Diversity Works! Magazine - Spring 2008 Career Fair/Expo Edition

19th Annual Barbara E. Webb DiversityWorks! Career Fair/Expo

Spring 2008 Career Fair/Expo Edition

Importance of Diversity in Business An official publication of the Urban League San Diego County

Empowering Communities.

Changing Lives.

An Affiliate of the National Urban League

18.

features

Dealing with Generation X,Y & Z “In the mid-70's, job offers were rarely turned down and the scales...

20.

ULSDC Success Story Recon Recycling is a remarkable business, built through the very service it provides.

26.

Diversity In The Workplace Workplace diversity refers to the variety of differences between people in an...

28.

Diversity in Philanthropy Achieved A world famous leader once said, “There are two things you don't want to see being made - sausage and legislation.”

36.

NAS Diversity Insights: Diversity Recruitment Diversity Recruitment Striving for a diverse workforce is a dominant issue for human resource...

departments 4.

5.

7.

9.

24.

30.

32.

40.

The President/CEO’s Desk The Publisher’s Desk From the Mayor Career Fair/Expo Program Q&A with Sarita Maybin 2008 State of Black America Diversity Champions: Dave Winfield ULSDC Diversity Summit

Credits

p. 20 Diversity Works! is an initiative of the Urban League of San Diego County designed to build bridges between communities of color and corporations.

The Diversity Works! Magazine is a quarterly publication complied by the Business & Workforce Development Department of the Urban League of San Diego County. For more information on editorial submissions, or display advertising, please call 619-266-6244 or email: diversityworks@sdul.org.

About the Urban League of San Diego County The Urban League of San Diego County is a nonprofit, nonpartisan, civil rights and community-based movement that serves over 10,000 people annually, by providing direct services, research and policy advocacy to help individuals and communities reach their fullest potential. Primarily working with African-American and other emerging ethinc communities, its network of professional staff is working to close equality gaps for people at all economic levels and stages of life, and giving citizens a chance to give back as volunteers. ULSDCis a 501c(3) Non-Profit Agency Established in 1953.

Mailing Address: 720 Gateway Center Drive, San Diego, CA 92102 / Ph: 619-263-3110 / Fax: 619-263-3660 / www.ulsdc.org An affiliate of the National Urban League.

Urban League San Diego County

Empowering Communities.

Changing Lives.

President/CEO - Ray King Publisher - Maurice D. Wilson Editor-in-Chief - Maurice D. Wilson Managing Editor - Sheri L. Williams Layout & Design - Graphics by Design Photographer - Mike Norris Cover Design - Graphics by Design Cover Design Concept - Maurice D. Wilson Contributing Writers - Maurice D. Wilson, Henry Evans, Alex Padilla, Dr. Robert K. Ross, Colin McBride, Rebecca Smith

from the president’s desk.....

“Tapping into San Diego's Diverse Resources.” ear Friends:

D

I send my warmest greetings as you gather for this year's career fair activities. On behalf of the Urban League of San Diego County's Board of Directors and our executive management team, we are pleased that you have chosen to participate in the 19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo.

In reviewing the schedule of events, in advance, for the day, I know that your time will be occupied with both a power laced series of seminars and employment opportunities to network and relax with others interested in their personal and professional development.

The theme of this year's career fair/expo: “Tapping into San Diego's Diverse Resources” carries a responsibility of each of you to utilize the lessons learned in meaningful ways, now, rather than at some point in the future.

I commend the many organizers, volunteers, community leaders, and sponsors who have contributed to the work of the Career Fair over the last 19 years. Your contributions continue to create positive change throughout San Diego County. I would like to express my gratitude, and encourage you to continue your exceptional work.

Again, you have my best wishes for this exciting career fair expo and it is my hope that you enjoy your time together and be open to new thoughts and opinions.

With warm regards,

Ray King, President/CEO 4

DiversityWorks! Magazine / Spring 2008

Diversity ! s rk

o W from the publisher’s desk.....

n our ongoing effort to promote diversity and inclusion in employment, The Urban League of San Diego County through its employer volunteer network and our co-sponsors - San Diego Union-Tribune, 10News and Azteca America San Diego 15 - the Career Fair Committee is proud to present the 19th Annual Barbara E. Webb Diversity Works!

Career Fair/Expo.

I

Understanding how difficult it is to stay on top of the various employment trends and the even more difficult task of tapping into key resources to link to that "dream" job our theme for this year's career fair is: "Tapping into San Diego's Diverse Resources."

As stated in the San Diego Workforce Partnerships 2007 annual report: Job gains are expected in professional and business services, education, leisure and hospitality, and healthcare. Job

It further stated that the visitor services industry is forecast to continue to expand, with new jobs being created as foreign tourists take advantage of the devalued dollar. It is estimated that the visitor tally will increase to 28 million in 2007, up from 27.6 million in 2006; and their direct spending will increase to $6.3 billion, up from $6.0 billion in 2006. Sixty-five conventions already have been booked at the San Diego Convention Center.

You can image what we could be seeing in 2008!

The career fair's format has been designed to ensure that both employers and jobseekers gain the exposure, tools and benefits they desire from their participation. More than 5,000 jobseekers are expected to attend the career fair/expo, offering employers a great opportunity to tap into a new

talent pool. Job seekers also will have the opportunity to take advantage of local resources to help prepare them for job interviews. They may also take part in workshops focusing on practices that support the retention and advancement of diverse employees.

Diversity Works!

Where should your employment antenna be honed in to in 2008? Here's a hint:

stability is projected for the manufacturing sector, while job losses are projected for the construction and government sectors.

We are proud to host this years career fair/expo and thank the many people who helped make it possible.

Maurice D. Wilson, Publisher

Advertise in DiversityWorks!

San Diego’s #1 publication promoting diversity in the workforce!

DiversityWorks! brings you the latest technology in diversity implementation tools.

To learn more about DiversityWorks! and the Urban League of San Diego County go to www.ulsdc.org.

For information on advertising please call Maurice D. Wilson, (619) 266-6244.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

5

ULSDC y r o t s i H

dentifying and solving largescale social problems requires a social entrepreneur because only the entrepreneur has the committed vision and inexhaustible determination to persist until they have transformed the entire system.”

Ashoka Fellow

“I

Urban League San Diego County established in 1953, provides the following services for the San Diego community: • Workforce Development • Housing Services • Youth Intervention & Prevention

The Urban League is the nation's oldest and largest communitybased movement established in 1910 and devoted to empowering Communities of Color to enter the economic and social mainstream.

WORKFORCE DEVELOPMENT The Workforce Development services of the Urban League is the most significant employment and job placement source for minority youth and adults in the Southern California area.

• Group Career Counseling • Job Search Assistance • On-Site Interviews • Advisory Board • Placement Assistance Referrals • Resource Room • Career Fairs. Mini Career Fairs, Diverse Professional's Networking Mini-Career Fairs, Virtual Career Fairs • Employability/Life Management Skills Workshops • On-line Job Bank

THE URBAN LEAGUE STRATEGY Our three-pronged strategy for pursuing the mission is: Ensuring that our children are well-educated and equipped for economic selfreliance in the 21st century; Helping adults attain economic self-sufficiency through good jobs, homeownership, entrepreneurship and wealth accumulation; and Ensuring our civil rights by eradicating all barriers to equal participation in the economic and social mainstream of America .

THE URBAN LEAGUE METHODS The Urban League movement carries out its mission at the local, state and national levels through direct services, advocacy, research, policy analysis, community mobilization, collaboration and communications.

6

HOUSING SERVICES As a result of the services provided, the Urban League has successfully assisted over 600 families in obtaining homeownership.

• Homebuyer Services • Credit Smart Services • Budget & Credit

DiversityWorks! Magazine / Spring 2008

Counseling Services • Mortgage Default/Delinquency Assistance • Home Equity Conversion Mortgage Counseling • Emergency Financial Assistance The Urban League of San Diego County's Youth Education and Prevention Department empowers the community by investing in our youth.

Our team plants seed of responsibility, self worth, and hope into the lives of San Diego County youth.

Through our various programs we nurture over 1,000 young people a year.

YOUTH INTERVENTION & PREVENTION • 21st Century YLT • Golden Pyramid National Achievers' Scholarship Awards • Read and Rise Literacy Program • Male-to-Male Forums THE URBAN LEAGUE MISSION The mission of the Urban League of San Diego County is assisting African Americans and other underserved people in San Diego County to achieve social and economic equality through advocacy, bridge building, program services and research.

from Mayor Sanders...

“I commend the Urban League of San Diego County's continuing efforts to close equality gaps by focusing on diversity. This annual career fair highlights the vast pool of human resources available to local employers who otherwise may not be exposed to the talent available in our region.

I encourage employers and jobseekers to take advantage of this opportunity before, during and after the career fair. Together we can build a better San Diego through diversity.�

Jerry Sanders, Mayor, City of San Diego

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

7

A diversity of great technology and solutions starts with a diversity of great people

At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. We believe that by recognizing the uniqueness of individuals, empowering each employee and truly valuing their input, our company performs above and beyond all expectations. It’s a philosophy we will always embrace. It’s right for people, and it’s right for business.

Raytheon Integrated Defense Systems (IDS) is a leader in complex systems development and integration solutions. With a strong international and domestic customer base, including the U.S. armed forces and U.S. Missile Defense Agency, IDS provides integrated capability solutions to the air, surface and subsurface battlespace.

For more information, please visit us at:

www.rayjobs.com © 2007 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity and affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

9

Barbara’s ! n o i s i V

Through her leadership and concern for community, she earned the commitment and support of over 50 local companies named, "The Career Fair Committee." For the past 19 years, representatives from these companies came together to help Barbara coordinate this event which slowly evolved into a community (diversity) celebration, and annual commitment to the mission of the Urban League, building bridges with jobseekers and employers. It is also a testimony of the impact Barbara had in the community.

Barbara Evonne Porter Webb Tenure with the League: April 4, 1986 September 21, 2007

As the founder of the Urban League's Career Fair, Barbara grew this event into the largest and longest-running career fair in the history of San Diego, focused on matching employers with people of color.

10

DiversityWorks! Magazine / Spring 2008

Over the years, Barbra's vision and unselfish devotion to community service has earned her a place in the hearts of all who have been in contact with her.

At her memorial service, Retired President and CEO Cecil H. Steppe proclaimed that the Career Fair will now be called The Barbara E. Webb Annual Career Fair/Expo.

We will all miss her.

History: ULSDC Career Fairs 19th Annual Barbara E. Webb DiversityWorks! Career Fair/Expo “It is said that successful projects are built on great ideas that become shared visions among leaders who are committed to seeing them through to completion.�

O

Today we see increases in high-tech manufacturing, biotechnology, information technology and healthcare.

Through each of these changes, the Urban League of San Diego County's (ULSDC) goal has been to bring employer and prospective employees together in a mutually beneficial way.

It is said that successful projects are built on great ideas that become shared visions among leaders who are committed to seeing them through to completion.

In early 1989, Barbara Webb, deputy director of employment for the ULSDC, identified a need to bring employers and prospective employees together to increase job opportunities for all members of the community. On approval from the executive staff, Barbara researched and began planning a career fair which over the years has become the largest of its kind in San Diego.

Barbara began her task by recruiting a planning committee of 35 local executives and staffing professionals, and by following a successful model from the Los Angeles Urban League, the ULSDC's first annual career fair, chaired by Art Duam of NCR Corporation and held at the Scottish Rite Auditorium in Mission Valley, took place in April of 1990.

At the event 64 exhibitors participated with over 4,000 people in attendance. The event was so successful that we outgrew the facility. The following year a more accommodating facility was needed, and the fair was moved to Golden Hall at the San Diego Concourse where it continues to be held each spring. Last year the career fair welcomed our largest crowd ever, 115 exhibitors and nearly 8,000 participants.

Career Fair/Expo

ver the last decade we have seen a transformation in the local employment picture. The defense industry was a major employer in the early 1990's but by '95 this focus had shifted to telecommunication, software development and the tourism and hospitality industry.

Whether the need is job training, employment readiness, interview skills and resume preparation or educational assistance, the ULSDC stands ready to make the employment dream a reality for those who seek it.

Each career fair requires nearly a year in planning.

From our first group of 35 members, the Urban League Career Fair committee has grown to 73 members, many of who return year after year to work with Career Fair co-chair Barbara Webb and her staff in the Employment and Training department. The group that plans our "Bridge to a Brighter Future" event is comprised of area business community volunteers from the public, private and nonprofit sectors. It involves all levels of employees from many of the region's top companies, in a combined effort to assist the ULSDC in its attempt to increase job opportunities for all members of the community.

On September 21, 2007 Barbara Webb passed, but her vision of a better San Diego for us all lives on.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

11

s Chair n o s r e P

THANK YOU! To the following companies for their support of the

Urban League of San Diego County's elcome to the 19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo, "Tapping into San Diego's Diverse Resources," hosted by the Urban League of San Diego County.

W

As the Co-Chairs of this year's event, we are proud to announce our new media sponsor partners KGTV Channel 10 News and Azteca America San Diego 15!

We hope that this is the beginning a long and mutually beneficial partnership. We are also very pleased to have the San Diego Union Tribune returning for their seventh consecutive year as our presenting sponsor. It is a great honor to have the largest newspaper in San Diego County proudly presenting the largest diversity career fair/expo in town -- this truly is an example of "Diversity Working!"

We would like to extend a special "thank you" to all of the participating employers who have made a commitment to the principles of diversity and inclusion in San Diego's workforce through their involvement in this year's career fair/expo. We are extremely enthusiastic about your continued support of not only the Urban League of San Diego County, but also to the entire community of San Diego County.

We invite each of you to take advantage of this once a year opportunity to come together with colleagues, job seekers and new acquaintances that are facing the same employment and networking challenges that you are. We look forward to your active participation -sharing insights, discussing innovations and overcoming employment challenges -- that is what this event is all about!

Sincerely,

Callie Clayton

Stephanie Love-Payne

Callie Clayton Co-Chair

Stephanie Love-Payne Co-Chair

12

DiversityWorks! Magazine / Spring 2008

2008 Barbara E. Webb Career Fair/Expo

CAREER FAIR/EXPO SPONSORS PRESENTING CAREER FAIR/EXPO SPONSORS Signonsandiego & San Diego Union Tribune 10News & Azteca America San Diego 15 GOLDEN GATE SPONSOR Science Applications International Corporation (SAIC) BROOKLYN SPONSORS Cardinal Health San Diego Workforce Partnership

Career Fair/Expo Schedule URBAN LEAGUE OF SAN DIEGO COUNTY DIVERSITY WORKS! CAREER FAIR EXPO April 24, 2008, 10:00 a.m. - 4:00 p.m.

Golden Hall - San Diego Concourse Convention o 202 "C" Street, San Diego, North Terrace 9:59

Ribbon Cutting Opening Ceremony With Mayor Jerry Sanders

10:00

Career Fair/Expo opens

11:00 - 11:30

Featured Speaker (for exhibitor's only) Dave Winfield Silver Room

Dave is one of the most respected motivational speakers on the circuit. He addresses diverse international audiences from elementary schools and colleges -- to corporations such as AMEX, CDW MasterCard, Marriott, John Hancock Financial Services, Monster.com, IBM, Xerox, GE Small Business Solutions, General Motors, Bank of America and the FDIC. His dynamic presentations feature: sports, education, health and fitness, teamwork and corporate productivity.

Sponsored by SAIC 10:30-11 a.m. & 1-1 :30 p.m. / Glass Room (202)

Prevent Burnout & Design a Career You Will Love!

Chris Snook, CEO/Head Coach, Action Potentials Sponsored by bizSanDiego 11 :30 a.m.-Noon / Coronado Bridge Room (206)

What's Money Got to Do With It? It's About Salary Negotiations!

This workshop will arm you with the knowledge you need to enter into salary negotiation with confidence and come out a winner! Salary negotiation is brief, but it has significant consequences. It is important to prepare appropriately and you can do so by attending this workshop.

Nancy Davis, Student Development Services Supervisor, Grossmont College Sponsored by Cubic

Sponsored by CIC Research 1:30-2 p.m. / Bay Bridge Room (208)

Managing Finances While Job Hunting A decrease in income can be stressful during your job search. Learn strategies to reduce bills, put payments on hold and talk to creditors. The seminar will also include credit report information, bill management, debt payment strategies and tips for a successful budget.

Stephanie Murphy, Regional Director of Education, Community Relations and Development, Money Management International Sponsored by CitiBank 2:30-3 p.m. / Golden Gate Bridge Room (209) Job Search Tips for Youth (Panel Presentation) New to the workplace? Don't miss this informative panel, which is presented by professionals in the business of hiring and guiding young people into the world of work. Ask questions and get informed!

Trevor Blair, Business Development Manager, Manpower, Inc., Christina Harrison, Counselor, Mesa College/Palomar College Monica Loyce, Senior Human Resources RepRecruitment, SeaWorld San Diego Sponsored by San Diego Workforce Partners

Additional Free Services 10 a.m.-3:45 p.m. Resume Critique

Do you think your resume could use a little help?

Have it critiqued by employment and human resources professionals who will also provide suggestions and handouts on how to maximize its impact. This is one of the most popular services offered during the event. ..and it's free!

Sponsored by Angelica Corporation

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

13

Career Fair/Expo

In this information- and strategy-rich workshop, best-selling author Chris Snook will teach you how to ... o Separate yourself from the pack of other interviewees in any job search o Understand and work with the Law of Compensation o Find a career you love and get paid what you are worth o Think like an owner and become a valued employee/trusted advisor

12:30-1 p.m. / Brooklyn Bridge Room (207) Five Rules of Job Search Success (Presented in Spanish) Job Seekers are often unprepared to compete for jobs in today's job market. Learn five rules that will help you prepare and become more confident while seeking work.

Randea Hinojosa, Human Resources Generalist, Loews Coronado Bay Resort

Career Fair/Expo Exhibitors 19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo 91.7/93.3 ACE Parking ADT Security AIG America General Life & Accidental Alliant International University Calif. Conservation Corps -ProBono Cardinal Health Channel 10 Coca Cola Bottling Co Coleman College Cox Communications Cricket Communications Cubic DCS/EDD (disability serv) ProBono Deaf Community Services of SD Delta Design Employment Development Dept Enterprise Geico Goodrich Aerostructures Inventive Kaiser Koch Membrane Loews Coronado Bay Resort Manpower Marriot International MedImpact, Inc Metropolitan Transit System National University

14

DiversityWorks! Magazine / Spring 2008

On Call Employee Solutions, Inc Pepsi Bottling Group Prudential Qualcomm Raytheon Company Remec Defense & Space SAIC San Diego Airport Authority San Diego Community College San Diego Convention Center Corp San Diego Fire-Rescue/City of San Diego San Diego National Bank San Diego Port Authority San Diego Water Authority San Diego Work Force Partnership San Diego Zoo SBA SCORE ProBono Scripps Health SDGE / Sempra SDSU Foundation SeaWorld Sedona Staffing Senior Areospace, Jet Products SMS Technologies TD Ameritrade The Employment Guide (Tr) Time Warner TJX Companies Total Document Solutions Transportation Safety Administration Tri West Healthcare UCSD UCSD Healthcare Ultimate Staffing Urban League of San Diego County US Border Patrol Union Tribune Wal-Mart Stores, Inc. Zoological Society of San Diego

Career Fair/Expo Supporters Special thanks to the following companies for their generous support of the Urban League of San Diego County's

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo National Cinemedia

Atlas Mechanical

Port of San Diego

California Conservation Corps

SAIC

Casper Company

San Diego City College SIFE

CIC Research

San Diego Community College Dis.

Coca-Cola

San Diego Continuing Education

Cubic Corporation

San Diego Job Corps

Deaf Community Services

San Diego Marriott Hotel & Marina

EDD

San Diego Monitor News

Employment Guide.com

San Diego Union-Tribune

Erreca's, Inc.

San Diego Workforce Partnership

GEICO

San Diego Zoo

GES

SeaWorld

Graphics by Design

SignOnSanDiego.Com

Grossmont College

Souplantation

Hawthorne Machinery Co.

Southland Envelope

Ideefixe

Total Document Solutions

JACK 100.7

UPS

JenMark Industries

West Coast Barbeque

Kevin and Jackie Freiberg KFMB

Career Fair/Expo

Angelica Textile Services

KPRZ Kyocera America, Inc. Loews Coronado MAGIC Mike's Mobile Auto Detailing Neighborhood Market Association NAS Recruitment Communications

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

15

Career Fair/Expo Committee

16

Dee Dee Andrews Enterprise Rent a Car 5 years

Shirley Grothen United Port of San Diego 3 years

Daryl Brady San Diego Union-Tribune 7 years

Cindy Hall Grossmont College unknown

Callie Clayton Ultimate Staffing Services 11 years /Co-Chair (9 years)

Randea Hinojosa Loews Coronado Bay Resort & Spa / 2 years

Nancy Davis Grossmont College 14 years

Burke Jones Total Document Solutions 6 years

Wendy DeHaas Bernard Hodes Group 10 years

Matt Kaiser NAS Recruitment Comm.

2 years

Edna Derringer Employment Development Dept 2 years

Carrie Lewis Kyocera America, Inc. 19 years

Val Ellinor NAS Recruitment Comm.

2 years

Janet Loomis UCSD 8 years

Doug Elliot San Diego Continuing Education 6 years

Stephanie Love-Payne Raytheon 2 years/Co-Chair

Heather Ellison Deaf Community Services (EDD) 3 years

Monica Loyce Sea World 5 years

Carla Espinoza Cubic Corporation 2 years

Mary Kay Mason Volunteer 7 years

Letitia Fleming Employment Services MHS 7 years

Rosemarie Mirano-del Mar UCSD 3 years

Debbie Foersch Hawthorne Machinery Co. 1 year

Ana Padilla Ultimate Staffing Services 1 year

Judie Gianturco JenMark Industries 10 years

Andrea Patrick San Diego Continuing Education 1 year

DiversityWorks! Magazine / Spring 2008

Theresa Radiez City of San Diego 6 years

ULSDC Board of Directors OFFICERS

Dessie Russell Volunteer 2 years Adrianna Sitz San Diego Zoo 2 years Judith Smith Deaf Community Services (EDD) 9 years Bob Stamp Cubic Corporation 14 years Marylou Straub GEICO 1 year Dee Thomas SAIC 12 years

Denise Whisenhunt San Diego Community College District 1 year Irateen Willis Manpower 3 years Maurice Wilson Urban League of San Diego County 12 years

Denise Jackson, Vice Chair Balboa Travel, Inc. Keith Goosby, Secretary U.S. Navy (Ret), Guild President Lee Wills-Irvine, Immediate Past Chair Qualcomm Ray King, President & CEO Urban League of San Diego County MEMBERS Al Abdallah, State Farm Insurance Gustavo A. Bidart, CitiBank Samuel Bresler, SAIC Constance Carroll, SD Community College District Ignacio De La Torre, AT&T Cynthia James, Management Consultant Business Wayne Glass, UPS Keith Goosby, UL Guild President Mel Katz, Manpower Stephanie Love-Payne, Raytheon Peter MacCracken, Strategic Communications Sheron Maxwell, Camp Dresser & McKee Inc. (CDM) Darrell Porcher, President, UL Young Professionals, Sony Richard Rogers, Rogers Consulting Business John Schierer, REMEC Debra Stephens, Carter Reese & Associates James E. Watkins, Jr., Bank of America Walter Watts, Sycuan Casino & Resort

Career Fair/Expo

Pearl Thornton Volunteer 19 years

Walter Stevens, Chair SPAWAR

Reginald White, US Bank

Vikki Wright Ratheon 1 year Phil Zamora Hawthorne Machinery Co. 10 years Carlette Lewis San Diego Workforce Partnership 1 year Prerston Chipps San Diego State University 5 years

Thank You for Attending This Years 19th Annual Barbara E. Webb Diversity Works!

Career Fair/Expo SAVE THE DATE

20th Annual Barbar E. Webb Diversity Works! Career Fair/Expo April 23 2009

Feature y r o St “In the mid-70's, job offers were rarely turned down and the scales tilted in favor of employers when it came to negotiating terms The tide has turned, with virtually zero unemployment and technology candidates in high demand. The power has shifted.�

18

DiversityWorks! Magazine

Dealing with Generation X, Y, Z How to Earn Their Loyalty

By Henry Evans very generation of management (and parents, for that matter) feel the same way. We just can't seem to figure out how to win over Generation X, Y or Z...wherever we are in the algorhythm of workforce generations. We bemoan a changing world, the unyielding and unpredictable influence of technology on young minds and growing ambitions.

We are confused and even frustrated that the old rules aren't necessarily working for us anymore.

E

Welcome to the Generation of the Employee. Many smart companies have beefed up their compensation

What's Important to Them Consider this possibility: money and perks aren't all today's employees are after! Perhaps, the anthem for Generation X, Y and Z is less along the lines of The Rolling Stones' “I Can't Get No Satisfaction” and more in step with Aretha Franklin's “R-E-SP-E-C-T.” They’re really not such a mystery: •

•

Over two years ago, the University of Minnesota conducted a study with Generation Xers to determine workplace attitudes and priorities. The findings are eye-opening. The most important factor for Generation Xers when considering a job is the potential for "being appreciated". This farsurpassed security, wages and benefits. Other findings were: If today's employees start to stag-

nate in a job, it's likely they'll move on. In short, this generation of employees wants to engage and make a difference -- now.

Unlike their fathers (and/or grandfathers), this crop has little intention of going for the gold watch. Time is short and they know it.

•

They want challenge. They will not be satisfied with doing the same job for decades. There are more opportunities today and they know it. They have higher expectations for themselves than previous generations, and aren't apologizing for it.

•

Parenting is a priority. Many of today's employees were children of divorce, or a part of the "latchkey generation". Employers are taking note that family life has become a major priority for this group; employees want something different for their children than they themselves experienced. Meredith Bagby, an economist, news commentator and author in her 20's speaks to the effects of divorce on her generation in her book Rational Exuberance, “Half of this generation comes from divorced families.

Since 1970, when Xers were growing up, the divorce rate has tripled.

Our generation is marrying later,

continued on p. 23

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

19

Diversity Works!

Are Generations X, Y & Z that different from Baby Boomers or the young professionals that preceded them?

Admittedly, the job market has come full circle a couple of times in the last thirty years. Job applicants have been enjoying the fruits of a ripe market.

In the mid-70's, job offers were rarely turned down and the scales tilted in favor of employers when it came to negotiating terms The tide has turned, with virtually zero unemployment and technology candidates in high demand. The power has shifted. Employees at virtually all levels are intent on having their needs met.

And they're becoming increasingly clear on what those needs are. This is no small thing. Fortune 500 companies across the country are taking notice.

and benefits packages to keep them happy. Smaller companies may find this easier to do than their global corporate counterparts, who face more complex issues in re-vamping reward programs and creating more employee-friendly benefits packages. This can be a costly endeavor. In the competitive world of employee retention, this is a cost of doing business today.

Trying to figure out what makes today's work force tick has HR departments across the country in a quandary.

y r ULSDC o t S s

s e c c u S

Recon Recycling is a remarkable business, built through the very service it provides. The company's mission statement is "Recycle everything," exemplified through the company's history and the decisions of its management team.

Richard McCaskill, one of the company's founders and its CEO, believes that everyone -and everything deserves a second chance. He and his business partner, Markus Olson, began the company after a failed foray into the music industry.

20

DiversityWorks! Magazine

Recon Recycling Aims to Give 'Paper, Bottles & People' a Second Chance

By Alex Padilla, Union Tribune Staff Writer e didn’t have any startup capital, so we had to collect recyclables and transform the revenue from the recyclables into support for the business - rent, whatever the general costs were - and, as far as the tools for the business, we utilized our old van from the music business and whatever containers we needed were salvaged from the trash,” said McCaskill. “Most of the things we used to start this business were recycled things.”

“W

McCaskill laughingly compared the management team to the United Nations, but the analogy is not a complete exaggeration. The team includes people of varied ethnic and cultural backgrounds - covering the countries of Korea, Persia, Brazil, Mexico, Spain and Afghanistan, to name a few - as well as different professional backgrounds, from military experience to law and finance.

Whether it is a question of taking on a new employee or taking in the lowliest broken bottle lying in a dumpster, the people at Recon Recycling learn from everyone and recycle everything.

“We recycle people also - paper, bottles

The Recon Recycling workforce, the employees who complete the daily routes and perform the activities that keep the company functioning, are what James Holland, a member of the management team and financial advisor, calls the “heart and soul of the business, because without them, we wouldn't have anything. You're only as good as your employees let you be.”

Recon Recycling's goal for every employee is to provide training in every aspect of the business, allowing employees to receive the advanced training they may not have found otherwise.

Melvin Anderson is at least one Recon Recycling employee who appreciates the welcoming atmosphere and commitment to second chances. After completing an 8-year prison sentence, he looked to the Urban League of San Diego County for guidance and assistance in developing a new life for himself. The Urban League enrolled him in a pilot program, after which he was introduced to Richard McCaskill and found his "happily ever after" at Recon Recycling.

toos and I'm not looked upon differently, because of my tattoos, because of my background, because of my ethnic upbringing.”

Anderson is living proof of the value of the program put in place by Maurice Wilson, vice president of business and workforce development for the Urban League of San Diego County. As Recon Recycling grows and moves to a larger location to take on more production and more employees, his role in the company will grow to include being a mentor and trainer for the new employees.

“You know, some people are given chances based on their background, or their upbringing or whatever it may be,” said Holland, “but, then again, some people aren’t given those chances and it's not their own fault, it’s because of their environment.”

The Urban League of San Diego County and companies like Recon Recycling are giving people that opportunity, a second chance to make a difference.

As Anderson expressed simply, the company is "doing something for the world." They are healing the environment through the elimination of waste and healing society through a diverse workforce, recycling “paper, bottles and people.”

“What makes the job the best for me is the people - the people that I meet, the people that I work with,” said Anderson. “There's no judgment, say, because of my background. (For example,) I have tattoos. People see my tat-

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

21

ULSDC Success

The growing Recon Recycling team included a number of homeless recruits, from whom McCaskill and Olson learned a great deal about the best places to find recyclable products. They also learned from other businesses in the industry, asking questions and gathering necessary information. In time, the growing business attracted the attention of various entrepreneurs and investors, leading to Recon Recycling's current management team, another expression of the company's commitment to diversity.

and people,” said McCaskill, commenting on the number of people who need jobs, but may not have the training necessary to obtain them or may have been in an unfortunate situation. “If you give a person an opportunity, you'd be surprised at what they can learn, and how powerful they can be.”

Powered by diversity As a leading global energy company, we believe in the power of personal achievement. That’s why we are committed to discovering and encouraging the unique power within each employee.

Dealing with Generation X, Y, Z How to Earn Their Loyalty continued from p. 19 for working parents who seek flexible work hours and opportunities to work at home. Certainly computers have made this a workable arrangement for many employers. And, telecommuting is common now in many industries. Employers are being forced to sit up and take notice of a workforce that is increasingly independent.

The Bottom Line Many employers consider this growing list of wants and needs intimidating. Others consider these attributes potentially advantageous. They are the attributes of healthy, focused and independent thinkers. Leaders, even. The challenge lies in how to keep this generation of employees motivated and loyal. Whether they’re Generation X, Y or Z, here are a few tips on how to earn their loyalty:

putting more time into family and sacrificing less for the job. The biggest challenge is providing our own children with what we didn't have - fathers, time, attention, security” •

•

Today's breadwinners are considering choices previous generations didn't dare to make. For example, frequently the higher paid spouse keeps working after kids become a part of the equation while the other stays home. Gender is not a factor in deciding which spouse will stay at home. This generation is not bound by stereotypes. According to the Families and Work Institute, 60 percent of men and women under age 25 with children would make "a lot" of sacrifices in money and career advancement in order to spend more time with their families, versus 34 percent of workers overall.

Personal freedom is close to a battle cry, particularly

Lift the hood on your organization. This generation wants to be a part of something meaningful. Engage them by letting them in on the strategic direction of the company.

•

Clearly define goals and objectives for achieving success. Hold yourself and your employees accountable for results. Articulate expectations for the individual as well as the organization. It's important that everyone feel that what they do on a day-to-day basis is worthwhile and relevant to the company's success.

•

Recognize a job well done. This generation is willing to work extraordinarily hard when they're truly engaged in what they're doing. And they respond well to being recognized for it.

•

Engage your people to find out what's important to them Employees today have a good reason to be cynical; they've heard about "open lines of communication" much more often than they've experienced it. Make them believers.

•

Be flexible. Dare to loosen the reins on traditional policy and test out new incentive programs, flexible work hours and home offices for your best people.

Diversity Works!

“Many employers consider this growing list of wants and needs intimidating. Others consider these attributes potentially advantageous. They are the attributes of healthy, focused and independent thinkers. Leaders, even.”

•

Employee loyalty isn't a given anymore; you have to earn it.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

23

with

Sarita Maybin

Author of If You Can't Say Something Nice, What DO You Say?: Practical Solutions for Working Together Better (2006), Interview by Rebecca Smith

n accomplished public speaker, Sarita’s clients for training sessions and keynote speeches include Hewlett-Packard, Nokia, SUN Microsystems, Toyota, WD-40 and the Professional Golfers Association. She holds a Master of Education from the University of Maryland.

A

What's your “elevator speech?” My main message is that we have other options for communicating. What IF you can't say something nice? My term is “constructive confrontation.”

How did you establish your consulting business? Baptism by fire! I worked as a seminar contractor for six years for CareerTrack (a training company that is no longer in business). Meantime, I stayed at my "day job" as a university administrator.

I started public speaking on a full-time basis nine years ago. I just jumped! I called everyone to say that I was available for training workshops.

What's the highlight of your work? I love the speaking itself! I usually say that the constant travel, the long waits in airports, the marketing and planning are all the “real” work. So I get the joy of speaking for

24

free! I really thrive on the energy of the audience, especially when people don't want to be there. For instance, I have given mandatory negativity training sessions for various city and county departments.

These employees leave my sessions knowing that they have options. Change is difficult, and we can get ugly in those situations, like when the entire computer system of our organization is transitioning!

Any advice for aspiring public speakers?

Right now, my biggest contracts with two large technology companies. Family, friends, relatives and friends are always your best leads. Don't quit your day job!

Join professional associations.

I also say, “Go with what brought you!”

Whatever makes you unique, play it up!

Your experience is your best branding! When I'm in front of a particular audience, for instance, I mention that I'm an “army brat.”

Talk about your upcoming projects. I definitely want to see more collaboration in my work, like my recent book release with California State University San Marcos. The university produced an insert for the winter catalog, scheduled media interviews and

DiversityWorks! Magazine / Spring 2008

hosted a signing event.

I also want to work more with large organizations and companies that have limited time, personnel and resources to focus on communications.

Forty percent of my speaking engagements are conferences, keynote addresses and breakout sessions, so I want to develop those connections, too.

What's your motivation? Having a life! I'm raising a daughter who is 16. I work out with step aerobics at least four times per week. And I've been salsa dancing for the past seven years! I find that multitaskers are the most well-adjusted professionals - if any one area in our lives is not going right, we have other aspects to keep us motivated!

Ultimate g n i ff a t S

orkplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more.

W

Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals meed to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.

Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.

Broader service range A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.

Variety of viewpoints A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively.

More effective execution Companies that encourage diversity in the workplace inspire all

26

DiversityWorks! Magazine

Diversity in the Workplace: Benefits, Challenges, & Solutions of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.

Challenges of Diversity in the Workplace Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are: Communication- Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale.

Implementation of diversity in the workplace policies- This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization.

Successful Management of Diversity in the Workplace- Diversity training alone is not sufficient for your organization’s diversity management plan.

A strategy must be created and implemented to create a culture of diversity

Recommended steps that have been proven successful in word-class organizations are: Assessment of diversity in the workplace- Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated. Reassessment can then determine the success of your diversity in the workplace plan implementation.

Development of diversity in the workplace plan- Choosing a survey provider that provides comprehensive reporting is a key decision. That report will be the beginning structure of your diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a time line for that change to be attained.

Implementation of diversity in the workplace plan - The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose. Attitudes toward diver-

sity originate at the top and filter downward. Management cooperation and participation is required to create a culture conducive to the success of your organization’s plan.

Recommended diversity in the workplace solutions include: Ward off change resistance with inclusion. Involve every employee possible in formulating and executing diversity initiatives in your workplace.

Foster an attitude of openness in your organization. Encourage employees to express their ideas and opinions and attribute a sense of equal value to all.

Promote diversity in leadership positions. This practice provides visibility and realizes the benefits of diversity in the workplace.

Utilize diversity training. Use it as a tool to shape your diversity policy.

Launch a customizable employee satisfaction survey that provides comprehensive reporting. Use the results to build and implement successful diversity in the workplace policies.

As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity policies and plan for the future, starting today.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

27

Diversity Works!

Resistance to change- There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress.

that permeates every department and function of the organization.

Diversity p i h ers d a e L

A world famous leader once said, “There are two things you don't want to see being made - sausage and legislation.� ll too often attempts to remedy perceived situations are addressed through legislation that misses the mark entirely in finding practical solutions. San Jose Assemblyman Joe Coto's AB 624 is a prime example. Drafted to mandate diversity reporting by private foundations in California with assets of $250 million or more, the legislation doesn't really get to the core issues faced by communities of color.

A

It is true that organized philanthropy must do a better job of recognizing the value of inclusion and diversity in its grant-making, leadership and staffing. But diversity in philanthropy is best achieved through voluntary leadership and thoughtful planning - not legislative mandates.

Diversity is best achieved when it is understood, prioritized and integrated into the operations of a foundation as a tool for effectiveness in, and responsiveness to, the communities being served.

28

DiversityWorks! Magazine / Spring 2008

Diversity in Philanthropy Achieved Through Leadership, Not Mandates Source: The Mercury News | Written by: Dr. Robert K. Ross Philanthropy itself is very "diverse," not monolithic, with many different missions, priorities and programmatic goals. Foundation asset size alone is not the appropriate threshold for determining whether diversity should be a goal for any specific foundation.

Community and family foundations should also aspire to be more diverse and inclusive, but it is problematic to interfere with donor intent and impose diversity as a requirement.

Tapping the problem-solving creativity of communities and community leaders directly impacted by these disparities constitutes a critical strategy - not only in health improvement, but also in building sustainable, healthy communities where families of all races and ethnicities can thrive.

Supporters of AB 624 have argued that this legislation represents an important step for "transparency" in philanthropy. This argument lacks validity; it suggests that private foundations have data on diversity-in-grant making that they are hiding. This is not the case.

I suggest we cut through the "transparency" rhetoric to cite what the real issues are: poverty, equity and opportunity in communities of color and other underserved communities.

The opportunity and equity gap for working class and low-income families grows each year in California and across our nation. We are losing valuable ground for families gasping to afford health insurance and a decent home, to get a decent job or to put their kids through college.

So while diversity in philanthropy constitutes an important issue, let's place it in its proper perspective.

Voluntary leadership should drive it, as a result of its inherent value.

To my colleagues in the field of philanthropy: I suggest that we use the opportunity of this legislation to offer an alternative and productive set of strategies that provide forward motion in addressing the underlying problems and challenges faced by communities of color in our state.

To the California Legislature: I implore that you not reduce the value of diversity to a mechanistic and mandatory numbers game. Real change and results are coming from philanthropic organizations that have chosen to embrace diversity as a guiding principle and act upon it. Interested persons may visit http://www.diversityinphilanthropy.comto learn more about these voluntary efforts.

I suggest we would more effectively spend our time jointly crafting and implementing meaningful publicprivate strategies to improve health care, reduce poverty and expand educational opportunities in distressed communities.

Diversity Leadership

The California Endowment has the phrase "underserved communities" prominently featured in our mission statement. Diversity matters to our foundation. We embrace it as an important tool - as a means, not the ends - because racial and ethnic disparities in health and health care in our nation are matters of equity and social justice.

In the meantime, neither federal nor state policy-makers appear to have a blueprint, never mind a strategy, for addressing the growing poverty and opportunity gap that leaves frightening numbers of minority families behind. This is the real issue, one that demands thoughtful and strategic discussions - and action among leaders in the public and private sectors.

Current s t n e v E By uplifting black women, especially those struggling hardest to keep their families together and their dreams on track, we lift up every American community. I encourage you to read this year’s edition of the State of Black America: In the Black Woman’s Voice with special attention to the Opportunity Compact. Our country urgently needs a new vision to close the gaps between black and white Americans. The State of Black America and the Opportunity Compact will help guide the way.

---Marc H. Morial, National Urban League President & CEO

30

DiversityWorks! Magazine / Spring 2008

2008 State of Black America The National Urban League “In the Black Woman’s Voice” Executive Summary - Part 1 ince 1976, the National Urban League has released its annual State of Black America (SOBA) report, a barometer of conditions of the African-American community in the United States. The 2008 edition of the State of Black America report is subtitled “In the Black Woman’s Voice.” As the subtitle suggests, the report provides the black female perspective on the challenges that currently confront African Americans in general and women of color in particular.

S

With a Foreword by the esteemed Dr. Dorothy I. Height, president emerita of the National Council of Negro Women, the 2008 State of Black America features essays from noted black female scholars, political activists, business consultants and other critical thinkers.

Key Findings: 2008 Equality Index In addition to addressing specific themes, the 2008 State of Black America report, includes the National Urban League 2008 Equality Index,™ an aggregate measure of the relative status between blacks and whites in America, based upon five sub indexes: Economics, Education, Health, Social Justice and Civic Engagement The overall 2008

Other highlights: • The Economic sub-index (30% of the Equality Index) is 56%, unchanged for the previous year.

• The Education sub-index (25% of the Equality Index) of 78.2% is a 0.6 decline from 2007 (78.6%).

• The Health sub-index (25% of the Equality Index) increased 0.4% point to 75.7%, upon revision of the 2007 figure from 77.8% to 75.3%.

• The Social Justice sub-index (10% of the Equality Index) increased six percentage points from a revised 65.4% in 2007 to 71.7% in 2008. The largest improvement of all sub-indexes.

• The Civic Engagement sub-index (10% of the Equality Index) was 103.6%, a decrease of 1.3 percentage points from 105% in 2007.

Economics: The Economic sub-index remained unchanged from last year (56.8%), and the index for median income remained the same at 61%. The poverty index minimally changed, with three times as many blacks as whites living below 125% of the poverty line. The black-white unemployment gap decreased between 2007 (45%) and 2008 (49%).The 2008 Equality Index also showed an increase in the digital divide, a component of the economics subindex, in which the ratio for adult users of broadband access increased from to 82%, and increase of 21% from 2007.

Education: In the Education sub-index, the rate of enrollment for African-

American students within the age range of 30 to 34 years of age increased from 7.2% to 10%, with much of the school enrollment occurring at the college level.

Also, the index indicated that the dropout rate for black high school students decreased from 15% in 2007 to 13% in 2008. However, the index showed a 15 percentage decline in college enrollment for recent AfricanAmerican high school graduates from 2007, with black students less likely to enroll compared to recent white high school graduates.

Health: The 2008 Health sub-index increased slightly, at a 0.4 percentage point. The gap in total uninsured increased this year, with the index falling from 56 percent in 2007 to 53% in 2008. Also, there was minimal change in the gap of children’s health insurance, with black children twice as likely to be uninsured compared to their white counterparts (52%).

Social Justice: Of all sub-indexes of the Equality Index, the Social Justice sub index showed the most improvement, with jail sentencing for blacks decreasing 15 percentage points, from 93% in 2007 to 77% in 2008. Also, the average sentence for blacks decreased from 44 months to 40 months, while the average sentence for whites increased from 34 months to 37 months.

Civic Engagement: Civic Engagement is the only area in which African Americans exceed whites. However, the sub-index indicated a small decline at 1.3 percentage points. Black volunteerism in the U.S Military reserves has slightly decreased over the last five years, possibly due the current war in Iraq.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

31

2008 SOBA

The 2008 State of Black America presents the National Urban League’s groundbreaking Opportunity Compact, a comprehensive set of principles and policy recommendations designed to empower all Americans to be full participants in the economic and social mainstream of this nation. The Opportunity Compact provides the framework for the 2008 edition, with several essays addressing the recommendations set out in the Compact.

Equality Index is 73%, an increase of 0.41% from the 2007 index. The 2008 Equality Index indicates an increase in economics, education and social justice sub indexes.

Diversity s n o i p m a h C

In his 22-year baseball career, Hall of Famer Dave Winfield was selected 12 times as an All-Star. He also has the distinction of being drafted in three different pro sports. Known for helping underprivileged children, he was one of the first baseball stars to include charitable work in his contract, and his foundation was the first organization of its kind created by an athlete.

Now a baseball exec, he's written Dropping the Ball, an analysis of what can be done to save America's national pastime.

32

DiversityWorks! Magazine

Dave Winfield Keynote Speaker, Stresses Diversity in Business

By Colin McBride, Union Tribune Staff Writer reatness and diversity are two words likely to come to mind for anyone reviewing Dave Winfield’s athletic career. It is widely known that this Baseball Hall of Famer could do it all on the diamond.

Winfield’s running, fielding, and batting statistics are compared only with the game's most celebrated players, a tribute to his baseball prowess.

G

In 2004, ESPN named him the thirdbest all-around athlete of all time - in any sport. And, why not? This sixfoot-six gamer dominated the world of organized sports. His high school and college careers were top-tier, proven by countless awards and trophies.

Of course, as history shows, much to the fans’ delight, professional baseball became Winfield's career of choice.

He played “America’s favorite pastime” with all his heart. Off the field, he dug deeper than other athletes, reaching out to communities and forming the Winfield Foundation for inner-city children - a philanthropic business model that continues to be imitated in professional sports.

After 22 seasons as a player, Winfield retired to what could have been a life of leisure. Instead, he went to work in the front office of the San Diego Padres organization.

With his celebrity reach and his mind for solid business practices, Winfield has become a respected member of the corporate business world. He has written several books over the years and his latest, “Dropping the Ball: Baseball’s Troubles and How We Can and Must Solve Them,” reflects the critical consideration he has given the game he loves.

Winfield has also gained a reputation on the lecture circuit as a fine motivational speaker and he is often tapped to address such issues as sports, education, health and fitness, teamwork, and corporate productivity.

Creating a more diverse business climate is one topic that is particularly special for Winfield. He stresses that companies that want to be financially successful during this age of instantaneous information must be aware of cultural diversity and how it can improve business.

“It's a business imperative,” he said.

“Do the right thing with the right people ... because there are benefits in it.”

One of the benefits, according to Winfield, is the creation of solid business connections, for example, the relationship between the Padres and the Urban League. Winfield had known about the Urban League through his brother’s involvement in his hometown of Minnesota, but it

was the Padres’ pursuits in urban marketing that introduced the Hall of Fame player to local chapter president Ray King and the Urban League of San Diego County.

Winfield uses the Padres' inclusion of minority-owned businesses (25 percent) during the construction of the hugely successful Petco Park facilities as a model of what diversity in business should look like.

He said that working to gain diverse inclusion in the bidding process added value to the organization’s community relations, in addition to improving the bottom-line. Diversity is as much about business competition as it is about the awareness of the cultural identity of the people involved.

Diversity Champions

Winfield’s athletic skill-set is certainly diverse. He remains the only college player in history to be drafted by four professional teams in three different sports - baseball, basketball, and football.

There, he has focused on marketing the team and community relations as vice president and senior advisor.

“Any business has to have a topdown consensus, a buy-in that puts (diversity) policies in place as shortterm goals, in order to measure any progress,” said Winfield. He added that companies that become educated about diversity come to be considered “forward-thinking” by those that do business with them, which is a positive way to publicize.

Diversity in business is about the employees, says Winfield, though he adds that it is also about procurement, inclusion, advertising, marketing reach and community involvement.

“All these things - together,” said Winfield,” give reasons for your customers to respect, identify, and support your business.”

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

33

WE OFFER...

ENDLESS

POSSIBILITIES

SDCCD.EDU 619.388.6500

San Diego’s largest provider of workforce training and university transfer.

CITY COLLEGE

askus@sdccd.edu

www.sdcity.edu

MESA COLLEGE

www.sdmesa.edu MIRAMAR COLLEGE www.sdmiramar.edu

SAN DIEGO COMMUNITY COLLEGE DISTRICT Board of Trustees: Marty Block, J.D., Rich Grosch, Bill Schwandt, Maria Nieto Senour, Ph.D., Peter Zschiesche Constance M. Carroll, Ph.D., Chancellor

CONTINUING ED www.sdce.edu

s t h NAS Diversity Recruitment g i s n I iversity Recruitment Striving for a diverse workforce is a dominant issue for human resource professionals. Its evolution in human resources has given diversity a new face. But a simple definition of diversity is different for each organization. Today diversity in the workplace encompasses more than the traditional view that focuses primarily on gender and race. It has taken on a much broader definition. The changing demographics of the labor force and marketplace are making it necessary for companies to step up their diversity recruitment programs.

According to the Society for Human Resource Management, leveraging workplace diversity is increasingly seen as a vital strategic resource for competitive advantage.

D

What is Diversity?

What is your organization’s definition of diversity? Today, there is more to diversity than just gender and race. It has evolved from anti-discrimination compliance to focusing on inclusion, and the impact on a company’s bottom line.

Diversity in today’s workplace refers to racial minority groups, ethnic minority groups, women, older persons, persons with disabilities, persons of nontraditional sexual orientation, persons for whom English is a second language, and other nontraditional groups. According to one human resource generalist, another dimension of diversity even includes characteristics that influence our lives and our value systems. Some of these include geographic location, income, religion, recreational habits, educational background, work experience, parental status, and marital status. So, there is no one set definition. The definition of diversity depends on the organization and its stage of

36

DiversityWorks! Magazine / Spring 2008

development regarding workforce diversity.

Why is Diversity Recruiting Important?

Diversity recruitment is good for business. Diversity recruiting is important to a company’s profitability. In today’s global economy, buying power rests in the hands of people from all walks of life. To appeal to this large customer base, companies need to hire people from all walks of life. By employing a diverse workforce, companies can tap into their specialized insights and knowledge about the marketplace. This is why it is becoming increasingly important for a company’s makeup to reflect the makeup of their customer base.

Diversity recruitment is also important if a company wants to build a quality workforce. Demographic changes that are affecting the labor pool and available talent will make diversity recruitment a growing factor in the coming years.

Companies will have to adjust to the changing demographic composition of the labor force to stay competitive in today’s marketplace. What are some of these demographic changes that will affect the labor force in the coming years?

The labor force is becoming more diverse. Minorities are the fastest-growing part of the labor force. The growth rates for diverse groups are projected to be faster than the rate for whites. The Hispanic labor force is projected to grow by 34 percent from 2004 to 2014. The Asian labor force is expected to grow at a comparable 32 percent. The African American labor force is projected to grow by 17 percent from 2004 to 2014. The labor force of women is

expected to grow by 11 percent during this period.

In contrast, the labor force of white men is only expected to grow by 7 percent during this period. As a result, 57 percent of the labor force will be women and people of color by 2014, reaching nearly 92 million. White men will be a minority, only representing 43 percent of the labor force or 70 million by 2014.

The workforce is aging. The labor force will be affected by the aging of the baby-boom generation-persons born between 1946 and 1964. The labor force will continue to age, with the number of workers in the 55-andolder group projected to grow by 49.1 percent. This is nearly 5 times the 10 percent growth projected for the overall labor force. With competition for talent growing, companies are becoming increasingly concerned about how to retain older workers.

The workforce is becoming more global. Over the next 10 years it is hard to believe that North America and Europe are only expected to produce three percent of the world’s new labor force, while 75 percent of the new entrants will come from Asia.

Advantages to Having a Diverse Workforce Companies that diversify their workforces will have a distinct competitive advantage over those that do not, especially in the coming years. There are several predominant factors that motivate companies to have diverse workforces. A recent report from the Society for Human Resource Management identifies six key reasons recruiting a diverse workforce should be part of an organization’s strategic goals and objectives: 1) Greater adaptability and flexibility in a rapidly changing marketplace 2) Attracting and retaining the best talent

3) Reducing costs associated with turnover, absenteeism, and low productivity 4) Return on Investment (ROI) from various initiatives, policies and practices 5) Gaining and keeping greater/new market share (locally and globally) with an expanded diverse customer base 6) Increased sales and profits Another advantage of having a diverse workforce is being able to utilize its knowledge when it comes to relating to different groups in the marketplace.

This is becoming very important as purchasing power in the United States starts to shift in the near future.

According to the Selig Center for Economic Growth, the purchasing power of minorities in our country will outpace that of whites in the next five years. For example, in 2009, the combined buying power of African Americans, Hispanics, Asian Americans and Native Americans is expected to exceed $1.5 trillion. This is more than triple the 1990 level, by a gain of $1.1 trillion, or 242 percent! The buying power of whites, in comparison, is only expected to increase by 140 percent. Imagine having a diverse workforce to help reel in the immense buying power of our future minority population.

Positive community relations are another advantage of employing a diverse workforce. When companies develop outside relationships or partnerships with minority communities and suppliers, they are building a reputation for goodwill and establishing themselves as an “employer of choice.” In the long run, a company can experience lower turnover once it has built a favorable reputation and a more positive employer brand. These positive external relationships help it to better attract the best talent.

Building and Maintaining a Diverse Workforce

An effective diversity recruitment program can provide companies with a valuable competitive advantage.

Competing for skilled and talented employees is challenging, and will become even more challenging as demographic trends change the labor force. In addition, competition from other countries, lower education levels of U.S. workers compared with other countries, U.S. immigration challenges, and fear of terrorism in the U.S. add to the stress of competition.

To make the task more difficult, the retirement of the baby boomers in the next 10 years makes retention of older workers a key concern. For these reasons, an organization needs to be prepared and take steps to help turn an average diversity recruiting program into a “shining star.”

Use Referrals Referrals can be a powerful tool for diversity recruitment programs.

Diversity referrals work well when current and former employees can adequately market your organization.

Employee referral programs should routinely measure employee perception. This way, both current and former employees are empowered with the information necessary to express why they work where they work, and why someone might want to consider joining them. There are four ways to improve the effectiveness of an employee referral program: 1) Find out what current and former employees are saying.

2) Determine whether any employee demographic groups have more negative perceptions than others.

3) Develop methods to communicate with employees and actively manage their perceptions.

4) Persistently push out stories to employees that provide unique and compelling reasons why diverse individuals would want to work for your organization.

To be continued......

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

37

Empowering communities, ensuring our future

Exceptional Employers are Created by Exceptional Employees.

On Call stretches the standard when delivering top talent. We focus on placing high-caliber candidates in administrative, accounting and ďŹ nance, mortgage, technical, and executive level positions throughout California.

Contact us today, we always reach hire. 1.800.720.2870

www.oncallemployees.com

It is with great pride and honor that GEICO is able to join the Urban League of San Diego County on their Economic Empowerment Tour.

Working side-by-side with the Urban League of San Diego County, GEICO helps provide tools to empower the economic success of all Americans.

GEICO’s partnership with the Urban League of San Diego County is a vital component of our community investment plan. By devoting time and energy today, we can help create a better community for tomorrow.

reach hire (PWFSONFOU &NQMPZFFT *OTVSBODF $P t (&*$0 (FOFSBM *OTVSBODF $P t (&*$0 *OEFNOJUZ $P t (&*$0 $BTVBMUZ $P 5IFTF DPNQBOJFT BSF TVCTJEJBSJFT PG #FSLTIJSF )BUIBXBZ *OD (&*$0 BVUP JOTVSBODF JT OPU BWBJMBCMF JO .BTT (&*$0 8BTIJOHUPO %$ ÂŞ

38

DiversityWorks! Magazine / Spring 2008

Diversity Partners ! s k Wor o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o

AIG Insurance - www.aig.com/gateway/ American Airlines - www.aacareers.com Bank of America - www.bankofamerica.com/careers/ Cardinal Health - www.cardilan.com Citibank - www.citigroup.com CIC Research - www.cicresearch.com/newhome2/ Cox Communications - www.cox.com/CoxCareer/ Cubic Corporation - www.cubic.com Curtis Moring Insurance Agency, Inc. - www.thinkcmi.com Enterprise Rent-A-Car - www.erac.com/recruit/ Hawthorne Machinery - www.hawthorn.cat.com IBM - www-03.ibm.com/employment/ Integrits - www.integrits.com Keith Goosby Inspirations & Motivations - kgim.blackportal.com Kaiser Permanente - www.kaiserpermanentejobs.org/ Koch Membrane System - www.kochmembrane.com Kyocera - www.kyocera.com/kai Loews Coronado Bay Resort & SPA - www.loewshotels.com/ National University - www.nu.edu/ Neighborhood National Bank - www.neighborhoodnationalbank.com NorLab Business Solutions North Island Financial Credit Union - www.myisland.com/island/ Qualcomm - www.jobs.qualcomm.com/ SAIC -www.saic.com/career/find.html Scripps Research Institute - www.scripps.edu SDSU Research Foundation - www.foundation.sdsu.edu San Diego Business Journal - www.sdbj.com San Diego Gas & Electric - www.sdge.com/careers San Diego Monitor News - www.sandiegomonitor.com San Diego National Bank - www.sdnb.com SeaWorld San Diego - www.seaworld.org/career-resources/ Sempra Utilities - www.sempra.com/careers.htm Solar Turbines - esolar.cat.com/solar/ Sony Corporation - www.sonyjobs.com Southern California Edison - www.edison.com/careers/ Starbucks Coffee Company - www.diversityconnections.com/ Sycuan Casino - ww.sycuan.com/sycuan_casino/human_resources.html The San Diego Union Tribune - www.signonsandiego.com The Pacific Institute - www.pac-inst.com/ Timmis J Moore UCSD - www.ucsdhcjobs.org/ Union Bank of California - http://cce.uboc.com/ UPS - ups.managehr.com/ US Bank - www.usbank.com/cgi_w/cfm/careers/careers.cfm Viejas Casino - www.viejas.com/html/aboutus/employment.cfm Wal-Mart Stores, Inc. - www.walmartstores.com/careers/ Wells Fargo Bank - www.wellsfargo.com/employment/ Washington Mutual Bank - www.wamu.com/about/jobs/default.asp Cricket Communications - www.cricket.com U. S. Border Patrol - http://www.usborderpatrol.com/ University of California, San Diego -www.ucsd.edu/portal/site/ucsd Raytheon - http://www.rayjobs.com/ Marriott International - http://www.marriott.com/careers/ County of SD Health & Human Ser - www2.sdcounty.ca.gov/hhsa/ The Employment Guide - www.sandiego.em The Employment Guide - www.employmentguide.com/sandiego/ Verizon - http://www22.verizon.com/ Sharp Healthcare - http://www.sharp.com/ Biz San Diego - http://www.bizsandiego.com/ Ultimate Staffing - http://www.ultimatestaffing.com/ Geico Direct - http://www.geico.com/ San Diego Community College District - http://www.sdccd.edu/ SD Workforce Partnership - http://www.sandiegoatwork.com/

Benefits of Being a Diversity Works! Partner

s one of over 57000 employers in the region we are counting on your support to help make Diversity Work! here in San Diego. For over 50 years, the Urban League of San Diego County has assisted many of its citizens in preparing for and finding meaningful employment. For most of that time, you, our area employer, has been assisting us along the way. And now more than ever, your help is needed to help us meet our mission. That is why we are asking you to become a Diversity Works! Partner.

A

According to research by the Hudson Institute, a nationally recognized social trends think tank, within the next 10 to 15 years, demographic trends, technological advances, and economic globalization will shape the workplace. The U.S. workforce will continue to expand, although at a much slower rate. However, its composition will shift to a more balanced distribution by age, sex, and race/ethnicity. Keeping pace with these changing workplace dynamics, while implementing the mandate of our mission to assist African Americans and other underserved people achieve social and economic equality, the Urban League of San Diego County has strategically positioned itself to better serve San Diego through our Diversity Works! Initiative.

Through Diversity Works! we help you find, and if necessary, develop scarce diverse human resources. For example, our Diversity Job Bank has attracted over 1000 jobseekers. And the students who attend our workshops undergo behavior modification training in conjunction with our award-winning workreadiness and diversity training, producing outstanding results. This combination produces employees who are truly work-ready.

Consequently, as our employer investor-partner, you will benefit not only from finding highly qualified job candidates in our job bank, but perspective employees whoattend our workshops are also prepared attitudinally to enter the workplace.

We are asking you to invest $1,200 year. This is not a donation, but an investment and a smart business move. It will provide you with unlimited posting/reviews to our Diversity Job Bank (www.ulsdcjobs.net), mention in our Diversity Works! Magazine, featured employer on our website and discounts on our next Career Fair/Expo scheduled for (23 April, 2009).

To facilitate answering your questions, we will conduct monthly luncheon seminars to explain the benefits of this initiative here at the League's corporate office; 720 Gateway Center Drive, San Diego CA 92102. Please RSVP with Maurice Wilson, VP, at 619-266-6244 as space is limited and for lunch ordering purposes.

Here's to the continued success of our social venture partnership.

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

39

2007 Diversity s t h g i ighl H t i m m u S

"Global diversity is a core issue for Fortune 1000 companies that operate in numerous international environments. From products, operations, culture, employees, markets and customers, global diversity is integral for successful business operations. This Summit will explore innovative global diversity solutions."

President Diversity Awards 2007 Recipients Top: Citibank Bottom Left to Right Raytheon and DA’s Office

40

DiversityWorks! Magazine / Spring 2008

Diversity Summit The Urban League Awards Three Companies with the President's Award for Diversity uring the Urban League's First Annual Diversity Summit held in October, 2007, the Urban League of San Diego County's Diversity Advisory Council (DAC), selected three companies for their commitment to diversity and inclusion in San Diego: Citibank, Raytheon and the DA's Office were this year's winners.

D

Since 2005 the DAC has been soliciting nominations from local companies in an effort to identify Diversity-Friendly companies in San Diego. The process used is similar to the one administered by DiversityInc Magazine, a prominent national magazine focused entirely on raising diversity awareness. The DAC's goal is to raise awareness and to identify best practices for other companies to emulate.

Last year's summit, sponsored by Sempra Energy, was held at the NTC Promenade on October 11 & 12. Over 280 professionals attended including Mr. Luke Visconti, cofounder of DiversityInc Magazine.

Other prominent speakers included: Dr. Johnnetta B. Cole (Board Chair of the JBC Global Diversity & Inclusion Institute); Juan Williams (NPR Sr. Correspondent and Award-Winning Journalist); Radm. Leendert R. Hering (Commander, Navy Region South West); Consuelo C. Kickbusch (U.S. Army - RET); Jessie J. Knight Jr. (Executive Vice President, Sempra Energy); Dr. Julie M. Wong (Assistant Vice President, University of Texas at El Paso); And 21 workshop presenters.The Mistresses/Master of Ceremonies were Channel 4's Emmy Award-winning reporter, Jessica Chang, Marianne Kushi, anchor of the NBC Morning News, and Dwayne Brown KPBS morning anchor.

Sempra's Executive Vice President, Knight, said, "Global diversity is a core issue for Fortune 1000 companies that operate in numerous international environments. From products, operations, culture, employees, markets and customers, global diversity is integral for successful business operations. This Summit will explore innovative global diversity solutions."

The Diversity Summit kicked off on October 11 with an awards reception hosted by Sempra with a keynote from Luke Visconti of DiversityInc., and conclude with a VIP event in the NTC Rose Garden on October 12 hosted by SDG&E.

ULSDC Diversity Summit

Previously the awards were presented at the League's annual Equal Opportunity Awards Dinners, but in 2007 were aligned with the Annual Diversity Summit whose purpose is to focus regional diversity issues and create an open dialogue.

Loma Nazarene University, AT&T, Prudential, Heinekin, Qualcomm, SAIC, The Daily Transcript, San Diego Workforce Partnership, Raytheon, UPS, San Diego Community College District, USD, Jobing.com, HSBC and Wal-Mart.

For more information, visit: www.diversitysummit.info About the ULSDC Diversity Advisory Council: The Diversity Advisory Council is a volunteer arm of the Urban League who works to support the work of the local Urban League Affiliate by helping raise awareness about the benefits of diversity. Each year the Diversity Advisory Council host's this annual event to help the League raise funds for programs and services. The Council's events are usually done in conjunction with Diversity Awareness Month and are presented to raise awareness as well as recognize the contributions of those companies and individuals who have served in various positions to raise public awareness. For more information about the council, call 619-266-6244.

Sempra Energy, the title sponsor, has received national recognition as Fortune Magazine's 'Best Place to Work for Minorities' and Diversity Inc.'s 'Top 50 Companies for Diversity.' Supporting sponsors include CDM , Point

19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo

41

The TJX Companies, Inc.

Retailer of choice. Neighbor of choice. Company of choice.

42

DiversityWorks! Magazine / Spring 2008

Finding a Balance Between Work and Play...

Ultimate Staffing Services Works to Find You a Job That Suits Your Lifestyle Since 1994, Ultimate Staffing has found jobs for hundreds of thousands of people from all walks of life. Every single one of them had Peace of Mind knowing they had adequate healthcare coverage; Freedom to explore new career opportunities; Flexibility to adjust their work schedule; Luxury of continuing their education while working; and Security of knowing that we have their best interest at heart.

Let Ultimate Staffing Services help you balance your professional career with your personal life.

We will help you: • Market yourself to hundreds of employers • Polish your resume • Prepare for interviews • Negotiate your salary

You benefit from: • Interviews with San Diego’s Top Employers • FREE Skills Training • Top Industry Pay • Employer-Contributed Benefits • Holiday Pay and Bonuses • Flexible Employment Options • On-the-Job Experience

Immediate positions available for: • • • •

Administrative Assistants Customer Service Reps Data Entry Operators Receptionists

Too many to list!

Ultimate Staffing Services, L.P. 12650 Sabre Springs Parkway, Suite 205, San Diego, CA 92128 858.513.7077 • poway@ultimatestaffing.com 4660 La Jolla Village Drive, Suite 550, San Diego, CA 92122

858.625.2025 • lajolla@ultimatestaffing.com

www.ultimatestaffing.com

“

My work is

CHALLENGING AND REWARDING. My team members support

EACH OTHERS' DECISIONS. My company is

SAIC.”

Lead Systems Engineer

One of the largest science and technology companies in the United States, Science Applications International Corporation (SAIC) brings people of all backgrounds and interests together.

For instance, Jylinda’s design on a warfare decision support system plays a critical role in speeding information to the Warfighter, providing significant synergy in joint and combined expeditionary operations.

If you’re a security-cleared professional or have a strong technical, scientific and research background, consider a career at SAIC. Like Jylinda and her colleagues at SAIC, you’ll discover a culture that enables entrepreneurism and innovation to thrive. Join us and make SAIC your company too.

Visit us at Booth #507 at the Diversity Works! Urban League Career Fair Expo on April 24th, 2008.

To learn more, visit us at www.saic.com/career.

IT PROFESSIONALS • DATABASE ADMINISTRATORS • HOMELAND SECURITY ANALYSTS NETWORK ENGINEERS • INFORMATION SECURITY SPECIALISTS

Visit Us At www.saic.com/career ©2008 SAIC. All rights reserved.

Equal Opportunity Emp