Business Voice, Spring 2022

THE KEY TO EMPLOYEE RETENTION: Robust Benefits Strategies LOOKING AHEAD: Trends in Commercial Real Estate REBUILDING THE OFFICE CULTURE: The Next Phase

The Workforce of the Future is

HERE

...and it’s

HYBRID

SPRING 2022 | novachamber.org 1

the business voice

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Cloud technology that isn’t hot air Evolving during this “new normal” has taught us that change can happen overnight. Businesses that remain agile and can pivot successfully are the ones that are thriving. But with an eye towards innovation, you can future-proof your business and I’ll give you a hint, it starts with the cloud.

With cloud technology you’ll be able to support a remote workforce, enable remote IT management, mitigate security risks and build IT resiliency into your business operations. All of which can help your business thrive today and tomorrow.

Are you ready to connect your teams and reduce workplace disruptions?

Reach your goals and gain a competitive advantage by working with a technology partner who will support you every step of the way.

See what Cox Business can do for you and your business at CoxBusiness.com/cloud.

Aehee Park

Sales Director, Cox Business

Need talent?

Join the nation’s most aggressive regional talent attraction initiative.

Join the effort to attract and retain the most talented workers and fill jobs in Northern Virginia. The Fairfax County Economic Development Authority is aggressively marketing our region’s companies to top talent across the nation, from New York to San Francisco.

Whether it’s virtual career fairs, digital influencers or media relations, we offer the tools and messaging your company needs to land talent. And at no cost to you. Contact us to get involved. Visit www.WorkInNorthernVirginia.com.

AGENDA spring 2022

22 Inside this issue 6

Letter from the Chair 8

Your Chamber in Action

BY C L AY TO N MEDFORD

10

Members Making News 12

The Power of Apprenticeship Breaking down barriers of entry into the tech sector and beyond

BY J O N AT H A N HUNLEY

16

Robust Benefits Strategies The Key to Employee Retention

BY J O N AT H A N HUNLEY

Cover Story:

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BY J O N AT H A N HUNLEY

BY J O N AT H A N HUNLEY

The Workforce of the Future is Here – and it’s Hybrid

4

14

Trends in Commercial Real Estate

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20

Economic Forecasters Predict Labor Challenges and Remote Work to Continue

BY J A M E S J A R V I S

22

Rebuilding the Office Culture

BY K AT H R Y N FA L K

26

Chamber Signature Events 28

New Members

Northern Virginia Chamber of Commerce 7900 Westpark Drive, Suite A550, Tysons, VA 22102-3853 Phone: 703.749.0400 Fax: 703.749.9075 www.novachamber.org • To learn more about membership, please contact John Woodstock, 703.725.7526; jwoodstock@ novachamber.org

THE BUSINESS VOICE Published by

TO ADVERTISE

Contact Bruce Potter bpotter@insidenova.com 571.333.1538 EDITOR

Susan McCorkindale • ART DIRECTOR

Kara Thorpe •

InsideNoVa.com 1360 Old Bridge Road Woodbridge VA 22192 ©2022 Rappahannock Media LLC

Upcoming Chamber Events Dates are subject to change. To stay apprised of the events featured here and all upcoming events, keep an eye on Chamber emails and visit the website for complete details and registration information: novachamber.org/upcoming-events Keeping members informed and providing opportunities for peer-to-peer engagement are part of the Chamber’s ongoing mission.

We accomplish this through a variety of activities that range from expert-led, topical events to focused group discussions. Following is the lineup of events for 2022.

MAY

JUNE

SEPTEMBER

NOVEMBER

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7

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Greater Washington Apprenticeship Network Annual State of Healthcare in the Region Join the Northern Virginia Chamber and business leaders from throughout the region for the Chamber’s Annual State of Healthcare in the Region event. Top officials from the region’s largest and most influential healthcare companies will discuss equity in health care delivery, population health, and other issues that have taken on a renewed critical importance as we emerge from the COVID-19 pandemic. We will also talk about the importance of a healthy workforce and healthy community, the impact of obesity and more.

Keynote Speaker: RUTH WILLIAMS-BRINKLEY, Regional President, Kaiser Permanente, Mid-Atlantic Speakers:

CHRISTINA STASIUK, DO, FACOI, Market Medical Executive, Mid-Atlantic Region, Cigna DJINGE LINDSAY, MD, MPH, Director of Public Health, CareFirst BlueCross BlueShield Time: 8:30 a.m.

Location: Northern Virginia Chamber of Commerce

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New Member Orientation

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Mid Atlantic Innovation Celebration Join us for the party of all parties: the MidAtlantic Innovation Celebration. We’ll gather to watch the finalist’s videos and applaud their work before we announce, at long last, the 2022 Innovator of the Year. You’ll also have the opportunity to be part of the judging panel as all attendees will vote for their favorite Innovation. The winner of the attendee vote will be crowned the People’s Choice! This event is open to the public, so grab your tickets early as we’re expecting this Celebration to sell out!

Time: 6 p.m.

Location: AMC Tysons Corner 16 Theaters, 7850e Tysons Corner Center, McLean

Greater Washington Apprenticeship Network Speed Networking

14

Capital Region Workforce Summit

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Good Business Awards The Northern Virginia Chamber’s premier event of the year, bringing together more than 600 business and community leaders from across the Washington region. The event honors and celebrates the leadership of individuals, businesses and nonprofits that serve as powerful champions for good in our community, and honors the Chamber’s incoming and outgoing Chair of the Board of Directors.

JULY

5

Greater Washington Apprenticeship Network

12

New Member Orientation

AUGUST

2

Greater Washington Apprenticeship Network

9

Speed Networking

30

Annual State of Transportation Join your Chamber and key policy makers for a wide-ranging discussion on how to move our region and the Commonwealth in the years to come.

Greater Washington Apprenticeship Network

13

Distinguished Service Awards The Distinguished Service Awards honor individuals, companies and nonprofit organizations for their service to veterans in the greater Washington business community. Join us in recognizing these unsung heroes who have made meaningful contributions to help veterans succeed by making the reintegration process easier and providing employment opportunities for those who served.

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New Member Orientation

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Senatorial Roundtable

OCTOBER

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Greater Washington Apprenticeship Network

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Greater Washington Apprenticeship Network

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20th Annual Greater Washington Government Contractor Awards™ Presented by the Northern Virginia Chamber of Commerce and Professional Services Council, the Annual Greater Washington Government Contractor Awards™ is the premier celebratory event honoring the leadership, innovation, and commitment to excellence of the people and businesses in the region’s government contracting community.

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New Member Orientation

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Annual State of Economic Growth

DECEMBER

6

Greater Washington Apprenticeship Network

8

Women in Business Signature Event

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Chamber Holiday Party

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FROM THE CHAIR To return or not to return…?

F

or many area organizations, the answer is not one or the other. It’s “hybrid,” a word that no longer recalls quiet, fuel-efficient cars.

Now, it’s the new workplace normal.

A focus on “hybrid” seems particularly appropriate for our spring issue. As I pen this article, it’s a beautiful sunny day in the 60s. A few days ago, it was snowy and freezing. Spring teaches us to exist with a foot in two different worlds.

If the past 24 months have taught us anything, it’s that we are flexible. When the unexpected happens, we adapt and innovate. The lessons we learned during the pandemic demonstrate that we can accommodate different work situations – 6

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different ways to engage and collaborate with colleagues.

“Hybrid” isn’t without its challenges. The good news is, we are a business community that is willing to share ideas and best practices. Inside this issue, you’ll find expert perspectives and insights on how to make hybrid work for employees, customers and other stakeholders.

A related challenge we’ve heard so much about is the “Great Resignation.” Now, we are all in the process of figuring out how to make the shift to the “Great Reengagement.” To support that important pivot, check out the interviews with Chad D. Griffith of NFP, John Micale of USI and Kyle Armeny of AJG on the role of benefit strategies in employee retention.

Also, Kathryn Falk of Cox Communications provides a great perspective on rebuilding an organization’s culture as employees return to the workplace.

There is no shortage of uncertainty these days. In some ways it feels like we are out of the pandemic frying pan and into the fire of inflation and global conflict.

And, our difficulties pale in comparison to those faced by the citizens of Ukraine.

As so many have eloquently expressed, their situation is heartbreaking, and their bravery is inspiring.

We, in this country, and in the Northern Virginia SPRING 2022

region, have so much for which to be grateful.

I’m thankful for our collaborative community.

I’m confident that regardless of the unexpected circumstances headed our

way, we’ll continue to learn from each other, innovate and drive economic growth in our region.

Wishing you a spring season filled with growth and renewal, LUANNE S. GUTERMUTH

President, LSG Solutions LLC Co-founder & Co-owner, Good Spirit Farm 2021-2022 Chair, Northern Virginia Chamber of Commerce Board of Directors P.S. Speaking of innovation – be sure to check out the NOVA Chamber’s Mid-Atlantic Innovation Celebration on May 12!

Visit: web.novachamber.org/events

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GOVERNMENT

It’s All New: New Governor, New General Assembly Embark on New Era

BY C L AY T O N M E D F O R D Vice President of Government Relations, Northern Virginia Chamber of Commerce

T

he Virginia General Assembly had a lot of “new” this legislative session and made a lot of news along the way.

A few of their “news” included a new governor in Glenn Youngkin, a new House of Delegates speaker in Todd Gilbert, and a new balance of power with House Republicans back in the majority. Legislators made news during this long session by ending local school districts’ mask requirements, negotiating tax cuts and refunds (still pending final approval at press time), and reforming Virginia’s moribund unemployment system.

But maybe the biggest “new” in the 2022 session was returning to an in-person environment.

Both the House and Senate continued to take online testimony, but the bulk of the people’s business 8

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was live in Richmond for the first time since 2020.

The Chamber’s in-person Lobby Day and legislative reception, Viva Virginia, were both a major success and included meetings with top legislators and members of the Youngkin administration.

Being in-person, with a new governor’s administration, is an irreplaceable opportunity.

Overall, it was a positive legislative session for Virginia businesses. While there was no marquee piece of legislation that will impact the trajectory of Virginia’s economy, a number of very important bills will give our economic growth some needed tailwinds as we continue to repair the damage done during the pandemic.

A major investment was made in the Commonwealth’s Business Ready Sites Program. This program will help prepare sites around Virginia for companies SPRING 2022

looking to relocate without the multi-year lead time often needed for site development.

The taxing structure for data centers was made uniform across the state, positioning Virginia to continue to be the national leader in data center growth. Our energy future will include more options with legislation allowing for the commercial sale of biogas like methane. And Virginia’s Right-to-Work status was reaffirmed.

One lasting takeaway from this session will be its potential impact on our ability to fund education and transportation. This kind of infrastructure is the bedrock of a strong economy in Virginia and has been central to the Northern Virginia Chamber of Commerce’s advocacy work for decades.

It will remain central to our efforts in the face of this renewed pressure.

This session the General Assembly agreed to repeal the tax on grocery and personal hygiene products pending final approval in the state budget. At press time this was still under negotiation. The revenue this tax generates is dedicated mostly to education, and legislators believe the General Fund can be used to fill the gap in K-12 school budgets. However, without a dedicated source of revenue, K-12 will now compete with other funding priorities for future governors and General Assemblies. With over $1 billion at stake, it will be no small feat for legislators who support fully funding public K-12 schools to get it to local school districts.

Transportation is also impacted by the grocery tax repeal and, unlike education, legislators made no attempts to fill the gap with General Fund dollars. Thankfully, efforts to repeal the gas

tax increase were defeated in the Senate this session, preventing the hole from being much deeper. However, Virginia does receive 20% of transportation funding from the grocery tax. While legislators in favor of the tax repeal cite full coffers and a robust economy, history shows that will not always be the case. Furthermore, the heavy investment in transportation in Virginia still falls short of meeting the actual needs of Virginians; years of underfunding in the face of growing needs has consequences.

Repealing dedicated sources of revenue, irrespective of the amount raised, the source, or the destination, cannot be undone. It presents advocacy organizations like Chambers of Commerce with a multiyear challenge: identifying a new dedicated source of revenue that industry can support and that generates adequate long-term revenue.

Additionally, this year’s action undermines two of our biggest needs in Virginia and one of our most valuable assets in public K-12 education.

For Chamber members, now is the time to talk to your colleagues and talk to your legislators about why fully funding education and transportation in the Commonwealth is important to your business’ ability to grow. Building grassroots support now will help advocates make the case in future General Assembly sessions.

Chronic underfunding of transportation and education will undermine all the positive investments the Commonwealth and the business community have made toward our economic prosperity.

We have work to do.

THANK YOU TO OUR

ANNUAL PARTNERS PREMIER PARTNERS

ELITE PARTNERS

BUSINESS PARTNERS

Chamber Members named to Forbes 2022 America’s Best Midsize Employers Congratulations to our Chamber members who have been named to the Forbes 2022 America’s Best Midsize Employers: American Heart Association, Avison Young, Baird, Baker Tilly, CohnReznick, Crowe, Deltek, HNTB, Hogan Lovells and Reed Smith.

HEAVY HITTERS

Todd Rowley Presented with Key to NOVA

TODD ROWLEY, Regional PresidentCentral Virginia, Old Dominion National Bank, accepting the Key to NOVA award from NVCC President and Chamber Board Member, ANN KRESS.

The Chamber wishes to congratulate past Chamber Board Chairman, Todd Rowley, Regional President-Central Virginia, Old Dominion National Bank, on being awarded the Key to NOVA from Northern Virginia Community College.

RISING STARS

Deb Gandy named to Forbes’ 2022 Top Female Wealth Advisors Join us in congratulating our own Chamber Board of Directors Secretary and member of our DE&I Advisory Board, Deb Gandy, Managing Director at Chevy Chase Trust, on being named to the Forbes 2022 list of top female wealth advisors in the country!

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Chamber Members Named to 2022 World's Most Ethical Companies List Congratulations to our members who were named to the 2022 World's Most Ethical Companies List: Accenture Federal Services; AT&T; Booz Allen Hamilton; CareFirst BlueCross BlueShield; CBRE; Gallagher; JLL; Kaiser Permanente; Leidos; and Old Dominion National Bank.

Chamber Members Honored by WBJ's 2022 Diversity in Business Awards Congratulations to our members who were honored by the Washington Business Journal's Diversity in Business Awards: Bridget Chatman, Vice President, Diversity, Equity, Inclusion and Belonging, SAIC; Alfonso Guzman, Mid-Atlantic Regional Director, JPMorgan Chase & Co.; Kendall Holbrook, CEO, DEV Technology; Marty Rodgers, Market Unit Lead, U.S. South and Metro D.C., Office Managing Director, Accenture; Kenny Thompson Jr., Vice President of External Affairs, North America, PepsiCo; and S. Tien Wong, CEO, Opus 8 Inc.

ON THE MOVE

Raynor Dahlquist Rejoins Booz Allen Hamilton Booz Allen Hamilton recently announced that strategic cyber operations expert Raynor Dahlquist has rejoined the firm as a senior vice president within the firm’s national security business. As a senior cyber executive leading Booz Allen’s Full-Spectrum Cyber Operations business supporting the defense and intelligence communities, Dahlquist oversees teams across the firm’s defense and national security businesses.

“Raynor’s extensive and multifaceted background in strategic cyber operations and policy will be an asset to our clients as we deliver a full spectrum of cyber solutions to transform U.S. national cyber capabilities,” said Judi Dotson, executive vice president and leader of Booz Allen’s national security business.

Shulman Rogers Welcomes J. Darrel Barros to Support NEXT’s Growth

GOOD DEEDS

J. Darrel Barros has joined Shulman Rogers as a shareholder in support of NEXT, the firm’s platform for startup and emerging growth companies.

A senior business executive and a corporate attorney with extensive experience in finance and business consulting, Barros has a knack for fostering entrepreneurship by empowering leaders and positioning each team member to utilize their strengths in order to be successful.

“We are thrilled to welcome Darrel to our thriving group,” said NEXT Chair Anthony Millin. “His vast experience in the venture capital-backed startup community will provide tremendous value to our clients.”

Kaiser Permanente launches Ukrainian relief giving campaign Kaiser Permanente has launched an employee and physician giving campaign to help with the urgent Ukrainian refugee crisis for physicians and employees who wish to personally support organizations helping with the relief effort, providing refugees with food, shelter, warm clothing, medical care and supplies. Employees and physicians can choose to support these efforts by donating to any of three organizations selected by Kaiser Permanente, and the nonprofit integrated health care organization will match individual donations dollar for dollar, up to a total of $200,000.

“Kaiser Permanente’s mission compels us to take action in response to the events unfolding in Eastern Europe. We are deeply saddened for the people in Ukraine, and for the loss of lives, destruction of communities and displacement of families,” said Greg A. Adams, chair and chief executive officer, Kaiser Permanente.

The Washingtonian Group is proud to support THE NORTHERN VIRGINIA CHAMBER OF COMMERCE Howard S. Rothman Executive Director 202.916.3145 howard.rothman@jpmorgan.com jpmorgan.com/wg 875 15th Street NW, 7th Floor Washington, DC 20005 J.P. Morgan Wealth Management is a business of JPMorgan Chase & Co., which offers investment products and services through J.P. Morgan Securities LLC (JPMS), a registered broker-dealer and investment advisor, member FINRA and SIPC. Annuities are made available through Chase Insurance Agency, Inc. (CIA), a licensed insurance agency, doing business as Chase Insurance Agency Services, Inc. in Florida. Certain custody and other services are provided by JPMorgan Chase Bank, N.A. (JPMCB). JPMS, CIA and JPMCB are affiliated companies under the common control of JPMorgan Chase & Co. Products not available in all states.

INVESTMENT AND INSURANCE PRODUCTS: • NOT A DEPOSIT • NOT FDIC INSURED • NOT INSURED BY ANY FEDERAL GOVERNMENT AGENCY • NO BANK GUARANTEE • MAY LOSE VALUE © 2022 JPMorgan Chase & Co. All rights reserved.

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COVER STORY

The Workforce of the Future is Here and it’s

HYBRID

BY J O N AT H A N H U N L E Y

BROOKE WEDDLE Partner, Washington, D.C. office, McKinsey & Company

T

he scene has become familiar: An office fashioned out of a space that definitely wasn’t supposed to be an office, maybe a base of operations at the diningroom table, or a seat on the couch with a laptop at the ready. Throw in some kids and a dog, and you have the modern workplace, courtesy of COVID-19.

Yes, remote working became a regular feature of American society when the coronavirus was raging and businesses were shut down, not simply a fringe benefit for some employees but a necessity for nearly everyone.

But just because a lot of workers have been given the green light to go back to the office doesn’t mean they all will.

Nope. The hybrid workforce, with its combination of some wage earners in a central location and others logging in remotely, is here to stay, said Brooke Weddle, a partner in the Washington office of management consulting firm McKinsey & Company.

A number of employees want to continue in the hybrid mode because they like the flexibility it offers, and, indeed, with a cellphone and a Wi-Fi

connection, you can do most jobs from anywhere.

Offering a remote option also allows employers to tap into new job markets, Weddle said, which means they can diversify their staff and create a more inclusive culture.

But inclusivity can also be a challenge, requiring businesses to ensure that there isn’t inequity in terms of roles, in other words that they don’t create separate classes of workers based on who’s remote and who works in the office, she said.

A hybrid scenario can also be difficult to figure out logistically, Weddle said, and the role of managers is pretty critical. If they aren’t given the right tools, productivity can drop.

“We have a long way to go in terms of equipping managers to do this well,” she said.

A lot of people are on the case, however. From 2020 to 2021, there was a sevenfold increase in the number of technology companies that had a designated leader for remote work, Weddle said.

To succeed with a hybrid workforce, she said, company leaders need to have

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THE POWER OF APPRENTICESHIP

Breaking down barriers of entry into the tech sector and beyond

BY J O N AT H A N H U N L E Y

I

s your business trying to hire in the midst of the current workforce shortage? And is a four-year degree not really necessary for all of your entry-level positions?

Then starting an apprenticeship program may be for you and the Greater Washington Apprentice Network can help.

The network, created in 2020 by the Northern Virginia Chamber of Commerce, helps companies adopt an apprentice-based model of “earn and learn,” meaning that employees receive on-the-job training while

they earn a living. The idea is that while some skills can be developed within an educational environment, others can best be nurtured within the workplace.

The program connects employers and academic institutions, along with the public and private sectors.

Businesses gain access to best practices from peers, sources of potential apprentice candidates, support services, training resources and more.

One of those academic institutions the network can steer interested Photo courtesy Alarm.com

Bethel, a test analyst apprentice in the Alarm.com apprenticeship program.

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KEILA LOUZADA Director of NOVA Workforce Northern Virginia Community College

companies toward is Northern Virginia Community College, which works with employers to design custom curricula for apprentice programs.

Customized training is attractive to participating businesses because it’s flexible enough to meet the needs of the company involved, said Keila Louzada, the college’s director of NOVA Workforce. Firms come to the college seeking help to train apprentices in certain disciplines, such as IT and technical skills, project management and business communication.

The apprentices may not have a bachelor’s degree like some other job candidates but have some skills and the willingness to learn. They’re taught by instructors who have industry experience, Louzada said, and the companies involved appreciate the community college brand.

“They trust the quality,” she said.

One company the college has worked with is Alarm.com. The Tysons-based business’ apprenticeship program began before the Greater Washington Apprentice Network was organized. It started in 2019 and has seen three groups of apprentices, a total of 35 people, complete the combination of work and study.

Alarm.com’s apprenticeship offers an approximately one-year program with full benefits, classroom learning

and industry certifications, and onthe-job training and mentorship.

The college prepares the apprentices for the certifications and provides study resources. It also tracks their scores and helps them to schedule their exams.

“These are very rigorous industrycredential exams,” Louzada said.

Alarm.com, in turn, trains the apprentices for their on-the-job responsibilities to begin after the certifications are obtained. The apprentices learn content critical to those certifications, how to operate in a corporate environment and technical skills associated with their roles at the company.

“This program has made an impact in our communities as it breaks down barriers of entry into the technology sector,” Alarm.com stated in an email.

Before coming to the Alarm.com program, the apprentices had jobs such as barista, baggage handler and shoe salesman.

For more information about the Greater Washington Apprentice Network, visit greaterwashingtonapprentice network.org.

For more information about apprenticeship programs at Northern Virginia Community College, contact Keila Louzada at klouzada@nvcc.edu.

HARRY KLAFF President of Clients, Global Avison Young

more of a catalyst or architect kind of style rather than one of command and control. Workers need to know the rules of the road, too: When are they expected to be online, and when are they not?

There also is still value in going into the office, said Kyle Armeny, president for the Washington metro area for Gallagher, an insurance, risk management and consulting firm.

Gathering in one spot is key for three Cs: to communicate, celebrate and collaborate.

But if workers are going into the office only to sit in a cubicle from 9 to 5 and not talk to anyone? That’s not a really good reason to make the trip.

“That doesn’t do them a whole lot of good,” Armeny said.

Of course, some jobs aren’t conducive to being done remotely. Lots of retail and manufacturing positions have to be tackled on site, obviously, as does aerospace and defense work, or really anything that involves professionals with security clearances. Employers in these situations can still offer flexibility to employees, though, Weddle said, by decoupling the notion from location.

Think flexibility in terms of time or functions.

Workers also are less likely to integrate quickly into a team in a hybrid situation, she said.

“That’s much harder now.”

Communication is crucial. If a company is communicating well with its employees, there are lower levels of employee burnout and attrition, Weddle said. And organizations with clear and consistent communication see five times as much productivity as those that don’t communicate well, according to a 2021 survey conducted by McKinsey.

In addition, offering a remote option may be necessary to attract top-quality talent, said Harry Klaff, president of clients, global, for real estate company Avison Young.

Some job postings now include a remote work provision. In 2016, only 2% of postings included allowance for remote work. By February of this year, that figure had ballooned to 13.3%, Klaff said.

“That shows a willingness of employers to allow for some level of remote work,” he said.

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ATTRACTING AND RETAINING THE BEST PARENTAL LEAVE INTENTIONAL DEI EFFORTS

ROBUST BENEFITS STRATEGIES :

FAMILY BUILDING ASSISTANCE

THE KEY TO

CONVERT UNUSED PTO TO $$

CONNECTION TO THE COMPANY’S VALUES

GOOD CORPORATE CITIZENSHIP

EMPLOYEE RETENTION

BY J O N AT H A N H U N L E Y

LIFESTYLE SPENDING ACCOUNT 16

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UNLIMITED PTO

C

all it what you want – Great Attrition, Great Resignation or something else – the fact remains that large numbers of folks have been quitting their jobs over the past several months. A total of 4.5 million people voluntarily exited their positions in November alone, the highest monthly figure since the U.S. Bureau of Labor Statistics started recording the data.

So what’s a company to do if it wants to retain its employees, or attract new faces?

One tactic is to bolster benefit packages.

Businesses are competing for workers not just against their peers but also against firms in other industries. So they’re looking beyond run-of-the-mill benefits to items such as the ability to work from home as they try to appeal to top talent in a difficult job market.

“The employment crisis has hit everyone’s shores now,” said Chad Griffith, assistant vice president, corporate benefits, for insurance broker and consultant NFP. Some companies are investing in benefit programs that allow employees to convert their unused paid time off into money that can be used to contribute to retirement accounts or charitable causes, or to pay off student loans, Griffith said.

Others are offering unlimited PTO, giving workers as much time off as they want, provided that their work still gets done.

Another popular benefit is the lifestyle spending account, in which employers set aside a pot of money that employees can use for health and wellness expenses, such as gym memberships or yoga classes. Instead of just giving workers extra pay, it creates a program with the business’ name on it to help with these specific costs. The result, Griffith said, is a benefit that can make employees feel like their company is really looking out for them, to have the sense that, “my company gave me this to kind of help me, to make me happy.”

Employer assistance for services such

CHAD GRIFFITH Assistant Vice President, Corporate Benefits, NFP

KYLE ARMENY Area President, Gallagher

as adoption and fertility procedures is sometimes used as a benefit, too. That can be the deciding factor if a job seeker wants to start or expand a family and has weighed two employment offers as basically equal, Griffith said.

“Family-building is very, very important,” he said.

Parental leave is also significant, Griffith said. It’s become a sought-after benefit, and it has to be available for fathers as well as mothers.

Working moms, too, may appreciate a company offering a benefit such as paying for Milk Stork, a breast-milk delivery service. It enables breast-feeding mothers traveling for business to ship milk to children at home. The notion is similar to an employer paying for other travel expenses, like per diem, a flight or a hotel stay, Griffith said, and he offered a firsthand endorsement. His wife used Milk Stork for an excursion.

“It enabled her to come on the trip with me,” he said.

When deciding on a benefits package, it’s important for companies to understand the demographics of their workforce, said John Micale, CEO of the MidAtlantic region for USI Insurance Services LLC. That drives the strategy.

Are your workers Baby Boomers or Traditionalists? They may be interested in a health care plan that tackles chronic disease or cardiac care. Are they Millennials or in Generation Z? They may be more drawn to spin classes or yoga.

A key component of any benefit program is how a company communicates it to the different

JOHN MICALE Chief Executive Officer, MidAtlantic Region, USI Insurance Services LLC

generations, said Micale, who’s based in Falls Church. Generation Z may want to use a mobile app; Millennials might prefer email; Baby Boomers may want to receive the information over the phone or face to face, and Traditionalists may want to see the details on paper. A business could have a great program, but if it’s not communicated well, executives may not get the most bang for their buck.

The generations differ in how they use benefits, as well, a notion that employers ignore at their peril, Micale said. Younger workers, for instance, expect to be able to take family and medical leave with no penalty, and not understanding that or other distinctions could be dangerous and result in higher turnover.

“That’s when we’re going to lose people,” Micale said.

It’s not a benefit, but being intentional about diversity, equity, inclusion and belonging can also be a way to attract talent, Griffith said. NFP, for example, was one of the first adopters of the holiday of Juneteenth, the commemoration of slavery’s end in the United States.

Being a good corporate citizen is something job candidates look for in a potential employer, he said.

And a connection to a company’s values is something that all generations of workers want, said Kyle Armeny, president for the Washington region for Gallagher, an insurance, risk management and consulting firm. It’s not just Millennials and Generation Z. “It’s become a lot more widespread,” he said.

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LOOKING AHEAD

Trends in Commercial Real Estate

BY J O N AT H A N H U N L E Y

I

t’s easy while working at home because of the pandemic to assume that no one’s ever going to return to an office building, but that’s not quite right, Harry Klaff said recently.

Remote working is here to stay, said Klaff, president of clients, global, for Avison Young, but it’s not having as big an impact on commercial real estate as one might think.

It’s hard to build a culture of work with a hybrid model of some employees in an office and others toiling remotely, he said, as well as to tackle tasks that require collaboration or creativity. And for the

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ability of teams to meet to, say, talk about outcomes, there’s nothing better than gathering in person.

So while companies in some industries may have found success in a hybrid system, others desire to get everyone back together sooner. Technology firms, for example, may be functioning well in this new normal, Klaff said, but media, public relations, life sciences and biotech outfits may be eager to have employees back in a single location.

“It’s a very individual, company-to-company decision,” he said.

The Washington area generally has seen a strong showing in terms of workers heading back to the office. It ranks fourth in the nation among urban markets for successful returns, behind only Boston, Houston and Austin, Klaff said.

Of course, some of those business environments may not look exactly like they did pre-COVID. Workers may be coming back to the office, but for three days a week rather than five, Klaff said. So their employers may now look for flexible scenarios, such as co-working options.

Others may see a significant reduction in footprints. Law firms, for instance, have been productive with employees working from home, HARRY KLAFF Klaff said. And if enough President of companies reduce their Clients, Global office sizes, there will be Avison Young excess real estate available, which may spur some property owners to think about repurposing their buildings, possibly to residential uses.

Structures that will continue as office space

need to be advantageously positioned, and must have all the bells and whistles to attract tenants, said Wei Xie, Mid-Atlantic research director for real estate firm CBRE. With an increased focus on health and wellness, for example, companies may seek access to natural light and fresh air. Lounge areas are important, too, and there’s more of an interest in rooftop development in downtown Washington.

The tight labor market is the catalyst for how employers use office space, Klaff said. A lot of businesses will move to less expensive, less urban locations to save money. New York City, for one, has lost a lot of inhabitants, he said.

In this way, Northern Virginia was less affected

by COVID-19 than downtown Washington, Xie said. The region displays good economic fundamentals, including a strong talent pool.

“As you know, that drives everything,” Xie said.

Workers, however, can be on the move in today’s job market, too.

Northern Virginia and the rest of the Washington metro area are expensive places to live, so employees may choose to live in a cheaper locale if they’re working remotely, Klaff said. Think not only of a move from Fairfax to Fredericksburg, but also one from Fairfax to western Pennsylvania, or even Boise, Idaho.

Time spent at home during the pandemic hasn’t been all about work, though. A lot of online shopping has gone on, which has meant demand for industrial real estate such as warehouse space.

“That has propelled the sector,” Klaff said.

Indeed, the industrial sector never slowed down as the pandemic has worn on. It has seen record rent growth in the greater Washington region and historically low vacancy rates, Xie said.

“Northern Virginia was less affected

by COVID-19 than downtown Washington. The region displays good economic fundamentals, including the fact that the talent pool remains strong here.”

– WEI XIE, RESEARCH DIRECTOR, MID-ATLANTIC, CBRE

WEI XIE Research Director, Mid-Atlantic CBRE

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Economic Forecasters Predict Labor Challenges and Remote Work to Continue

BY JA M E S JA R V I S

From left to right, David Ritchey, Executive Vice President, JBG Smith; Kendall Holbrook, CEO, Dev Technology; Tien Wong, CEO, Opus8; Cecilia Hodges, Regional President, Greater Washington and Virginia, M&T Bank.

T

he labor shortage is worsening, older office buildings are struggling to find occupants and remote work is here to stay.

Those were the big takeaways from the Northern Virginia Chamber of Commerce's 30th annual Economic Conference, held Jan. 25 at George Mason University’s Arlington campus.

Keynote speakers, including Terry Clower, director of the center for regional analysis at GMU, and Jonathan Aberman, dean of the College of Business, Innovation,

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Leadership and Technology at Marymount University, analyzed the effects of the COVID-19 pandemic on the economy both nationally and in the Washington region.

Using data primarily from the U.S. Bureau of Labor Statistics, Clower and Aberman concluded that while some sectors of the economy have bounced back quickly, including service and transportation, other sectors such as finance will continue to experience growing pains and job losses.

But the caveat is Northern Virginia’s economy is in a much

better place than the rest of the Washington region in terms of its overall employment. Clower said Northern Virginia continues to create jobs in professional services, while the unemployment rate in southern Maryland is almost double that of Northern Virginia.

“They came out of the worst of the downturn actually doing pretty well and then they actually fell off a good bit; their growth has not been as good. And then of course, DC has also struggled comparatively.”

These gains are overshadowed by the fact that during the pandemic many older workers retired and are being replaced by younger people who are demanding remote or hybrid work flexibility. There are many reasons for this, but Aberman and Clower said younger people have determined hybrid or remote work makes more sense for their lifestyle.

As an example, in Northern Virginia, Clower and Aberman noted housing prices have continued to rise exponentially even though people with lower-paying jobs,

Left: Terry Clower, director of the center for regional analysis at GMU. Right: Jonathan Aberman, dean of the College of Business, Innovation, Leadership and Technology at Marymount University.

young people included, have more difficulty affording to rent or buy a home. So younger people may move to places where real estate is less expensive, such as Atlanta, Dallas or Charlotte, N.C. Other workers may just move farther from urban areas because they don’t have to commute.

“If you don’t have to be in the city where your job is, why would you spend a million dollars on a small three-bedroom house in Arlington?”

Clower said.

Aberman said childcare is also a motivator because many children are still learning virtually or are home due to COVID exposures.

Additionally, childcare is very expensive in Northern Virginia and for many parents, working remotely means they can care for their children and work simultaneously.

“There is going to be difference between work from home as

an employee benefit, and work from home as a matter of policy, meaning…relatively unskilled or a sort of a fungible type job that many people could do, because of the war for talent, there’s greater tolerance to let people work remotely,” Aberman said.

Aberman noted cost of living and remote work flexibility are part of the reason why Northern Virginia is experiencing labor constraints for higher-wage jobs, especially in technology. As a consequence, companies are changing their policies to accommodate workers’ needs, which also has implications for commercial office space.

The days where employees all sit at desks in one space five days a week appear to be vanishing gradually, Aberman said. Nonetheless, he added, employers are hoping to find other ways to attract workers to the office by adding amenities.

“[Businesses] are taking just about as much space as they would have before [the pandemic], maybe a little bit less, but they’re configured differently. They’re configuring it in expectation of having more people coming in… for meetings – more hotel-type offices and they're focusing on amenities,” he said.

Newer Class A buildings usually are outfitted with top-of-the-line fixtures, amenities and HVAC and technological systems.

Aberman said that while those buildings are in increasing demand in Northern Virginia and nationally, older buildings, often labeled Class B and C, with fewer amenities may continue to struggle.

“There's an awful lot of Class B space in the market,” he said. The region-wide office vacancy rate is 18%, the highest ever.

Aberman said it’s unclear what happens to those older buildings.

“What we do with the Class B [and] C space is going to be of essential importance. Does it become residential? Does it become mixed-use? Does it become a data center? These are all open questions.”

James Jarvis is a reporter for InsideNoVa.com. You can reach him at jjarvis@insidenova.com

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THE NEXT PHASE

Rebuilding the Office Culture

BY K AT H RY N FA L K

“W

elcome back! So good to see you after two years!”

This is a pretty common phrase these days, one that can be heard across the region as people are returning to the office, events and, dare I say, the new normal.

According to the New York Times, 50 million people left the office during the pandemic. Before 2019, only 4% worked exclusively from home while after May of 2020, 43% did so. For white-collar workers the figure was even higher – at 65%.

As the pandemic recedes and spring descends on us with warm weather and more daylight, many of us are coming out of hibernation.

Offices are reopening and many leaders are asking how they can entice workers to come back to the office and get back to normal.

First, we have to realize that just like the world has changed, our teammates have changed and the old “normal” is gone.

Employees want different things now and with the war for talent and unemployment rates in the region back to pre-pandemic low levels, it’s going to take a new approach to office expectations and culture to strike the best balance.

Looking Ahead:

What’s the Future of the Office?

ADAM SHREINER, Vice President of Jones, Lange LaSalle, recently told me, “Personally, I think the future of the workplace is really bright and exciting.

For many years offices have been just that, ‘the office.’ I think organizations and leaders now are being forced to ask some of the important questions that, frankly, prior to COVID they were able to avoid because offices were in so many ways homogenous and universally accepted ‘as-is,’ so to speak.

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“Looking ahead, I think there are two critical questions an organization must ask itself when looking at physical workplaces for people. The first is, what is the purpose of our workplace?

“The answer will be different for every individual organization. We have heard a variety of answers thus far, ranging from ‘the office will be a place for our people to primarily perform more collaborative tasks’ to ‘it’s essential that our people be together as much as possible for

| SPRING 2022

purposes of our culture and the speed with which we need to communicate and work together to remain ahead of our competition.’

“If you’re in the first camp, then designing a workplace that is focused on gathering spaces and infused with tools and technology that make meetings and team-centric events more productive and comfortable will be critical.

“If you’re in the latter camp, then locating and designing a workplace that fosters energy and has any type of space and/or tools that an employee might need to do any variety of tasks on a given day will be of great importance.

“The second critical question is, what sort of people and culture do we envision? Ultimately, this question may be more impactful on workplace

strategies than the first. One thing I think we’ve learned from the last two years is that some leaders and people are OK with working from home, and some really prefer being in-person. I think over time we will see people more so than companies self-select and gravitate towards those like them when it comes to working in-person versus working from home.”

In addition, Shreiner notes that, almost all office leasing in the United States during the pandemic was in trophyquality buildings in major markets such as New York, Austin, Washington and Northern Virginia and almost entirely by

“Big Tech” firms such as Amazon, Google and Microsoft. “These organizations and their leaders from the beginning have been steadfast in their commitment to giving their people more optionality but have also continuously reiterated how crucial to their culture and innovation working together is.”

As with any change, it may not be easy, but by putting in the effort to think it through both from a short- and longterm perspective and to communicate openly and frequently along the way, you can set your employees and your business up for success in this next phase of our new normal.

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Enticing Employees to Come Back: First Things First Create and share a safety and wellness plan

Leaders first need to create and share a safety and wellness plan that demonstrates not only how the office will be safe to occupy but also addresses physiological safety. Because of the trauma brought on by the pandemic, we need to ensure everyone is able to show their true self without fear of negative consequences to their career. Bottom line, each person must feel that they are accepted and respected.

With these as a base line, we can start to encourage and entice workers to come back.

Get flexible

Most workers continue to want some sort of hybrid approach. According to a study by the Future Forum, a consortium launched by Slack in September 2020, globally, nearly seven in 10 respondents said hybrid is their preferred work environment. But most workers also want flexibility in not just where they work but when. While 78% of all survey respondents said they want location flexibility, nearly all (95%) want schedule flexibility.

The goal here is to come up with a clear plan that is flexible and addresses your teams’ needs. To engage employees, you may want to have each team come up with their own “Team Agreement” about days, schedules and availability.

Then, be sure to communicate these plans with key boundary partners. Flexibility is critical in such a tight labor market where inflexibility could result in an exodus.

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Optimize Your Office

for the Digital Workday Critical to supporting a hybrid approach to work is ensuring your technology can accommodate your employees’ connectivity at home and in the office. Here are a few ideas to consider: 1. EQUIP YOUR WORKPLACE FOR SUCCESS Extending your WiFi and equipping hybrid meeting spaces can improve communication between on-site and work-from-home (WFH) teams. In addition to having the physical equipment at home and the office, you also need a strong cloud solution to ensure a seamless transition and secure collaboration across locations and between team members.

2. PUT EMPLOYEE SCHEDULES IN THE CLOUD Impromptu brainstorming sessions occur spontaneously in the office, but it’s trickier in hybrid environments.

The solution is to provide employees with accessible schedules and presence data.

3. EMPHASIZE BOUNDARIES AND POLICIES The never-ending workday is one of the most significant risks of a digital environment. Even if your employees keep standard business hours, they may feel tempted to jump on a call after hours or pressured to answer emails on a day off.

McKinsey & Company finds that employees are most interested in precise hours for collaboration and expectations for when they should be online, and guidelines for on-site workers wanting to dial in during a meeting. Giving employees the freedom to set their boundaries within your policies empowers them to optimize their day and maintain a work-life balance

Fun Ways to Welcome Employees Back Create programming that brings people together:

• • • • • •

Mentor Mondays – have mentors and mentees meet in a special area and provide snacks Speed networking programs Togetherness Tuesdays – come in for a quick lunch of sandwiches or pizza Speakers on wellness – virtual or in person Host book clubs Conduct volunteer activities like packing snack bags for a local food pantry

Freshen up the office and include free food:

• • • • •

Offer “welcome back” trinkets such as branded cups and hand sanitizer.

Create a coffee bar with extra offerings Put plants in the office Provide fresh snacks in break rooms. (Most people prefer individually wrapped snacks or fruit. Hold off on the pizza party and popcorn machine until summer.)

Create a free lunch day

Have some fun:

• •

Create and host scavenger hunts Add game tables like putting greens, foosball, air hockey, cornhole, Jenga and board games in break areas

And for safety, make sure that you have:

• • •

Hand sanitizer dispensers in several visible locations Disinfectant wipes in all break rooms and high traffic areas Ultraviolet phone sanitizers in break rooms

Start small: Pick one day a week to focus on and advertise that as a day for people to gather. For example, host “Monday Fun Days!” with the goal of having as many employees as possible start their week in the office.

Don’t forget the newbies: Some employees may have never been to your office because they were onboarded during the pandemic so have a plan for them too, including maps of the building, directional signage and instructions on badging and using the copiers and printers.

Kathryn Falk is the Vice President and Market Leader for Cox Communications in Northern Virginia and the immediate past Chairman of the Board of Directors of the Northern Virginia Chamber of Commerce. | SPRING 2022

They spend time with us They’ll spend time with you

When readers turn to The Business Voice, they see people they know and others they’d like to know – former colleagues, rising stars, award winners, and do-gooders. They see favorite co-workers celebrated, and former employers highlighted. They get market forecasts, legislative updates, and deep dives into topics like diversity, remote work and more. Our readers – thousands of the most prominent business decision-makers and community leaders across the region – spend time with us because we reflect what’s most important to them.

And because they spend time with us, they’ll spend time with you.

To advertise, contact Bruce Potter at 571-333-1538 or bpotter@insidenova.com

The Business Voice is a quarterly publication produced by InsideNova in collaboration with the Northern Virginia Chamber of Commerce.

EVENTS chamber signature gatherings

30th Annual Economic Conference: Outlook 2022 On January 25, the Northern Virginia Chamber of Commerce hosted the 30th Annual Economic Conference: Outlook 2022. Attendees had the opportunity to listen as keynote speakers Jonathan Aberman, Dean, School of Business & Technology at Marymount University, and Terry Clower, Director of the Center for Regional Analysis at George Mason University, presented the results of a joint research study into workforce and economic trends.

Keynote Speakers

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2

1 JONATHAN ABERMAN, Dean, School of Business &

Technology, Marymount University 2 TERRY CLOWER, Director of the Center for Regional Analysis, George Mason University

Panelists KENDALL HOLBROOK , CEO, Dev Technology

DAVID RITCHEY, Executive Vice President, JBG Smith RUTH WILLIAMS-BRINKLEY, President, Mid-Atlantic,

Kaiser Permanente TIEN WONG, Chairman and CEO, Opus8, Inc.

From left to right, David Ritchey, Executive Vice President, JBG Smith, Kendall Holbrook, CEO, Dev Technology and Tien Wong, CEO, Opus8.

2022 Lobby Day and Viva Virginia On January 27, Lobby Day and Viva Virginia returned after last year’s COVID-induced hiatus.

Co-hosted by the Northern Virginia Chamber of Commerce, the Arlington Chamber, and the Alexandria Chamber, the annual legislative reception was attended by lawmakers and business leaders alike.

Above: Lobby Day meeting with Senate Majority Leader Dick Saslaw. From left to right: Luanne Gutermuth, Chamber Board Chair; Dana Kauffman, NOVA Community College; Laura Linn, Dewberry; Clayton Medford, Nova Chamber; Sen. Dick Saslaw; Jason Stanford, Northern Virginia Transportation Alliance; Renee Hamilton, Dulles Greenway; Brandon Todd, Washington Gas; Julie Coons, Chamber President & CEO; Scott McGeary, Washington Gas

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2022 Shape of the Region Conference: Finding Our Way Back to Mental Health On March 15, the Community Foundation for Northern Virginia, in partnership with the Northern Virginia Chamber of Commerce, hosted the 2022 Shape of the Region Conference: Finding Our Way Back to Mental Health. With an emphasis on “designing a more accessible, equitable system in Northern Virginia,” this year’s conference featured an expert panel of state and national leaders in the mental health arena who conducted a candid discussion on the challenges of accessing basic mental health services in our region, and offered a variety of innovative ideas and opportunities to address this critical issue.

Host 1 DREW WILDER, NBC4 Northern Virginia Reporter

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Keynote Speaker

2 REGINA S. JAMES, M.D., Chief, Division of

Diversity & Health Equity and Deputy Medical Director, American Psychiatric Association

Panel: System Change 3 SANDY L. CHUNG, MD, FAAP, FACHE,

AAP President 2022, CEO, Trusted Doctors 4 DARCY E. GRUTTADARO, JD, Director, Center for Workplace Mental Health, American Psychiatric Association Foundation 5 GERMAINE BUCK LOUIS, PHD, MS, Dean, College of Health and Human Services, George Mason University 6 DEBORAH D. OSWALT, Executive Director, Virginia Health Care Foundation 7 NAVID RASHID, MD, FAPA , Medical Director, Northern Virginia Mental Health Institute

Panel: Equitable Solutions 8 CHAPLAIN TAHARA AKMAL ,

Clinical Pastoral Education Manager, MedStar Washington Hospital Center 9 DR. ALFIEE M. BRELAND-NOBLE , Founder, The AAKOMA Project, Inc. 10 CLAUDIA CAMPOS GALVÁN, Chief Programs Officer, Nueva Vida, Inc. 11 KEITH D. RENSHAW, PHD, Department Chair and Professor of Psychology, College of Humanities and Social Sciences, George Mason University

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NEW MEMBERS Let’s give ’em a warm welcome

CONSTRUCTION

ARCHITECTURE NONPROFIT/ ASSOCIATION/CHAMBER

HNTB The orange square in our logo is what we call the HNTB Spark.

It’s infused every HNTB project since our founding in 1914.

The Spark is inspiration, the fire of new ideas and a source of illumination. And, of course, the HNTB Spark builds. It builds technical knowledge, consensus among competing stakeholders, and understanding between policymakers and the public. hntb.com

ATTORNEYS/LEGAL SERVICES

Habitat for Humanity Prince William County Habitat for Humanity Prince William County became an affiliate of Habitat for Humanity International in 1994. Since then, it has completed more than 200 housing and community development projects in Prince William County, Manassas and Manassas Park. habitatpwc.org

COMMUNICATIONS / MARKETING / ADVERTISING / PUBLIC REL ATIONS

Clark Construction Group Clark Construction Group is one of the most experienced and respected building and civil construction firms in the United States. For over a century, the company has been transforming the ideas and visions of its clients into award-winning projects. Clark Construction Group builds with the intention of exceeding client expectations for safety, quality, functionality and aesthetics and delivers assets that stand the test of time. clarkconstruction.com

CONSULTING

Taylor Huguley Powers PLLC

W2 Communications

McKinsey and Company

The attorneys at Taylor Huguley Powers PLLC have navigated hundreds of family law clients through some of life’s most difficult challenges and protected what they valued most. We have a comprehensive understanding of family law in all its many aspects and are committed to providing effective legal advice and zealous advocacy, whether in negotiation, mediation or litigation. thpfamilylaw.com

W2 Communications is a strategic marketing and communications firm with a history of launching innovators, building brands and growing businesses. Combining public relations, creative, content, research and lead generation capabilities, we elevate clients by focusing on the audiences that matter most – from prospects and partners to investors and potential acquirers. w2comm.com

McKinsey and Company serves clients at every level of their organization, whether as a trusted advisor to top management or as a hands-on coach for front line employees. We partner with clients to put recommendations into practice and work directly with them over the long-term, to help develop workforce skills, drive operational improvement and apply new working methods. mckinsey.com

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CYBERSECURIT Y

SysNet Technologies, Inc.

BizOps Solved, LLC BizOps Solved are value creation consultants and growth strategists.

We work with lower middle market companies to protect business continuity, optimize business operations and accelerate growth. bizopsolved.com

SysNet Technologies, Inc. provides the full scope of cybersecurity and information assurance services to the federal government. These services address Federal Critical Infrastructure Protection (CIP) policy, planning and procedures, governance/risk/compliance, assessment and audit and cyber operations utilizing SysCIP, the copyrighted SysNet Technologies CIP methodology. sysnettech.com

GOVERNMENT CONTR ACTING CONSULTING

ICF

Newport, LLC Mid-Atlantic

ICF is a global advisory and digital services provider, but we are not your typical consultants. We combine unmatched expertise with cuttingedge engagement capabilities to help clients solve their most complex challenges, navigate change and shape the future. icf.com

Newport helps CEOs of privately held, growth stage companies grow their businesses faster, deliver maximum value at exit and successfully transition from one generation to the next. newportllc.com

Sorensen Institute for Political Leadership The Sorensen Institute, through a variety of programs, brings together diverse, bipartisan groups with an interest in bettering their communities. By promoting collaboration, trust, ethics and mastery of public policy issues, Sorensen plays an important role in shaping a positive political discussion, greater understanding among Virginia’s regions and successful results in Virginia’s governments and communities. sorenseninstitute.org

GOVERNMENT CONTR ACTING - DEFENSE

SAIC SAIC is a Fortune 500 technology integrator. Our robust portfolio of offerings across the defense, space, civilian and intelligence markets includes secure highend solutions in engineering, IT modernization and mission solutions. Using our expertise, we integrate the best components from our portfolio and our partner ecosystem to deliver innovative, effective and efficient solutions. saic.com

GOVERNMENT CONTR ACTING - IT/ TECHNOLOGY

Controlled Technical Services LLC CTS provides tailored technical solutions and strategies in support of government and commercial operations. controlledtechnicalservices.com

Iron Bow Technologies Iron Bow transforms technology investments into business capabilities. Our strength lies in our experience and partnerships with leading manufacturers and technology partners. We are flexible in the deployment of technology using the right combination of on-prem, cloud and as-a-service. Our team designs solutions that make the difference. ironbow.com

LCG Inc. Laurel Consulting Group (LCG) provides services to federal government agencies to remain a step ahead in a digitally dynamic world. For decades, LCG has proven that government programs are more effective and impactful when information, ideas and technology are effectively managed. lcginc.com

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Hope For The Warriors

HEALTH/HEALTHCARE SERVICES

American Cancer Society At the American Cancer Society, we’re on a mission to free the world from cancer. Until we do, we’ll be funding and conducting research, sharing expert information, supporting patients, and spreading the word about prevention. All so you can live longer — and better. cancer.org

Personic Virtual Clinic Personic Health Care is a physician owned leading provider of quality free COVID-19 testing services and innovative remote patient monitoring devices. Through our CLIA licensed and COLA accredited high complexity lab we offer RT- PCR testing with a one-day turnaround and on-site Antigen testing, with results available in 15-minutes, at all our sites. All of our services are offered at no cost. personichealthcare.com

NONPROFIT/ ASSOCIATION/CHAMBER

Good Shepherd Housing and Family Services Good Shepherd Housing (GSH) is committed to preventing and ending homelessness. GSH places families facing homelessness into its housing and maintains this housing at affordable rent levels.

In addition, GSH supports families with case management services, financial assistance, budgeting and credit management programs and individualized counseling. goodhousing.org 30

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We believe those touched by military service can succeed at home by restoring their sense of self, family, and hope. Nationally, Hope For The Warriors provides comprehensive support programs for service members, veterans, and military families that are focused on transition, health and wellness, peer engagement and connections to community resources. hopeforthewarriors.org

OFFICE/BUSINESS SERVICES

Venture X Arlington Venture X Arlington-Courthouse Metro is a modern office space offering a secure, shared, flexible workspace. Our offices are private and quiet and we have world-class dedicated IT for our members.

Our members include government agencies, entrepreneurs, established businesses, startups and small- to medium-sized businesses. Gym, bicycle parking, onsite parking available. venturex.com/locations/arlingtoncourthouse-metro/

PROPERT Y MANAGEMENT

Erickson Senior Living At an Erickson Senior Livingmanaged community, residents gain more than a rewarding lifestyle – they gain the strength and experience of a national leader in senior living and health care. At present, the Erickson Senior Living network includes more than 27,000 seniors in 11 states. ericksonliving.com

RESTAUR ANTS

Thompson Hospitality Thompson Hospitality is a fullservice restaurant, contract food service and facilities management company. It is the largest minorityowned food service company in the U.S., and the ninth-largest overall. In addition, Thompson Hospitality provides food and/ or facilities management services to 25 of the nation’s historically black colleges and universities. thompsonhospitality.com

PROFESSIONAL SERVICES

TR ANSPORTATION

Intelligent Office - Tysons

Friendship Logistics LLC

Whether you need to find a place to work, a headquarters for your company or a team of professional virtual assistants we have the solutions you need and the expertise to design the perfect virtual office fit for your business and your budget. intelligentoffice.ca/virginia/ tysons-corner

Friendship Logistics is an international logistics company that excels in providing commitment, integrity, and services to its customers. A women-owned small business established in Virginia, we have more than 30 years of experience in the shipping industry. friendshiplogistics.com

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