Detroiter Magazine - December 2023 by Detroit Regional Chamber

A POPULATION AND TALENT CRISIS INTERTWINED: Michigan's Stagnant Growth Adds to Workforce Challenges

THE SURVEY SAYS… Michigan Voter Poll Sheds Light on Views of Younger Workforce

BUILDING A TECH TALENT PIPELINE Funding Exciting Tech Careers

A PUBLICATION OF THE DETROIT REGIONAL CHAMBER • DECEMBER 2023 • US $4.00

UNDER 30 AND IN-DEMAND Young talent drives innovation. Attracting them is priority No. 1.

With unique lounges, a resort-style spa, signature restaurants, a luxury 400 room hotel and 30,000 square feet of flexible event space, we make the attendee experience G R A N D .

Scan code for more information and to book your event

mgmgranddetroit.com

UNDER 30 AND IN-DEMAND D E C E M B E R 2 0 2 3 • V O L U M E 115 , I S S U E 3

DETROITER 2 A POPULATION AND TALENT CRISIS INTERTWINED Michigan's Stagnant Growth Adds to Workforce Challenges

4 FROM THE PRESIDENT

Michigan's Path to a Growing Population

6 A CLARION CALL

Reversing Our Decline Requires Action, Shared Civic Responsibility

Managing Editor Melissa Read

8 WE’RE FAILING MICHIGAN RESIDENTS

Editor James Martinez

10 RETAINING MORE GRADUATES WILL TAKE US ALL

Photographers Andrew Potter Courtesy Photos

Inaction Is Not an Option, Cracks from Population Loss Showing Wayne State President Kimberly Andrews Espy

CONTENTS

Publisher Tammy Carnrike, CCE

12 THE SURVEY SAYS…

Michigan Voter Poll Sheds Light on Views of Younger Workforce

14 MICHIGAN'S 18 TO 29 YEAR OLDS By the Numbers

16 DON'T BELIEVE ALL YOU HEAR ABOUT MILLENNIAL WORKERS Deloitte’s David Parent Busts Myths About a Key Generation

17 WHAT THEY’RE SAYING

Let’s Detroit Ambassadors on Where to Live and Work

18 WHAT HAVING FIVE GENERATIONS IN THE WORKFORCE MEANS FOR EMPLOYERS KPMG Experts Offer Workforce Insights

20 THINK BIG

Attracting Young Professionals Goes Beyond a Job

22 NURSES NEEDED

Henry Ford Health is Recruiting Through Teamwork and Community Building

24 A BALANCING ACT

Recruiting Tech Talent Requires Strategies Old and New

26 BUILDING A TECH TALENT PIPELINE Funding Exciting Tech Careers

28 MISSION DRIVEN

Employers Pitch Being Part of Something Bigger

30 STARTUP SYNERGY

Newlab Draws Tech Talent to Detroit

34 CONGRATS CLASS XLIII

Graduates Share Their Reflections

36 LOSING A LARGER-THAN-LIFE LEADER A Tribute to Florine Mark

37 A FIXTURE IN THE COMMUNITY Huntington's Sandy Pierce Stepping Down

38 ON THE ROSTER

Join Us in Welcoming These New Members to the Chamber

Advertising Director Jim Connarn Advertising Representatives Laurie Scotese Research and Analysis Christyn Lucas Austeja Uptaite Back Issues 313.596.0391 Published by Detroit Regional Chamber Services Inc. No part of this magazine may be reproduced without written permission. Detroiter (ISSN 0011-9709) is published four times a year (April, June, Oct. and Dec.) by the Detroit Regional Chamber, One Woodward Avenue, Suite 1900, Detroit MI 48226, Phone: (313)964-4000. Periodical postage paid at Detroit MI Subscription price: members, $14: nonmembers, $18. Individual copies: $4; plus postage. POSTMASTER Send address changes to: Detroiter, One Woodward Avenue, Suite 1900, Detroit MI 48226. Copyright 2007, Detroit Regional Chamber Services Inc.

Executive Summary

A POPULATION AND TALENT CRISIS

INTERTWINED For all of Michigan’s economic strengths, an underlying trend threatens its competitiveness and prosperity – a stagnant, aging population. To make matters worse, Michigan’s population crisis comes amid historic change, rapid technological development, and the most intense innovation race in the

automotive industry since its earliest days. All these factors raise the stakes for Great Lakes State. It’s why Gov. Gretchen Whitmer formed the bipartisan Growing Michigan Together Council to identify ways to grow the state’s population — signing an executive order surrounded by state and regional leaders

at the 2023 Mackinac Policy Conference. It’s why employers are reinventing the way they recruit, engage, and retain workers and graduates 18 to 29 years old. This young talent holds the key to driving innovation and the economy for decades to come – and can help put Michigan on a path to population growth.

FROM THE SPARK OF AN IDEA TO FULLY CHARGED. ALL IN ONE STATE.

MICHIGAN DUNAMIS CHARGE

PURE OPPORTUNITY ®

Michigan provides the complete ecosystem with talent support that high-tech startups need to move from ideation to manufacturing. With 98 of the top 100 automotive suppliers located here, you’ll be in good company. Seize your opportunity at MICHIGANBUSINESS.ORG

Executive Summary FROM THE PRESIDENT

MICHIGAN’S PATH TO A GROWING POPULATION THINK ANEW, THINK DIFFERENTLY, AND THINK WITH THE ‘POWER OF &’ Since the turn of the millennia a couple decades ago, the United States grew in population by 50 million – 281 million to 331 million. Of those 50 million new people in America, Michigan’s net share of America’s grow was near zero. While maintaining population may not sound like a loss, we lost three Congressional representatives between 2000 and today. Not keeping up with national trends means losing. What gives? Michiganders, either natives or transplants like me, know the immense advantages our state holds; tremendous and diverse natural beauty, warm and down-to-earth people, consequential history, strong business leadership, and more. IT'S TIME TO GET SERIOUS, MICHIGAN. Gov. Whitmer announced at the Chamber’s Mackinac Policy Conference in May the formation of the Grow Michigan Together Council and appointed 20 diverse leaders from across Michigan – including chairs Ambassador John Rakolta Jr. and Wayne State University Governor Shirley Stancato – to provide serious recommendations focused on what it will take to grow Michigan’s population, which will lead to better economic opportunity for all. As of this writing, the Council is hard at work and no recommendations have been made public, but as a member of the Council, I believe the following are some keys to reversing Michigan’s negative trends:

Recognize that a 12th grade education alone is no longer sufficient. While fixing our K-12 system is the first priority, we must recognize that 12 years of education is no longer sufficient. Just like America moved from a seven-year standard after World War II to a 12-year standard, we must realize that a revitalized K-12 system is not enough. For the vast majority of persons, they will need more education beyond high school – and we have to figure out a way, like we did after WWII – to meet this public need. Develop an even more robust economic development strategy – and stick with it. Michigan is known for the “Michigan U”. Unfortunately, this term applies equally to our suburban traffic patterns as it does our policy approaches. We change strategies far too often. States with successful economic development approaches have a clear strategy and that approach stays consistent regardless of changes in the governor’s office or legislature. Empower localities and regions to develop a sense of ‘place’ that is attractive to young professionals. Michigan communities are largely geared toward older persons – not surprising given how our population base is skewing older. We need to be more attractive to young professionals pursuing careers in the world of high technology. Look at where these young people are flocking to and see how our communities stack up. We need to embrace the ‘Power of &’. The “Power of &” was not just a catchy theme for the 2023 Mackinac Policy Conference, it’s how we need to tackle our future. For example, too many are making a false choice between leveraging and building off our automotive technology assets and building our entrepreneurial ecosystem.

Rebuild Michigan’s K-12 public education system. Our education system was built at and for a time that no longer exists. The world is complex and change occurs at an ever accelerating pace. Our education system must be rethought to prepare our students for this complex and global world – with high academic standards for students, strong support for teachers, clear and world-class accountability standards, and clear pathways for all students to successfully SANDY K. BARUAH enter and complete either a college or PRESIDENT AND CHIEF EXECUTIVE OFFICER, DETROIT REGIONAL CHAMBER skilled trade program.

The “Power of &” also recognizes no one perspective of political approach has it right. If we are to succeed and reverse our population crisis, we will need to think anew, think differently, and think with the “Power of &”.

Get the Plunkett Cooney Perspective

™

Business leaders say they trust the attorneys of Plunkett Cooney to anticipate legal pitfalls, to resolve high-stakes litigation and to craft contracts they can sign... with confidence. See your business differently. Get the Plunkett Cooney perspective.

Banking, Bankruptcy & Creditors' Rights n Business Transactions n Cannabis Law n Commercial Litigation n Estate Planning & Business Succession n Foodservice & Hospitality Law n Government Relations & Public Policy n Health Care Law n Labor & Employment Law n Mergers & Acquisitions n Nonprofit Law n Real Estate Law n Tax Law n Zoning, Planning & Permitting n

Michigan

Ohio

Indiana

ATTORNEYS & COUNSELORS AT LAW Jeffrey C. Gerish President & CEO

248.901.4000 | jgerish@plunkettcooney.com

| Illinois

www.plunkettcooney.com

Population Growth

A CLARION CALL REVERSING OUR DECLINE REQUIRES ACTION, SHARED CIVIC RESPONSIBILITY By John Rakolta Jr. Michigan has been a bellwether of American industry, innovation, and opportunity. Yet, for the last 70 years we’ve been grappling with stagnant population growth, falling outcomes in pre-K-12 education, and a decline in per capita income from 120% to 80% of the national average. These aren’t just statistics. They reflect tragic human stories and should be seen as a clarion call for action. But despite this imperative, people in our state, including politicians, have been seemingly inattentive to a gradual descent impacting the lives and livelihoods of so many. Perhaps the incremental nature of decline has normalized and depersonalized the challenges. A central charge of the Growing Michigan Together Council, which I co-chair with Shirley Stancato, is to address this blind spot and elevate public attention to our collective future. The Council, a bipartisan, multicultural body, reflects Michigan's rich tapestry. Our purpose is singular yet ambitious: Develop recommendations that catalyze Michigan's population growth and, by extension, strengthen its economy and increase prosperity for all its citizens. We’ve been

driven by a sense of urgency and guided by the belief that Michigan’s best days lie ahead.

They are the product of rigorous analysis and spirited debate.

SETTING A BOLD VISION FOR MICHIGAN’S GROWTH

The Council has looked beyond the borders of Michigan, examining global best practices. We’ve sought solutions that are not only effective, but also equitable and sustainable. Our vision for Michigan's growth is comprehensive, encompassing education, infrastructure, healthcare and more. It’s a vision that while cognizant of financial constraints is also bold in its aspirations.

From July through November, nearly 100 volunteers from across the state worked diligently to develop more than 30 worldclass recommendations. These were synthesized into a smaller set-in early December and presented to Gov. Whitmer.

Our purpose is singular yet ambitious: Develop recommendations that catalyze Michigan's population growth and, by extension, strengthen its economy and increase prosperity for all its citizens.” JOHN RAKOLTA JR. CO-CHAIR, GROWING MICHIGAN TOGETHER COUNCIL

Population Growth 7 FISCAL RESPONSIBILITY IS BEDROCK OF SUSTAINABLE GROWTH

and population growth is not as significant as other factors.

As the Council’s recommendations are being considered, there is another debate regarding the best financial path forward. With all branches of state government currently aligned politically, many see a generational window for ambitious new fiscal policies. How do we pay for the ideas we’re proposing? I believe that fiscal responsibility is the bedrock of sustainable growth and have consistently advocated for a full examination of current expenditures before considering alternative funding sources including new taxes. Others believe that the correlation between tax levels

Disagreements are to be expected. Michigan’s diversity of backgrounds and thought, while a strength, also presents a challenge to achieving cohesion. We need to get beyond that. MICHIGANDERS’ WELL-BEING MUST TRANSCEND POLITICS Reversing our decline requires an awakening of our sense of shared civic responsibility — an acknowledgment that the well-being of Michigan is not solely a political concern, but a communal one as well.

The council’s recommendations are not edicts, but invitations for debate and catalysts for change. Achieving our goal of a thriving Michigan is too important to allow differences or indifference to quiet our conversation or weaken our resolve. The path forward may be complex, but we embark on this journey together, with the welfare of every Michigander as our guiding star. Now is the time for action.

John Rakolta Jr. is Co-Chair of the Growing Michigan Together Council.

MICHIGAN LAGS NATIONAL GROWTH RATE MICHIGAN’S POPULATION GREW 1.4% FROM 9.9 MILLION PEOPLE IN 2012. FOR COMPARISON, THE POPULATION IN THE U.S. GREW 6.2% DURING THAT PERIOD. ANNUAL POPULATION GROWTH MINIMAL AT BEST OVER PAST DECADE Michigan population increased 9 out of the 11 years between 2012 and 2022.

Between 2012 and 2022, the state grew an average of 0.2% per year.

Source: U.S. Census Bureau, State of Michigan 2012-2022

Its largest annual population increase was 0.8% between 2019 to 2020.

The state largest decline was between 2020 and 2021 when the

Population Growth

INACTION IS NOT AN OPTION, CRACKS FROM POPULATION LOSS SHOWING By Shirley Stancato When asked to co-lead Gov. Gretchen Whitmer’s Growing Michigan Together Council with Ambassador John Rakolta Jr., I knew addressing the state’s declining population wouldn’t be easy. The task at hand is incredibly complex, involves numerous variables and frankly, it’s downright hard. While this experience has been challenging, it has also been deeply insightful. The information I’ve studied over the past several months has informed my thinking in fresh ways. It’s also made one thing blatantly clear: We’re failing Michigan residents. MICHIGAN’S YOUNG TALENT FLOCKING ELSEWHERE FOR BETTER OPPORTUNITIES Today, Michigan’s young adults are flocking to places like Chicago, Boston, and Denver for better jobs and education opportunities. Pair this disheartening news with the fact that Michigan’s current population is aging at a faster rate than the nation, and you’ve got a

It’s time to do right by every citizen and put forth recommendations that will not only grow the economy, but also ensure that every single person who wants to build a future right here in Michigan is

statewide predicament: we simply don’t have enough people to do the jobs. Communities across the state are dealing with waves of population loss and are struggling to hire essential workers such as teachers, wait staff, firefighters, bus drivers and nurses. Overall, Michigan ranks 49th in the nation in terms of population growth and we’re starting to see the cracks. Reversing population growth trends isn’t simple, but it’s something the council is working expeditiously to solve. INCLUSIVE, BIPARTISAN DIALOGUE GIVES US CHANCE OF SUCCESS

afforded that opportunity.”

Since the Council’s inception in June, almost 100 workgroup members did a tremendous job collecting data, conducting research, and collaborating to generate bold ideas that can grow Michigan’s population and prepare our economy for the future. The workgroup members were carefully selected to represent the diversity of Michigan residents and encourage a bipartisan voice. This inclusive approach and the willingness to put differences aside to serve future generations is what will give us the chance to succeed.

SHIRLEY STANCATO

INFRASTRUCTURE, AFFORDABLE HOUSING, EDUCATION AMONG TOP PRIORITIES

CO-CHAIR, GROWING MICHIGAN TOGETHER COUNCIL

In tandem with the Council’s work, Michigan’s

first Chief Growth Officer Hilary Doe set out across the state to find out what residents love about Michigan and what would make our state an even better place to call home. To date, over 11,000 residents made their voices heard, underscoring the need for improved infrastructure like creating a more robust transportation system, availability and affordability to housing, better jobs, improved K-12 education and enhanced college to career opportunities were among their top priorities. Hearing from as many viewpoints, perspectives, and backgrounds as possible has been imperative to the council’s work and taking this critical feedback into consideration has helped shape our final recommendations. The Council’s task to generate ideas is just the beginning. It will take all of us working together to enact real change. DOING NOTHING IS NOT AN OPTION It’s time to do right by every citizen and put forth recommendations that will not only grow the economy, but also ensure that every single person who wants to build a future right here in Michigan is afforded that opportunity. It’s time to get to work.

Shirley Stancato is Co-Chair of the Growing Michigan Together Council.

Population Growth 9

65+ FASTEST GROWING AGE GROUP

JENNIFER KANALOS Congratulations to Jennifer Kanalos, Vice President of Board Administration & Governmental Affairs, and graduate of the Detroit Regional Chamber's prestigious Leadership Detroit Program, Class XLIII. Jennifer exemplifies the DEGC’s unrelenting commitment to fostering strong leadership, enacting positive change,

UNDER 18 SEE BIGGEST DECLINE Source: U.S. Census Bureau, State of Michigan

and promoting economic equity in Detroit. She joins the many DEGC Leadership Detroit alumni who shape our vision for inclusive economic development.

THE TOP FIVE ZIP CODES GROWING 20-29 YEAR OLD POPULATION 49424 HOLLAND, MI +2,335 49401 ALLENDALE, MI +1,665 48105 ANN ARBOR, MI +1,727

48843 HOWELL, MI +1,747

48127 DEARBORN HTS, MI +1,577

Source: Lightcast Note: Population Change from 2012-2022.

to our colleague Adena Hill

and the Leadership Detroit Class XLIII for your outstanding contributions and achievements.

10 Population Growth

Q&A

RETAINING MORE GRADUATES WILL TAKE US ALL WAY N E S TAT E P R E S I D E N T K I M B E R LY A N D R E W S E S P Y We know that one of the biggest barriers to attending college is family resources – Wayne State has been successful by addressing affordability through investing heavily in financial aid for our talented students. As a result, more than half of our first-year students are attending Wayne State tuition free, thanks to a combination of financial aid programs including the Wayne State the Heart of Detroit Tuition Pledge, and the Detroit Promise. Once students are enrolled, we continue to invest in them by providing services such as professional coaching; peer mentors; and high-touch, caredriven support and monitoring. FEWER PEOPLE RECOGNIZE THE VALUE OF A FOURYEAR DEGREE, YET DATA SHOWS THAT EARNING POWER IS MUCH HIGHER WITH A BACHELOR ’S OR HIGHER. HOW DO WE COMBAT THIS MISPERCEPTION?

A leader with more than 25 years of experience in higher education, Dr. Kimberly Andrews Espy was unanimously elected the 13th president of Wayne State University in 2023 by the Board of Governors. Editor’s Note: This interview has been edited for length and clarity. WHAT DOES THE DETROIT REGION NEED TO DO BETTER TO RETAIN MORE OF OUR YOUNG TALENT ONCE THEY GRADUATE FROM OUR UNIVERSITIES?

We’re proud that the large majority of Wayne State grads stay in the Detroit area and work as doctors, business leaders, lawyers, teachers and other professionals. Retaining even more graduates across the state will take all of us. Public research universities, industry and government need to come together to create and support thriving urban environments where young people want work, play and live. Through partnering, these urban ecosystems in turn create and attract new businesses in a virtuous cycle, with skilled jobs at competitive wages that benefit our communities. WAYNE STATE HAS BEEN A LEADER IN IMPROVING GRADUATION RATES, PARTICULARLY FOR STUDENTS OF COLOR AND ECONOMICALLY DISADVANTAGED STUDENTS. WHAT NEEDS TO BE DONE TO CONTINUE TO CLOSE EQUITY GAPS?

On average, there is no better public or personal investment than a college education to promote career success, and yet there certainly are many examples of successful individuals with other paths. Universities can further promote the value of college by coupling top-tier academics with “learning by doing” experiences that foster in-demand marketable skills such as problem-solving, leadership, teaming and communication through partnerships with employers. WAYNE STATE HAS PARTNERED WITH CHAMBER-LED INITIATIVES LIKE DETROIT DRIVES DEGREES AND THE DETROIT PROMISE SCHOLARSHIP. WHAT DOES THE FUTURE OF WAYNE STATE’S PARTICIPATION LOOK LIKE?

Wayne State remains committed to partnering with the Chamber to share best practices and develop new platforms for growing talent in our region, supporting residents in expanding their academic credentials and providing educational opportunities to support career advancement for students of all ages. I’m proud that this fall we enrolled 147 new Detroit Promise students. The work we do together supports the talent and advanced research needs of the state to ensure Michigan businesses, nonprofits, and startup organizations flourish. For the full interview, visit detroiter.org.

More Perks. Less Fees. Scan the QR Code or visit IndependentBank.com/BusinessOne to get started today!

12 Workforce Insights

THE SURVEY

SAYS…

MICHIGAN VOTER POLL SHEDS LIGHT ON VIEWS OF YOUNGER WORKFORCE

In September, the Detroit Regional and Business Leaders for Michigan released findings of a new statewide poll to better understand the key economic and lifestyle factors that influence 18-29-year-old Michiganders’ choices. The poll of 600 Michigan residents was conducted by research firm The Glengariff Group, Inc. from Aug. 14 to 19, 2023.

WHERE DO YOU SEE YOURSELF LIVING IN 10 YEARS?

NEARLY

64%

MICHIGAN

26%

SOMEWHERE ELSE

of young Michigan residents are optimistic about the state's economic future but 19% are pessimistic

COMPARING OPPORTUNITY LEVEL IN MICHIGAN TO OTHER STATES

21% MORE 58 SAME %

15% LESS

Workforce Insights 13

YOUNG MICHIGAN RESIDENTS WITH A BACHELOR'S DEGREE OR HIGHER ARE

MORE LIKELY TO LEAVE THE STATE IN THE NEXT 10 YEARS WHAT MAKES PEOPLE WANT TO STAY IN MICHIGAN?

FAMILY MARITAL STATUS BEING BORN IN MICHIGAN % OF YOUNG MICHIGAN RESIDENTS THAT EXPECT TO LIVE SOMEWHERE ELSE IN 10 YEARS

26% TOP 3 REASONS WHY SEE NEW PLACES/SCENERY BETTER JOB OPPORTUNITIES ELSEWHERE WEATHER

STEPS NEEDED TO RETAIN YOUNG TALENT 1. DIVERSIFY THE ECONOMY Economic opportunity is central to keeping and attracting young professionals, including careers in growing industries with competitive salaries.

TOP 3 SUGGESTIONS TO MAKE MICHIGAN BETTER IMPROVE infrastructure IMPROVE wages, benefits, and job opportunities LOWER costs

2. GET THE FUNDAMENTALS RIGHT Young persons want the same fundamentals all Michigan residents do – solid infrastructure, safe communities, good education, and such.

TOP 5 FACTORS WHEN DECIDING TO ACCEPT A JOB IN MICHIGAN VS. ANOTHER STATE Housing Costs Crime Rates Affordable and Accessible Higher Education or Job Training Protection of Individual's Rights (Race, LGBTQ+ Issues, Abortion, Etc.) Proximity to Family

3. CREATE A WELCOMING STATE A state’s social policies matter. A strong majority of respondents report that states with welcoming policies that protect individual rights are more attractive.

SOCIAL ISSUES GROW IN IMPORTANCE WHEN CONSIDERING A JOB OPPORTUNITY

60%

48%

74%

47%

think gun-related policies are important

think LGBTQ rights are important

think racial equality policies are important

think pro-choice abortion policies are important

Source: Detroit Regional Chamber and Business Leaders for Michigan Voter Poll, September 2023.

14 Workforce Insights

MICHIGAN'S

18 to 29

YEAR OLDS Of Michigan’s 10 million residents, 1.6 million young adults – 16% – were between the ages 18 to 29 years old in 2022.

EDUCATION

MARITAL STATUS

85% Single 15% Married

4% Master's or Higher 18% Bachelor's 7% Associate 29% Some College, No Degree 32% HS Diploma or GED 10% Less Than High School

HOUSING TENURE 61% Own Home 39% Rent

EMPLOYMENT STATUS

72%

EMPLOYED IN 2022

UNEMPLOYED IN 2022

23% NOT IN LABOR FORCE

Source: U.S. Census Bureau 2022 Current Population Survey, CPS Annual Social and Economic Supplement.

Value-driven plans. More resources. Better business benef its.

At Blue Cross, we know you want the best for your employees. That’s why we’re ready to help with plans designed to fit any budget, and coverage you can use anywhere, thanks to one of the largest networks of doctors and hospitals in Michigan. From maternity and menopause to mental health and virtual care, we offer whole health coverage and solutions that you and your team can trust.

Attracting better talent starts with having better benefits, and we’re ready to help. bcbsm.com/employers

Blue Cross Blue Shield of Michigan and Blue Care Network are nonprofit corporations and independent licensees of the Blue Cross and Blue Shield Association.

16 Workforce Insights

DON'T BELIEVE ALL YOU HEAR ABOUT MILLENNIAL WORKERS By David Parent other enterprises could profoundly alter the future of work. Deloitte Global sought the views of more than 8,300 millennial workers as part of its 2023 Global Gen Z and Millennial survey. The results challenge some of the most common assumptions about millennials and their approach to work. Here are three myths about millennials that deserve closer scrutiny:

DAVID PARENT MICHIGAN MANAGING PRINCIPAL DELOITTE LLP

As we are all getting older, the Detroit Metro workforce is becoming more age-diverse, as 49% of our region’s population is under 40. The youngest Detroit area baby boomers are nearing retirement age. This demographic shift is playing out in cities across the country, generating a lot of speculation about its impact on workplace culture and values. Much of that speculation is based on assumptions about the work ethic and attitudes of millennials, the incoming generation of business leaders. Their expanding influence in the office, the factory, and

MYTH #1: Millennials only seek out work that aligns with their values and views about environmental and social issues. While younger workers tend to be purpose-driven, financial factors prevent them from putting purpose over pay. The 2023 Deloitte Global survey found that millennials are far more concerned about the cost of living than climate change (42% compared to 23%). Previous surveys have consistently shown that dissatisfaction with financial compensation is by far the main reason millennials seek new jobs – though concerns about a company’s culture, values, or societal impact is also a common complaint. To attract and keep millennial (and other) workers around, organizations should prioritize both intrinsic and extrinsic rewards. MYTH #2: Millennials work to live, not live to work. A large majority of surveyed millennials – 63% – said work is central to their lives. They are certainly willing to work, but not necessarily in the

same way their parents did. In keeping with their focus on work/life balance, surveyed millennials have a strong preference for hybrid work. Seventy-five percent of the survey respondents with remote or hybrid jobs said they would consider looking for a new job if asked to work on-site full time. MYTH #3: Millennials lack ambition. Not only is work a central part of their lives, but the survey found that 37% of surveyed millennials have taken a second job to supplement their primary income. They also voiced a desire to have more impact within their organizations on issues they care about, including issues closely tied to traditional business objectives. More than a third of surveyed millennials (36%) said they have opportunities to positively influence their employer’s products and services, as well as personal development and training within their organization. One of the survey findings found that 55% of surveyed millennials say their organization currently seeks input from employees and incorporates their feedback. Communications across all employees can help employers strike a balance between idealism and practicality and turn aspirations into meaningful changes that can benefit businesses, their employees, and our communities. David Parent is Michigan Managing Principal at Deloitte LLP.

Workforce Insights 17

WHAT THEY’RE SAYING Find to g n i l g g tru aDETROIT SLET’S t? n e l AMBASSADORS T p To

ON WHERE TO LIVE AND WORK

Connect

WHAT ARE YOUR PEERS g th youn s wiCOUNTRY ACROSS THE sional SAYING ABOUT rofesDETROIT?

“Views of the city depend on whether you have always lived in the Detroit Region or moved here as an adult. (My peers) feel as a person who lives outside of Michigan, Detroit has more of a bad reputation than other major cities where people may be job searching. If someone is offered a job in Detroit and Tampa, they are going to take the job in Tampa.”

ecent Reach r ads gr college

WHAT’S MICHIGAN’S BIGGEST CHALLENGE THAT WOULD MAKE YOU LEAVE AFTER GRADUATION?

.com t i o r t e d lets

MIA NAYLOR

BROOKE SAUER

MARKETING AND COMMUNICATIONS COORDINATOR ANCOR AUTOMOTIVE LET’S DETROIT AMBASSADOR

FRESHMAN OAKLAND UNIVERSITY LET’S DETROIT CAMPUS AMBASSADOR

“The weather. You never know what you’ll get, and it gets too cold in the winters. Besides that, Michigan just isn’t advertised as a beautiful place to live in, which affects how it’s viewed. When you think of a beautiful state you don’t think of Michigan because it’s not shown as one. It’s just seen as the Motor City.”

THE MOST IMPORTANT FACTOR IN DECIDING WHERE TO LIVE AFTER GRADUATION?

WHAT IS ONE THING NEEDED TO MAKE MICHIGAN A BETTER PLACE TO LIVE, WORK AND PLAY?

“The amount of social and affordable opportunities for working-class residents. Opportunities such as reliable transit access, guarded bike infrastructure, mixed-use multi-family zoning work toward bridging current inequities between classes.”

“If there was one thing I could do to make Michigan a better place is to make fresh foods more accessible to the community. One of the things that makes Michigan hard to live in is the limited access to grocery stores in urban cities, such as Detroit.”

JACQUES JONES

VIVICA ADDROW

GRADUATE STUDENT WAYNE STATE UNIVERSITY LET’S DETROIT CAMPUS AMBASSADOR

SOPHOMORE UNIVERSITY OF MICHIGAN LET’S DETROIT CAMPUS AMBASSADOR

18 Workforce Insights

WHAT HAVING FIVE GENERATIONS IN THE WORKFORCE MEANS FOR EMPLOYERS By Mike DiClaudio and Kristine Coogan

TRADITIONALISTS

BABY BOOMERS

GEN X

MILLENNIALS

GEN Z

1928-1945 AGE: 77-94

1946-1964 AGE: 58-76

1965-1980 AGE: 42-57

1981-1996 AGE: 26-41

1997-2012 AGE: 10-25

Source: Age group data adjusted to align with Pew Research Center definitions of each generation.

Today’s workforce is becoming increasingly diverse, with five generations working side-by-side: Generation Z, millennials, Generation X, baby boomers and traditionalists. This phenomenon presents both opportunities and considerations for employers, and has the potential to play out in a variety of ways. For example, a recent KPMG study, revealed that some Gen Z employees care more about online courses to learn new skills (41%) and mental well-being (35%) than perks like free lunches compared to other generations. These findings also reflect that generations are not monolithic. Stereotyping workers by generation can have negative impacts on a company’s retention of talent, culture, reputation and success. It is critical for business leaders to understand and appreciate the differences and similarities within and between generations. It’s a win-win for the company and employees, creating an environment that develops a productive and talented workforce and builds the company’s reputation and business.

HERE ARE FOUR FACTORS THAT CAN IMPACT THE SUCCESS OF A MULTI-GENERATION WORKFORCE: DIVERSE LEARNING AND KNOWLEDGE TRANSFER: MAY BE SITUATIONAL AS WELL AS GENERATIONAL The pandemic has demonstrated the value of both digital and face-to-face development within and across generations as we now have in-office, hybrid, and remote working. Employers need to provide a variety of learning opportunities that cater to different working arrangements and learning preferences, understanding that preferences may be situational as well as generational.

With the retirement of traditionalists and baby boomers, there is a risk of losing valuable knowledge and experience. Employers must ensure that knowledge transfer occurs to prevent this loss and consider preferred learning styles in doing so. This can be achieved through mentoring programs, job shadowing, and cross-generational training. Employers also need to ensure that knowledge is accessible to all generations. Reverse mentoring programs are another way to share knowledge to help more senior employees develop skills.

CONTINUOUS LEARNING: ON-DEMAND AND MICROLEARNING BETTER ALTERNATIVES Best practices include enabling better ways of working through casual interactions and informal learning, versus formal courses and training programs. Opportunities to explore career development goals and new perspectives on ways of working in a less structured setting contributes to an innovative culture. On-demand learning and microlearning are often preferable versus more formal programs. These are approaches and opportunities that may be valued by employees across all generations.

Workforce Insights 19 TECHNOLOGY: MUST BE ACCESSIBLE FOR ALL GENERATIONS With emerging technologies like generative AI, employers are working to ensure that their technology infrastructure is accessible for all generations. This may require additional training and support. The KPMG study referenced earlier found that millennials (48%) and Gen Z (44%) are most worried about the role that generative AI will play in their careers, citing that they are extremely or very concerned. However, it’s clear gen AI will be a valuable productivity tool and a critical part of digital literacy for the workforce. In a separate KPMG study, 62% of respondents felt that gen AI could end up encouraging innovation. COMMUNICATION: MUST BE TAILORED TO AUDIENCE AND OFFERED IN MANY FORMATS Communication is the bedrock of successful collaboration among generations and should to be tailored

to the audience and offered in many formats in order to be effective. As employees think about the increasingly multigenerational workforce, listening, learning, and approaching every facet of work life with an open mind will enable effective communications and empower employers to make informed decisions. CONCLUSION: FIVE-GENERATION WORKFORCE OFFERS GREAT OPPORTUNITY

48% 44%

A five-generation workforce presents many opportunities for employers. By understanding and embracing both the unique and similar characteristics, values, and expectations of each generation, employers can create an inclusive and supportive workplace. It’s a workplace that retains and attracts talent, and the companies that win the fight for talent will be well positioned for success.

ARE MOST WORRIED ABOUT THE ROLE THAT GENERATIVE AI WILL PLAY IN THEIR CAREERS, CITING THEY ARE EXTREMELY OR VERY CONCERNED; GEN X (39%) AND BOOMERS (35%) ARE LESS WORRIED

Mike DiClaudio is KPMG Principal, Advisory Head of Talent Strategy and Kristine Coogan is KPMG Principal, People Strategy.

MILLENNIALS

AND GEN Z

Source: KPMG U.S. Survey: “Majority of White-Collar Workers Don’t Feel Generative AI Is Immediate Threat to Their Jobs; Want to Be Upskilled,” June 8, 2023.

20 Talent Attraction Want to retain more Michiganders under 30 to live here long term? The state and Detroit Region need to further develop a startup community and mindset and engage innovative educational opportunities while also marketing its high quality of life, experts say. Hajj Flemings, founder of business accelerator Rebrand Cities, says he looks at places like his frequent co-working space, Newlab Detroit, as an example of what Detroit does well — and what it could do more of to draw people ages 1830 to the city and state.

ATTRACTING YOUNG PROFESSIONALS GOES BEYOND A JOB By Karen Dybis

“It’s in the center of everything when it comes to people and activations,” Flemings said. “That’s something that’s going to draw and attract a lot of interesting startups and businesses. People today aren’t just settling for a job. We have to create an environment where people feel they can do great stuff.” Flemings says that means the state and region need to think big — what could artificial intelligence, advanced tech, design and fashion as well as other emerging industries do if Michigan could support them?

The Challenge Detroit fellowship program is a yearlong, full-time, paid job that comes with the unique opportunity to contribute in Detroit, develop as a leader, grow a career, connect with mentors and build relationships with diverse, innovative, community-minded leaders, thinkers and doers.

Talent Attraction 21 “We can make more than just cars here. We could make sneakers, jewelry, anything,” Flemings said. “How do we reimagine what the future looks like? Let’s not do what we’ve always done. We have to start to make sure more people are at the table, that money is flowing, and opportunities are here.” CREATING AN ENVIRONMENT THAT APPEALS TO TALENT When it moved its headquarters to Detroit more than 12 years ago, the Rock family of companies started to develop Detroit and Michigan as a whole as a happening place — it recruited companies, restaurants, retailers and events to Detroit, said Jim Livingston, Chief People Officer for Rocket Central. “Our never-ending mission is to find a better way for every process and everything we touch, including Detroit. If it’s good, let’s make it great. If it’s great, let’s take it to an even higher level,” Livingston said. “Don’t settle for less. In fact, don’t settle at all. By focusing on making the area we work, live,

and play into something great, we create an environment that attracts talented young professionals.”

500 Companies. In 2022, Startup Genome named Detroit the No. 1 emerging startup ecosystem globally.

Livingston calls the city’s revitalization “astounding” and a large reason why Detroit has become a popular hub for young professionals. Forbes recently ranked Detroit as number 14 on its list of top places for young professionals to live. Now, Detroit is home to more than 387,000 businesses, including 10 Fortune

“Detroit has evolved into a bustling city with a plethora of opportunities for young professionals to thrive in their professional and personal lives,” Livingston said. Karen Dybis is a Metro Detroit freelance writer.

“Every Child Deserves a Chance” DONATE VOLUNTEER GET INVOLVED JESSICA NICHOLS, DEVELOPMENT DIRECTOR JESSICA.NICHOLS@CAMPOAKLAND.ORG

P: 248.613.1760

Educate. Engage. Empower.

Mission: Inspire and grow women in technology.

Vision: Make Michigan the No. 1 state for women in technology.

MCWTFoundation

MCWT

Michigan Council of Women in Technology

www.mcwt.org

Reach out today to see how we can help you with your personnel needs

Tucker Dye Business Development Manager Email: tdye@crownstaffingllc.com

Phone number: 313-634-5952

Your Partner in Building a Stronger, More Dynamic Workforce

22 Talent Attraction

RNs – THE #1 OCCUPATION IN DEMAND 46,000+ job postings in 2022 in the Detroit Region (Source: Lightcast)

NURSES NEEDED HENRY FORD HEALTH IS RECRUITING THROUGH TEAMWORK AND COMMUNIT Y BUILDING

Facing a nursing shortage, Henry Ford Health’s Chief Nursing Officer Eric Wallis spends much of his workday looking for innovative ways to recruit nursing talent − and his approach could be the perfect model for other Michigan businesses in a similar hiring pinch. Wallis, who joined Henry Ford Health’s executive team in 2019, began his career as a bedside nurse, so he understands that recruiting this key role within any hospital takes a team approach, smart recruiting techniques, and plenty of creativity. For example, Wallis recently returned from the Philippines, where he, his team and one of Henry Ford Health’s longtime nurses served as an ambassador for recruiting new hires who want to embrace a community, work in a high-tech nursing environment, and have a unique live-work opportunity through Henry Ford Health. Another recruitment tool is Henry Ford Health’s partnership with Michigan State University. In 2021, they teamed up to expand nurse education and training opportunities in the Detroit Region. Part of this partnership includes an upcoming $2.5 billion investment between Henry Ford Health, MSU, the Detroit Pistons and the city of Detroit for a New Center

development that features an academic and high-tech healthcare campus. WHY ARE YOU EXCITED TO WORK WITH THE PISTONS, DETROIT, AND MICHIGAN STATE ON THE NEW CENTER MIXED-USE DEVELOPMENT?

You’re not just talking about building a new hospital − you’re also talking about making a huge investment in the community that surrounds it. It’s a great incentive for folks who want to live in a city and be close to work. We’re working together to create a neighborhood that’s a great place to live and work. HOW ARE YOU PROMOTING DETROIT IN YOUR RECRUITMENT EFFORTS?

There are places around the country where folks still don’t know about the revitalization of Detroit and the amazing things we have going on. Being out there and having those conversations gives people an opportunity to ask questions and hear directly from us. When we recently were recruiting international nurses, we had one of our Philippine nurses whose been with Henry Ford Health for a number of years go with us and she was able to talk about the community and the things to do in Detroit. You could see the excitement level in

the room go up as she was talking. We’re looking for those ambassadors who can talk about all the great things going on in the city and at Henry Ford Health because it helps us reshape the image of what people think of Detroit. WHAT RESONATES WITH YOUNG RECRUITS, SUCH AS HIRES BETWEEN THE AGES OF 18 AND 30?

What gets people excited is when you start talking about a community and your support of it. It’s not just Henry Ford Health, either. It’s the other organizations in the community that want (our hires and the city) to be successful. We tell them about the renaissance across the city of Detroit—our organization isn’t just here to do wellness or healthcare but also grow the city. Those are the kinds of things that get people excited because they want a place that’s not just where they drive in, go to work and leave at the end of the day. They want to be part of a community. That’s one of things I love about Henry Ford Health is we take a very active role in trying to create and shape the community. We definitely feel that obligation—we’re not just here to provide a service. We’re here to take care of the community that we live and work in. Karen Dybis is a Metro Detroit freelance writer.

Talent Attraction 23

PROVIDING EMPLOYEES SAVINGS ON PERSONAL AND PROFESSIONAL ESSENTIALS Empower your business and employees to succeed by saving on their top business and lifestyle essentials including tech, travel, office decor, and so much more!

Scan & Save Today

Start your savings today at detroitchamber.com/hub365

24 Talent Attraction

RECRUITING TECH TALENT REQUIRES STRATEGIES OLD AND NEW By John Gallagher

moving them efficiently through the process? People are used to immediate feedback.” PARTNERING WITH SCHOOLS HELPS RETENTION For BorgWagner, recruiting on campus goes beyond job fairs. Tania Wingfield, Executive Vice President and Chief Human Resources Officer, said the company collaborates with selected universities to create training programs for needed skills. With the automotive industry rapidly shifting to electrification, such programs can help employees get ready to work and to upskill current workers. “That’s helping us from a retention standpoint,” Wingfield said. Retraining and upskilling helps in another way. Ecclestone notes that baby boomer workers, now in their 60s through mid70s, are retiring in large numbers.

(l-r) MICHauto’s Drew Coleman, Code Next’s Nando Felten, Ford Motor Company’s Marjace Miles, and University of Michigan student Lucas Stein discuss the You Drive the Future campaign at the 2023 North American International Auto Show.

You can’t really overstate the importance of a human connection and that face-to-face initial meeting, especially for a student audience and those who aren’t as familiar with Magna.”

JENNIE ECCLESTONE DIRECTOR OF TALENT ATTRACTION AND EMPLOYER BRANDING MAGNA INTERNATIONAL

For mobility companies like Magna International and BorgWarner, finding the tech talent they need involves a mix of old and new tactics. Job fairs at universities remain important, but only when matched with social media tools that today’s college grads grew up with. “Sixty percent of applicants are applying now on their mobile devices,” said Jennie Ecclestone, Director of Talent attraction and Employer Branding at Magna. “So we have to think about how we are evolving our job descriptions.” That means not forcing candidates to scroll through page after page but offering them a “short and sweet” job description and an application process that’s efficient. Magna has found that an online app called Handshake helps. It’s like a dating app matching job seekers with potential employers. Ecclestone calls it a “game changer” when recruiting at colleges. And, she added, “Once we have them apply to us, are we creating an environment that’s

“There’s a huge amount of brain power that’s going with them that hasn’t been transferred down. So we’re trying to upskill our employees,” she said. That means devoting more effort and resources to training and retraining. WORK SCHEDULE FLEXIBILITY REMAINS KEY And when recruiting mid-career candidates from other firms, flexibility is key. “If it’s a position where they only have to be in the office occasionally, we’ll entertain remote working,” Wingfield said. “Otherwise we try to offer a hybrid working environment. We’re trying to figure out what’s the right balance of office time and work from home. We know post-pandemic that flexibility and offering both work-fromhome and coming into the office is critical when hiring people.” While online recruiting is important, it’s not enough by itself. John Gallagher is a freelance writer and author in Detroit, and formerly of the Detroit Free Press.

Talent Attraction 25

FOLLOWING THE JOURNEY OF YOUNG MOBILITY

Let’s Detroit showcases professional opportunities and careers available in the Detroit Region.

PROFESSIONALS MICHauto, a program of the Detroit Regional Chamber working on mobility issues, has piloted a program called You Drive the Future in which current young professionals serve as online role models in different parts of Michigan. The goal is to show potential career paths to graduates who might otherwise leave the state.

SCAN ME

The Virella Agencies of Globe Life Liberty National serves all of Michigan by providing insurance options for working-class families, members of labor unions, credit unions, and other associations. Life and Supplemental Health Benefits

Monet Virella Agency Owner

“The key is putting it in the terms that young people consume information,” said Glenn Stevens Jr., Executive Director of MICHauto and Vice President, Automotive and Mobility Initiatives for the Detroit Regional Chamber. That means running the program on TikTok, YouTube, Instagram, and other social media sites. “This is a TikTok world, this is a digital video bite world, and that’s how kids consume stuff and that’s how we want young people to connect with them.” And the state of Michigan has gotten involved, too. In December 2022, Gov. Gretchen Whitmer announced a $2-million grant to fund MICHauto’s High-Tech Talent Strategy, an effort to build a constant flow of tech talent for the automotive/mobility industry, and to build Michigan’s global image as a mobility and tech leader.

Real World Escape, Old World Charm Experience the timeless heritage of our National Historic Landmark and get lost somewhere in time. GRANDHOTEL.COM

26 Talent Attraction

DIGITAL LAKES: BUILDING A TECH TALENT PIPELINE As the CEO of a talent development firm for more than 24 years, I have seen first-hand the movement and flux of young talent out of Michigan. I’ve sat on boards and taken part in focus groups aimed at attracting and retaining talent. I am excited and optimistic about the work we are doing at Digital Lakes for building a tech pipeline in Michigan. As a co-founder of Digital Lakes, we provide a platform to attract, develop and retain diverse tech talent while elevating the digital growth and economic vitality of the entire region.

working on digital/tech projects, in industries such as defense, automotive and health insurance. The microinterns range from students who will be entering college in the fall to rising juniors in college.

The Digital Lakes Micro-Internship program has been a win-win for both students and employers. Students have earned practical experience, gained insights into potential career paths, and were provided a competitive advantage in the job market. Employers have equally benefited Digital Lakes has a number of from the program, getting to know initiatives – one being our Microan energetic pool of talent. The Internship Program which connects participating companies have gained young talent to exciting technology access to students that otherwise may related careers across all industries. In not have considered their firm or even August 2023, we graduated students a technology related career. These from our inaugural Micro-Internship companies now have a robust talent program. For three months, each student pipeline as these students finish up their rotated monthly through three different NATALIE degrees. We look forward to expanding companies, in a variety of industries. this program in the coming year, RONIA KRUSE KING The students learned how technology adding additional firms and accepting PRESIDENT AND CEO OFCEO OPTECH LLC FOUNDER AND is entwined and embedded in every more talented young individuals to the AND CO-FOUNDER DIGITALCLEAN LAKESENDUNAMIS CHARGE ANDOF DUNAMIS position, at every company. They program. ERGY PARTNERS received valuable hands-on experience,

Talent Attraction 27

Tomorrow is happening right now. Tomorrow is on.

Now, more than ever, the world needs safe, secure, sustainable and affordable sources of energy. That’s why Enbridge is modernizing our systems and advancing new technologies and lower-carbon solutions like renewable natural gas and hydrogen power. Putting in the work today, we’re bridging to a sustainable energy future. tomorrowison.com

28 Talent Attraction

MISSION DRIVEN E M P LOY E R S P I TC H B E I N G PA R T O F SOMETHING BIGGER GENERAL MOTORS DELIVER ZERO CRASHES, ZERO EMISSIONS, ZERO CONGESTION We are living through one of the greatest technological revolutions in history. It has changed how we dine and travel, how we shop, and how we work. General Motors aims to lead this transition, inspired by our vision of a world with zero crashes, zero emissions and zero congestion. Bringing this vision to life requires a unique talent pool. That’s why we’ve built a robust early career talent strategy focused on attracting and retaining a workforce that’s diverse, agile, and capable. We hear it again and again at college campuses, job fairs and surveys: Young people want their work to matter. It will at GM. From developing algorithms to enhance autonomous driving and vehicle safety to engineering features for future electric vehicles, GM early career professionals are reimagining a new generation of mobility. Our attraction strategy focuses on virtual and in-person student outreach across 1,100 universities in the U.S. and Canada. Our expansive reach contributed to hiring diverse, qualified talent from 500 universities in 2022. This equitable approach differentiates GM from many competitors. GM also has paid internships, co-op and entry-level rotational programs to offer early career professionals hands-on-experience and opportunities to learn new skills for after graduation. The most well-known success story is our own Chair and Chief Executive Officer Mary Barra who began as a co-op student. Once talent arrives, we help them feel part of the GM team. Our Jumpstart Employee Resource Group connects young professionals with team members globally to share experiences, build relationships and develop career skills. Whether it’s a virtual happy hour or local summer picnic, this group has fun!

RON HART Executive Director of Global Talent Acquisition General Motors

Beyond relationships, young talent tells us they want to grow and advance their careers. GM offers dedicated mentorship, tuition assistance for ongoing education and career development programs to foster continuous learning. GM also encourages movement within departments to allow exposure to roles and responsibilities without having to leave to gain experiences. Whether someone has a year of experience or 20, we are committed to driving the world forward, together.

Talent Attraction 29

MATT ELLIOTT Michigan's Market President Bank of America

BANK OF AMERICA FOCUS ON RESPONSIBLE GROWTH TO LIVE YOUR VALUES Talented young Michiganders are thinking about more than just a paycheck in today’s job market. They’re looking for employers who are engaged in the community and whose work is connected to a larger purpose. At Bank of America, we believe our focus on responsible growth allows our employees to live their values and their purpose. We are also committed to the “Power of &”, as our success comes from successfully serving our communities and the people living in them. And we offer programs to engage young talent at critical levels in their development. For example, the bank’s Student Leaders® program offers high school students eight-week, paid internships at local nonprofits where they learn skills development, leadership and service. The program helps build a student’s professional skills and experience while addressing challenges facing our community. The bank’s partnership with Year Up – an organization that helps young adults ages 18-29 earn paid internships to learn skills and grow careers in key industries – debuted this summer with its first group of Bank of America interns in Detroit. We’re excited to say many of them have since become full-time employees. Beyond our programs, Bank of America believes in working to build a culture of purpose through career development, and by encouraging volunteerism in an inclusive environment where everyone can be authentically themselves. Mental health and wellness, as well as financial wellness programs, provide additional opportunities for the bank to support our employees and grow our talent pool. We understand it’s important for business leaders in the region like Bank of America to deliver real-world opportunities to attract and retain young talent. But we also know it’s equally as important to appeal to their sense of purpose and community engagement. In the end, we want these programs to help us achieve an important goal — developing an experienced young workforce with purpose and mobility to lead Michigan into the future.

DTE ENERGY BE PART OF MICHIGAN'S ENERGY TRANSFORMATION DTE Energy serves an essential role in Michigan’s communities by powering the homes, schools and businesses where our 10,000 team members live and work. Our company’s purpose – to improve lives with our energy – lies at the foundation of everything we do, for our team, our customers, and our communities across our Great Lakes state. Our purpose inspired me in 1991 when I joined DTE’s co-op program while studying industrial engineering at Wayne State University. In the 35 years that followed, serving my fellow Michiganders continued to drive and fulfill me as I developed my skills and my career in unexpected and exciting ways – and it’s why I’m still at DTE today. Today, I see this same purpose – improving lives with our energy – speaking to the newest generation joining our workforce. And while the work our Gen Z employees are performing is much more technologically advanced than when I joined the company, the spirit of service remains the same. This spirit attracted Anthony Wheeler, an aspiring engineer and graduate of Cass Technical High School in Detroit and Tennessee State University. After attending a career awareness session hosted by DTE employees who graduated from Historically Black Colleges and Universities (HBCUs), he wanted to be part of Michigan’s energy transformation. Wheeler joined our internship program that summer 2022 and advanced to become a student co-op. Today, he supports our renewable operations engineering team, ensuring our solar and wind farms are designed to deliver safe, reliable and clean energy to our customers across southeast Michigan. One important way we retain the purpose-driven, diverse, and talented people who join DTE’s team is our nine employee resource groups. These groups connect team members around a shared interest, which is especially engaging for our younger generations who use these internal communities to build skills and develop networks outside of their daily work. Working together, we will continue to improve lives with our energy.

JOI HARRIS President and Chief Operating Officer DTE Energy

30 Talent Attraction

STARTUP SYNERGY

NEWLAB DRAWS TECH TALENT TO DETROIT By John Gallagher

In Ford’s vision for its Michigan Central campus, the old book depository building adjacent to Detroit’s historic train station, now smartly renovated, will house dozens of startups inventing next-generation mobility technology. Thanks to a dramatic remake of the 1920s-era building, the facility operated by New York-based Newlab today houses multiple startups working on advances in mobility tech, including electric vehicles, e-bikes, robotic mobility systems, and more. >>>

Newlab at Michigan Central offers a unique, collaborative working environment designed to spur innovation and attract talent.

Talent Attraction

The vision is to create a truly world and marketbeating ecosystem focused around the intersection of mobility and society. Part of it also is to create an extraordinary place that is a talent magnet.” JOSH SIREFMAN CHIEF EXECUTIVE OFFICER, FORD'S MICHIGAN CENTRAL As Sam Shapiro, founder of Grounded, a producer of electric camper vans, said of the Newlab facility at Michigan Central, “We’ve had engineering candidates tell us this building is like a candy shop for an engineer because there’s millions of dollars of equipment and machinery and tools for us to use.” That kind of endorsement is music to the ears of Josh Sirefman, Chief Executive Officer of Ford’s Michigan Central, a 30-acre mobility innovation district centered on the historic train station. “Oh, absolutely,” Sirefman said about Newlab. “But it’s not just about engineers. It’s about entrepreneurs, the kind of talent to work with entrepreneurs, the resources to surround them, the technical tools, but also a community that provides unexpected interactions, resources, and networking. So it’s all of the ingredients.” Opened just last April, the Newlab building already houses about 50 startups plus supporting groups, about 350 people in all. And Sirefman said the building is still only at about 30% capacity, leaving plenty more room to grow.

Like many startups at NewLab at Michigan Central, Shapiro’s Grounded had looked at other states as potential homes but focused on Detroit when they learned what Newlab was offering at the Michigan Central campus. TENANTS MAKE THE BEST RECRUITERS “Sharing of resources and ideas is so critical that startups at Newlab become some of the best recruiters. Consider Justin Kosmides, EO and co-founder of Vela Bikes, a Brazil-based e-bike producer that located here. “We are looking at convincing more and more operators and brands to move here because we also benefit,” Kosmides said. “There are huge economies of scale that we need to be surrounded by. I’ve been on a mini campaign on my own to get as many other brands and producers here to pool resources together.”

John Gallagher is a freelance writer and author in Detroit, and formerly of the Detroit Free Press.

THE INTERSECTION OF MOBILITY AND SOCIETY “The vision is to create a truly world and market-beating ecosystem focused around the intersection of mobility and society,” Sirefman said. “Part of it also is to create an extraordinary place that is a talent magnet.” Other entrepreneurs who came to Newlab in Detroit echo that. “I just felt that would be a perfect fit where we have significant historic buildings where they’re aiming to make the equivalent of Silicon Valley just for hardware,” said Rasmus Noraas Bendvold, managing director of the U.S. operations of Norway-based wheel. me, which produces autonomous wheels. “We wanted to be part of it. It fits all the boxes with necessary space, woodshop, 3-D print shop, electrical shop and more. It’s a perfect place to be for a scaleup business like us.” Wheel.me demonstrates their automated robotic wheel technology to Lt. Gov. Garlin Gilchrist II, Mayor Mike Duggan, and Ford’s Executive Chair Bill Ford.

32 Talent Attraction

EMERGING INNOVATORS WHO SELECTED DETROIT

wheel.me Founded in Norway in 2013, wheel.me creates robotic mobility systems that automate material handling systems. Want to move heavy equipment just by telling it where to go? That’s wheel.me. Newlab in Detroit provides this European import with a vibrant startup community where like-minded tech entrepreneurs can network. “We meet every day, either it’s for lunch or a beer after work,” said Rasmus Noraas Bendvold, Managing Director of the U.S. effort. “We talk about what’s going on, what is moving in the market. That sort of thing is much easier when you’re in a community such as this.”

Vela Bikes Founded in Brazil, e-bike maker Vela came to Detroit from Newlab’s New York site to find the manufacturing capacity it needed to scale production in the fast-growing segment of electrified bicycles. “Newlab (in New York) is an incredible place to prototype and to develop the first couple of units, but the thing that’s always held back in New York is the ability to scale up,” said Justin Kosmides, Co-Founder of Vela. “Detroit is the perfect market to make that next step in a very cost effective, efficient way compared to pretty much any other market in the country.”

Grounded Grounded, producer of electric camper vans for the RV market, starts with a basic Ford or GM platform and then designs the interior for gas-free outdoor recreation. Chief Executive Officer Sam Shapiro, a veteran of Space X, is an outdoors guy who grew tired of having gas-guzzling RVs emit tons of carbon dioxide at campsites he visited. That motivated him to launch his company in 2022. Grounded’s G1 camper van comes with solar, a modular interior, and an integrated electronics and proprietary software.

34 Membership

Leadership Detroit is a signature initiative of the Detroit Regional Chamber that offers a once-in-a-lifetime opportunity for professionals to take their leadership skills to the next level. Founded in 1979, it provides participants a unique behind-the-scenes approach to understanding the inner workings of the region and how they can create positive change in their organization and beyond. Learn more at LeadershipDetroit.com.

CONGRATS CLASS XLIII

GRADUATES SHARE THEIR REFLECTIONS

CONGRATULATIONS! to our colleague

Heidi Naasko and the entire 2023 Class for completing the Leadership Detroit Program and inspiring positive change in your communities

Membership

TAI TRAN

OLIVIA MARSH

DETROIT ATHLETIC CLUB

THE HENRY FORD

"Leadership Detroit empowered me to envision a brighter future for Detroit, fostered lifelong connections with inspiring professionals and thought leaders, and instilled in me the courage to embrace change and make a lasting impact.”

“Leadership Detroit was a wonderful way to be immersed in the city of Detroit and all that is possible here. I'm also so grateful that I've met some of the most passionate and intelligent people in the region.”

36 Membership

LOSING A LARGERTHAN-LIFE LEADER A TRIBUTE TO FLORINE MARK The Detroit Region lost an incredible leader and philanthropist when Florine Mark passed away at the age of 90 on Friday, October 13. A trailblazer and business icon, she established the first Weight Watchers franchise in Michigan in 1966 and eventually expanded to 13 states, Canada, and Mexico, according to the Detroit Historical Society. Mark served on numerous business, civic, and philanthropic organizations, including the Detroit Regional Chamber’s Board of Directors Executive Committee and Political Action Committee for over a decade.

“The Detroit Regional Chamber mourns the loss of Florine Mark, a larger-thanlife leader whose tremendous advocacy for women, small business, the city of Detroit, and certainly good health, made an outsized positive impact both locally and nationally. The Chamber was proud to have her as a member of our Board of Directors for over a decade – but more importantly we were proud to call her ‘friend’.” SANDY K. BARUAH PRESIDENT AND CHIEF EXECUTIVE OFFICER DETROIT REGIONAL CHAMBER

“Woke up to this heartbreaking news. Florine was the ultimate Woman from Michigan, blazing a trail and mentoring all of us. She embraced everyone as family and was able to bring people together like no other. Her final statement was a call for peace. May we all honor her life with our commitment to that shared mission.” JOCELYN BENSON MICHIGAN SECRETARY OF STATE

1100 LAKE SHORE ROAD GROSSE POINTE SHORES, MI 48236 313-884-4222 | WWW.FORDHOUSE.ORG

Membership

A FIXTURE IN THE COMMUNITY HUNTINGTON’S SANDY PIERCE STEPPING DOWN Trailblazing bank executive and longtime Detroit Regional Chamber Board member Sandy Pierce is stepping down at the end of 2023. The move comes after about 40 years in the banking industry and an accomplished career at Huntington. While at Huntington, Pierce has led statewide activities for the bank, the second-largest in Michigan with about $38 billion in deposits, according to Crain’s Detroit Business. She joined Huntington in 2016 with the merger of FirstMerit, where she was vice chairman of FirstMerit Corporation and chairman and chief executive officer of FirstMerit Michigan. “A hallmark of Sandy’s strong leadership is her deep-rooted passion for serving others and helping people achieve their goals. She leads by example, with a tremendous

ability to engage, motivate and inspire— and ultimately drive results,” said Steve Steinour, Chairman, President and Chief Executive Officer of Huntington. Pierce has also been a leader and supporter of several civic and business organizations, including the Detroit Regional Chamber and Detroit Economic Club. She served on the Chamber board of directors for several years, including on the Executive Committee and as Chair for 2009-2010. Pierce made regular appearances at the Mackinac Policy Conference, chairing the event in 2009. James Martinez is editor of the Detroiter Magazine and a Metro Detroit freelance writer.

With 40 years in the banking industry, Sandy Pierce has certainly left her mark as a trailblazer and fixture

CANTON

Canton Township has it all! Just minutes from Metro Airport, you will find a welcoming community, responsive local government, and wonderfully diverse population. Learn more at www.cantonmi.gov

in the Detroit business community.”

SANDY K. BARUAH PRESIDENT AND CHIEF EXECUTIVE OFFICER DETROIT REGIONAL CHAMBER

Dedicated fiber for Michigan businesses Make your business run faster. We answer the phone when you call! www.clearrate.com 877-877-4899 Voice | SD-WAN | Firewall | Cloud Servers | Managed IT

38 Membership

GLOBAL LINK FAY BEYDOUN 36248 Quakertown Lane Farmington Hills, MI 48331 313.510.7916

JACKSON COLLEGE DANIEL PHELAN 2111 Emmons Road Jackson, MI 49201 517.796.8569 www.jccmi.edu Jackson College offers quality, transformational education to prepare students for today's career fields or to transfer to a university. The College is committed to student success, with expert faculty, academic support, and student services. Students may earn an associate degree or certificate in any of nearly 70 academic programs. Corporate and Continuing Education offers workforce development and training for businesses and individuals. Today, the College owns more than 500 acres and sits on a scenic rural site south of the city of Jackson and operates Jackson College @ LISD TECH in Adrian and the Clyde E. LeTarte Center in Hillsdale, with online learning via Jackson College Global. On-campus housing is available with residence halls for individual students, and the Jets Village family residences. The College is a proud board member institution of the League for Innovation in the Community College and is accredited by the Higher Learning Commission.

AMPLITUDE HR MELISSA CUELLAR 550 Stephenson Highway, Suite 250 Troy, MI 48083 248.613.5355 www.aplitudehr.com We are a staffing agency who specialize in delivering customized services meticulously tailored to our clients' unique necessities. Our mission is to cultivate meaningful connections and forge mutually beneficial partnerships between candidates and clients.

ARTHUR J GALLAGHER JOSHUA BACH 30150 Telegraph Road, Suite 408 Bingham Farms, MI 48025 586.292.8785 www.ajg.com Gallagher is one of the world’s largest insurance brokerage, risk management and consulting firms. As a community insurance broker and trusted local consultant, we help people and businesses move forward with confidence. With more than 39,000 people working around the globe, we’re connected to the places where we do business and to every community we call home. Managing risk with customized solutions and a full spectrum of services, helping you foster a thriving workforce, and always holding ourselves to the highest standards of ethics to help you face every challenge—that’s The Gallagher Way.

CAMP OAKLAND JESSICA NICHOLS 820 James Hunt Drive Oxford, MI 48371 248.613.1760 Camp Oakland is a nonprofit organization that has been part of the Oxford Community for more than

70 years. The youth that reside here are referred from all over the state of Michigan and arrive at Camp Oakland due to poor choices. It is our mission to rehabilitate them by providing structure, tools, resources, and the confidence necessary to be successful in life. We empower youth so they can learn how to evaluate their own behavior in order to make thoughtful decisions in their lives, while also facilitating emotional and psychological healing. Throughout our many years of operation, we have seen our fair share of success stories pass through our doors. Through work education, scholarships, and mentoring, many of these youths have found their way to lead successful lives. Despite the changes accompanying years of expansion and development, our foundational philosophy remains the same: "Every Child Deserves a Chance."

CHARTER TOWNSHIP OF CANTON GAVIN BECKFORD 1150 South Canton Center Road Canton, MI 48188 734.394.5185 www.canton-mi.org Caton Township is located in the heart of southeastern Michigan. Situated conveniently between Detroit and Ann Arbor, Canton is a community that has it all! Canton is just minutes from Metro Airport, and within the 36 square miles that make up Canton you will find: A responsive local government, a wide-variety of housing options, a wonderfully diverse popultion, acres of parks, outstanding shopping opportunities, restaurants for every taste. Canton offers many business-friendly amenities including abundant and affordable space that is easily accessible via major road, air, rail, and water transport corridors. Canton is committed to development that is well-planned, as it continues to grow into a comprehensive retail, light industrial and technology-driven region. Add to that a state-of-the-art community center, a premiere performance venue, and nationally-accredited Police and Fire Departments, Leisure Services and

Membership Municipal Services Departments, and you come up with a community that enjoys an outstanding quality of life.

CLEAR RATE COMMUNICATIONS TOM ABRAHAM 2600 West Big Beaver Road, Suite 450 Troy, MI 48084 877.877.4899 www.clearrate.com Founded in Michigan over 20 years ago, Clear Rate is a trusted, innovative technology company providing 25,000 loyal business and residential customers across the country with the latest telecommunications solutions designed around their needs, including fiber internet, hosted voice, cloud, and managed IT solutions. CR is well positioned to grow as it continues to invest millions of dollars in its state-of-the-art 10 Gbps fiber network and provide more and more Michigan-based businesses with the fastest, most reliable technology in the industry. With 24/7 local, live support, CR customers know they can always reach us.

COMMUNITY FINANCIAL CREDIT

2050 Partners Inc. www.2050partnersinc.com Ann Arbor SPARK www.annarborspark.org Basketball Development Program www.basketballdevelopmentprogram.com Birth Detroit www.birthdetroit.com Bluewater Technologies Group, Inc. www.bluewatertech.com Bobby Branch State Farm www.bobbybranchinsurance.com Breadless www.eatbreadless.com Bridgeway Services www.bridgewayservices.org BRS Lab Services www.brslab.com BUF of Michigan www.bufmi.org Challenge Detroit www.challengedetroit.org Cohen & Company www.cohencpa.com

UNION

CROWN STAFFING SOLUTIONS

BLAKE WOODS 500 South Harvey St. Plymouth, MI 48271 734.453.1200 www.cfcu.org

MATTHEW JOHNSON 3 Parklane Boulevard, Suite 1220W Dearborn, MI 48126 313.277.9612 www.crownstaffingllc.com

Community Financial Credit Union is a non-profit financial institution owned and governed by its members, headquartered in Plymouth, Michigan. For more than 70 years, CFCU has been committed to creating joy and helping Michiganders achieve their impossible dreams with financial services uniquely designed to walk with members through every season of life. CFCU places its relationship with its members and the communities it serves at the center of everything it does. With 15 branch locations across southeast and northern Michigan, it is deeply rooted in the community and dedicated to giving back. CFCU deploys bold and transformational programming to foster a sense of financial belonging among its members, offering user-friendly services designed to help empower its members to achieve their goals. Its programming and partnerships include over 50 student-run credit union branches statewide, an obstacle free Path to Homeownership, and resources that help members of all ages enhance their financial literacy. To learn more about CFCU, visit cfcu.org.

Crown Staffing Solutions LLC, situated in Dearborn, Michigan, is a pioneer in delivering bespoke staffing and human resources solutions to a diverse clientele ranging from small enterprises to large corporations. Our essence lies in fostering not merely a serviceprovider relationship but a mutual partnership that propels growth and success. Our family-oriented ethos drives us to meticulously select the most qualified talent, steering clear of talent recycling, to ensure that the human capital we provide is nothing but exemplary. Our dedicated team at Crown Staffing works hand in glove with our partners, understanding their unique needs and orchestrating tailor-made solutions that bolster operational efficiency and fuel business growth. With a profound understanding of the staffing landscape, we extend an innovative, professional, and dedicated service sphere, making us a reliable partner in navigating the complex human resources terrain. Together with our partners, we envision creating a symbiotic ecosystem where businesses thrive through our collaborative engagement.

Come Play Detroit www.comeplaydetroit.com Crossroads of Michigan www.crossroadsofmichigan.org Degree Forward www.degreeforward.org Detroit Cristo Rey High School www.detroitcristorey.org Detroit Marriott At the Renaissance Center www.detroitmarriott.com Detroit Regional Dollars for Scholars www.drdfs.org Detroit Waldorf School www.detroitwaldorf.com Digital Lakes Michigan www.digital-lakes.org Executive Document Productions www.AdminAssistantMI.com Family Assistance for Renaissance Men: FARM www.farm-mi.org

Force Detroit www.forcedetroit.org Framework E, LLC www.framework-e.com Friends of Detroit Animal Care & Control www.friendsofdacc.org GroundWork0 www.groundwork0.com Heyman Associates www.heymanassociates.com HIM (Hired In Michigan) www.hiredinmichigan.com

FFAF Cargo www.ffafcargo.com Five Iron Golf www.fiveirongolf.com

Hope Starts Here Detroit www.hopestartsheredetroit.org InterCapital Funding www.icfunding.org Jen Ryan Coaching www.coachjenryan.com Level One Robotics and Controls Inc. www.leveloneinc.com LITRosi Day Spa www.litrosidayspa.ca MACC Development www.maccdevelopment.com

UPCOMING ENGAGEMENT OPPORTUNITIES 2024

Jan. 11

Jan. 31 Inside Membership 5: 30 - 7 p. m.

8 a.m. t o 5 : 3 0 p . m . | Mo t o r Cit y C a s i n o H o t e l

D oubl eTree by Hilt o n De t r o it

Complimentary

$215 Chamber Members | $265 Future Members

March 21

Feb. 27 11: 30 a . m. t o 1 p .m . 5: 30One C a mpus M a7 r tp. ium s ,. 16 th F l o o r Mi chiga n Huma n e D e tro i t

$125 Chamber Members $200 Future Members

Women‘ sDay

10 : 3 0 a . m . t o 1 : 3 0 p . m . Th e Wa r M e m o r i a l

$75 Chamber Members | $125 Future Members

May 28-31 Gra n d Ho te l , Ma ck i n a c I s l an d

$2,950 Chamber Members $3,900 Future Members To register, or for more information, visit detroitchamber.com/events Event schedule and details may be subject to change. For the most up-to-date information and to register, visit detroitchamber.com/events. Chamber events offer a number of affordable sponsorship opportunities to gain brand awareness and exposure for your business. For more information please contact Jim Connarn at 313.596.0391.

ENERGIZING MICHIGAN In our increasingly electrified society, that’s where a resilient grid matters most. ITC is working every day and investing in our state’s infrastructure to modernize the grid. That means safe, secure, reliable electricity to power our energy future. At ITC, we’re always working for the greater grid. Learn more at www.itc-holdings.com. @ITCHoldingsCorp @ITCGrid ITC Holdings Corp

Health insurance YOU CAN FEEL GOOD ABOUT.

With the largest network of doctors and hospitals, coverage for mental health, an easy-to-use mobile app, a 24-hour nurse line and the MIBlue virtual assistant, Blue Cross Blue Shield of Michigan and Blue Care Network are ready to help you feel your best — without the stress.

Learn more at MIBluesPerspectives.com/ReadyToHelp

Blue Cross Blue Shield of Michigan and Blue Care Network are nonprofit corporations and independent licensees of the Blue Cross and Blue Shield Association.