Diversity Works Ds Edition Magazine

ASIAN BUSINESS ASSOCIATION, SAN DIEGO Asian Business Association of San Diego (ABA) is a 501(c)(6) non-profit organization that reaches out to small and developing businesses to establish networking opportunities and create an active environment for business enhancement. Founded in 1990, ABA provides a strong voice on business, cultural and political issues of interest to San Diego’s Asian and Pacific Islander community. ABA encourages full involvement in entrepreneurship and business establishments throughout San Diego without the regard for race, color, creed or national origin. With over 400 business members, ABA has taken great part in its members’ business successes and growth,while also advocating to increase diversity and contracting opportunities in San Diego’s business community.Mainstream in its focus, ABA facilitates the growth and development of member businesses through ongoing entrepreneurial education, communication and business networking programs. ABA offers a number of programs and services to both members and non-members. This includes business development and the benefit of ABA’s many educational programs, services, and events (i.e., Rice Club luncheons featuring and hosting prominent speakers, business seminars, Lunar New Year Celebration, Annual Awards Gala). In addition to small business owners, entrepreneurs, young professionals and students, ABA has numerous corporate members including Citi, SDG&E, Viejas Enterprises, Cox Communications, Prudential Financial, and AT&T. ABA’s President/CEO Joni T. Low also represents ABA on a number of local committees and boards including the San Diego Regional Chamber of Commerce Public Policy Committee, San Diego County District Attorney’s Women’s Advisory Council, and the San Diego Workforce Partnership Board of Directors. ABA is proud to work closely with federal, state, and local officials and other business organizations. This includes Members of Congress, state legislators, San Diego County Supervisors, Mayor Jerry Sanders, San Diego County Hispanic Chamber of Commerce, Greater San Diego Business Association, San Diego World Trade Center, Japan Society of San Diego & Tijuana, and the San Diego Regional Airport Authority. If you’re interested in learning more about ABA, please visit or call Joni Low at (858) 277-2822.

SDSU’s College of Extended Studies

Bringing a Myriad of Learning Experiences to a Diverse San Diego eens are learning to create websites and video Textinction, games. Senior citizens are discussing dinosaur folk music or ethnic conflict. Military

spouses and unemployed workers are starting free career training. San Diegans are advancing their careers in professional certificate classes. It’s another busy semester at the College of Extended Studies, San Diego State University, meeting the diverse educational needs of an even more diverse population. Reaching out to the greater San Diego community, SDSU’s College of Extended Studies offers a wide variety of lifelong learning classes, seminars, certificate and degree programs, and other learning opportunities for students in every facet of life: Teens High-schoolers “start college” early at SDSU’s day camps, where they discover new interests and learn valuable life skills. This past summer, teens saw a trial in action in Superior Court, shadowed Fox 6 News, built multimedia web sites, and learned about video game creation at Sony Online Entertainment. Adults 50+ Home to Osher Lifelong Learning Institute, SDSU offers adults 50 and better an opportunity to return to campus and study topics ranging from political science to art history, literature to astronomy. No grades or exams – just a chance to recapture the thrill of learning with outstanding instructors including SDSU faculty, award-winning authors, artists, and other professionals. Is it rewarding? Just ask “Uncle Bill” Gilmore, a 100-yearold “life-long learner,” who’s taken 30 SDSU Osher classes!

Military Spouses Eligible military spouses can receive up to $6,000 for education and training at SDSU through the Military Spouse Career Advancement Account (CAA). A variety of classes help military spouses prepare for new careers in

finance, computers/IT, health care, education, and construction. Unemployed and Underemployed Workforce Partnership and SDSU’s College of Extended Studies offer online and classroom courses designed to help San Diegans find jobs or train for new careers in the fields of Casino Gaming, Construction Inspection, Contract Management, Hospitality, Human Resource Management, Lean Enterprise, Meeting and Event Planning, Personal Fitness Trainer, and Project Management. San Diego’s seven One Stop Career Centers can help individuals determine if they are eligible to receive the free training. Professional Development College of Extended Studies helps professionals fast-track their careers by offering 35 professional certificate programs and career enhancement courses online, on campus and at corporate and military venues. Certificate programs range from Project or Process Management to Healthcare, Marketing, Human Resources, and more. SDSU’s College of Extended Studies provides San Diegans with a wide variety of educational opportunities in face-to-face and online courses, from academic degree programs and professional development workshops, to lifelong learning seminars and English for non-native English speakers. Career advancement courses are offered in a variety of topic areas including process improvement or management and leadership with specialized programs such as cultural competency in the workplace, while self-enrichment courses range from astronomy to web design. For more information on the cutting-edge opportunities offered in career training, or other programs, visit the College’s web site at www.NeverStopLearning.net, or call (619) 265-SDSU.

Diversity Initiatives SAIC has focused energy and investments on developing and strengthening strategic initiatives to grow future leaders, improve work force diversity, and expand training opportunities.

Executive Corporate Diversity Council Established in March 2006, the executive Corporate Diversity Council was formed to advise and recommend strategic direction and policy for the enterprise. Chaired by CEO Ken Dahlberg, the Council meets monthly to establish a corporate diversity strategic plan, with measurable milestones and appropriate accountability, and to ensure effective communication of diversity initiatives throughout the company.

Executive Diversity Fellows Program The Executive Diversity Fellows Program (EDFP), is an internal and external recruitment and retention initiative aimed at recognizing and developing highly qualified diverse individuals in the scientific, technical and engineering fields. The EDFP will help SAIC cultivate talent and

produce even more innovative solutions for our customers. This results-oriented program will provide a platform where scientists and engineers can concentrate on research, research products, research reports, discovery and innovation.

planning, we has a multi-year commitment with Georgia Tech to fund undergraduate and graduate students and provide opportunities for professional development.

Succession Planning Formal talent management review and succession planning are Employee Networks key elements of diversity pipeline SAIC has two employee networks, development and include individual the Women’s Network and the development plans for high potential Multicultural Network. The purpose employees. of these networks is to provide a forum for learning, understanding, College/University Scholars and supporting the professional Program growth of employees, particularly women and people of color; and To help address the critical to help recruit, develop, advance, shortage of underrepresented and retain employees, particularly students in the fields of science and women and people of color by technology, SAIC recently pledged leveraging the collective knowledge, a multi-year commitment to the perspective, skill, and experience of College of Computing at the Georgia all participants through internal and Institute of Technology (Georgia external networking programs and Tech) to fund undergraduate / activities. graduate students and Ph.D. student mentors, provide opportunities Diversity Training for professional development, a stipend, an ongoing link with SAIC utilizes both online and corporate leaders at SAIC, and an facilitator lead training to provide advising program that will support our managers and employees with the students’ success through necessary awareness and tools to graduation. foster an inclusive environment.

Diversity Pipeline Development In addition to SAIC’s format talent management review and succession

The Best Companies for Workforce Diversity They raised the bar in diversity recruitment, retention, and inclusion Every July, Black Enterprise (BE) magazine identifies the “40 Best Companies for Diversity.” In addition, they compile sublists for the “Best Companies for Senior Management Diversity,” “Best Companies for Supplier Diversity,” “Best Companies for Workforce Diversity,” and “Best Companies for Board Diversity.” These “sublists” include companies that are strong in one particular category of diversity. It is possible that a company might make the sublist and not the main list.

COMPANY

JOB OPPORTUNITIES

Aetna Inc., Hartford, CT

Insurance

AFLAC Inc., Columbus, GA

Insurance

Aramark Corp., Philadelphia, PA

Food & Facilities Management Services

Burger King Holdings, Miami, FL

Food Services

Comcast Corp., Philadelphia, PA

Cable and Communications

Convergys Corp., Cincinnati, OH

Employee Relationship Management

Fannie Mae, Washington, DC

Financial Services

FedEx Corp., Memphis, TN

Package Delivery

Marriott International Inc., Bethesda, MD

Lodging

McDonald’s Corp., Oak Brook, IL

Food Services

Sodexo USA, Gaithersburg, MD

Food and Facilities Management Services

Starwood Hotels & Resorts Worldwide, White Plains, NY

Lodging

TIAA-CREF, Charlotte, NC

Financial Services

WGL Holdings Inc., Washington, DC

Utilities

According the Black Enterprise, the companies that made the Workforce Diversity sublist outperformed other corporations in the percentage of minority employees in the organization as a percentage of all employees.

Yum! Brands Inc., Louisville, KY

Food Services

Source: Black Enterprise

On Wednesday, July 10, they highlighted the 15 Best Companies for Workforce Diversity. Per BE, recruitment, inclusion and retention of a diverse workforce often require a calculated and spirited campaign on the part of the employer. Whether tactics include increasing recruitment at historically black colleges and universities (HBCUs) or establishing a corporate scorecard measure to increase the pool of diverse candidates, the end result for the companies that invest in diverse talent, their employees, and their consumers, is always win-win-win.

Radio One

releases largest national survey conducted on

African-Americans

A



ccording to one of the largestever studies of Black America, 70 percent of African Americans already have a plan for their future. The survey was released today by Radio One, Inc., the study’s sponsor, and Yankelovich, the Chapel Hillbased research firm. (June 27, 2008)The survey of 3,400 African Americans between 13 and 74 years of age, the only study to include Black teens and seniors, found also that 54 percent were optimistic about their future and 60 percent believe “things are getting better for me.”

The study provides the most detailed snap shot of African American life in the United States today, and finds strong group identity across age and income brackets. It also discloses a comprehensive and nuanced look at how African Americans feel about many aspects of life in America, and cautions against a simplistic reading of Black America as a monolithic group. In fact, it shows that Blacks are divided evenly on how they liked to be described, with 42 percent (who are more likely to be affluent) preferring to be called “Black” and 44 percent preferring “African American.” The survey, representing nearly 30 million Black Americans, identified eleven specific segments within Black America today, ranging from Connected Black Teens, Digital Networkers and Black Onliners at the younger end, to Faith Fulfills, Broadcast Blacks and Boomer Blacks at the older end.

segment, 25 percent are saving to start a business. Yet, among Digital Networkers, the majority of whom are in their 20s, 45 percent are already saving for retirement. “While people are less inclined these days to think that all Blacks are the same, they really do not understand the diversity within the African American community,” Catherine Hughes, Founder and Chairperson of the Board, said. “Blacks share many commonalities regardless of age, income and geography, but there are also differences -- that suggest a new understanding of the past and a more optimistic sense of the future. We’re confident that Black Americans -- and all Americans -- will find the results of the survey useful and in some cases surprising, given perceptions about Black life that are still pervasive in our country.”

The segmentation analysis identifies differences in Black America regarding everything from what it means to be Black today, perceptions about African American history and expectations for the future of Blacks, to consumer trends, media preferences and confidence in key institutions (such as the church, government, financial services companies and the media).

Alfred C. Liggins, CEO and President, explained that Radio One commissioned Yankelovich to conduct the study to learn more about what Black Americans are thinking today about all aspects of their lives, including their hopes for the future, their fears, the institutions they love and hate, how they get information, whether they are plugged into the Internet, and what they want for themselves and their children.

For instance, among the Connected Black Teens

“We wanted to know in detail who we are, what we

want and where we are going,” Mr. Liggins said. What is Black America today? The average household of those surveyed has three people in it, half of whom live in a single family home, onethird in apartments, one-third in the suburbs and half in cities. Among 29 to 74 yearolds, one-third are married. 61 percent of Black Americans are parents, five percent of 13 to 17 year-olds are parents, and half of all parents are single parents. From an educational and economic standpoint, 34 percent of those surveyed who are 18 or older have some college or a two-year degree, 21 percent have a BA or higher, 40 percent have an annual income under $25,000 (20 percent of whom are retired), and one-third more than $50,000. The digital divide has faded. 68 percent of those surveyed are online (compared to 71 percent of all Americans), and two-thirds of them shop online. Among Black teens, over 90 percent are online. Blacks who live in the south are least likely to be online (63 percent). Black identity remains strong across all age and economic groups. While 56 percent of those surveyed have “all” or “almost” all Black friends, only 30 percent said they prefer being around people of the same race. Black solidarity too is strong across all groups, with 88

percent saying they have enormous respect for the opinions of their elders (84 percent among teens). While 71 percent overall said they believe Blacks need to stick together to achieve gains for their community, only 54 percent of teens concurred.

- Other media highlights include: 84 percent of households have cable, 81 percent of those surveyed -- 83 percent of those watch Black TV channels surveyed describe themselves weekly, 87 percent listen to as Christian, though only 41 radio in a typical week (only percent go to church at least 16 percent listen to Satellite once a week. 70 percent of radio), 64 percent watch news women and 59 percent of or news magazines and 50 Discrimination remains a men believe that faith in God percent watch Court shows very real part of Black life in is more likely to help them (compared to 41 percent for America. While 24 percent recover from a serious illness. sports and 46 percent for said they had been personally entertainment) -- 72 percent want to learn discriminated against in more about how to invest. 50 -- Blacks are not satisfied with the past three months, 82 percent believe banks and percent said they believe how they are portrayed by the other financial institutions do it is “important for parents media. Only 29 percent agree not understand their needs; to prepare their children for that the mainstream media and only 8 percent trust credit prejudice.” 67 percent overall portrays Blacks in a positive said they believe the history of card companies. light -- compared to 50 slavery is a key way in which percent who do not relate to -- 21 percent shop for fun Blacks are different from other frequently and 19 percent said the way Blacks are portrayed groups, but one-third also say they have to have what they on most Black TV shows. that too much emphasis is put like even if it costs more than Two-thirds believe there on the oppression of Blacks. should be more television they would like to spend. shows that focus on Blacks. While 72 percent of Blacks Forty percent think Black -- Blacks are wary of many say they know how TV is reinforcing a negative American institutions. They to have fun and 60 percent have the highest level of trust stereotype of Blacks. think things are getting better in the education system and for them, many often feel For more information about Black media to treat them stressed (33 percent). Money and their families fairly (30 the Black America Today is the greatest cause of stress percent) compared to 24 study, please visit (53 percent) followed by the www.blackamericastudy.com. percent for the healthcare well being of kids (49 percent) system, 12 to 16 percent and health (40 percent). While for police, government, only 3 in 10 feel financially and mainstream media and secure, 8 in 10 pay their bills 8 percent for credit card each month. companies. Among other findings in the report: -- 83 percent of those surveyed have health insurance, a majority (66 percent of women and 52 percent of men) has family doctors, and 40 percent of

Blacks who go online search the internet for health and medical information.