NKY Business Journal | March/April 2021 by Northern Kentucky Chamber of Commerce

BUSINESS JOURNAL OFFICIAL MAGAZINE OF NKY CHAMBER OF COMMERCE

MARCH/APRIL 2021

SPARKING TALENT SOLUTIONS THE STATE OF WORKFORCE P 6 ASK THE EXPERTS P 10 THE BUSINESS CASE FOR DIVERSITY P 20

Shannon Schumacher, CBC

Account Executive, Kentucky Market

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CONTENTS

4 Chair's Letter 6 The State of Workforce 12 Ask The Experts 20 The Business Case for Diversity

24 Q&A with the Board of Advisors & Board of Directors 28 GROW NKY in Action 30 Around the Chamber 34 Ribbon Cuttings 36 Member Milestones 38 Upcoming Chamber Events ON THE COVER:

TALENT DIVERSITY MARCH/APRIL 2021 VOLUME 40 NUMBER 4 TALENT DIVERSITY | VOLUME 40 NUMBER 4

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CHAIR’S LETTER

DAN CAHILL Chair, NKY Chamber President & CEO, HSD Metrics

— There is still a gap between what employers offer and what employees want, which leaves job roles and orders left unfilled. Workforce issues have indeed become central business issues.

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AN ARTICLE PUBLISHED BY Deloitte in December identified several sophisticated, well-thought-out workforce trends to watch in 2021. As I read each trend, a central theme emerged: Workforce issues have become central business issues. At HSD Metrics, we collect data from thousands of employees each day about their work experience. Meanwhile, employers pour over the data seeking insights on why workers enter or exit their organization. There is still a gap between what employers offer and what employees want, which leaves job roles and orders left unfilled. Workforce issues have indeed become central business issues. We should know this by now. Even as the demands of the workplace evolve, it seems self-evident that we would know how important talent management is to our organizations. Yet, we focus more on our processes, resources, plans, and profits than we do on our workforce. I once heard someone say” This place would run just fine if it weren’t for the people messing it up.” Developing a talented workforce is hard and takes time. We rarely prepare leaders and managers for it. We hammer our human resource teams to bring in good people and then we complain about the talent even as those same leaders may be driving people away. In Northern Kentucky, we talk a lot about the talent pool itself. Population growth. Diversity. Education. The discussion takes us down all types of roads as we seek to maintain and grow our workforce. It is a complex problem that requires a strategic, collective approach to solve.

The NKY Chamber decided a few years ago that we needed to supercharge our workforce efforts. We knew that we needed a robust solution to a complex problem. We knew that hiring a few people or setting up a few programs would not solve some of the systemic, core issues that could hamper the development of the workforce pool in our community. We knew that we needed support from multiple stakeholders to fuel the work needed to maintain a global, world-class workforce. GROW NKY (Growing Regional Outcomes through Workforce) is a strategic workforce collective comprised of leaders across key industries, educational institutions and community organizations working collaboratively to leverage the region’s assets to grow, attract and retain a globally competitive workforce. The work focuses on five key areas: Kindergarten Readiness, College & Career Readiness, Adult Career Readiness & Lifelong Learning, Talent Retention & Attraction, and Employer Policies & Practices. As the backbone organization, the NKY Chamber has helped this collaborative develop into a one-stop shop for stakeholders, employers and employees who have an interest in developing the Northern Kentucky workforce. If you are an employer in Northern Kentucky, I would strongly urge you to participate in this effort. It is hard to remember life before the pandemic but recall that the unemployment rate nationally hovered around 3.5%. It was lower in Northern Kentucky. As the economy continues to build momentum, developing a competitive workforce will become more and more difficult. We invite you to GROW with us.

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The State of

Workforce

By Kelly Rose Welcome House of Northern Kentucky

A GLOBAL PANDEMIC, CIVIL UNREST, POLITICAL STRIFE. Just a few things that Americans have dealt with over the past year. Yes, a year, hard to believe that so much can happen in what seems like a short amount of time. But what does this mean for our workforce? How does it change the trajectory for how business leaders move forward to build a culture of excellence with engaged employees that are not only productive, but happy? It may seem dire, but it definitely isn’t. PAGE 6

NORTHERN KENTUCKY BUSINESS JOURNAL

Meet Dr. Thomas Kochan from MIT Sloan School of Management, Janice Urbanik from the National Fund for Workforce Solutions, and Meghan Cummings from the Women’s Fund of the Greater Cincinnati Foundation. All three of these experts in workforce development are presenting as part of a keynote panel at the upcoming Employer Best Practices Symposium on March 10. We spoke with each of them about the state of our region’s workforce and how employers can increase employee satisfaction in tandem with driving the bottom line.

Can you explain what job quality really is and what it means for employers, employees, and the community (economy)?

Dr. Thomas Kochan Co-Director MIT Sloan Institute for Work and Employment Research

Janice Urbanik Senior Director National Fund for Workforce Solutions

Meghan Cummings Executive Director Women's Fund of the Greater Cincinnati Foundation

When we talk about job quality, start with the basics. We can’t have high quality jobs unless we pay a fair wage, a living wage, with benefits that people need in our society. Today’s workforce also wants a voice on how the mission is carried out so it’s something they are proud of, and that they can identify with. For employers, it’s a responsibility to provide the proper economic conditions and engage in constructive dialogue with employees as to where they fit in and the vision for the future, so it really requires a high level of engagement probably more than ever before.

There currently is no one definition for job quality, what’s quality for me or for you is different. The key part of what we emphasize at the National Fund is that employers need to talk with their workers about where the opportunities are. For example, pay is often times important especially for entry level, but for some employees changes to a schedule might actually be more useful and better. We encourage employers to understand the issues in an effort to create quality jobs. The twist of all of this is the pandemic. With the economic downturn and with a racial justice reckoning, the National Fund is looking at job quality as a racial equity issue and relating those two. We need to drive more equity in income and career pathways to people of color.

At the Women’s Fund, we often talk about our vision for job quality as economy boosting jobs. We believe an economy is fully functioning when all employees earn a living wage, feel valued and safe in their workplace, have benefits that are supportive to their lives and are engaged in the success of their company. This causes positive outcomes for everyone: employees, employers, stakeholders, community members and the regional economy. Holistically supporting the needs of employees drives results. Strong job quality positively impacts other community priorities like poverty reduction, health outcomes and housing stability, which creates a vibrant and sustainable economy.

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How does job quality advance workforce equity?

Cummings

Urbanik

Increasing job quality is imperative to advance workforce equity. Our workplaces are designed by and for middle- and upper-class employees, and because of this, our workplace policies often have unintended consequences on the lives of the lower-wage workforce. Advancing job quality requires employers to better understand the needs of their entire workforce and implement policies and practices that can stabilize and support employees and their families, just as we have done for higher level employees. For example, for a family with financial resources, workplace policies like matching a 401(k)-retirement account are a great benefit that gives employees opportunities for future stability. However, workplace policies like this one have little benefit for employees struggling to meet their basic needs. Workforce equity requires employers to recognize this reality and provide additional practices to support all employees. Additionally, women and people of color are over represented in lower-wage work. If we want to make strides in gender and racial equity in our community, we absolutely must improve job quality. Employers could be a huge catalyst in reducing racial and gender disparities.

When you look at the jobs that are held by people of color they are disproportionately lower-wage roles with little to no benefits. It’s these essential workers that we have depended on for the last year, so as the country has woken up to the tenuous nature of those jobs, the essential workers, retail, home health aides; etc., they are in an unsafe work environment with no sick leave or benefits, so we need to think about improving the quality of those jobs. When you look at the growth across the country we have a bifurcated economy that is divided between the low-wage jobs and the highwage jobs. There is nothing in the middle. Employers need to improve the quality of the low-wage jobs, but we also need to be creating more quality jobs so low-wage jobs can become higher-wage jobs.

ADDITIONAL RESOURCES

nkychamber.com/grow iwer.mit.edu nationalfund.org cincinnatiwomensfund.org

Dr. Kochan We know from research, training is necessary to drive innovation and economic development— it all fits together, there doesn’t have to be an inherent conflict between workers doing well and businesses doing well. Employers need to stop thinking about labor as a cost to be controlled and minimized. By investing in workers and paying them better, they are more productive and become assets to the company.

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NORTHERN KENTUCKY BUSINESS JOURNAL

Employer Best Practices Symposium 2021: BE A DESTINATION EMPLOYER

Wednesday, March 10, 2021 8:00 AM - 12:00 Noon nkychamber.com/events

What type of research and data have been used to prove the business case for job quality and the ROI for businesses that invest in their people practices?

Urbanik

Cummings

Everyone says you have to have an ROI, it’s false— it’s helpful to have that information, but it motivates zero employers. We are doing some research right now on what motivates employers to engage their employees. If you have a top executive that thinks that profits are the only thing that matter, then you aren’t going to be able to create a highquality workforce. You need the leadership team to build the business case for employee investment which will increase satisfaction where more employees are more engaged and, in turn, have a higher efficiency. Leaders need to take a greater qualitative view of employee investment as opposed to the hard numbers and quantitative outputs.

There are many local and national experts working on this initiative that have done thorough work in proving that investing in all jobs equitably is both good for business and people. Research conducted by the Urban Institute, National Fund for Workforce Solutions, the Aspen Institute and WorkRise all support the business, community, and economic case for job quality. The Women’s Fund has also conducted several reports on economic mobility including a research brief, Unintended Consequences: Changing Workplace Policies to Support LowWage Employees, that presents research and business examples for improving workplace policies for low-wage workers. Overall, for individual employers, we encourage them to conduct regular surveys with their employees and track their data (disaggregated by gender, race and employment level) over time to understand the impacts new workplace policies can have on retention, employee engagement, work performance, and finances. We believe the results will speak for themselves.

Dr. Kochan We have done a lot of work over the years on this topic. When you integrate and train employees, you get higher quality jobs. Where we see the problems are when businesses use technology as a way to replace workers. The auto industry is a great example. They were a pioneer in demonstrating the success in integrating a workforce with technology. With the pressures for wage improvement from unions and collectively bargaining, we have had the best increases in standards of living and moving people up to the middle class. We need to rebuild the economy by closing the divisions that have been created in society today. Everyone needs equitable wage structures, and the expectation that if we work hard and play by the rules we will all prosper together. With that mind set and that set of strategies, we relinquish the idea of us versus them. NKY

TALENT DIVERSITY | VOLUME 40 NUMBER 4

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Ask The Experts

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NORTHERN KENTUCKY BUSINESS JOURNAL

Natalie Ruppert Manager of Workforce Development Kenton Co. Public Library

Attracting & Retaining Top Talent in Northern Kentucky Northern Kentucky has plenty of opportunity, but what is needed to attract and retain the talent necessary to sustain economic growth? By Tabari McCoy Scooter Media

Mike Sipple , Jr. Co-Founder and CEO Centennial Executive Search & the Talent Magnet Institute

THE QUESTION – HOW CAN BUSINESSES IN the Northern Kentucky region attract and retain talent? – is one at the forefront of many business leaders’ minds. Finding the answer will ensure that the region is able to develop, attract, and keep, the talent needed for it to grow while staying on par with (if not exceeding) competing areas. In looking for the answer to this question, we asked three local experts to share their expertise.

Wonda Winkler

Here’s what they had to say…

President and CEO Brighton Center in Newport

TALENT DIVERSITY | VOLUME 40 NUMBER 4

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How do we resolve talent attraction & retention issues? Ruppert Living in Cincinnati can be a double-edged sword. It can be great because everyone knows each other and there is such a strong sense of community but intimidating if you didn’t grow up here. Business owners and residents alike can practice being more inclusive and welcoming to people who grew up in other parts of the country. Exposing young people to the benefits of our region - prospects of being able to afford a home, being able to travel conveniently and raise children in great schools are superior recruiting tools. Sherry Mays, the former president of Project Coach, LLC. who volunteers with us, suggests companies need to be open and transparent about their organizations and where new employees fit. People want to work for companies that have specific quality and customer service procedures and management staff committed to maintaining a culture with high standards.

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Sipple Jr. It is critical to think about the region’s talent the same way you should be thinking about talent in your own organization, because it's a microcosm. People want and desire to feel valued, heard and understood and those that do then feel connected, they feel a sense of belonging, they feel a sense of value to where they are. We need to tell the story of the employees who feel like they've been able to flourish here. We need to amplify the story of the humans, of the people (and) not just the brands. There are people in this region who will never leave that aren’t from here originally and we need to tell their stories so that others can see themselves in it. Let's help people feel connected on the personal side of, ‘I see myself in the story of that person who relocated to the region.’ The other thing is we've got to continue to measure ourselves on inclusion and equity. Are we an inclusive and equitable culture? What are we doing to help others not from here feel connected and feel a sense of belonging? That's what matters.

Winkler Pre-COVID, in typical times when the unemployment rate is higher, there tend to be more individuals for businesses to choose from when hiring. The skills gap exists, but the larger talent pool was able to generally provide qualified candidates from which to choose. When the unemployment rate is low, it has always proven to be a challenge for employers to find qualified candidates. With unemployment rates rising, we are not seeing job seekers take steps toward training and employment that we had historically. This is going to pose unprecedented issues for employers that must be taken into consideration with talent attraction and retention. Being a destination employer or employer of choice will become even more important. We will have to work to embrace the diversity of our workforce moving forward and ensure that supervisors are prepared and trained to lead that diverse workforce. What happens in the lives of employees has a critical impact on their ability to retain employment. COVID has definitely shed a light on this fact.

NORTHERN KENTUCKY BUSINESS JOURNAL

How does a business become seen as a "destination" employer? Winkler

Ruppert

Sipple Jr.

Job quality is key. Employers should consider giving greater attention to support of employees in areas like specialized training, supervision and leadership. Employees can be facing complex or multi-faceted issues that can impact retention, so offering support for help with things like job coaching, financial counseling, childcare or transportation can be beneficial. If employers can provide opportunities for career development leading to advancement or increasing employee recognition/ acknowledgement it can strengthen the level of engagement and ownership an employee has with a company. Employers should consider expanding their talent pool to include a diverse mix of people, an inclusive workforce. Having a diverse and inclusive workforce is not only a strong competitive advantage; research has shown that racial workforce diversity is a key driver of America’s economic growth as one of the most important predictors of business sales revenue, customer numbers, and profitability. Our diversity is our greatest strength.

Employers can do themselves a favor by being flexible and open to talking with people that do not have narrowly focused career paths that target just one industry. There are great professionals out there seeking employment, but I constantly hear “Companies want someone with experience in THEIR industry.” Look at people who have proven they can learn quickly, be open to training them in your technical areas and build on the leadership, work ethic and creative skills they’ve exhibited in the past. Many senior level professionals would be open to a pay cut, rather than facing a job elimination due to budget cuts. The work ethic, reliability, knowledge and problemsolving skills of older workers are often ushered out the door to be replaced by younger workers; companies that successfully combine both levels of experience will win.

We do a good job highlighting our big brands because big brands highlight themselves and big brands become bigger because they do a great job of highlighting their successes. We need to help entrepreneurs and small businesses tell their successes so that when people are like ‘You know, not only could I get a job there, but my family could find employment, too.’ Look at all these great employers that are succeeding and flourishing because they're in the Northern Kentucky region. Stop expecting others to tell your story. In our organization we believe that you help people achieve things they never thought personally possible (when) you bring out their greatest good. When you do that, then other people say ‘Hey, this is an employer that you should think about joining’ and that's how you have the ripple effect.

TALENT DIVERSITY | VOLUME 40 NUMBER 4

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What can small businesses in our region do to attract talent ? Sipple Jr.

Ruppert

What type of employees are you seeking to hire? What type of talent do you need in your pipeline? Let your customers, consumers and businesses you work with know what you’re looking for. Let them help you; there's no greater connection than a recommendation, so leverage the recommendations. Use the tools at your fingertips. Use your marketing platforms (and) your social media platforms to tell the stories of your employees and of your customers. Speak up for yourself. We need to stop being so quiet about our own success … When a company tells those stories, that's sign of a business that wants to be more successful.

Be open to negotiation on what people truly need at their particular point in life. Our focus on fairness sometimes diminishes our ability to attract talent by being inflexible. Make sure potential candidates understand your mission and how it is making a difference in the world. Community outreach and letting candidates know what you do to give back to the community that supports you makes a difference. Consider re-evaluating your "typical" employment items: Jobs/ titles, career paths, organizational structures, management style, compensation/benefits and so on. Work with other small business owners to collaborate, get more creative and promote each other’s businesses to potential talent. Also, look for opportunities with existing employees to re-train or modify the job (and compensation) to fit more closely to the business need and person's life stage rather than conduct a layoff. NKY

Winkler A business of any size can implement strategies to lead to talent attraction. It can be the key starting point of defining mission, vision and values, as well as deciding the type of organization culture they want to create. Investing in building leadership skills is also an important consideration. It can be hard when all the days are full of tasks related to executing the business, but they are important to every business regardless of their size.

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Individuals interested in learning more about talent retention & attraction efforts are encouraged to connect with Leisa Mulcahy, Vice President of Workforce at the NKY Chamber and Managing Director of GROW NKY (Growing Regional Outcomes Through Workforce). GROW NKY is the region’s strategic workforce collective comprised of leaders across key industries, educational institutions and community organizations working collaboratively to leverage the region’s assets to grow, attract and retain a globally competitive workforce. For more information, visit www.nkychamber.com/grow.

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NKY Chamber

Leadership & Volunteer Opportunities As a member, you can become involved in a number of ways - from participating on a committee, engaging in leadership development programs, or serving as an ambassador.

2 Top 10 Reasons 3 to Join 4 5 6 7 8 9

Connecting Through Our Network

Dozens of networking opportunities - from the popular Eggs ‘N Issues to Women’s Initiative CONNECT Hours - give members a chance to expand their referral base and connect on business issues.

Advocacy: Working for You

As the leading business organization in the region, we focus on identifying opportunities via public policy to create greater ease of doing business.

The Northern Kentucky Chamber of Commerce invites you to be a part of the largest chamber in Northern Kentucky representing 1,600 members from all industries and of all sizes located throughout the Tri-State area. Join this dynamic organization that works to promote and support the development of strong businesses and a vibrant economy through leading, connecting and advocating. Sign up at NKYChamber.com or contact the Membership team Lynn Abeln VP of Membership labeln@nkychamber.com 859.578.6390

Workforce From addressing the need for a robust talent pipeline to the creation of workplace policies, we work to ensure you have the resources you need for your company to be successful.

Discounted Services and Offers Take advantage of savings opportunities on health insurance, credit card processing, office supplies, and more! Many members also offer member to member discounts.

Roundtables Access to unique roundtables that create a forum for discussion and exchange of ideas around issues, challenges, and best practices.

Free Marketing Opportunities Promote company news through the NKY Chamber’s myriad channels - website, email newsletter, social media accounts, podcast, and Business Journal.

Business Assistance

As a member, the NKY Chamber will work with you to facilitate introductions and provide you with direct access to services that help your business.

Education & Professional Development

Attend workshops and programs on topics such as human resources, international trade, legislation, sales, and customer services to help you manage and grow both your business and employees.

Specialty Resources Take advantage of diverse offerings focused on networking and professional development for professionals of all ages and stages through Northern Kentucky Young Professionals, Northern Kentucky International Trade & Affairs, and the Women’s Initiative.

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NORTHERN KENTUCKY BUSINESS JOURNAL

The Business Case for Diversity By Atley Smedley Northern Kentucky University

WE ARE FACING DEEP PAIN AS A NATION these past few months. The tragic events of an unprecedented attack on American democracy, a push to end racial inequalities and the ongoing COVID-19 pandemic have deeply impacted all of us, regardless of race, gender, ethnicity, sexual orientation or political affiliation. Leaders need to be in touch with their employees and supportive as we walk through these turbulent times. Watching difficult world events unfold can be heartbreaking, and quite honestly, traumatic. We grieve, fear, become frustrated and protest but don't seem to have a proactive plan to purge our communities from the systematic status quo. Before we realize it, the spillover becomes the next tipping point of anxiety, resistance and separation from each other. Somewhere along the line, leaders need to become better leaders. Build deeper connections with their teams, become more engaged, better listeners, more inclusive and take meaningful action, or the cycle keeps going. So, how can businesses grapple with making the diversity of a company a priority? Why is it important and how do you begin the journey of developing an inclusive corporate or organizational culture? The experts say that diversity, equity and inclusion (DEI) initiatives need to be visibly woven throughout all facets of an organization. Building a more diverse workforce should not just be an aspiration but rather an essential function in how businesses will deliver services and operate. For leaders, there are endless ways to drive growth and success—from attracting new target markets to being at the forefront of innovation. John Hawkins, President and CEO of MPI Consulting, says it starts with senior leadership not simply checking the box.

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No matter the size of your business, you can develop a strategy for every person coming through the door. Living an organization’s core values and creating an inclusive culture day to day should be the core work of today’s leaders and managers as we build the foundation today for tomorrow’s success in a changing world. John Hawkins President & CEO MPI Consulting

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"Every business has a strategy and key goals/ priorities which help them to achieve that strategy. It’s the same if you are a for profit organization or a 501c3. If achieving your business strategy is core to your organizations success and what you believe is essential, you find the resources to get that work done,” Hawkins says. “Successful organizations which understand their business case for becoming more diverse and inclusive view their efforts in this area through that same lens. If it's a core business strategy, embraced as a key pillar of success, you ensure everyone in the organization understand their role in achieving this objective and performance metrics are built to monitor success along the journey. Importantly, leaders should inspire everyone in the organization to achieve it." Helping organizations become more diverse and inclusive should not be an academic or feel-good exercise. It is also not political or social. The changing demographics and increased buying power of diverse communities, up to $2 trillion dollars, reinforces the need for organizations to connect with diverse consumers. A workplace where policies, values and norms reinforce a commitment to inclusion is also smart business as organizations want to be viewed as great places to work. This is pivotal in attracting the best available talent in a competitive marketplace. “Simply training does not build culture, but it is a place to start. Importantly, changing an organization mindset based on a clearly stated business case is key to success.” he continues. "No matter the size of your business, you can develop a strategy for every person coming through the door. Living an organization’s core values and creating an inclusive culture day to day should be the core work of today’s leaders and managers as we build the foundation today for tomorrow’s success in a changing world,” says Hawkins. Creating inclusive environments all starts at the top, according to Darryl A. Peal, Chief Diversity Officer at Northern Kentucky University. Leaders need to be supportive and show enthusiasm about incorporating new approaches. “When creating inclusive environments, senior leadership must be engaged and involved. Giving inspirational speeches is not enough, they must be visible and participatory in the planning, implementation and the communication of diversity initiatives to the organization," Peal says. "The senior leadership must be active and visible at workshops, training programs and during Q&A sessions on diversity. Additionally, it is significantly important that the organizational structure has been created in a way that supports diversity efforts. Communication to the entire organization about the expectations and goals of diversity initiatives is essential.” Diversity is one of the only ways of providing insights and understanding regarding consumers. When business leaders focus DEI conversations more on an operating principle than a task that has to be embraced, we have better consumer segment representation and uncover new markets.

NORTHERN KENTUCKY BUSINESS JOURNAL

Say, for example, targeting Hispanics is right for your business. You know organizational results are better if that consumer is represented on the executive team and throughout the organization. The same goes for DEI initiatives. Now, as an organization, you are able to bring thoughts and ideas to the table that can inform the right decisions when targeting Hispanic consumers. Embodying this core focus is not predetermined by how large a company is. Simplistically it's like any other strategy, and with a leader's due diligence it can touch everyone involved. And we can see its impact over the past year. According to a recent study by the University of Cincinnati's Economics Center, the region's African American Chamber of Commerce and local Black-owned businesses authored no less than a $1.4B economic impact on our economy through direct and indirect spending. Roy Gifford, PhD, AVP of Marketing and Communications at Northern Kentucky University referred back to over two decades of experience as a sales and marketing executive as he elaborated further on how a focus on diversity impacts business performance. “In an ever-changing world of consumer and market dynamics, organizations that embrace diversity and inclusion at all levels throughout their organization put themselves in a competitive position to drive business results.” Dr. Gifford continues, “When diversity exists within your organization, you are better positioned to meet the demands of a diverse consumer base.” Here at the Northern Kentucky Chamber of Commerce, we find ways to use collective resources alongside our regional partners to put legs on these ideas—from eliciting engagement to approaching meaningful conversations. Throughout the pandemic, we partnered with Duke Energy to award small business grants to minority-owned businesses. We also worked with our GROW NKY partners to establish a Welcoming Plan for Immigrant Integration for the region. This month we will be conducting a DEI survey to uncover how we can best attract talent to the region and serve all in the business community. The bottom line is that we have a responsibility to hold one another accountable. We are all human beings, and DEI includes everyone. In light of everything going on in the world, start with establishing goals that can develop and lead the region—staying laser-focused on solutions to better ourselves. “It is not enough to aspire to have or be a diverse organization. Organizations must focus on inclusive excellence,” Peal says. “To achieve inclusive excellence, organizations must ensure that the principles and practices of diversity, equity, and inclusion are embedded into all aspects of their operations, policies and practices, including hiring and promotion, supplier diversity and senior administrative structures. Research studies show that companies with the most ethnically/ culturally diverse boards and workforces worldwide are more likely to experience higher profits.” NKY

TALENT DIVERSITY | VOLUME 40 NUMBER 4

When creating inclusive environments, senior leadership must be engaged and involved. Giving inspirational speeches is not enough. They must be visible and participatory in the planning, implementation and the communication of diversity initiatives to the organization.

Darryl A. Peal Chief Diversity Officer Northern Kentucky University

" PAGE 23

Q&A Board of Advisors & Board of Directors

with the

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NORTHERN KENTUCKY BUSINESS JOURNAL

WHAT ARE SOME TOP STRATEGIES YOUR COMPANY HAS IN PLACE TO RETAIN AND ATTRACT EMPLOYEES?

We proactively recruit people who fit the DBL Law culture. We hire attorneys and staff who possess these characteristics: 1. Individuals with honesty and integrity 2. Community and civil leaders who want to help others 3. Responsive, timely, and versatile 4. Inclusive and diverse 5. Cohesive and collaborative 6. Discerning advocates 7. Supportive of a justice system for all 8. Supportive of religious and moral values, and 9. Individuals who strive to achieve results that exceed the expectations of our clients and our community.

Bob Hoffer Managing Partner DBL Law

RDI is driven by our culture that focuses on helping employees Earn, Learn and Live Well: ELL Well. ELL Well gives employees practical tools to do their job better, increase how much money they make, and teaches them a new way to think. We believe everyone has the ability to enhance their own happiness and find success. If they do their part to show up ready to work hard and participate every day, RDI will do our part to help them build the skills that will unlock opportunities in their life and career. We will help them rise to every challenge and set them on a path to becoming the person they want to become. Each one of our sites has a dedicated ELL Well/Culture team to focus on our employee’s needs.

Joseph Pinnell Director of Employee & Community Engagement

RDI

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NAME ONE SUCCESSFUL PROGRAM ON HOW YOUR COMPANY EMBRACES DIVERSITY AND INCREASES GREATER EQUITY IN OUR REGION. HORAN is a proud supporter of diversity & inclusion within our community. We support over 150 organizations through sponsorship, memberships, scholarships and charitable contributions, many of which serve a diverse population or have programs specifically for diversity and inclusion. Several members of our team have come together to form a new Diversity, Equity & Inclusion Committee. As a result of their work, our HR team is working to improve our hiring practices from a diversity standpoint, by broadening our candidate pools and conducting implicit bias training for our hiring managers.

Shannan Schumacher Account Executive & Kentucky Market Leader

HORAN

The killing of George Floyd and the violent unrest that followed exposed critical issues of race and equity in our country. We did not want to ignore what was happening, so we decided to engage our staff in opened, honest conversations about how their lives were being impacted by these events. Staff really poured out their hearts. We knew we needed to provide an ongoing platform for this important dialogue and discussions. We formed voluntary internal small groups and used P&G's The Talk facilitators guide to lead the discussions. It gave staff the opportunity to learn from each other and they gave the company ideas on how to improve our culture.

Catrena Bowman-Thomas Executive Director

Northern Kentucky Community Action Commission

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NORTHERN KENTUCKY BUSINESS JOURNAL

WHAT IS ONE UNIQUE PROGRAM YOUR COMPANY HAS TO RETAIN, GROW, AND MAINTAIN YOUR WORKFORCE IN TODAY'S VERY COMPETITIVE ENVIRONMENT? The Kenton County School District has focused efforts on growing (and retaining) educator talent in multiple stages as we continually promote lifelong learning. This teacher recruitment focus begins in the first stage with our high school students being given the opportunity to join the Ignite career academy of Future Educators as they not only gain college credit in education classes, but also work alongside our teachers to gain intern experiences from this perspective. Stage two in this process is through our partnerships with both Thomas More University (for middle and high school) and Northern Kentucky University (at the elementary level) where university professors hold classes for their education practicum students in our schools working alongside our teachers in more of a “residency” experience. In our third stage, newly graduated and hired teachers collaborate with mentor teachers, curriculum consultants, and administrators in a two-year onboarding process focused on support and learning. The goal in this program is to teach new educators the “KCSD Way” as a means to increase capacity in the areas of quality instruction by teaching these connections and supporting them as they become master teachers. Thomas More University works with us so that these new teachers can even gain credit towards a Master’s Degree through their work in our program. In our fourth stage with experienced teachers, we have two pathways: one in current development with the Kentucky Department of Education to train and demonstrate proficiency for continuing growth and education in what could be described as a credentialing process, and the second through the University of Kentucky where we work together to create future principals. The key to our growth in recruiting and retaining talent is lifelong learning, support, and collaboration for all members of Team Kenton!

Dr. Henry Webb Superintendent

Kenton County School District

A component of our ELL Well Culture is Dream Well. Employees give so much to our organization; we feel that it is only right to give back to them. All employees are eligible to submit a dream for themselves or a team member with the only limit being their imagination. Dreams we have done in the past have included helping an employee become an American Citizen, gifting a couple a down payment on a new home they had been saving for, and even fulfilling a dream for one of the employees from our Mexico site to attend a major league baseball game. We took that dream one step further and flew him to Cincinnati for our annual Reds game with 1,200 of his RDI family and friends where we arranged for him to throw out the first pitch. NKY

Joseph Pinnell Director of Employee & Community Engagement

RDI

TALENT DIVERSITY | VOLUME 40 NUMBER 4

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GROW NKY in in in Action Action Action

Commonwealth Education Continuum A group of partners from across Kentucky will focus on providing equitable access to opportunities, more support for students and families at every level, and a diverse and high-quality teacher workforce – critical to closing outcome gaps related to race and income. The initiative will also seek to strengthen career readiness and success as students enter the workforce, as well as improve awareness of postsecondary opportunities. Visit kentuckyteacher.org and click on News to learn more.

Regional demand for talent leads to diversity Growing Regional Outcomes Through Workforce (GROW NKY) is a strategic workforce collective comprised of leaders across key industries, educational institutions, and community organizations working collaboratively to leverage the region’s assets to grow, attract and retain a globally competitive workforce. The Northern Kentucky Chamber serves as the backbone organization leading the strategic workforce collective. GROW NKY focuses on five key areas of workforce development, following a cradle-to career model. Within the GROW NKY ecosystem, talent is at the core. Dedicated partners have joined forces to work on improving the region’s ability to attract and retain diverse & qualified talent. Each contributing to the collective goal thru strategies that promote our region as a place to live & work, address the need for a more diverse workforce and retain new professional talent to meet employer needs. Through strategies such as measuring regional diversity & inclusion, discovery work, establishing DEI (Diversity, Equity & Inclusion) metrics and intentionally engaging immigrants in the workforce using data highlighted in the NKY Welcoming Plan - partners have proven to be critical drivers of progress towards our region’s goal across all focus areas of the GROW NKY ecosystem. Learn more from this selection of regional efforts featuring partners across Northern Kentucky.

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To sustain the growth of this region across all sectors, population and workforce are key issues for Northern Kentucky Tri-ED. As a key partner of GROW NKY (Growing Regional Outcomes through Workforce), Tri-ED is dedicated to collaboration with education partners and employment centers to attract new people to our region, train our existing workforce and educate our students for future careers. Tri-ED believes as we attract new people to the region, diversity of ethnicities, religions and sexual orientation will increase. They are committed to the meaningful work that ensures racism, discrimination and social injustice do not live in Northern Kentucky. We stand with those in our community who share the belief that every person deserves equal treatment, opportunity, and protection.

NKU Moves Into Year Two of Success by Design Universities across the nation are striving to make themselves “student ready.” NKU determined that its strategic planning process was the perfect place to ensure that students were at the center of all university planning. Looking beyond traditional strategic planning methodologies and lengthy development timeframes, NKU decided to use Design Thinking across the campus to create a strategic plan that was both ambitious and nimble. The result is Success by Design, a strategic plan with a singular focus on student success. The framework was purposefully designed to align resources, decisions, and processes around prospective, incoming, and current learners. Success by Design is the strategic framework consisting of three pillars: ACCESS, COMPLETION, and CAREER AND COMMUNITY ENGAGEMENT. The pillars guide the work at the campus as it determines how NKU delivers support, services, and programs to all learners — not just traditional students — by meeting the learners where they are in their educational journey. Learn more at nku.edu/successbydesign.html.

NKYP Announces Steering Committee Members and Focus for Year Ahead Northern Kentucky Young Professionals (NKYP) officially announced the members of its 2020-21 steering committee. The steering committee is charged with providing guidance on issues and topics that are important to the region's young professionals. NKYP is a program of the Northern Kentucky Chamber. “The selected 2021 Steering Committee members are a group of young professionals who consistently contribute to making our region a great place to live and work,” said Ellen Bates, 2020-21 NKYP chair. “Every member is a local rising leader who will help set the program’s direction for the year and leverage their time and talents to strengthen the Northern Kentucky community at large.” This year, the NKYP steering committee is focusing on making connections, civic engagement, and diversity, equity, and inclusion. Connect with NKYP at Facebook.com/NKYYoungPros. NORTHERN KENTUCKY BUSINESS JOURNAL

FreshLo Chef Fellowship at The Center for Great Neighborhoods FreshLo Chef Fellowship is designed to give a hand up and a push forward to anyone with a passion to start, or to grow, their own food-based business. For those without the resources, connections, or experience needed to start a business, becoming a food entrepreneur can remain out of reach. This program introduces aspects of starting and running a food business that will help you understand what it takes to turn your food business ideas into a reality. The FreshLo Chef Fellowship is open to anyone over 18 who is passionate about having a food-based business. The program is particularly interested in healthy, affordable, and culturally diverse food ideas. The program is open to a diversity of business goals as well as a diversity of cultural and ethnic backgrounds; immigrants and refugees are welcomed to participate: greatneighborhoods.org/freshlo-chef-felllowship

Northern Kentucky Community Action Commission Launches Transportation Program in Boone County Many employers have identified lack of transportation to be a primary workforce challenge. Access to reliable transportation is a necessary component of economic mobility and quality of life. For job seekers without access to a car, transportation can be a formidable barrier to employment, hampering both an applicant's ability to apply for a job and an employee’s ability to retain one. Northern Kentucky Community Action Commission (NKCAC) announced the launch of a new transportation program for Boone County residents. The program, Linking Individuals in Northern Kentucky, or LINK, is designed to help Boone County residents get to and from work in the industrial parks in Florence and Hebron. The LINK Van leaves from the Boone County Neighborhood Center in Florence several times each morning and transports riders to stops throughout the industrial parks in Florence and Hebron. As the van travels through the industrial parks, it picks up riders who are ending their work shift and takes them back to the Neighborhood Center. The van was purchased through a grant from the Boone County Fiscal Court as part of their Capital Grant Program. NKCAC invested dollars from the CARES funding through the Community Services Block Grant to have the van wrapped and to hire a full time driver to transport workers. “Transportation to and from work is a major issue for many Northern Kentuckians. We see many families who want to work, but just don’t have the transportation to get to and from work consistently. Thanks to the support of the Boone County Fiscal Court, we were able to launch this program to help with that need,” said Catrena Bowman-Thomas, executive director of Northern Kentucky CAC. “We hope that this program will enable people to get to and from work on a consistent basis so that they can earn the money necessary for them to purchase a car and help them on their path to self-sufficiency.”

TALENT DIVERSITY | VOLUME 40 NUMBER 4

Anyone needing to reserve a seat on the LINK Van for transportation to and from work can text 859-904-LINK (5465). They will receive a link to log onto the app to select their departure time, their destination, and reserve their seat. More information about NKCAC, its programs and services, as well as available COVID-19-related resources can be found at nkcac.org. NKCAC is also looking to partner with employers in the industrial parks. Companies that are looking to fill entry levels positions, are looking for transportation resources for those employees, or that have an interest in soft skill employment training for existing and potential hires should contact the agency at 859-581-6607. NKY

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AROUND THE CHAMBER Women's Initiative Annual Breakfast CIVISTA Bank Vice President, Kevin Garrett, and DCCH Executive Director, Bob Wilson

Nonprofit Recipient - DCCH Center for Children & Families C-Forward Vice President of Client Services, Dale Silver, and the 2021 Debbie Simpson Spirit of Achievement Award Honoree, Dana Dobbs, of Citi.

Debbie Simpson Spirit of Achievement Award Honoree - Dana Dobbs Clockwise from upper left: Molly North, President & CEO of Al. Neyer; Mary MIller, Inspirational Speaker, Coach & CEO of JANCOA; Catrena Bowmna-Thomas, Executive Director, NKY Community Action Commission & Lead Trainer, CBT & Associates; Brit Fitzpatrick, Executive Director of Blue North.

Annual Breakfast panel and moderator

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NORTHERN KENTUCKY BUSINESS JOURNAL

NKY Chamber Community Awards Kroger

Graydon

St. Elizabeth Cancer Center Brighton Center

Pat Crowley

Perfetti van Melle

Newport Racing & Gaming

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Digital Marketing Handled Local Search Review Marketing Paid Advertising Social Media

Lisa Jones Give Lisa a call for a FREE consultation!

Learn how your organization can support career connections for high school students at MyCareerE3.org, the region’s newly launched work-based learning platform. For more information, contact Lorraine O’Moore, NKY College & Career Connector at lomoore@learning-grove.org.

Digital Marketing Consultant 859.743.5124 | LSJones@revlocal.com

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Ribbon Cuttings Sponsored by:

RIBBON CUTTINGS CAREFIRST URGENT CARE 3457 Valley Plaza Parkway | Fort Wright, KY 41017 | 859-341-2265 | carefirsturgentcares.com

PICTURED: Darryl Bashford, Blue Moon Estate Sales-NKY Chamber Ambassador; Collin Foltz, CareFirst Urgent Care; Suzanne Perkins, CareFirst Urgent Care; Latonya Izzard, CareFirst Urgent Care; Tonya Butler, CareFirst Urgent Care Brittany Elza, CareFirst Urgent Care; Kiley Hatfield, CareFirst Urgent Care; Barry Henry, the Flottman Company-NKY Chamber Ambassador; Jane Young, RE/MAX AffiliatesNKY Chamber Ambassador; Lori Hazelwood, ChaseTekNKY Chamber Ambassador

LET US HELP YOU PROMOTE!

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We want to help you promote and celebrate your ribbon cutting ceremony for your new facility, expansion, anniversary celebration or open house! We’ll bring our trademark giant blue scissors, a group of Chamber ambassadors, and a camera to capture the excitement of your special day. Call Lynn Abeln at (859) 578-6390 to schedule your FREE ribbon cutting today!

NORTHERN KENTUCKY BUSINESS JOURNAL

Business Impact Awards presented by:

Wednesday, May 19 & Thursday, May 20 Each year, NKY Chamber recognizes local business leaders and innovators through its Business Impact Awards program, presented by Huntington Bank. The awards recognize businesses - small and large, new and longstanding – that are positively impacting the Northern Kentucky community through innovation, creativity, strong business practices, and leadership.

Award Sponsor:

HOMEWATCH CAREGIVERS

MEMBER

MILESTONES

SHARE YOUR GOOD NEWS! All NKY Chamber members are invited to share announcements & personal achievements in the Milestones column.

If there’s one thing that COVID-19 has shown, it’s the need for high quality, reliable and accountable professional caregivers. That’s why Stacey Thornberry has opened the area’s first Homewatch CareGivers. Like other caregiving services, Homewatch offers various levels of care. Non-medical care provides companionship, especially important during the isolation experienced during the pandemic, and help with light housekeeping and errands. They seek ways to prevent falls or injuries. The second tier is personal care assistance. This can include ensuring that medications are sorted and taken on time, and helping with bathing and dressing. Complex personal care specialists know how to deliver services that require advanced medical knowledge such as using a Hoyer lift to get immobile patients to the bathroom and in and out of bed. Approximately 80% of clients requiring care are senior adults while 20% are children with severe illness or disabilities. Her 17 years in human resources within the hospitality industry and another decade as a childcare administrator have armed Stacey with the administrative tools required to run complex organizations and hire exemplary staff. She now has advanced degreed personnel overseeing client services and quality assurance. “Everyone wants to use their passion to reach their potential,” says Stacey. “For me, it is serving 11 zip codes within 10 Northern Kentucky counties with a new way to ensure the safety of people who want to remain in their homes but need some help to get by.

Send Milestones to bgastright@nkychamber.com

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NORTHERN KENTUCKY BUSINESS JOURNAL

OKI

The Ohio-Kentucky-Indiana Regional Council of Governments (OKI) Board of Directors approved the appointment of new officers to lead the transportation planning organization for 2021. “OKI has a national reputation for providing cutting-edge transportation solutions to our growing 21st Century mobility problems. The nearly 200 communities in the OKI region deserve astute attention to their needs, and OKI is a leader in addressing their concerns,” said incoming OKI Board President, Commissioner David Painter. “I am excited to work with the board members as we continue to improve the quality of life and economic vitality in the Ohio, Kentucky and Indiana Regional area”. The new officers for the OKI Board of Directors will serve a two-year term (2021 and 2022) and include: President: Clermont County Commissioner David Painter First Vice President: Boone County Fiscal Court Judge Executive Gary Moore

SHP ARCHITECTURE

SHP Leading Design, an architecture, design and engineering firm located at 223 Fairfield Avenue, recently celebrated two significant milestones. This year they are celebrating their 120th anniversary as a firm, ranking them as the 40th oldest firm in the United States. Additionally, SHP was recently ranked #25 in the Top Architecture and AE Firms for 2020 in the United States "K-12 School Facilities" sector, by Building Design + Construction magazine. The Bellevue office is led by Tom Fernandez, Brandi Bresser, and Jeffrey Sackenheim. NK Y

Second Vice President: Anderson Township Trustee Josh Gerth Treasurer: Resident At-Large Member Kenneth Reed Past President: Kenton County Judge Executive Kris Knochelmann Secretary: OKI CEO Mark R. Policinski OKI’s Board of Directors consists of 118 people of many of whom are elected officials. OKI is federally mandated and funnels approximately $40 million in transportation funds to construction and planning projects throughout its eight-county, three-state region that includes: Ohio’s Butler, Clermont, Hamilton and Warren counties; Kentucky’s Boone, Campbell and Kenton counties and Dearborn County Indiana. OKI is a council of local governments, business organizations and community groups committed to developing collaborative strategies, plans and programs to improve the quality of life and economic development potential of the Tri-State.

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EVENTS

MARCH 3/1 3/4 3/10 3/11 3/16 3/18 3/23 3/25 3/29

RYL Applications Due Workforce Safety Forum: Ergonomics, Overexertion, Slips, Trips and Falls | Virtual | 10:00 – 11:00 AM Employer Best Practices Symposium 2021 | Virtual | 8:00 AM – 12:00 PM NKYP: Leading Well (Managing Up): Professional Development Series for YPs with Talent Magnet Institute | Virtual | 11:30 AM-1:00 PM Eggs ‘N Issues: Local Housing Market | Virtual | 8:00 – 9:00 AM Business After Hours | Virtual | 4:00 – 5:00 PM Women’s Initiative Professional Series: Cultural Competence - How to Embrace Unique Perspectives to Maximize Professional Growth I Virtual I 8:30-9:30 AM NKYP: Cocktails & Conversation | Virtual | 4:00 – 5:00 PM Women's Initiative CONNECT Hour | Virtual | 4:00 – 5:00 PM

APRIL 4/14 4/15 4/20 4/22 4/26

MAY 5/6 5/6 5/12 5/12 5/13 5/13 5/18 5/19 5/24

LOOKING FOR MORE EVENTS? NKYCHAMBER.COM/EVENTS

Northern Kentucky Business Journal is published bi-monthly by: Northern Kentucky Chamber of Commerce, Inc. 300 Buttermilk Pike Suite 330 P.O. Box 17416 Ft. Mitchell, KY 41017 859-578-8800 NKYChamber.com The Business Journal is a benefit of membership and included in membership fees. Annual subscription rate for nonmembers is $24. Periodicals Postage Paid USPS-548630 at Covington, KY.

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Postmaster: Please send address changes to the Northern Kentucky Chamber of Commerce, 300 Buttermilk Pike, Suite 330, P.O. Box 17416 , Ft. Mitchell, KY 41017-0416. Subscribers: Please send address changes by e-mail to info@nkychamber.com. © 2021, The Northern Kentucky Chamber of Commerce, Inc. and by the individual authors. All rights reserved. CEO/Publisher Brent Cooper | bcooper@nkychamber.com Vice President, Public Affairs & Communications Kristin Baldwin | kbaldwin@nkychamber.com

Marketing / Communications Director Jeremy Schrand | jschrand@nkychamber.com Design & Photography Ben Gastright | bgastright@nkychamber.com Vice President Membership – Sponsorship Sales Lynn Abeln | labeln@nkychamber.com Director, Sponsor Investments Diana McGlade | dmcglade@nkychamber.com Chamber Communications Committee Jamie Glavic, Katie Louis, Tabari McCoy, William Powell, Kelly Rose, Atley Smedley, Charley Wayman & Casey Williams

NORTHERN KENTUCKY BUSINESS JOURNAL

2 0 2 1 AWA R D S

The Outstanding Women of NKY awards honor women who exemplify notable achievement, outstanding service in their professions or to the Northern Kentucky community. Save the Date: Tuesday, June 8, 2021

NKYChamber.com/OWNK Questions? Email gbath@NKYChamber.com

Title Sponsor:

Education Partners:

Presenting Sponsor: