Hawaii Business Magazine October 2022

THE

WA H I N E ISSUE

L O C A L LY OW N E D , L O C A L LY C O M M I T T E D S I N C E 1 9 5 5

SHOULD “MADE IN H AWA I ‘ I ” RULES BE LOOSENED? P. 74

THEY ENSURED R E A L E S TAT E DEVELOPMENT IS NOT JUST A MAN ’ S WORLD

WE LOVE THE PEOPLE WHO TAKE CARE OF OUR KEIKI They’re a lifeline for working parents but the pay is rarely a living wage P. 50

P. 81

HAWAIIBUSINESS.COM

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The Queen’s Health Systems is a 501(c)(3) nonprofit family of companies.

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SICK VISITS

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COVID VACCINATIONS

TELEHEALTH APPOINTMENTS

AlohaCare strives each day to ensure equity for all women through all stages of life.

• We do this as a health plan, supporting the whole person health of women through culturally responsive programs that address medical and social issues.

• We do this as an employer, providing women with advancement opportunities and a fulfilling work/life balance.

• We do this as an advocate for women, their families, and communities throughout Hawai‘i.

AlohaCare was founded in 1994 by Hawai‘i’s community health centers to ensure health equity for all of our communities. We are a community-led, non-profit organization dedicated to serving Medicaid and Medicare beneficiaries exclusively. For more than 28 years, AlohaCare has made improving the health of our family, friends and neighbors with limited resources our mission.

www.AlohaCare.org

Great leaders prioritize the health and future of mana wahine.

When women are given access to a healthier smile and good overall health, everyone benefits. Hawaii Dental Service (HDS) has prioritized the oral health of local families for the last 60 years. Today we celebrate our investment in the community to provide women and their loved ones access to the dental care they need to be successful at every age.

Visit HawaiiDentalService.com to learn more about our mission and what we’re doing in the community to empower mana wahine and our members to Live Well, Smile More.

WE’LL BE YOUR WING WOMAN ANYTIME. Make your mark around the world with us.

Cybersecurity

risks, managed.

Hawaiian Telcom is here for your cybersecurity needs.

Our experts help manage risk, monitor and detect threats, identify and mitigate vulnerabilities, and protect from cyberattacks.

Featuring a locally staffed and operated Security Operations Center in downtown Honolulu, it’s just one element of our suite of innovative IT solutions enabling your business future.

Learn more at hawaiiantel.com/business

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Hawaiian and Christian values create a culture of care where students feel they belong and can be themselves. They are seen as individuals, allowing them to take risks and accelerate their learning, paving the way for them to live a life of meaning.

Learn more at Open House.

OPEN HOUSE Oct. 15, 2022 • 9-11 a.m.

Girls and Boys in Grades K-6

|

Nov. 5, 2022 • 9-11 a.m.

Girls in Grades 7-12

Register at standrewsschools.org/openhouse.

Keahi Birch POSITION: Manager, Environmental Affairs – Hawaii LOCATION: Honolulu, Hawaii DATE HIRED: November 1, 1993 NOTES: Passionate protector of the environment. Manages 140 beach cleanups statewide each year. Organizes fellow employees to support the Special Olympics through the company-sponsored Softball Throw event.

Matson’s people are more than Hawaii shipping experts. They are part of what makes our community unique. Visit Matson.com

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The simple business health insurance plan.

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PATSY PATSY T. MINK LEADERSHIP LEADERSHIP ALLIANCE women wom ome om men en committed com co omm mmi mititttte ted ed to to personal per ers er rso son ona nal al growth, gro gr row owt wth th, h, professional pro rof ro ofe fes ess ssi sio ion ona nal al impact, imp im mpac act ct,t, and and an nd community com co omm mmu mun uni nitity ty leadership. lea le ead ade der ers rsh shi hip ip.

cohort 7 mink leaders Shannon Alivado (Director of Government Relations, Hawaiian Electric), Kauʻilani Arce (Program Manager, Liliʻuokalani Trust), Amy Arfman (Deputy Commander, Hawaii Air National Guard), Cynthia Flower (Assistant Vice President & Controller, Finance Insurance LLC), Samantha Gabriel (AVP & Compliance Officer, First Hawaiian Bank), Mara Garcia (K-12 Wellness Director, St. Andrew's Schools), Alicia Griep (Sr. Manager Retail Operations, Tori Richard), Kimberly Haruki (Vice President - Director of Brand and Communications, Central Pacific Bank), Nicole Johnson (Lead Associate, Booz Allen Hamilton), Katie Kaahanui (Program Manager, Chamber of Commerce Hawaii), Nalani Kealaiki (Community Strategist, Kamehameha Schools), Lana Murakami (Director, Customer Support Services, American Savings Bank), Jacqueline Ng-Osorio (Owner/Principal Consultant, Ng-Osorio Consulting), Ngoc Nguyen (Director of Strategic Finance, Hawaiian Telcom), Makana Reilly (Director of Work-Based Learning, Kauaʻi Economic Development Board (KEDB), Di Salas (Brand & Communications Strategist, Hawaii Dental Service), Karesse Sato (Product Development Manager, Aloha Pacific FCU), Cheri Souza (Hawaiʻi Postsecondary Success Program Officer, Stupski Foundation), Robyn Tanaka (SVP, Director Retail Credit Risk, Bank of Hawaii), Meeta Vu (Co Founder, Hub Coworking Hawaiʻi), Julie Yunker (Director of Sustainability Government & Community Relations, Hawaii Gas)

ABOUT THE PROGRAM The Patsy T. Mink Leadership Alliance is a 10-month program designed for professional women leaders and entrepreneurs. The program further develops management and leadership skills in an effort to increase the representation of women executives in Hawai‘i. Through facilitated sessions, the cohort engages directly with established business professionals and builds alliances with fellow Mink Leaders.

PH 808.695.2635 | EM mcbl@ywcaoahu.org 1040 Richards Street, Ste. 105 Honolulu, HI 96813 www.mcblhawaii.org

Get a Mammogram – Because You Are Her Everything Breast cancer is one of the most common cancers affecting women in Hawai‘i.

If it is discovered early, there are more treatment options available and a better chance of survival.

Hawai‘i Pacific Health medical centers and clinics offer mammograms in ‘Aiea, Hawai‘i Kai, Honolulu, Kāne‘ohe and Mililani on O‘ahu and in Līhu‘e on Kaua‘i.

Schedule your mammogram at one of our locations in October and receive a special gift, while supplies last.

Learn more at HawaiiPacificHealth.org/Mammogram.

10.22

FEATURES The shirts Ed Sugimoto creates for his Aloha Revolution company qualify as Made in Hawai‘i under state rules.

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Hawai‘i Responds to Court’s Abortion Ruling Khara Jabola-Carolus, head of the Commission on the Status of Women, explains the realities of abortion here and how people coalesced after the ruling.

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Plays Staged Entirely in Hawaiian Win Awards UH Mānoa’s Hawaiian Theatre Program mixes modern theatrical techniques and Hawaiian culture to create engaging performances.

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Parents Who Work Rely on These Women An intimate look in words and pictures at how five women in Hawai‘i provide care for keiki. The pay is far too low, but the children are wonderful.

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The Meaning of “Made in Hawai‘i” May Change 51% of a product must be made here to earn that label, but officials may relax the rule to let more local businesses use the branding.

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Profiles of 5 Women in Real Estate Development It wasn’t easy, but they helped ensure this demanding field is no longer just a man’s world.

Plus career advice that can work for anyone.

PH OTO BY A A R O N YO S H I N O

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To learn about our business checking accounts, scan the QR code or visit asbhawaii.com/BusinessDebitCard.

© 2022 American Savings Bank, F.S.B.

10.22

CONTENTS

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PHOTO: AARON YOSHINO

Supporting Entrepreneurs Rachel Fukumoto launched her Waimānalo farm after training and networking at the Patsy T. Mink Center for Business and Leadership.

Thousands of other entrepreneurs have also benefited from its programs.

A Lifetime of Dance for Ballet Hawaii’s Artistic Director In the My Job column, Pamela Taylor Tongg describes her past as a professional dancer and her current roles as teacher and advisor.

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Hawaii Business Wins State’s Top News Award, 12 Others Noelle Fujii-Oride’s report on the Honolulu rail won the prestigious first place honor for Public Service Reporting from SPJ Hawaii.

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We Look at Hiring Interviews From Both Sides of the Desk Important steps to help you prepare, whether you are the job candidate or the hiring manager, and whether it is in-person or virtual.

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What’s Next for Atlas Insurance: More than Risk Management President Chason Ishii talks about cloud-based solutions, recruiting and the expensive challenges of climate change.

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How and Why I Mentor: State Rep. Lauren Matsumoto She and UH Mānoa offer government internships that are great for learning political and life skills.

44 Nonprofit With a Mission: Hawaiian Historical Society Its resources include an academic journal, new books and reprints, a library and archives.

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SPECI A L A DV ERTI SI NG SECTI ON Celebrating Professional Women Read about some of Hawai‘i’s remarkable wāhine in business.

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O N T H E C OV E R

Photos taken with disposable film cameras by child care providers featured in our child care story HAWAII BUSINESS (ISSN 0440-5056) IS PUBLISHED 10 TIMES A YEAR BY PACIFICBASIN COMMUNICATIONS. ©2022 PACIFICBASIN COMMUNICATIONS, LLC. ALL RIGHTS RESERVED. ANY UNAUTHORIZED COPYING, DISTRIBUTION, OR ADAPTATION IS STRICTLY PROHIBITED AND WILL RESULT IN LIABILITY OF UP TO $100,000. EDITORIAL, ADVERTISING AND BUSINESS OFFICES AT 1088 BISHOP STREET, SUITE LL2, HONOLULU, HI 96813. TELEPHONE (808) 534-7520. POSTMASTER: SEND ALL ADDRESS CHANGES TO HAWAII BUSINESS, P.O. BOX 913, HONOLULU, HI 96808. SUBSCRIBERS NOTIFY THE SAME OFFICE. PLEASE INCLUDE NEW ADDRESS AND OLD ADDRESS (MAILING LABEL PREFERRED) PERIODICALS POSTAGE PAID AT HONOLULU, HAWAI‘I, AND AT ADDITIONAL MAILING OFFICES. SUBSCRIPTION: ONE YEAR $24.99 / TWO YEARS $34.99 / THREE YEARS $44.99. FOREIGN: ONE YEAR $53.99 (US FUNDS). FOR SUBSCRIPTION INQUIRIES, ADDITIONAL RATES, INFORMATION, NOTIFICATION OF CHANGE OF ADDRESS AND SUBSCRIPTION SERVICE, PLEASE CALL (800) 788-4230. OCTOBER 2022 VOL. 68/NO.4

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Provide women opportunity to pursue post-secondary education Support female-led households with rent & utility assistance Empower women in my community to gain financial independence Volunteer Develop meaningful relationships with like-minded women Support local nonprofits by utilizing my talent, time, and treasure Create a path forward for the women who inherit the world after me Change tomorrow today ll share omen United, you’ As a member of W th other wi you’ve ever seen the best to-do list . ity ne in our commun like-minded wahi ive dships and a posit Make lasting frien d join an eaningful action impact through m y. da Women United to Aloha United Way omen-united

/w More at AUW.org

F R O M

A N

T H E

O P E N

E D I T O R

M IN D

I’m Still Learning After All These Years

L

ET’S START WITH A QUESTION:

Does empathy come from nature or nurture? That is, do we inherit empathy from our parents or does it come from our upbringing and environment?

If you answered “All of the Above,” congratulations, you win our grand prize: a brief journey through the challenges and rewards of empathy, with something for everyone who wants more insight into other people.

The subject of where empathy comes from and how it is developed has been studied often by psychologists and other scientists and in many different ways. The short answer seems to be that our brains are hard-wired for it, but that we can be trained – or we can learn – to be more or less empathetic. That’s good because empathy is one of the important glues that make humans successful social animals.

But there is another layer to empathy that is disturbing. Our brains are hardwired to be more empathetic to people we identify more with, whether by ethnicity, age, gender or other characteristics.

Frans de Waal, a Dutch primatologist and ethologist, says empathy evolved in humans because “it’s important to take care of others in the group because you depend on” them for mutual survival.

A supremacist who touts his ethnic group over any other would probably take that finding and say, “See, the races were not meant to mix. Let’s get rid of anyone who does not look like me and we’ll be better off.”

on the planet. Besides, who can argue with all the menu choices diversity gives us.

But seriously, the second problem is even more basic.

Let me repeat the three shared characteristics I already mentioned that make us more empathetic to people like us: ethnicity, age and gender. Even if we were all of the same race, we would never all be of the same gender and age. The Taliban solves the first part of that problem by completely subordinating women to men; if that seems like a good solution to you, I encourage you to stop reading now.

For the rest of us, the answer is that we all need to nurture the empathetic nodes in our children’s brains and our own so we can walk a mile in a lot of other people’s slippers.

Here’s something we did not need scientists to prove but they did anyway: Women are generally more hard-wired for empathy than men. Duh. That does not mean all women are more empathetic than all men, but it does mean men usually need to try harder.

LISTENING AND SHUTTING UP

I’m on the wrong side of 60 and still learning. Many lessons in empathy came during 41 years of marriage and while raising a daughter and a gay son. Many other lessons come from four-plus decades in journalism, where your job requires you to to listen to different sides of issues.

I gained further lessons in empathy during my recent interview with Khara Jabola-Carolus, executive director of the State Commission on the Status of Women. It was an informative conversation for me and an emotional one – twice I had to turn away from my Zoom screen to collect myself.

Valuable reading for both women and men. But I can almost guarantee any man that you will learn things you did not know or have not thought about. You can find the interview on page 32.

My other advice is to spend less time talking and more time listening. Like empathy, you get better with practice.

DIFFERENCES MAKE US STRONGER

There are many problems with that argument but I will cite only two of them. One is that Americans have found numerous benefits to a society that consists of people whose ancestors came from different places – it has made us one of the most dynamic and innovative nations 20

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STEVE PETRANIK EDITOR

HB EVENTS CONNECT WITH HAWAII BUSINESS MAGAZINE L O C A L LY OW N E D , L O C A L LY C O M M I T T E D SINCE 1955.

Our goal is to strengthen the local economy and help our communities thrive.

OCTOBE R 26 -27, 2O22

Publisher CHERYL ONCEA cherylo@hawaiibusiness.com Editorial Editor STEVE PETRANIK stevep@hawaiibusiness.com • (808) 534−7584 Managing Editor CYNTHIA WESSENDORF cynthiaw@hawaiibusiness.com • (808) 534−7529 Staff Writer & Engagement Editor NOELLE FUJII-ORIDE

noellef@hawaiibusiness.com Staff Writer CHAVONNIE RAMOS chavonnier@hawaiibusiness.com Copy Editor ELROY GARCIA Intern NICHOLE WHITELEY Design Creative Director KELSEY IGE kelseyi@hawaiibusiness.com • (808) 534−7179 Art Director MALLORY ADAMS-NAKAMURA malloryan@hawaiibusiness.com Digital Digital Marketing Director JOELLE CABASA joellec@hawaiibusiness.com • (808) 534−7531 Photography Staff Photographer AARON YOSHINO Sales & Marketing Associate Publisher KENT COULES kentc@hawaiibusiness.com • (808) 364−5869 Account Executive KELLIE MOE kelliem@hawaiibusiness.com • (808) 364−5897 Account Executive MEA ALOHA SPADY meaalohas@hawaiibusiness.com • (808) 364−6126 Advertising Project Manager MICHELLE OKADA michelleo@hawaiibusiness.com • (808) 534−7560 Events Director LOREN DOCTOLERO lorend@hawaiibusiness.com • (808) 534−7578 Circulation Circulation Manager KIM KOKI kimk@pacificbasin.net • (808) 534−7590 Connect with us on social media: HawaiiBusiness HawaiiBusinessmagazine

Hawaii Business is published by

President SCOTT SCHUMAKER scotts@pacificbasin.net • (808) 534−7541 Audience Development Director CHUCK TINDLE chuckt@pacificbasin.net • (808) 534−7521

Chairman and CEO DUANE KURISU President and COO SUSAN EICHOR CFO & Chief Administration Officer KEN MIYASATO Chief Revenue Officer PATRICK KLEIN

PRESENTED BY

15th Annual Wahine Forum OCTOB E R 26 -27, 202 2 TH E WA HIN E FORU M , presented by The Queen’s Health System, returns to an in-person format with a special kickoff event on Wednesday, October 26, at Hawaii Theatre, followed by a full day conference at the Hilton Hawaiian Village on Thursday, October 27.

For more information and to register, go to hawaiibusiness.com

Session topics include: • Sitting at the Executive Table • Unleashing the Economic Power of Women • Participation and Power in Negotiations • Letting Go to Grow • Are You “Climbing” or “Navigating” Your Career?

• Disrupt Your Feed • Thrive in the Fourth Trimester • Career Transitions: Trials, Tribulations and Lessons Learned • Digital Marketing - It’s a Numbers Game • Why Diversity, Equity, & Inclusion Matters in Hawai‘i • and more!

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H AWA I I B U S I N ES S

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PH OTO BY A A R O N YO S H I N O

M Y

NAME: PAMELA TAYLOR TONGG

J O B

JOB:

ARTISTIC DIRECTOR, BALLET HAWAII

For This Dancer and Teacher, Ballet Offers a Lifetime of Rewards

BY N IC H OL E WH ITEL EY

BEGINNINGS: Pamela Taylor Tongg began dancing at age 3 and her passion for it kept bringing her back. “Dance chose me, I didn’t choose dance.”

After college, marriage and a baby, Taylor Tongg resumed her ballet career and spent 10 years with the Atlanta Ballet in Georgia. In 1985, she moved to Hawai‘i and thought she was leaving ballet behind again; instead, she became artistic director of Ballet Hawaii.

IMPACT: Her primary responsi-

bility with Ballet Hawaii is as a dance teacher. But she also creates “the path and the vision” for the creative venues, ballets and programming for the year.

She lets her students know what their futures could be by sharing her experiences as a professional dancer, a career that she says involves a “give-andtake energy that is addicting.”

She says she learns how each student progresses best – some need a demanding teacher, some a loving teacher – all the while instilling a “passion and love for dance.”

“The greatest joy in my job is to be able to watch their journey to excellence and to meet the goals that they

LIFE SKILLS:

would like, because not every student wants to become a professional dancer.”

As the artistic director and ballet teacher, she teaches her students how to be successful in many aspects of their lives, including time management, teamwork and how to be a kind person.

A DIVA: During summer classes, Ballet Hawaii brings in guest artists to teach the students. “Not only are they incredible dancers but they’re wonderful people.” As the students look up to these dancers they learn “that you can be a star but you don’t have to be a diva.”

NOT

Her biggest ones are ensuring students are challenged artistically and that their needs, as well as the community’s, are being met.

That includes finding a balance between keeping them physically fit and keeping their body image positive so they are mentally healthy as well.

CHALLENGES:

TYPICAL DAY: “You can’t be tired.

It’s not a 9-to-5 job, and it’s always with you.” Her students have many needs and when problems arise, they need to be addressed right away. That often happens after her official workday is over.

Taylor Tongg says her job connects dancers to the community.

For example, a recent performance featured two Ukrainian dancers who shared with Taylor Tongg that serving the community through dance is what helps them cope with the challenges they face and fear for their family.

Although the audience was unaware of these dancers’ struggles, Taylor Tongg says, the audience was “spellbound” during the performance, then “screamed and jumped up and down” because they could feel the energy and emotion the dancers poured from their hearts onto the stage.

CONNECTIONS:

TEAMWORK: Taylor Tongg has earned many accolades, including a national outstanding teacher award at the Youth America Grand Prix competition, as well as commendations from the City and County of Honolulu and the state of Hawai‘i.

She says the awards are a recognition of the team of people who work to keep Ballet Hawaii running. “I have been able to bring the best of what they offer into the school and the studio and the performances.”

THIS INTERVIEW HAS BEEN EDITED FOR CL ARITY AND CONCISENESS.

H AWA I I B U S I N ES S

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M I N K

C E N T E R

This Downtown Hub Is Launching Businesses and Careers The Patsy T. Mink Center for Business & Leadership offers small business workshops, one-on-one counseling and leadership training

BUSINESS AND LEGAL COUNSELING

BY CY NT H I A W E S S E N D ORF

R

ACHEL FUKUMOTO MADE some radical

HAS

career moves in the past few years, shifting from the corporate world to a food-based microbusiness to the hard labor of setting up a farm.

At each juncture, she credits the Patsy T. Mink Center for Business & Leadership (MCBL) for helping her get out of difficult situations and find new opportunities.

Established in 2013 by the YWCA Laniākea in Downtown Honolulu and partly funded by the U.S. Small Business Administration, the center teaches people how to launch businesses and advance their careers.

In Fukumoto’s case, everything changed in late 2020, at the height of the pandemic. Her job as a project manager with Hawai‘i Energy had become stressful and untenable, so she decided to work for herself, turning a side project making fruit tarts into a small business.

During the transition, Fukumoto leaned on peers from the Patsy T. Mink Leadership Alliance program. For 10 months, starting in August 2019, the group of 20 women met twice a month to learn the finer points of leadership, share experiences and form bonds.

“I don’t think I would have ever left my job and gone through the priorities and perspectives of my life if not for the Leadership Alliance,” she says. “My cohort sisters have become some of my

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best friends in the world.”

Fukumoto knew how to make a tasty mango tart, but drumming up business required a different skill set. So she enrolled in the MCBL’s Launch My eCommerce program, a free 8-week, 16-session course.

“We learned how to create a Shopify website, how to do social media marketing, how to write about our products. We did food photography too,” says Fukumoto. “It was such a huge game-changer for me in terms of doing presales and tracking customers and keeping engaged with people.”

Her new business, The Pastry Farmer, put her in touch with local growers. And it spurred her to do what she really wanted all along: to start farming herself.

“I’ve always been passionate about environmental science – that’s what I got my degree in – and contributing to food security in Hawai‘i,” says Fukumoto.

After training with UH’s GoFarm Hawai‘i program, she signed a threeyear lease on a Waimānalo plot with water access. She’s now feverishly working to set up Fukumoto Farms, which entails everything from building

Mink Center for Business & Leadership’s Reach

Here are numbers for fiscal year 20202021.

a nursery to setting up an irrigation system. Her goal is to be up and running by the end of the year, mostly selling vegetables to restaurants.

But two years without a steady income has been tough. So Fukumoto returned to MCBL for counseling on how to bridge the financial gap.

Brittany Montilliano, the center’s senior program director, had become a confidante and sounding board. She advised Fukumoto to pick up part-time consulting work, which she’s now doing for her old employer, Hawai‘i Energy.

Housed in the Mediterranean-style YWCA O‘ahu building on Richards Street, the center is named for Hawai‘i’s trailblazing congresswoman and co-author of the federal Title IX legislation that banned gender-based discrimination in schools and universities.

It’s one of 146 SBA-affiliated women’s business centers in the U.S. and the only one in Hawai‘i. MCBL receives an annual $150,000 matching grant from the SBA and depends on other grants and fundraising for the rest, says its director, Colleen McAluney.

About 85% of its clients are women and 70% are economically disadvantaged, says McAluney. But anyone trying to start or grow a small business is welcome to sign up for two free one-on-one business or legal consultations; small, incremental fees are charged for further consultations.

Among the initial topics covered, “We tell people how to register with the DCCA (Department of Commerce and Consumer Affairs), how to research a name they’ve chosen for their business, how to set up a tax ID number and file general excise taxes,” says McAluney.

MCBL also advises people when they’re not quite ready to set up shop. “You want to make sure that you aren’t making really expensive mistakes,” she says.

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Participants trained

Hours of counseling

New businesses launched

Capital infusion transactions

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One of the biggest challenges new businesses face, says McAluney, is getting the money they need to launch or expand.

“People think, I’m going to get a loan for $100,000 and I’m going to start this business, but it doesn’t really work that way.” Instead, she says, they often need a track record in business before lenders will consider them for a loan.

While MCBL doesn’t distribute money directly, counselors advise peo-

ple about getting early-stage funding from savings, credit cards, friends and family, crowdfunding or microloans.

They also share their contacts with commercial bankers and prepare clients for successfully getting loans in the future. “It’s very important to establish a business-banker relationship before you go in for your first ask for funding,” explains McAluney.

SMALL-BUSINESS WORKSHOPS

Beyond counseling, the center offers

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classes throughout the year, both in-person and online. Suma Metla says she’s taken all of them.

A pediatric physical therapist, Metla moved to Hawai‘i from Florida to do physical therapy and early intervention work.

Parents were soon flocking to her, eager to have their children’s motor skills assessed.

“We have so many babies who are having delays and need this intervention,” says Metla. “I thought, if no one’s doing it, shouldn’t I fill that void and help families out?”

She recently started Three Little

Rachel Fukumoto, shown at her Waimānalo farm, was a member of the Mink Center’s Leadership Alliance and got further training from the center on e-commerce and financing.

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Ducks, based in Kailua, to offer infant massage, baby motor-skills classes and physical therapy services. But like Fukumoto, she needed help getting the business off the ground.

“The center helped me build my website. I’ve done business counseling with them. I’ve done legal counseling. I did their Horizons course … and last month I took a workshop with them about SEO. It’s been such an amazing support system,” says Metla.

Horizons is a two-part course that covers topics such as how to prepare a financial statement, process payments, schedule appointments, build a strong brand and market products or services.

LEADERSHIP TRAINING

McAluney, who’s been with MCBL for seven years and interacted with women of all ages and backgrounds, says a common thread among clients is lack of confidence.

“This is across the board for women

E ala e nā alaka‘i ‘ōiwi, e ala e ka lāhui

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Driven by their passion, led by their values and grounded in their Hawaiian identity, ‘ōiwi leaders strive to create a better Hawai‘i and a better world.

We celebrate their commitment to helping our lāhui rise.

#oiwileaders ksbe.edu

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son and online leadership events and – small-business owners, corporate women classes, as well as coffee hours and netor women in any leadership capacity – it working opportunities. almost always boils down to them wanting The center’s leadership training exmore confidence,” says McAluney. The centends all the way to middle school, “when ter’s leadership programs are designed to girls become anxious about raising their address this. hand or talking in front of class, and they reThe flagship program is the Leaderally start to pull themselves back,” ship Alliance, consisting of midcareer says McAluney. women who are selected through an During spring break, MCBL intensive interview process; the sevran a weeklong Girls’ Summit for enth cohort started in August. The Total number both public and private school women follow a guided curriculum, of people students. Costs were covered by practicing each new skill at work and reached then assessing what worked or didn’t. through MCBL Leadership Alliance fundraisers, counseling, and many alumni of the center’s But the group goes deeper as well. training and programs volunteered to help.

“It’s about providing a safe space for events since Fukumoto brought her farm tools them to be able to share their vulner2013. and talked about challenges and abilities and things that they are chalsuccesses, while Metla taught lenged by or afraid of,” says McAluney. yoga and mindfulness each morning.

When they leave after 10 months, she hopes At the end of the week, the middle they’ve forged a lasting support network. schoolers were surveyed about what they To supplement the Leadership Allihad gained from the experience. McAluney ance, the center has added programs for recalls one girl’s simple response: “Now I emerging female leaders. The Wahine know I’m enough.”

Rising series, for example, offers in-per-

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R E P R O D U C T I V E

Insights into the Reality of Abortion in Hawai‘i Abortion is legal in the Islands, but access is often difficult and women don’t always have good information or support to make their decisions, says Khara Jabola-Carolus, executive director of the State Commission on the Status of Women

BY ST EV E P E T R A N I K

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Even for that 14-year-old, just knowing who to turn to is going to be really important, but how do we reach them if that’s not permissible within the state Department of Education? We’re just deferring to principals to decide what information gets to their students.

How do we reach a 14-year-old, especially when we know a lot of the time she’s not going to be pregnant from someone her own age. It might be an older man and a situation that is aptly defined as predatory or sexual violence.

Sixty-five percent of teenage pregnancies in Hawai‘i result in a live birth. That’s ages 15 to 19. That should startle us.

HOW EASY IS IT TO OBTAIN ABORTION PILLS IN HAWAI‘I?

THIS INTERVIEW WITH KHAR A JABOL A- CAROLUS HAS BEEN EDITED FOR CL ARIT Y AND LENGTH.

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HY IS IT IMPORTANT FOR HAWAI‘I TO MAINTAIN A WOMAN’S RIGHT TO AN ABORTION?

Bans on abortion cripple women’s ability to participate in public life and bans have been known to cause death. So I think it’s a matter of life and death.

You also divide the community against itself and put women in a very subordinate, controlled position within their community. That weakens our ability to be united and loving as a community. So I think it’s an absolute requirement that we keep abortion legal to preserve a harmonious and happy Hawai‘i.

OFTEN PEOPLE HAVE A LEGAL RIGHT, BUT THEY AREN’T ALWAYS ABLE TO EXERCISE THAT RIGHT. WHAT DIFFICULTIES DO WOMEN FACE IF THEY WANT AN ABORTION IN HAWAI‘I?

First, knowledge is power. And I would say the average woman, girl or youth doesn’t know offhand what to do if they get pregnant and they can’t continue that pregnancy. They would have to turn to Google or friends because our schools and parents often don’t talk about abortion. This enforced ignorance is the first barrier.

I don’t say ignorance to blame the women, but the ignorance around abortion has social and political causes. So I L LU S T R AT I O N BY S H A R T U I ‘A S O A

that makes it a barrier. Some communities are isolated culturally and tend to be more patriarchal. I come from a very religious Filipino community where you can be isolated by the ideology that’s dominant in your community. I’m not blaming Filipino culture, but particular politics have become dominant in that community.

Cost can be a barrier if you have gaps in insurance coverage. There’s no mandate in Hawai‘i that requires insurance coverage for abortions. And even if your insurance covers an abortion, there are costs that aren’t covered, like an ultrasound, travel expenses or supplies.

WHAT KIND OF SUPPLIES?

You can go through like a hundred diapers with an abortion. I had to send people out to get diapers, Depends. We can’t assume everyone can afford that, especially if they need to hide their abortion because they live in an multigenerational household. If you’re in a family, you’re either going to have to tell everybody or no one or have one ally in your family.

WHAT ARE THE SPECIAL CHALLENGES WOMEN UNDER AGE 18 FACE?

They probably face the biggest challenge. If you’re 14 or older, you can consent to an abortion without parental knowledge or consent. But if you’re younger than that and your parents don’t know or are unsupportive, it can get really challenging.

Hawai‘i is considered a role model in terms of telemedicine, which is a process whereby you go to a local clinic to get your ultrasound and then an abortion care provider mails you the abortion pill.

We were very early to do that and it’s widely available.

However, it’s time sensitive. If you are nearing that 11-week cusp, the abortion pill may not be as effective. And after that date, you really can’t use that option.

A pill abortion can be harder than a surgical abortion because you go through the extended process on your own. When you go into the clinic, they either put you under or give you pain medication and a doctor oversees the procedure. Whereas the effects of an abortion pill can last up to four weeks and you’re soaking through diapers. Maybe on the first day it’s debilitating and then you get hit with labor-like contractions, essentially seven days later. And then you’re bleeding out.

It’s very difficult for the average Hawai‘i woman who’s working or caregiving to go through this unpredictable process. Safe does not mean easy.

SURVEYS SHOW A MAJORITY OF HAWAI‘I’S PEOPLE ARE PRO-CHOICE BUT NOT EVERYONE.

Absolutely not. A lot of abortion work here is fear driven. People are scared of the community rather than wanting to lean in and engage communities. The last time we talked with ACOG (the American College of Obstetricians and Gynecologists), there were only four physicians in all of Hawai‘i who were advertising that H AWA I I B U S I N ES S

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they provide abortions. We’re not creating an incentive to provide abortions. I think that’s one thing we could fix.

ARE DOCTORS RELUCTANT TO PROVIDE THAT SERVICE BECAUSE OF A FEARED BACKLASH?

Absolutely, I can say that with confidence.

After the U.S. Supreme Court reversed Roe v. Wade and Planned Parenthood v. Casey, there were three groups that formed as rapid response.

One was convened by U.S. Sen. Mazie Hirono. Then there’s one state Rep. Della Au Belatti convened: That’s mostly government but has key stakeholders like the OB-GYN association and nurses, hospitals.

Then there’s the broad statewide coalition that we (the Hawai‘i Commission on the Status of Women) convened called the Hawai‘i Abortion Collective. We’re at 50 members. It’s the first time I’ve seen statewide action. We also have faith communities involved who are pro-abortion access. The first order of business was creating a comprehensive guide. Now there is a central source of information on

sounds, referrals to telemedicine and other services so you can get the abortion pill.

IS ABORTION TAUGHT AT UH’S BURNS MEDICAL SCHOOL?

Yes, there is a training program, but my understanding is they’ve had to fundraise for that program in the past. One of the main issues is not enough training and trainers. And so, as we talk about policy, that’s one of the issues: How do we get funding? And then: How do we incentivize doctors and nurses to provide these services?

HOW SHOULD LOCAL COMPANIES AND NONPROFITS SUPPORT A WOMAN’S RIGHT TO CHOOSE?

I think first is create a workplace policy that specifically includes abortion in their leave policy. As a mother of two, I’ve been through live births. The time after an abortion is very similar to the postpartum period. And it’s unpredictable. I would say for a medication or pill abortion, you definitely need two weeks off.

imum is a supportive and necessary policy because a week or 10 days after you took the pill, you can start getting contractions because the abortion part didn’t happen until then.

SHOULD THE PURPOSE OF YOUR LEAVE BE KEPT CONFIDENTIAL BECAUSE OF THAT STIGMA YOU TALK ABOUT?

Absolutely. And I think that another thing businesses could do is ensure that whatever insurance they’re providing has comprehensive coverage for abortion. Also, employers and employees should share the link to The Abortion Guide in their employee manual.

Another thing: Do not donate to or support any candidate who opposes women’s equality. That should just be a baseline for who you support as a candidate.

DO YOU SENSE THAT SUPPORT FOR CHOICE IN HAWAI‘I HAS INCREASED SINCE THE SUPREME COURT’S DOBBS DECISION?

It’s at least reinvigorated the resolve to fight for more. There’s a lot of energy and support for abortion rights now. If anything, we’re going to expand the right to abortion and access and resources in 2023.

I think the Dobbs decision has unleashed a wave of dedicated and angry people.

“We identified the barriers and needs in Hawai‘i, and doctors being scared (to provide abortions) is one of the top problems.”

—Khara Jabola-Carolus, Executive Director, State Commission on the Status of Women

abortion in Hawai‘i. (The Abortion Guide was published Aug. 31; find it at tinyurl. com/NewHIGuide.)

We identified the barriers and needs in Hawai‘i, and doctors being scared (to provide abortions) is one of the top problems.

ARE THE FOUR DOCTORS WHO PUBLICLY PROVIDE ABORTION SERVICES HARASSED?

Yes, they report having to have security and safety plans. ACOG provided a security training session on what to do in the event of harassment and creating a safety plan. The harassment is real.

There are abortion providers on Hawai’i Island, Kaua‘i, Maui and O‘ahu.

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I think it should be paid leave, because even if you are absolutely convinced in your decision to have an abortion, you can’t escape your upbringing and the cultural infusion of stigma. More often than not, patients need grief counseling after their abortion. Even if it was absolutely the right decision, you’re still going to be grappling with all the guilt that’s heaped on you by the world and politics.

So the physical part is grueling. It’s shocking if you don’t know what to expect, and I say that from personal experience. Even though I’m out there as a feminist and executive director of the women’s commission, I wasn’t raised on another planet. I’m from Earth and the United States and I wasn’t immune to any of that.

So I would say two weeks off min-

WHAT POLICY CHANGES DO YOU WANT TO SEE AT THE STATE LEGISLATURE IN JANUARY?

We’re still in talks with legislators and planning, but I think one of the biggest things is comprehensive insurance coverage for abortion. Making sure any private insurer that does business in Hawai‘i needs to cover abortion is number one, and also provide confidentiality. Let’s say you’re on somebody else’s insurance plan – parent, spouse – you don’t want that itemized on the bills. You might face serious repercussions, maybe even domestic violence if they see that bill. So women don’t feel deterred because they’re scared that they’ll be outed by their insurer.

R E P R O D U C T I V E

I know doctors also want legal protection if they provide abortions to outof-state patients from hostile states.

THERE ARE SO MANY THINGS I AND OTHER MEN OFTEN FAIL TO UNDERSTAND ABOUT THE CHALLENGES WOMEN FACE. I KNOW IT’S SOMETHING THAT REQUIRES A MUCH BROADER DISCUSSION, BUT CAN YOU CLUE US IN ON SOME OF THE MOST IMPORTANT ASPECTS MEN NEED TO UNDERSTAND?

I’m going to try to answer that as a mother. We are all raised by our mothers, but our mother is two people. She’s the person who you imagine her to be and the experience she reveals to her family. And then there’s the reality of your mother, a person who is assailed throughout her life by injustices big and small, and trying to figure out how to exist in this body, in an economy that works against it, because of the whole spectrum of having a period, to becoming pregnant intentionally or unintentionally, going through

pregnancy and going through childbirth, and later menopause.

All of that gives you an inherent disadvantage in a competitive labor market – what we call discrimination. And each of those experiences that I mentioned – menstruation, the graphic parts of pregnancy that only your partner knows – all those things are either taboo or they’re too much information or shunned or too risky to share.

That’s why your mom is really two people, and she’s had this inner life that you’re not really exposed to.

I never shared this publicly, but I’ll share it with you, and it’s fine to be on the record, but I had one abortion in my life and it was after I had both my kids and it was so hard to hide.

At one point, my 6-year-old son was so worried about me. “What’s happening to you?” And I had to decide whether to tell him or not, and I really, really struggled with it. And I decided to tell him, first of all, because children are so smart, and

R I G H T S

secondly, because I knew that I wanted him to see what women really go through from this age forward, so that when he is an adult and interacting with adult women, and they tell him these things, he’s sensitive to it, he believes them and he doesn’t brush it off. He stops, he thinks, “Oh my God, I know what an abortion was like and I’m here for you.”

I didn’t guilt him and I didn’t put the abortion on him at all, but I wanted that he understood it was a decision I was making, because I was thinking about so many things. And that it was really hard.

I don’t know if I made the right decision to tell him; time will tell.

But I think that if you’re a woman and you feel so isolated throughout your life, because you’ve kept so many secrets, you start getting resentful and I didn’t want to feel resentful toward him in the future or that I had kept such a huge part of myself from him.

THANK YOU FOR SHARING THAT.

Hawai‘i Real Estate News Read news and insights about Hawai‘i real estate every Tuesday TO SUBSCRIBE, VISIT HAWAIIBU SINESS.COM/H R EN

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5 Steps to a Successful Job Interview: Advice for the Job Candidate and the Hiring Manager Part I: How to prepare if you are the job candidate ARE YOU TAKING AD VANTAGE of the Great Resig-

nation and the many job opportunities out there? Here are 5 steps to ensure your next virtual or in-person interview for a job opening goes smoothly.

1. RESEARCH THE COMPANY YOU ARE INTERVIEWING WITH

Focus on what excites you about the company, its mission and history. Why exactly do you want to work there?

Recruiters love candidates who will not only get the work done but will do so with passion.

2. PREPARE YOUR ELEVATOR PITCH

An elevator pitch is a clear, brief personal introduction.

It communicates who you are, what you’re looking for and how you can benefit the company – all in about 30 seconds or less.

Many hiring managers will start an interview with “Tell me a little bit about yourself” and this is where your pitch comes in.

3. PRACTICE COMMON INTERVIEW QUESTIONS

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Practice your answers to common questions such as “Why did you leave your previous position?” and “What are you looking for in your next role?”

For behavioral interview questions – such as “Describe a time when you ran into conflict” – be prepared to answer using the STAR technique: • Situation: Describe the event or situation.

• Task: Explain the task you had to complete.

• Action: Describe the action you took to complete the task.

• Result: Describe the result of your efforts.

4. TEST YOUR SETUP

The day before a virtual interview, test your setup and connection to avoid delays or technical issues. Test your camera view, clean up or blur your background, monitor your body language, project your voice (use a microphone/headset for better audio), practice making eye contact by looking at the camera not the screen. Lastly, make sure you fully charge your devices.

5. DRESS FOR SUCCESS

This is especially important for in-person interviews, but even for virtual interviews,

you should still be dressed appropriately – both top and bottom – and avoid looking like you just rolled out of bed or came home from the beach.

• Date, time and location – or teleconference link if virtual.

• Who they will meet with.

• What they should bring.

• Parking instructions if in person.

3. CONFIRM THE INTERVIEW MORE THAN ONCE

Confirm with the candidate at least the day before the interview, more often depending on how far out you’ve scheduled. If you’re unable to reach them by phone, leave a voicemail and follow with an email or text message.

4. COME PREPARED

Part II: How to prepare if you are the hiring manager IF YOU ARE ONE OF THE MANY Hawai‘i employ-

ers struggling to convert applicants into employees, you should optimize your job interview process – virtual and in-person. Here are 5 steps to help you.

1. MINIMIZE INTERVIEW LAG TIME

Inviting a candidate for an interview that’s more than a month away almost guarantees a no-show. Chances are the candidate will forget or find another job in the meantime. If candidates sound promising, reach out to them within a day or two. If your agenda permits, schedule interviews that same week.

2. BEEF UP YOUR COMMUNICATION

After scheduling an interview, follow up your conversation with an email that details all the pertinent day-of information including:

An interview goes both ways – the candidate is assessing whether YOU are a good potential employer just as much as you are assessing them. So take the time to study the candidate’s resume and tailor your questions accordingly.

There’s nothing worse for job seekers than sitting in front of interviewers who have no idea who they are meeting with.

5. OUTLINE NEXT STEPS

Hawai‘i’s job market is competitive so if the interview is going well, make sure you go over your process checklist. What else do you need from the candidate? When can the candidate expect to hear back from you? You don’t want to leave people second-guessing, especially if they are interviewing elsewhere. Other employers may hire them first.

THIS MONTH’S EXPERT:

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UH Stages AwardWinning Plays Completely in ‘Olelo Hawai‘i The Hawaiian theater program is revitalizing the Indigenous culture on stage and garnering national recognition for its performances

BY RYA N N COU LE S

T

HANKS TO THE GROWING NUMBER of Hawaiian speakers

and those interested in learning the language, the Theatre Department at UH Mānoa has been putting on hana keaka (plays) completely in Hawaiian for sold-out audiences.

The department established its Hawaiian theater program in 2014 under the direction of Tammy Haili‘ōpua Baker.

“When I was a student at UH Mānoa, Kanaka Maoli artistic expression was not being represented in the Theatre Department,” Baker says. “That was one of the primary motivators to create work that would speak to our community, our history and also utilize our language and our culture as a foundation for communicating the experiences of the Indigenous people of this land.”

RESURGENCE OF ‘ŌLELO HAWAI‘I

Across the globe, Indigenous languages are becoming extinct at an alarming rate.

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tion, lists ‘Ōlelo Hawai‘i as among those critically endangered, though the language and the number of fluent Hawaiian speakers have enjoyed a resurgence in the past few decades.

“These speakers are making a concerted effort to create pathways for more Hawaiian language to propagate across the community,” says Baker.

Most of the hana keaka the Theatre Department stages are completely in ‘Ōlelo Hawai‘i, but some also incorporate Pidgin, though they make a point to not use English subtitles.

“For me, having it translated into English kind of defeats the purpose. If you make it easy for people to not have to do the work to understand it, people won’t want to learn the language,” says Ākea Kahikina, a graduate student who just earned

his master’s degree in the program.

That said, he believes those in the audience who don’t speak Hawaiian can still appreciate the performances.

“You don’t need to necessarily know the language to get it, which is something kind of magical. Think about opera, right?

A lot of people who go to the opera won’t understand the language being spoken, but they usually still get the gist of the story. It’s a success when your actors and staging can tell the story without having to translate it,” says Kahikina.

HANA KEAKA ELEMENTS

In addition to the language, many other key elements of Hawaiian culture are incorporated into hana keaka, such as mele (songs), oli (prayers) and hula.

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Left, a scene from the award-winning play “He Leo Aloha.” Above, a scene from the comedy “Ho‘oilina,” which means legacy and inheritance.

PHOTOS: COURTESY OF TAMMY HAILI‘ŌPUA BAKER

“Moving into contemporary times, we have the opportunity to stage things with costumes and lights and all of the magic of modern theater. So that’s what really makes contemporary hana keaka an evolved version of traditional Hawaiian theater,” she says.

“All the traditional performance methods are integrated into hana keaka, which propels and enhances the story,” says Kahikina. “It’s also our way of trying to decolonize the theater space.”

Ancient Hawaiians never relied on written records. Instead they used oral and visual storytelling, which is in part why rejuvenating hana keaka honors Hawaiian tradition and history.

“Mele, oli and even hula: All of those are history books … that have been passed on down the line, and a platform like hana keaka is our history books being brought to life,” says Keola Simpson, who earned his master in fine arts degree at UH Mānoa.

The main difference between traditional and contemporary Hawaiian theater is technology, Baker says.

WINNING PRESTIGIOUS AWARDS

Despite only being in existence for eight years, the Hawaiian theater program has won numerous regional and national awards. Baker received the Medallion of Excellence from the Kennedy Center in Washington, D.C., and the play “He Leo Aloha,” written by master’s of fine arts student Kaipulaumakaniolono Baker, received eight national and regional awards for the 2021-22 season.

“Lā‘ieikawai” received regional recognition as a showcase production featured at the 2016 Region 8 Kennedy Center American College Theater Festival. “‘Au‘a ‘Ia: Holding On” received national recognition as part of Safe Harbors Indigenous Collective’s Reflections of Native Voices.

The program’s latest production, “Ho‘oilina,” which means legacy and inheritance, is a comedy written and directed by Kahikina. The dialogue is a mixture of Hawaiian, Pidgin and English.

“It’s about a Hawaiian family. They are ready to read the will of their late matriarch who lived in Kāhala and had a lot of money. And right before they read her will, in comes this quirky Texas girl. She tells them, ‘I’m here to see the late matriarch, I got invited’ and then all these family secrets come out as they try to figure out who this outsider is. It’s just a wacky, wacky story,” says Kahikina.

Simpson expects “Ho‘oilina” to be well received.

“I think it’s the best production so far, which means we’re evolving and continuing to get better. The talent level of the performers in that group is so impressive. We’ve gotten really lucky with some actors who have chosen to come home to pursue their master’s degrees,” says Simpson.

Learn more at manoa.hawaii.edu/ hanakeaka.

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Hawaii Business Wins Top Statewide News Award and 12 Others In the annual SPJ Hawaii competition open to all local media, our honors included first place in Public Service Reporting for our in-depth report on the Honolulu rail

BY ST EV E P E T R A N I K

LIKE YOU, I DON’T DO MY JOB for the accolades that come from time to time. But I think you’ll agree that accolades are certainly welcome.

The team at Hawaii Business Magazine won 13 awards recently from the Hawai‘i chapter of the SPJ, or Society of Professional Journalists. That is in addition to five national awards we collected earlier this year for reports published in 2021.

Each award is worthy of celebration, but I am especially proud of Noelle Fujii-Oride’s first place honor for Public Service Reporting. We have won hundreds of SPJ awards during my almost 14 years with the magazine, but this annual “grand prize” open to all media proved elusive until now, despite many worthy entries from us over the years. We have often been runner-up to bigger news media outlets with much deeper pockets – organizations with larger staffs and more resources to invest in the kind of in-depth reporting that it takes to win this award each year.

Noelle spent three months reporting and writing her November 2021 report on rail: “How Rail Got to $12.45 Billion and 11 Years Late” – and the judges recognized her careful and thorough journalism. The judges said: “This piece well displays the egregious twists and turns of a transit project swallowed in red tape and clashing personalities” and “Thorough coverage of a complex topic.”

Noelle is an incredibly thorough, careful, even-handed and compassionate reporter, as you have probably no-

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ticed from her many compelling reports on housing, education, tourism, working families and other important local issues.

To make her 26-page report on rail come alive for the magazine’s readers, Creative Director Kelsey Ige created a dynamic layout and engaging infographics that helped tell this complex story covering many decades and billions and billions of dollars.

That was followed by a multifaceted online presentation at hawaiibusiness. com led by Digital Marketing Director Joelle Cabasa – work that has already won first place gold as the best multimedia presentation from the national Alliance of Area Business Publishers. That too was a case of David vs. Goliath as we competed against much bigger outlets in New York, Chicago, Dallas and Florida.

The rail report also received four other SPJ Hawaii awards: • First Place for best Magazine Cover for Kelsey’s November cover featuring rail.

• First place for Business Reporting.

• Second place for Government Reporting.

• Second place for best Informational Graphic for Kelsey’s detailed efforts.

I am so proud of Noelle, Kelsey, Joelle and the entire Hawaii Business team.

MANY AWARD WINNERS

I am proud too of Managing Editor Cyn-

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thia Wessendorf, who also did exceptionally well at the SPJ awards. Her report, “How Will Urban Honolulu Deal with the Rising Ocean?” in the October issue won first place for Data Journalism, with an assist from then Art Director Amy Ngo. Cynthia’s report in the July issue about the local film industry – “The Next $1 Billion Industry?” – won two awards: second place in Business Reporting and third place in Trade or Industry Reporting.

I collaborated with Amy to win first place for Informational Graphics for our reports on the BOSS Survey and 808 Poll.

Kelsey and Amy won second place for Overall Page Design based on 2021’s February, March and October issues. And the Hawaii Business team collaborated to win second place for headlines.

Two of our 2021 interns also won awards: • Sophia Compton won first place for Short Feature Writing for her August piece “How to Get Ahead with No Four-Year Degree.” The judges said: “Fantastic data and narrative-driven story with a diverse range of sources.” Congratulations to Sophia, who took a job reporting for Pacific Business News after graduating from UH Mānoa.

• Another intern from UH Mānoa, Alicia Lou, won second place in Student Feature Reporting in Any Media for her December report, “How Covid Changed Restaurants in Hawai‘i.” The judges said: “An excellent job at framing the impact COVID had on the hospitality industry – particularly restaurants. Reporter was able to take folks behind the story to better understand the challenges restaurants were facing.”

By the time you read this story, the online version of it will be at hawaiibusiness.com, with links to the online versions of all of these award-winning stories.

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W H AT ’ S

N E X T

What’s Next for Atlas Insurance: More than Simply Risk Management President Chason Ishii talks about new cloud-based solutions, recruiting and retaining employees, and the expensive challenges of climate change

BY ST E V E P E T R A NIK

42

O CTO B E R 2 0 2 2

PH OTO BY D AV I D C R OX F O R D

W H AT ’ S

W

HAT ARE ATLAS INSURANCE’S BIGGEST GOALS FOR THE NEXT SIX TO TWELVE MONTHS?

Since the pandemic began, customer demands have increased.

They want more than just an insurance broker; they want a trusted advisor who can offer advanced insights and unique solutions.

Agencies need to proactively prescribe risk mitigation solutions that produce better outcomes, rather than simply managing risks or reacting to events. We need to be the agency that does that best with our personalized client services.

We launched a 24/7 cloud-based portal called MyAtlas Connection Powered

by Zywave that helps our customers to stay compliant, manage their risk and safety needs, and handle their HR and compliance needs. It includes apps like the OSHA Log and Cobra Notice Generator, an education and training portal, and an HR hotline, where clients can speak to an HR professional for advice. And it’s mobile-friendly, so clients can find what they need at any time on any device.

WHAT ARE THE BIGGEST CHALLENGES FACED BY ATLAS AND THE INSURANCE INDUSTRY IN GENERAL?

There are three main challenges. One is social inflation: Every insurer that writes commercial liability lines for businesses has been exposed to the rapid increase in civil litigation awards.

The second is climate change. In 2021 alone, we experienced a Texas freeze, German floods, hurricanes Ida and Nicholas, tropical storms Fred and Elsa, western U.S. heat waves, droughts and wildfires. These catastrophic events have insurers wondering how many more will be driven by climate changes.

The third challenge is supply chain disruption. The shortages in building materials, microchips, automobile parts, etc., and the rising labor and distribution costs have contributed to higher-than-average inflation. Insurers are

concerned about how higher loss replacement costs will affect premiums.

HOW HAVE THE UNCERTAINTIES AROUND CLIMATE CHANGE AFFECTED HOW YOU PRICE POLICIES AND PROVIDE COVERAGE?

Overall, roughly $270 billion in losses were attributable to natural catastrophes in 2021, according to new estimates from reinsurance giant Swiss Re Group.

Flooding, tropical cyclones, extreme cold and heat, wildfires and severe thunderstorms were among the disasters.

Globally, property insurance premiums are forecast to increase by 5.3% annually through 2040, with climate risks being “a main driver,” according to estimates from Swiss Re. A LOT OF COMPANIES ARE STRUGGLING WITH RECRUITING AND RETENTION. WHAT STEPS ARE YOU TAKING TO KEEP EMPLOYEES?

I think it’s important to look at recruiting and retaining employees as a two-step process that starts with supporting current employees. Caring for employees beyond office hours can be shown in practical ways – a simple phone call to check in on employees working remotely can go a long way.

Creating an employee-centric environment starts with leadership, so frequent two-way communication is also essential in retaining employees. Having an outside perspective is also key. Beginning in 2020, we began engaging with an organizational management consulting firm to better understand our organization and employees.

Through this process we have been able to create a more engaged, unified organization that maximizes employees’ strengths through quarterly employee engagement surveys and through peerled engagement committees. That allows employees to be a part of our agency’s improvement process.

N E X T

be looking for flexibility in the office, remote working/hybrid work schedules, and mentorship opportunities, while older recruits might be looking for stability, an organization that will value their expertise and knowledge, and opportunities to help train the next generation of employees.

We have found that partnering with clubs at the University of Hawai‘i has been helpful with recruiting interns and recent college graduates. Having a presence where most young people spend their time – such as on apps like TikTok – has also helped us to reach them in a non-intimidating way.

To recruit older generations, we have found it’s effective to reach out to them personally to share all the professional growth and career development opportunities available at our company.

ATLAS HAS BEEN ONE OF HAWAII BUSINESS MAGAZINE’S BEST PLACES TO WORK 14 TIMES. DID YOUR PRACTICES CHANGE DURING THE PANDEMIC?

We had to reassess how we communicated and cared for our employees during the pandemic. The beginning of 2020 was a scary time, and we wanted to make sure our employees knew we were committed to keeping them employed and, most importantly, safe.

That meant showing practical ways we care for them – like giving them care packages filled with hand sanitizer, face masks, toilet paper and gift cards.

It also meant creating telecommuting options and distributing headsets, webcams and computers within a matter of weeks. In some ways, we communicated more than ever once we went remote. Departments started holding daily/weekly check-ins, we had weekly companywide meetings, and utilized new technology to stay connected.

WHAT ABOUT RECRUITING?

Different generations are looking for different things. Younger recruits might

PA RT O F A S ER I ES O F I NTERVI E W S WITH C EO S O F K E Y H AWA I ‘ I C O M PA N I ES . TH I S I NTERVI E W H AS B EEN ED ITED FO R LEN GTH A N D C O N C I S EN ES S .

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43

M E N T O R I N G

Representative Lauren Matsumoto and intern Aiden Waldrep

Government Internships Are Great for Learning Political and Life Skills Rep. Lauren Matsumoto offers opportunities to high school and college students, and UH Mānoa does the same at the county, state and federal levels

BY NI C H OL E W H I T E LE Y

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S

TATE REP. LAUREN MATSUMOTO was 24 when she first

ran for the Legislature and she says she worked 16 hours a day to win the election, with no mentor to guide her.

So when she got into office, she sought out women who could serve as mentors for her and started an internship program for local high school and college students. “I wanted to give other students the opportunity I didn’t have.”

Matsumoto says the skills she teach-

M E N T O R I N G

“I look for (interns) who I can tell have that passion to learn and really want to genuinely make a difference in Travis Afuso, a Mililani High School valedictorian in 2018, has been interning their community.” with Matsumoto since his freshman year es her interns include humility, balance and “always taking the opportunity to learn something new.”

“With each intern we’ve had, being able to watch the growth has been something that has been really special, and it’s what keeps me going,” says the Republican, who represents House District 45, which runs from Waialua to Mililani.

Students can apply for her internships at repmatsumoto.com.

GAIN ING SELF -CONF IDEN C E

of high school. He has since graduated from the U.S. Military Academy at West Point, been commissioned as a second lieutenant and recently moved to Fort Benning, Georgia, to be trained as an infantry officer.

He says he chose to intern with Matsumoto to gain insight into the effort and dedication required to be a local elected official, because they “have the most impact on your day-to-day life.”

Afuso says Matsumoto’s most valuable gift is her trust and confidence in him. He remembers one neighborhood board meeting when Matsumoto asked him to fill in for her.

“It definitely built on one of the things that I was challenged by … gaining in my own self-confidence, being able to interact with people, hold conversations.”

He has also helped run her fundraisers. “She took a very significant interest in trying to mentor me and giving me some responsibility in order to develop me.”

Matsumoto says she encourages all of her interns to get out of their comfort zones and try new things. “I tried to give as many opportunities as possible because I know how important that is to actually have the hands-on learning.”

Students interning with Matsumoto learn the legislative process along with the “soft skills” of professionalism, managing issues and working hard that apply to any career, she says.

HOW SHE MENTORS

In her first year at the Legislature, MatPH OTO BY A A R O N YO S H I N O

—Lauren Matsumoto, State Representative

sumoto says she joined a nonpartisan group called Women in Government.

There she found women to mentor her and learned “the importance of just empowering other women.”

Through her internship program, she provides her interns with the same guidance and lessons she received from these women, including humility.

“It doesn’t matter where you are at: Don’t think you’re ever above anybody.”

That mindset is essential to legislators and anyone else who wants to connect with the community, she says.

TEACHING BALANCE

Matsumoto is very open with her interns about her challenges, including balancing her family life with being a legislator.

She says she was raised with the mindset of “you can do it all,” but now she teaches her interns that’s unrealistic unless you have a team to help you create that balanced life.

“Just acknowledging that it’s something that I’m working on is a lesson in

itself,” she says, a lesson that she passes on to her interns.

“I think so often when you’re interning, you’re like, ‘OK, this person has it figured out, they know how to do it.’

And then realizing that I don’t have to have it all figured out, sometimes it’s really freeing.”

INTERNSHIPS FOR UH MĀNOA STUDENTS

Many of Matsumoto’s interns come from UH Mānoa, which has an internship program run by the political science department.

Jairus Grove, associate professor and chair of the department, says that for students majoring in political science, a government internship can be their capstone project before graduation. Students from other majors are also eligible.

These internships can be in either the executive or legislative branches at the county, state or federal levels.

Grove shares tips on how and when to apply: • Begin speaking with your faculty advisor during your sophomore year about internships for your junior or senior years. He adds that if an opportunity arises earlier, take it.

“The sooner, the better,” he says.

• Apply for and set up the internship during the semester before it will begin.

Grove also says you should find a government internship in one of these three ways: • The most effective way to obtain an internship is to complete the internship application found in an email sent to all UH Mānoa students a few weeks before the application deadline, which is at the end of each semester. It will also be posted on the internal newsletter calendar for all Mānoa students each semester.

• Search for a government internship on your own and present your findings for approval to Grove or Professor Larry Nitz, also in the Department of Political Science.

• Ask your academic advisor or a member of the political science faculty for help finding an internship.

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N O N P R O F I T

W I T H

A

M I S S I O N

Historical Society Preserves Hawai‘i’s Past to Serve the Present and Future

Bishop Museum staff are given a tour of the Hawaiian Historical Society’s archive. Below is one selection from the society’s collection: an invitation, envelope and “Carte de Danse” (dance card) for the ‘Iolani Palace Ball on Sept. 30, at 9 o’clock, circa 1870 to 1890.

Its resources include an academic journal, new books and reprints, a library and archives

BY S HAWN A TA K A K I

THE HAWAIIAN HISTORICAL SO CIETY, founded in 1892, is one of the Is-

lands’ oldest nonprofits and an early benefactor was Queen Lili‘uokalani, who believed in the importance of preserving the history of Hawai‘i.

The society is well known today for the books it publishes in English and Hawaiian and for its annual publication, The Hawaiian Journal of History, a peer-reviewed academic journal that focuses on the history of Hawaiians and other cultures here, both pre- and post-contact.

“We’re here to provide a platform for scholars to share their knowledge with the larger community,” says Cynthia Engle, executive director of the society.

Through its Hawaiian Language Reprint Series, the society publishes out-of-print books and other works in ‘Ōlelo Hawai‘i. And its library and archives, located at the Hawaiian Mission Houses in Honolulu, has over 12,000 volumes of books and pamphlets as

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well as manuscripts, unpublished documents, photographs, historical objects and works of art.

“Our scope starts by looking at collecting the work of Hawai‘i and the Pacific from the 1800s to the present day. We are still actively collecting as well and trying to document that history,” Engle says.

“We preserve the past for our future.”

— Cynthia Engle, Executive Director, Hawaiian Historical Society

“It’s supporting people with primary sources that allow their endeavors to come to fruition. When I can connect them to a source, it really brings our mission to light.”

“You get chicken skin moments

Women Entrepreneurs Encouraged to Think Bigger About Financing. will feel comfortable, equipped and confident as entrepreneurs.”

H

AWAII I S A G RE AT PL AC E F O R WO M E N E NTRE PRE NE U RS .

The U.S. Census Bureau shows our state is number one in the nation for the percentage of womenowned businesses. And what’s more, women business owners are major contributors to our economy.

PHOTOS: COURTESY OF HAWAIIAN HISTORICAL SOCIETY

Central Pacific Bank’s Susan Utsugi understands this well and is a leader in promoting women entrepreneurship.

when somebody’s looking at general photographs of people from the 1930s and they go: ‘Oh, that’s my auntie!’ ” Engle says. “Helping someone tell their historical narrative is the power of our organization.”

Go to hawaiianhistory.org and click on research to view the online catalog or make an appointment to visit in person.

“When you think of a library and archives, you think of things as very static and set in its ways. One of the beauties of our society is that we’re open to flexibility, adapting and creative ways of moving forward.

“We preserve the past for our future.”

“Statistics show that while more than 40% of businesses are owned by women, revenue levels do not scale as quickly as their male counterparts,” says Utsugi. “Capital fuels growth, and what we're finding is that access to capital can sometimes be an obstacle. It's not that they aren’t getting approved at the same rate as men, but based on research we see, women entrepreneurs are more cautious about taking on debt because of the perceived risks debt can bring.

As such, we recommend they consult with a banker early on to get the best financing program for their needs.”

Utsugi admits that taking out a loan can feel daunting, and so there is hesitation. Or when applying for a loan, many scale back on the amount that they really need.

“But at the end of the day, debt to fund smart growth is a good thing,” Utsugi explains. “We encourage business owners to work with their banker to advise how best to do so, so they

In its continued efforts to support women entrepreneurs, CPB has developed the WE by Rising Tide program, which provides tools on financial management for access to capital, as well as access to markets and access to networks. The program is in partnership with the Patsy T. Mink Center for Business and Leadership, funded by CPB Foundation and aio Foundation. The program is currently underway in its second year with 19 women entrepreneurs.

To learn more about CPB ’s business services, visit cpb.bank/businessbanking. To learn about WE by Rising Tide, visit risingtidehawaii.com.

“Women entrepreneurs work really, really hard.

It's gratifying to help them achieve their goals and dreams.”

- S U S A N U T S U G I , S ENI O R V I C E P R E S ID EN T A N D B U S IN E S S BA N K IN G D I V I S I O N M A N AG ER , C EN T R A L PAC IFI C BA N K

Member FDIC

H AWA I I B U S I N ES S

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LEADERSHIP On Thursday, July 21, Hawaii Business, in partnership with First Hawaiian Bank, hosted 600 people at our 9th Annual Leadership Conference at Hilton Hawaiian Village.

The full-day conference’s theme was “Future Ready - Embracing Possibilities.” Thank you to all our sponsors who helped hundreds of Hawai‘i leaders experience insightful, valuable and innovative presentations and workshops.

MAHALO TO OUR SPONSORS

P R E S E N T E D

G O L D

S I L V E R

S P O N S O R S :

S P O N S O R S :

S T U D E N T

S P E C I A L P A R T N E R :

B Y :

S P O N S O R :

P R I N T P A R T N E R :

“It was wonderful seeing everyone in-person at the Leadership Conference for the first time in a few years, catching up and helping each other navigate new challenges. As we look towards the future, opportunities to come together to share best practices, lessons and ideas will be important to the health of our economy and community. It’s important to remember as individuals and business leaders that collaborating and supporting one another will help us emerge stronger and better equipped to move our state forward, which is why conferences like this play such a vital role in our continued growth.”

— BOB HARRISON , CHAIRMAN , PRESIDENT AND CEO, FIRST HAWAIIAN BANK

“We’re glad the Hawaii Business Leadership Conference returned in 2022 as it enables local leaders of all levels to gather face-toface and learn from each other. It’s invigorating to connect with like-minded individuals who want to work together to make our island home a better place for all of us to live and work. As the company that enables connectivity through our rapidly expanding fiber network, we welcome opportunities like this to collaborate with others.”

— SU SHIN , PRESIDENT AND GENER AL MANAGER , HAWAIIAN TELCOM

“At Alaska Airlines, we know that great service begins with great employees. Beyond hiring exceptional people, we look for opportunities to provide them with the skills, development and training needed to deliver exceptional service and to get them to where they want to be in their careers. This is why we are so proud to help cultivate Hawai‘i’s emerging leaders by continuing to support Hawaii Business and this annual conference.”

— DANIEL CHUN , SALES , COMMUNIT Y & PUBLIC REL ATIONS DIRECTOR , AL ASK A AIRLINES

“At Kamehameha Schools we are committed to nurturing the growth of tomorrow’s leaders. We believe that the road to a thriving community and a bright future will be forged by those who are discovering their potential today. We mahalo Hawaii Business Magazine for another outstanding Leadership Conference. We are honored to once again sponsor this worthy endeavor, investing in future-ready leaders.”

— KEVIN COCKET T, VICE PRESIDENT OF COMMUNICATIONS AND CHIEF COMMUNICATIONS OFFICER , K AMEHAMEHA SCHOOLS

“Leadership development and transformative change flourish when rich conversation and collaborative partnerships are the norm. The Hawaii Business Magazine’s Future Ready Leadership conference provided that and more, bringing together a community of accomplished and up-and-coming leaders from different generations and fields. Mahalo for raising up our community. Our school founder and visionary leader, Queen Emma, would be so proud!”

— RUTH R . FLETCHER , PRESIDENT, AND HEAD OF SCHOOL , ST. ANDREW ’ S SCHOOLS

“The Leadership Conference is a truly valuable event for Hawaii’s business professionals. With the countless challenges we face day in and day out, it’s important to have this opportunity to step away for a day to gain new perspectives, add new skills, and make new connections (or renew old ones.) One of our Anthology principles is to “Learn & Be Curious” and the Leadership Conference is the embodiment of this. Mahalo.”

— DENNIS CHRISTIANSON , MANAGING PARTNER , ANTHOLOGY

(TRANSLATION: IT DOESN’T PAY A LIVING WAGE) But raising those wages would further squeeze tens of thousands of working Hawai‘i families dependent on child care. Here’s the problem and possible solutions.

by N O E L L E F U J I I - O R I D E P H OTO G R A P H Y B Y C H I L D C A R E P R OV I D E R S F E AT U R E D I N T H I S S T O R Y

F I L M D E V E L O P E D B Y T R E E H O U S E H AWA I I

IT’S A MONDAY MORNING AND ABOUT 15 PRESCHOOL KEIKI EAGERLY DESCEND THE STAIRS FROM THEIR SECOND-FLOOR CLASSROOM. IT’S TIME FOR RECESS, SO THEIR TEACHER HAS THEM LINE UP SINGLE FILE BEFORE HEADING OUTSIDE.

viders we spoke with say their jobs are exhausting yet fulfilling. They love helping the keiki learn new things and know that they’re a lifeline for many working families.

But it’s also a labor of love. The median wage for local child care workers is only $13.79 an hour, according to U.S. Bureau of Labor Statistics data published in May 2021. That’s $28,690 a year for a full-time child care worker.

A single adult with no children needed an hourly wage of at least $15.83 in 2018 to afford housing, food, transportation, health care and other necessities, according to the Aloha United

Kaua‘i Montessori Project Director Marci

Whitman and I head upstairs to the now-empty room. The space is divided into two classrooms separated by a row of shelves, plus a corner office. Whitman is also a teacher, but her 18 students are home for the week due to a positive Covid case, so we sit in her empty classroom at a keiki-sized table with four tiny seats.

The preschool opened in 2018 and is licensed for 48 keiki ages 2 through 6. Six teachers, including Whitman, and four teacher’s aides teach the students about emotions, language, motor skills, senses, how to get dressed, and a variety of typical school subjects like geography, science and writing.

They’ll even help potty train for an extra monthly fee.

Whitman and the child care pro-

Keiki play outside at Kaua‘i Montessori Project

Way’s latest financial hardship report.

The median wage for local preschool teachers is $17.83 an hour – or $37,080.

The bureau views child care workers and preschool teachers as two distinct occupations: Child care workers attend to keiki needs while fostering development, while preschool teachers teach.

“People aren’t doing it for the money, and I’m so tired of saying that because I’ve been saying that since I opened my first school 30 years ago,” Whitman says. “I feel like I shouldn’t have to say that anymore.”

For years, advocates both inside and outside the child care field have called for higher pay and greater support for Hawai‘i’s child care workers.

This past session at the state Legislature, they unsuccessfully pushed for

the creation of a pilot program to increase child care wages and for general funds to pay stipends to UH students interested in early education careers.

The Legislature did pass bills that require more detailed data collection for the state’s Early Childhood Workforce Registry and that allocate $200 million to build, renovate and expand prekindergarten facilities.

The Legislature also designated September 2022 as Child Care Provider Appreciation Month. Advocates hope it encourages the community to recognize the importance of child care. State Sen. Bennette Misalucha, who introduced one of several resolutions on the topic, says Hawai‘i’s economy would not have recovered without those workers.

“We rely on them, they’re pillars in our community,” she says.

“And we say that our children and keiki are precious to us, so how can we have the people who take care of keiki be paid that low? They really need and deserve to be honored for the work that they’re doing.”

LOW PAY

A BIG PROBLEM The annual median wage for a child care worker in Hawai‘i is $28,690, according to the Bureau of Labor Statistics.

That’s comparable to other low-paying occupations: The annual median wage for home health and personal care aides, for example, is $29,470, and fast food and counter workers make $28,600. Preschool teachers who do not teach special education make a little more: $37,080.

Ke‘ōpū Reelitz, director of early H AWA I I B U S I N ES S

53

learning and health policy at the Hawai‘i Children’s Action Network, or HCAN, says it’s “mind blowing” that child care worker wages are so low when the state Department of Human Services requires staff working in child care centers or group homes to have specialized training and education. DHS oversees before- and after-school programs, group homes, infant and toddler centers, preschools and family child care homes.

These facilities are either licensed or registered by the department and meet its regulations for children’s health, safety and well-being.

“You’re talking about folks who tend to have at minimum an associate (degree), if not a bachelor’s or even a master’s,” Reelitz says, adding that the pay should be increased to meet those standards, such as through government subsidies. HCAN is a Honolulu-based nonprofit that advocates for children and supported a failed state bill that would have created a pilot program to increase some child care workers’ wages.

UH Mānoa partnered with Rand Corp. to study early childhood educator wages, benefits, working conditions and professional development opportunities. The study’s lead researcher, Lynn Karoly, presented preliminary findings at the state Early Learning Board’s Aug.

H OW M U C H DO HAWAI ‘ I C H I LD CAR E WO R K E R S M AK E? This information is from the Hawai‘i Early Childhood Educator Compensation Equity Study, which was conducted

by Rand Corp. Its data comes from literature, the U.S. Bureau of Labor Statistics, interviews with experts, focus groups with the current workforce and its own workforce survey. The numbers are preliminary; the final report is expected in October.

Wages for assistant teachers and teachers who work in child care centers licensed by the state Department of Human Services: 54

O CTO B E R 2 0 2 2

I TOLD MYSELF THAT IF I OPENED ANOTHER SCHOOL, I WOULDN’T BE WILLING TO PAY DIRT WAGES.

25 meeting. The final study is expected in October.

The Hawai‘i Early Childhood Educator Compensation Equity Study found that the median starting hourly wage for assistant teachers working in licensed child care centers is $15.50.

The starting wage for teachers with child development associate credentials is $16. For teachers with associate degrees, it’s $17, and it’s the same for teachers with bachelor’s degrees or higher in fields other than early childhood education or child development.

Teachers who have bachelor’s degrees or higher in those fields have a median starting hourly wage of $18.25.

The median wage for elementary school teachers who do not teach special

education is $63,110, according to Bureau of Labor Statistics data from May 2021. That’s about $30.34 an hour.

Child care workers told the research team that the low wages signal a lack of respect for early educators. Many said they belong to two-earner households to

S TA R T I N G H O U R LY WAG E (MEDIAN)

CURRENT HIGHEST H O U R LY WAG E (MEDIAN)

Have Child Development Associate (CDA) credential

$15.50

$15.25

Have associate degree in any field or 2 years of college

$15.50

$17.00

Have CDA

$16.00

$18.00

Have associate degree or 60 credits with certificate in Early Childhood Education

$17.00

$18.62

Have a bachelor’s degree or higher in another field

$17.00

$20.00

Have a bachelor’s degree or higher in Early Childhood Education/Child Development

$18.25

$21.44

ROLE

ASSISTANT TEACHERS

TEACHERS

Note: The Rand research team recommends that this survey data be interpreted with caution as sample sizes for each response category ranged from 6 to 48. The variation in wages can be attributed to the relatively small sample sizes and that not all respondents provided both starting and highest wages. The Rand team surveyed directors of child care centers licensed by the state Department of Human Services. The team could not get email addresses of teaching staff in the centers.

AND THAT IS UNFORTUNATELY WHAT IT TAKES TO KEEP THE COST DOWN LOW ENOUGH FOR PARENTS TO PAY THE RENT AND ALL THAT.” MARCI WHITMAN

Director and teacher, Kaua‘i Montessori Project

is telling. And I think you see that again in policymaking and in the way we talk about care versus education.” survive but the low wages and physical and emotional burnout are pushing people out of the field. And while low wages and worker retention were already issues pre-Covid, the pandemic made them worse.

“It is very tough to keep good teachers with so many other jobs offering great pay and little stress,” one center director told researchers.

Reelitz says one issue is that an undercurrent of sexism and racism persists in society’s perception of child care. She says that was evident when the recently signed federal Inflation Reduction Act left out many child care and working family provisions that were included in the original Build Back Better package.

The final legislation instead focuses on fighting climate change and lowering the costs of prescription drugs.

“It’s very infrequently stated, but it’s palpable,” she says. “This reality that it’s women’s work and, in particular, it’s work that’s frequently done by women of color, so those histories of racism and sexism are palpable through a lot of the conversations. … The fact that we can’t even bring child care workers up to the standard wages that our K-12 (get) just

EFFORTS TO

INCREASE WAGES Whitman, director of the Kaua‘i Montessori Project, and I have been

talking in her empty classroom for about 20 minutes. She tells me about the Montessori school she opened in Northern California, her work with other Kaua‘i child care programs and how she tried for years to open her own preschool.

“I told myself that if I open another school, I wouldn’t be willing to pay dirt wages,” Whitman says. “And that is unfortunately what it takes to keep the cost down low enough for parents to pay the rent and all that.”

Kaua‘i Montessori Project starts its teacher’s aides at $18 an hour. Pay increases to $22 or $23 an hour for teachers, depending on their experience and degrees. The school is going through an accreditation process and will soon require all teachers to have

bachelor’s degrees.

The school was able to raise salaries to those levels thanks to a child care stabilization grant from the state Department of Human Services. The department distributed a little over $58 million in its first round to help providers experiencing financial hardships due to the pandemic. Providers could use the funds for $2,500 retention bonuses, bills, staff training, new equipment and other goods to maintain or resume child care services. About 3,100 employees received retention bonuses statewide.

It was a one-time infusion, so Whitman hopes she can sustain the higher salaries through other grants.

“I still feel bad because I still don’t feel like I’m paying them what it really costs to live in Hawai‘i,” she says. “So I wish I could do more, but I’m going as high as we can possibly go right now, with wages and tuition. It’s a balance.”

Child care is often a family’s second-largest monthly bill after rent or a mortgage. According to Child Care Aware of America, the average annual cost for full-time infant care in a center was $16,619 in 2020. That would take up 44% of the median income for a single parent and 16% for a married couple.

The average cost of care for a 4-year-old in a center was $12,040. Family child care is less expensive – in 2020 it was about $8,300 and $8,500 for 4-year-olds and infants, respectively.

Child care providers who work out of their homes, often alone, face a similar juggling act over fees. Rachelle Ducosin, owner of Country Keiki Daycare in Kamuela on Hawai‘i Island, recently raised her monthly tuition by $25 to keep up with the rising cost of living. She says she’s conflicted because she knows it’s hard for parents to make ends meet, and if she charges too little the business won’t survive. About half of her families use subsidies to help pay their tuition.

Rosalind Leina‘ala Chin, a family child care provider on Maui, increased her monthly rate to $850. Her rationale was that family child care providers are self-employed and don’t have sick pay, employer-provided medical insurance or 401(k)s.

According to the UH/Rand compensation study, 46% of the 48 family child care providers who responded to their survey said they have paid sick leave.

Only 2% have fully paid health insurance H AWA I I B U S I N ES S

55

Top, a teacher and keiki at Ka Hale O Na Keiki in Honoka‘a, Hawai‘i Island; below, children gardening at Country Keiki Daycare in Kamuela.

16.3% The poverty rate for early educators in Hawai‘i (The rate for all Hawai‘i workers is 6.1%)

4.5X How much higher the poverty rate is for early educators compared with K-8 teachers Source: 2020 Early Childhood Workforce Index by UC Berkeley’s Center for the Study of Child Care Employment Note: This estimate is based on 2019 U.S. Bureau of Labor Statistics data and includes the following occupations in its definition of early educators: child care workers, preschool teachers, and administrators of child care centers. The data does not include self-employed individuals.

premiums, and none reported having a paid retirement or pension plan. The median annual wage for a licensed family child care provider in Hawai‘i is $40,000.

“I think I should be charging more, but I’m afraid to raise my tuition because then it wouldn’t be affordable,” Chin says. “I try to keep it at bay with the $850, which they’re (parents) already stressing about.” About 80% of her clients use subsidies to pay tuition.

“But again, as providers … we don’t have retirement. We don’t have sick leave.

I mean if we don’t watch kids, then we don’t get paid.”

She says more subsidies are needed so providers can increase their incomes without burdening families.

DHS offers two subsidy programs using a sliding scale for families who meet income requirements. The department distributed about $44.5 million in Child Care Connection Hawai‘i subsidies to 3,511 families in state fiscal year CONTINUED ON PAGE 60

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“ IT ’S A LWAY S DI FF EREN T” Long days spent teaching, cooking, cleaning and comforting: That’s how five child care providers describe their work with young children. They say it’s hard, but the keiki make it worthwhile.

PHOTOS: COURTESY OF ROSALIND LEINA‘ALA CHIN, RACHELLE DUCOSIN, HEATHER BECKER, MARCI WHITMAN, PAULA YANAGI

BY NOELLE FUJII- ORIDE

T

hese profiles of providers

were inspired by the “Child Care, Unfiltered” project that nonprofit news organization LAist published in 2021 (tinyurl. com/ccunfltd). Like LAist, we interviewed child care providers and gave them disposable cameras so they could document their days.

We worked with the Hawai‘i Children’s Action Network and the People Attentive to Children (PATCH) organization to identify providers willing to share their stories. All five providers profiled are either licensed or registered by the state Department of Human Services, meaning they meet department regulations to ensure children’s health, safety and well-being. To learn more about our reporting process, go to hawaiibusiness.com.

LIFELINE FOR WORKING PARENTS Rosalind Leina‘ala Chin, family child care home provider Location: Waikapū, Maui Years in operation: 19

Rosalind Leina‘ala Chin previously worked as a child care facilitator in her rural hometown of Ke‘anae, but she didn’t seriously think about starting her own child care business until she had keiki of her own.

By then, she was working in community services, and she increasingly felt like her job’s demands came before her three children, who were in elementary and high school.

“If they were sick, I wanted to be the one to take care of my children or be there when they needed me,” she says.

Today, she operates her child care business out of her Waikapū home. When we spoke in August, she was caring for a 5-month-old, an 18-monthold, two 2-year-olds, a 3-yearold, and a 5-year-old who would soon be heading to preschool. Many of her clients continue with her as they have more children.

The keiki are typically with her from 7 a.m. to 4:30 p.m. Her husband, Larry, occasionally helps now that he’s retired. She says she doesn’t know how she managed without him during the first 17 years of her business.

“He’ll come down, there’s two of us so he can comfort the infant while I get breakfasts ready and get the other kids fed,” she says. “We kind of tag off, and having that extra body, eyes, hands, is just a big, tremendous help and support. I’m grateful.”

In addition to teaching and playing with the keiki, a large part of her job is keeping parents up to date via text messages, pictures and videos. One mother even wanted updates on how much formula her baby had, when the baby slept and how often the baby pooped.

Chin is happy to provide these updates because it strengthens her relationship with the parents, and she knows it puts them at ease while they’re at work.

About 80% of her families use some type of child care subsidy to pay her monthly tuition. Chin says parents have told her that they wouldn’t be able to afford the care if they had to pay on their own. While infant care is often more expensive than care for older kids, her rate stays the same no matter a child’s age. According to the People Attentive to Children group, a local child care referral and resource organization also known as PATCH, the average monthly rate on Maui for an infant up to 6 months old was about $754, as of June 2022.

She felt she had to raise her rate to $850 to keep up with her own mortgage, bills, insurance and taxes. “I’ll be 70 in five years,” she says. “Everybody is talking about, ‘Are you going to retire?’ I say retire? What is that?

Because 19 years in the business, I don’t have a nice retirement that I can quit whatever.”

Retirement, she says, is something she still has to figure out.

Chin is now a grandmother of a toddler and a preschooler, and she hopes people realize how important providers are because parents wouldn’t be able to work without them. She knows some providers who quit because of the lack of benefits tied to the job and insecurity about the future. And some days, the pressure of being a lifeline for others gets to her.

Chin says she tries to practice self-care as much as she

can and designates the end of her workdays as her quiet time: “Fill my well so when that time arrives, then I can go in there and help or deal with them without getting upset,” she says. “And remember that I’m important, they look to me for help, they look to me to teach them, to get them through their emotions, to get them through their day.”

NOT JUST BABYSITTERS Rachelle Ducosin, Country Keiki Daycare Location: Kamuela, Hawai‘i Island Years in operation: 6

While growing up on the east side of Hawai‘i Island, Rachelle Ducosin spent many of her days pretending to be a teacher. When she got older, she received her associate degree in early education from Hawai‘i Community College while working at an A+ after-school program. Now she runs a family child care home and is working toward her bachelor’s at UH Mānoa.

She cares for two 14-montholds, a 2-year-old, a 3-yearold and two 4-year-olds at her Kamuela home, where the kids have access to the living room, covered garage and a spacious yard with climbing structures, playhouses and other toys.

Two kids left Ducosin’s business, Country Keiki Daycare, during the pandemic because their parents lost their jobs, but she was able to quickly fill

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57

the spots from her waitlist. She says there’s only a handful of family child care providers in her town, and they’re constantly talking to each other to see if any have openings. Finding infant care is especially difficult. The state Department of Human Services only permits family child care providers to care for two infants between 6 weeks and 18 months at a time.

Her curriculum is typically centered on a new theme each month. July was summer safety, so she talked with the kids about looking for a lifeguard at the beach and had them make turtles and crabs out of recycled materials. When we spoke in August, the theme was back to school, so she taught the keiki about making new friends and recognizing their emotions.

But the kids don’t always get along. Hitting, biting, pushing and taking toys away are some of the challenging behaviors that Ducosin deals with. And then there’s separation anxiety, which can sometimes take just moments to soothe; other times, it can take up to 30 minutes. And if one kid cries, sometimes the rest will start crying.

“It’s like an onion,” she says.

“You have to peel the layers of why they act the way they act.

They could be hungry, tired, they just need some hugs or some attention, just not having that understanding of taking turns, sharing.”

Ducosin spends about an hour before and after her 7 a.m. to 5 p.m. workday getting meals ready and cleaning. She also does her own schoolwork in the evenings until about 10 p.m. and on the weekends.

Country Keiki Daycare operates year-round. Ducosin only closes for major holidays and important appointments because she knows how difficult it can be for parents to find other care. And she tries not to get sick; when she does, she

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has to pay to get a substitute or temporarily close. But she tries to take vacations and enjoys traveling to the mainland to visit family.

She says many people think child care providers are the same as babysitters: “Sometimes they take us for granted … they don’t think we do anything but play. But play is part of learning for them – that’s how they can develop their skills and themselves.”

CUSTODIAN AND COOK WHILE ALSO WATCHING THE KIDS Heather Becker, family child care home provider Location: ‘Ewa Beach, O‘ahu Years in operation: 15

Mom-of-three Heather Becker cares for a 6-month-old baby, three 2-year-olds and a 3-year-old. When we spoke, she was getting ready to receive a second 6-month-old baby, a sibling of the 3-year-old and another child she watched in the past.

“I’m just really lucky,” she says.

“I’ve had really good families.”

Becker will even watch the children after hours so parents can go on date nights, and the children and their families know her youngest daughter, 17-yearold Layla, who sometimes helps when she’s not in school.

Becker grew up in Oregon, where she competed in rodeos and horse shows. She began babysitting at rodeos when she was 9 and ran a church

day care in high school. She previously had a career as a dental assistant and became a child care provider for U.S. military families when she lived in Germany. She started her Hawai‘i child care business 15 years ago and says she loves that the job allows her to stay home with Layla, especially after Becker’s divorce.

A typical workday lasts 12 hours, beginning at 6 a.m. when kids start arriving. But she’s also spending other time cleaning, running errands, and preparing breakfast, lunch, dinner and two snacks. She also takes professional development classes on the weekends. There aren’t many opportunities for breaks, so she tries to rest when she can.

“It’s a hard job. You have to like it because you’re a custodian, you’re a cook, you’re also watching the kids,” she says.

“You have to do everything.”

The meals are included in her $900 monthly tuition and partially reimbursed through the USDA’s Child Care Food Program. She makes Costco trips every week and shops at nearby grocery stores and farmers markets. Some weeks, her kids go through 6 gallons of milk. While she’s able to save money by growing fruits and vegetables in her backyard garden, her food bill still comes to about $1,200 to $1,500 a month. “You do what you have to do to give them the nutrition they need as they’re growing,” she says.

Despite her long days, Becker says she feels recharged whenever she’s with the children and loves watching them discover new things, like learning to share with others. If a baby is getting close to walking, she’ll tell the parents to keep a close eye so that they don’t miss it. “You want them to get to witness it first,” she says.

Becker’s business is accredited by the National Associa-

tion for Family Child Care. She says one challenge is that there aren’t enough child care slots for keiki under 3, so she feels guilty when she turns families away. While she’s only allowed to watch six children, she says she sometimes wishes she could help more.

Nonetheless, she says she’s grateful for the children and families she’s been able to help.

The group sometimes holds birthday parties and get-togethers. And she says some parents will call her after hours to ask for parenting advice, even when they live with their own moms or dads.

“They are kind of like a family to me, and they feel the same about me,” she says.

SEEING KIDS GROW MAKES THE JOB WORTHWHILE Marci Whitman, director and teacher, Kaua‘i Montessori Project Location: Līhu‘e, Kaua‘i Years in operation: 4 years

Marci Whitman found the Montessori education method a perfect fit when she was trying to find schools for her own kids.

“I loved that when they were interested in something, you could set up the environment to allow them to explore and learn it, rather than me teaching it to them,” she says. She later opened her own Montessori school in Northern California for kids ages 6 weeks through 5 years. She ran it for 13 years and then moved with her husband

to Kaua‘i when he retired.

Whitman worked in child care on the island and says it took her 12 years to convince her husband to open another school. The final straw was when they couldn’t find a preschool for their grandchildren. The Whitmans opened the Kaua‘i Montessori Project in 2018 at the Hokulei Village Shopping Center, and in October 2019 moved to its current location at Aloha Church.

Whitman says it’s been a blessing to partner with the church. She had tried twice before to open a school, but her efforts fell through when she couldn’t find an affordable location that met all the state and county child care center guidelines.

Kaua‘i Montessori Project has “probably one of the highest” fees on the Garden Isle, Whitman says, and “to raise it anymore, there’s no way. Parents just couldn’t afford it.”

The school currently charges $1,200 a month and has 48 students, six teachers and four teacher’s aides. Whitman, who has 30 years of experience in child care, says she had to turn away 50 children for this school year alone, and her waitlist is three years long.

Whitman says her favorite part of her work is seeing students’ faces when they figure out something on their own, like the time she saw a child dropping a ball on the floor and then on other surfaces, and suddenly realizing that it bounces differently depending on the surface.

“It’s so hard as a teacher to not want to teach and give them the answers, but when you stand back and you watch them struggle a little bit and then all of a sudden they get it, and that look on their face, they’re so much more proud of themselves when they do it on their own,” rather than being

told how to do it or having it done for them, she says.

Her job as a teacher and school director can be physically and mentally exhausting, with workdays that are often 12 hours long. And that doesn’t include evenings and weekends spent giving tours to prospective parents, cleaning, tending to the playground or doing laundry. She says she read an article that said teachers make 1,500 decisions a day.

“It’s not just going to work and playing with the kids,” she says. “You’ve got a kid and maybe dealing with kids who are suffering from trauma and so you’re seeing behaviors that are challenging, and then all of a sudden you have one throwing up. Just constantly, it’s never the same, which is fun in a way. It’s always different and it’s hard to plan an entire day and have it go like you planned.”

She thinks of retiring, she says, “And then I turn around and look at opening another school, which I’m considering, because there’s such a need out there.”

CHILD CARE WORKERS ARE HUMAN, TOO Paula Yanagi, preschool director, Ka Hale O Na Keiki Location: Honoka‘a, Hawai‘i Island Years in operation: 19

Paula Yanagi seemed to always be surrounded by chil-

dren while growing up on the Hāmākua Coast. She’s the third-youngest of nine daughters and was an auntie from a young age, so it’s no surprise she wanted to pursue a career in early education.

Yanagi is Ka Hale O Na Keiki’s executive director and serves as a substitute teacher when needed. She’s been with the school for 18 years, beginning when she was pursuing her associate degree in early education. She’s now participating in Chaminade University’s early childhood master’s program.

Ka Hale O Na Keiki is accredited by the National Early Childhood Program Accreditation agency and currently serves 24 students. It uses a Montessori-based curriculum, so 2-year-olds through 5-year-olds are together in one classroom for most of the day. This allows the younger kids to learn from the older ones, and the older keiki get to be mentors. Ka Hale O Na Keiki is the only licensed child care center in Honoka‘a and has high demand for slots for 2-year-olds.

The school employs three teacher’s aides and two teachers. One teacher’s aide left during the pandemic due to health concerns, but most often, Yanagi says, staff members leave after they have their own babies because there’s no nearby infant care.

She doesn’t see many people entering the early education field and thinks it needs more recognition and support. People on her staff require specialized education and must attend regular training sessions to maintain the school’s accreditation.

Those in their first year of employment, regardless of their positions, need 30 hours of training a year; from the second year on, the requirement

is 24 hours.

Additional schooling is needed if child care workers want to move up, such as going from a teacher’s aide to being a qualified teacher. One of the center’s teachers is about to start work on her bachelor’s degree, and a teacher’s aide is enrolled in a child development associate degree program.

“I do feel like that a positive that came out of Covid was some light has been shined on the field, that now there’s a lot more talk, a lot more movement, like ‘OK, they are important, we really need to strive to support all these providers, and they are really needed’ and things like that.”

Yanagi recently became a new mom and while she sometimes thinks about staying home with her baby, she says she wants to be there for her staff, students and community. She was still on maternity leave when we spoke in August, but she still goes into the office for some work and brings her baby with her.

“One of the things that keeps me going is knowing that there isn’t a lot of people entering the field, and I feel like if I leave … is there going to be someone to take over? What’s going to happen to the school or the field? Is there still going to be people advocating for students and for the families because the families also need us.”

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C H I LD CAR E FAC I LITI E S I N HAWAI ‘ I

Facilities licensed by or registered with the state Department of Human Services include before- and after-school programs, family homes, group homes, infant and toddler centers and preschools. Family homes are registered, while the rest of the facilities are licensed, and all must meet DHS regulations to ensure children’s health, safety and wellbeing. Source: PATCH. Numbers as of June 30, 2022.

MOLOKA‘I Facilities: 5 Capacity: 108

KAUA‘I

MAUI Facilities: 130 Capacity: 3,044

Facilities: 57 Capacity: 1,258

EAST HAWAI‘I

O‘AHU Facilities: 491 Capacity: 23,243

Facilities: 72 Capacity: 1,854

– LA NA‘I Facilities: 2 Capacity: 73

STATEWIDE Facilities: 817 Capacity: 31,474

WEST HAWAI‘I Facilities: 60 Capacity: 1,894

CONTINUED FROM PAGE 56

2021. It also distributed $8.9 million in Preschool Open Doors subsidies to 912 families that year. Private organizations, like Kamehameha Schools, also offer subsidies for families.

NOT ENOUGH

ACTION Deborah Zysman, executive director

of the Hawai‘i Children’s Action Network, says she’s seen more attention paid to the importance of child care in the news, in the community and in policy in the 10 years she’s been with the organization. But it’s still a lot of talk and not enough action.

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This past session, legislators discussed a bill, SB 2701, that would have created a pilot program to increase wages for 5% of the state’s child care workforce to $17 an hour, and appropriated general funds for a stipend program to support individuals pursuing early childhood education programs.

Reelitz says this was the first time in her seven years in the child care sector that she had seen the Legislature discuss child care wages. The bill didn’t pass, but Dayna Luka, child care program administrator at DHS, says the department plans to use some of its supplemental federal Child Care and Development Block Grant funds to help recruit and maintain child care workers. It doesn’t have details yet on how that will work.

The Hawai‘i Early Childhood Educator Stipend Program was created in 2021 to cover tuition and fees for UH students enrolled in early childhood education programs leading to a certificate, degree

or license. In exchange, stipend recipients will be required to work at least two years in Hawai‘i’s early education system after graduation. Yuuko Arikawa-Cross, director of the state Executive Office on Early Learning, says the program will be funded with $200,000 from the Samuel N. and Mary Castle Foundation and the goal is to launch it in spring 2023.

The Hawai‘i Children’s Action Network was one of several organizations that testified in support of the stipend program bill. Reelitz says the hope is that it’ll help increase access to the field: “The idea would be if you’re going to get a bachelor’s and associate’s you should

Clockwise from top left: art time at Country Keiki Daycare on Hawai‘i Island; nature exploration at Rosalind Leina‘ala Chin’s daycare on Maui; bubble play at Ka Hale O Na Keiki on Hawai‘i Island; a keiki-sized shaka at Kaua‘i Montessori Project; playtime at Heather Becker’s day care on O‘ahu; cube light table play at Kaua‘i Montessori Project.

H AWA I I B U S I N ES S

61

not then come out with debt on top of it.”

More investment in Hawai‘i’s child care workforce is needed especially as the state’s goal is to provide all 3- and 4-year-olds with access to preschool education by 2032, she adds. The state Executive Office on Early Learning says this access also includes other forms of child care like family care homes, group homes, Head Start and license-exempt providers.

This past session, the Legislature allocated $200 million to build, renovate or expand prekindergarten facilities.

The governor also signed Act 292 into law. This requires DHS to collect in its Early Childhood Workforce Registry more detailed data on provider demographics, median hourly wages, paid planning time, paid sick and vacation leave,

E AR LY C H I LDH OO D E DU CATI O N DEG R E E S AWAR DE D BY U H Several child care providers we spoke with say they worry about the future of their field as low pay and Hawai‘i’s cost of living push people to pursue other lines of work.

UH Mānoa, UH West O‘ahu, Hawai‘i CC, Honolulu CC, Kaua‘i CC and UH Maui offer certificates and degrees specializing in early childhood education, but none of the campuses offer doctoral degrees in the field. Here are totals of degrees awarded:

SCHOOL YEAR

T O TA L

CERTIFIC AT E O F AC H I E V E MENT

2020-21

82

23

25

29

5

2019-20

107

16

40

50

1

2018-19

97

32

35

30

0

2017-18

98

24

36

23

15

2016-17

104

30

40

33

1

A S S O C I AT E

BACHELOR’S

MASTER’S

Source: UH Institutional Research Office

retirement benefits, health insurance, training hours and level of education. Zysman and other advocates hope this will provide the state with better baseline data for future compensation efforts.

MORE SUPPORT

WHEN WE HAVE NEEDED WORKFORCE SHORTAGES IN RESTAURANTS, IN The Hawai‘i Early Childhood EducaPROFESSIONAL SETTINGS, tor Compensation Equity Study suggested policies and financing options to BASICALLY ANY OF THE increase wages and better support the SECTORS, BEHIND THAT IS THE CHILD CARE WORKERS. SO WHEN THE CHILD CARE WORKFORCE HAS A SHORTAGE, IT MEANS EVERYONE ELSE DOES TOO.” KE‘ŌPŪ REELITZ

Director of early learning and health policy, Hawai‘i Children’s Action Network 62

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Outdoor play at Country Keiki Daycare on Hawai‘i Island.

CHILD CARE EARNINGS, PART II

$40,000 Median annual earnings for family child care providers registered by DHS (based on a survey of 43 providers).

$54,000 Median annual earnings for licensed child care center directors (based on a survey of 85 directors).

Source: Hawai‘i Early Childhood Educator Compensation Equity Study

workforce. Among them were policies to require pay parity across public and private child care providers, establish adequate and equitable wage scales, provide wage stipends or bonuses, and provide access to more employee benefits.

DHS’ Child Care Stabilization Grant Program helped local providers continue operating during the pandemic.

Chin used the $27,000 grant money to help offset higher food and electricity costs, plus pay her mortgage, get new appliances, and update her day care area, which her clients appreciated.

Ducosin bought more tables so her keiki could socially distance and also used the funds for bills.

Luka, the administrator of DHS’ child care program, says 76% of eligible child care providers applied to the program. The $58 million helped about 625 child care centers and family child care homes statewide and impacted about 31,000 keiki. The department plans to do a second round with the remaining $14 million in federal funds.

The District of Columbia earlier this year approved a bill to provide one-time $10,000 to $14,000 payments to thousands of workers who care for infants and toddlers. This effort is funded by nearly $54 million that comes from an income tax increase on wealthy households. DC is known for its universal prekindergarten program and its 2018 Birth-to-Three law, which aims to bring down the cost of child care for families and increase workforce wages. Rand researchers cited DC’s efforts as a potential model for Hawai‘i.

“There tends to be some magical thinking that we can solve this child care problem, that we can fix this problem without needing to commit any governmental funding to it,” Zysman says. “But if you look to any other municipality, county, state, there’s been an investment of taxpayer dollars.”

And more pay isn’t all that’s needed, child care advocates say. Carol Wear

is the interim executive director for PATCH, People Attentive to Children, a nonprofit child care resource and referral organization. She says Hawai‘i lost 136 child care providers at the beginning of the pandemic and that fewer people appear interested in becoming family child care providers.

It’s challenging to become registered with DHS, so PATCH will guide interested individuals through the registration process and advise whether they need to modify their homes. Last year, the organization helped 16 people become registered providers, and it is currently working with another 157 interested individuals.

The organization also provides existing family providers with free backend services, like billing, attendance and record keeping. And it hosts a social every quarter so that family and center-based providers can meet and share stories. According to the compensation equity study, many family child care providers experience isolation in their work and say they have fewer opportunities for collaboration and support.

Chin, the Maui provider, says she has taken PATCH classes and contacts the Maui office on challenging days. Staff will send her encouraging messages and articles that might help her, and she’s grateful for their support.

Wear says she’s not sure the broader community fully understands what it takes to become a child care worker and stay one. Some think it’s just babysitting and playing with children, but providers spend 8 to 10 hours a day with several young keiki, often without breaks. Most of a child’s brain development occurs before the age of 5.

Nationally, the number of child care jobs in July 2022 was still down 8.4% from just before the pandemic in February 2020, according to UC Berkeley’s Center for the Study of Child Care Employment.

That’s a loss of 88,300 child care jobs.

“When we have workforce shortages in restaurants, in professional settings, basically any of the sectors, behind that is the child care workers,” Reelitz says. “So when the child care workforce has a shortage, it means everyone else does too.”

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he Arcadia Family of Companies (AFC) offers a full spectrum of senior living options through its subsidiaries – resident communities 15 Craigside and Arcadia; Arcadia Adult Day Care & Day Health Center at Central Union Church; Arcadia Home Health Services; and Arcadia At Home. In addition, The Arcadia Foundation is a 501(c)(3), created to help seniors in need.

As President and CEO, Suzie Schulberg is responsible for the overall operations and success of all entities, overseeing a staff of 560 and serving 1,000-plus kupuna each day. Under Schulberg’s leadership, AFC has continued to grow and carry out its mission: To provide senior living excellence in a gracious, compassionate, and dynamic environment which meets the spiritual, physical and social needs of every resident, client, and member served.

Recently, AFC signed an agreement to take over the operations of Hale Ola Kino (HOK), a 32-bed skilled nursing home located on the second floor of One Kalakaua Senior Living Association (OKSLA). For the past 25 years, HOK has been owned and operated by Life Care Services, LLC (LCS), the second-largest operator of senior living communities in the United States with headquarters in Iowa. LCS will be ceasing operations at OKSLA effective October 31, 2022, at which time AFC will take over operations.

“The Arcadia Family of Companies considers it an honor to be given the opportunity to be involved at Hale Ola Kino. For the past 25 years, the Arcadia Family of Companies has enjoyed a strong industry relationship with One Kalakaua Senior Living, based on our shared goals of caring for our kupuna, as well as mutual respect for the quality services we both provide.

When Life Care Services indicated they would be ceasing their operations of Hale Ola Kino, One Kalakaua reached out to us to inquire if we’d be interested in taking over Hale Ola Kino. We look forward to continuing the high standard of care that Hale Ola Kino residents and their families have received,” said Schulberg.

AFC plans to retain staff members currently employed at HOK by transitioning them to AFC, and expects minimal disruption of care and services for current residents. It will also maintain the HOK name with a slight addition of “Hale Ola Kino by Arcadia”.

“Hawaii continues to see significant growth in its 65-and-older population, with an average growth rate of approximately 3.5% annually,” said Schulberg. “Yet, we continue to experience a shortage of nursing homes in Hawaii, with Wahiawa General’s long term care facility being the latest to shut its doors. After conducting

our due diligence review of Hale Ola Kino’s operations, its financial standings and future projections, the Arcadia Family of Companies felt this acquisition was the right thing to do. Acquiring Hale Ola Kino allows us to further our mission of serving our kupuna by expanding our network of services, while increasing support for our existing programs.”

Suzie currently serves on the Policy Advisory Board for Elderly Affairs (since 2013); the Hawaii Pacific Gerontological Society (since 2003, receiving her Advanced Certificate in Gerontology from University of Hawaii in 2003); is a board member of Oahu Workforce Development Board; is a member of Pacific Business News Forty Under 40 (2014), Pacific Century Fellow (2010), Omidyar Fellows Program, Cohort VIII (2020) and the Pacific Business News Women Who Mean Business (2021).

Arcadia Family of Companies 1434 Punahou St., Honolulu, HI 96822 (808) 533-5416 | info@arcadia.org www.Arcadia.org

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SPECIAL PROMOTIONAL SECTION C e l e b r at i n g Professional Women

R E B E C CA K E LI I H O O M A LU RB-19834

The Start of a New Legacy.

I’ve Made a Momentous Move to Compass.

A

fter 20 years of founding the Rebecca K. Collection and guiding my clients through buying, selling and investing in real estate on the Big Island, my team and I have made a decisive move to partner with the nation’s leading brokerage: Compass!

Powered by innovative technology and tools, together we are elevating real estate representation to new heights in Hawaii.

2021 was an incredible year for the Rebecca K. Collection, closing over $80M in volume.

I am sincerely grateful for all my friends and clients who continue to trust me to represent them

through impactful life decisions. I continually strive to provide unparalleled representation combined with local knowledge gained through my deep roots in Hawaii.

In an admittedly congested field of realtors and real estate brokerages, I have distinguished myself and the Rebecca K. Collection as a market leader with impeccable business practices honed over a lifetime of entrepreneurship. I have established the Rebecca K. Collection as the gold standard of real estate representation on the Big Island.

From luxury to general real estate, hidden gems to historical landmark properties, I am your trusted advisor known locally, on the mainland and beyond as the one choice for distinction and excellence: the Rebecca K. Collection at Compass.

Unparalleled Representation.

Trusted Advisor. Local Knowledge.

Rebecca Keliihoomalu, RB-19834 President and Founder of the Rebecca K. Collection Hawaii Business Top 100 Hall of Fame Real Trends Top 1.5% of Real Estate Professionals Nationwide 75-1029 Henry St., Ste, 301 Kailua Kona, HI 96740 808-895-1156 | rebeccak@compass.com compass.com

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SPECIAL PROMOTIONAL SECTION C e l e b r at i n g Professional Women

J OA N N A O S H I RO

F

or Joanna Oshiro, Deloitte has always been a place that has challenged her to strive for more both personally and professionally and given her the opportunities to give back to younger professionals and her community.

With the support of her husband, Troy, daughter, Haylee, and parents, Joan and Mike, Joanna is a managing director in Deloitte’s Honolulu Audit & Assurance practice. Family, mentoring, and contributing to her community are the strong forces driving Joanna’s career.

After attending college at the University of Washington in Seattle, Joanna started her career with Deloitte.

Even then, it was evident that Deloitte’s commitment and focus on professional and personal development, diversity, equity, inclusion, and well-being made it somewhere she would spend her career.

After 9/11, Joanna decided it was time to come home to be closer to her

Joanna, Troy, and Haylee visiting Knotts Berry Farm.

family, so she moved back to Honolulu, where she continued to work for Deloitte. In Hawaii, Joanna was blessed to meet and work with other female leaders, most significantly Tertia Freas and Valerie Shintaku, who would serve as mentors throughout her career. Through their mentorship, Joanna learned to be openminded to opportunities that challenged her to do different things. “Have confidence in yourself,” she says. “People give you opportunities because they believe in you.” She practices this philosophy by mentoring those in the earlier stages of their careers at Deloitte.

It was also by Tertia and Valerie’s example that Joanna was first encouraged to become involved in Hawaii’s nonprofit community. “You don’t realize how many people you meet just through your day-to-day job, and how your skillset may be valued by others,” she says.

Joanna is treasurer for several nonprofit organizations which includes the Historic Hawaii Foundation, the Institute for Human Services, and Aloha Harvest, and is also active with the Hawaii Japanese Chamber of Commerce.

These organizations provide critical services to Hawaii’s community and

Joanna is proud to help to support the mission of these organizations.

Joanna’s outlook reflects her strong commitment to family, mentorship, and her community in Hawaii which she’s proud to serve.

ABOUT DELOITTE Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the “Deloitte” name in the United States and their respective affiliates. Certain services may not be available to attest clients under the rules and regulations of public accounting. Please see www.deloitte.com/about to learn more about our global network of member firms.

Joanna Oshiro 999 Bishop Street, Suite 2700 Honolulu, HI 96813 808-543-0807 | joshiro@deloitte.com

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SPECIAL PROMOTIONAL SECTION C e l e b r at i n g Professional Women

K E LLY L A‘A RS#70070, CRS, e-PRO Luxury Collection Specialist Hawaii’s Luxury Real Estate Expert 2021 Berkshire Hathaway HomeServices Chairman’s Circle - Platinum Award Winner

A

s an avid real estate investor, I’ve been on all sides of the real estate market... buyer, seller, Realtor and investor.

My experience in the Hawai‘i market, coupled with my contacts as a professional entrepreneur and years of business experience, all provide you with the proven RESULTS you deserve!

That is why I’ve been helping all your family and friends with their real estate needs for years, and I’d love help you, too! So, give me a call or a text 808-368-2714, or follow me @kellylaa! Let’s get started TODAY!

OVER $22 MILLION SOLD IN 2021!

“I am a first-time home buyer and Kelly was the perfect agent for me! She was able to keep me informed, get me connected to necessary people and resources, and made sure I understood what was happening every step of the way. Kelly listened to all my needs and made sure to keep them at the forefront throughout the process. She was super-efficient, very effective, and was incredibly accommodating. Kelly has such a positive energy about her and she’s just so enjoyable to be around! I am so grateful to have been able to work with such a kind, generous, and incredibly experienced agent. I highly recommend her for any of your home buying needs!”

Berkshire Hathaway HomeServices Hawai’i Realty 46 Ho’olai St. Suite D, Kailua, HI 96734 (808) 368-2714 | KellyLaa@aol.com www.KellyLaa.com

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SPECIAL PROMOTIONAL SECTION C e l e b r at i n g Professional Women

E STH E R PA R K KUSUNOKI Senior Vice President , REALTOR® ABR, CRS, GRI, SRS, RB-21002

E

sther Park Kusunoki has

made a name for herself within Hawai‘i’s real estate community. She is known for her dedication to her clients, welcoming demeanor and extensive knowledge of the industry. Her outstanding track record of achievement and conscientious, resultsdriven approach has singled her out as an industry leader and one of the top brokers in Hawai‘i.

Every year since 2014, Esther has been recognized as a List Sotheby’s International Realty Highest Overall Sales Top Producer, an annual awards program that highlights distinguished individuals who provide exceptional service and market knowledge to buyers and sellers nation-wide. Today, Esther is an innovative leader in the industry, specializing in the highend luxury market and multi-family apartment buildings.

Esther has perfected the craft of building strong relationships with colleagues and clients alike, and has built a powerful global network over the course of her career. Integrity is at the

core of everything Esther does, ensuring the goals she sets for herself and for her business match the level of service and value she offers her clients.

If you are thinking of buying or selling real estate, contact Esther Park Kusunoki today!

Work with Esther and you will receive: • Exemplary, luxury service at every price point, in every stage of life, and in every area in the market.

Luxury is an experience.

• A top producing real estate professional who knows your neighborhood and is prepared for Hawai‘i’s constantly changing market providing unparalleled industry knowledge and expertise.

• Access to the influential and renowned Sotheby’s International Realty® global network.

• Effective marketing that will get your home the attention it deserves.

Fundamental to working with a broker on any transaction is having trust.

Esther is a consummate professional who earned our trust through numerous interactions. She is able to share information without ever crossing the line as observed in how she talks about her past experience as well as in handling our business, she was discreet and honest about what is and is not possible. This enabled us to share our thinking more deeply and work together to achieve our objective in an ethical and transparent manner. - Anonymous Client (Seller)

Esther Park Kusunoki, RB-21002 4211 Waialae Ave Suite 8060 | Honolulu, HI 96816 808-489-6733 | epark@listsir.com www.estherparkrealtor.com

H AWA I I B U S I N ES S

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SPECIAL PROMOTIONAL SECTION C e l e b r at i n g Professional Women

R UTH MANZANO JAV I E R Realtor-Associate RS-74535

R

uth Manzano Javier, a real estate veteran, has extensive experience in a wide array of real estate transactions. Ruth exemplifies commitment, integrity and honesty and makes the client’s personal real estate needs her own. As a Filipino immigrant, Ruth experienced the stress and confusion from purchasing for the first time and ever since that experience, she vowed to make the homebuying process less intimidating and daunting. To this day, she stands by that vow and her promise has resulted in hundreds of families owning their own piece of paradise.

Ruth takes pride in being a part of the homeownership journey for these families, whether they are first time homebuyers or seasoned investors.

Ruth’s passion, commitment and hands-on approach has consistently set her apart from the rest of the crowd and most recently she’s been identified by Hawaii Business Magazine as one of Hawaii’s Top Performers in Real Estate.

“Ruth is great! She did a wonderful job for us.

Very knowledgeable and professional. She made us feel like family. Every interaction and request was fulfilled in a timely manner and we were able to get a ton of offers and a really good price for our home. We were very grateful to her for making the process of selling our house a very smooth and easy transition. I would recommend her to anyone looking to buy a home or sell their home. Thank you so much Ruth for all of your help, generosity, and hard work!”

–DUARTE & MARIAH GOMEZ “Ruth made our homebuying and selling experience painless. She was very courteous, responsive, knowledgeable, considerate, and thoughtful. She was such a delight. She has legitimate connections and will do all she can so you get the best you can get for your investment. You will come out of your experience happy and with a new friend.”

–JAY AND ETHEL DONLIN

Aloha ‘Aina Realtors® Award Nominee 2016 Aloha ‘Aina Realtors® Award Nominee 2017 Aloha ‘Aina Realtors® Award Nominee 2018 International Diamond Society Awardee 2016 International President’s Circle Award Winner 2017 International President’s Premier Award Winner 2018 International President’s Premier Award Winner 2019 International President’s Premier Award Winner 2020 Hawaii in America’s Best Real Estate Professionals 2020 Hawaii in America’s Best Real Estate Professionals 2021 AREAA A-List 2021 Top Producers AREAA A-List 2022 Top Producers

Ruth Manzano Javier, RS-74535 Five Star Realty, Inc. 1500 S. King Street Suite 200 Honolulu, HI 96826 808-753-7211 | ruthiem87@gmail.com

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P R E S E N T E D BY

Join host Unyong Nakata as she talks with some of Hawai‘i’s most influential business and community leaders.

HO STED BY :

Unyong Nakata, Nakata Advisory, LLC

SP E CI AL G U E ST S I N C LU D E :

Mark Fukunaga Servco Pacific Inc.

Suzanne Vares-Lum East-West Center

Chris Benjamin Alexander & Baldwin

LISTEN NOW AVA I LA BLE E V E RY OT HE R T HU R S DAY O N TH ESE PO D CA ST PL AT FO R M S : Locally Owned, Locally Committed

Elisia Flores L&L Hawaiian Barbecue

51% of a product has to be made here to get that label, but state officials are considering relaxing the rule to allow more locally based businesses to benefit from Hawai‘i branding

BY C H AVON N IE R AM OS

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P HOTOGRAP HY BY A A RO N YO SHINO

H AWA I I B U S I N ES S

Mainland products like Frito-Lay’s Maui Style chips and Keurig Dr Pepper’s Hawaiian Punch profit off the Hawai‘i brand despite having nothing to do with the state.

Outside companies appropriate the Hawai‘i brand because it appeals to many people and represents our healthy, vibrant and fresh lifestyle, according to Dennis Ling, an administrator with the state Department of Business, Economic Development & Tourism.

But stopping outsiders from using Hawai‘i in their brand names and marketing is difficult. Ling says the state cannot punish such mainland businesses because “federal and interstate commerce laws allow them to do that.”

“But at least we can, to some extent, try to prevent those that are blatantly misusing anything that says ‘Made in Hawai‘i.’ ” A DBEDT report found that 35% of local firms with Hawai‘i-associated product names said their sales were hurt by companies that had no ties to the state but sell similar Hawai‘i-related named products. Thirty-seven local firms responded to the survey. The report estimated that the direct loss in sales for Hawai‘i firms from such misleading marketing was $14.4 million in 2019.

The state Department of Agriculture oversees the “Made in Hawai‘i with Aloha” branding program. An official says they only have one employee to investigate complaints.

A product is considered “Made in Hawai‘i” if 51% of the materials and

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labor needed to produce it originate here. A business that mislabels its products as Made in Hawai‘i can be fined up to $2,000 per day and receive a ceaseand-desist letter, according to state law.

EASING “MADE IN HAWAI‘I” RULES

The state Legislature passed a resolution this year that requires DBEDT to conduct a study on the “Made in Hawai‘i” and “Hawai‘i Made” brands, and make a plan to encourage and enforce the use of those brands. (tinyurl.com/MadeInHI) Ling, who manages the study, says DBEDT is considering changing requirements on what constitutes a Hawai‘i brand because “there’s a lot of products that don’t qualify” for the label.

Food is easy to quantify as Made in Hawai‘i, Ling says. For products in the apparel, art, jewelry and gift category, “it

is hard to say it’s 51% except if you count the labor” since companies get most or all of their materials elsewhere.

That is why DBEDT is proposing different tiers or product-specific categories such as food, apparel and gifts to support “those companies that can really benefit from the Made in Hawai‘i designation to help increase sales.”

DBEDT is also considering incentives like tax credits, grants and promotional support to encourage companies to use the Hawai‘i brand.

KEEPING THE BRAND AUTHENTIC

Ed Sugimoto’s products qualify as Made in Hawai‘i under the existing rules. He created his clothing and lifestyle brand Aloha Revolution in 2012 with a VH07V logo, designed to look like the word “ALOHA,” upside-down. His catchphrase is,

“Whenever you look down, it’s a reminder to keep aloha in our hearts.”

“Just the meaning itself, people can relate to. Not just locals but mainlanders who come here, they know the aloha spirit,” Sugimoto says.

The business sources most of its blank shirts from the mainland or local distributors such as American T-Shirt

Co., according to Sugimoto. But Aloha Revolution qualifies as Made in Hawai‘i because the screen-printing, labeling, distribution and sales are done locally. One of the company’s main screen printers is Cindy Tees in Kalihi.

Initially, Aloha Revolution only sold online and at pop-up events across O‘ahu. During the pandemic, it

opened a store in the Waimalu Shopping Center, and Sugimoto says the company’s products have sold in 49 states and in Japan, Germany, South Korea and Canada.

He says the goal for his brand is to spread the aloha spirit to visitors and around the world.

“Hopefully if they buy our shirt, wear it, they can spread the word to everybody else.”

“KEEP THE MONEY HERE”

Above, Ed Sugimoto has his Aloha Revolution shirts made at Cindy Tees in Kalihi.

The founders of Beer Lab HI, which also qualifies as a Made in Hawai‘i brand under current rules, believe strongly in operating locally, which helps keep money circulating in the local economy, says Nicolas Wong, a co-founder of the company.

The brewery opened in 2016 at its original location in Mō‘ili‘ili, and now has two others in Waipi‘o and Pearlridge.

Wong says he and the two other co-founders wanted to create flavors that were “some of the tastes, smells, sounds that we experience in our daily lives in Hawai‘i.” That’s why they source ingredients locally when they can.

“For us growing up here, local is the crack seed store, it is the manapua man, plate lunches,” he says. The brews they have created reflect that: Krack Seed Kuawa is an ale with li hing mui and guava; Sam-I-Yam a hazy IPA with ube yam; and pale ales like ‘Ehukai and Takos.

Beer Lab HI also collaborates with other local businesses such as Asato Family Shop, Mari’s Gardens and in4mation. Its collaboration with Zippy’s involved a pastry stout with flavors from Zippy’s dobash cake.

Collaborations help the local economy grow, says Wong. “We really do take the connecting-with-community, connecting with the culture of Hawai‘i, very seriously. It is different when you’re born and raised here, going to live here, living here. You do have a little bit of a stronger connection as to taking care of this place.”

Wong says Beer Lab HI often donates some of its profits. For example, it collaborated with 50th State FOOLS, a local nonprofit dedicated to the professional development of local

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firefighters. The company created a hazy IPA in honor of the newest firefighter class in July and donated a portion of sales to the nonprofit.

Aloha Revolution does similar things. For instance, Sugimoto created a shirt with the “VH07V” logo and the colors of the Honolulu Little League World Series championship team. All of the proceeds from the sales of the shirt go toward the team and its families.

ECONOMIC GROWTH AND EDUCATION

Meli James and Brittany Heyd launched the accelerator Mana Up in 2017 to help local entrepreneurs grow and market their consumer product businesses.

This year, 11 companies were selected for Mana Up’s seventh cohort, including six with Native Hawaiian owners.

Three-quarters of the companies in its current and past cohorts are manufacturing in the state, according to James, with 60% sourcing at least one raw ingredient locally.

Though most Mana Up compa-

nies make their products here, that is not a requirement, James says, because she and Heyd are “big believers” in companies that are founded here, that have good mission statements, and that sustain local livelihoods, create job opportunities and help diversify the economy.

“I would hate to see us get so tight on what that means to be Made in Hawai‘i that we are excluding amazing companies that are here that are growing and providing jobs,” says James.

She notes “there are certain things that we cannot make here.” She cited Hayn, a company from Mana Up’s third cohort founded by professional surf photographer Zak Noyle that sells “environmentally conscious” rubber slippers that are made elsewhere.

“Hawai‘i was built on small business, so as we have more and more of these entrepreneurs building small businesses, we need to support those assets that really give our companies a leg up,” she says.

Eulerson Pajimula is the head brewer at Beer Lab HI.

CONTINUED ON PAGE 80

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PRIVATE CITIZENS FIGHT BACK AGAINST MISLEADING “HAWAI‘I” BRANDS In three cases, it wasn’t the state that forced companies to back down from misuse of Hawai‘i brands but private individuals.

About 600 Kona coffee farmers won a $13.1 million settlement last year in a class action lawsuit against retailers such as Walmart, Costco and Amazon that had falsely labeled commodity coffee beans as “Kona” coffee.

In further settlements this year, Kroger Co. – a national grocery store chain – agreed to pay $1.35 million.

Hawaiian Isles Kona Coffee agreed to pay $800,000 and eliminate “Kona” from its name. It is now Hawaiian Isles Coffee Co. Safeway did not pay any money but agreed it would

only sell coffee called “Kona” or “Kona blend” if it met new labeling standards.

The farmers claimed that they were harmed because they were forced to sell their beans at a lower price when retailers sold fake Kona coffee.

In 2017, three people on the mainland sued parent company Craft Beer Alliance, saying it “intentionally misleads consumers into believing that Kona Brewing Co. beer (“Kona beer”) is exclusively brewed in Hawai‘i.” The company settled for almost $5 million.

Kona Brewing Co. brews its beer in New Hampshire, Oregon, Tennessee, Washington and at its flagship location in Kailua-Kona.

In 2016, Aloha Poke Co., a Chicago-based restaurant, registered two federal trademarks to protect its name, and later sent cease-

and-desist letters to local and mainland businesses that also used “Aloha Poke” in their names.

Native Hawaiian activist Dr. Kalamaoka‘aina Niheu started an online petition that called on people to boycott the restaurant chain. (tinyurl. com/AlohaPokePetition) “Not only are they capitalizing on an Indigenous traditional dish that they have no rights to, but they also have the gall to try and bar our own people from using a word in our language that has deep cultural meaning and symbolism,” Niheu wrote in the petition.

Aloha Poke Co. posted an apology soon after, withdrew the cease-and-desist letters and said it did not mean to trigger emotional responses from those “who care very passionately about their Hawaiian culture.” 

These wāhine mean business.

Gail Abrena-Agas

Diana Clemente

Leslie Kawamoto

Alyson Nakamura

Loreen Sima-Farr

Christine Akiona

Lehua Darner

Miriam Kusuda

Judy Nguyen

Amanda Sun

Myralene Alviedo

Julie Dueno-Wilson

Pamela Lau

Aileen Nonaka

Melanie Takushi

Patti Arnold-Kamakea

Melanie Ebreo

Cindy Lien

Cheryl Onishi

Emily Tall

Jessica Attwood

Cara Enriques

Rochelle Loo

Meagan Oppenheim

Charalyn Tanaka

Patricia Blezard

Andrea Galvin

Hailey Lord

Debra Pabalan

Yilin Tian

Sheylyn Botelho

Betty Gamundoy

Sarah Mandeville

Kari Ann Peters

Lynne Uchima

JoAnn Bottom

Lisa Ganiko-Suzuki

Janice Matsumoto

Jacqueline Phenicie

Kahealani Veincent

Catherine Bray

Claire Goldberg

Helene Mollena

Carol Reimann

Jessica Welch

Jan Cadena

Jessica Golden

Ava Morgan

Reisha Sakauye

Taylor Wineland

Desiree Chai

Dana Harvey

Lena Mori

Alohilani Shatto

Wai Shan Yanagi

Stacie Chiba-Miguel

Michelle Hickerson

Jessica Morikone

Jamie Shelton

Joy Yokouchi

Tran Chinery

Carlie Kaohelaulii

Pillare Mukai

Aja Shimamura

Suzy Yoshimura

Meredith Ching

Trinette Kaui

Dina Nagao

Stacie Shinsato

Beverly Zane-Kitajima

Artist Sara Saffery’s mural depicts Hauwahine, the mo‘o guardian of Kawainui, adorned in hau flowers, hidden within vegetation and reeds looking across Kailua from Kawainui to Ka‘ōhao. Saffrey shares, “Hauwahine serves as a reminder of our kuleana to aloha ‘āina.” (Mural located at the HIC building in Kailua.)

Employees as of Sept. 9, 2022

alexanderbaldwin.com

PHOTO: IFJKE RIDGLEY, COURTESY OF DAWN LIPPERT

Mahalo to the best and the brightest in the industry!

Beer Lab HI co-founders Derek Taughi, left, and Kevin Teruya enjoy a couple of favorites at their Waipio Brewery and Taproom.

“H

awai‘i was built on small business, so as we have more and more of these entrepreneurs building small businesses, we need to support those assets that really give our companies a leg up.”

MELI JAMES, Co-Founder, Mana Up

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TOURISM’S ROLE

In 2019, the peak year for tourism before the pandemic, visitors spent $17 billion in Hawai‘i, according to Kalani Ka‘anā‘anā, Hawai‘i Tourism Authority’s chief brand officer. Last year, visitors spent $13 billion.

Ka‘anā‘anā says there are “opportunities for education by featuring local products and local businesses” as the state heads into a regenerative tourism model.

When visitor spending is directed into locally owned businesses, “it stays here longer and has more impact in the state,” he says.

James says the state is seeing a huge shift in spending, “away from products that were just kind of slapping on ‘aloha’ and had no story.”

Today, local businesses and the state are focusing their efforts more on storytelling and educating visitors about Hawai‘i and its culture.

Ka‘anā‘anā says that’s also a goal of HTA’s Malama Hawai‘i program and that he wants visitors to recognize Hawai‘i as “a place of deep significance, deep spirituality, deep mana – that there is a uniqueness to this place, there’s a respect for the Indigenous culture of this place.”

He does not think of Hawai‘i as a “brand,” but as a “people and place, and the relationships that we have to the place.”

5REAL

Women

ESTATE DEVELOPMENT DEVELOPMENT 277BC0

Most developers are men, but these women have earned a seat at the table despite challenges. They bring a different and valuable perspective, and have realized that the best way for others to join them is for women to support women.

By NICHOLE WHITELEY | Photography by AARON YOSHINO 81

MONTH 2022

CHRISTINE CAMP P R E S I D E N T A N D C EO, AVALO N G R O UP

“I NEVER THOUGHT OF MYSELF AS A WOMAN DEVELOPER. I’m a developer

first, then I am a woman.”

Christine Camp, president and CEO of Avalon Development Group, says this mindset helped her break through the expectations she had growing up. “We’re raised not to be confrontational. Be a good girl. Don’t talk back. Get along with everyone.

Don’t speak unless spoken to.”

Now, she asks, “Why shouldn’t I sit at this board meeting and demand to be heard? Why shouldn’t I endorse a candidate? Why shouldn’t I speak for the industry? Why shouldn’t I take on the presidency of Hawaii Developers Council? Why shouldn’t I?” When she first served on a board of directors, three men who were board members told her she shouldn’t say anything for a year. She replied, “I have a fiduciary duty of being on the board of directors, and you’re saying I shouldn’t say anything for a year? Are you kidding me?”

Camp didn’t heed their advice back then – and she hopes girls and young women today will dismiss similar suggestions to stay within their “socially assigned” gender roles. “What I want women to do is take a lot of risks,” she says.

WORKING UP FROM THE BOTTOM

Camp says that growing up she did not have family resources or connections through prestigious schools to rely on. But these setbacks gave her “immense drive” to create her own path to success.

She recalls crying one day, thinking she would never be successful because all of her friends were going to schools on the mainland and she was taking night classes at Kapi‘olani Community College.

Her mentor told her, “ ‘Everybody’s the same. There’s always going to be someone smarter, better and more connected than you are, so get over it. And just work on what you have to do.’ And that’s what I did.”

Camp earned her degree in finance and business administration

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from Hawai‘i Pacific University. Early in her career, one colleague constantly reminded everyone during board meetings that Camp did not attend an Ivy League school.

In similar situations today and in the past, she focuses on the positives: “Look at me, I’m here now. I’m in the same conference room as you guys.”

FINDING HER CONNECTIONS

Camp enjoys being a developer but acknowledges its challenges. When she first joined the real estate field in the 1980s, she was an outlier among many men. They would bond by playing golf or smoking cigars, then have lunch meetings in a dark restaurant with high booths and two shots of whiskey to seal a deal.

Camp was excluded and, in turn, she lost connections and missed out on promotions. And some deals didn’t happen.

But she learned that success comes from being an outlier. So she embraced being different from the men and looked for “opportunities where I have an advantage.”

She worked 60 to 80 hours a week and created her own connections by serving with nonprofits.

“I’m doing things that are greater good in my mind for the community, and I’m meeting with like-minded people in a deeper way and connecting with them. To that extent, I’m satisfied.”

When she feels like she is missing out on the men’s activities, she looks for more ways to serve her community. She finds strength in giving back to the community and working with them to create solutions.

be confident, fearless, tenacious and sometimes “in your face.” Sadly, she adds, many girls are raised not to take risks.

“So I think parents have a great responsibility to allow girls to be hurt and learn to take risks. It’s OK to fall down,” she says.

“It’s how you shake yourself out and get up that matters.”

She encourages women to embrace their failures because “every lesson is painful, and through the pain, you learn the best. If you’re not failing, you’re not learning; if you’re not failing, you’re not trying. So I would like to see more women try.”

BEING A CAREER MOM

Camp has raised her now 14-yearold son as a single parent and, along the way, has learned to reset the expectations of perfection that she set for herself.

“There is no happy balance as a single mom. You’re always feeling guilty that you’re not doing enough.”

She says it is essential to ask for and accept help to ensure your needs and your child’s needs are met.

“We are so hard on ourselves,” but we can still be happy and fulfilled, she says. And for her and many others, if that means being a career mom, “there’s no shame in that.” 

TAKING RISKS

Camp has learned that “everything is about possibilities, and not about the failures that happen.” A developer has to take risks,

Christine Camp at the Avalon Group office

LAURA KODAMA D I R E C TO R , P L A N N IN G & D E V E LO P M E N T, CAST LE & C O OKE H O M E S H AWA I ‘I

LAURA KODOMA EARNED A DEGREE IN FASHION MERCHANDISING FROM UH MĀNOA but soon after graduating she

realized she didn’t enjoy that field.

Instead, she worked various jobs until she happened upon one with a Japanese company, where she learned the fundamentals of development. One day, a co-worker left a newspaper clipping on her desk, a help wanted ad for a project analyst at Castle & Cooke.

Despite her doubts about being qualified, she applied and got the job.

Her work with the Japanese company, she says, gave her an edge over 30 other applicants.

Such experiences inform the advice she now gives to interns and others: “No matter what path you are on, enthusiastically learn everything you can from every opportunity, accept all challenges given to you, hone your skills and listen intently to everyone who shares their knowledge and experience with you.”

She has worked at Castle and Cooke since 1993 and became director of planning and development in 2007, but her first few years were filled with “on-the-job training.”

But she was willing to learn and soaked up the knowledge and advice of co-workers and top female developers like Kathy Inouye, Christine Camp and Natalie Kiehm. Those three women were inspiring and “shared traits of success: tenacity, creativity, resourcefulness and a solutions-based orientation,” Kodama says.

LEARN EARLY ABOUT CAREERS

Kodama says high school is a great time to learn about possible careers because “that’s when you start to imagine and dream about what the possibilities are. You’re not necessarily committed to anything, but at least it expands your horizon as to what those possibilities are.”

And girls need to know that there

Laura Kodama at the Koa Ridge sales office

are not just men but women in development and other traditionally male-dominated fields.

Kodama says when there are successful women as examples in development it is easier for young women to pursue that path. She was not undermined or disrespected during her path, which she attributes to those three women at Castle & Cooke who “had already blazed the trail.”

FINDING BALANCE

Kodama says she loved her work the second she started as a project analyst at Castle & Cooke. She had fun and often chose to work late in the office or to bring her work home.

“My goal was to do my job well and then find ways to do my job even better. By just focusing on that simple goal, each project, each challenge, each position, led to more opportunities for learning, for growth and for further advancement in my career.”

Kodama was focused entirely on work, but when she had her twin sons, she rebalanced her life and entered an entirely “different dimension.”

As a single mother and full-time developer, she depended on daily help from family and friends, especially her brother, who was there for her almost every day. She also found support from co-workers and company leaders themselves, who encouraged her to spend time with her boys.

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There were challenges and sacrifices, but she found it easy to smile because “I just adored my sons and thought they were the funniest things.”

She says some days as she was driving to work, “I’d laugh to myself as I thought, ‘Did I comb my hair?’ ” However, when that started happening frequently she realized, “I need to take care of myself because if I’m not healthy, who’s going to take care of my sons?”

DIVERSE SET OF VOICES

Planning for Castle & Cooke’s Koa Ridge community started in 1990, and Kodama became involved in 2000. She is now overseeing the development of the project, which broke ground in 2017.

During her career, Kodama has seen the importance of having diverse voices involved in planning and decision-making.

She says Castle & Cooke has a collaborative process for project meetings, which is essential “because everybody comes to the table with different experiences and different backgrounds, and all of their perspectives really shape a better decision.”

It’s crucial women have a seat at the table “because women bring in their own unique perspective,” and they represent a large part of the community the company is building for. That’s why the development field should be open to everyone, she says. 

CAYENNE PE‘A P RI N C I PA L A N D C O - FOUN DER , ALAKA‘I D E VELO PM E N T

CAYENNE PE‘A REFERS TO THE REAL as ESTATE DEVELOPMENT FIELD

male-populated instead of male-dominated because “no one’s dominating anybody,” she says.

She focuses on successful female developers instead of the ratio of men to women. That mindset “makes way for women to step into their own confidence and not live under the shadow of being dominated by others,” she says.

It was that confidence that persuaded her to jump in 2016 from development manager at Forest City to founding Alaka‘i Development with her business partner, Jon Wallenstrom.

“I think for anybody, even a woman thinking about going into a male-pop-

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Cayenne Pe‘a at The Element in ‘Ewa Beach

ulated industry, if that’s what you’re passionate about, at the end of the day, you’re going to succeed.”

Pe‘a says she has been lucky to work with respectful co-workers, but on the unlucky days, Wallenstrom is “cognizant” of the challenges she faces as a female developer.

“We may have certain meetings where whoever we are with just looks only at him, as if I’m not even there, and he’s aware of that.” Their mutual understanding helps them find solutions, she says.

Pe‘a uses her growing self-confidence to help navigate these dayto-day challenges and advises other women in these situations to stay focused. “Don’t let it stop you or

deter you. … Just keep your eye on what your goal is and persevere.”

THE RIGHT MENTOR

Her drive was nurtured by a female mentor at Forest City who “believed in me and gave me the confidence to believe in myself,” she says.

She says women who have already succeeded are key to growing the ranks of female developers in Hawai‘i. They can help, she says, by “reaching out and pulling the next one up.”

It’s not just about having a mentor, but finding the right one, “and that was something I don’t think I understood until I had the right one.”

“You want, as a woman, to find someone, preferably a woman, who has walked in the shoes, down that path that you want to follow.”

KAREN SEDDON

MANY POSSIBLE ENTRYWAYS

R E G I ONA L V P, E A H HOUS I NG

Pe‘a says there are many paths to becoming a developer: Hers began with a bachelor’s degree in accounting from Loyola Marymount University.

Because there are so many different entryways, “I would just encourage someone to be as open as possible and look for opportunity and learn as much as you can” from people in any field of work. She encourages aspiring developers to “not be afraid to take on a new challenge.”

When she chose to open her own company, she says her mind was filled with stories of successful women in development, such as Christine Camp, president and CEO of Avalon Group.

“I think the more of us there are out there, the more it’s a little easier for others to make that jump as well.” 

her boss told her the big construction company where they worked was letting her go.

He said, “You’ve hit a glass ceiling in this company and you’re not going to get past it. And it’s not you, it’s them.”

The boss did not say it directly, but the message was clear: The company was not willing to promote a woman.

Seddon says she was furious and questioned whether she should leave construction but stayed because she loved the industry.

After getting a job at another construction company that treated her right, gave her opportunities to advance and helped her gain back confidence, she realized that, “in the end, he did me a favor.”

“That change in my life became a really positive thing and so I prefer to look at it as good fortune rather than bad fortune.”

EARLY IN KAREN SEDDON’S CAREER,

CHANGE IN DIRECTION

Seddon, who eventually ended up moving from construction to development, says she’s always looking out for new opportunities and possibilities. And that mindset, she says, can work for anyone in any field: “You should always be reassessing,” she says, whether you’re looking to change careers or are perfectly happy where you are.

“You have to be open to that thing that shows up that you didn’t expect.”

That approach, she says, ensures she never misses an opportunity that could further her career, success and happiness.

“You want to be challenged, you want to keep going, you want to add, give back.”

That desire to give back has led to her current work building affordable housing.

“This is the kind of industry where you have to have a passion for it or you can’t do it. It would make you insane. … It’s not simple, but it is rewarding.”

She says essential workers like teachers, firefighters, police officers, bank clerks and retail workers need affordable housing because of their relatively low wages and the high cost of living in the Islands.

The obstacles to building affordable housing here are intricate, she says, but Karen Seddon at the EAH Housing office

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she and others in the field have decided, “We’re here to do this because it’s needed and we can do it.”

MANY CHANGES

She says so much has changed since the day she walked onto her first project site two weeks after graduating from Oregon State University in 1979 with a bachelor’s in construction engineering.

That’s when the project superintendent told her: “I need a letter typed. Karen, type this letter.”

“He decided he was going to show me that he was in charge,” she recalls, so she replied, “I don’t know how to type.”

She knew how to type, but her response was meant as a “little pushback” against a man who had never been pushed back before.

Even today, “There are still both men and women who feel like women shouldn’t be in the workforce, and because they’re women, they’re never going to be as good.”

She learned the way to persevere “is having confidence in yourself and your knowledge and standing your ground.”

SUPPORT IN UNIVERSITY

She and a classmate were the second and third women to graduate from Oregon State’s construction engineering program, where she found support and friendship among classmates. There was a little lighthearted teasing too, which, she says, was “never undermining or disrespectful.”

That changed when she actually got into the construction business. “It was way more, ‘What are you doing here? You should be at home having babies.’ ” Seddon’s tone becomes soft as she recalls an especially horrible incident when she was a project manager in Oregon. The grader was a shy young woman who had just begun her career at a time when it was still rare to see women on construction sites.

A male dozer operator thought the young woman didn’t belong. One day, as she was on her knees pounding a stake into the ground, he dropped the blade of his dozer onto the back of her legs, crushing the muscles in a way that would affect her for the rest of her life. She would never walk the same again.

“Supposedly it was an accident,” Seddon says.

“The rest of the operators were pretty sure that he’d done it on purpose,” or at the very least, “they knew that he didn’t value her enough to be careful enough not to end up hurting her.”

As she tells the story, Seddon comes close to tears. He could have easily killed her, she says, and describes what happened as a hateful act against a young woman who was “just trying to learn, improve herself and be able to make a better living for herself.” 

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MICHELLE SWARTMAN P LA NNI NG A ND D E V E LOP M E NT M A NAG E R , K A M E HA M E HA S C HOOLS

MICHELLE SWARTMAN EARNED HER BACHELOR’S in

political science from UH Mānoa and planned to study law. But her goals changed when she took a four-year trip through Southeast Asia, living in Taipei, Singapore and Bangkok.

She came home with renewed appreciation for Hawai‘i and a desire to help “shape the way our lands were used and what our communities looked like.”

She recognized one good way to do that was through real estate – her mother was a Realtor, so as a girl she would often tag along to open houses and sales meetings. Then while attending college, Swartman got her real estate license.

After returning from Asia, she worked for a number of companies, including on Kaua‘i.

Landing her job at Kamehameha Schools in 2015 was “serendipitous,” she says. She had applied to Kamehameha Schools throughout her childhood “and never got accepted,” she says, “until I finally became an employee and became a part of the team.”

OPPORTUNITIES FOR NEW GENERATIONS

Being both Native Hawaiian and a woman inform her work as a developer, Swartman says.

As a Hawaiian, she focuses on “a mutual relationship and obligation between land and man” and so plans development with “minimal impact to land and natural, cultural resources.”

And, she says, Kamehameha Schools gives her the platform to ensure that Hawaiian culture and values are brought into the development process.

She also explains how women bring a valuable perspective to development. “I think women in general are very collaborative. We like team building. We’re strategic planners. And I think we’re very passionate in what we do.”

FINDING SUPPORT AS A CAREER MOM

“There’s nothing that a woman can’t do while raising a family,” says Swartman, who has raised three sons while working full time.

She’s grateful for the support she has had along the way, including from her husband, who she says is “incredible.”

“He understands that I’m ambitious, that I want to be there for every milestone that my projects reach, as well as being there for all

Michelle Swartman at Kawaiaha‘o Plaza

the milestones my kids have accomplished throughout their lives.”

She is also thankful for the support she received while working at different companies, including a construction company she worked at when she had her youngest son. It was at a time before accommodations like nursing stations, so she nursed him in the construction trailer.

The company’s owners were a husband and wife who understood the need for women in the construction industry. Swartman says supportive leaders who share your values enable “women to manage their career and be a parent.”

If you cannot find an employer who shares your values, she says, then

“become your own employer.”

She says skills learned through motherhood, such as multitasking, time management, effective communication and strategic planning, are valuable to any career or industry.

EMPOWERED THROUGH FAILURES

“A woman can be anything she wants,” Swartman says, an idea that was instilled in her as she grew up. For those who don’t receive the same support her parents gave her, her advice is “to be strong. Don’t be afraid to ask questions. Be open to learning.”

She notes the importance of failure because “if you don’t make mistakes, there’s no opportunity for you to learn

or to grow.” After every failure, pick yourself up and try again, she says.

Though things have gotten better, she recognizes women must still deal with people’s unconscious biases.

“They’re always going to be around and it’s always going to be a struggle, no matter what industry you’re in.”

She says being confident enough to overcome other people’s biases is key to earning respect and trust.

“As for women, we have to empower ourselves,” she says.

“The way we’re going to empower ourselves is to bring awareness, support each other, share in success, create room for other women in those leadership roles and continue to keep chipping away at it.” 

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Advice

FROM THOSE WHO HAVE

Persevered AND

Succeeded We asked the five women profiled for this feature about how to succeed in the real estate development field, but much of their advice applies to any career field

THE FIVE WOMEN PROFILED in this

feature each took different paths to becoming real estate developers – but their advice for others coming up in the field is similar. One common theme: Never stop learning.

Christine Camp says there is no perfect degree that leads to becoming a developer, so she hires for “true skill” which she says is “grit and being a great communicator.”

Karen Seddon adds that a developer needs to have critical thinking and management skills, the “desire to learn and do something different” and the willingness to “get outside your comfort zone.”

Seddon says a real estate program will best prepare someone for development, but also valuable would be any degree that provides skills in designing, construction or finance.

In the end though, most of the skills in real estate development come from on-the-job training.

Michelle Swartman says, “Get involved in every aspect of real estate and become familiar with all the different specialties in the industry,” exploring and learning from each.

Laura Kodama says a willingness to learn is vital. “If they’re excited about learning,” that is the person a company will hire, she says.

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Developers learn new skills and run into challenges each day, Seddon says, so you need to welcome that and be willing to persevere.

“If you’re not that person you don’t belong in development.”

She adds that you also need to “let go of your ego because everybody has an opinion on your development.”

Kodama says listening skills are critical. She often encounters young people who are so focused on impressing experienced individuals that they miss the chance to listen and learn from them.

“The ones that get the most out of it are the ones that realize there’s something to be heard.”

WOMEN AT WORK

Each of these five women has encountered the biases – intentional and unintentional – that women still commonly face in the working world.

Early in her career, Camp would go to construction sites to check on the progress of a project. “All the guys would be catcalling you, and the construction managers would think that you are the sales agent or interior designer or maybe, oh wow, might even be an architect. And I would say ‘no, I’m the developer.’ ”

She says this still happens, but far less than in the ’80s and ’90s. She says she pushes through these challenges with a mindset of, “I can focus on the negatives or focus on the positives. I chose the latter.”

Cayenne Pe‘a says discrimination against women still happens in the workplace. “You can drive yourself crazy over it, or you can make the choice not to.” She chooses the latter by creating solutions.

“My advice for women who are having to deal with this is just to not stand for it.” For instance, if Pe‘a is not addressed as an equal at an in-person meeting, she will speak up while it is happening to make people aware of their actions. Or for any future meetings, she will schedule only conference calls or be the only representative of Alaka‘i Development to meet with the person who slighted her.

She says discrimination against women in the workplace needs to be talked about openly and often.

Camp says she found ways to remove herself from situations that don’t align with how she sees herself. She remembers at her first board meetings, she got coffee and everyone proceeded to ask her to get them coffee as well.

So she never drank coffee at board

meetings. Instead of becoming “the girl who brings coffee for everyone,” she became the developer who worked through the night, always ready to help with the real work at hand.

Seddon, who has been in the development field longest of the five women, has experienced many incidents of discrimination, being undermined or being spoken over, but says she does not dwell on them. “Just keep going,” she says.

As for men, she says, “I don’t think most of them go out of their way to make it bad,” but they should make sure they are not being condescending. “You don’t need to solve our problems for us.”

One way to avoid being talked down to is to learn how to seek help, she says.

Instead of asking for a specific solution to a problem, ask: “What’s your experience with this?”

She says men should be aware of talking over women. “If they would be patient and wait for the woman to

finish speaking sometimes, that would be very respectable. … It should just be common courtesy.”

So, what can companies and employers do to help women succeed?

Kodama points to her personal experience: “I was fortunate to have worked under the purview of very supportive managers and executives, who encouraged (and) facilitated growth and truly wanted me to succeed.”

She says being given that trust and responsibility was important for her, and it is important to give that trust to young people now, so they have “the opportunity to grow.”

SHARED VALUES

Like many women, Swartman faced the challenge of balancing motherhood and career. So she sought out companies that shared her values. She says companies that promote and facilitate balanced lives among their employees get more effective employees.

Camp says real estate development is among the most hated professions among the general public because of the idea that developers are greedy – that they build luxury housing, kick people out of their homes and don’t build enough affordable housing.

“We need to teach kids that it’s an honorable profession” because even they are taught to distrust developers, she says.

“I would love to have them understand how development is intrinsically linked to the community’s health.”

Swartman says for change to occur there needs to be a shift in mentality that “women deserve a seat at the table to make these kinds of decisions.”

“There has been progress, but I think now is the time to encourage more women to enter the field of real estate development and to succeed … be a part of the decision-making process of how ‘āina is used and managed in Hawai‘i.”

H AWA I I B U S I N ES S

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PA R T I N G

S H O T

TIME: 8:45 A.M.

Inside the Kitchen at Fête C H E F R O BY N N E M A I I AT H E R R E S TAU R A N T F Ê T E in Honolulu’s historic downtown. On June 13,

she won the 2022 James Beard Award for Best Chef: Northwest and Pacific – the first win for a Hawai‘i chef or restaurant since 2003.

Has this national attention brought changes, like more crowds, higher expectations or more stress?

Yes, yes and yes! Right now, the mission for our managers is to maintain the Fête experience. We don’t want to jam people in just to get them in the door.

Much of your food comes from local growers and ranchers. Did that help when supply chains were snarled?

We went from sourcing 70% of our produce pre-pandemic to now 90%. Our meat and dairy went from 80% local to 95% local. It was more important than ever before to source locally.

What kind of employee programs does Fête offer that restaurants usually don’t?

First and foremost, we have a very, very flexible schedule. Traditionally that’s not the case. …

Because of the pay discrepancy, back of house gets paid vacation after a year and also gets tipped out. We take care of 100% of our staff’s health insurance.

Have you seen the FX series “The Bear”?

I actually binge-watched it in two sittings. I loved it. I’ve never worked in kitchens like that but know many who have. I thought the only thing that wasn’t realistic was that there wasn’t enough stuff in the kitchen and around. Like, where’s all the mess?

Are there any changes coming to Fête?

Typically we aim to change at least a third of the menu three to four times a year, based on what is available. As far as other projects, we also have Heyday (in Waikīkī). We’d like to do a book of some kind … and do provisions and bakery items, with sweet and savory goods.

What are some tips you’ve learned as a small business owner?

With restaurants, because the margins are so narrow and stakes are so high, people start compromising everything, like how they source things.

That’s when the lies come in. Why lie? Serve something else then. fetehawaii.com

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LOCATION: 2 NORTH HOTEL ST, HONOLULU

PHOTOGRAPHER: AARON YOSHINO

SPECIAL PROMOTIONAL SECTION

Bringing Women Leaders into the Circle WĀ H I N E P Ō ‘A I , A L E A D E R S H I P P R O G R A M F O R F E M A L E E X E C U T I V E D I R E C T O R S O F H AWA I ‘ I N O N P R O F I T S , A I M S T O E M P O W E R T H R O U G H P E E R C O N N E C T I O N .

Photo: Courtesy of Wāhine Pō‘ai

L

idea: a hui of female nonprofit executive directors joining together to create a Wāhine Pō‘ai program started leadership and peer support program small—in a garage. grounded in Native Hawaiian cultural Kilikina Mahi, a Maui-based consulpractice and place. tant who assists nonprofits and commuKau‘i Kanaka‘ole, executive director nity networks, says that in of Ala Kukui, a communi2018 and 2019 she found ty-based nonprofit retreat “The ability herself advising a whole center in Hāna, Maui, of a nonprofit series of new nonprofit remembers everyone organization to executive directors. looking at each other and provide value to saying, “Yes, yes, exactly.

“At a certain point, I the community realized that all of these That’s what we need. is rooted in the new executive directors When do we start?!” were women who were Wāhine Pō‘ai’s first strength of its in this position for the cohort of six launched in leadership...” first time,” Mahi says. “I January 2020, kicking off  C H E L S E Y C H O W, H AWA I ‘ I was having very similar a 9-month-long series of C O M M U N I T Y F O U N D AT I O N conversations with all of get-togethers, both virtuthem, wrestling with manal and at Ala Kukui. The agement and leadership program has incorporated issues. And suddenly it just seemed like some traditional skill-building instrucwe could be so much more effective, tion, including bringing in community and probably happier, if we had all those leaders and subject-matter experts to conversations together.” speak and mentor. But the main focus Mahi invited a small group of women has been on creating and strengthening to her garage for lunch and pitched the the pō‘ai (a circle, circuit, hoop, girdle, IKE SO MANY SUCCESS STO R I E S O V E R T H E Y E A R S , the

or group, as of friends)—a connection that’s intended to endure past the 9-month program length.

“We can give you information all day long, but that is not really what Wāhine Pō‘ai is about,” Mahi says. “It’s about building those deep relationships and connections to help fuel the work that needs to be done.”

Wāhine Pō‘ai has now established its second cohort of leaders and is looking into how to grow the program organically, in a way that preserves its original spirit.

The Hawai‘i Community Foundation (HCF) has supported the program as a way to help advance nonprofit excellence in Hawai‘i and recently renewed its sponsorship for the program’s third year. “The ability of a nonprofit organization to provide value to the community is rooted in the strength of its leadership,” says Chelsey Chow, a program officer at HCF. “As executive leadership training programs go, Wāhine Pō‘ai is unique in that it focuses on women, it has a lot of Neighbor Island representation, it’s very adaptive to the needs of the cohort. It’s about, come as you are, as you’re able, and [the program] providing support.”

Kanaka‘ole says that something one of the program’s cohort members said recently has stuck with her: “She said [Wāhine Pō‘ai] allowed her to just be herself. Which sounds like a simple thing, but executive directors don’t get many chances to let their guard down. That ED hat is always on; you’re representing your organization, and your community. And she was able to let that down during this cohort, and connect and share in a safe circle.”

T O L E A R N M O R E A B O U T WĀ H I N E P Ō ‘A I , V I S I T A L A K U K U I . O R G/P R O G R A M S/P O A I

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kalaewardvillageliving.com | 808 376 1610 Offered by Ward Village Properties, LLC RB-21701

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