Black Perspective 2015

Breaking Through The Grass Ceiling Rose Harper Providing Access To Success On The Links

The Downside of African-American Success

Also Inside:

The Ex-Con Employment Agency

The Richest African-Americans You Never Heard Of

DIVERSITY I S

I N

O U R

C U LT U R E

At Covance, we respect, value and understand the differences of each of our employees and create a work environment that encourages, develops and leverages their diverse capabilities to achieve our business goals. Simply speaking, our vision statement is to — build competitive advantage by optimizing the impact of diverse skills, cultures, ideas and experiences of every employee around the globe.

We believe that diversity is not about legal requirements, affirmative actions, quotas, or minority representation. Rather, its focus is on awareness, inclusion, respect, understanding and developing a supportive work environment for all employees regardless of age, gender, ethnic background, or sexual orientation.

Bring your unique talents to Covance. Visit www.covancecareers.com to learn more about a career with Covance and search open job opportunities.

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MEET BRANDON, THE MAN BEHIND THE MACHINES BEHIND THIS AIRPORT RUNWAY

SWITCH ON THE AFTERBURNERS WITH A CAREER IN THE TRADES Construction projects like this airport runway can’t happen without skilled workers like Brandon.

And that means a lot more than turning wrenches. As a Cat® dealer technician, he’s working on the latest heavy equipment, using cutting-edge diagnostic tools that give him a chance to use his head and his hands. That way, he’s fully engaged and his career is ready for takeoff.

The skilled trades make civilization possible. For Brandon, being a Cat dealer technician is more than a career choice, it’s a choice career. Learn more at caterpillar.com/dealercareers.

CAT, CATERPILLAR, their respective logos, “Caterpillar Yellow” and the “Power Edge” trade dress, as well as corporate and product identity herein, are trademarks of Caterpillar and may not be used without permission. © 2012 Caterpillar. All Rights Reserved.

Inside This Issue: CLICK ON A PAGE NUMBER TO GO TO THAT STORY

Cover Story: Breaking Through The Grass Ceiling Recognizing the intrinsic value of golf to corporate life and doing business, Rose Harper built a business around demystifying the game for women and people of color so they can gain access to opportunities they might otherwise have missed.

Page 14 Page 11 You Knew It Was Too Good To Be True We’ve got a Black president, so racism is over right? With more African Americans finding success, people are starting to think those who don’t are really just victims of their own failings. Institutionalized attitudes have nothing to do with it—or do they?

Features:

Page 17 Black, Rich And Not Famous

Everybody knows Beyonce, Denzel, LeBron, and Oprah; but there’s an entire universe of exceptionally wealthy African Americans out there you’ve never heard of. In other words, you don’t have to be famous to be rich and Black— it just seems that way.

PUBLISHER EqualityMagazines.com MANAGING DIRECTOR Jeff Palmatier DIRECTOR - MARKETING Mark Cohen EDITOR Lyndon Conrad Bell ART DIRECTOR Fran Sherman WEBMASTER Vince Ginsburg OFFICE MANAGER Robin Cohen BLACK PERSPECTIVE is a publication of EqualityMagazines.com

Page 22 A Little Help From A Friendly Swiss Bank

Credit Suisse has launched a new initiative to help African Americans build wealth. Basically, a course in how to get rich—while really trying—the bank is providing mentors and capital to help more people get onto page 17.

News, Views & Departments:

Page 8: My Brother’s Keeper—One Year Later Page 10: Arkansas Employment Agency Focuses on Ex-Cons Page 24: Inclusiveness Vs. Compliance Page 26: Book Shelf

This publication is dedicated to informing the African-American community of job and career opportunities. Views and opinions expressed within the publication are not necessarily those of the publisher. The publisher reserves the right to reject or edit any copy, advertising, or editorial, The publisher is not responsible for any unsolicited materials.

Copyright 2015.

All rights reserved.

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p12 Rehrig Pacific p13 TalentGuard p16 Lockheed p20 Union Pacific Railroad p21 Direct Employers

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p29 Golden Corral p29 HSB Global p29 EQ Post Your Job p30 Equality Magazines

Letters from the Editor Do You Live To Work— Or Work To Live?

Our list of the richest African Americans you’ve never heard of is stacked with successful people who made considerable fortunes from having good ideas that coincided with their skill sets and executing them well.

Whether parlaying a humble plastering business into building airports and stadiums, or realizing companies would have an easier time staffing if they were being served by an organization specializing in that activity, each person saw an opportunity to do what they knew how to do on a larger scale and made the most of it.

However, this is only half of what got them there.

Rose Harper If you’re reading this in contemplaProviding tion of your next career move, there’s something else equally important you Access To can take away from their experiences.

Success On Assessing your skills to determine what The Links you should do is important, sure. It is equally important to take some time to assess what you really enjoy doing too.

Consider the subject of our cover story.

An avid golfer, Rose Harper recognized how instrumental golf is to doing business at a certain level. She also saw women and people of color missing out The Richest The Ex-Con The Downside of African-Americans Employment African-American on business and advancement opportuYou Never Heard Of Agency Success nities because they had little interest in the game. So Harper made it her life’s work to demystify golf to help them get more into it. While doing what she loved, Harper found a business opportunity she could get excited about and built her career upon putting it into practice.

Situations like this are all around you all the time. The key is paying attention to what you love to do and figuring out how to make it work for you—instead of working so you can do it. Whether you’re starting a company or seeking employment; if you do what you love, you’ll never work another day in your life, the days of your life will work for you. .

Breaking Through The Grass Ceiling

Also Inside:

-Lyndon Conrad Bell Editor The Black Perspective

The Black Perspective

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Embracing Diversity

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VHB ensures non discrimination in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964.

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news

My Brother’s Keeper Initiative: One Year Later

“H

elping more of our young people stay on track. Providing the support they need to think more broadly about their future. Building on what works, when it works, in those critical life-changing moments.”

That’s how President Obama explained the My Brother’s Keeper initiative a year ago when it launched.

And, in the 12 months since, we’ve seen a tremendous response from people and organizations at all levels answering the president’s call to action.

President Obama established My Brother’s Keeper, or MBK, to help close the opportunity gaps faced by too many young people across our country, and by boys and young men of color in particular. At the initiative’s launch, he called for government, businesses, nonprofits, local education agencies, and individuals to step up and do their part to ensure all of our nation’s youth have the tools they need to succeed.

One year later, more than 60 superintendents of our country’s largest urban school districts have pledged to develop new strategies to help meet the objectives of MBK. Further, nearly 200 mayors, tribal leaders, and county executives — from 43 states and Washington, D.C. — have accepted the MBK Community Challenge and committed to improve life outcomes for young people at the local level.

Partners from across the country are also recognizing the important work of MBK, with more than $300 mil-

lion independently pledged by foundations and corporations. In July, AT&T, the NBA, and the NBA Players Association announced efforts to expand opportunities for learning, mentorship, volunteerism, and jobs for all youth, including boys and young men of color. From nonprofits and foundations to businesses, private sector efforts are accelerating the work of MBK to promote academic and career success, as well as mentoring and public engagement.

Earlier this year, the Department of Education and the Department of Justice released joint guidance reminding states, school districts and schools of their obligations under federal law to ensure all students have equal access to a high-quality education and the opportunity to achieve their full academic potential.

The Department of Education is improving existing programs to better serve youth, and to create new and better public-private partnerships best serving the needs of young people. Further, the Council of the Great City Schools is coordinating the leaders of 63 of the largest urban school systems in the country in an unprecedented joint pledge to change life outcomes by better serving students at every stage of their education. BP

The Black Perspective

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news

A Hand Up — Not A Handout

LEWIS-BURNETT SEMINARS PROVIDE TRAINING TO HELP THE FORMERLY INCARCERATED FIND GAINFUL EMPLOYMENT.

Arkansas Employment Agency Focuses on Former Felons

I

t’s common knowledge more African Americans face incarceration than any other demographic in the United States. It’s also common knowledge many employers are reluctant to entrust positions of responsibility to formerly incarcerated individuals. This can make it very tough for them to find gainful employment, which is one of the leading causes of recidivism. It is estimated two-thirds of ex-cons go back into crime just to get by.

In Little Rock, Arkansas, one non-profit is making an effort to turn this around. Darlene Lewis’ Lewis-Burnett Employment Finders works to educate employers to ensure they don’t turn a blind eye toward ex-felons. They also work with the formerly incarcerated to help prepare them for the world of work. A non-profit organization, Lewis-Burnett Employment Finders has offered newly freed individuals the following services for nearly thirty years—at no charge: • Needs Assessment • One-on-one Evaluations • How To Dress For Success • Pre-employment Training Classes • Life Skills Training • Basic Computer Training • GED Preparation • Basic 12 Step Drug and Alcohol Recovery • Community Services • Resume Writing They also help parolees find housing, as well as advocate for them in court when needed. Darlene Lewis started the organization in 1987, when her son was

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The Black Perspective

paroled and couldn’t find a job. In 2014, it is reported Lewis-Burnett Employment Finders helped some 2000 individuals find work after being released from the criminal justice system. For the record, Lewis and her partners, Latomya Burnett and Leta Anthony, will help anyone, but their specialty is parolees and ex-convicts.

One of their most useful tools is the fact business owners can get between $2,400 and $4,800 in tax credits for hiring individuals recently released from prison, but most are unaware of this fact. Parole officers, charities, and forprofit employment agencies with little expertise in this area typically refer clients. Over the years, Lewis-Burnett has successfully placed individuals at the University of Arkansas for Medical Sciences, WalMart, and FedEx; as well as in hotel, factory, and government positions.

One of the key services the organization provides is helping the formerly incarcerated get their records sealed.

Most don’t realize they can do this after three years—if their offense was of a non-violent nature. This makes it easier for them to get work, as a sealed record doesn’t negatively impact efforts to find gainful employment.

To learn more about Lewis-Burnett Employment Finders—or donate—find them on the Web at Lewisb.org. BP

news

The Downside Of African-American Success Stories

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frican-Americans such as Brown University president Ruth Simmons, Nobel Laureate Toni Morrison, and of course President Barack Obama, have reached the pinnacle of success in historically white domains. But a new study finds there is a downside to African-American success stories: these positive examples prompt white Americans to think less successful African Americans simply need to apply more effort to achieve their own success.

The findings are reported in the paper, “If He Can Do It, So Can They: Exposure to Counterstereotypically Successful Exemplars Prompts Automatic Inferences,” published in the Journal of Personality and Social Psychology (March 2014) and co-authored by Clayton Critcher, assistant professor at UC Berkeley’s Haas School of Business, and Jane L. Risen, University of Chicago Booth School of Business.

Critcher and Risen found there is a divide between what people say is the significance of these success stories and the actual conclusions people – white and other non-African-American racial groups – draw about the role of race in modern America after being exposed to these examples of African American success.

“On the one hand, the fact it is so notable to see an African-American CEO or university president might be assumed to serve as a reminder of the legacy of racism in this country,” says Critcher. “But in actuality, our studies found being reminded of the success of Obama and others more often prompts the belief other African Americans could succeed if only they tried harder.”

Even though research participants said their beliefs about race relations would not and should not change on the basis of a single person’s experience, carefully designed experiments showed how following exposure to such examples, non-African Americans tended to become less sympathetic to the idea African Americans continue to face race-based challenges in America. In fact, those who most strongly denied a single example of AfricanAmerican success justifies a shift in beliefs were those whose beliefs actually shifted the most toward less sympathy for African Americans in this country.

Furthermore, non-African Americans drew similar conclusions when told these examples of African-American success were exceptions to the rule (e.g., that Ken

Frazier of Merck is the only Fortune 75 black CEO).

These findings in particular extend to the workplace by demonstrating a challenge arising from incremental advances of achieving greater employee diversity. Given the study’s results, Critcher suggests the presence of a “token” minority in the workplace could lead to the perception of an egalitarian workplace climate, even though the conclusion is based on only a single example.

In total, the researchers conducted eight experiments using a mix of college students and community participants from various regions of the country. In each study, participants were exposed to different famous people, supposedly as part of an unrelated study on recognizing different celebrities.

For most questions, all participants saw the same white exemplars (e.g., John Grisham). But on some questions, some participants saw a successful African American (e.g., Merck CEO Ken Frazier), whereas other participants saw a matched white exemplar (e.g., Lockheed Martin CEO Robert Stevens). Then, as part of a supposedly unrelated study, participants indicated their beliefs about the role of race in modern America.

“What is particularly interesting is people have no idea their beliefs are changing after exposure to these examples of counter-stereotypical success,” says Critcher.

“When people observe African Americans whom they are used to seeing in highly successful roles, such as NBA athletes, the same thing doesn’t happen. But when people see Merck CEO Ken Frazier, who is an AfricanAmerican, they are likely to say they can’t really conclude anything on the basis of one person’s experience, but then they unknowingly shift their beliefs in a way suggesting they think disparities in outcomes between whites and African Americans are mostly the latter’s fault.” BP

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THE BLACK PERSPECTIVE

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success stories

Breaking Through

The Grass Ceiling

Rose Harper, Golf, And Access To Success Written By Lyndon Conrad Bell

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The Black Perspective

GOLF IS THE GAME OF BIG BUSINESS. Universally recognized as one of the most powerful tools for networking and deal making in the modern business world, fully 90 percent of Fortune 500 executives play golf. As a business tool, the game of golf, with its social protocols, can be an important door opener and bridge builder for business development, politics, and international relations.

This is why Rose Harper is making a dedicated effort to see more women and people of color take up the game to avail themselves of its many lucrative benefits. One of the founders of the PGA Tour Wives Association, the initiator of the Golf Digest Minority Golf Summit, the first person of color to run a professional 18-hole course for the U.S. Department of The Interior, and the first African-American woman to manage professional golfers, Harper has been immersed in the world of golf since her teens.

Exceptionally energetic, and one of the most enthusiastic people you’ll ever meet, Harper smiles wistfully when asked to recall why she started playing golf in the first place. Just as it is for her today, taking up golf was all about inclusiveness.

“I learned to play golf my last year in high school.”

Harper says. “All of the guys at the company where I worked at the time played, and I didn’t want to be left out.

But honestly, I had no idea golf would wind up taking me all the way around the world.”

Indeed, golf has taken Harper all over the globe; her involvement with the game knows no national boundaries.

After the fall of apartheid in South Africa, Harper was instrumental in taking the first black professional golfers to South Africa to participate in what had been the all-white South African PGA Tournament.

“It was one of the proudest moments of my career.” Harper says. “For the first time in the history of the country, black and white golfers participated in the South African PGA. It was also the first time black and white fans entered the same gates at the tournament, used the same restrooms, and sat in the same bleachers.“ Recognizing golf is more than just a game, Harper observed women and people of color who don’t golf aren’t benefitting from the business opportunities routinely encountered by the

people who do. According to statistics complied by Barron’s magazine, one quarter of the 25 million golfers in the United States are top management executives. Further, a full 80 percent of them agree the game is an important business development tool. And yet, women and minorities aren’t taking full advantage of the game.

To address this void in the corporate domain, where executive-level women and people of color are under-recognized, under-celebrated, and under-promoted, she founded The Grass Ceiling to get these traditionally under-represented individuals out on the golf courses where deals are made.

Leveraging her 30 years of experience in the sports management and special events industry, Harper’s aim is to add value these people’s lives and their careers.

Ultimately, The Grass Ceiling is a business empowerment firm using the game of golf as a platform to help level the playing field for women and people of color in the business world. With the company, Harper’s ultimate goal is to demystify golf for female and other minority executives worldwide.

Through a series of workshops and lectures, she demonstrates how the game is used to do business, as well as engender high-powered human relations.

She also consults with corporations to help decision makers see how the game can help diversify their talent pools. Harper says it’s all about helping people think outside of the cubicle when it comes to developing new leaders, particularly as it pertains to diversity and inclusiveness initiatives.

“Many people have yet to realize golf is an extremely effective leadership development tool, as well as a diversity and inclusion recruiting tool. So many corporations talk about diversity and inclusion without being truly effective at it. We show our clients how this non-traditional approach can work for them.”

Harper’s new book, Art of the Deal: Golf—Access To Success (see page 26 of this issue) outlines the foundational concepts of the game of golf, dispels common myths about barriers to success on the course, presents accepted norms and etiquette of the game, and makes the undeniable connection between experience on the green and success in the boardroom. For more details about the book, and The Grass Ceiling’s services, visit TheGrassCeiling.com BP

The Black Perspective

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© 2012 Lockheed Martin Corporation

NEVER UNDERESTIMATE THE POWER OF

EXPERIENCE At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for a wide range of businesses to work with us. Veteran-owned businesses bring a special perspective with them that enables us to deliver innovative solutions and new ideas to our customers. And we’re proud to say that putting supplier diversity into practice has made us one of DiversityInc magazine’s Top 50 Companies for Diversity. Lockheed Martin.

Supporting veterans and veteran-owned businesses. We always have. And we always will.

www.lockheedmartin.com

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The Black Perspective

office

corner

The Richest African Americans YO U

N EV E R

Compiled By Julian Ellington

H E A R D

O F

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veryone knows Oprah Winfrey, Magic Johnson, Mariah Carey, Sean Combs, Beyonce and Jay-Z. But have you ever heard of Ulysses Bridgeman, Jr.? He and many other wealthy African Americans have made exceptionally large fortunes outside the spotlight.

These successful entrepreneurs have started television networks, built the nation’s busiest airport and prominent sports stadiums, staffed Fortune 500 companies, and created real estate empires. In other words, every rich African American isn’t necessarily an athlete or an entertainer—though it certainly doesn’t hurt to have been associated with entertainment or sports as the careers of Bridgeman and BET founders Robert and Sheila Johnson demonstrate. However, as people like R. Donohue Peters, Janice Bryant Howroyd, and Herman J. Russell have shown, there’s more than one way to the top for black Americans.

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Ulysses L. Bridgeman Jr. Purported to have parlayed a $350,000 investment into a net worth of $400 million, Bridgeman is a former NBA player who began his professional career when he was drafted by the Los Angeles Lakers in 1975. Bridgeman went on to play in the NBA for 10 years, serving also as a Milwaukee Buck and a Los Angeles Clipper. He retired from basketball in 1985, and went into food service with a Wendy’s hamburger franchise. Today, he is reported to be the second largest Wendy’s franchisee. Bridgeman owns some 160 Wendy’s franchise locations. He also owns a significant number of Chili’s restaurant franchises.

Janice Bryant Howroyd Founder and chief executive officer of ACT-1 Group, the largest employment agency in the United States owned by a woman of color; Howroyd started her professional career with Billboard magazine after graduating from North Carolina A&T University. She started ACT-1 Personnel Services in 1978 in a small Beverly Hills office with Billboard as her first client. Today, the company is known as Act-1 Group and is an international concern with 240 offices around the United States and in eight other countries.

Headquartered in Torrance, California, the organization provides staffing, human resources, and other management expertise to Fortune 500 companies in industries such as fashion, technology, finance, and biotechnology.

Robert L. Johnson Widely regarded as the first African-American billionaire, Robert L. Johnson is best known for founding Black Entertainment Television—or BET. Upon earning his master’s degree at Princeton University, Johnson went to work as the public affairs director at the Corporation for Public Broadcasting. He also did a stint as vice president of government relations at the National Cable and Television Association. Johnson started BET in 1980. The company became profitable in 1985. Johnson took the company public in 1991, marking BET as the first African-American controlled enterprise listed on the New York Stock Exchange.

Viacom bought BET for some $3 billion in 2000, keeping Johnson on as CEO until 2006.

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Shelia C. Johnson The first African-American female billionaire, and the first African-American woman to be an owner/partner in three professional sports team franchises; Johnson has interests in the WNBA’s Washington Mystics, the NBA’s Washington Wizards, and the NHL’s Washington Capitals. Co-founder of the BET network with thenhusband Robert .L. Johnson, Sheila Johnson also founded Salamander Hospitality, where she serves as CEO. Salamander properties include Reunion Resort, in Reunion, Florida; The Woodlands Resort in Summerville, South Carolina, the Innisbrook Resort and Golf Club in Palm Harbor, Florida, and The Salamander Resort & Spa in Middleburg, Virginia.

Roy Donahue Peebles Founder, chairman, and chief executive officer of the Peebles Corporation, “Don” Peebles leads the largest African-American owned real estate development and holding company in the United States. The company owns luxury hotels as well as high-rise residential and commercial properties in New York City, Philadelphia, Las Vegas, Miami Beach, and San Francisco. The grandson of a doorman at the Marriot Wardman Park hotel in Washington, D.C., Peebles was born in 1960. He became a real estate agent and appraiser in the District of Columbia in 1979 and established his company in 1983—at the age of 23. He got the rights for his first major development, a 100,000 sq-ft Class-A office building in 1987, at 27 years old.

Herman J. Russell Founder and former CEO of H.J. Russell and Company, Russell leveraged a small family-owned plastering company into a construction and real estate investment conglomerate. Russell’s first real estate deal actually happened while he was still in high school. As a sophomore at Davis T. Howard High School in Atlanta, Russell bought a property, developed it and used the proceeds to fund his college education. Taking over the Rogers Russell Plastering Company in 1957, which he inherited from his father; Russell expanded the business into home building, real estate investment, and large-scale general contracting services.

His projects included the Hartsfield-Jackson International Airport, the Georgia Dome, Phillips Arena, and Turner Field.

He also diversified into communications, concessions, and sports franchises. Russell died in 2014.

The Black Perspective

19

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making it

ENTREPRENEURS CIRCLE

Seeks To Accelerate Wealth Creation Among African-American Entrepreneurs

T

he Swiss-based multi-national financial concern Credit Suisse has launched the Credit Suisse Entrepreneurs Circle, which will provide select African-American entrepreneurs with access to three program elements – capital, curriculum and community – to help them fulfill their current business aspirations and build for long-term growth. Members include men and women in high-growth, global industries from around the country.

“The Entrepreneurs Circle positions Credit Suisse to serve African-American entrepreneurs in three important ways, leveraging the bank’s core strengths,” says Brady Dougan, CEO of Credit Suisse. “The Entrepreneurs Circle will also help to accelerate long-term growth for its members and for Credit Suisse.”

The Credit Suisse Entrepreneurs Circle offers members three program components: Capital: Access to non-recourse debt financing at competitive rates. Financing is not automatic with membership; members will apply for it (e.g. sharing detailed financial statements, providing growth plans that demonstrate scalability)

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The Black Perspective

Curriculum: Access to Credit Suisse’s network of investment bankers, wealth advisors and managers and industry experts. The bank will offer standing learning opportunities to help Entrepreneurs Circle members manage for growth, and deepen their expertise in marketing, sales, operations and finance. Credit Suisse will also design a bespoke program of one-on-one relationships with Credit Suisse experts, to meet the specific business and growth needs of each Entrepreneurs Circle member.

Community: Access to a group of like-minded peers and mentors. Entrepreneurs Circle members will convene several times per year to build bonds as a group. Members

will also find a group of mentors at Credit Suisse, including experts from every industry and a group of advisors affiliated with New Markets, each of whom is an influential African-American business or non-profit leader.

INAUGURAL ENTREPRENEURS CIRCLE MEMBERS INCLUDE:

Phil Bronner, CEO and co-founder of Quad Learning, which collaborates with community colleges to jointly develop and deliver American Honors, a competitive two-year honors program designed for high-ability students who plan to complete the remainder of their bachelor’s degree at a top-tier college or university. Aimed at preparing students for the rigors of a four-year institution, the American Honors program offers students the tools and one-on-one support to succeed academically.

It was founded on the premise that an undergraduate education does not have to be so expensive that it drives students and families into debt.

Sheldon Gilbert, founder and CEO of Proclivity Media, a high-performance cloud-computing technology platform specializing in predictive analytics. Proclivity rapidly integrates and scores petabytes of data to help companies predict and target which consumers are likely to buy, when, and at what price points, to maximize sales and profits in real time. Proclivity serves a broad array of major brands across multiple industries, including retail, travel, pharmaceuticals, insurance, and sports. Gilbert has a B.A. in molecular biochemistry and biophysics and has multiple patents in self-learning predictive systems.

Heather Hiles, founder and CEO of Pathbrite, whose Portfolio Learning Platform – a portfolio, assessment, and learning management system – helps educators, employers, and learners improve learning outcomes, increase course-passing rates, foster career development and placement, and enable project-based learning and peer collaboration. Launched in 2012, the company currently supports more than 500 schools, colleges, universities, and organizations in the U.S., with an increasingly global footprint.

Tonya Lewis Lee, an award-winning producer and

chief creator at ToniK Productions. ToniK’s recent projects include The Watsons Go To Birmingham, which Lee wrote, and which ToniK produced in conjunction with Walden Media and Arc Entertainment, as well as the film adaption of The Giver, which ToniK produced in conjunction with Walden Media and The Weinstein Company. ToniK is currently in development on the adaptation of the young adult novels Monster, by Walter Dean Myers, and The Gallagher Girls series, by Ally Carter. Lee is also founder of HealthyYouNow, an e-commerce site featuring all things related to health, nutrition and wellness.

Collin Wallace, founder of FanGo Software Systems, a mobile food-ordering platform for iPhone and Android operating systems. GrubHub acquired FanGo in 2011. Subsequent to the acquisition, Wallace worked as the manager of innovation for GrubHub, during which time the technology behind FanGo became a product called OrderHub, the backbone of the GrubHub mobile product, which is today responsible for over $600 million in revenue annually. Wallace holds various patents in mobile commerce and is currently building a followon company to leverage mobile technology in the social media space.

The Entrepreneurs Circle program is part of Credit Suisse’s Private Banking and Wealth Management New Markets initiative, which seeks to advance financial opportunity among women, African-Americans, and the LGBT community.

“Credit Suisse aims to be an authentic and innovative accelerator of wealth creation in the African-American community and our other New Markets communities,” says Pamela Thomas-Graham, Credit Suisse’s chief marketing and talent officer and head of Private Banking and Wealth Management New Markets. “Data clearly shows African-American business owners are underrepresented among all business owners and are generally underserved by large, global financial institutions – our goal in launching the Entrepreneurs Circle is to begin to change that.” BP

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cohen’s corner

Inclusion vs Compliance W Written By Mark Cohen

hen you automatically lump the concepts of Diversity Inclusion and Compliance together you could be sending the wrong message about diversity. Moreover, your actions could be compounding the problem by how you address these two distinctly nuanced issues. When it comes to corporate identity and image, it pays (sometimes literally) to know the subtle distinctions.

Now, make no mistake; there is overlap between Inclusion and Compliance.

And, the two are often associated together. But never consider them as oneand-the-same, or even equal.

To do so only contributes to the wrong corporate environment, and subsequently the wrong corporate image.

True diversity is about Inclusion. It is proactive and executed in the aims of being a thought-leader and setting a positive example. It is appreciative of the benefits of a diverse workforce and aspires to include them as much as possible. Inclusion is all about understanding the power of the relationships around us, and how the differences in those relationships are strengths.

Diversity inclusion does not put one social or economic segment of the available workforce above an-

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other, whether to satisfy personal biases or merely to satisfy external regulations.

Rather, it seeks to include as many segments as possible in order to make that workforce better, and ultimately improve retention within the workforce.

Diversity initiatives are corporate goals devised for implementation as part of your Affirmative Action Plan (AAP). These goals will measure acceptance of any targeted minority talent pool, as well as those cultural differences within the confines of the workplace. Diversity initiatives are always two-part — first how to create diversity; and second how to manage the diversity action plan. The value of your company’s diversity action plan is calculated through awareness and positive recognition of minority hires within the corporate environment.

Compliance is making sure your company has an Affirmative Action Plan (AAP) and making sure the AAP has secured the approval of the Department Of Labor, the Equal Employment Opportunity Commission, and/or the Office of Federal Contract Compliance Programs.

SO WHAT IS DIVERSITY COMPLIANCE? How is it so distinct from Inclusion, even though we often say “Compliance and Inclusion” together?

Compliance is reactive, and performed in order to satisfy higher mandates; but not out of any higher purpose or initiative. It is about making sure your corporate policies are equal to the task of enabling your company to take advantage of the opportunity to do business with the government or one of the government’s own third party vendors (pretty much on any level).

THIS HAS NOTHING TO DO WITH INCLUSION. Compliance is making sure your company has an Affirmative Action Plan (AAP) and making sure the AAP has secured the approval of the Department Of Labor, the Equal Employment

Opportunity Commission, and/or the Office of Federal Contract Compliance Programs. Compliance tracks your corporate community outreach Good Faith Efforts (GFE’s) by documenting your targeted minority recruitment including the way you can show that you have invested in both corporate and community GFE’s.

While there are many diversity recruitment options available to you on behalf of your company it is important to take a minute to ask, “Is this really about Diversity Inclusion?” or “Is this just about Compliance?”

While there are some solutions seeking to address both Diversity Inclusion and Compliance, these are fewer and farther between. Just keep in mind what solutions you’re currently using, and whether those are actually suitable for what your company needs. BP

Mark Cohen has been working since 1995 to promote Diversity and Inclusion in the workplace through targeted minority recruitment and community outreach efforts. In his position as EVP and Director of New Business Development at Equality Magazines.com Mark has become a recognized authority on Minority Recruitment and OFCCP Compliance Good Faith Efforts.

Equality Magazines.com and its family of Diversity Recruitment Vehicles have been at the forefront of targeted minority recruitment and compliance since 1997. At Equality Magazines.com they have been advocates of promoting Diversity & Inclusion as well as D.O.L. and OFCCP compliance efforts in America’s workforce; bringing the vast and talented pools of African-American, Hispanic, Veteran, and Female workers to the companies that need them.

This has been accomplished through its own targeted minority community recruitment and community resources, The Black Perspective, Veterans Enterprise, Hispanic Today and Women in Business & Industry.

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Book Shelf O

ne of the reasons we profile entrepreneurs in this publication is to hold out their experiences as examples for you to follow. In this issue, many of the people we’ve profiled have published books documenting their methods. So, for this iteration of the Book Shelf, we’re highlighting those volumes below.

ART OF THE DEAL: GOLF—ACCESS TO SUCCESS Author: Rose Harper Publisher: The Grass Ceiling, Inc. Golf has long been considered a necessity for success in business. In Art of The Deal: Golf—Access To Success, Rose Harper explains why golf is important, gives concrete examples of how to employ golf to further your business interests, and she does so in a very inviting and encouraging manner. In other words, Harper makes golf absolutely accessible, and explains why it’s more than just a game; it’s a vital tool for business.

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BUILDING ATLANTA: HOW I BROKE THROUGH SEGREGATION TO LAUNCH A BUSINESS EMPIRE Author: Herman J. Russell with Bob Andelman Publisher: Chicago Review Press In Building Atlanta, Herman Russell, who died in 2014, shared his inspiring life story. He revealed how he overcame racism, poverty, and a debilitating speech impediment to become one of the most successful African-American entrepreneurs.

Russell was also one of Atlanta’s civic leaders and an unsung hero of the civil rights movement. Not a typical rags-to-riches story, Russell achieved his success through focus, planning, and humility. His winning advice is shared throughout the book.

THE ART OF WORK - HOW TO MAKE WORK, WORK FOR YOU! Author: Janice Bryant Howroyd Publisher: Ask International, Inc. In The Art of Work, Janice Howroyd imparts her principle-driven approach to achieving success at work. She explains how she has integrated her own personal life principles into the leadership of her staffing and workforce management organization. Further, The Art of Work provides a step-by-step process for bringing about dramatic improvements in your day-to-day life.

THE PEEBLES PATH TO REAL ESTATE WEALTH: HOW TO MAKE MONEY IN ANY MARKET. Author: R. Donahue Peebles with J. P. Faber.

Publisher: John Wiley and Sons Published during the recent economic downturn, Peebles asserts one could still find plenty of good deals, even in a failing real estate market. Further, in this book, he also shows how it is always possible for you to win in real estate, provided you have the right knowledge and exercise good judgment in the deals you make. Among Peeble’s advice; start with small investments and work your way up to bigger, more profitable properties.

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HISPANIC TODAY

A Great

The National Museum of the United States Army, scheduled to open at Fort Belvoir, Virginia in 2015 will be the nation’s one and only Museum to present the complete Army’s history since 1775. It’s immersive exhibits, soldier artifacts, and dynamic venues will tell the stories of selfless service and personal sacrifices of the 30 million American men and women who have worn the Army uniform.

Army Deserves a Great Museum For more information on how to support the National Army Museum, visit us online today!

www.armyhistory.org 1-800-506-2672

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3

a way toPalo give Alto, bonuses year,” he concluded.

HT Denver; Calif.;this Alameda, Calif.; and Omaha, Neb. Also budgeted for 2011 are major expansions and improvements to the national cemeteries in Indiantown Gap, Pa.; Los Angeles; and Tahoma, Wash., and new burial access policies that will provide a burial option to an additional 500,000 Veterans and enhance service in urban areas.

A requested budget of $468 million for minor construction in 2011 would fund a wide variety of improvements at VA facilities. VE 10

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3

FOR INFORMATION ON COMMISSIONED AND CIVILIAN CAREER OPPORTUNITIES, VISIT: www.slmpd.org/hr/index.htm Should you have additional questions concerning employment opportunities you may call 314-444-5615.

s

If you are interested in a position as a police officer please request to speak to a Recruiter.

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A WORLD OF OPPORTUNITY

If you are interested in a civilian position please ask for a Human Resources Assistant.

The Metropolitan Police Department, City of St. Louis, Missouri is an Equal Employer WeOpportunity are the world’s largest ASME

Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

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S ENTERPRISE

JACOBS is creating the world of tomorrow as one of the largest providers of architecture, engineering, construction, and other professional technical services. Jacobs Technology, a wholly-owned subsidiary of Jacobs Engineering, is a worldwide leader in providing advanced engineering and technical services for government and industry.

jacobstechnology.com

VETERANS ENTERPRISE

Job opportunities are currently available at HSB Global Standards. Please visit our website for more information on current openings.

www.hsbglobalstandards.com An Equal Opportunity Employer

K PERSPECTIVE

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Part of the EqualityMagazines.com Family of Diversity Publications

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TODAY V E T E R A N S

ENTERPRISE The Military and Veteran’s Business Network

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