2017 Hispanic Engineer & Information Technology | FALL - VOL. 32, NO. 2

INSIDE DEPARTMENTS People and Events

Frank Rubio, Ellen Ocha, Michael Montelongo, Ramon Baez, and Rafael Reif in the news.

Education

Internship Goals

Corporate Life

Fresh, Clean, and Fly in Corporate America

Career Outlook

Most Admired Employers Organizations That Get It

Fall 2017 $6.95

ALEIDA SOCARRAS

An Unconventional Journey www.hispanicengineer.com

INTERNSHIPS

The Path to the Fast Track

Millennial Management

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FEATURES

CONTENTS

One on One with

Aleida Socarras An Unconventional Journey to the Top of Chesapeake Utilities....................8

Luis Alberto Febres: First Puerto Rican Ever to Win the Horatio Alger Association Scholarship.......16

Managing Millennials : How to Strengthen Cross-Generational Teams.........................................18 Internships—The Path to the Fast Track...................................22

Make That Connection and Make It Count .......................................24 What I Did This Summer: A Student Perspective on Internship Experiences.....26 Why America's CEO's Showed Up and Showed Out to Promote Diversity......................................30

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PUBLISHER'S PAGE

DEPARTMENTS People and Events ...........6 Frank Rubio, NASA Astronaut Class of 2017; Engineers, Astronauts, and IT Leaders Make Best of Boardroom List; President L. Rafael Reif’s Charge to the Class of 2017

Career Voices ............... 10

Don’t Let Workplace Changes Trip You Up

First Steps .....................12 Cross-border Opportunities Seen at 3rd Mexico Gas Summit

Corporate Life ............... 28 21 Tips on How to Fly in Corporate America

Choose Your Future

I

n this Internship issue of Hispanic Engineer, we bring you stories from people at the five major stages of career development. The students and early-career professionals are experiencing the first stage, which is Growth. They have learned or are still learning what their concern about the future involves: what it means to take personal responsibility for one’s life, achieve in school and at work, and nurture the habits and attitude needed to make the first and every other career stage a success.

HE’s featured group of managers and executives are in the second career stage, Exploration.

They are developing and planning goals, are specifying career preferences, and have completed appropriate training to secure a position in a chosen occupation. The third stage is Establishment.

These are execs who have advanced to new levels of responsibility with positive work attitudes and productive habits along with building coworker relations. Maintenance is the fourth stage.

For leaders in any field in 2017, this stage involves holding on with best practices, keeping up with digitalization, and innovating. You’re still a long way from Disengagement, the final period of transition out of the workforce, so we’re sure this is the right time to gain from reading about people at all stages of career development in Hispanic Engineer magazine.

Publisher and Chief Content Officer

Education...................... 32 Internships: 7 Things You Need to Know

CAREER OUTLOOK ....... 35 2016 Survey Results Most Admired Employers Organizations That Get It

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& INFORMATION TECHNOLOGY

Volume 32 Number 2 EXECUTIVE OFFICE yrone D. Taborn, CEO and Chief Content Officer T Jean Hamilton, President and CFO Alex Venetta, Associate Publisher, Manager of Partner Services Eric Price, Vice President, Recruitment and Professional Training EDITORIAL AND CONTRIBUTING EDITORS Rayondon Kennedy, Managing Editor Lango Deen, Technology Editor Dr. Michael Spencer, Dean, School of Engineering, Morgan State University Dr. Gary Harris, Professor, Engineering Department, Howard University Dr. Victor McCrary, Member National Science Board Dr. Kamal Nayan Agarwal, Vice-Chairman, Modern Technology and Management Institute, Howard University

Jem Pagán, Contributing Editor

Michael Fletcher, Contributing Editor & INFORMATION TECHNOLOGY Gale Horton Gay, Contributing Editor Garland L. Thompson, Contributing Editor Roger Witherspoon, Contributing Editor

GRAPHIC DESIGN Sherley Taliaferro, Art Director Joe Weaver, Global Design Interactive Bryan Davis, Marketing and Content Manager CORPORATE AND ALUMNI RELATIONS Dr. Gwendolyn Boyd, CCG Alumni Committee Chair and President Dr. Eugene DeLoatch, Chairman, BEYA Alumni Group Vice Admiral Walter J. Davis, USN (Ret.) National Chair, BEYA Military Alumni Oliver “Bo” Leslie, Retired Program Manager, Historically Black Colleges and Universities/Minority Institutions, Boeing

Monica E. Emerson, Women of Color STEM Conference National Chair Matt Bowman, CCG Military Program Manager Stars and Stripes Committee Executive

& INFORMATION TECHNOLOGY Director/Chief of Staff for VADM Walt Davis, USN (Ret.) & INFORMATION TECHNOLOGY

Angela Wheeler, Manager, Foundation for Educational Development, Inc. Ty Taborn, Corporate Development Hayward Henderson, Executive Advisor to the CEO SALES AND MARKETING Gwendolyn Bethea, Vice President, Corporate Development Reginald Stewart, Sr. Business Development Manager Sheri Hewson, Account Executive Devin Oten, Senior Account Manager JOBMATCH AND STUDENT DEVELOPMENT PROGRAMS

Hispanic Engineer & Information Technology, (ISSN 10883452) is a publication devoted to science and technology and to promoting opportunities in STEM fields for Hispanic Americans. This publication is bulk mailed to universities and colleges nationwide and in Puerto Rico. The editors invite editorial submissions directed toward the goals of Hispanic Engineer & Information Technology. In particular, HE&IT magazine wishes to present ideas, current events, and personality profiles of successful Hispanic Americans in science, technology, and related business pursuits. Fully developed articles may be sent, but queries are strongly encouraged. Articles and letters should be sent to: Hispanic Engineer & Information Technology, Editorial Department, 729 E. Pratt Street, Suite 504, Baltimore, MD 21202. No manuscript will be returned unless accompanied by a stamped, selfaddressed envelope. Hispanic Engineer & Information Technology cannot be responsible for unsolicited material. Copyright © 2017 by Career Communications Group, Inc. All rights reserved.

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Ashley Turner, University & Professional Development Relationship Manager Courtney Taborn, Talent Management Specialist Rod Carter, Recruitment Specialist, College Relations Sheila Richburg, College Coordinator Hawi Sorsu, Administrative Support CONFERENCE AND EVENTS Ana Bertrand, Conference Coordinator Toni Robinson, 360 MMG Rutherford & Associates INTERNS Kathleen Walters, Markele Cullins, Nicolette Riggin, Rachaee DeVore, Yogesh Sharma University of Maryland Baltimore County

ADVERTISING SALES OFFICE areer Communications Group, Inc. C 729 E. Pratt Street, Suite 504 Baltimore, MD 21202 Phone: (410) 244-7101 / Fax: (410) 752-1837 L ike us on Facebook: facebook.com/HEITMAG

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PEOPLEAND and EVENTS PEOPLE EVENTS by editors@ccgmag.com

FRANK RUBIO, NASA ASTRONAUT CLASS OF 2017

D

r. Frank Rubio has been selected by NASA to join the 2017 Astronaut Candidate Class. The Florida native graduated from the U.S. Military Academy and earned a Doctorate of Medicine from the Uniformed Services University of the Health Sciences. Prior to attending medical school, he served as a UH60 Blackhawk helicopter pilot and flew more than 1,100 hours, including more than 600 hours of combat and imminent danger time during deployments to Bosnia, Afghanistan, and Iraq. Rubio is a board-certified family physician and flight surgeon. At the time of his selection, he was serving in the 10th Special Forces Group (Airborne).

Rubio was born in Los Angeles, California, but considers Miami, Florida, his hometown. He graduated from Miami Sunset Senior High School and earned a bachelor’s degree in international relations from the United States Military Academy at West Point, New York. He also earned a Doctorate of Medicine from the Uniformed Services University of the Health Sciences in Bethesda, Maryland. He completed his Family Medicine Residency at Martin Army Community Hospital, Fort Benning, Georgia. Rubio served as a platoon leader in A Company, 2-82nd Assault Aviation (REDHAWKS), and as a company commander in A Company, 2-3rd Aviation (STORM).

Rubio also served as a clinic supervisor, an executive medical provider, and a flight surgeon at Redstone Arsenal, Alabama. At the time of his selection in June 2017, Rubio was a battalion surgeon for the 3rd Battalion of the 10th Special Forces Group (Airborne) in the U.S. Army. Mexican-American Ellen Ochoa, the first Hispanic woman in space and the director of the Lyndon B. Johnson Space Center in Houston since 2012, will oversee the training of the incoming class of 12 new astronaut candidates.

ENGINEERS, ASTRONAUTS, AND IT LEADERS MAKE BEST OF BOARDROOM LIST

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llen Ochoa, Michael Montelongo, and Ramon Baez are among Hispanic Executive’s Best of the Boardroom, Class of 2017. According to the magazine, this year’s list is the largest group of Latino directors put together in partnership with the Latino Corporate Directors Association (LCDA). The LCDA is focused on increasing the number and influence of U.S. Latinos on corporate boards.

Dr. Ochoa, the first Hispanic woman in space, is a director at NASA Johnson Space Center. Mr. Montelongo, the first Latino appointed as Air Force chief financial officer, is a National Association of Corporate Directors board leadership fellow and board director for various organizations, including Herbalife. Mr. Baez, who started out as a data processor and went on to serve as CIO for five major corporations, is a tech guru on the board of Kaiser Permanente.

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PRESIDENT L. RAFAEL REIF’S CHARGE TO THE CLASS OF 2017

O

"

ne of today’s great challenges is how to help society navigate the unintended impact of technology itself,” MIT president L. Rafael Reif told more than 2,800 new graduates at the Institute’s 2017 commencement, held on June 9. Acknowledging many of those he called “challengers” in the audience, like Apple CEO Tim Cook, he thanked them for their leadership and generosity. Cook spoke earlier on the theme “How Will MIT Grads Serve Humanity?” In his address, President Reif said he had no doubt that the creativity of the 2017 group of graduates will be the source of new products, new capabilities, new discoveries, new designs, new organizations, and whole new industries. “We should not be surprised if some of those new concepts are deeply disruptive,” he said. “Disrupting old systems and assumptions can be a very good idea. But it can also have a great human cost,” he warned. “If you can make this assessment not an afterthought but a first concern, you will contribute to solving one of the deepest and most difficult challenges of our time,” he charged.

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Event: MDOT STEM Education Conference When: June 18, 2018 Where: Clyde Muse Center, Hinds Community College Pearl Campus

HISPANIC ENGINEER & Information Technology | FALL 2017

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ONE ON ONE

By Jessica Rafaeil editors@ccgmag.com

ALEIDA SOCARRAS TALKS:

AN UNCONVENTIONAL JOURNEY TO THE TOP OF CHESAPEAKE UTILITIES

I

f you had asked her while she was still in college where she might be in 2017, it would be unlikely that Vice President and Business Unit Leader of Chesapeake Utilities would be at the top of Aleida Socarras’s list.

With over 25 years of experience in the energy and natural gas industry, she has seen a lot of the changes that have occurred within the industry. It was her liberal arts education that allowed her to bring a fresh perspective to this rapidly changing industry.

Aleida graduated from the University of Texas with a Master of Arts in organizational and industrial psychology, which is not the typical background for someone working in an industry dominated by those carrying various degrees in science and engineering. This difference did not deter her, however, from making an impression.

“My degree allowed me to look at things a little differently,” says Socarras, “and I definitely got a couple of weird looks from people over the years. But I was able to bring a new perspective. Sometimes people may not take you seriously when you see things so differently, so it requires a little more effort on your part.”

Her first taste of the natural gas industry started at TECO Peoples Gas in Florida. She began as a training specialist and covered all areas of operations, distribution, and service. Under Aleida’s leadership, the company notably went from having no set training to full training programs. Down the road, she went on to work for Florida Public Utilities (FPU), starting as the Director of Sales and Marketing and Energy Logistics.

She was later appointed Assistant Vice President of Marketing and Energy Logistics in 2014. She led Florida’s Marketing and Sales, Gas Logistics, and Transportation Service Administration functions for the company. Her main responsibilities included the development and implementation of FPU’s customer growth and retention, brand management, business development activities, and operational business processes and technology.

When asked about the biggest challenges she has faced throughout her career, she says 8

that there are two different sides. “It really came down to opening doors for myself,” Socarras continues, “so that I am able to participate in the conversation and have a seat at the table. On the other hand, I’ve had to remain willing to do the hard work, show up and ask the hard questions, and not be afraid.”

Aleida credits the people who took notice of her work for getting her to where she is today.

“I think I have been very fortunate.

Sometimes we want to believe if we work hard someone will eventually notice, but it’s not that easy. You have to find the people who are willing to promote you and push you to do better. It is those ‘promoters’ that have given me the opportunity to learn, given me different assignments, and [given me the opportunity to] grow. You can’t do it all by yourself.”

someone were to ask the same of me now, I would be proud!”

It’s never too late to find a mentor.

Socarras says that with her new position at Chesapeake, she has sought out a mentor in a similar position to help her learn what she needs to know to be successful.

When asked to give her best advice to young Hispanics embarking on their future careers, she suggests taking it one day at a time and to keep working toward your goal. She believes in working now as if you were in the position you want for yourself in the future.

“Just go for what you want. The world has many obstacles, so don’t try to set your own.

Sometimes you just have to take the leap and build your wings on the way down.”

The cultural barriers she has encountered throughout her career have been neither a disadvantage nor an advantage for Aleida.

Considering the energy industry is a male-dominated field, it comes as no surprise that most of her bosses have been men. However, only one of them has been Hispanic.

“It might have been easier to have had a female or Hispanic mentor. My mentors have been the people I have worked for, and I can say that I have learned something from each boss. The cultural barrier was never really an issue. When you think of the word ‘mentor,’ you think of someone who is willing to guide you without expecting anything in return.

Looking back, I think I was too afraid to ask for a mentor when I was younger. If

HISPANIC ENGINEER & Information Technology | FALL 2017

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CAREER VOICES

by Gale Horton Gay ghorton@ccgmag.com

DON’T LET WORKPLACE CHANGES TRIP YOU UP “Progress is impossible without change, and those who cannot change their minds cannot change anything.”

– George Bernard Shaw

C

hanges in the workplace are constant, but responding well to workplace changes is often easier said than done.

Worry, frustration, anxiety, and resistance are some of the negative reactions to shifts and upheavals that occur on the job.

Viewing changes as opportunities and being eager to be involved in making change occur smoothly and effectively are more positive responses.

The inevitable nature of workplace change requires workers to keep themselves constantly prepared to deal with it, according to Patsi R. Turner, an Atlanta-based consultant with more than 20 years’ experience helping clients enhance individual and organizational capabilities and improve processes. Turner, who has worked at Georgia State University, the Coca-Cola Co., Bellsouth Telecommunications, and AT&T, has experience in talent and career management and manufacturing and construction as well as other areas.

Turner suggests that employees cultivate close working relationships with the people they report to and develop an understanding of how to work with them as well as give information to them. In addition, it’s a good idea to establish a network of a few individuals both within the organization and outside the company but related to one’s industry.

Those individuals may from time to time provide helpful information about the nature of the changes, feedback on how best to respond to the changes, and advice on challenges one is facing in dealing with them, she said.

One of the common misconceptions employees have, Turner said, is that company leaders will provide them with all the information they need to know about changes and new directions. “You are not going to get it from them,” Turner said.

“More often than not, they are not going to tell you what you need,” she said. “Expect not to be told. Be inquisitive.”

Turner said company leaders need to develop a better understanding of their employees as unique individuals that react differently to workplace changes. Some individuals take time to process 10 HISPANIC ENGINEER & Information Technology | FALL 2017

information and may not immediately appear to be on board, while others jump on board immediately and are ready to get to work.

“Not everybody can roll with the punches,” she said.

“The better you understand your people and how they work, the more successful you are going to be,” she tells management.

There’s nothing wrong, Turner said, with seeking additional information to have a better grasp of the what, where, when, and how of changes so you are better prepared to move forward. “You have to dig for it,” Turner said.

She emphasized that workers need to understand that leaders have to manage multiple priorities, and those priorities often change on a moment’s notice. That’s why decisions are constantly being made to do things differently.

It’s important to show yourself to be an independent thinker and offer ideas related to the changes being discussed or made.

Self-development, becoming savvy about internal politics, and staying informed on what’s generally going on within one’s company are other ways to be prepared for workplace changes, she added. “Understand your job but not just your job—understand your industry,” she said.

Turner also offered a few critical points about what not to do when faced with shifts in the workplace: • Don’t hang out with the naysayers. “Don’t get connected with the ‘that’s a horrible idea’ people,” she said. Try your best to be objective.

• Don’t be so close minded that you can’t be influenced. Remain open and flexible.

• Don’t go with your first reaction.

• Don’t depend on your boss alone for answers.

• Don’t neglect having a network that you can turn to for direction.

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FIRST STEPS

CROSS-

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BORDER

by Garland L. Thompson gthompson@ccgmag.com

OPPORTUNITIES SEEN AT 3RD MEXICO GAS SUMMIT San Antonio, Texas

he 3rd Mexico Gas Summit, one of a series of government-industry parleys exploring ways America’s southern neighbor can best maximize the economic growth made possible by the constitutional changes liberalizing Mexico’s energy industry, lived up to its billing. And as a reporter for HE&IT found, the new drive offers exciting opportunities for U.S.-educated Hispanics as Mexico’s energy leaders seek recruits with “bi-cultural” language and business skills to work with the petroleum majors brought in to re-energize and rebuild their industry.

Government heavy hitters teed off the conference start: Daniela Flores Ramirez, Deputy General Director of Planning for Natural Gas and Petrochemicals for Mexico’s Ministry of Energy SENER; Dr. Hector Moreira Rodriguez, Commissioner of the National Hydrocarbons Commission, CNH; Roberto Ortega Ramirez, Director of Engineering Services for the Instituto Mexicano de Petroleo; and Carlos W. Talancon, Secretary of Economic Development for the State of Tamaulipas, led off with keynote presentations. www.hispanicengineer.com

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FIRST STEPS

Growing Economy Prompts a New Outlook The backdrop here of drawing corporate leaders as well as top government administrators to a business summit on the U.S. side of the border is key: As Fortune magazine commentator James Taylor pointed out in a recent opinion piece, Mexico’s economy is growing at a steady 2.4-percent clip, leading to a similarly steady growth in energy demand, which is expected to increase by 31 percent by 2029, while other observers note the continuing declines in Mexico’s production of crude oil and natural gas to meet that rapidly rising demand.

Or as another Fortune writer, Jude Clemente, said in a recent article, the falloff in Mexico’s crude oil output by some 33 percent since 2003 made the country’s historic 2013 energy reforms imperative. Mexico, he said, “is now taking about 60 percent of U.S. gasoline.”

Mexicans, like energy officials in many other nations, have watched U.S. producers upend world energy markets with billions of cubic feet of cheaper natural gas and millions of gallons of lower-cost oil pouring out from their revolutionary, “unconventional” production techniques.

Buying the U.S. Shale Bounty And the Mexicans have become avid customers for this low-priced energy. Seventeen border-crossing pipelines now deliver U.S.produced gas to Mexico, accounting for $3.7 billion in gas exports.

Mexico still exports major quantities of gas and crude oil to the U.S. and is responsible for major shares of a reported $7 billion annual U.S. trade deficit. Still, as Fortune’s Taylor points out, U.S. natural gas exports to Mexico are projected to double “in just the next two years.”

Translation: Mexico’s oil and gas industry, nationalized generations ago but opened to ownership-level participation by international partners four years ago, badly needs outside help if it’s ever to meet its people’s needs, expectations, and desires for modernization in a world in which the technology, business practices, and opportunities for trade were brought to the fore by companies operating beyond its borders while its own energy developers fell badly behind.

Not content to just be customers, the Mexicans, as reported by Alfredo Alvarez and Edwardo Lopez, writing in Exploration & Production magazine, are setting out to build a new energy industry, opening up their “upstream” reserves with:

Envy across the Border

2. Partners for selected promising areas; and

One big example is the flood of new oil and gas rushing out of the Eagle Ford Shale on the Texas side of the border. It has prompted the building of a brand new oil refinery to handle its petroleum output and launched shiploads of liquid petroleum gas through the Panama Canal to reach Pacific Rim buyers, new business the Canal Authority itself never anticipated when Panamanians planned their historic Canal Expansion Project.

Meanwhile, officers of Mexico’s national petroleum company, PEMEX, watched from the sidelines, knowing their company lacked production teams with the skills to match that stunning energy growth drilling into the 40 percent of that energy-rich shale formation lying under Mexico.

Still another burgeoning opportunity, wholly within Mexico’s borders, is the recent discovery of similarly rich hydrocarbon resources beneath the ground in Tamaulipas State, just south of Brownsville, Texas.

Learning Shale Producers’ Tricks Getting at Mexico’s own shale and “tight oil” riches will require learning the tricks learned by drillers working in the U.S. shale formations: pulling gas from Texas’s Barnett Shale and the Haynesville Shale in Southwest Arkansas and Louisiana, wresting crude from North Dakota’s Bakken Shale, and stunning the world by drilling the gas-rich Marcellus Shale in Pennsylvania, Ohio, and West Virginia’s Appalachian Mountain regions.

Those “unconventional drilling” methods were not developed by oil majors like Exxon-Mobil, Chevron, or Mexico’s PEMEX. They were perfected by smaller independents, “wildcatter” teams that gambled they could use the results of 30 years of U.S. government-funded research in “unconventional production” techniques—horizontal directional drilling followed by hydraulic fracturing of the “tight oil” formations and closely steered by computer-processed, threedirectional seismic imaging—to break open the shale “source rock” and retrieve the oil and gas locked in those stingy formations deep in the earth.

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1. Five licensing rounds for new exploration and production leases to be held up to 2020: one to award PEMEX exclusive acreage and four opened to private companies; 3. T wenty-two legacy “enhanced” service contracts between PEMEX and private companies, which will migrate to one of the new types of contracts specified in a new contractual framework for production and profit-sharing contracts, licensing, and service agreements.

“Eventually, all of these elements are expected to gradually expand the country’s resource base, moderate its production decline, and, ultimately, result in higher production—the groundwork for a vibrant domestic industry.”

Lessons of the First Round Thus, during a Mexican Gas Summit session on “Opportunities for Onshore Exploration in Mexico,” industry panelists presented an overview of the results from Round One of Mexico’s opening of bids for partnering outside energy producers to drill in Mexico, both to use “Enhanced Oil Recovery” techniques to goose production of existing fields and to use advanced production techniques to open up fields heretofore untappable.

It takes a large corps of skilled contractors to operate modern production fields, but several panelists mentioned difficulties working with Mexican contractors. The locals, long isolated from key roles

by PEMEX’s monopoly and not used to the updated skills brought to bear by contractors on the U.S. side of the border, are facing a steep learning curve.

Asked whether experienced American contractors could serve as mentors for their Mexican counterparts, the panelists said most small U.S. firms were unwilling to risk crossing the border. Prodded about possibilities that Hispanic Americans—whose biggest cohort has Mexican family and cultural roots—could help in this environment with their bilingual, bicultural skills, the panelists readily agreed: Getting Hispanic-American engineers, computer specialists, and business professionals to work in Mexico, both in U.S. firms and other foreign oil majors as well as in Mexico’s own developing enterprises, would bring value-adding contributions. www.hispanicengineer.com

Workshops Explore Challenges, Opportunities Judging by the workshops presented, the Summit conferees are eager for progress.

A panel on “Incentivizing Investments in Mexico’s Energy Sector” explored the following: • Challenges related to developing oil and gas opportunities in today’s environment • Lessons learned from previous rounds • Infrastructure considerations • Balancing private and public interests and state versus federal • The role of government as a facilitator and regulator • Economic impact and development Another panel explored the Mexican investment climate, looking at how energy projects are financed in Mexico, the challenges for financing natural gas transport and storage projects in America’s southern neighbor, and the impact of low oil prices on project developments.

An extensive discussion followed on opportunities for U.S. shale producers to sell directly to Mexico, examining the following: • How existing infrastructure favors certain shale plays • The appetite for Mexican companies to purchase natural gas directly from an oil and gas producer • Contractual considerations for cross-border gas exports • Potential upsides for Mexican clients that purchase gas directly from a U.S. shale operator • Logistical challenges from going direct • Credit-worthiness of Mexican companies for midsize contracts, financial risk, and compliance

A “Rail, Port & Energy Logistics” session, which looked at fuels and related infrastructure, featured presentations by Sean Strawbridge, Deputy Executive Director and COO of the Port of Corpus Christi, and Maria Mejia, Business Development Manager of Howard Energy Mexico, followed by an extensive panel discussion on transportation infrastructure needs and Mexico’s refined fuels market. Strawbridge and Mejia were joined by Carlos Yazpik, Business Director Industrial and Chemical Products Mexico for the Union Pacific Railroad, and Nicholas Borda, Senior Partner at Haynes and Boone.

A session on the hydrocarbon infrastructure in Mexico featured panel discussions on the following: • Natural gas pipeline operations and considerations • Expansion of Mexico’s pipelines and related developments • Implications of cross-border projects: Eagle Ford gas into Mexico • Planned pipeline infrastructure and near-term opportunities • Challenges to address transportation, security, and right of way A presentation by Mexico’s Federal Commission of Electricity included a Q&A session on the Federal Commission’s role in the natural gas market in Mexico, with presentations by Javier Gutierrez Becerril, Director of Operations for CFE affiliate CFEneria, and Raul Ferro, Energy Director of Industry Exchange.

Other workshops looked at opportunities for onshore exploration in Mexico, opportunities in the Mexican fuels market, buy-side economics and considerations in Mexico, and an extensive presentation on the implications of Mexico’s dependence on natural gas from the United States.

If all this looks to an observer like a big, growing set of opportunities for Hispanic Americans with bicultural communication skills to join companies working a rapidly evolving cross-border energy trade, they’re right.

• Who manages pipeline capacity and takes on the transportation role • The role of midstream operators in supporting the transaction

www.hispanicengineer.com

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LUIS ALBERTO FEBRES

First Puerto Rican Ever to Win the

L

Horatio Alger Association Scholarship

uis Alberto Febres, the first Puerto Rican ever to win the Horatio Alger Association Scholarship, back in 1991, has exemplified the type of drive the award celebrates throughout his life.

In Puerto Rico, growing up in poverty meant that both of Luis’s parents were illiterate. His father worked as a laborer on a sugarcane plantation, while his mother was the homemaker. Despite his parents’ back-breaking work, finances were very tight. “There were times where we didn’t have anything to eat,” he remembers. Both his father and mother understood the importance of education and the opportunities that it would afford their four children. “They were obsessed with the idea that [their] children were not only going to finish high school but also go to college.” And Luis and his three siblings did just that.

It was during his first year at the University of Puerto Rico that he committed to joining the military. It had always been a dream of his. He grew up with an 8x10 photo of his closest cousin in his green military uniform on the mantel in the living room. Luis looked up to him and what that uniform represented: determination.

In 1992 he joined the U.S. Army National Guard and did his combat training at Ft. Sill, Oklahoma, and his Advanced Individual Training at Ft. Lee in Virginia. In 1994 Luis graduated with honors from the Air Force Security Academy. He then studied Air Base Ground Defense at Ft. Dix in New Jersey.

From there, Luis served in a variety of positions in law enforcement, security, and anti-terrorism, where he held the title of Physical Security Engineer. He focused on how structures and facilities need to be built to withstand a terrorist attack and determined the types of walls and windows needed for containing a threat at a military base. He was also responsible for developing building layouts. As he gained more experience in this highly specialized engineering focus, he transitioned to developing army base protocol for terrorist threats and becoming program manager for crime awareness initiatives on base.

After he left the army, Luis became an International Security and Logistics Manager at Mitsubishi Hitachi Power Systems, where he was responsible for developing and coordinating the safety and security of employees world wide. His job required him to not only consider security against active threats but to also monitor any epidemics in countries that Mitsubishi employees were visiting.

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by Jamie Lynn Harris editors@ccgmag.com Currently, he is working as an engineer at Massey Services, a full-service home services company specializing in pest control, landscaping, and air conditioning. He awaits his final assignment for Homeland Security in Customs and expects to be starting this new opportunity by the end of the year. The job offer at Massey actually came from a fellow Horatio Alger Association Scholar. “[The association] has given me lots of opportunity and been a positive influence,” he says. Luis continues to give back, returning every year since 2005 as a volunteer to support the association.

The Horatio Alger Association selects high school seniors from a pool of highly qualified applicants who have an outstanding GPA, have invested in their communities, and have faced great struggle, as exemplified by Horatio Alger Jr. himself. Alger grew up poor in rural New England, eventually working his way through Harvard University and becoming a well-known author at the end of the 19th century.

The organization strives to provide opportunities for students that otherwise might not have been able to afford college. Not only does the organization award $25,000 but it also serves as a network for past scholars to continue as mentors.

The words of his mother have been guiding principles for Luis his entire life: “If you’re not going to give it your all, don’t do it.” Her philosophy propelled him to succeed in school growing up, driving him to become a Horatio Alger Fellow and to being promoted up the ranks to Senior Master Sergeant in the Air Force. Luis was taught to “conform to his own expectations” instead of falling prey to the drugs and gangs prevalent in their San Juan neighborhood. When he won the scholarship, multiple local news stations asked Luis to come in for interviews. His community was proud that someone from their neighborhood was driven to succeed against all odds.

He reflects on his mother’s upbringing as it relates to his own experience: “There is a special type of power that women who grow up in those environments develop that’s difficult to put into words… nothing intimidates you…strong as iron inside. You know what it is to struggle. You got the scars to struggle."

Applicants and Fellows of the Horatio Alger Association Scholarship can relate. www.hispanicengineer.com

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HISPANIC ENGINEER & Information Technology | FALL 2017

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Managing

by Stephanie Knapp editors@ccgmag.com

ing c n a l a B nd Work a Life

gy

HISPANIC ENGINEER & Information Technology | FALL 2017

lo

Independence

o hn

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c Te

sk g i R in k Ta

Value Flexib ility

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Millennials: Strengthen

How to

Cross-Generational

T

Teams

here is certainly no shortage of stereotypes around millennials, but are they all true? If they are, how does that affect the workplace dynamic? While it’s interesting to look at how different generations approach their work and careers, they may not be as different as you think. Below we explore how generations of workers are different (and the same), how to best manage millennials, and what each generation can learn from the other.

Are Millennials Really That Different?

When it comes to millennials in the workplace, there are a few keys ways in which they are different from previous generations: They like to be rewarded or recognized—often.

This plays right into the stereotype of the “everybody gets a trophy” generation, but the data backs this up. Forty-one percent of millennials would prefer to be recognized or rewarded at least monthly (if not more often), while only 30% of non-millennials expect such frequent praise.

They value flexibility.

Not only do millennials think workplace flexibility is a nice feature but they believe it enhances the entire working experience. From productivity to employee engagement and financial performance, Deloitte’s 2017 Millennial Survey found that millennials think options such as flexible working hours and locations help the business as a whole. Overall, millennials view work as a “thing” and not a “place.”

They feel accountable for issues in the world.

Millennials feel a sense of accountability to address issues such as climate change, social equality, the direction of their country, and the behaviors of large companies. However, they often feel that they have little influence over change. One area in which they feel the most influential is the workplace, where they hope to impact their peers, customers, and suppliers.

They may not stay at one company for long.

Although 38% of millennials worldwide still consider leaving their current job in two years, the number of young workers planning on leaving “soon” is decreasing. Instability in their country and the world has led more millennials to value workplace security. In fact, the number of U.S.

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HISPANIC ENGINEER & Information Technology | FALL 2017

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millennials that plan on staying in their position more than five years from now slightly surpasses the number planning on leaving in just two years.

They prefer teamwork.

Millennials prefer interactive work environments, team orientation, and giving great care to the growth and development of networks. On the other hand, Generation X-ers tend to prefer independence in the workplace.

Although there are marked differences between employees from different generations, there are a few things they all can agree on. For example, PwC’s NextGen study states that 96% of millennials want to talk face to face about their career plans and progress, which is nearly identical to the 95% of nonmillennials who prefer the same. When it comes to work–life balance, baby boomers may feel they “work to live,” while Generation X-ers and millennials are united in their outlook of “live to work.”

How to Be a Better Millennial Manager

Millennials may have different attitudes about their careers and preferences for their workplaces, but there are a few different ways a manager can better relate to their young team. The good news is that these adjustments will often be well received by your older employees as well. Some steps to be a better millennial manager involve the following: Creating an environment focused on mentorship: Millennials are focused on career development and therefore value mentorships. They want to be challenged to constantly improve and seek to create goals within a plan customized just for them.

Offering flexible work options, where applicable: Sixtyfour percent of millennials would like to occasionally work from home, and 66% would like to shift their work hours. It won’t just be your millennials that welcome this change either.

Non-millennial workers desire this flexibility in nearly equal percentages.

Encouraging ongoing education and training: Millennials state that training is important to them and that they want to enhance their work skills through continuing education.

Whereas millennials may prefer modern learning methods through interactive technology, the Wall Street Journal predicts that your older employees will gravitate toward static formats, such as PowerPoint.

Developing a recognition program: Employees from different generations may prefer recognition in different forms and frequencies, but positive reinforcement and recognition of achievements are good for everybody. Baby boomers may prefer their praise in the form of a statusboosting company-wide email, while millennials will be excited by increased responsibility and positive reviews.

Implementing technology for collaboration: Millennials are comfortable with technology, and access to tools that improve collaboration are a must-have. Additionally, West Midland Family Center’s Generational Differences chart points out that baby boomers value collaboration, and Generation X-ers have assimilated with tech. This means that a common ground can be found across the entire team.

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What Cross-Generational Teams Can Teach Each Other

Despite the fact that millennials have different communication and work styles than their older peers, they’re presented with the opportunity to learn from the generations before them. According to Monster, some of the lessons millennials learn from previous generations include the following: Loyalty Millennials are still less likely to stay with a single company for an extended period of time than other generations. However, their peers may be able to show them the benefits of a longlasting employer–employee relationship.

Independence Although millennials enjoy collaboration and teamwork, older employees can teach them how to depend on themselves for a greater sense of independence and control over their own work.

General Workplace Experience Simply put, older generations have worked longer and naturally have valuable advice to pass on. Especially if they’ve been at the same company awhile, older employees can teach millennials about workplace procedures, company policies, or general industry knowledge.

Teamwork is a two-way street, and the same goes for learning.

Millennials can teach older generations in these areas: Risk Taking Millennials are entrepreneurial, love to think outside of the box, and are open to exploring new avenues by breaking the rules. Older generations can adopt a greater risk-taking attitude to innovation, especially if they have been in the same hierarchy or status quo for a while.

Balancing Work and Life Younger generations can demonstrate what it’s like to strive for (and achieve) work–life balance, especially to the “work to live” baby boomers.

Technology This seems like an obvious choice, but that doesn’t make it any less true. Comfort levels with new technology may vary, especially between your oldest and youngest employees.

Older employees may prefer to stick with their tried-andtrue processes, but millennials can teach them how to use technology to improve their work.

Finding Workplace Harmony

When working across generations, Fortune.com notes that millennials should keep in mind that older workers may be more individualistic, skeptical, and scarce with praise than they are. Furthermore, non-millennials should be open to the new ideas and processes that millennials bring to the table.

With open communication and understanding, a crossgenerational team can work together with ease.

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Internships— The Path to the Fast Track

If anyone needs convincing that an internship is potentially loaded with benefits, comb through business publications from over the years. Numerous magazines tout the advantages of spending time working over a summer or even during the school year in a field related to one’s studies.

Consider the following: • A 2010 U.S. News & World Report article titled “Degrees Are Great but Internships Make a Difference” • A 2013 Forbes article entitled “Internships May Be the Easiest Way to a Job in 2013”

W

hile in college, Kiante Bush interned for Northrop Grumman as a supply chain analyst as well as for JPMorgan Chase as an operations analyst. He graduated in December 2016 from Morgan State University with a degree in transportation systems engineering with a focus in supply chain and logistics.

Currently he’s an Accenture Federal Services technology analyst, which involves utilization of technical architecture, IT, strategy, and program management to deliver solutions for U.S. federal agencies.

He said that interning was helpful to him while he was still a student with understanding the material in the classroom as well as preparing him for the corporate world after graduation.

“One edge that interning gave me was, first, experience in how to carry myself in a corporate environment,” said Bush. “This may seem like something that should be a given, but it is not. There is a certain culture that comes with working for certain companies—differing dress codes, preferred means of communication, etc. As a result, I was able to compare these differing factors of the companies that I

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interned for, which allowed me to develop a greater understanding of my career preferences.

“Through internships, I was not only able to sharpen my skills in relation to my role but I also was able to develop my overall professionalism—learning how to effectively network, collaborate with diverse teams, and expand my brand as an individual. I am truly grateful for these internship opportunities, which played critical roles in aligning me to the fortunate position that I am in today.”

Gabrielle Rodgers is a senior at North Carolina A&T State University.

Last summer, the BEYA community award winner interned for 10 weeks at the Portsmouth Naval Shipyard in Kittery, Maine, as a process improvement engineer. This is her fourth internship. (She also interned there previously as well as at Toyota twice.)

Rodgers spoke highly of the benefits internships provide students, including making classroom concepts more understandable and enhancing personal development in other ways. She pointed out that involvement in campus activities outside the classroom helps to prepare students to make the most of an internship.

“In addition, the soft skills learned (communication, cultural awareness, emotional intelligence, etc.) through working in groups and especially being involved as student leaders on campus is very valuable to the internship experience as well,” shared Rodgers via email. “Some of the most important lessons of navigating the field are learned outside of the classroom.”

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I

Wright. Someone may not be able to directly help you, but they may be connected to someone who can. “Titles aren’t everything,” says Ms. Howell. “Don’t assume too much [about a person] until you have a conversation.”

nformation is power—but only when it is utilized. It is the same for the connections made through networking. According to Beth Howell, U.S. Employment Compliance Officer at General Dynamics Land Systems, “Connections are a great source of power.

It increases your ability to learn and grow.”

You can find mentors, teachers, and resources through connections. “Make that connection, and make it count,” encourages Ms. Howell.

You are not alone if you are uncomfortable in a group of people you do not know and the prospect of talking to them terrifies you. The key to overcoming these feelings is to “just do it. Don’t overthink…once you start the conversation, it will come,” says Richard Wright, Director, Advance Tech and Innovation at Lockheed Martin. At first it will seem awkward and things may not flow as smoothly as you would like, but keep going.

“I had to make myself go and do these things…feel uncomfortable for a while until I got to a point where I was comfortable,” shares admitted introvert Olu Bolden, Sigma Six Expert Development & Certified Expert Lead for Integrated Operations at Raytheon. Practice is the only way to get better at networking and to feel comfortable networking.

MAKE THAT CONNECTION

AND MAKE IT COUNT

Networking can take place anywhere.

Do not make the mistake of limiting your networking efforts to professional occasions. You can make connections at school, through community organizations, while volunteering, or even while standing in line at the store or bank. Therefore, it is essential that you treat everyone you meet with respect.

Remember, you never get a second chance to make a first impression. “Stand in your excellence, be your best self...be a good person; that will get you far in life,” says Howell. “The world is six degrees of separation.... You may know the Queen of England through a sixth person,” states

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by Denise Stephens editors@ccgmag.com

Listening attentively to people conveys respect and lets people know you have a genuine interest in them. To listen attentively, Bolden recommends you “be fully engaged, block out everything else…understand what they are saying, respond appropriately, and, most importantly, remember what they say.”

This may be difficult at first, but with practice, you will get better at it.

The goal of networking is to have meaningful conversations. You want to get their full names and contact information, find out what they do and what their interests are, and maintain the conversation. The more information you get, the better your chance of connecting with someone who can help in your personal and professional development.

However, you need to let the conversation flow naturally while getting the information.

The most important part of networking is following up. You have made a connection, and you need to cultivate it. Otherwise, all your efforts were for nothing. Contact them soon after your first meeting. Wright suggests that you reach out during the holidays and occasionally throughout the year to find out how they are doing or where they are presently. Howell also advises that you tell people what you want.

However, networking is a two-way street. You need to provide value and help others if you want them to help you. Howell advocates for “getting involved with employment resource groups and giving any way you can.” This is also true for contacts. Support the projects they are involved in, and introduce them to anyone in your network who might be able to help them.

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The Power of Diversity GE is committed to employing a diverse workforce throughout the world, and to providing all employees with opportunities to reach their growth potential and contribute to the progress of the communities we serve.

Our achievements reflect a culture of meritocracy where every employee can be a leader. We believe that when one person grows and improves, we can all grow and improve—and together, we all rise.

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We invite you to explore opportunities at GE in engineering and computer science, which are as diverse as our culture. GE is a digital industrial high tech infrastructure company, building the machines that build, move, power and cure the world. If you want to make a difference and be a part of something big, explore your next career move at ge.com/careers.

GE offers a great work environment, professional development, challenging careers, and competitive compensation. GE is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

What I Did This Summer:

by Terrence Dove editors@ccgmag.com

A Student Perspective on

T

he higher education experience is replete with exciting challenges and, if managed well, great academic rewards. The college experience in and of itself is full of new experiences, many of which can make indelible imprints on students’ post-college careers. One such opportunity that STEM-focused students should diligently seek out is an internship or cooperative learning experience with an established company or organization. Some may ask why it’s important to take on an internship on top of academic requirements and what is involved in finding the right opportunity. There’s no better expert on this topic than students who have successfully completed such an experience.

Jon Gonzales, a graduate student in the mechanical engineering department at the University of California at Berkeley, took advantage of two internships during his undergraduate tenure. With a research focus on dynamics and control for automotive systems, his first internship allowed him to spend time working at NASA Johnson Space Center in Clear Lake, TX. “The idea of space fascinated me ever since I was a child,” he explained. “I found the engineering feats at NASA very inspiring; they were literally reaching for the stars. I wanted to join the team of scientists and engineers working to design that technology.”

Gonzales spent 10 weeks at the Johnson Space Center within the Thermal Control Division testing various technologies that regulate internal temperatures of various spacecraft. Two years later, he spent 10 weeks at the Samsung Research and Development headquarters within the electronics appliances division. At Samsung, he researched and worked on novel designs for refrigerator compartments to enhance food preservation.

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“Samsung has had a huge influence in the domain of mobile communication and household appliances,” Gonzales said. “I wanted to broaden my scope and intern in the private sector since all my past experience had mostly been focused on research at school or a governmental organization like NASA. Additionally, Samsung’s R&D operated from their headquarters in Suwon, South Korea; I thought it would be beneficial to gain experience interning internationally, with a different work environment and work culture from that of the U.S.” Finding good interning opportunities typically is not a difficult task, as many companies offer and post jobs on their websites. And that’s how Gonzales found NASA’s and Samsung’s openings.

“I went directly to NASA’s internship/CO-OP project page and searched for opportunities. NASA organizes all their available internships in a user-friendly database so you can easily respond to any postings you think you qualify for. I discovered and applied to Samsung through Harvard’s internal job database. I recommend going through university channels to find an internship or job if possible. If the employer posted an opportunity on the job database, that already shows they are interested in students from that institution, so the application process would probably be much more streamlined than through other channels.”

One of the keys to securing a good internship is looking for opportunities early in the year and understanding the timeline by which applications have to be submitted. Gonzales suggests that students apply for internships as early as possible in the fall semester of the year.

“This is not a strict rule however,” he noted. “I remember I applied to the Samsung internship program during the spring semester and received a formal offer only a month and a half before the internship began. Most companies have formal internship programs with detailed timelines of the application process, with important dates posted on the website.”

To be fully prepared for applying to internships, it is a good idea for students to have all career-related documents together and up to date. This includes an updated resume, working cover letter, and letters of recommendation from noted professionals.

“I recall the NASA application requiring several documents, like a resume, letters of recommendation, an essay, and college transcript,” Gonzales explained. “There was also a phone interview if the applicant made it past the screen round. I submitted only three documents for the Samsung internship: my resume, transcript, and a one-page cover letter.

I spent a good amount of time preparing my applications. Again, it’s best to start early, especially if recommendation letters are required.”

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Internship Experiences Successfully completing the application process and receiving an invitation to become an intern opens up doors to potentially see future work environments and share work experiences that may align with students’ academic studies and careers after graduation.

Internships allow students to see and be a part of the day-to-day activities, which is exactly what Gonzales did, both at NASA and Samsung.

“For the first couple of days,” he explained, “all the interns participated in various training sessions and social events to best prepare us for our time at NASA. After training, I worked on two separate projects, both relating to testing thermal control technologies. On a typical day, I would go to the office around 9 a.m., check and respond to emails, then either read and write short reports or work on developing a test set-up. Every so often, I would go to major lab facilities to run tests with large equipment and spend a large part of my day there. I got a preview of what a full-time professional job would be like: the meetings, reports, training sessions, and so on. I learned how to communicate my work more clearly in person and on paper and coordinate my time to meet deadlines for deliverables.

“Without a doubt, my most memorable experience happened when NASA launched its final mission of the shuttle program, STS-135, to deliver cargo to the ISS. By pure coincidence, I had learned a few days before the launch that my landlord, Ron Spencer, worked at NASA as a flight director! He is one of a select few people who managed operations on the International Space Station (ISS) and communicated with astronauts throughout their missions. He was not assigned to lead for that last mission, but he had exclusive access to the viewing room behind the Mission Control room, which was full of journalists and government officials. My friend, whom I invited, and I were the only interns in the room. Not only that, but after the launch, he took us into the actual Mission Control room, which even journalists could not enter without authorization. Needless to say, I felt very privileged to witness a historic final mission for the NASA shuttle program.”

“Both NASA and Samsung challenged me professionally and personally...I learned useful technical skills, enlarged my professional network, and improved my communication skills.”

“At Samsung, I worked on new designs for a refrigerator, so I often spent time shadowing people and learning much about the design process (e.g., product specifications, geometric considerations, mechanism selection, hand-drawn sketches, CAD models, etc.). On a typical day, I would get to work by 9 a.m., check and respond to emails, and work the rest of the day either brainstorming designs using pencil and paper, creating CAD drawings using software, or fabricating a prototype to test a design. While at Samsung, I learned to adapt to change. I worked in a country with a different language, culture, cuisine, and social norms. After the experience, however, I am now more comfortable and adept at interacting with international colleagues.”

Perhaps one of the most under-considered benefits of completing an internship is the opportunity to network and create relationships that may be beneficial later on in a student’s professional career. Gonzales saw how rewarding that could be when, because of an acquaintance he met during his time at NASA, he got a chance to witness a piece of American history that he would have never experienced otherwise.

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Jon Gonzales’s experiences highlight just a few great reasons why college students, especially future STEM professionals, should embark on a unique internship experience before they graduate. Not only will it enhance the perspectives and insights students will have before they walk into their lifelong careers but they will also enrich their academic and personal lives.

“Both NASA and Samsung challenged me professionally and personally,” he said. “At NASA, I learned useful technical skills, enlarged my professional network, and improved my communication skills. At Samsung, I learned how to adapt to a new working environment and interact with international colleagues. I highly recommend that students intern during college. Internships not only strengthen your resume for later full-time employment opportunities but they also offer a chance to grow personally by adapting to change and working with others.”

HISPANIC ENGINEER & Information Technology | FALL 2017 27

CORPORATE LIFE

by Denise Stephens editors@ccgmag.com

21 Tips on How to Fly in

Corporate America Y

our image says a lot about your character and competence… [make sure] before you even speak there is no question about [your] character or competence.” This is the advice that Iesha Pankey, Manager for General Procurement at Northrop Grumman, has for anyone looking to work in a corporate environment. She continues, “Your first is everything, so you want to put your best foot forward from the beginning.”

It is important to “maintain the integrity of your character as you present yourself to others who do not know you,” states Adrienne Williams, Systems Engineering Manager at Northrop Grumman. How you dress is key. The first step is to research the company culture and dress code before your interview. Then consider that “the most conservative attire is safest until you get your foot in the door and pass the probationary period.”

When choosing an outfit, remember power, style, and grace. Power is the authority and influence you are establishing. This is achieved by choosing the correct clothes for the situation.

Style is your personal expression. This is achieved through accessories. Choose one item that expresses your personality, but make sure it is appropriate for the situation. For men, this can be a tie, watch, or socks. For women, it could be shoes, nail polish, jewelry, belts, or scarves. Whatever you choose, always remember your audience. What is appropriate for a meeting with clients in the fashion industry could be a distraction for a meeting with clients in investment banking.

For people of color, personal expression can also include how you wear your hair. No matter your hairstyle, “keep it neat and observe your environment,” advises Irving McWilson, Senior Test Engineer at Northrop Grumman, who wore his hair in dreads for a number of years. He continues, “You bring your whole self to work, and part of that is your hair.”

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And grace is the ease or confidence with which you present yourself.

You need to be comfortable in your skin and in your clothes. Wear comfortable clothes, and make sure they are not too tight or too loose. When you have to constantly fix your clothes, it distracts from your message and the image you are presenting.

If you want to tweak your appearance, do it an item at a time instead of adopting a completely new look. Makeovers can take a while to get used to, and until you do, you can appear self-conscious instead of self-confident.

It is very important that men and women pay attention to details.

Personal grooming and hygiene are very important. A few things to be mindful of: Your nails should be clean and trimmed or manicured; use light perfume/cologne; wear wrinkle-, lint-, and pet-hair-free clothing; wear light make-up; and have fresh breath. Further, create a plan to deal with any issues that make you self-conscious.

When buying business attire, Williams advises, “Trends fade, but classics stand the test of time.” To that end, she recommends the following pieces for women: skirt or pantsuits or separates, blouses, hosiery that is solid or matches your skin tone, pumps that are appropriate for work and at a comfortable height, and a trench or wool coat if necessary.

McWilson recommends that men should have a few suits, ties, slacks, and dress shirts. For formal occasions, ties should be worn. For business casual, the suit can be worn without the tie, or slacks with a dress shirt can be worn instead.

Williams jokes that she wears “confidence with a small hint of pride, accentuated with positivity, knowing my value and what my purpose is.” And that is something to aspire to. “You want the lasting impression to be more so on your skill set,” says Williams.

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Why America’s CEOs

Showed Up and Showed Out

to Promote Diversity

M

ore than 330+ CEOs and Presidents have pledged to act on diversity and inclusion. CEO Action for Diversity & Inclusion is the largest CEO-driven business commitment to advance diversity and inclusion within the workplace.

Bringing together more than 175 CEOs from America’s leading organizations, the commitment

Here are a few of the CEOs who pledged to act.

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Tyrone D. Taborn Chief Executive Officer and Chief Content Officer Career Communications Group, Inc.

Patricia K. Poppe President and Chief Executive Officer of CMS Energy Corporation and Consumers Energy Company

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outlines actions that participating companies pledge to take to cultivate a workplace where diverse perspectives and experiences are welcomed and respected, where employees feel comfortable and encouraged to discuss diversity and inclusion, and where best actions can be shared across organizations.

Sharing Best Actions “More than 30 years ago, Career Communications Group decided to showcase role models for success so that Hispanic youth could not only see that people from their own communities were scaling the heights of achievement but could also follow their pathways to success in science, technology, engineering, and math,” Taborn said.

In 1982 Hispanics represented slightly over 2 percent of all scientists and engineers. Yet they were the fastest-growing minority population in the United States. Almost half of the Hispanic scientists and engineers in the workforce had fewer than ten years of professional experience.

Hispanics were more likely than all scientists to be social scientists and less likely to be computer scientists or physical scientists.

Taborn says when he looked at the progress of Hispanic professionals and the growing Hispanic population, it was clear more needed to be done to support national efforts.

People on the covers of Hispanic Engineer include: Edson de Castro, a computer engineer who founded one of the first minicomputer firms in the 1960s and helped create the minicomputer market;

Lauro Cavazos, a zoologist who served as Secretary of Education and was the first Hispanic to serve in the U.S. Cabinet;

Ellen Ocha, the first Hispanic woman in the world to go to space when she served on a nine-day mission aboard the shuttle Discovery in 1993; and

Sidney Gutierrez, the first Hispanic astronaut and the first Hispanic shuttle pilot and commander.

Building off the momentum of 40 years of diversity media, magazines, television, radio, and websites, Career Communications Group’s CEO signed the CEO Action pledge as the first of many important steps toward meaningful change. Contributing to and learning from the database of diversity and inclusion actions is another.

Three Commitments The CEO Action for Diversity & Inclusion outlines three commitments that CEO Action will implement within their workplaces to cultivate a trusting environment that welcomes all ideas and empowers employees to discuss diversity and inclusion.

1

Continue to make workplaces trusting places to have complex and sometimes difficult conversations about diversity and inclusion: They will create and maintain environments, platforms, and forums where people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives.

2

Implement and expand unconscious bias education: They commit to rolling out and/or expanding unconscious bias education within companies in the form that best fits their specific culture and business. Additionally, they will make non-proprietary unconscious bias education modules available to others free of charge.

3

Share best—and unsuccessful—practices: They commit to helping other companies evolve and enhance their current diversity strategies and to encouraging them, in turn, to share their successes and challenges with others.

The CEOs recognize that these three commitments are not the complete answer, but they believe they are important, concrete steps toward building more diverse and inclusive workplaces. In the fall of 2017, a CEO Action for Diversity & Inclusion™ Summit will discuss best practices and learning, develop additional commitments, and welcome new signatories.

Learn more at CEOAction.com, and connect on Facebook at CEO Action for Diversity & Inclusion and Twitter at @CEOAction.

Ginni Rometty Chairman, Chief Executive Officer and President IBM

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Thomas A. Kennedy Chairman of the Board and Chief Executive Officer Raytheon

Thomas A. Fanning Chairman, President and Chief Executive Officer Southern Company

Freeman A. Hrabowski President The University of Maryland, Baltimore County

HISPANIC ENGINEER & Information Technology | FALL 2017 31

by Terrence Dove editors@ccgmag.com

EDUCATION

INTERNSHIPS: 7 THINGS YOU NEED TO KNOW An internship can be a major pivot point in a person’s lifetime. Here are 7 things you need to remember before, during, and after your internship opportunity.

LEARNING SOMETHING NEW Film school was a privilege I could not afford.

– Ava DuVernay

TAKE THE RIGHT COURSES

You have studied. You are considering your future and your life, which are quickly becoming set. However, perhaps you have dependably had a dream to accomplish something in life. Why not expand your horizons and stretch in doing an internship beyond your field of study? A new experience will give you a chance to learn about an area you may not have had the privilege to pursue.

In the best-case scenario, you will develop a new burning passion in life. In the worst-case scenario, you will have learned a set of skills that may help you later in life. Just because you may not be able to afford particular training or classes earlier in your life doesn’t mean you cannot take a dive into a field. Many companies are willing to teach you what is needed. All that is required is that you have the desire.

I tell students that the opportunities I had were a result of having a good educational background. Education is what allows you to stand out.

– Ellen Ochoa The better educated you are, the better prepared you will be for opportunities.

Be sure to educate yourself beyond your field of study. You have to know your academic area of study and how it fits into the bigger structure of the world. You need to understand how you fit into the larger framework of the world. Do you understand philosophy? Do you speak a second or third language? Do you understand beyond your academic field of study the history, politics, and philosophy of the industry you are entering? Continue to expand your academic knowledge so you have the breadth of knowledge you need to be a cultural fit. At high society functions in Manhattan, you need to be able to speak about the arts. In Shanghai, you should understand the history and cultural sensitivities of the Chinese people. And in Singapore, you need to know the historical reasons why that island nation has become so wealthy. This must be done by means of a broad education.

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KNOW YOUR DREAMS The biggest adventure you can ever take is to live the life of your dreams.

– Oprah Winfrey During your internship, you will be learning new things and meeting many new people.

Be sure to take time during the experience to carefully reflect if what you are doing is your dream. It is easy to get caught up in a job because the industry or company is prestigious, your parents want this future for you, or your friends are doing the same thing, so “Why not?” Stop. You need to know what your dreams are. That way you can chart what pathway you need to take to achieve them. During and after your internship, decide if what you did is what you want to do.

Always remember your dreams, and you will always discover your pathway.

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CHANGE IS HAPPENING

BE PREPARED

I wouldn’t be anywhere without the Internet.

– Issa Rae

Most of the great directors I’ve worked with—De Palma, Spike Lee—like rehearsals. Rehearsals make a huge difference.

– John Leguizamo

If you don’t like something, change it. If you can’t change it, change your attitude.

– Maya Angelou Change is happening all around you. In your lifetime, every industry and company will face a seismic market shift. Now think during your internship about how this industry or company may be changed in the future.

Are they preparing for this future or not? This is your opportunity to find new opportunities or even create your disruption in the field. YouTube, Twitch, Facebook, and Instagram created celebrities when others were still waiting to be chosen by a studio executive. You have the ability to create new opportunities for yourself as well as others. During your internship, look for where change may happen.

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LEARN AS MUCH AS YOU CAN The beautiful thing about learning is nobody can take it away from you.

– B. B. King No matter how challenging an experience may be, always remember that what you will learn can never be taken away from you. Try to learn and absorb as much knowledge and as many skills as possible. Things you learn during your experience can help you in other areas of your future personal and professional life. Make it a goal to learn one new thing per day, and keep a diary listing what you have learned. Try to perfect that knowledge during your period of internship. Don’t just stop learning after your internship is over, but try to build on the knowledge you have acquired.

Learn as much as you can because the knowledge you gain is yours forever.

Be prepared. Be prepared. Be prepared. Those who are not prepared are bound to fail.

Don’t allow yourself to be one of those people. Research any organization that is considering interning. At the minimum, you need to know when it was founded, the mission, the leadership, and the current news about the organization. Think of possible interview questions you may be asked and how you would respond. Make an action plan of what objectives you will fulfill during your internship.

Acceptance of an internship does not stop the preparation process. Continue onward by learning your responsibilities and performing them dutifully.

Always be on time. And be aware that all that you are doing will be preparing you in one way or another for your future.

BE EXCELLENT We need to internalize this idea of excellence. Not many folks spend a lot of time trying to be excellent.

– Barack Obama You have prepared yourself to the best of your ability. Now, during your internship, seek excellence. Work hard, and regardless of the circumstance you are placed in, recall your dream. Your dreams will set your pathways, push you to excellence, and remind you why you chose to intern. In excellence, you will be able to gain valuable, lifelong skills. You will also be noticed, and you never know who may be noticing.

It may very well be your fellow interns, organization employees, and people you will meet during your internship that become the lifechanging contacts for reaching your dream. Always be excellent.

HISPANIC ENGINEER & Information Technology | FALL 2017

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CAREER 2016

OUTLOOK

Survey Results

Who's Recognizing Hispanics in STEM?  Most Admired Employers -

Organizations That Get It

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CAREEROUTLOOK | AEROTEK ABBOTT AT&T BAE SYSTEMS BANK OF AMERICA BOEING BOOZ ALLEN HAMILTON BOSTON SCIENTIFIC CORP. CH2M HILL CHRYSLER CHRYSLER CORPORATION CHRYSLER GROUP LLC CIGNA HEALTHCARE CISCO SYSTEMS CITY OF CHARLOTTE CONSUMERS ENERGY COMPUTER SCIENCES CORNING INC. COX AUTOMOTIVE DTE ELI LILLY FCA US LLC GENERAL DYNAMICS GENERAL MOTORS GOODYEAR TIRE & RUBBER GULFSTREAM AEROSPACE HARVARD UNIVERSITY HEWLETT PACKARD HUNTINGTON INGALLS IBM INFOSYS JACKSON STATE UNIVERSITY JOHNS HOPKINS APPLIED PHYSICS LABORATORY JOHNSON CONTROLS LOCKHEED MARTIN CORPORATION LOEWS MITRE NASA NAVAIR NAVSEA NORTHROP GRUMMAN CORPORATION ORACLE ONYX CONSULTING RAYTHEON COMPANY SIEMENS SOUTHWEST AIRLINES TEXAS INSTRUMENTS U.S. AIR FORCE U.S. ARMY U.S. ARMY CORPS OF ENGINEERS U.S. COAST GUARD U.S. NAVY WAL-MART STORES 36

HISPANIC ENGINEER & Information Technology | FALL 2017

www.hispanicengineer.com

| CAREEROUTLOOK

By Lango Deen ldeen@ccgmag.com

MOST ADMIRED EMPLOYERS

ORGANIZATIONS THAT GET IT, WHERE HISPANICS WOULD RATHER WORK ispanic Engineer (HE) magazine conducted its seventh annual opinion research on the American workforce in 2016. Over thirteen weeks, respondents to HE’s Most Admired Employers Survey listed employers they admired the most as well as those that provide some of the best career opportunities, including training and professional development, career promotion, and progression. www.hispanicengineer.com

HISPANIC ENGINEER & Information Technology | FALL 2017 37

Career Outlook CAREEROUTLOOK | Recruiting Trends

In addition, survey respondents listed the employers they felt offered the best benefits: flex time, maternity/paternity leave, telecommuting, and gym facilities.

One hundred eighty-five respondents to HE magazine’s Most Admired survey gave a snapshot of the employers that had the most innovative practices for a workforce to thrive in the digital age. More than 70 percent were women.

BIG

Goods Producing

Mining & Logging

Construction

Over the past decade, employers in consumer goods industries, such as Apple Inc. and General Motors, have earned honorable mentions in HE’s Most Admired Employers Survey. Technology companies as well as those in aerospace/defense industries are also much admired.

Below are the 70 employers that are most admired by HE magazine readers, listed from A to Z and by sector.

Industries Oil & Gas

Trends

Manufacturing

Machinery

Computer & Electronic Products

Communications Equipment

Semiconductors & Electronic Components

Electronic Instruments

Electrical Equipment & Appliances

Transportation Equipment

Motor Vehicles

Nondurable Goods

TOP 9 EMPLOYERS Apple AT&T Booz Allen General Motors Google IBM Lockheed Martin Northrop Grumman Southwest Airlines Co.

MOST ADMIRED EMPLOYERS

BY SECTOR

Chemicals, Energy: After Profile of Survey Respondents More than 75 percent of the respondents to HE’s Most Admired Employers Survey identified as professionals. Fifty percent were married, with almost 38 percent being single and the rest widowed, separated, or divorced.

Over 64 percent had at least one child, and more than 20 percent earned $50,000 to $74,000, with 25 percent in the $75,000–$99,000 bracket and 42 percent earning $100,000 and above.

Forty-seven percent of the survey respondents have earned a master’s degree, with 14 percent holding a Ph.D. in a STEM field. Another twenty-eight percent plan to pursue a master’s degree. More than 33 percent of the respondents work in engineering, with 26.5 percent in Information Technology and the rest in R&D and other STEM-related fields.

Forty percent of the respondents have been with their employers for more than 10 years, with at least 23.9 percent with their employers for five years. A quarter of the respondents were in the first two years of their careers. Survey respondents are all employed by organizations that hire at Career Communications Group STEM Conference job fairs and that nominate their employees for CCG awards. These include Gulfstream Aerospace, HP, Exelon, Raytheon, Oracle, Wal-Mart, Naval Sea Command, and the Army.

• BP Plc • Chevron Phillips

Consumer Goods Industries: Automotive, Consumer Durables, NonDurables, Food & Beverage • Apple Inc. • BMW • Coca-Cola Co. • General Motors • Procter & Gamble • Toyota • Whole Foods Market

Financial Industries: Banking, Financial Services, Insurance • Accenture • Bank of America Corporation 38

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• Cap Gemini • Intuit • T. Rowe Price

Technology Industries: Computer Hardware, Computer Software & Services, Electronics, Internet, Telecommunications

• The Travelers Companies

• AT&T Inc.

• Wells Fargo & Co.

• Dell EMC

• Quicken Loans

• Facebook Inc. • General Electric Health Care Industries: Drugs, Health Services • Boston Scientific • Covance • Johnson & Johnson • LifeBridge Health

• Google (Alphabet Inc.) • IBM Corporation • Intel • Microsoft • National Instruments Corporation • Systems Planning and Analysis, Inc. • Texas Instruments

Aerospace/Defense Industries: Industrial, Materials & Construction

Utilities: • Baltimore Gas & Electric

• General Electric

• Booz Allen Hamilton

• Huntington Ingalls Industries

• Consumers Energy

• Lockheed Martin

• DTE Energy

• Northrop Grumman

• Exelon

• Space Exploration Technologies Corp (SpaceX)

• Disney–ABC Television • McDonald’s Corp.

• The Container Store • Estée Lauder

Federal Agencies, Military Services, Educational Institutions: • Department of Defense • Department of Energy National Labs • Food and Drug Administration • National Security Agency • NASA Jet Propulsion Laboratories • U.S. Navy

• HBO, Time Warner • Kraus USA Inc.

Below are employers who have nominated the most employees who have been recognized as Technology All Stars and Rising Stars. Tech All Stars and Rising Stars are recognized by their employers for demonstrated excellence in the workplace and in their communities.

PIPELINE DEVELOPMENT PROGRAMS

• Cayley Aerospace Inc.

• Amazon.com Inc.

For more than 20 years, Career Communications Group conferences have been connecting employers that seek to hire diverse talent with Hispanics in scientific and technical fields. The conferences highlight the success of people in science, technology, engineering, the arts, and math careers; provides opportunities for training and professional development; and promotes Hispanics in STEM.

• Xerox

• Boeing

Services Industries: Diversified Services, Leisure, Media, Retail, Transportation, Wholesale

Who’s Recognizing Hispanics in STEM?

• Mary Kay Inc.

Nonprofits, Educational Institutions:

• The Richards Group

• Embry-Riddle Aeronautical University

• Southwest Airlines Co.

• Mayo Clinic

• Under Armour, Inc.

• University of California

Career development Career progress and promotion Work–life balance Educational assistance Wellness Community service/volunteering Company events & entertainment

Aerotek Abbott AT&T BAE Systems Bank of America Boeing Booz Allen Hamilton Boston Scientific Corp.

CH2M Hill Cigna Healthcare Cisco Systems City of Charlotte Consumers Energy Computer Sciences Corning Inc. Cox Automotive DTE Eli Lilly FCA US LLC General Dynamics

• WestEd • Zappos.com www.hispanicengineer.com

HISPANIC ENGINEER & Information Technology | FALL 2017 39

CAREEROUTLOOK | Who's Hiring in STEM? Who’s Recognizing Hispanics in STEM? continued  General Motors Goodyear Tire & Rubber Gulfstream Aerospace Harvard University Hewlett Packard Huntington Ingalls IBM Infosys Jackson State University Johns Hopkins APL Johnson Controls Lockheed Martin Corporation Lowe's MITRE NASA NAVAIR NAVSEA Northrop Grumman Corporation Oracle Onyx Consulting Raytheon Company Siemens Southwest Airlines Texas Instruments U.S. Air Force U.S. Army U.S. Army Corps of Engineers U.S. Coast Guard U.S. Navy Wal-Mart Stores

ACCENTURE has 5,000 patents and pending applications in 44 countries. The company has served clients in 120 countries. They provide services in strategy, consulting, digital, technology, and operations. Ninety-eight of their top clients have worked with them for at least 10 years. They work across 40 industries. To learn more, visit www.accenture.com.

APPLE products have led to almost 2 million U.S. jobs—from engineers and retail employees to suppliers, manufacturers, and app developers. Nearly 1.4 million of those jobs are attributable to the iOS ecosystem. Spend with U.S.-based suppliers supports 361,000 jobs, and Apple employs 76,000 people in the U.S., representing two-thirds of Apple’s workforce. To learn more, visit www.apple.com.

AMAZON is a company with 50,000 employees. Here are some of the innovations pioneered

by Amazon: 1. Amazon Marketplace – Selling Products to Millions of Customers 2. Amazon Fire TV – Tiny Box, Seamless Streaming 3. Fire Tablets – Bringing Movies, TV Shows, Apps, and Much More to Customers To learn more, visit www.amazon.com.

On any given day, AT&T’s network carries 137 petabytes of data traffic. Their IP network connects cars, machines, and shipping containers and delivers services to Fortune 1000 businesses on six continents and neighborhoods across the U.S. Their network also covers 400 million people in North America. AT&T Labs has more than 12,500 patents. To learn more, visit https://about.att.com.

Headquartered in Baltimore, BALTIMORE GAS AND ELECTRIC is Maryland’s largest natural gas and electric utility, delivering power to more than 1.25 million electric customers and more than 650,000 natural gas customers in central Maryland. BGE is a subsidiary of Exelon Corporation, the nation’s leading energy supplier. To learn more, visit www.bge.com.

BANK OF AMERICA serves 46 million consumer and small business customers with 4,600 retail financial centers, 15,900 ATMs, and online banking with approximately 34 million active accounts and nearly 22 million mobile users. The bank is a leader in wealth management and corporate and investment banking and serves corporations, governments, institutions, and individuals: http://about.bankofamerica.com.

BMW of North America, LLC was established in 1975 as the United States importer of BMW luxury/performance vehicles. BMW of North America assumed import and distribution responsibilities for BMW motorcycles in 1980. BMW of North America also began to distribute light trucks in 1999. BMW of North America’s headquarters is located in New Jersey. To learn more, visit www.bmwusa.com.

BOEING is an aerospace company and manufacturer of jetliners and defense, space, and security systems. A top U.S. exporter, the company supports airlines and customers in 150 countries. Boeing products include military aircraft, satellites, weapons, electronic and defense systems, launch systems, advanced information and communication systems, and logistics and training. To learn more, visit http://www.boeing.com/company.

BOOZ ALLEN HAMILTON celebrated its 100th anniversary in 2014. It provides services primarily to the U.S. government in defense, intelligence, and civil markets and to major corporations, institutions, and not-for-profit organizations. Booz Allen offers clients consulting, analytics, technology, and engineering to help solve their toughest problems.

To learn more, visit www.boozallen.com.

BOSTON SCIENTIFIC CORPORATION is made up of 25,000 colleagues in 40 countries, with a portfolio of 13,000 products at the forefront of the medical device industry. Their journey of innovation began in 1979 and continues today with a legacy of delivering innovation to meet patients’ needs around the world and deliver economic value to their customers. To learn more, visit www.bostonscientific.com.

Chances are, BP does something where you are. BP provides customers with fuel for transportation, energy for heat and light, lubricants to keep engines moving, and petrochemicals that are used to make everyday items. They work in oil and natural gas exploration, transportation, and storage and processing for fuels, lubricants, and petrochemicals. To learn more, visit http://www.bp.com.

Every two weeks, on average, a startup forms based on a UNIVERSITY OF CALIFORNIA (UC) graduate student invention. These startups currently support 3,500 jobs, have attracted $4.1 billion in venture funding, and generate $520 million in annual revenue. Over the past

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Who's Hiring in STEM? decade, graduate students launched 278 new enterprises — nearly half of all UC startups to emerge in that time.

To learn more, visit www.universityofcalifornia. edu.

With more than 190,000 people, CAPGEMINI operates in 40 countries and celebrates its 50th anniversary in 2017.

A leader in consulting, technology, and outsourcing services, the company reported 2016 revenues of $12.5 billion. Its four major businesses are in consulting, technology, outsourcing, and local professional services.

To learn more, visit www.capgemini.com.

CAYLEY AEROSPACE is an aircraft engineering and certification corporation.

Cayley is also the first chartered engineering corporation to be a Washington State Office of Minority & Women’s Business Enterprise certified business and California State Government approved Minority Business Enterprise. To learn more, visit www. cayleyaerospace.com.

Chevron Corporation and Phillips Petroleum Company, now Phillips 66, form the CHEVRON PHILLIPS CHEMICAL COMPANY LLC. Phillips processes, transports, stores, and markets fuels and products. Chevron is involved in upstream activities that include exploration and production; downstream activities that include refining, marketing, and transportation; and advanced energy technology. To learn more, visit www. cpchem.com.

Consumers in 200 countries around the world have 1.9 billion servings of CocaCola beverages each day. COCACOLA COMPANY brands include Diet Coke, Coca-Cola Zero, Fanta, Sprite, Dasani, Vitamin Water, Powerade, Minute Maid, Simply, Del Valle, Georgia, and Gold Peak.

Through one of the world’s largest beverage distribution systems, they provide both sparkling and still beverages. To learn more, visit www.coca-colacompany.com.

From its Dallas–Fort Worth headquarters, the CONTAINER STORE supports nationwide stores and online business. Their distribution center is filled with automated tracks, racks, boxes, bins, heavy equipment, and people. The company offers full-time and part-time employees standard benefit options like medical, dental, and vision plans; paid time off; 401(k) plans; and amazing discounts. To learn more, visit www. containerstore.com.

COVANCE has worked on all of the top 50 bestselling drugs available today. A contract www.hispanicengineer.com

| CAREEROUTLOOK

research and drug development services company, Covance operates nonclinical, clinical, and commercialization services.

As a learning organization, it is tailored to students pursuing degrees in STEM disciplines and skills such as creating, acquiring, sharing, and transferring knowledge. To learn more, visit www.covance.com.

Comprising DELL, EMC II, VMware, Pivotal, SecureWorks, RSA, and Virtustream, Dell has tech partnerships with 98 percent of the Fortune 500 and 12 commercial banks. A billion people are served by Dell’s cloud, with 160 billion cyberattacks processed daily by Secureworks. Each year, the company gets 500 million e-commerce visits, and 1.6 billion pounds of e-waste have been collected by Dell. To learn more, visit www.dell.com.

The DEFENSE DEPARTMENT manages an inventory of installations and facilities to keep Americans safe. The Department utilizes over 30 million acres of land. These sites range from the very small in size to the Army’s vast White Sands Missile Range in New Mexico with over 3.6 million acres and the Navy’s complex of installations at Norfolk, Virginia, with more than 78,000 employees. To learn more, visit www. defense.gov.

The DEPARTMENT OF ENERGY laboratories include Ames Laboratory, Argonne National Laboratory, Brookhaven National Laboratory, Fermi National Accelerator Laboratory, Idaho National Laboratory, Lawrence Berkeley National Laboratory, Lawrence Livermore National Laboratory, Los Alamos National Laboratory, National Energy Technology Laboratory, National Renewable Energy Laboratory, New Brunswick Laboratory, Oak Ridge National Laboratory, Pacific Northwest National Laboratory, Princeton Plasma Physics Laboratory, Radiological and Environmental Sciences Laboratory, Sandia National Laboratories, Savannah River Ecology Laboratory, Savannah River National Laboratory, and the SLAC National Accelerator Laboratory. To learn more, visit www.energy.gov.

The DISNEY|ABC TELEVISION GROUP is comprised of Walt Disney Company’s ABC Studios and the ABC Television Network. It also includes Disney Channel and Freeform.

Disney|ABC Home Entertainment and Disney Media Distribution round out the portfolio.

Disney|ABC Television Group also has equity interests in A+E Networks and Hulu. To learn more, visit https://v2.disneyabc.tv.

DTE ENERGY is a Detroit-based energy company. Its operating units include an electric utility serving 2.2 million customers in Southeastern Michigan and a natural gas utility serving 1.2 million customers in Michigan. DTE Energy has more than 10,000 employees in utility and non-utility subsidiaries involved in a wide range of energy-related businesses. To learn more, visit www.newlook.dteenergy.com.

EMBRY-RIDDLE students come from all 50 states and 125 countries around the world. Whether you’re interested in applied science, aviation, business, computers and technology, engineering, security, intelligence and safety, or space, EmbryRiddle has a major for you. To learn more, visit https://erau.edu.

Founded in 1946, ESTÉE LAUDER INC. has gained a reputation for elegance, luxury, and superior quality. Through research and product evaluation, they bring skincare, makeup, and fragrance products that are sold in 135 countries and territories. In the U.S., they are available in better department stores and specialty stores and online at esteelauder.com.

EXELON’s six utilities deliver electricity and natural gas to approximately 10 million customers in Delaware, the District of Columbia, Illinois, Maryland, New Jersey, and Pennsylvania through its Atlantic City Electric, BGE, ComEd, Delmarva Power, PECO, and Pepco subsidiaries. Exelon had 2015 revenues of $34.5 billion. They employ approximately 34,000 people nationwide. To learn more, visit www.exeloncorp.com.

Founded on February 4, 2004, FACEBOOK’s mission is to give people the power to share and make the world more open and connected. More than a billion people use Facebook to stay connected with friends and family, to discover what’s going on in the world, and to share and express what matters to them. To learn more, visit www.Facebook. com.

The FOOD AND DRUG ADMINISTRATION is a federal agency of the Department of Health and Human Services. The FDA is responsible for protecting and promoting public health through the control and supervision of food safety, tobacco products, dietary supplements, prescription and overthe-counter pharmaceutical drugs, vaccines, biopharmaceuticals, blood transfusions, medical devices, electromagnetic radiation emitting devices, cosmetics, animal foods and feed, and veterinary products: https:// www.fda.gov.

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CAREEROUTLOOK | Who's Hiring in STEM? GE is a digital industrial company with software-defined machines and services ranging from aircraft engines, power generation, and oil and gas equipment to medical imaging, financing, and industrial products.

GE is in 180 countries and employs 295,000 people worldwide. To learn more, visit www.ge.com.

GENERAL MOTORS (GM) employs 225,000 people. GM has 10 brands under the corporate umbrella: Buick, GMC, Cadillac, Opel, Vauxhall, Holden, Baojun, Wuling, Jiefang, and Chevrolet. There are over 19,000 dealers, and a Chevy is sold every 8.3 seconds. In 2016 they sold 10 million vehicles in over 125 countries. To learn more, visit www.gm.com.

The GOOGLE story began in 1995. In 1998 Sun co-founder Andy Bechtolsheim wrote a check for $100,000, and Google Inc. was born.

Today, with more than 60,000 employees in 50 countries, Google makes hundreds of products used by billions of people, from YouTube and Android to Smartbox and, of course, Google Search. To learn more, visit www.google.com/intl/en/about.

HOME BOX OFFICE, INC., the television programming subsidiary of Time Warner Inc., provides television services—HBO and Cinemax— to 134 million subscribers worldwide. The services offer video-ondemand products as well as HBO GO and MAX GO, HD feeds, and multiplex channels. HBO and Cinemax programming is sold in over 150 countries worldwide. To learn more, visit www.timewarner.com.

HUNTINGTON INGALLS INDUSTRIES is America’s largest military shipbuilding company and a provider of professional services to partners in government and industry. HII’s Newport News and Ingalls shipbuilding divisions in Virginia and Mississippi employ nearly 37,000 people operating both domestically and internationally. To learn more, visit www.huntingtoningalls.com.

Over the past 100 years, IBM engineers and scientists invented many of the building blocks of technology, including the memory chip, the mainframe, the personal computer, and even new fields of mathematics. To learn more, visit www.ibm.com.

Among its new hires for 2016, INTEL exceeded their target, hitting 45.1% diverse hiring for women and underrepresented minorities. A snapshot of their people across technical, non-technical, early career, midcareer, senior, and leadership roles shows 74.1% are male and 25.8% female. Fifty percent are White, 35.7 percent Asian, 8.2 percent Hispanic, 3.7 percent African-American, 0.6 percent Native American, and 1.1% multiracial. To learn more, visit www.intel.com.

INTUIT started in 1983 with Quicken, personal finance software that simplified balancing the family checkbook. Today, they serve 42 million customers in North America, Europe, Australia, and Brazil with products available from the desktop to the cloud.

Intuit products—QuickBooks, TurboTax, and Mint—support small businesses and the self-employed. To learn more, visit www.intuit.com.

The JET PROPULSION LABORATORY carries out robotic space and Earth science missions. JPL developed America’s first Earthorbiting science satellite, created the first successful interplanetary spacecraft, and sent robotic missions to study all the planets in the solar system as well as asteroids, comets, and Earth’s moon. JPL is a federally funded research and development center managed by Caltech for NASA. JPL technology developed to enable new missions is also applied on Earth to benefit our everyday lives: https://www.jpl. nasa.gov.

JOHNSON & JOHNSON brings ideas, products, and services that have led to medical miracles that have changed lives to the simple 42

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consumer products that make every day a little better. Over 125,000 employees in 60 countries help people everywhere live longer, healthier, happier lives. To learn more, visit www.jnj.com.

KRAUS USA manufactures plumbing centerpieces and accessories.

Kraus applies a creative approach from its elite group of Euro-centric designers to their handpicked components and state-of-the-art machining facility, and they manage a highly efficient system to ensure endless value for their customers. To learn more, visit www. kraususa.com.

LIFEBRIDGE HEALTH consists of Sinai Hospital of Baltimore, Northwest Hospital, Carroll Hospital, Levindale Hebrew Geriatric Center and Hospital, and its affiliated units, including LifeBridge Health & Fitness and the LifeBridge Medical Care Centers. Sinai Hospital, Northwest Hospital, and Carroll Hospital are all acute-care general hospitals with clinical centers of excellence. To learn more, visit www.lifebridgehealth.org.

From making groundbreaking discoveries to building innovative technologies, LOCKHEED MARTIN is engineering tomorrow. From green energy to aerospace, there are so many ways you can make a difference. See more at www.lockheedmartinjobs.com.

From a $5,000 investment in 1963 and five products in a tiny store in Dallas, Texas, MARY KAY has grown to become one of the largest direct sellers of skin care, makeup, and fragrances in the world. Today, with 3.5 million independent consultants, Mary Kay offers more than 200 premium products in 35 countries. To learn more, visit www. marykay.com.

More than 3,300 physicians, scientists, and researchers from MAYO CLINIC share their expertise to help thousands of people who travel to Mayo Clinic locations in Arizona, Florida, and Minnesota each year for medical care. The Mayo Foundation for Medical Education and Research accepts appointments in Arizona, Florida, and Minnesota and at Mayo Clinic Health System sites. To learn more, visit www. mayoclinic.org.

Nearly 50 percent of MCDONALD’S corporate restaurant managers and more than 60 percent of owner/operators started on the shop floor. McDonald’s independent franchisees provide various part-time job opportunities for students and veterans looking to transition from the armed forces to the workforce. To learn more, visit www. mcdonalds.com.

MICROSOFT is a platform and productivity company for the mobilefirst, cloud-first world, and its mission is to empower every person and every organization on the planet to achieve more. Its affiliates include Microsoft Mobile Oy, a subsidiary of Microsoft. Microsoft Mobile Oy develops, manufactures, and distributes Lumia, Asha, and Nokia X mobile phones and other devices. Read more at https://news. microsoft.com.

For 40 years, NATIONAL INSTRUMENTS (NI) has worked with engineers and scientists to provide answers to challenging questions.

Through these pursuits, NI customers have brought hundreds of thousands of products to market, overcome innumerable technological roadblocks, and engineered a better life for us all. If you can turn it on, connect it, drive it, or launch it, chances are NI technology helped make it happen. To learn more, visit www.ni.com.

The NATIONAL SECURITY AGENCY/CENTRAL SECURITY SERVICE leads the U.S. government in cryptology that encompasses both Signals Intelligence (SIGINT) and Information Assurance (IA) products and services and enables Computer Network Operations (CNO) in order to gain a decision advantage for the nation and our www.hispanicengineer.com

Who's Hiring in STEM? allies under all circumstances: https://www. nsa.gov.

NORTHROP GRUMMAN is the successful integration of 20 companies developing innovations—such as the Flying Wing and the B-2 Spirit stealth bomber—while also achieving historic accomplishments, from transporting Charles Lindbergh across the Atlantic to carrying astronauts to the moon’s surface and back: www.northropgrumman. com.

P&G is made of many individual brands, each serving customers in different ways. Billions of people know P&G products from each of their 10 categories—fabric care, home care, baby care, feminine care, family care, grooming, oral care, personal health care, hair care, skin and personal care—and about 65 brands, about half of which have sales of more than $500 million each year. To learn more, visit http://us.pg.com.

According to National Mortgage News, Quarter 3, 2015, QUICKEN LOANS was the #1 online lender. In 2011 Quicken Loans moved their entire Michigan workforce to Detroit, paving the way for a new wave of economic growth in the city. Today, more than 15,000 Quicken Loans members are stationed in their Detroit headquarters. To learn more, visit www.quickenloans.com.

THE RICHARDS GROUP is a branding agency. The average tenure of their principals is over 18 years. Ditto for their creative group heads. When people join the Richards Group, many right out of school, they tend to stay.

The Dallas Morning News has named them the Best Place to Work in Dallas–Fort Worth.

To learn more, visit https://richards.com.

SOUTHWEST AIRLINES is the largest low-cost airline in the U.S. Located in Dallas, Texas, Southwest Airlines domestic flights have the most flights with Boeing 727s across the world. At any one time, it will have around 700 of these aircraft in operation: www. southwest.com.

SPACE EXPLORATION TECHNOLOGIES CORP., or SPACEX, designs, manufactures, and launches advanced rockets and spacecraft. The company was founded in 2002 to revolutionize space technology, with the ultimate goal of enabling people to live on other planets. To learn more, visit www. spacex.com/about.

SYSTEMS PLANNING AND ANALYSIS, INC., was founded in 1972 with three employees working with the U.S. Navy to lead major technical support programs. The result of this work has led to numerous major decisions involving the Trident Weapons www.hispanicengineer.com

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Systems. Over the past four decades, SPA has expanded its customer base and experience to cover a range of missions and clients in the Departments of Defense, Homeland Security, and Energy. To learn more, visit www.spa.com.

TEXAS INSTRUMENTS (TI) is a semiconductor design and manufacturing company. Operating in more than 30 countries, TI serves 100,000 customers worldwide with analog and embedded processing products. Of its 30,000 employees, 13,000 are in the Americas, 2,000 in Europe, 14,000 in Asia, and 1,000 in Japan.

The company’s headquarters is located in Dallas, Texas. To learn more, visit www. ti.com.

Since Thomas Rowe Price, Jr., opened the first office in Baltimore, Maryland, eighty years ago, the asset management firm now operates in 16 countries with 6,000 associates. T. ROWE PRICE delivers investment management excellence that investors can rely on—now and over the long term. To learn more, visit www3. trowepricecom.

At the end of 2007, the TOYOTA MOTOR CORPORATION had 53 production affiliates in 27 countries and regions, an increase of 50 percent in just 10 years. Across the United States, there are 10 plants, 1,500 dealerships, and 136,000 U.S. employees. Twenty-five million vehicles and counting have been built in the U.S. To learn more, visit www.toyota. com/usa/.

TRAVELERS is a property casualty company with 30,000 employees and 13,000 independent agents. Travelers is in multiple market segments across the personal, business, financial, and international insurance groups. It has operations in the United States, the UK, Canada, and the Republic of Ireland. To learn more, visit https://www.travelers.com.

aircraft (operational). To learn more, visit www.navy.mil/index.asp.

In 2016 WESTED marked 50 years of improving learning and healthy development for children and adults. WestEd is a Joint Powers Agency authorized by a California Joint Powers Agreement and governed by public entities in Arizona, California, Nevada, and Utah, with board members representing agencies from these states and nationally. To learn more, visit www.wested.org.

WHOLE FOODS grocery opened its doors in 1974. By 1978 the store (only 1,100 square feet) was doing more than $1 million per year.

Committed staff that were all stockholders fueled the success. Whole Foods has expanded as it opens new stores across the country and acquires other natural foods chains. To learn more, visit www.wholefoodsmarket.com.

XEROX has 11,000 active patents for innovation. With offices in over 160 countries around the world, they’re always close to a business. Since 2012 the $11 billion Fortune 500 company has reduced greenhouse gas emissions by 20 percent. Research spans everything from physical sciences and mechanical and electrical engineering to social science and psychology. To learn more, visit www.xerox.com.

In July of 2009, ZAPPOS.COM, Inc. announced its plans to join the Amazon. com, Inc. family. By 2010 Zappos had grown so much that there was a need to restructure the company so that it could continue to offer customers the very best service possible. On May 1, 2010, Zappos was restructured into ten separate companies under the Zappos Family umbrella. To learn more, visit www.zappos.com.

Founded in 1996 by former University of Maryland football player Kevin Plank, UNDER ARMOUR makes performance apparel engineered to keep athletes cool, dry, and light. The technology behind Under Armour’s diverse product assortment for men, women, and youth includes HeatGear when it’s hot, ColdGear when it’s cold, and AllSeasonGear between the extremes. To learn more, visit www.uabiz.com.

As of December 31, 2016, the U.S. NAVY had 322,809 active duty personnel. Officers made up 53,876; enlisted, 264,557; midshipmen, 4,376; with the rest in the Reserves. The Navy has 275 deployable battle ships and 3,700 HISPANIC ENGINEER & Information Technology | FALL 2017 43

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DRIVEN BY DIVERSITY. As one of the world’s foremost technology leaders, Raytheon takes on some of the most difficult challenges imaginable. Meeting those challenges requires a diversity of talent, ideas, backgrounds, opinions and beliefs. Diversity helps our teams make better decisions, build stronger customer relationships and feel more inspired, supported Inside Back cover and empowered. It is both a catalyst and an essential advantage to everything we do.

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