praise as one of the top places for women to inner-city areas including Los Angeles, and minorities to work. The company has a What makes it great: “Prudential has a New York, Chicago, Detroit, Atlanta, San serious plan: hiring executives solely dedi- strong track record of promoting African Diego, Washington, D.C., and Charlotte, cated to managing diversity in its operating American women and placing then in key North Carolina. It currently has 107 stores — Additional reporting by Ashley Battle divisions; setting recruitment and retention leadership positions and working with across the country where black women can and Wendy L. Wilson 16 | SPRING 2007 | Diversity Works!

Fabiola D. Gaines, R.D., L.D. hile giving a nutrition use it; so our pyramid has pictures Roniece Weaver, M.S., R.D., L.D. Wlecture in their Greater of collard greens, kale, corn and Orlando, Florida, community, the chitterlings,” said Weaver. “People Ellareetha T. Carson, R.D., L.D. three founders of Hebni Nutri- can look at it and say, ‘Yes, I Founders,Fabiola Hebni D. Nutrition Gaines, Consultants, R.D., Inc. L.D. tion Consultants (HNC) found do eat that, but I didn’t know I themselves stumped by a question couldn’t eat that every day.’” PicturedRoniece left to Weaver, right: Ellareetha M.S., Carson, R.D., L.D. from the audience. Ellareetha Carson, HNC’s com- Fabiola Gaines, Roniece Weaver “Where do chitterlings fall on munity nutrition educator and Ellareetha T. Carson, R.D., L.D. the food pyramid?” a man asked, secretary, said one of the main Founders, Hebni Nutrition Consultants, Inc. referring to boiled and highly goals of the Soul Food Pyramid Pictured left to right: Ellareetha Carson, seasoned pig intestines, a popular is to make people aware of what Fabiola Gaines, Roniece Weaver Residences: Lake Mary, Windermere and Casselberry, Florida (respectively) dish in African-American com- they’re eating. “People would munities. “We looked at each tell me they ate fresh pork neck While giving a nutrition lecture in their “People have to feel as if they have ownership otherGreater and Orlando, said, ‘GoodFlorida, community, question!’” bonesover the and pyramid rice to foruse it;dinner, so our pyramid which saidthe Fabiola three founders Gaines, of Hebni president Nutrition of ishas essentially pictures of collard a lot greens, of grease kale, corn on anda Consultants (HNC) found themselves chitterlings,” said Weaver. “People can look HNC,stumped a non-profit by a question fromagency the audience. that pileat it ofand rice,” say, ‘Yes, she I do said. eat that, “Foods but I didn’t such educates high-risk, culturally asknow chitterlings, I couldn’t eat thatpig everyfeet day.’”and pig diverse“Where populations do chitterlings aboutfall on the nutri food - tails are 95 percent fat. We teach pyramid?” a man asked, referring to boiled Ellareetha Carson, HNC’s community nutrition tionand strategies highly seasoned designed pig intestines, to prevent a popular peopleeducator that and secretary, these foodssaid one are of the not main diet-relateddish in African diseases. American communities. meatgoals ofand the Soulexplain Food Pyramidto them is to why make “We realized the USDA food theypeople are aware placed of what near they’re the eating. tip of the “We looked at each other and said, ‘Good pyramidquestion!’” does said not Fabiola address Gaines, manypresident Soul“People Food would Pyramid.” tell me they ate fresh pork of theof HNC, popular a nonprofit foods agency that that African- educates Accordingneck bones and to rice Gaines, for dinner, it’s which not is high-risk, culturally diverse populations about essentially a lot of grease on a pile of rice,” Americansnutrition strategies eat.” The designed nutritionists to prevent aboutshe said. abandoning “Foods such as chitterlings,traditional pig feet decideddiet-related to create diseases. the “We Soul realized Food the USDA foodsand pig – tails it’s are about 95 percent rethinking fat. We teach fa- Pyramid,food pyramid a modification does not address manyof the of the voritepeople thatrecipes. these foods“I am are not meat going and to popular foods that African Americans eat.” explain to them why they are placed near standard food pyramid that is tellthe tipmy of African the Soul Food American Pyramid.” clients tailoredThe nutritionists to the Africandecided to Americreate the- Soul to stop eating collard greens and canFood diet. Pyramid, The a guidemodification shows of thewhere standard startAccording eating to Gaines, asparagus,” it’s not about she abandoning said. food pyramid that is tailored to the African traditional foods – it’s about rethinking traditionalAmerican diet.ethnic The guide foods, shows or where “soul” “I’mfavorite going recipes. to “I tellam not them going how to tell to foods,traditional fall withinethnic foods, the or food “soul” groups. foods, makemy African collard American greens clients more to stop healtheating - “Soulfall withinfood thegets food a groups.bad rap, but ful.”collard HNC’s greens and Soul start eatingFood asparagus,” Pyramid she said. “I’m going to tell them how to it has“Soul many food getsgood a bad nutrition rap, but it has many currentlymake collard is greens in its more third healthful.” edition. qualities,”good nutrition said qualities,” Roniece said Weaver,Roniece Weaver, It has been embraced by the HNC’s executive director. “It’s filled with the HNC’s Soul Food Pyramid currently is in its HNC’swhole executivegrains, fiber anddirector. vitamins that“It’s come Americanthird edition. DieteticIt has been embracedAssociation by the filledfrom yams,with thegreens whole and vegetables. grains, It’s fiber the asAmerican well as Dietetic the AmericanAssociation as Diabeteswell as the andway vitamins we buy it, that the way come we cook from it, the way Association,American Diabetes for Association, which Gaines for which we prepare it and the amount we eat that’s Gaines and Weaver have coauthored four yams,the problem.”greens and vegetables. It’s andhealthful Weaver soul food have cookbooks. coauthored four the way we buy it, the way we healthful soul food cookbooks. cookThe it, Soul the Food way Pyramid we usesprepare food photography it “Soul“Soul food food is part is partof our of tradition, our tradition, our to easily convey what is included in each food makeup and our lifestyle; and it’s not going andgroup. the amountIt also includes we tipseat on that’s how to the judge ourto go makeup away,” Weaver and said. our “It lifestyle; just needed and problem.”portion size using your hands (for example, it’sa face-lift.” not going to go away,” Weaver one cup is the size of your fist); and it dissects “Peoplethe parts have of a tonutrition feel labelas if to they explain have how said. ownershipthe information over applies the pyramid to your daily to diet. “It just needed a face-lift.”

March “Soul food is part of our tradition, our makeup and our lifestyle; National Nutrition Month and it’s not going to go away. It just needed a face-lift.” 2007 – Roniece Weaver

SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY

1 2 3 1914: Ralph W. Ellison, author and 1867: Congress enacts charter to establish 1865: Freedmen’s Bureau established by educator, born. Howard University. federal government to aid newly freed slaves. 2006: Prominent blues bass guitarist Willie Kent dies.

4 5 6 7 8 9 10 1965: Bill Russell of the Boston Celtics 1770: Crispus Attucks becomes one of the 1857: Supreme Court issues Dred Scott decision. 1965: Supreme Court upholds key provisions 1977: Henry L. Marsh III becomes first African 1841: Amistad mutineers freed by 1869: Robert Tanner Freeman becomes honored as NBA’s most valuable player first casualties of the American Revolution. of the Voting Rights Act of 1965. American elected mayor of Richmond, Virginia. Supreme Court. first black to receive a degree in dentistry. for fourth time in five years. 1965: Photographer-filmmaker Gordon Parks, 1913: Harriet Tubman, abolitionist and who captured the struggles and triumphs of Civil War nurse, dies. black America, dies. 11 12 13 14 15 16 17 Daylight Saving Time Begins 1932: Andrew Young, former U.N. ambassador 1773: Jean Baptiste Pointe Du Sable, black 1956: Montgomery, Alabama, bus 1947: John Lee, first black commissioned 1827: Freedom’s Journal, the first U.S. black St. Patrick’s Day 1959: Lorraine Hansberry’s A Raisin in the Sun and former mayor of Atlanta, born. pioneer and explorer, founded Chicago. boycott ends when municipal bus service officer in the U.S. Navy, assigned to duty. newspaper, is founded. 1885: William F. Cosgrove patents automatic opens at Barrymore Theater, New York; the first is desegregated. 1846: Rebecca Cole, second black female stop plug for gas and oil pipes. play by a black woman to premiere on Broadway. physician in the U.S., born. 1890: Charles B. Brooks patents street sweeper.

18 19 20 21 22 23 24 1822: The Phoenix Society, a literary and 1971: The Rev. Leon Sullivan elected to board 1883: Jan E. Matzeliger patents 1965: Rev. Dr. Martin Luther King Jr. leads 1898: J.W. Smith patents lawn sprinkler. 1873: Slavery abolished in Puerto Rico. 1907: Nurse and aviator Janet Harmon Bragg educational group, founded by blacks of directors of General Motors. shoemaking machine. march from Selma to Montgomery, Alabama, born. in New York City. for voting rights.

25 26 27 28 29 30 31 1931: Ida B. Wells-Barnett, journalist, 1872: Thomas J. Martin patents fire extinguisher. 1924: Jazz singer Sarah Vaughan, 1870: Jonathan S. Wright becomes first black 1918: Pearl Bailey, singer and actor, born. 1870: Fifteenth Amendment ratified, 1988: Toni Morrison wins Pulitzer Prize anti-lynching activist and founding “The Divine One,” born. state supreme court justice in South Carolina. guaranteeing voting rights to blacks. for Beloved. member of the NAACP, dies.

FACT NO. 3

The Soul Food Pyramid explains where traditional ethnic foods, or “soul foods,” fall on the food pyramid. It shows that 3 ounces of chitterlings African American History Calendar have 258 calories and 24 grams of fat. www.aetnaafricanamericancalendar.com Diversity Works! | SPRING 2007 | 17

Robert Ferguson, M.S., C.N. Author, wellness and weight-loss expert, and physical conditioning specialist

Robert Ferguson, M.S., C.N.Residence: Ventura, California Author, wellness and weight-loss expert, and physical conditioning specialist

Residence: Ventura, California hen it comes to four-letter words, there is clearly one that Robert Ferguson Wbelieves is taboo — DIET. When it comes to four-letter words, there is “There is a misconception that healthful “Diets don’t work. Healthful living and lifestyle changes work,” said the author of clearly one that Robert Ferguson believes living is boring, bland and difficult to maintain. Conquering the Munchie Monster. “What so many look for is a quick fix; but at the is taboo — DIET. But it really can be enjoyable, fun and easy,” end of the day, they are less than successful because they don’t believe they can be suc- he said. “Diets don’t work. Healthful living and cessful.” lifestyle changes work,” said the author of “Many people who want to be healthy feel Ferguson, who owns the company Diet Free Life, has been helping people achieve Conquering the Munchie Monster. “What like they have to walk away from their so many look for is a quick fix; but at the cultural identities,” he added. “They have an weight loss through healthful living since 1998. A former U.S. Marine, he works with end of the day, they are less than successful all-or-nothing mindset: either eat bland and both the general population and celebrities. He also is a physical conditioning and because they don’t believe they can be boring – steamed broccoli and salmon – or nutrition specialist for professional boxers on Showtime®, HBO®, ESPN® and Dream- successful.” go back to eating fried chicken every day.” Works’ “The Contender.” Ferguson, who owns the company Diet Free Friends and family often are the biggest One of Ferguson’s goals is to bridge the gap within the African American community Life, has been helping people achieve weight stumbling blocks to living a healthful between knowing what is healthful and practicing what is known. He conducts free loss through healthful living since 1998. A lifestyle. “There’s an internal battle between former U.S. Marine, he works with both the being healthy and being accepted,” Ferguson live cooking demonstrations and fitness programs, and delivers motivational speeches general population and celebrities. He also is said. “People are always thinking about what in urban areas across the country. Ferguson teaches people how to make their favorite a physical conditioning and nutrition specialist they’ll lose by upgrading their lifestyle with recipes more healthful, and he shows his clients how to incorporate good health into for professional boxers on Showtime®, HBO®, nutrition and fitness. When people start to ESPN® and DreamWorks’ “The Contender.” eat healthfully, and all their friends and their existing lifestyles with diet and fitness plans customized to meet each person’s family continue to eat unhealthfully, they needs. One of Ferguson’s goals is to bridge the feel like they stand out.” gap within the African American community “There is a misconception that healthful living is boring, bland and difficult to main- between knowing what is healthful and But Ferguson believes that when healthful tain. But it really can be enjoyable, fun and easy,” he said. “Many people who want to practicing what is known. He conducts efforts are viewed as a lifestyle change rather be healthy feel like they have to walk away from their cultural identities,” he added. free live cooking demonstrations and fitness than as a diet, individuals will become programs, and delivers motivational speeches self-reliant and empowered – and therefore “They have an all-or-nothing mindset: either eat bland and boring – steamed broccoli in urban areas across the country. experience long-term success. They also will and salmon – or go back to eating fried chicken every day.” set positive examples for those closest to them. Ferguson teaches people how to make Friends and family often are the biggest stumbling blocks to living a healthful life- their favorite recipes more healthful, and he “I want to open eyes and minds to show that style. “There’s an internal battle between being healthy and being accepted,” Ferguson shows his clients how to incorporate good life can be lived and experienced differently said. “People are always thinking about what they’ll lose by upgrading their lifestyle health into their existing lifestyles with diet without the word DIET,” Ferguson said. and fitness plans customized to meet each with nutrition and fitness. person’s needs. When people start to eat healthfully, and all their friends and family continue to eat unhealthfully, they feel like they stand out.” But Ferguson believes that when healthful efforts are viewed as a lifestyle change rather than as a diet, individuals will become self-reliant and empowered – and therefore experience long-term success. They also will set positive examples for those closest to them. “I want to open eyes and minds to show that life can be lived and experienced differently without the word DIET,” Ferguson said.

“There is a misconception that healthful living is boring, April bland and difficult to maintain. But it really can be enjoyable, fun and easy.” 2007 – Robert Ferguson

SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY

1 2 3 4 5 6 7 Palm Sunday Passover Begins (sundown) 1826: Poet-orator James Madison Bell, author 1968: Rev. Dr. Martin Luther King Jr. 1951: Washington, D.C., Municipal Court of Good Friday 1915: Jazz and blues legend Billie Holiday born. 1950: Blood research pioneer 1984: Georgetown coach John Thompson of the Emancipation Day poem “The Day assassinated in Memphis, Tennessee. Appeals outlaws segregation in restaurants. 1909: Matthew A. Henson reaches North 1959: Lorraine Hansberry becomes first black Charles R. Drew dies. becomes first African American coach to and the War,” born. Pole, 45 minutes before Robert E. Peary. playwright to win New York Drama Critics 1989: Bill White elected president win the NCAA basketball tournament. 1990: Sarah Vaughan, jazz singer known Award (for A Raisin in the Sun). of the National Baseball League. as “The Divine One,” dies. 8 9 10 11 12 13 14 Easter 1898: Paul Robeson, actor, singer, activist, born. 1943: Arthur Ashe, first black to win the U.S. 1899: Percy Julian, developer of physostigmine 1983: Harold Washington becomes first 1950: Historian Carter G. Woodson, author 1775: First abolitionist society in U.S. founded 1974: Atlanta Braves slugger Hank Aaron hits Open and men’s singles title at Wimbledon, born. and synthetic cortisone, born. African American elected mayor of Chicago. of The Miseducation of the Negro, dies. in Philadelphia. 715th career home run, surpassing Babe Ruth 1947: Brooklyn Dodger Jackie Robinson 1966: Emmett Ashford becomes first black 1997: Tiger Woods wins Masters Golf as the game’s all-time home-run leader. becomes first black to play major league baseball. umpire in the major leagues. Tournament.

15 16 17 18 19 20 21 1964: Sidney Poitier becomes first black 1862: Slavery abolished in the District 1983: Alice Walker wins Pulitzer Prize for 1995: Margo Jefferson receives Pulitzer Prize 1972: Stationed in Germany, Major Gen. 1894: Dr. Lloyd A. Hall, pioneering food 1966: Pfc. Milton L. Olive III awarded to win Academy Award for Best Actor of Columbia. fiction for The Color Purple. for criticism. Frederic E. Davidson becomes first African chemist, born. posthumously the Medal of Honor for valor for Lilies of the Field. 1990: Ralph David Abernathy, civil rights American to lead an Army division. in Vietnam. leader, dies.

22 23 24 25 26 27 28 1922: Jazz bassist and composer 1856: Granville T. Woods, inventor of the 1944: United Negro College Fund incorporated. Administrative Professionals Day 1888: Sarah Boone patents ironing board. 1945: August Wilson, Pulitzer Prize-winning 1839: Cinque leads Amistad mutiny off Charles Mingus born. steam boiler and automobile air brakes, born. 1918: Ella Fitzgerald, “First Lady of Song,” born. playwright, born. the coast of Long Island, New York. 1872: Charlotte E. Ray is first black woman 1968: Dr. Vincent Porter becomes first black admitted to the District of Columbia Bar. certified in plastic surgery.

29 30 1899: Edward Kennedy “Duke” Ellington, 1952: Dr. Louis T. Wright honored by jazz musician and composer, born. American Cancer Society for his contributions to cancer research.

FACT NO. 4

Try to set aside time for exercise each day, and include the three main components of exercise in your weekly routine: resistance training (strength African American History Calendar training), aerobic activity and stretching exercises. www.aetnaafricanamericancalendar.com 18 | SPRING 2007 | Diversity Works! Diversity Works! Employer Partners Directory

AIG, the largest of “Our com- Cardinal Health is United States underwrit- mitment to the world´s leading ers for commercial and American Airlines and American Eagle diversity is a commitment to individuals contract manufac- industrial insurance and the most extensive carriers serve almost 250 cities all over the and to the team. It’s about creating an en- turer of health and nutrition products. We offer a wide range of international property-casualty network, globe with more than 3,600 flights per day. vironment in which all associates can fulfill including personal lines and mortgage Earning our title as the largest airline in the products and services at multiple facilities with their potential without artificial barriers, standardized procedures and processes. Our in- guaranty insurance. Life insurance and United States and the largest regional air and in which the team is made stronger by ternational presence allows easy access anywhere retirement services and the most extensive carrier in the world has resulted in a history the diverse backgrounds, experiences and in the world for your convenience - Americas, global network of any life insurer, AIG is rich in achievement. With a combined fleet perspectives of individuals. It’s about giving Europe and Asia/Pacific. the most profitable U.S. life insurance or- of over 850 aircraft, the best employees in all of us — individually and together — the Cardinal Health offers customers practi- ganization. and a retirement services fran- the world, the oldest and largest frequent best possible chance to succeed.” - Kenneth cal solutions to address the most critical issues chise that includes leadership positions in flyer program - AAdvantage®, and The D. Lewis, Chairman and Chief Executive affecting health care: cost, time-to-market, the U.S. fixed and variable annuity markets TurnAround plan, we will achieve our Officer, Bank of America. talent shortage and medication safety. We define diversity as openness and appreciation for ideas and a growing international network. objective of being the world’s leading We are proud of Bank of America’s airline. that are different from one’s own. We see it as a legacy as a leader in corporate diversity and business imperative. http://www.aig.com/gateway/home in equal employment opportunity. At Bank Cardinal Health is committed to a work- http://www.aacareers.com of America, we work to foster an inclusive force that is free of discrimination. We respect corporate culture and an environment free differences in culture, ethnicity, gender, sexual of discrimination or harassment. orientation, and race. We are committed to equal opportunity. To learn more about Cardinal http://www.bankofamerica.com/careers/ Health, visit us at: www.cardilan.com

Citigroup values a At Cox Communica- Join our Cubic’s work environment tions, diversity is a growing tradition of where diversity is critical part of our retail innovation embraced, where people are promoted on culture, values and company. continues into the 21st century as Cubic’s cutting-edge research their merits, and where people treat each business operations. Here, diversity starts We value the talents each employee brings and development holds promise for customers other with mutual respect and dignity. with understanding, valuing and represent- to Cost Plus World Market, and highly worldwide. Today, the company’s two major seg- Around the world, we are committed to being the varied needs, gifts and priorities of encourage internal growth opportunities ments - the Defense Group and the Transporta- ing a company where the best people want employees, customers, communities and within the organization. We offer a world tion Systems Group - have become world leaders to work; where opportunities to develop are suppliers. This diversity of people, products of benefits to our employees including: in their respective industries with leading edge widely available; where innovation and an and partners naturally stimulates a diver- Medical/Dental/Vision, a generous technologies. entrepreneurial spirit are valued; and where sity of perspectives, which helps create an Employee Discount, 401(k) with matching Since its founding in 1951, Cubic has helped a healthy work/life balance is encouraged. enviable company culture and enhance the program, Paid Holidays, Sick Pay and make a difference in the San Diego community growth and vitality of all Cox stakeholders. Vacation & many others. Cost Plus World by supporting a wide range of nonprofit organizations whose issues and values are aligned with www.citigroup.com Market is an equal opportunity employer. http://www.cox.com/CoxCareer/ corporate interests and employee values. www.worldmarkets.com www.cubic.com

Enterprise Considered the Hawthorne The Federal Bureau of Investi- Rent A Car, founder of the Machinery Co. gations is like no other career an $8 billion biotechnology industry, Genentech has been has been the international transportation leader, is the largest choice you’ve explored. It’s challenging. Compel- delivering the promise of biotechnology for 30 exclusive Caterpillar dealer serving San Diego rental car company in the U.S. in fleet size and ling. Important. Whatever your background or years, using human genetic information to dis- County since 1956. The company’s territory also locations. A candidate can expect to start as a expertise, you will find an FBI future exception- cover, develop, commercialize and manufacture includes Northern Baja California, the Hawai- Sales Management Trainee learning all of the ally rewarding. The work you perform will have biotherapeutics that address significant unmet ian Islands, Tonga, Samoa, Guam and Saipan. facets of how to run our business, including a daily impact on the nation’s security and the medical needs. Today, Genentech is among the Hawthorne Machinery Co. offers a complete management, customer service, administration, quality-of-life for all citizens. Our mission is world’s leading biotech companies, with multiple line of new and used Caterpillar® and other and sales/marketing. The combination of our to uphold the law through the investigation of products on the market for serious or life-threat- quality brand equipment, service contracts, field 100% promotion from within policy and the ening medical conditions and over 40 projects in service, repairs, custom fabrication, CAT factory violations of federal criminal law; to protect the upcoming expansions in the San Diego area the pipeline. With its strength in all areas of the authorized engine service and rebuilding, and United States from foreign intelligence activi- has created dynamic opportunities for growth. drug development process — from research and the most modern service and testing facilities. Upon successful completion of the Management ties; to provide leadership and law enforcement development to manufacturing and commer- We currently have 23 positions available. Visit: Trainee Program, candidates have the opportu- assistance to federal, state, local and interna- cialization — Genentech continues to transform www.hawthorn.cat.com for details. nity to grow into management positions within tional agencies; to provide the executive branch innovative science into breakthrough therapies their first year with the company. If you are in- with information relating to national security. for patients. terested in career opportunities with Enterprise, Join as a Special Agent or in a support role as Genentech’s commitment to diversity is a apply online at www.enterprise.com. a Computer Specialist, Crime Scene Special- commitment to providing an environment where ist, Linguist, Fingerprint Expert, Intelligence each individual is respected, honored and sup- Dee Dee Andrews, Regional Recruiter. ported, and is rewarded on the basis of personal Research Specialist, Laboratory Tech, Accounting http://www.erac.com/recruit/ achievement and contribution. (760) 231-2440 Professional, Laborer, Secretary, etc. www.fbijobs.com directly at: www.gene.com/careers/ Diversity Works! | SPRING 2007 | 19

For information on becoming a Diversity Works! Employer Partner Call (619) 266-6244 or email [email protected]

Think core values. Look Integrits At Kaiser At Kyocera for a company that be- Corporation is Permanente, we Wireless lieves workforce diversity is a progressive value the rich Corp. we a major contributor to success. IBM has been the Information Technology (IT) services firm based diversity of our value exploration, innovation and achieve- leader in corporate workforce diversity since its in San Diego, California. We provide high-tech- organization and aspire always to demonstrate ment in our employees. We take pride founding. Did you know that we employ special- nology products and services to the commercial respect for the uniqueness of each individual. We encourage each contribution to the establishment in our diverse work force and provide an ists dedicated to recruiting women, minorities and defense markets. Come JOIN & GROW internal climate that encourages a global and people with disabilities? Visit us and learn with us! Integrits Corporation is a leader in of an open, inclusive environment that supports more at: state-of-the-art Navy C4I, Command & Control and empowers our employees. approach to business. By matching the most and Weapon Systems Integration. We have many www.kaiserpermanentejobs.org/ talented individuals with the resources they http://www-03.ibm.com/employment/ challenging and rewarding opportunities avail- need to succeed, we’ve created an environ- able to those individuals that strive to succeed ment that promotes change, growth and and excel. We are currently offering the following creativity. Competitive compensation and job opportunities: benefits teamed with exceptional training C41 Test Engineers & Analysts are available to those with the skills and TADIL Communications Engineers motivation to make a difference. Information Assurance Project Leads “Prepare to become Inspired” IT Business Consultants www.kyocera.com/kai IT Infrastructure Analysts http://kgim.blackportal.com IT Administrators & Analysts

Visit our website at: www.integrits.com

Lockheed The world of We understand National University Martin is a Loews Hotels. that a sound is committed corporation It’s a world diversity to maintaining of 125,000 employees engaged in some of the of places, people and services that make us program is a a high quality, most important projects in the U.S. and around critical component of our values and our success. diverse work force truly unique. Loews Hotels is a collection the world. We live and work as good citizens In order to realize our vision of being the best representative of the populations we serve. It in communities where employees take special of unique, one of a kind hotels with dis- worldwide provider of higher-value staffing is our policy to provide equal employment pride in volunteering to serve for the betterment tinct personalities. Each is high in quality, services and the centre for quality employment opportunities for all applicants and employees. of all. As such, the Lockheed Martin team is fun, and is unpretentious, a great value and opportunities, we must continuously dare The University does not unlawfully discriminate naturally diverse—encompassing people of all consistently delivers warm friendly service. to innovate and be pioneers. That means on the basis of race, color, religion, sex shapes, colors, perspectives, ages, religions and As a company we care about our guests, reflecting the diversity in our markets and in our (including pregnancy, childbirth, or related nationalities. our community and our employees. We communities. medical conditions), national origin, ancestry, We have varied backgrounds, opinions, want to be a “home away from home” by age, physical disability, mental disability, medical www.manpowerprofessional.com/sandiego/ lifestyles and talents, and we see the world in catering to discerning business and leisure condition, family care status, veteran status, many different ways based on our uniqueness marital status, sexual orientation, or any other travelers and host to the most important as individuals. Though different, we share basis protected by state or federal laws. one thing in common. We are linked in some business, political and industry association way to the same enterprise. Collectively, we events. http://www.nu.edu/ contribute to missions of profound significance Contact us: Loews Hotels, 667 Madison to the security and advancement of the world. Ave., New York, NY 10021 (212) 521.2000 We create products and solutions that improve communities, save lives and protect principles http://www.loewshotels.com/ like liberty and tolerance that we hold so dear. www.lockheedmartin.com

Our philosophy is The Padres believe that all Qualcomm innova- For 37 years, Science to provide a working persons are entitled to equal tions reflect the smart Applications International environment where employment opportunity and and creative individuals and teams that have Corporation (SAIC), the employees can expand the Club does not discriminate made us the leader in our industry. Many of nation’s largest employee professionally and be against qualified employees those innovations turn into patents—over 3,000 owned engineering and research company, has rewarded for achieve- or applicants because of race, issued or pending. We’re looking worked on solving some of the most complex ment. National Bank is color, religion, sex, pregnancy, national origin, for thinkers with the desire and technical problems facing our nation and the a full-service bank and a catalyst for economic ancestry, citizenship, military status, age, marital initiative to make an impact on world – challenges in national and homeland development in under served communities. status, sexual orientation, gender identification, our company and the wireless security, energy, the environment, space, physical disability, mental disability, medical evolution. We thrive on ideas and perspective telecommunications, health care, and logistics. www.neighborhoodnationalbank.com condition, or any other characteristic protected evident in a diverse and multinational workforce. Our continuous growth and our success, by federal, state or local law. Equal employment Diversity plays an integral role in our global providing world-class systems integration, opportunity will be extended to all persons in all viewpoint and provides an atmosphere that fos- information technology and eSolutions to aspects of the employer-employee relationship, ters the kind of free-flow of ideas that has made customers, worldwide, is a credit to our staff including recruitment, hiring, upgrading, train- us a technology leader. By communicating with – many of whom are the best and the brightest ing, promotion, transfer, discipline, layoff, recall, people from diverse backgrounds and groups in their fields. And we help our employees and termination. all over the world, we engage in a dialogue that stay the best and the brightest with highly drives the wireless communication’s industry. We praised training, education, and professional www.padres.com currently have over 890 positions available glob- development programs. There are currently 105 ally of which 641 are available in San Diego. positions available in San Diego in the following Apply directly at: https://jobs.qualcomm.com/ categories: Apply at www.saic.com/career/find.html 20 | SPRING 2007 | Diversity Works! Diversity Works! Employer Partners Directory

The San Diego Diversity is not The ideal San Diego Sheriff’s Depart- only a corporate candidate for National Bank ment is looking commitment the San Diego has often reflected for the best and to respect the Union Tribune has the following attributes: the characteristics differences brightest individuals – those who have the Punctual, Customer Service Oriented, Team of a big family — quite extraordinary for among people, aptitude and sense of commitment - those but also the recognition that those differences Player, Can Do Attitude, Media related a bank. But, it is not so extraordinary, who want to help their community, and are a strength. Diversity is a source of power experience preferred, but not required considering the type of staff, management who want to make a difference. The San that has a positive effect on our customers and Areas of focus: Custodial, Customer Service, and board of directors that SDNB has Diego Sheriff’s Department’s goal is to helps us to make the most of business opportuni- Clerical/Data Entry, Sales Support, Account attracted and enjoyed. Our success is a provide the highest level of professional ties. People are at the heart of Sempra Energy’s Managers, Pressroom Helpers, And More. direct result of the type of customers our public service to the wide range of ethnic strategic diversity policy: people committed to We respect diversity and embrace inclusion. company serves. We have been very grateful and culturally diverse groups that make up taking bold action to create a work environment Cindy Nguyen, Sr. Recruiter for the support and loyalty our customers San Diego. where competence is recognized and celebrated, have brought us. without respect to gender, race, age, sexual www.sdsheriff.net/jobs/ www.signonsandiego.com orientation, national origin, physical ability, www.sdnb.com religious beliefs, personal preferences or life experiences. www.sdge.com/careers or www.sempra.com/careers.htm

Recipient of the Urban League’s 2005 President’s Award For Diversity

SDSU Foun- The Scripps Research Solar Turbines As a global cor- dation has Institute is one of the is a world lead- poration, Edison been orga- largest, private, non- ing producer International nized to func- profit research organiza- of mid-range industrial gas turbines for use makes every effort to ensure that our suppliers and work tion as a self-contained private corporation, tions in the U.S. It has in power generation, natural gas compres- force reflect our multicultural marketplace. As separate from the University, yet integrated attained recognition as sion, and pumping systems. It provides a community partner, Edison International into the goals and programs of San Diego a center of excellence in full product support, equipment supply, works closely with low-income, minority, and State University (the University) and re- a highly focused branch financing, plus installation and operation women’s groups to advance their employment sponsible for the accomplishment of certain of research, the nexus of the structure of and maintenance capability. http://esolar. opportunities, educational needs, and economic University objectives. SDSU Foundation is biological molecules and their cellular cat.com/solar/ development. Edison International’s commit- responsible for many activities that require functions with chemical synthesis. At Sony, we believe ment to diversity and equal opportunity is financial support not provided by the State. that diversity is key to evident throughout the organization. Minority These activities occur in all three areas www.scripps.edu our competitive advantage and we value the and female representatives currently comprise of University life including: instruction, collective strengths of all our employees. 25% of Edison International’s Board of Direc- tors.Edison International’s largest operat- research and community service. We are proud to be an Equal Opportunity ing company, Southern California Edison, Employer (EOE), with an unwavering promotes equal opportunity and diversity with www.foundation.sdsu.edu commitment to Affirmative Action (AA) leadership programs, diversity recruiting, and for Minorities (M), Women (F), Individu- supplier diversity goals. The result of these ef- als with Disabilities (D), and Veterans (V). forts is evident in SCE’s ranking, for the sixth www.sonyjobs.com consecutive year.

Membership as Diversity Works! Employer Partner brings social benefits...

trends think tank, within the next 10 to 15 find, and if necessary, develop scarce and year. This is not a donation, but an invest- As one of over 57,000 years, changing demographics, technological diverse human resources. For example, the ment and a smart business move. It will employers in the region advances, and economic globalization will online Diversity Job Bank (www.ulsdcjobs. provide you with unlimited posting/reviews we’re counting on your shape the workplace. The United States work net) has attracted over 1000 job seekers. at the Job Bank, mention in our Diversity force will continue to expand, although at a And the students who attend our workshops Works! magazine coverage as a featured support to help make much slower rate. However, its composition undergo behavior modification training in employer on our web site, and discounts on will shift to a more conjunction with our upcoming career fairs. Diversity Work! here balanced distribution award-winning work To facilitate answering your questions, in San Diego. by age, sex, race or “We’re asking you to readiness and diversity we conduct monthly luncheon seminars to ethnicity. become a Diversity Works! training, producing explain the benefits of the DWP initiative For over 50 years, The Urban League of Keeping pace outstanding results. here at The League’s corporate office at 720 San Diego County (ULSDC) has assisted with these changing Partner (DWP)...as an This combination Gateway Center Dr., San Diego, CA, 92102. many of its citizens in preparing for and workplace dynamics investment and a smart produces employees Please RSVP to Barbara Webb, Deputy finding meaningful employment. For most -- while implementing who are truly work Director, (619) 266-6232. Space is limited of that time, you, our area employer, has the mandate of our business move.” ready. Consequently, and for lunch, we need to hear from you. assisted us along the way. And now more mission to assist as our employer Here’s to the continued success of our than ever, your cooperation is needed to help African-Americans and other under served investor-partner, you will benefit not only social venture partnership, which leads to the us meet our mission. to achieve social and economic equality from finding highly qualified job candidates next subject... That’s why we’re asking you to become a -- ULSDC has strategically positioned itself to in our job bank, but prospective employees Diversity Work’s Employer Part- Diversity Works! Partner (DWP). better serve San Diego through our Diversity who attend our workshops are also prepared ners are also Social Venture Partners (SVP). According to research by the Hudson Works! Initiative. attitudinally to enter the workplace. As it applies here, SVP’s are employers/profes- Institute, a nationally recognized social Through Diversity Works! we help you We are asking you to invest just $1200 a sionals looking for a way to invest their time,F Diversity Works! | SPRING 2007 | 21

For information on becoming a Diversity Works! Employer Partner Call (619) 266-6244 or email [email protected]

At Star- Sycuan is more We believe that the Union Bank of Cali- bucks, diver- than just a business broad diversity of our fornia is proud to sity is a way enterprise. Sycuan is workforce, customer play an integral role in the many diverse of life. It is a community of people working together base and the communi- communities we serve. Our bankers have the the core of our culture and a foundation for ties we serve provide toward a common goal. Whether you work language and cultural skills to help you with the way we conduct business. Our goal is to in our beautiful, state-of-the-art Casino a clear opportunity to create competitive your personal and business banking needs every attract and retain a workforce that reflects or become a staff member in one of our advantage. We value and respect the unique step of the way. We make a concerted effort to the world, to develop policies and practices other enterprises, you will be part of the characteristics, skills, and experiences that support these communities both as a financial that fully utilize the human potential and Sycuan family. In addition to the Ca- employees bring to the workplace. On a institution and as a good neighbor.At Union to create hopes, fulfill dreams and build eq- sino, Sycuan operates a Fire Department, daily basis, diversity and inclusion is evi- Bank of California, our people are our greatest uity in our partners, neighborhoods Medical Clinic, Dental Clinic, Day Care dent at all levels in the company in the way asset. Our employees come from many different a n d c o m - munities. www. Center, Tribal Police Department, Learn- we listen and respond to our customers, our backgrounds, bringing with them different experiences and perspectives, which are the key starbucks. com/jobs/ ing Center, and Kumeyaay Community community and each other. to our success. We strive to build an employee

College. We currently employ over 2,500 group that understands and reflects the diverse people in a variety of positions, including http://www.thehartford.com/ communities we serve through our 319 of- casino operations, food service, security, fices. Our efforts have been recognized by the accounting, facilities, and landscaping, just U.S. Department of Labor, as well as Fortune to name a few. Magazine, who, for two years in a row, ranked us among the top ten companies for diversity in http://www.sycuan.com/sycuan_casino/ the workplace. For more information about our Winner of the Urban League’s human_resources.html company’s history, visit our website. 2005 President’s Award for Diversity Visit: http://cce.uboc.com/ to learn more.

We are the Our commitment Viejas offers its Wells Fargo has world’s to a Diverse employees an understood the largest global Employee Base exciting work importance of transportation company, operating in more environment both hiring and It is our goal to recruit, select and retain retaining a diverse workforce and serving a than 200 countries and territories and with competitive the most qualified employees who represent diverse community for more than 150 years. wages and benefits including: employing 370,000 people worldwide. all segments of the communities we serve Our Diversity Mission: The company’s commitment to its and support. We cultivate a highly talented ·Holidays Accrued vacation and sick leave “Wells Fargo Team Members should expect to employees has been recognized by several workforce by valuing people for who they ·Medical, dental, and chiropractic work in an environment where each person feels notable publications including America’s are and what they can contribute. ·Discounted employee meals valued for individual traits, skills and talents, Best Part-Time Job (Your Money ·Retirement Plan (401k) and has the opportunity to fulfill ambitions and contribute to the success of the company.” From magazine), America’s Best Companies for ·Quarterly Incentive Plan Minorities (FORTUNE magazine) and senior managers to tellers, 62% of our Team Best Company Benefits (MONEY If you are offered employment with Viejas Members are women, and 29% of our Team Members are minorities. While these numbers magazine.) you will be required to complete an Em- ployment/Gaming License Application and are positive, we are always working to increase https://ups.managehr.com/ pass a pre- employment drug and alcohol our diversity. We’re focused on recruiting, training, and retaining the best and brightest test and background screening. people today to join our diverse workplace. https://www.wellsfargo.com/employment/

...while Social Venture Partners unite for diversity through League skills and resources in under served com- 4. Your own web page on our site featur- Fairs held at The League’s corporate office, available to promote your company’s munities with a goal to achieve a specific ing your company’s profile and current jobs. on a first come first served basis. diversity efforts via The League’s media outcome. 5. Live links to other job boards such 11. Discounts on booths at the annual channels Our SVP’s work through The League to as monster.com or careerbuilder.com, Career Fair, and at Career Zones held in 17. Eligibility to compete for the make a hands-on difference. As a Diversity which automatically pulls the jobs posted conjunction with other civic events such President’s Award for Diversity and Works! SVP you help to deliver programs and on these other job boards into your profile as the Heritage Day Parade which usually attendance at The League’s annual Equal services and build the organizational capacity with us. No need to draws 10,000. Opportunity Awards dinner gala in the fall. of the agency. enter the same jobs in 12. “Hot Job” notices 18. Participation at our monthly In turn, we are able to leverage your several places. sent out via our Employers Diversity Networking investment by offering needed services to 6. Five featured jobs “We treat our Employment Network luncheons, usually featuring a 30 minute constituents throughout the county in the each year in the Job corporate members email distribution presentation by a diversity professional on areas of education, employment and housing. Bank. system. diversity related topics of the day. Corporate membership with The Urban 7. Listing in the DW! like investors.” 13. Direct marketing 19. National recognition for being League of San Diego County for one year Employer Partners direc- to the Urban Market proactive in diversity. includes the following benefits: tory in the magazine via our DW! Employ- 20. Access to over 150,000 people of 1. Unlimited job posting and resume 8. Possible feature articles in the DW! ment Guide and email blasts. color via our Employment Network. reviews in the Diversity Job Bank for one magazine about your company’s diversity 14. Listing as an Investor in the DW! 21. Socially connect with communities year (www.ulsdcjobs.net) outreach efforts. Work Readiness Workshops class materials. of color and enhance your cultural 2. Featured Employer in the DW! Job 9. Your company profile and job listings 15. Directly recruit graduates from competency and awareness. Bank for the entire year. (5) in DW! Employment and Career Guide, workshops and receive invitations to 22. Meet your company’s EEO require- 3. Corporate logo displayed in special a monthly mailing to 300 affinity groups. graduation ceremonies. ments for outreach and involvement DW! Partners section on the website 10. Free booth at quarterly Mini-Career 16. Other promotion vehicles may be (DOL-OFCCP). 22 | SPRING 2007 | Diversity Works!

Definition: An affinity group is a group of people who share interests, issues, and a common bond or background, and offer support for each other. These groups can be formed between friends, people from the same community, workplace or organization. We outreach to all affinity Affinity Groups groups to deliver the word about our Diversity Works! programs and opportunities. Affinity Groups can represent a narrow or broad definition of a dimension of diversity: African-American, Asian, Indian, Hispanic, women, veterans, the disabled, the gay and lesbian communities, to name a Directory few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members. Affinity Group Partners The Affinity Group Partners below work closely with The League through the Employment Network by referring their constituents to our job bank.

Greater San Diego Greater San Blacks In Government Diego Business San Diego Chapter Development The Greater San Diego Council Chapter of Blacks in Its mission is to expand business opportu- Government (BIG), as a nities for minority business enterprises and 501(C)3, non-profit, civil rights organiza- create mutually beneficial links between tion, is dedicated to eliminating discrimi- corporate members and minority business NAACP Metro nation and racist acts in all forms, against enterprises. The ultimate outcome is to add The Multi-Cultural North County Branch ALL people, but especially African-Ameri- economic value to the supply chain while Convention Ser- cans, in all government agencies; whether vices Network is a The mission of the Na- it is a city, county, state or federal govern- destination market- tional Association for the ment agencies. ing company that promotes San Diego as a Advancement of Colored NAACP Metro People is to ensure the political, education- San Diego Branch premier destination. We match the needs of National Society of al, social and economic equality of rights The mission of the incoming conferences and event coordina- Black Engineers of all persons and to eliminate racial hatred National Association for tors with local business. MCCSN finds Alumni Extension and racial discrimination. the Advancement of Colored People is to the best venue, whether a hotel, confer- NSBE’s mission is to ensure the political, educational, social and ence center or unique location, at the best increase the number of economic equality of rights of all persons possible value. Principal Clara Carter is a Warm Spirit culturally responsible African-American and to eliminate racial hatred and racial native and has over 15 years experience in Independent engineers who excel academically, succeed discrimination. the hospitality industry. professionally and positively impact the Consultants community. The 100 Black Men Students In Warm Spirit is a culturally diverse, self-care of San Diego Free Enterprise network marketing company, specializing An affiliate of the The Mission of SIFE is to in spa-quality, aromatherapy products and United Front 100 Black Men provide college students herbal remedies. Having surpassed $14 for Education of America, this the best opportunity to million in sales in 2005, Warm Spirit was group improves the quality of life of San make a difference and recently voted “Emerging Company of the Advocates for quality, equality and parity Diego city residents we serve. Our pro- develop leadership, teamwork and commu- Year” by Black Enterprise. “The heart and for children’s education, providing resourc- grams enhance educational and economic nication skills through learning, practicing soul of Warm Spirit is empowering people es and support to families, students and opportunities for African-Americans, and and teaching the principles of free enter- to care for themselves and to nurture their teachers in the community. African American youth in particular. prise. Visit: www.sdsife.com potential within.”

URBAN LEAGUE of san diego county YOUNG PROFESSIONALS

Now that you’ve made it and are part of the professional business world, it’s time to give back to your community and help our young kids move forward.

Visit www.ulsdc.org to learn how you can join The League of Young Professionals. Diversity Works! | SPRING 2007 | 23

For information on becoming a Diversity Works! Affinity Partner Affinity Groups Call (619) 266-6244 or email [email protected] Directory Affinity Groups in San Diego

100 Black Men of San Diego Hispanic Alliance for Career Enhancement (HACE) National SER African American Business Women of Vision Hispanic American Chamber of Commerce National Society of Black Engineers (NSBE) African American Chamber of Commerce Hispanic Association on Corporate Responsibility National Society of Hispanic MBAs African American Writers & Artists, Inc. SD HispanicBusiness.com Native American Journalists Association Alpha Chi Omega Hispanic Employee Council of Foreign Affairs Agencies Native Indian Education Association Alpha Delta Pi (University of San Diego) Hispanic Employment Program Managers Council The New Leaders Alpha Kappa Alpha Sorority Hispanic Engineer National Achievement Awards Nu Alpha Kappa Fraternity Alpha Phi Hispanic National Bar Association Omega Psi Phi Fraternity Alpha Phi Alpha Fraternity Jack & Jill Club of San Diego Organization of Chinese American Alpha Phi Gamma Sorority Kappa Alpha Theta Pan African Association of America Alpha Pi Sigma Sorority Kappa Kappa Gamma Pan Helenic Association of San Diego Alpha Psi Rho Fraternity Lambda Chi Alpha Pan Asian Lawyers of San Diego (PALSD) Alpha Tau (San Diego City College) Lambda Sigma Gamma Sorority Pazzaz Inc. American Indian Science and Engineering Society Lambda Theta Alpha Sorority Phi Beta Sigma Fraternity Asian American Journalists Association Latino Builders Association Project Employment-Plus Asian Business Association of San Diego Latin Business Owners of America RAYBEN (Raytheon Black Employees Net) Asian Pacific Islander Caucus (SDSU) League of United Latin American Citizens San Diego Association of Black Journalists Association of African American Educators Links Incorporated San Diego Black Nurses’ Association Inc. Assn. of Hispanic Advertising Agencies Local Council for Latin American Advancement (LCLAA) San Diego Black Health Association Assn of Latino Professionals in Finance and Accounting MANA San Diego City Black Employees Assn. Barrio Station Million Man March Local Organizing Committee San Diego Black Pages.com Beta Omega Phi Fraternity Multicultural Convention Services Network San Diego Black Storytellers Assn. Beta Theta Pi (University of San Diego) National Association for the Advancement of Colored People Sigma Alpha Zeta Sorority Blackdiego.com (NAACP- San Diego) Sigma Gamma Rho Sorority BlackPortal.com National Association for the Advancement of Colored People Sigma Lambda Beta Fraternity Black Contractors Association (BCA) (NAACP- North County) Sigma Lambda Gamma Sorority Blacks in Government National Association of the Advancement of Hispanic People Sigma Phi Epsilon (University of San Diego) Black Men United (NAAHP) Sigma Phi Omega Sorority Brothers Inc. National Society of Black Engineers -SDSU Sigma Theta Psi Sorority California Chicano News Media Association National Society of Black Engineers The Sisterfriend Society California Council for the Humanities National Association of Black Journalists Sisters In Support Centro Cultural de la Raza National Association of Colleges Employers Society of Hispanic Professional Engineers Chicano Federation National Association of Hispanic Journalists Trans Africa Forum CNET-Community Network National Association of Hispanic Nurses UCSD Black Staff Association Conference on Asian and Pacific Islander Leadership National Association of Social Workers UJIMA Network (UCSD) Delta Sigma Psi Sorority National Black MBA Association United Sorority and Fraternity Council Delta Sigma Theta Sorority National Black Law Students Association Upsilon Kappa Delta Sorority Delta Tau Delta (University of San Diego) National Council of La Raza Urban Economic Corporation Diversity Training University International National Council of Social Studies Urban League of San Diego County Earl B. Gillim Bar Association National Organization for the Professional Development of Urban League of San Diego County Guild Federal Asian Pacific American Council Black Chemists & Chemical Engineers (NOBCChe) Urban League of San Diego County Young Professionals Filipino American Lawyers of San Diego The National Organization of Black Law Enforcement Execu- The Urban Financial Services Coalition - San Diego Gamma Phi Beta tives (NOBLE) Women in Technology International Gamma Phi Epsilon Fraternity National Pan-Hellenic Council Women Inc. Gamma Zeta Alpha Fraternity National Sales Network (NSN) Zeta Phi Beta Sorority

24 | SPRING 2007 | Diversity Works!

Career Development

Ready to join the tion levels by 3 percent or more while 17 percent will raise compensation levels by 5 work force? The percent or more. market may not Work/life balance is a major buzzword among U.S. employers as employees strug- be as adverse as gle to balance heavy workloads and long hours with personal commitments. you may think. Nineteen percent of employers say they Many employers are very or extremely willing to provide more flexible work arrangements for em- are offering new ployees such as job sharing and alternate compensation schedules. Thirty-one percent are middle to fairly willing. packages and Employers continue to express concern over the loss of intellectual capital as “baby flexibility in boomers” retire and smaller generations the work of replacement workers falls below labor quotas goals. arrangements. One-in-five employers plan to rehire retir- ees from other companies or provide incen- tives for workers approaching retirement by José Cirvieri age to stay on with the company longer. Thirty-five percent of employers plan to Recent reports from the U.S. Labor Dept. provide more promotions and career ad- indicate that while the expansion of the Understanding the positive influence plan to offer better compensation packages. vancement opportunities to their existing U.S. economy is slowing, it is doing so at a workforce diversity has on overall business Eighty-one percent of employers report staff in the New Year. reasonable pace, and inflation has stead- performance, employers remain commit- their companies will increase salaries for In light of the shortage of skilled workers ied. A moderated, yet stable, job market is ted to expanding the demographics of existing employees. within their own industries, the vast major- expected to carry over into 2007 with gains their staffs. With the Hispanic population Sixty-five percent will raise compensation ity of employers—86 percent—report they that will remain strong enough to keep the accounting for half of U.S. population levels by 3 percent or more while nearly are willing to recruit workers who don’t unemployment rate in check. growth since 2000, according to the U.S. one-in-five will raise compensation levels have experience in their particular industry University of Michigan economists pre- Census Bureau, and buying power growing by 5 percent or more. or field, but have transferable skills. dict the United States will create 1.5 mil- 8 percent annually, one-in-ten employers Nearly half of employers (49 percent) ex- Seventy-eight percent report they are will- lion jobs in the next 12 months. Employers report they will be targeting Hispanic job pect to increase salaries on initial offers to ing to recruit workers who don’t have expe- are expected to become more competitive candidates most aggressively of all diverse new employees. rience in their particular industry or field in their recruitment and retention efforts segments. Nine percent plan to step up Thirty-five percent will raise compensa- and provide training/certifications needed. as the pool of skilled labor shrinks and diversity recruiting for African-American productivity growth plateaus. Forty percent job candidates, while 8 percent will target of employers report they currently have job female job candidates. openings for which they can not find quali- Half of employers recruiting bilingual fied candidates. employees say English/Spanish-speaking This bodes well for workers who are likely candidates are most in demand in all of to benefit from more generous job offers, their organizations. more promotions, more flexible work cul- To motivate top performers to join or tures and other major trends identified. stay with their organizations, employers

Diversity Works! Start your career today

(619) 266-6247

Diversity Works! | SPRING 2007 | 25

For information on the Diversity Works! Job Bank, call (619) 266-6244 or email [email protected]

world can beat the productivity boost you Before you activate “Plan B” get from really, really enjoying your work,” Turning a says Alexander Kjerulf’s at his internet blog consider your work attitude site of the same name. Of course, if you still want to activate pink slip Plan B, that positivity and added productivity are likely to make your management a little more positive about you, a little into green more willing to give you a good review, perhaps. Similarly, CNNMoney.com bucks magazine recently published an article about “knee-jerk vs. smart” responses for Many job losses can people who are unhappy with their jobs. The knee-jerk response usually perpetuates lead to green pastures your negativity which can give management a reason to fire you (i.e. take responsibility for your talent out of your hands), while the smart response usually sets you up to look like a hero, even if you’re on your way out. You might also take the “Should You Quit Your Job” quiz posted at www.about. We’ve written before about the possible of a job are lackluster? Obviously, you’re com. It might help you figure out if you’re dangers created by a poorly managed work- going to be dissatisfied with your job. staring down the barrel of a dead-end job force, and while that advice is great not However, think about what it means to be or if you’re staring at an opportunity right every human resource department is going unhappy at your job. Why are you unhap- in the eyes. to follow it. The sad truth is that lots of py, and is there anything positive that can It’s never too late to change jobs or people are unhappy at their jobs, but—in be done about your situation? Specifically, careers, but it can be a major decision. the spirit of lemonade-from-lemons—that are there ways you can turn adversity into Many people dream of rushing into their also means that there is a lot of potential opportunity? Rising above negative co- boss’ office and letting go with the famed talent out there ready for a new job. Still, workers, making the best of your respon- “Piece-of-my-mind.” But, do some deliber- before you go quitting your job, there is a sibilities, and trying to be positive. Sure, ate thinking before you walk out on what lot to consider. that may sound like sort of abstract advice, could be your chance for career greatness, “Every cloud has a silver lining,” can even According to a study posted about on but you should think about it as a specific, and don’t go burning any bridges. apply to workers who recently lost their the Taleo Blog, talent management and proactive tactic. Then, if you’re really ready for a career jobs. They can view this as an opportunity performance evaluation/reward are the two “The single most efficient way to increase change, you’ll go into Plan B poised for to get a better paying, more interesting job leading factors in work-place positivity. your productivity is to be happy at work. success instead of carrying unhappy career and a chance to learn more high-tech skills What happens when both of those aspects No system, tool or methodology in the baggage with you. that can make them more valuable on their next job. One-Stop Career Centers can provide assistance for many and are at the heart of the new workforce investment system under the Workforce Investment Act. As part of America’s Workforce Network, these centers help businesses find qualified workers and help job-seekers get employment and training services to advance their careers efficiently There are also several online employment sites made available through the U.S. Dept. of Labor, Employment and Training Administration such as: • America’s Service locator: • www.servicelocator.org • America’s Job Bank: • www.ajb.org • America’s Career InfoNet: • www.acinet.org • Work Force Tool Kit: • www.doleta.gov/employ.asp. • America’s Workforce Network offers toll-free information by calling 1-877- US-2JOBS. 26 | SPRING 2007 | Diversity Works! Staffing Agencies: Career change: When you need a job in a hurry! easier than At Your Service Temporary Staffing Services you thought At Your Service (AYS) is a temporary staffing agency that is committed to providing highly trained and experienced Recent studies show that the average working professional Banquet Servers to the Hospitality Industry. As a member will change careers about five times in his or her life and of the San Diego Hotel/Motel Association, AYS is aware of make 10 to 12 job changes. This statistic can be partly the industry’s challenges with finding quality help. For more attributed to today’s technology-driven economy, which information, call us at: (619) 527-0554. Location: 930 has created new, rapidly growing career fields, such as Gateway Center Way, San Diego CA, 92102 e-commerce and web development, that didn’t exist a few years ago. But making a complete career transition isn’t as difficult as you may think, according to John Karras, direc- Smart Staffing tor of career development for Keller Graduate School of Management. SmartStaff Staffing Solutions provides a full range of “The key to making a successful career transition is learn- employment opportunities throughout San Diego, South ing how to showcase the skills you acquired in past jobs Bay, East and North Counties. We provide permanent and and translating how they apply to the new position you temporary placement to professional and semi-professional want to pursue,” Karras says. “Once you learn how to do applicants in technical, accounting, administrative, and this, you increase your marketability in new fields.” some engineers, programmers, call centers, clerical, assem- The company is considered a leader in providing programs Karras has the following advice for professionals when bly, light industrial laborers, janitorial, driving, and H.R. to address EEO, AA, Diversity, Sexual Harassment and looking to make the transition to a new career: professionals. For more information, call: (619) 718-6330 other human resource issues. HRMS is under the direction Reorganize your resume. or visit: http://www.smart-staff.com/ of Dr. Larry Marion, an organizational psychologist with The standard chronological resume may not be the best over thirty years experience in the design, implementation option if you want to change careers. Instead, create a and evaluation of programs to improve the management of skills-based resume, which focuses on overall skills and Manpower human resources. Human Resource Management Special- abilities, highlights those skills that are transferable, and ists, 7960 Silverton Ave, Suite 201, San Diego, CA 92126 de-emphasizes job titles and length of employment with Manpower Inc. is a world leader in the staffing industry, Phone: (858) 549 4337 Fax: (858) 549 4341 E-mail: specific employers. providing workforce management services and solutions to HRMSPRO @ SBCGLOBAL.NET Fine-tune your soft skills. customers through 3,900 offices in 63 countries. The firm No matter what field you choose to pursue, employers are annually provides employment to 2 million people world- seeking candidates with strong soft skills, which apply to wide and is an industry leader in employee assessment and Visions Human Resources Services almost any job. The most sought-after soft skills include training. Manpower also provides a range of staffing solu- communication skills, leadership abilities and public tions, engagement and consulting services worldwide under Visions Human Resources Services (VHRS) is an speaking expertise. the subsidiary brands of Brook Street, Elan, The Empower independent company of Human Resources Services A trade-off is a skill, certification or degree that can be Group and Jefferson Wells. For more information, visit: Companies, providing high-tech employers with human substituted for specific work experience. In today’s job http://manpower-sd.com resource needs on a contingency basis. Based in San Diego, market, employers CA, Visions Human Resources Services, a minority-owned Often look for at least one of the three main trade-offs: company, supports a national and local client base, solving an advanced degree, technology skills, foreign language Human Resources Management Specialists business challenges through the effective use of technology capabilities or international work experience. and human resources. We provide a full range of Human “While some professionals may need to acquire new skills Human Resource Management Specialists is a full service Resources services in the areas of: staffing - job fairs to make their career change, the ability to use these tech- management consulting firm with over 30 years of experi- – resumes – focus workshops - training. Quality, reliability, niques to highlight those abilities you already have can set ence in providing training and consulting services to public and professional services are the foundation for VHRS. one candidate apart from the rest,” Karras says. organizations, private companies and community based For more information, visit the following web site: www. For more information about Keller Graduate School of organizations. visions-hrs.com Management, call 1-800-535-5378 or visit www.keller.edu. Diversity Works! | SPRING 2007 | 27

Our commitment to diversity gives us all a chance to grow.

No one told us to open our doors to multicultural businesses. Including these businesses as part of our competitive bidding process was our own idea, for the simple reason that it made good business sense and it was the right thing to do. At Bank of America, our commitment to helping minority-, woman-, veteran- and disabled person-owned businesses prosper is stronger than ever. Visit our Web site at www.bankofamerica.com/supplierdiversity to learn more about our commitment to helping our diverse suppliers’ businesses grow and succeed.

Job readiness program WORKSHOPS by The Urban League Building Blocks to Success & Personal Growth: of San Diego County Where Dreams Come to Reality • Master hard and soft employment-focused skills • Computer-based vocational training to help tune-up your literacy skills • Post your resume on line with the Diversity Job Bank viewed by over 600 employers • Interviewing and dress for business success training • Certificates of completion Limited space available. Call now: The Urban League of San Diego Country, 720 Gate- way Center Drive, San Diego, CA 92102, 619-263-8196, fax 619-263-1938

Employment Service Centers Typically these centers have direct relationships with local employers as well as a wealth of resources and advice to assist you in finding a job. Most of their services are free to the public paid for by tax dollars.

The Urban League of San Diego County people don’t get hired. I used to have a low Metro Career Center East County Career Center has an exceptional Diversity Works! Work self-esteem but now I am more confident 3910 University Avenue 924 East Main Street Readiness Training Program that pro- whether I am hired or not,” says Leo Mor- San Diego, CA 92105 El Cajon, CA 92021 vides job training for adults. With special rison, III. “The one thing I regret is that I Phone: (619) 516-2200 Phone: (619) 590-3900 thanks to Wal- Mart, this FREE one-week did not take this class 40 years ago. My life program includes 40 hours of instruction would have been different had I known the in resume and application preparation, information I received in this workshop. South Metro Career Center North County Coastal Career Center self-esteem, time management, money What I am most grateful about is that I 4389 Imperial Avenue 1949 Avenida del Oro, Suite 106 management, motivational techniques, am armed with the most valuable informa- San Diego, CA 92113 Oceanside CA, 92056 sexual harassment awareness, and work- tion to move forward, “says Suellen Fast. Phone: (619) 266-4200 Phone: 760-631-6150 place ethics. Classes are held each month and registration is required. Call the Urban League at 266-6232 for more information. The program is the result of research, design and development in the area of employment and training. Implementing an employment focused skills training system for people of color, the agency created a product that can be replicated throughout the non-profit network using the Pacific Institute curriculum. The program focuses on the cognitive behavior to improve the participants’ interpersonal communications and organizational skills in the workplace. “The Diversity Works! Program is highly informative and should be a required course for students, veterans and others preparing to enter or re-entering the workforce,” says Bill Jr. one of the students that completed the program. The program staff has forged relationships with over 600 area employers to create a bridge between participants and the corporate community. Our corporate partners serve as speakers, interviewers, resume critiques. “I thought there was no opportunity; the Urban League showed me an opportunity,” says Hubert Barnes, another student sharing his experience about the program. Participants receive valuable feedback to help with their career development and placement assistance. The Urban League has demonstrated a placement rate of 85 percent of all clients served. “I have learned much about myself and how my attitude can affect the success of my employment experience. I learned what the employer is looking for in an employee which can better my chances in the workforce,” says Bernard Schofield. Other participant testimonials include: “I actually understand and know why the program works and why Diversity Works! | SPRING 2007 | 29

Encanto Urban Village Empowering Communities & A community of new, affordable changing lives homes starting at $345,000 A joint partnership of Carter-Reese & Associates and The Urban League of San Diego’s Urban Housing Project For information contact Debra Stephens at (619) 571-5225

30 | SPRING 2007 | Diversity Works!

Youth Opportunities For information on Youth Opportunities at The League Call (619) 266-6244 or email [email protected] Tips for college bound African-American students

(NAPSM)—An historic number of African Americans re- • Search Tools—Individual college web cently earned bachelor’s degrees, more than doubling de- sites such as Lehigh’s www.lehigh. gree attainment numbers from 1990, according to a report edu/admissions are a wealth of infor- in The Journal of Blacks in Higher Education. How can mation for details about the college your child join their ranks? One way is to select a college and the admissions process,” says Gar- that is the right fit. Admissions specialists suggest visiting a diner. “You may also want to check campus and speaking with professors and students. “When out CollegeBoard.com which offers you visit, take some notes and consider bringing a camera a free ‘‘College Match Maker’ search to snap a few shots to refresh your memory once you are tool that helps you identify possible back home,” says Bruce Gardiner, Dean of Admissions and schools based on some basic criteria.” Financial Aid at Lehigh University in Bethlehem, Pa. Many colleges even offer special programs that give vis- • Get Organized—Are you going to take the SATs, way, they’ll have plenty of time to write and you’ll have iting students the opportunity to immerse themselves in ACTs or SAT subject tests? What are the deadlines for plenty of time to understand what they may want from you different cultures on campus. Gardiner says his school’s these tests? Also, some schools may not require SATs. for source material. Diversity Achievers Program, for example, is an overnight “Often, students will take standardized tests such as No matter what kind of school you’re looking for, Gar- visitation program for high school seniors that lets students the PSAT as early as their sophomore year so they can diner says it’s critical that students take ownership of their sit in on classes, attend social and cultural events, and ex- benchmark what schools may be a fit from an academ- college search. “Going through the motions and relying on plore the many resources offered to multicultural students. ic rigor perspective,” says Gardiner. someone else, like your parents or guidance counselors, to Try these additional tips for choosing the right school: make all your decisions is a recipe for you landing some- It’s also important to talk with a guidance counselor. He place that is not a good fit in the long term. It’s really im- • Narrow Down Choices—Ask yourself some basic or she can help familiarize you with your chosen school’s portant that you play an active role in finding someplace questions. For example, some items to consider in- application process. In addition, identify a few teachers you that is right for you.” clude campus size (big or small), location (urban or can ask to write recommendations. Be sure to touch base Choosing the right school by visiting the campus can rural), as well as campus life, academic programs, ex- with the teachers well in advance of the deadlines. That help ensure a school is the right fit. tracurricular activities, etc.

Technology trends: Able-disabled new age information sponsoring provided by program advocacy Able-Disabled Advocacy (A-DA) is a non- A recent study concluded that in the information age, a profit organization founded in 1975 that has TEAMWORKs practical understanding of systems is an invaluable tool to provided countywide occupational skills, possess—perhaps more valuable than a college degree. training and job placement assistance to FOR YOUTH An independent study found that technical training pro- over 7,200 youth and adults with disabilities. grams are widely accepted by Fortune 500, Inc. 500 and technology firms. The study, conducted by the Alexis de Tocqueville In- stitution (AdTI)—a public policy think tank—examined TEAMWorks for youth (TfY) is the impact of the Microsoft Certified Systems Engineer (619) 231-5990 Ext. 305 funded by the California Employment (MSCE) training program on employers and employees. Development Dept. It serves eligible The group found that: out-of-school youth between 18-21. Its • Organizational skills training — 72 percent of human resource managers and specialists purpose is to encourage students with are familiar with the program. • Computer training disabilities to explore opportunities — 55 percent of surveyed companies had MCSE’s on their • Workshopswww. in the fields of tourism, healthcare, construction, and technology. Its goal IT staff. • Paid internships is to motivate and develop potential — 87 percent of human resource managers surveyed • Career counseling to become independent, productive believed that MCSE’s are equally or more successful than members of today’s career driven college students. • On-the-job training workforce. “Companies are educating and graduating their class • Tutoring & online courses of engineers for the technology revolution,” says AdTI • Basic skills improvement research fellow Jeffrey Hogg. “The success of this program www.abledisabledadvocacy. is more for reaching than we expected.” • Learn at your own pace For more information visit www.adti.net.

Central San Diego South Bay North County 2850 6th Ave., Suite 311 1111 Bay Blvd., Suite E 4700 North River Rd. San Diego, CA 92103 Chula Vista, CA 91910 Oceanside, CA 92057 (619) 231-5990 Voice/TDD (619) 424-6860 (760) 439-7033 (619) 231-2380, Fax (619) 424-6890, Fax (760) 439-7070, Fax

Diversity Works! | SPRING 2007 | 31

Build a diverse

youth under age 16 may work: team. 3 hours a day/18 hours a week in a school week 8 hours a day/40 hours a week in a non-school week Let us find the right youth under age 16 must perform work between 7am and 7pm except between June 1 and Labor Day, person for your when evening hours are extended to 9pm

youth over age 16 have no restrictions current job opening. on the hours they may work

The San Diego County Urban League has been recruiting for 32 years.

By posting your career opportunities .com in our Diversity Job Bank you’ll have access to a talented and diverse Providing organizational surveys of managers and employees pool of success-oriented professionals.

POST A JOB TODAY!

• DA studies your company to discover issues of diversity and gender makeup Visit http://www.ulsdjobs.net • DA strives for a clear picture of your organization’s culture from an unbiased perspective • DA presents recommendations and implements a strategic plan for cultural change or call (619) 266-6244 • DA provides benchmarks to improve performance and retention of employees • DA identifies diversity concerns which hinder profitability and return on investment to submit your listing. 32 | SPRING 2007 | Diversity Works! Forging

Connections

Tuesday, April 24 – 11:00am to 4:30pm – San Diego Air & Space Museum

Join the San Diego Meeting Professionals International (MPI) as we come together with our multicultural partners to: • Explore leading issues which can enhance the success of culturally diverse meetings and resources. • Foster strong relationships with diverse companies that reflect our community and emerging markets. • Present and facilitate alternative methods for learning and meeting outcomes. Program: Experience a live, professional theater presentation... “All of Us: diversity, beyond race and gender”... a comedy/drama created and performed by Orlando-Ward & Associates, the national experts in the use of live, professional theater as a diversity training tool. Set in a realistic corporation where everyone is having trouble defining diversity and seeing its link to the bottom line, “All of Us” has been performed for major organizations including Ford Motor Company, Qualcomm, and Kaiser Permanente. After the performance, join in a non-traditional method of meeting, called Open Space Technology. Open Space is a model of convening where attendees are asked to generate the meeting agenda as well as participate by leading small group break-out sessions during the meeting time. Participants will learn from each other and create action plans for multicultural advancements in San Diego. Early Bird Registration: Before: April 17, 2007: $45.00 • After: April 17, 2007: $55.00

To Register or for more information visit: www.sdmpi.org or call 858-270-2800 Questions contact Clara Carter, Chair – [email protected] Sponsorship Opportunities contact Deborah Dimery – [email protected] Exhibit Opportunities contact Barbara Ramsey – [email protected] Diversity Works! | SPRING 2007 | 33

& title of california Present the Multicultural Heritage Awards ’07 To celebrate the multicultural spirit of our region, the San Diego Business Journal’s Multicultural Heritage Awards will honor San Diego’s most prestigious fi rms, large and small, for their commitment to diversity in their company and community. Award recipients will receive special recognition at the event and in the newspaper. Nominees will also be recognized in the Business Journal. March 29, 2007 7 11:30 a.m. - 2:00 p.m. 2007 Keynote San Diego Marriott Hotel & Marina 333 West Harbor Drive Speaker San Diego, Ca. 92101 Ruben Barrales Co-Sponsored by: President & CEO San Diego Regional Chamber of NEIGHBORHOOD Commerce NATIONAL BANK

Registration Company Name: Contact Name: Options: Company Address: 1. Online at www.sdbj.com 2. By phone at 858-277-6359 x3143 City/State/Zip: State: Zip: 3. By email at [email protected] Phone: Email: 4. By Fax to: 858-277-2149 5. By mail to: Group of 10 $450 • Individual Tickets $49 San Diego Business Journal Table of 10 4909 Murphy Canyon Road #200 $450 San Diego, CA 92123 $49 Cancellation not accepted 7 days prior to event. 34 | SPRING 2007 | Diversity Works!

Journey to a Blissful Life by Maria D. Dowd

“Perfect for sisters who want their ‘soul food’ in bite size chunks.” Voted “Emerging Company of 2006” Black Enterprise Magazine Essence, Jan. 2006.

INTEGRITS CORPORATION Diversity Works! | SPRING 2007 | 35

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For information on placing your Diversity related advertising, Marketplace call (619) 266-6244 or email [email protected]

Diversity Works! | SPRING 2007 | 37

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“We provide under-served communities with financial products and services that helps them build wealth”

Bob Adkins President/CEO

www.neighborhoodnationalbank.com RTN168_DiversityAD 9/14/06 5:35 PM Page 1

Diversity Works! | SPRING 2007 | 39

A diversity of great technology and solutions starts with a diversity of great people

At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. By recognizing the uniqueness of individuals, empowering employees, and truly valuing their input, our company consistently performs beyond all expectations. It’s a philosophy we’ll always embrace. It’s right for people, and it’s right for business.

We’re proud to feature Raytheon employees in our ads. To join them in a rewarding career, visit www.rayjobs.com

© 2006 Raytheon Company. All rights reserved. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. 40 | SPRING 2007 | Diversity Works! Diversity Works! | SPRING 2007 | 40

Post your resume online today!

Connect with over 500 area employers

Visit us at www.ulsdjobs.net