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Celebrating 28 Years of Modern STEM Brilliance BEYA Winners, Special Recognition & Emerald Honorees, Science Trailblazers USBE&IT Conference Edition 2014 www.blackengineer.com

GROWING NEXT GENERATION STEM

Stephanie C. Hill

President, Information Systems & Global Solutions Civil product line Lockheed Martin Corporation

Marillyn A. Hewson Chairman, President and Chief Executive Officer Lockheed Martin Corporation

FORTUNE 500 CEOS

Mary T. Barra Chief Executive Officer General Motors Company

PUSH FOR

The Minds that Drive Science and Technology

STEM INCLUSION

MORE DIVERSITY IN ITS S&T RANKS

CHANGES:

LATINO, NATIVE AMERICAN AND nd AMERICAN TECHNICAL Up a AFRICAN ng: ORGANIZATIONS LEAD THE WAY i Com n-Day r e s d Mo Leader Tech

INVESTING IN AMERICAN VETERANS

Ilene Gordon Chairman of the Board, President and Chief Executive Officer, Ingredion

RECOGNIZING WOMEN FOR JOBS WELL DONE! SPRING 2014 | www.womenofcolor.net

WHO’S HIRING. WHERE THE JOBS ARE. HOW YOU CAN GET THEM.

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Phebe N. Novakovic Chairman and Chief Executive Officer General Dynamics

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PROMOTING DIVERSITY IN STEM SINCE 1976

PRICING SCHEDULES

K-12 PIPELINE DEVELOPMENT • EMPLOYEE TRAINING AND DEVELOPMENT • TECHNICAL RECRUITMENT EMPLOYEE RETENTION • EMPLOYEE RECOGNITION

www.ccgmag.com

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2012 WOMEN OF COLOR AWARD WINNERS

COMMANDING VIEWS:

THREE FOUR-STAR

ARMY GENERALS Marillyn A. Hewson

Mary T. Barra

Phebe N. Novakovic

Chairman, President and Chief Executive Officer Lockheed Martin Corporation

Chief Executive Officer General Motors Company

Chairman and Chief Executive Officer General Dynamics

Proud milestone for an institution long hailed as an exemplar of diversity

A STEM COMMITMENT

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But even as the Army is proud of its racial diversity, there is quiet concern that the Army may not be in a position to build on that success. The worry is that there are not enough minority officers in the pipeline to follow the footsteps of the black fourstar generals. Overall, 12 percent of commissioned active-duty Army officers are African American and another 5 percent are Hispanic. Meanwhile, more than one in five enlisted soldiers are Black and about 13 percent are Hispanic.

“I am trying to improve the situation from within. I may be one who can help the door open,” Brooks said, who two decades ago helped organize a minority outreach program at West Point. “I would be disingenuous to say we are where we should be. We have some problems in terms of density in the ranks up and down the line.”

Gen. Raymond T. Odierno, the Army Chief of Staff, has called improving diversity one of his top priorities. “For me, it is about talent,” he said. “I want the best talent. And there is talent everywhere. And it is about us using that talent.”

The generals add that the Army is bursting with opportunity for talented recruits, particularly those who are technically inclined. When people think of a career in STEM, they

M

ary Teresa Barra—first female chief executive officer of General Motors— joined GM in 1980 as an 18-year-old co-op student at the General Motors Institute (Kettering University). Mixing school and work in rotation at the Pontiac Motor Division, Barra studied electrical engineering at General Motors Institute, obtaining a Bachelor of Science. Clearly on the fast track, she was promoted quickly through engineering and staff positions. By 1988, she earned even further professional development recognition through a GM fellowship for an M.B.A. at the Stanford Graduate School of Business. With 33 years of experience at GM, Barra has risen through a series of manufacturing, engineering, and senior staff positions. workforce at a recent Career Communications Group (CCG) event. “Diversity is about talent and finding the best people for the job. If you get this equation right, underrepresented people will naturally rise to leadership positions,” he said.

At the end of 2013, GM announced that Barra would succeed Daniel Akerson, the former chairman and CEO of General Motors who served from 2010 to 2014. As CEO, Barra leads company efforts to strengthen GM in automotive design and technology, product quality, customer care and business results for 56 GM plants, annual production of more than three million vehicles and powertrains, and 74,000 workers.

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General Dennis L. Via

To help that rise, the 106-year-old automobile manufacturer continues to shape the next generation of leaders and innovators for the auto industry and develop diverse talent for its future needs.

“Diversity is deeply woven into the fabric of GM,” said Akerson, who won a BEYA for advancing diversity in the WOMENOFCOLOR | SPRING 2014 www.womenofcolor.net

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hen it comes to top-ranking African Americans in the U.S. Army, these are the best of times. The service boasts three four-star generals, the highest number in Army history, marking another proud milestone for an institution long hailed as an exemplar of diversity.

The African American four-stars are Gen. Lloyd J. Austin, a former commander in Iraq who now heads U.S. Central Command, which is overseeing the U.S. drawdown in Afghanistan; Gen. Vincent K. Brooks, commanding general of the U.S. Army Pacific; and Gen. Dennis L. Via, head of the Army’s Material Command, which supplies the Army everywhere across the globe.

Commander of the U.S. Army Materiel Command

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General Lloyd J. Austin Commander of U.S. Central Command

General Vincent K. Brooks

Commanding General of the U.S. Army Pacific

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say, they don’t necessarily think of the Army. But, the generals said, maybe they should think again.

“There is a demand for individuals with a background or degree in STEM,” said Austin, himself a graduate of the U.S. Military Academy at West Point, which calls itself the nation’s oldest engineering school. “I would highly encourage young people, particularly minorities, who are interested in these subjects to pursue them and also consider joining the ranks of our combat arms or other specialty branches.”

Austin says opportunities offered by the Army—and, more generally, the military—stack up well against other career paths.

Not only is there an opportunity for service to country, they say, but there is also the chance to work on cutting-edge technology and lay the foundation.

“Science and technology are fundamental to what we do,” said Brooks, a West Point graduate who was recruited to play basketball at the academy by famed coach Mike Krzyzewski.

“We are always generations ahead. Whether it is military medicine and the science that is behind inoculations or whether it is the science of space exploration, developing rockets or actually putting men on the moon.”

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Editorial Philosophy & Mission Career Communications Group, Inc. (CCG) publications target students actively pursuing paths to science, technology, engineering and math (STEM) careers. CCG publications promote STEM as integral parts of global competitiveness and America’s advancement. Therefore CCG magazines aim to reach, engage and retain diverse readers as we expose them to job horizons, professional life, and forward-thinking role models in STEM fields.

CGG publications have one critical mission: To help diverse people succeed in STEM careers. Because many CCG magazine readers are also first-generation students to and through college, CCG publications aim to serve as a guide with inspirational templates. The magazine collaborates with employers to provide readers with information, insight and perspectives on job horizons, professional life and people they need to know. $6.95

Most Powerful Women in Finance

Fall 2013 $6.95

INSIDE

Internships Offer Students Lessons Beyond the Classroom

INSIDE DEPARTMENTS

DEPARTMENTS

CAREER COMMUNICATIONS GROUP’S

La Vista Hispanic College Fund Makes Students’ Dreams Their Reality

La Vista Alejandra Ceja: White House Initiative on Educational Excellence for Hispanics Making the Connect

Technologia del Mundo Everything You Wanted to Know About Drilling But Were Afraid to Ask

& INFORMATION TECHNOLOGY

& INFORMATION TECHNOLOGY

The Next Level Tips for Success in College and Beyond

Book Review Career Outlook Hispanics in Energy - Public Utilities

PERSPECTIVES FROM THREE LATINA ENGINEERS

Darryl A. Stokes Director, Engineering & Standards Baltimore Gas and Electric Company

Darryl A. Stokes Sheds Light on

ALICIA ABELLA, PH.D. Executive Director, Innovative Services Research AT&T Labs

Women of STEM:

VALERIE TORRES, PH.D. Senior Member, Technical Research Staff AT&T Labs

MARY FERNÁNDEZ, PH.D. Executive Director, Technical Research AT&T Labs

One on One:

Meet the Dynamic Minds President Obama’s of Tomorrow, Today Top Domestic Policy Advisor

Melody Barnes

SPRING 2010 | www.womenofcolor.net

Talks to WOC

how I SpENt my

SummEr all you ever wanted to know about internships

Big Data Equals Big Bucks for STEM Grads

boeing How I Spent

and the future of aviation Filling the engineering pipeline, drawing From the best oF the best

johN trACy

Chief technology officer the Boeing Company Senior vice President engineering, operations & technology

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Technologia del Mundo Our Historic Partnership with Google Books Job Horizons There’s Good News Inside

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La Communidad Advocacy Groups Step Up to STEM

La Communidad

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HISPANICS IN ENERGY TAKING CHARGE, CHANGING THE GAME.

TOP

HILDA L. SOLIS Secretary of Labor U.S. Department of Labor

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HISPANICS IN THE MILITARY

Top Employers

OF THE YEAR Camille D’Annunzio

Manager, Automated Sensor Exploitation Technology Center Northrop Grumman Electronic Systems

WE SALUTE THEIR SERVICE

WHERE

TECHNOLOGY

LOOKING BACK AT LEGACIES OF ACHIEVEMENT, LOOKING FORWARD TO THE FUTURE.

& RISING STARS

ARE THEY NOW?

Support from

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2013 TECHNOLOGIST

ALL-STARS FALL 2013 | www.womenofcolor.net

WOMEN OF COLOR

STEM AWARDS WINNERS SPECIAL RECOGNITION HONOREES

Editorial Content Columns:

PEOPLE AND EVENTS

collection of helpful tips on STEM issues, covering early to mid career.

EDUCATION

Getting into college is just the first rung to career. Successful matriculation is the next step. Education addresses the pitfalls readers will face ranging from study habits to financial challenges. This practical real life column gives readers all the tools they will need to graduate and enter the world of work.

PROFILES IN INNOVATION We celebrate the men and women who are reinventing and reenergizing STEM, business, and government.

One on One

by Garland L. Thompson gthompson@ccgmag.com

FROM PRIVATE E-1 TO ARMY CHIEF INFORMATION OFFICE G-6

Sister Ellen Marie Hagar is president of Elizabeth Seton High School in Maryland. Hagar graduated from the school in 1974. Before coming home to her alma mater in 2009, she served as principal at a K-8 grade school in Georgia where she increased enrollment by 70 percent. At Elizabeth Seton, she told the Washington Post that she is trying to make sure its 600 students, in a school that’s 65 percent minority, are as prepared as possible to major in math, engineering, computer science, and other fields where women are in particularly short supply. As part of the new curriculum, girls are encouraged to program robots, pursue a career in science or go into gaming. According to the Post, Hagar is also setting up internships in all these fields and CEOs have been eager to work with her.

Army CIO Lieutenant General Robert S. Ferrell poses with two West Point cadets at the 2014 BEYA STEM Career Fair in Washington, D.C.

knew then the importance of getting an education. When his enlistment ended, the young Bob Ferrell went on to finish his B.S. studies at Hampton University, with enough credits to enroll as a junior. While at Hampton, Ferrell continued his military career as a Reserve Officer Training Corps cadet and member of the National Guard where he participated in a program that allowed him to keep his sergeant’s pay while he matriculated at the university. Upon graduation in 1983, Ferrell returned to active service as a second lieutenant, beginning his long climb into the Army’s top echelons.

Taking the Army to the Future

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t. Gen. Robert S. Ferrell is stepping into very large shoes.

Not only is his career the fulfillment of a 70-year family tradition of military service—the first general officer, now with three stars on his shoulders—he succeeds to a post as chief information officer in which he gets to oversee the transformation of a storied branch of the U.S. Army: the Signal Corps.

To an outsider unfamiliar with the opportunities available in today’s education-focused, technology-centered military, Buck Private Ferrell’s path to lieutenant general was not the typical journey, but filled with determination for achievement and lifelong learning. He joined the Army in 1977—”seven, seven, seventy-seven,” as he puts it—and rose to the rank of sergeant as he completed two years of college study at Fayetteville State University.

Even as a young sergeant, the future lieutenant general

A Golden Moment That by itself constitutes a story worth emulation by many a young career-climber. When Lt. Gen. Ferrell stood at attention during promotion ceremonies to accept his third star, his father and uncle, 80-plus-year-old warriors who, between them, had seen service in World War II, Korea, and Vietnam, mounted the stairs to join him on the platform.

Lt. Gen. Ferrell an Anniston, Alabama native who grew up www.blackengineer.com

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Dr. Judson Haynes is a scientist at P&G in Cincinnati, Ohio, and his work focuses on scientific visual communications for P&G’s global beauty care business. Prior to joining P&G, Haynes obtained a bachelor’s degree in chemistry from Hampton University and a Ph.D. in analytical chemistry at Louisiana State University. His graduate dissertation work resulted in seven peer-reviewed publications and several distinguished research awards from LSU and the American Chemical Society. From 2007-2011, he served as Midwest chair of the National Organization for the Professional Advancement of Black Chemists and Chemical Engineers (or NOBCChE). In 2011, Haynes was elected vice president of NOBCChE for the 2011–2013 terms.

In his free time, Haynes is an avid runner. Over the past nine years, he has run 40 races (from 5K to half marathon distances) and completed one triathlon.

CORPORATE LIFE

In the workplace, what you don’t know can hurt you. Etiquette and good manners are an important part of relationship building.

Some of these unspoken rules are in place to respect and protect time, people, and processes. This column takes an in depth look at social interactions and attitudes that impact business success. Readers will understand the rules and expectations and gain greater confidence and assertiveness to navigate organizational politics and develop connections.

Save the Date CAREER OUTLOOK

An in-depth look at a cutting-edge industry within STEM. We tell you where the jobs are, why you want them, and, most importantly, how you get them.

Spotlight on Veterans

October 23-25, 2014

2014 Women of Color STEM Conference

Detroit Marriott at the Renaissance Center

6/25/14 3:38 PM

ONE ON ONE

One-on-one is a conversation with a public sector or corporate leader on topical issues in science, technology, engineering and math (STEM). Invited parties will end the conversation with an opinion. This column presents insights and perspectives from people of different backgrounds and gives readers a larger worldview.

Connecting.

Mentoring. Learning.

Like us on Facebook: www.facebook.com/WOCITC

JOB HORIZON RECRUITING TRENDS PROFESSIONAL LIFE  OPERATION HOMEFRONT Career Communications Group, Inc. | 729 East Pratt St., Suite 504 | Baltimore, MD 21202 | (410) 244-7101 | www.womenofcolor.net  BENEFITS FOR VETERANS Follow us on Twitter: twitter.com/#!/woctechnology

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INSIDE:   

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PEOPLE YOU SHOULD KNOW

MY GREATEST CHALLENGE

Individuals of merit who are considered role models in their industry. One of the key factors in encouraging and recruiting minorities and women is showing that there are real opportunities for advancement in these career fields. Showcasing individuals who are actually progressing, growing and succeeding.

Ilene Gordon, chairman, president and chief executive officer, Ingredion

HOW INGREDION CEO ILENE GORDON CONQUERED THE CHALLENGE OF LEADING

I

Ilene Gordon has long been big on using analysis for problem solving. In her first year at the Massachusetts Institute of Technology (MIT), she was actively considering math education as a career. While working on her bachelor’s degree in mathematics, she took a summer job as a teaching assistant at a private school. Gordon remembers having a wonderful experience teaching students how to use the computer in a productive way. But the six-week assignment also brought the rookie teacher an unforeseen challenge.

“My reaction was if this is the ultimate, and I am looking for even bigger challenges, then I think I’ll apply to business school,” she said.

On the surface, a graduate program in business administration or management seems a huge leap from teaching basic computer skills or high school algebra, geometry and trig. Gordon herself says she felt a bit ahead of her time—partly because in the 1970s the mathematics field didn’t offer the range of careers for women they do now.

Gordon notes that opportunities were opening up in engineering, but most women that had been a math major seemed to end up going either into computer science, the actuarial field or maybe to a bank. She, however, spotted an opportunity for a female mathematician in

business and management and courageously helped blaze the trail.

“In my business school class there were 20 women,” said MIT Sloan alumna Ilene Gordon, SM ’76. “Today approximately 30 percent of the students in the top graduate business schools are women.

FIRST STEPS: INTERNSHIPS

“I think I would’ve ended up in a field that used my problem solving and analytical skills. So I’m excited I chose the field of business, which has so many opportunities for people with strong analytical and problem solving skills.”

Internships are the gateway to meaningful jobs for STEM students. First Steps is a 360-degree first person narrative of the internship experience from application process to the workplace experience.

Armed with the tools and resources to achieve a successful career in business, Gordon, by age 20, was committed to running a business, building a team and a company.

After B-school, she joined a Boston consulting firm founded by a man who’d earned an undergraduate degree in engineering before attending Harvard Business School.

“I was interested in problem solving,” she said. “And they were looking for people to join the European office so I volunteered to go to London. It was my first international (those days it was international not global) experience and I was exposed to international businesses.”

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CAREER VOICES

WOMENOFCOLOR | SPRING 2014

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Many career missteps can be avoided.

Voices dishes up real life voices with tips and advice from professionals who have navigated the career maze. Voices is a

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Features:

CAREER OUTLOOK

Career Outlook is a comprehensive career guide for students and entry-level job candidates. With entry-level STEM placement as competitive as it currently is, hiring managers depend more and more on internships to distinguish the best candidates and assess potential for full-time positions. Career Outlook is the career guidance tool job seekers look to for guidance.

Every issue gives an industry overview, followed by an employer directory and profiles of successful role models in the industry.

Students, career placement professionals, and academic counselors look to Career Outlook to assist students in their career search.

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FALL 2013

Blacks in Energy: Career Potential in the Energy Industry

New IT & USBE oard Job B

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US Black Engineer & Information Technology BEYA STEM CONFERENCE ISSUE (FEBRUARY)

BEYA STEM Conference issue is a talent-rich environment for recruitment, networking and professional development. This issue reaches college representatives and thousands of elite professionals and students from across the country who represent the upper echelon of the science, technology, engineering and mathematics (STEM) disciplines and careers.

HBCU ENGINEERING DEANS JOBS ISSUE (JUNE):

Organizations that recognize employees at the annual BEYA STEM Conference and support Historically Black College and University Engineering Schools view the USBE&IT Conference and Jobs issues as a must. Both issues are a place to showcase employees and best practices of the many

Hispanic Engineer and Information Technology SPRING JOBS EDITION (MAY):

This is just the issue for top employers wanting to reach new STEM graduates.

Many of them are from the nation’s Minority Serving Institutions, which provide exceptional talent for the pipeline. The Jobs issue also highlights best practices from the corporations that support MSI STEM programs.

INSIDE DEPARTMENTS La Vista Alejandra Ceja: White House Initiative on Educational Excellence for Hispanics

La Communidad Making the Connect

Technologia del Mundo Everything You Wanted to Know About Drilling But Were Afraid to Ask

The Next Level Tips for Success in College and Beyond

Book Review The Right Internship

Career Outlook Hispanics in Energy - Public Utilities

whErE thE jobS ArE: hISpANICS IN ENErgy

how I SpENt my

SummEr all you ever wanted to know about internships

boeing and the future of aviation

Filling the engineering pipeline, drawing From the best oF the best

johN trACy

Chief technology officer the Boeing Company Senior vice President engineering, operations & technology

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FALL DIVERSITY CAREERS EDITION (AUGUST):

BACK TO SCHOOL INTERNSHIP ISSUE (SEPTEMBER):

This issue helps readers understand the value of applying for STEM internships with corporations and agencies. The magazine is a step-by-step roadmap to evaluating and selecting opportunities.

CAREERS AND VETERANS (DECEMBER):

The Careers and Veterans issue looks at the many STEM career opportunities in finance, insurance, healthcare, logistics, relationship management, operations and more. *This magazine has a bonus circulation at the Stars and Stripes Military Tribute and Veterans Transition Initiative during the BEYA STEM Conference.

Women of Color Magazine Fall 2013 $6.95

& INFORMATION TECHNOLOGY

corporations that actively recruit HBCU graduates and support HBCU STEM programs. *This magazine has a bonus circulation at the HBCU Engineering Deans Event with employers during the BEYA STEM Conference.

SPRINGWOMEN’S HISTORY MONTH JOBS EDITION (MARCH):

This issue focuses on women in STEM and offers opportunities to reach and engage thousands of students and graduates from Minority Serving Institutions.

This issue highlights accomplishments of women in STEM, career progression and promotion, and diversity and inclusion.

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TECHNOLOGY

ALL-STARS

& RISING STARS

WOMEN OF COLOR

STEM AWARDS WINNERS SPECIAL RECOGNITION HONOREES

FALL 2013 | www.womenofcolor.net

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This issue helps returning students and college entrants understand the value of applying for internships with corporate STEM employers and federal agencies. Fall Diversity Career offers a step-by-step roadmap to evaluating and selecting opportunities.

FALL CONFERENCE EDITION (OCTOBER)

The Women of Color (WOC) STEM Conference issue recognizes outstanding women in the STEM fields. It provides editorial for professional development, networking, and recruiting.

Distribution PHYSICAL AND DIGITAL DIVERSITY DISTRIBUTION

Despite considerable progress over the past couple of decades for underrepresented minority groups and women earning bachelor’s degrees in engineering and computer fields, the gap in educational attainment between young minorities and whites continues to be wide. The percentage of the population ages 25–29 with bachelor’s or higher degrees was 19% for blacks, 12% for Hispanics, and 37% for whites.

Our magazines’ controlled and digital distribution strategy is designed to address this issue with distribution to 300 colleges and universities including Historically Black Colleges & Universities (HBCUs) and the Hispanic Serving Institutions (HSIs) to the offices of the deans of engineering, career centers, and key active student organizations.

Combined, the magazines reach 67 percent of all enrolled science and engineering minority students. The magazines also reach 8,000 professionals, including community and corporate leaders.

Of the undergraduate students majoring in engineering and computer science, the disciplines of our readership break down into the following percentages:

DISCIPLINES OF ENGINEERING MAJORS Medical/Biomedical Engineering 6.50%

USBE AND INFORMATION TECHNOLOGY MAGAZINE Circulation base

HISPANIC ENGINEER AND INFORMATION TECHNOLOGY MAGAZINE

Civil Engineering

17.00%

Colleges and organizations

Computer Engineering

6.00%

Electrical Engineering

21.00%

Industrial Engineering

5.50%

Mechanical Engineering

20.00%

Other

16.00%

The online version is posted to www.blackengineer.com that hasover 1 million page views with an average of 8 minutes per visiteach averaging 7 pages read. Blackengineer.com has a monthly audienceof 180,000.

READER DEMOGRAPHICS MAGAZINE READERS

Our readership includes African-Americans, Hispanics, and minority women. The majority (72%) are between the ages of 18 and 34. The remaining 28% are largely between 35 and 44 years of age, 80% of our undergraduate student readers maintain a 3.0 grade point average or greater.

ONLINE READERS

Online readers are 55% male and 45% women. 75% of our online readers have attended or graduated from college and 20% have earned an advanced degree. The majority (70%) is in the professional/managerial ranks in the workplace, 20% are students, and 10% are self-employed.

2,000

55% Engineering 35% Technology 10% Other

Circulation base

VALUE ADDED: ONLINE DISTRIBUTION

300

Conference bonus distributions:

8.00%

Chemical Engineering

89,932

Colleges and organizations

46,934 143

44% Engineering 44% Technology 12% Other

WOMEN OF COLOR MAGAZINE Circulation base

69,883

Colleges and organizations Conference bonus distributions 30% Engineering 52% Technology 17% Other

244 2,000

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SITE SPONSORSHIPS

Site sponsorships are simply the most cost-effective way to enhance your diversity recruitment efforts. With the combined draw provided by our editorial coverage and your advertising, these packages maximize the impression you make on potential employees.

Millennium Sponsorship Unlimited job listings Featured Job listing Featured Company profile 10 user IDs for the minority resume bank Rotating banner on CCG’s Suite of Web Sites $6,000 for three months or 100,000 impressions Silver Sponsorship 50 job listings Featured Company profile 4 user IDs for the minority resume bank Rotating banner on CCG’s Suite of Web Sites $4,500 for three months or 100,000 impressions Bronze Sponsorship 25 job listings Featured Employer listing 2 user IDs for the minority resume bank Rotating Web banners on any three sites in CCG’s Suite of Web Sites $3,500 for three months or 75,000 impressions Standard package 10 job listings 1 Employer of the Day listing 1 user ID for the minority resume bank Rotating Web banners on any two sites $2,500 per month Resume database $5,000 for Unlimited Access to resumes Web Marketing package Web Banner Advertisements rotating for 1 month on CCG’s Suite of Web Sites Banners 100,000 impressions 150,000 impressions 50,000 impressions 500,000 impressions Mechanical requirements 535 x 90 468 x 60

$3,500 $4,800 $7,500 $14,000

$1,500

Conference Rates

Save the Date October 23-25, 2014

2014 Women of Color STEM Conference

SAVE THE DATE

28 2015

Detroit Marriott at the Renaissance Center

Connecting.

Mentoring. Learning.

February 5-7, 2015 Washington Marriott Wardman Park Washington, DC

Like us on Facebook: www.facebook.com/WOCITC

Don’t miss this historic event!

Follow us on Twitter: twitter.com/#!/woctechnology

www.beya.org For more information, call us at 410-244-7101

Career Communications Group, Inc. | 729 East Pratt St., Suite 504 | Baltimore, MD 21202 | (410) 244-7101 | www.womenofcolor.net

WOMEN OF COLOR STEM CONFERENCE Diamond Plus Level Participation Diamond Level Participation Platinum Plus Level Participation Platinum Level Participation Gold Level Participation Silver Level Participation Bronze Level Participation Academic/Small Business Exhibit

$50,000 $45,000 $35,000 $27,500 $22,500 $17,500 $10,000 $1,500

BEYA STEM CONFERENCE

Diamond Plus Level Participation Diamond Level Participation Platinum Plus Level Participation Platinum Level Participation Gold Level Participation Silver Level Participation Bronze Level Participation Academic/Small Business Exhibit

$50,000 $45,000 $35,000 $27,500 $22,500 $17,500 $10,000 $1,500

Stars and Stripes Veteran Transition Initiative Large Business Program Sponsor $25,000 Medium Business Program Sponsor $10,500 Education Program Sponsor $15,000

FOR MORE INFORMATION ON CONFERENCE RATES, CALL (410) 244-7101

STEM K-12 Program Rates K-12 AND EMPLOYEE VOLUNTEERISM TAP-in-a-Box is Easily Customized and Branded for your company

TAP-in-a-Box provides both community awareness products and services to make them useful to Fortune 1000 businesses and government agencies. We are especially focused on providing community awareness products and services to large businesses that are well known in their communities.

Our products and services include a direct channel to underrepresented communities. For corporations and government agencies, we provide customized and branded packages.

TAP-in-a-Box is positioned as the product that meets the needs of the Fortune 1000 customer. It is designed to integrate horizontally with existing corporate community initiatives in order to expand the scope of their programs. Its specifications include: 1. Speaker’s bureau tied to local community organizations 2. Branding opportunities tied to K-12 activities

3. Distribution channel directly to community 4. Vetted list of community organizations 5. Branding opportunity tied to role-model events 6. Branding opportunity on program poster TAP-in-a-Box can be scaled to meet the needs of your organization whether you have active employee participation or are simply providing your branded support materials to the school or community group. TAP-in a- Box is positioned to meet the needs of organizations that are very active and are ready to take their organization’s participation About FEDI The Foundation for Educational Development, Inc. (FEDI), a 501(c) (3), was founded in 1993 to promote engineering, science, and technology to minorities and women through professional and career development, educational programs, awards programs, and career placement opportunities. For more information about FEDI, please visit www.fedifoundation.org.

Level

Metro Area Limit

Location Limit

1 Year Fee

2 Year Fee

3 Year Fee

Platinum

15 metro licenses + 2 community based organization selections

30

$50,000/year paid in 1 annual installment

$42,500/year paid in 2 annual installments

$35,000/year paid in 3 annual installments

Gold

10 metro licenses + 1 community based organization selection

20

$30,000/year paid in 1 annual installment

$25,000/year paid in 2 annual installments

$20,000/year paid in 3 annual installments

Silver

5 metro licenses + 1 community based organization selection

10

$15,000/year paid in 1 annual installment

$12,500/year paid in 2 annual installments

$10,000/year paid in 3 annual installments

Bronze

1 metro license + 1 community based organization selection

3

$5,000/year paid in $4,000/year 1 annual installment paid in 2 annual installments

$3,000/year paid in 3 annual installments

CCG Internship Placement Simplify your search for upstanding minority interns in STEM fields

Interns offer immense value to organizations by delivering skilled short-term support along with opportunities to minimize recruiting expenses. When those interns are also minority professionals, businesses comply with EEOC requirements and build a dynamic workforce that’s as diverse as their customer base. But it can be difficult to reach this limited talent pool given traditionally low enrollments in science, technology, engineering, and math fields among minority groups.

This is where we excel. Career Communications Group, Inc. (CCG) focuses exclusively on the promotion of STEM opportunities to historically underrepresented groups. With access to thousands of students in STEM fields at some of the nation’s most prestigious academic institutions, CCG can help you fill your diversity talent pipeline while dramatically shrinking college recruitment costs.

A solution to meet your organization’s needs CCG can deliver the right placement solution for your organization, whether recruiting summer/temporary interns or entry-level direct hires. Collaborate with a placement associate to manage the search, certification, and screening process. We ensure interns complement your workplace culture and your precise job requirements. All candidates are interviewed prior to placement, with alumni-hosted local mentoring meet-ups scheduled to guarantee each match is a success.

In addition to our internship placement program, CCG works with recent college graduates who fail to find meaningful employment within their field of study. We advocate on their behalf, developing a program to assist in their transition from college to the workplace.

This includes active matching of candidates with employers.

CCG focuses on the promotion of STEM opportunities to historically underrepresented groups.

Tap into a large and growing roster of intern candidates who are career-oriented and driven to succeed. Many are actively involved in our national conferences, college career fairs, professional development and career networking events.

We deliver the right placement solution to your organization…

Summer temporary interns Entry-level direct hires 1-10 Placements $4,500/Placement 11-25 Placements $4,000/Placement 26-50 Placements $3,500/Placement More than 50 Placements $3,000/Placement Internship Rollover to 2nd Year $1,000/Placement

We are a force multiplier for your workforce diversity initiatives.

Print ad mechanicals

FULL PAGE

With bleeds: 8.125 in. x 10.875 in. trim area

2/3 PAGE

5 in. x 10.375 in.

Must include 0.125 in. bleeds on all sides. Please maintain a safe area 0.25 in. from trim edges

HALF PAGE

With bleeds: 8.125 in. x 5.2375 in.

1/3 PAGE

2.4 in. x 10.375 in.

Must include 0.125 in. bleeds on all sides. Please maintain a safe area 0.25 in. from trim edges

No bleeds: 7.625 in. x 10.375 in.

No bleeds: 7.625 in. x 4.9875 in.

Advertising Copy and Contract Terms and Conditions a. All copy is subject to approval of CCG (publisher). Publisher reserves the right to cancel any advertising at any time.

by publisher is contained if such failure is due to acts of God, strikes, accidents or other circumstances beyond publisher’s control.

b. Neither the advertiser nor its agency may cancel (or make changes in) insertion orders after closing date. Cancellations or changes in insertion orders must be in writing, and are not considered accepted until confirmed in writing by publisher.

f. All advertisements must clearly and prominently identify the advertiser by trademark or signature. Advertisements that in the opinion of publisher simulate the editorial format of USBE&IT, HE&IT, and Women of Color magazines are not acceptable.

Advertisements prepared in editorial style of any kind may be subject to the inclusion of the word “advertisement” at the top.

c. All advertisements are accepted published by publisher or warranty of agency and the advertiser that both authorized to publish the entire contents subject matter of the advertisement.

and the are and

d. In consideration of publication of an advertisement, the advertiser and the agency, jointly and severally, agree to indemnify and hold harmless publisher, it’s officials, agents and employees against expenses (including legal fees) and losses resulting from the publication of the contents of the advertisement, including, without limitation, claims or suits for libel, violation of privacy, copyright infringement or plagiarism. e. Publisher shall not be liable for any failure to print, publish or circulate all or any portion of any issue in which any advertisement accepted

g. Any reference to USBE&IT, HE&IT, and Women of Color magazines in advertisements, promotional material or merchandising by the advertiser of the agency is subject to prior written approval by publisher for each use.

closing date precedes the announcement of increased rates. k. Publisher will not be bound by any condition, printed or otherwise, appearing on order blanks, proofs or copy instructions when such conditions conflict with the conditions set forth in this rate card. l. Agency commission to recognized advertising agencies is 15% of gross when paid within 30 days. Interest will be charged at a rate of 1.5% per month on past due balances. m. Cash discount 2% of the net allowed for payment within 10 days. n. Due date: (Upon receipt of Invoice)

h. All advertising contract position clauses are treated as requests. Since editorial requirements change as issue production progresses, publisher cannot guarantee fixed positioning.

o. In the event publisher does not receive payment, advertiser and/or its agency agree they shall jointly and severally liable for such monies as publisher is entitled to receive.

i. Publisher is not responsible for errors inprinting key numbers.

p. In the event publisher does not receive payment or advertiser otherwise breaches the terms of this contract, advertiser and/or its agency shall pay all of the publisher’s costs and expenses in connection with enforcement and/or collection proceedings.

j. Publisher may change the rates published herein at any time provided that no increase in rates will apply to advertisements whose

CAREER COMMUNICATIONS GROUP

729 E. PRATT ST., SUITE 504 • BALTIMORE, MD 21202 (410) 244-7101 • CCGMAG.COM