Black Perspective 2016

To Be A Success‌

Kali Raoul And The Image Studio Identifying As a Diversity Candidate

Also Inside:

The 10 Best Companies For African Americans

Where To Find Venture Capital

Creating Opportunities In Tech

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.

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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.

Embracing Diversity

We embrace diversity in our products, the players who use our equipment, and most importantly, our people.

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www.AcushnetCompany.com An equal opportunity employer, m/l/d/v

Letters from the Editor You’re Only As Good As You Look?

While any thinking person knows the question above is most assuredly a fallacy, sometimes, whether or not you get to actually prove how good you are can be predicated upon your look. Further, how you move, speak, and behave can also figure prominently into the level of accomplishment you can position yourself to achieve. Thus, if you want to be a success, you have to look, talk, and act like a success. If the formula for this eludes you, we’ve an expert in this issue to offer you some pointers.

Of course, when it comes to image, one thing we can’t change is our skin color, Sadly, there are still people out there who look upon this as a limiting factor, particularly in the tech industry.

Thing is, by 2040, there will have to be some serious attitudinal shifts in Silicon Valley, or they’ll be in danger of running out of people to do the innovating and creating.

That’s the year when Blacks and Latinos are estimated to comprise the majority of the American population.

To make sure young people of color are Kali Raoul And ready when those inevitable opportuniThe Image Studio ties present themselves, an organization called CODE2040 has partnered with Also Inside: some of Silicon Valley’s biggest names Identifying As The 10 Best Where To Creating to create fellowships, internships, and a Diversity Companies For Find Venture Opportunities entrepreneurial training.

Candidate African Americans Capital In Tech While the tech industry dominates the imaginations of nearly everyone these days, it is far from the only game in the country.

However, I will admit some of Silicon Valley’s legendary perks are positively mind-boggling.

As cool as they are though, we’ve found 10 companies with some pretty amazing incentives doing business in more traditional industries.

I’ve got a feeling they’re going to see a rather significant spike in applicants after you read about them in this issue. Better get yours in early, and when you show up for the interview, make sure you look good!

To Be A Success…

-Lyndon Conrad Bell Editor The Black Perspective

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The Black Perspective

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

Cover Story: Kali Evans-Raoul and The Image Studios If you want to be a success you have to look like a success and act like one. The right appearance and a good attitude will open a lot of doors.

Kali Evans-Raoul of The Image Studios provides sound advice on how to accomplish both, while reminding us of another very important factor when it comes to achievement in business.

Page 14 Page 12 Identifying As a Diversity Candidate There are times when identifying yourself as a diversity hire can be a good thing. The trick is figuring out when it’s to your benefit to do so, and making sure you do it in just the proper fashion. Founder of the Website, The Professor Is In, Karen Kelsky tells us when and how.

Features:

Page 16 The 10 Best Companies For African Americans

You will be astounded at the perks some of these companies provide. One offers free spa services, while another pays 90 percent of health care costs for spouses and family. When the companies on this list set out to be great places to work, they got very serious about it.

Page 20 Creating Opportunities In Tech For People of Color Silicon Valley is one of the least diverse places on Earth when it comes to the workforce. With significant demographic changes for America on the horizon, this paradigm must shift if companies there are going to remain at the forefront. CODE2040 is doing something about it.

News, Views & Departments:

Page 8: Labor Department’s Career Pathways For Youth Page 9: Where To Find Venture Capital Page 22: Cohen’s Corner: Big Brother Is Watching Page 24: Bookshelf

Ad Index:

p2. Caterpillar p3. Acushnet p6. Vanasse Hangen Brustlin, Inc. p7. Valley Power Systems

p11. RehrigPacific p18. Union Pacific Railroad p19. Direct Employers p26. LAPD p26. Covance

PUBLISHER EqualityMagazines.com MANAGING DIRECTOR Jeff Palmatier DIRECTOR - BUSINESS & FINANCE Mark Cohen EDITOR Lyndon Conrad Bell ART DIRECTOR Fran Sherman WEBMASTER Vince Ginsburg THE BLACK PERSPECTIVE is a publication of Equality Magazines, a wholly owned subsidiary of JMR Publishing Enterprises, Inc. 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 2016.

All rights reserved.

For advertising, email: sales@EqualityMagazines.com For editorial, email: editor@EqualityMagazines.com EqualityMagazines.com BLACK PERSPECTIVE 13351 Riverside Dr. #514 Sherman Oaks, CA 91423 Tel: 818-654-0870 http://www.blackperspective.com

p27. E&J Gallo p27. Golden Corral p27. City of Hollywood, Fla. p27. American Pacific Corporation p27. Equality Magazines - Post Your Job

The Black Perspective

5

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Our dynamic, people-centric organization focuses on our culture of collaboration, personal development, and fostering lasting relationships both inside and outside of our firm.

VHB is proud to be an Equal Opportunity/Affirmative Action Employer.

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

VHB participates in the E-verify employment authorization program.

www.vhb.com | Offices located throughout the east coast

news

CAREER

Pathways FOR YOUTH

DOL Opening Doors To Employment For Young Americans

T

he U.S. Department of Labor is working to address the employment needs of young people with the announcement of up to $20 million in funding to support demonstration projects for youth in high-crime, high-poverty communities.

These “Summer Jobs and Beyond: Career Pathways for Youth Demonstration Grants” will provide resources to Local Workforce Development boards to expand and enhance existing summer employment programs and work experiences throughout the year for eligible youth and to implement innovative practices.

The grants intend to strengthen the alignment of partnerships under the Workforce Innovation and Opportunity Act to encourage partners to collaborate and expand their capacity to serve youth entering the workforce in their local community. The grants will require partnerships between local boards and local summer employment programs, employers, local education agencies, and re-engagement centers to expand

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The Black Perspective

summer into year-round employment and work experience programs for eligible youth.

“Our economy and our nation are stronger when young people have meaningful opportunities to contribute,” said U.S. Secretary of Labor Thomas E. Perez. “Access to a job in the summer and beyond can make all the difference in the world to a young person who doesn’t have many other opportunities, or didn’t have the easiest start in life. This funding will aid communities in their efforts to broaden opportunities for those summer jobs to young people who need them, and furthermore extend those opportunities throughout the year, building the foundation of a career, brick by brick.”

This grant competiProjects will serve youth and young adults between the ages tion is part of a number of 16 and 24 who have limited or no work experience, and will of concrete actions and budget proposals anpromote career pathway entry through participation in existing nounced by the White and expanded community summer job programs.

House to help open doors for young Americans to school districts. In addition, the department is start their careers. These steps build on Presiinterested in learning how the workforce sysdent Obama’s My Brother’s Keeper Initiative, tem, local education agencies and re-engagewhich is closing the opportunity gaps that too ment centers can more effectively reach outoften strangle hope for young people of color, of-school youth and assist them in obtaining helping them rise above adversity and drawsummer into year-round employment. Finally, ing out their unique gifts and talents. They the department is interested in learning are also closely aligned with the U.S. how to best leverage local summer Conference of Mayors’ efforts and year-round employment to help give young people programs to support bettheir first meaningful ter program integration work experience. This among those serving was outlined at the this population to organization’s 84th improve perforWinter Meeting mance outcomes in January 2016, in high-crime, where Perez high-poverty comspoke about talmunities offering ent development limited economic and student acmobility opportucess to careers. nities for youth.

Projects will The grants are serve youth and aimed at communiyoung adults ties suffering from between the ages high youth unemployof 16 and 24 who ment rates, high poverty have limited or no rates, high violent crime work experience, and will rates, and low graduation rates. promote career pathway entry Target communities with federal through participation in existdesignation as a Promise Zone will receive ing and expanded community summer job priority consideration. programs. Program components will include: This grant competition is funded through subsidized and unsubsidized work experience the Dislocated Worker National Reserve opportunities, individual service strategies or Account. This account primarily provides ascomparable learning plans, assessments, work sistance to address significant worker dislocareadiness training, financial literacy training, tion events such as plant closings or natural career exploration, case management mentordisasters. However, up to 10 percent of the ing and supportive services. Up to $2 million account is available for demonstration projects each will be awarded to 10 or 11 Local Worksuch as these. force Development boards.

The Funding Opportunity Announcement, The department is particularly interested in which includes information about how to aplearning from these projects how best to serve ply, is available here. in-school youth through innovative partApplications closing date is March 25, 2016. BP nerships between the workforce system and

The Black Perspective

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news

E NCO U R AG I N G

African-Americans In Tech

T

he tech industry has a very significant diversity problem. While strides to resolve this are currently being made, Silicon Valley has a long way to go before its ranks come to resemble the American population as a whole.

Launched with the goal of increasing the number of successful Black entrepreneurs in technology, one organization, Black Founders, is working to equip AfricanAmerican entrepreneurs, inspire innovation among them, and facilitate their sharing of resources and knowledge.

Founded by a team of young entrepreneurs, and community organizers, Black Founders principals are Chris Bennett, Hadiyah Mujhid, Nnena Ukuku, and Monique Woodard. The group hosts networking and educational events in San Francisco, Atlanta, New York City, and Austin, Texas.

Black Founders also conducts HBCUHACKs; weekend hackathons to provide HBCU students opportunities to work together to build mobile apps and web software. Tech companies actively recruiting for open positions routinely attend HBCUHACK events. The organization also identifies promising, high growth potential African-American startups to angel groups and venture capital funds.

In addition to Black Founders, there are several groups actively seeking African-American startups to support. Black Enterprise magazine recently identified a number of venture capital funds specifically targeting people of color.

CATALYST FUND invests in early-stage technology startups led by minority entrepreneurs.

IMPACT AMERICA FUND, formerly Jalia Ventures, is an early-stage equity fund at the Pace University Helene and Grant Wilson Center for Social Entrepreneurship.

It invests in companies creating jobs and improving the well-being of underserved communities.

VENTURE CAPITAL ACCESS PROGRAM, a venture between Harvard Business School Alumni Angels of Greater New York and the National Association of Investment Companies, provides access to capital for women and diverse entrepreneurs. BP

MINORITY-LED VENTURE FUNDS • 645 VENTURES, New York

• EchoVC PARTNERS, San Francisco Bay Area

• Base Ventures, Berkeley, California

• H360 Capital, Charlotte, North Carolina

• Bronze Investments, San Francisco

• Syncom Venture Partners, Bethesda, Maryland

For more information on Black Founders and its activities, visit BlackFounders.com.

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The Black Perspective

Rehrig Pacific is a world-leading manufacturer of reusable plastic pallets and crates for handling and transporting commercial products, manufactured goods, produce, food and beverage products, and more. We help thousands of businesses move their products more efficiently through the supply chain. An international company with licensees worldwide, Rehrig Pacific offers an ever-expanding line of transport packaging products, such as our new export pallet, and logistical services for industry.

In addition, Rehrig Pacific also manufactures a full line of roll-out carts and recycle bins for the curbside collection of household waste and recyclables, and commercial containers and litter bins for automated refuse and recylables collection. Private haulers and municipalities alike enjoy the many advantages of using Rehrig Pacific collection containers and distribution services.

To learn more about us or to explore careers with Rehrig Pacific, visit us online.

w w w . re h r ig pa cif ic. com An Equal Oppprtunity Employer Committed to Diversity

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THE BLACK PERSPECTIVE

employment

Identifying as A Diversity Hire

There Are Times When This Is Advantageous

W

hen seeking a position in the academic world, one of the most important things a job document can do is communicate an applicant’s status with regard to diversity hiring. If you qualify as a diversity hire, you must make sure the reviewing committee knows it.

BUT HOW DOES ONE DO SO? In my work with clients, I find they tend to either not mention it because they don’t know how, or they devote an entire paragraph of the job letter to a long, involved, sometimes overwrought story about all the painful trials and tribulations they had to

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The Black Perspective

overcome to get their Ph.D. and how passionate they are about mentoring students in similar circumstances.

Both of these are mistakes. The first, because diversity hiring is a door you want to make sure is open to you if you qualify. The second, because even

when speaking of your In my work with clients, I find they tend to either not mention identity, you still have it because they don’t know how, or they devote an entire parato remember the basic graph of the job letter to a long, involved, sometimes overrules of job documents: show, don’t tell, eschew wrought story about all the painful trials and tribulations they adjectives and emotion, had to overcome to get their Ph.D. focus on professional outcomes—not personal process, and always You can, of course, write similarly remain factually evidence-based. with regard to your research, but With those factors in mind, here’s the advantages here, in terms of the an effective method. job search, are not as clear. DepartIn the basic template of the job letments are going to be less moved by ter described in the Why Your Cover invoking diversity in research than Letter Sucks post on The Professor Is they are by invoking it in teaching, In site you could open the paragraph because departments are under the on teaching with this phrase: “As gun to demonstrate to higher adminan African-American scholar, I am istration, accrediting agencies, state sensitive to issues of diversity in the legislatures, and the community at classroom; or, I prioritize a diversity large they are not elitist bastions of of perspectives in my classroom; or, I training for only the white and the make it a point to include a range of wealthy. diverse voices in my classroom. In all A flat statement of identity, or a of my courses I assign readings by xxx story of struggle based on identity has and yyy, and incorporate projects that to be shown to inform your contriinclude ppp and qqq….” butions to the department. This is You can then add a line such as, achieved by showing in factual and “because of my background, I am unemotional ways how it is mobilized familiar with challenges faced by in your classroom teaching and stustudents of color, and am committed dent mentoring. to mentoring them for success in the Keep in mind, a little goes a long university setting.” way in this regard.

This makes your identity an asset in The phrase, “As an African-Ameriyour work. You are showing in concan scholar…” immediately identifies crete and evidence-based ways how you as a candidate who can be conyour identity informs and enriches sidered a diversity hire.

Search comyour pedagogy, and by extension, the mittee members are alert to this and pedagogical offerings of the departwill pick up on it. BP ment as a whole.

KAREN KELSKY is the founder of “The Professor Is In” blog and business dedicated to helping Ph.D.s master the academic and post-academic job markets. She is also a regular columnist at the Chronicle of Higher Education. A former R1 tenured professor and department head, Kelsky is a cultural anthropologist by training, She explains the unspoken rules of the academic job search, from building a competitive record and writing viable job applications, to interviewing effectively and negotiating offers. She also provides support for those transitioning out of academia. Her book, The Professor Is In: The Essential Guide to Turning Your Ph.D. Into a Job, is available from Random House (Three Rivers Press). You can learn more about the book on page 26 of this issue.

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corner

office

Kali Evans-

RAOUL AND THE IMAGE STUDIOS Written By Linda Rogers

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The Black Perspective

To Be A Success, You Have To‌

I

t has been said an individual decides what manner of person they wish to be taken for and dresses accordingly. This holds true to some extent because as human beings, our initial judgment of most every situation largely hinges upon our response to visual stimuli.

Thus, whenever you’re entering into a new circumstance, the first impression you convey is often tied to your general appearance. With this in mind, when you’re seeking to do business, or interviewing for a job, it’s important to look like you can fulfill the requirements. In other words, to be a success, you have to look like a success.

This is one of the key services Kali Evans-Raoul’s company, The Image Studios provides. Founded in 2000, with offices in Chicago and Los Angeles, Raoul’s firm specializes in image consulting training. This includes visual, vocal, and behavioral communications. The company provides lectures and workshops covering speech, body language, wardrobe, grooming, business etiquette, and international protocol.

Raoul says, “I was once introduced to a woman who oozed confidence, charisma, and success. I instantly knew she was someone I wanted to get to know. After chatting for a while, as we were about to part company, I asked for her card and a brochure about her organization. She replied, after five years in business, she’d just started using cards and had no brochure. The upshot? She’d built a multi-million dollar project management firm with no printed marketing materials whatsoever. Her image was her calling card.”

It is virtually impossible to overstate how important first impressions are in the world of business. People size you up immediately and make decisions about whether or not they’d like to work with you. In fact, studies show within approximately 10 seconds, a prospective client makes assumptions about your intellect, status, and education level—all based solely upon the image you project.

Vocal and non-verbal cues also have a significant impact upon your perception in this regard. The pace, tone, pitch, and articulation of your voice have a direct influence upon the interpretation of your words. Your body language speaks volumes too. Eye contact, posture, and gestures figure prominently. Nods and smiles in conversation tell people you’re listening, and more importantly, understand what they’re saying. Meanwhile, closed postures such as folded arms and crossed legs indicate you’re on the defensive.

Given the significance of all of this, how can you tell if your image is saying what you want it to say? You could ask friends, neighbors, and maybe people you already do business with. But you have to make sure you ask the right questions. Raoul says, “When inviting others to assess your style, rather than asking if you look OK, ask specific questions. Do I look in charge?

Do I come across as successful? Does my appearance say creative and/or detail oriented?”

Given those closest to you might be hesitant to respond to questions of this nature, this is where the workshops and one-on-one training offered by The Image Studios can make a difference. Among the company’s programs are seminars on personal presence and the corporate structure, how one’s image can affect their bottom line, how to build social capital, and training in leadership presence.

For business leaders, creating an office environment in which personal presence is openly regarded as an element of career development can reap significant benefits. This is true for company morale, as well as closing transactions. People naturally want to identify with others who appear successful.

Another key area is the building of social capital.

Raoul says, “A huge part of business success is social. To be effective, you have to be capable of structuring strong and profitable relationships with your clients, as well as your vendors.”

When it comes to this, too many people overlook manners and graces, even though the people with whom they interact are strongly affected by them. It might sound simplistic, but it really is nice to be nice. It’s also important to constitute your interpersonal transactions so everyone comes away feeling they’ve benefitted in some fashion.

Whether you’re in sales, customer service, consulting, or leading a team, these attributes go a long way toward determining your level of success.

Of course, within all of this emphasis on appearance and personality, Raoul cautions against relying solely upon the old adage; “fake it ‘til you make it.” It’s important to always remember your choice of language, your abilities, and your level of expertise are the true deal-closing elements. Your look just gets you in the door. Once you’re in, you have to be capable of backing up your appearance.

Kali Evans-Raoul and The Image Studios can be reached by phone at 312-421-4660. They’re on the Web at TheImageStudios.com. BP

The Black Perspective

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starting over

2016’s BEST

Companies FOR AFRICAN AMERICANS

T

o compile this listing, Fortune magazine, Great Place To Work, Essence magazine, and People en Español partnered to determine which companies have made diversity a top priority. To qualify, companies needed to employ at least 30 people with a minimum of 15 percent female, and 15 percent racial/ethnic minorities. Some 70,000 people of color at 630 companies were surveyed. The determinations among African-American respondents were based upon first-hand reports of their workplace experiences. When all of the information was tallied and analyzed, the 10 top ranking companies for African Americans were: 1. QUICKEN LOANS - Based in downtown Detroit, the home mortgage lender affords women three months of maternity leave, and workers are given four hours each week to work on creative ideas—even if they aren’t company related. Further, Quicken is involved in revitalizing Detroit, going so far as to offer incentives to employees to live downtown. African Americans make up 16 percent of its employee base, of which a full 96 percent rank Quicken as a great place to work.

2. CREDIT ACCEPTANCE - Located in Southfield, Michigan, Credit Acceptance provides financing services for car dealers. The company holds regular “town hall’ meetings to afford employees the opportunity to provide feedback on work experiences. Insights gained from these meetings are used to improve the workplace. Staff gets 27 days paid leave annually, and pregnant women get flexible scheduling—in addition to reserved parking spaces.

The Credit Acceptance workforce is 43 percent Black, of which 93 percent say it is a great place to work.

3. ULTIMATE SOFTWARE - This developer of HR software has aligned itself with Florida International University to groom talent and hire engineers. The company hosts leadership summits from which top performers are promoted into management. Employees cite the welcoming atmosphere and the ready acceptance of new ideas as the qualities they most appreciate. The Weston, Florida company counts 12 percent of its employees as African-American, of whom 93 percent say Ultimate Software is a great place to work.

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4. ALLIANCE DATA - Headquartered in Plano, Texas, Alliance Data offers stock matching options, college tuition reimbursement, on-site health screenings, and the opportunity to work from home. The marketing company encourages employees to celebrate one another’s accomplishments by awarding each other points on an internal social media site. These can be redeemed for gift cards and hotel vacation stays. Alliance’s workforce is 14 percent Black, of whom 94 percent characterize it as a great place to work.

5. NAVY FEDERAL CREDIT UNION - Each year, 15 people within the NFCU are selected to attend the University of Virginia Business School for continuing education classes.

The Vienna, Virginia employer also routinely moves people around within the organization so everyone knows as much as possible about the way the company works. Employees cite the way this stretches their skills and challenges them as favorable aspects of the Navy Federal employment experience. Some 20 percent of its employees are Black, and 93 percent of them say the Navy Federal Credit Union is a great place to work.

6. CARMAX - The largest used car dealership in the United States makes a pointed effort to give back to the community. To do so, it operates a volunteer program for its employees who receive compensation for participating in community activities.

The Richmond, Virginia company offers employees discounts on all inventory and service. Further, its executives are actively encouraged to recognize all employee efforts deemed above and beyond. The CarMax employee roster is 22 percent African American, of whom 91 percent laud the company as a great place to work.

7. HYATT HOTELS CORPORATION - The Chicago-based hospitality company pampers its employees with personal concierge services, and rest and relaxation lounges, in addition to complementary spa. Contributions to 401(k) funds are 100 percent matched. Prescription drugs, as well as fertility treatments are subsidized. Travel is complimentary too. The Hyatt workforce is 17 percent African-American, and 91 percent of them cite the company as a great place to work.

8. QUIKTRIP CORPORATION - Employees at the Tulsa, Oklahoma based convenience store chain get $4,400 in college tuition reimbursement and a 50 percent 401(k) match.

A compounding monetary gift is awarded employees for every five years of service. The company also enlists private doctors to care for its employees and their families. Blacks total 18 percent of the employee base, of whom 90 percent consider QuikTrip a great place to work.

9. JM FAMILY ENTERPRISES - Executives at JM Family Enterprises, an automobile retail organization, polled its workers to find out what they considered a livable wage. Responses averaged $13 an hour, so the management team set the figure at $16 per hour. After a ten-year tenure, employees are flown to Florida for a celebratory getaway, which is repeated every five years afterwards. The Deerfield Beach, Florida company’s ranks are 16 percent African American, 92 percent consider JM Family Enterprises a great place to work.

10. ST. JUDE CHILDREN’S RESEARCH HOSPITAL - While working to eradicate children’s cancer can be a reward in and of itself, St Jude Children’s Research Hospital also treats workers to live music, tea parties, golf tournaments, and fresh food grown in on-site gardens. Leave sharing allows employees to give their vacation time to co-workers, and 90 percent of employee dependent health care coverage is paid for by the organization. The Memphis, Tennessee research hospital has a 25 percent African-American employee base, of which 91 percent consider St Jude a great place to work.

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Sometimes, it sounds a horn.

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Code 2040

Creating Opportunities In Tech

B

y the time the year 2040 rolls around, people of color will constitute the majority in the United States. Where in the past, industries could afford to consider diverse talent optional, this new reality means African Americans and Latin Americans are poised to be the country’s new workforce. Companies making decided efforts toward diversifying their ranks now will be well ahead of the game.

In the tech industry, CODE2040 is working to get young people of color ready to assume their role in this inevitable scenario. Placing high performing Black and Latino software engineering students in internships with top tech companies, as well as providing mentorship, leadership training, and network development, Code 2040 aims to accelerate the success rate of these students. Founded by Laura Weidman Powers and Tristan Walker, CODE2040 has over 200 companies interested in hosting summer internships, and more than 1,000 students applying to become CODE2040 Fellows.

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Powers’ background includes stints as a project manager in a small web development shop in New York. She also served as VP of Product at a consumer web startup in Los Angeles redesigning the product development process to be inclusive of engineers. The Root named Powers one of the 100 most influential African Americans, while Goldman Sachs identified her as one of the 100 Most Intriguing Entrepreneurs.

Walker was previously an entrepreneur-in-residence at Andreessen Horowitz. Prior to his time at Andreessen Horowitz, he was the director of Business Development at Foursquare, where he oversaw strategic

partnerships and ham, North Caromonetization. Walker lina, COCO in has been named to Minneapolis, The Ebony magazine’s 100 Nashville EntreMost Powerful People preneur Center in list, The Hollywood Nashville, TennesReporter’s Digital see, and Galvanize Power 50, and Black in San Francisco.

Enterprise’s 40 Next.

CODE2040 With the parEntrepreneurs in ticipation of comResidence get a panies like Apple year of support and Google, the within which to CODE2040 Fellows launch their own program places top companies. Among students of color in the benefits are a the best tech-oriented $40,000 stipend, companies in San workspace, and a Francisco and Silicon trip to the GoogleLAURA POWERS TRISTAN WALKER Valley for an intenplex for training sive summer career Founded by Laura Weidman Powers and and networking. accelerator. Through They also receive Tristan Walker, CODE2040 has over 200 a combination of inmentoring from ternships and career companies interested in hosting summer experienced entrebuilding workshop as well internships, and more than 1,000 students preneurs, sessions they get an as support from inside look at tech’s the CODE2040 applying to become CODE2040 Fellows. leading companies. community.

CODE2040 also helps young people develop the Of the program, Talib Graves-Manns, one of three experience, confidence, and connections to best ap- original CODE2040 Entrepreneurs in Residence, ply their skills. The organization’s Technical Applisays; “Even though I’m based in North Carolina, the cant Program exposes students and young profesprogram afforded me access to the national start-up sionals to the tools, insights, and resources they scene and resources. Too much of the business supneed to land a position in the tech sector. port and capital in the tech space is concentrated in About the internships, Xiomara Figueroa, a 2014 the Silicon Valley — t his suffocates national growth Fellow says, “CODE2040 was a great experience. I and innovation. In order for the nation to grow, enworked at ThinAir, one of the most exciting starttities outside the Valley must be fertilized too. This ups in Silicon Valley. I connected with people who is what CODE2040 did for me.” are in the center of technology innovation, working While understandably pleased with the strides for important causes, and executing great ideas. Be- CODE2040 has made in five short years, both Powing in the epicenter of technology has started a fire ers and Walker recognize there is still much to do. within me.”

In an interview with TechCrunch, Walker said; “A Those with entrepreneurial leanings are considlot of the narrative around diversity in Silicon Valered as well. CODE2040 and Google for Entrepreley is centered upon how we can fix things in the neurs have worked together to create a yearlong next six months. But first, we have to understand residency program in which participants learn to why the issue is there. To really fix things will relaunch a company. CODE2040 Entrepreneurs in quire both public and private support in recognizResidence are also charged with connecting coming implicit bias.” munities of color to their local entrepreneurial The efforts of organizations like CODE2040 are ecosystem. This program is run in conjunction with key to maintaining this dialogue.

Capital Factory in Austin, 1871 in Chicago, Grand To learn more about CODE2040, or to get inCircus in Detroit, American Underground in Durvolved, visit CODE2040.org. BP

The Black Perspective

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cohen’s corner

D O N ’ T

B E

D I S T R A C T E D

Big Brother’s Still Watching Written By Mark Cohen

W

hile this is indeed an election year, and yes, President Obama is in a lame duck situation, you can trust the Department of Labor’s (DOL) enforcement division, the Office of Federal Contract Compliance Programs (OFCCP), is studiously conducting business as usual. In fact, with newly finalized rules regarding salary transparency in place this year, there are now even more agents in the field performing audits.

The auditors are charged with enforcing three main initiatives: EXECUTIVE ORDER 11246 Ensures employment decisions are made without regard to race, color, religion, sex, or national origin.

SECTION 503 OF THE REHABILITATION ACT OF 1973 - Prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action in the employment of qualified individuals with disabilities.

THE VIETNAM ERA VETERANS’ READJUSTMENT ASSISTANCE ACT OF 1974 (VEVRAA) - Prohibits discrimination against specified categories of veterans protected by the Act, and requires affirmative action in the employment of such veterans.

The good news is the DOL has made the biggest issues public, as well as the criteria by which they evaluate and audit employers.

22

The Black Perspective

These include ensuring companies: Conduct and document Good Faith Efforts (GFEs) towards Veterans, Minorities and individuals with disabilities. Documentation must be kept on file for three years.

Comply when posting job listings with the published corporate Employment Service Delivery System (ESDS).

Update job ads to spell out EEO policy. Employers must provide additional company information to the appropriate ESDS. Provide documentation.

Organizations must demonstrate their company’s plan to implement new self-identification procedures for all employees and applicants.

Conduct self-assessments. Internal evaluations of GFEs, and VERVAA Affir- mative Action Plan (AAP) notes and plans must be performed. Companies must also tender proof they have provided written notice of AAPs.

While all of these are extremely important, if you follow these tips, they are also easily completed and verified.

Further, in addition to ensuring compliance, these recommendations can have a positive effect on your bottom line.

After all, preventive measures are more affordable than punitive ones.

With targeted recruitment vehicles such as these

Update your numbered among your efforts, your company will easily EEO message Compliance, when be in compliance with key OFCCP regulations. Better still, posting in acyou’ll also be serving as a good corporate citizen. cordance with the tance and compliance, use the best and most company’s ESDS, is fairly easy and should only require diligence cost effective resources available. Among the on the part of those responsible for placing the available Diversity, Minority recruitment, and GFE compliance vehicles available, the Equaljob postings to ensure they match the infority Magazines family of Diversity Recruitment mation provided options is especially effective. These time, to the company ESDS. effort, and money saving tools are perfect Perform Good Faith Efforts (GFEs) - While examples of specifically targeted minority community outreach and job postings. sometimes considered a grey area as far as With targeted recruitment vehicles such the company is concerned, OFCCP auditors as these numbered among your efforts, your determine a company’s commitment through company will easily be in compliance with visible outreach initiatives (both minority and key OFCCP regulations. Better still, you’ll community). In other words, they rely upon also be serving as a good corporate citizen. what they actually see as examples of a comThis is what auditors look for when evaluatpany’s GFEs. ing a company’s GFEs. Learn more at EqualityMagazines.com. BP Leverage key resources -To ensure accep-

Mark Cohen has been working for twenty years to promote diversity and equality in the workplace through minority recruitment and community outreach. In his position as vice president and director of New Business Development at Equality Magazines. Mark is a recognized authority on minority recruitment and good faith compliance efforts.

The Black Perspective

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Book Shelf

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THE AFRICAN-AMERICAN JOB SEARCH Written by Marc Sanders

BLACK BUSINESS SECRETS: 500 TIPS, STRATEGIES, AND RESOURCES FOR THE AFRICAN AMERICAN ENTREPRENEUR Written by Dante Lee

This book will help African-American jobseekers find great jobs.

Whether you are a college graduate or a seasoned professional looking to change careers, you can benefit from The African-American Job Search. You will gain insights to the nature of race in the workplace, get a new understanding of what diversity means in America, and specific career challenges faced

by Black females will be identified.

In this candid, 21st-centurysavvy guide, Dante Lee illustrates how passion can become profit by addressing the questions every businessperson needs to ask. “Should I lower my price point? Is there any profit in giving my product away for free online? How do I compete when my goods, services, or business model might be duplicated?” Black Business Secrets reveals the entrepreneurial skills African-American business owners must master in order to win in today’s business environment.

CRACKING THE CORPORATE CODE: THE REVEALING SUCCESS STORIES OF 32 AFRICAN-AMERICAN EXECUTIVES Written by Price M. Cobbs and Judith L. Turnock

BLACK FACES IN WHITE PLACES: 10 GAME-CHANGING STRATEGIES TO ACHIEVE SUCCESS AND FIND GREATNESS Written by Randal Pinkett, Jeffrey Robinson, and Philana Patterson

Whether in the form of insensitivity, changeaverse corporate cultures, socio-economic factors, or outright racism, African Americans still face very real obstacles along the path to professional success.

To many, these challenges have been an invitation to excel, and their accomplishments have been worthy of both praise and emulation. Cracking the Corporate Code delves deeply into the lives and careers of 32 such notable professionals.

Black Faces in White Places is about “the game”, also known as the competitive world in which we all live and work.

The book offers 10 revolutionary strategies for playing, mastering, and changing the game for the current generation—while undertaking a wholesale redefinition of the rules for those who will follow. In addition to shattering the “glass ceiling,” the book examines the four dimensions of the contemporary Black experience; identity, society, meritocracy, and opportunity.

The Black Perspective

THE PROFESSOR IS IN: THE ESSENTIAL GUIDE TO TURNING YOUR PH. D. INTO A JOB Written by Karen Kelsky

THE LITTLE BLACK BOOK OF SUCCESS: LAWS OF LEADERSHIP FOR BLACK WOMEN Written by Elaine Meryl Brown, Marsha Haygood, and Rhonda Joy McLean

A former tenured professor and department head who oversaw numerous academic job searches, the author knows what gets an academic applicant a job. As the creator of the academic career advancement site, “The Professor Is In”, Karen Kelsky has helped countless Ph.D. graduates land their dream careers. In addition to when, where, and what to publish, you’ll learn how to write a foolproof grant application, in addition to how to cultivate references and craft the perfect curriculum vitae. Acing the job talk and campus interview, avoiding the adjunct trap, and making the leap to nonacademic work when the time is right are discussed as well.

Three dynamic and successful Black female executives share their strategies to help all Black women, at any level of their careers, play the power game and win. Rich with wisdom, this practical gem focuses on the building blocks of true leadership, which are self-confidence, effective communication, collaboration, and courage. The book also offers advice dealing specifically with stereotypes and the perils of self-victimization.

WORKING WHILE BLACK: THE BLACK PERSON’S GUIDE TO SUCCESS IN THE WHITE WORKPLACE Written by Michelle T. Johnson

THE AFRICAN AMERICAN EMPLOYMENT GUIDE: FINDING AND KEEPING A JOB Written by Tony and Yvonne Rose

This guide offers practical suggestions for Black Americans to develop mental awareness, a psychological game plan, and an increased level of business savvy in order to negotiate the minefield of the white work world. Included are commonsense scenarios and real-life solutions to help every African American fit their style, mindset, and history into the workplace. Insight is also provided into how best to deal with situations, problems, and issues unique to being Black in a white working world. This new edition has been updated to account for changes in social networking, the Obama effect, and recent court decisions.

Here you’ll find detailed advice for filling out job applications, conducting winning job interviews, negotiating salaries, evaluating benefits, and setting goals. The book also features checklists, self-evaluation worksheets, goal setting charts, sample resumes, winning cover letters, and outlines the best places to look for a job. You’ll discover your personal strengths and weaknesses, determine the best way to describe yourself, and ultimately find your perfect job.

The Black Perspective

25

HISPANIC TODAY

EMBRACE DIFFERENCES. GENERATE DIVERSE IDEAS. We’re moving science forward by leveraging the different perspectives and individual strengths of each and every Covance team member. Because here, we see diversity for exactly what it is — a driver of the business itself and the innovation that allows us to bring life-saving medicines to market sooner. And when you join us in this effort, you’ll enrich your life through exposure to new ways of thinking and the opportunity to learn from dynamic colleagues who work together to make things better.

Bring your unique perspective to Covance today. careers.covance.com Covance is committed to diversity in the workplace and is an equal opportunity employer (Minority/Female/Individual with Disability/Veteran). Your confidentiality and privacy are important to us.

3

While the human resource executives surveyed did

3

not provide details on the amount of bonus checks, John Challenger said some companies may choose to be creative when it comes to year-end rewards.

A WORLD OF OPPORTUNITY

“In some respects, it truly is the thought that counts. Employees want to be recognized for their

e

We 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.

contribution to the company. It doesn’t have to be

Vanasse Hangen Brustlin, Inc.

a Wall Street sized bonus check. Many workers Transportation | Land Developement | Environmental Services would be happy with a $100 gift certificate to a local Consistently named among the “Best Civil Engineering Firms to

restaurant or store. Many would probably be happy Work For” by CE News magazine, VHB is committed to providing a challenging,of dynamic and rewarding Our staff enjoys with a couple extra days work of environment. paid vacation at the opportunities to grow professionally and work on interesting projects. Our

end of the year.

Manyorganization are simply happy have a job dynamic, people-centric focuses on our culture of to collaboration,

y

in this

personal development, and developing lasting relationships both inside and economy,” said Challenger. outside of our firm.

VHB is proud to be an Equal Opportunity/Affirmative Action Employer.

“Of course, those who are just happy have a job VHB ensures non discrimination in all programs and activitiesto in accordance with Title VI and Title VII of the Civil Rights Act of 1964.

Building for the thefirst Future are usually onesemployment seeking greener VHB participates in the E-verify authorization program. pastures at

$1.15 billion for major construction for 2011 the first signrequested of improvement.

Companies understand includes medical facilitiesofinthem Neware Orleans; this andfunding it is whyfornearly two-thirds finding

Job opportunities are currently available at HSB Global Standards. Please visit JACOBS is creating theour world of tomorrow as one of the largest website for more information on providers of architecture, engineering, construction, and other current openings. professional technical services. Jacobs Technology, a whollyowned subsidiary of Jacobs Engineering, is a worldwide leader www.hsbglobalstandards.com in providing advanced engineering and technical services for government and industry.

www.vhb.com | Offices located throughout the east coastOmaha, Denver; Palo Calif.; Alameda, Calif.; and a way to giveAlto, bonuses this year,” he concluded.

HT Neb. Also budgeted for 2011 are major expansions THE BLACK PERSPECTIVE 4

An Equal Opportunity Employer

www.jacobstechnology.com

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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THE BLACK PERSPECTIVE

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.

The Black Perspective

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Part of the EqualityMagazines.com Family of Diversity Publications

PERSPECTIVE T

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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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The Black Perspective