Commerce Bank , Rung for Women team up to help women
Rung for Women is tackling the systemic issue of women facing economic, social, and health barriers to wealth creation. Rung guides women to pursue successful career pathways in high-demand industries.
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Employment
WWT recognized as ‘Great Place To Work’ Great Place To Work and Fortune magazine have recognized World Wide Technology (WWT) as one of the Fortune 100 Best Companies to Work For in 2024.
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Medical
Anti-DEI laws could make doctor shortage worse
Experts say new antidiversity laws in states like Texas and Florida — coupled with the Supreme Court’s 2023 decision dismantling affirmative action — are new hurdles to increasing the number of Black physicians.
Ascension Charity Classic returns to support local charities
Has raised more than $2.6 million since 2020
By Alvin A. Reid St. Louis American
The Ascension Charity Classic returns to Norwood Hills Country Club Thursday through Sunday Sept. 5-8, 2024, bringing with it an established legacy of giving in the St. Louis region which has generated more than $2.6 million for charitable organizations since its inception in 2020.
The Ascension Charity Classic is an official event on the PGA Tour Champions. The 54-hole stroke play golf tournament features 78 PGA Tour Champions professionals competing for a $2.1 million purse at Norwood Hills.
The fourth annual Accenture Youth Golf Clinic will be held Thursday Sept. 5, 2024, at Norwood Hills Country Club as part of the Ascension Charity Classic weekend. Participating youth will represent local organizations, including Diversity Golf, First Tee of Greater St. Louis, PGA REACH Gateway, and Special Olympics Missouri.
The event is designed to showcase the best golf for the enjoyment of spectators and to benefit local charities in the North St. Louis County area and beyond. All three official rounds will be internationally televised on Golf Channel.
A highlight of the week, in addition to the world-class senior PGA event, is the Thursday afternoon fourth annual Accenture Youth Golf Clinic at 4:30 p.m. on the driving range at Norwood Hills. The Youth Clinic will provide a group of more than 75 young golfers the opportunity to learn and develop chipping, putting and iron skills and receive tips from a
See ASCENSION, page 18
Ashley Gabb, former Estee Lauder DEI executive, now operates her own firm
Special to The American
In the heart of every university lies the stories of its alumni, each a testament to their institution’s values and the transformative power of education. Ashley Gabb is a shining example for Lincoln University in Jefferson City, Missouri.
Her remarkable journey from a student immersed in the halls of Lincoln to a seasoned professional shaping the intersection of communications and diversity, equity, and inclusion (DEI) on a global scale exemplifies the impact of a Lincoln University education.
Right after graduating from Lincoln University, Gabb started her career at LU, eventually becoming director of communications and public relations. She then transitioned to a role at Discover Financial Services, leading the marketing and cus-
tomer experience for some of the regional and community banks in their portfolio.
Later, as the director of supplier inclusion and diversity for The Estée Lauder Companies, she ensured equitable participation across the supply chain.
As a Fulbright Specialist, Gabb extended her work internationally, teaching communications and DEI at ISCOM in France. Her impactful work continued as she shared her expertise through teaching, advising, and speaking engagements.
This year, she opened her own consulting firm, Gabb Consulting, focusing on connecting strategy to social impact through services such as DEI strategy and advisory, communications and storytelling, employee experience, and community activation.
See GABB, page 16
Ashley Gabb
Tara Foster
Photo courtesy of Accenture
Photo courtesy of Lincoln University
Anti-DEI laws could make the Black doctor shortage even worse
By Jennifer Porter Gore
By now, it’s clear: a shortage of Black doctors is shortening the lives of Black people. Stemming from Jim Crow-era oppression, politicians and activists have tried to address the shortage with plans ranging from more aid to STEM programs in Black schools to tuitionfree medical schools.
But experts say new anti-diversity laws in states like Texas and Florida — coupled with the Supreme Court’s 2023 decision dismantling affirmative action — are new hurdles to increasing the number of Black physicians.
And although the shortage is hampering Black community health, the issue has broader implications for the entire nation, from lost workplace productivity to increased healthcare costs.
“The cost of racial and ethnic health disparities is over $451 billion annually,” says Georges Benjamin, executive director of the American Public Health Association, a nonprofit focused on minority health. “So the cost of not having the political will to eliminate preventable health inequities is enormous.”
Dr. Brian Smedley, a public health expert, says the Supreme Court’s decision to eliminate racial preferences in college admissions — but maintain it for the nation’s five military academies — illustrates the nation’s values.
“If diversity is important for our military readiness, and for our national defense, isn’t diversity as important when it comes to matters of life and death for patients of color?” says Smedley, co-founder and executive director of the National Collaborative for Health Equity. “I think we have had some misplaced priorities, when we fail to recognize the importance of trying to preserve and protect the lives of people of color,” he says. For decades, studies have indicated the lack of Black doctors in the United States is a
n Despite Black people making up 13.6% of the U.S. population, only 5.7% of physicians are Black, according to the AAMC’s 2022 survey of 950,000 doctors.
significant issue impacting healthcare outcomes, social determinants of health. While Black people have disproportionately high rates of diseases like diabetes and asthma, and shorter life expectancies than whites, studies show they are more likely to seek treatment — and receive proper care — if their physician looks like them.
The dearth of Black doctors stretches back more than a century.
In the early 1900s, the Carnegie Foundation and the American Medical Association commissioned a report on medical education in the U.S.
The Flexner report found that medical schools at HBCUs, who trained most Black doctors, had low admissions standards
and poorly educated its students — a conclusion that triggered the closure of all but 2 Black medical schools.
At the same time, segregation laws and policies — many of which continued well into the 20th century — kept promising Black students out of most white medical schools and teaching hospitals.
Benjamin says the anti-diversity push comes on top of a host of other barriers keeping wouldbe Black doctors out of medical school.
“This [shortage of Black doctors] is the result of a diminished pipeline
Studies show that just a 10% increase in the number of Black MDs can increase average lifespans. But the conservative “anti-woke” agenda, and the dismantling of affirmative action in college admissions, could keep that increase from happening.
into the sciences and undergraduate majors that led to medical careers, the cost of medical education, inadequate exposure to role models in medicine and bias in the selection systems that accept applicants for medical school,” he says.
Despite Black people making up 13.6% of the U.S. population, only 5.7% of physicians are Black, according to the AAMC’s 2022 survey of 950,000 doctors.
According to the Journal of the American Medical Association, a recent study found that
BUILDING A CULTURE OF BELONGING
At Alberici, we believe an inclusive workplace is essential to driving innovation, enhancing productivity and strengthening our community.
Photo courtesy of Getty Images
By JT Torres The Conversation
Just four years ago, following the murder of George Floyd, almost every college and university in the U.S. had at least one diversity, equity, and inclusion — or DEI — program.
Many had existed long before. These programs ranged from DEI-related degrees and professional training to resources for culturally, linguistically, and neurologically diverse students. But in the last year and a half in almost every state, 159 institutions have reduced or eliminated these programs.
New legislation in states including Texas and Florida has banned DEI programs outright. The University of Missouri buckled under the threats of legislators and chose on its own to eliminate DEI programs.
Vice Chancellor Maurice Gipson, who headed the division at Mizzou, is leaving the school and for a new post in Arkansas.
According to a Missouri Independent report, 13 bills targeting diversity, equity and inclusion filed in the legislature over the past two years.
During the recent legislative session, Republicans in the Missouri House added language banning any diversity efforts across state government. This language that was deleted before the final budget passed.
In other states, insti-
Diversity, Equity & Inclusion
How DEI rollbacks at colleges set back learning
Photo courtesy of Harris-Stowe
Recent graduates of Harris-Stowe State University could be among the last to have DEI programs and departments on campus. Under threats from Republicans in the Missouri legislature, the University of Missouri in Columbia has ended its DEI programs.
tutions are shuttering programs preemptively to avoid political pressure. This will have lasting effects.
In Texas, dozens of professional faculty and staff have already been fired. Minority students have lost access to community groups, cultural centers and resources.
Furthermore, following the Supreme Court ruling in 2023 that race could not be considered in admissions decisions, scholarships for students with diverse racial identities have disappeared. Eliminating DEI programs could have serious consequences for teaching and learning. As a scholar
who researches the relationship between identity and learning, my work has shown that inclusivity is a prerequisite for how students form their identities in relation to the content they learn. For example, learning math becomes especially difficult, if not impossible, if a student does not identify positively with the subject. Math identity isn’t just based on competency. It’s also based on societal expectations, such as stereotypes of who is most likely to become a mathematician based on demographics – including racial, ethnic and gender identities.
Research shows
that Black students are more likely to stay in college and earn a degree if they attend a historically Black institution versus a predominantly white one. Why? Because learning isn’t just about the curriculum offered. It’s also about students feeling connected to and supported by their institutions. When institutions represent a single cultural identity, students with minority identities can feel excluded and are less likely to thrive. In general, how we view ourselves relies heavily on external validation. In fact, child psychologists strongly caution parents from labeling children by their character traits or
behavior so that their identities do not become prematurely limited. For learning to take place, students need to identify with the content, which becomes especially difficult when they feel like their identities are not welcomed in the learning environment. Effective teaching emphasizes students’ identities in order to make important connections with the learning. For example, we know that fewer women graduate in STEM fields than men. This is not because they can’t succeed in STEM — science, technology, engineering and math — but because they aren’t as likely to identify with the field
Many studies demonstrate that targeting students with certain identities for support increases their academic performance as well as the performance of other students
More evidence of the link between identity and learning comes from the Gallup-Purdue Index. The large survey of more than 30,000 college graduates measured the academic experiences that most prepared them for life. Near the top of the results: “My professors cared about me as a person.” The goal of DEI programs is to make sure everyone feels cared about as a person. Eliminating these programs means further marginalization of students with specific identities who have historically faced discrimination.
DEI programs ensure everyone gets to learn
Through my research, I have found that DEI training increases teachers’ awareness of diverse identities, helping them to design courses that are interesting and relevant to everyone. DEI programs also often include the creation of dedicated spaces and initiatives so that students can experience connection and support from other students like them, even when it feels like their identities are not otherwise welcome on campus.
A Gallup and Lumina Foundation report found that Black students are more likely to feel discriminated against than other students, and Black and Hispanic students are the most likely to have thought about dropping out. If all students do not feel safe and welcomed, they cannot learn.
Lawmakers can roll back DEI programs, but they cannot remove identity from the learning context. Colleges and universities continue to admit increasingly diverse student populations Without programs of support, I believe these students are more likely to be harmed rather than helped by college.
JT Torres is director of the Harte Center for Teaching and Learning, Washington and Lee University
Alvin A. Reid of the St. Louis American contributed to this report
BRICKLINE CONSTRUCTION BEGINS SEPTEMBER 2024 ON MARKET STREET
The Brickline Greenway will transform Market St. into a place where people can connect to their city whether they are walking, riding or rolling.
This next stretch of greenway, along Market from 22nd St. to Compton Ave., will make the route safer and link Harris-Stowe State University to CITYPARK, passing many hotels, schools and o ces along the way.
Damon Davis will extend his public art installation, Pillars of the Valley, which commemorates the once-thriving Mill Creek Valley neighborhood.
Inclusion is an important factor in all our work, including this project. Our chosen contractor’s bid exceeded our inclusion goals with 33% minority-owned businesses and 12% women-owned businesses participating in the project.
Senate Democrats remain committed to inclusion on staffs
‘Growing more diverse each year’
By Alvin A. Reid St. Louis American
The Senate Democratic Diversity Initiative released the results of its 8th annual survey of Democratic staffers on August 1, 2024.
Despite GOP efforts to end diversity and inclusion efforts throughout America, the survey shows a steady continuation in progress “to ensure that Senate staff reflects the constituents they represent every day.”
“When I became Majority Leader, I promised to work with my colleagues to increase the diversity of Senate offices to reflect the communities they serve. When we have diverse offices and different voices are well-represented, we enact better policies,” said Majority Leader Chuck Schumer.
“Today, I am proud to say that more Democratic Senate staffers are people of color than ever before, and we’ve reached historic milestones in representation. We have more work left to do, but as we move forward, I am encouraged to see our caucus’ offices growing more diverse each year.”
The number of diverse staffers has increased, reaching the highest levels since Leader Schumer began collecting the
data in 2017. This year’s survey revealed 41% of Democratic Senate staffers are people of color, up from 40.2% last year. Senate Democratic offices employ 47% more staffers of color now than they did in 2017.
More African Americans, Latinos, and Asian Americans/Pacific Islanders staffers than ever before are Senate staffers.
More Democratic Chiefs of Staff and Legislative Directors are people of color and more staffers identify as part of the LGBTQ+ community.
Additionally, more than half of Democratic Chiefs of Staff are women and 57% of all Democratic staffers are women.
• 41% of Democratic Senate staffers are people of color, up from 40.2% last year
• 15% identify as Latino
• 14% identify as African American
• 11% identify as Asian American and Pacific Islander
• 3% identify as Middle East/North African
• 2% identify as Native American, Alaskan, or Hawaiian
• 17% identify as LGBTQ
The Senate Democratic Diversity Initiative was created by then-Leader Harry Reid to build a diverse workforce in the
Senate. It was a legacy Senator Schumer was determined to strengthen once he became Majority Leader. In 2017, under Senator Schumer’s leadership, the initiative began conducting an annual staff survey to encourage transparency and progress in achieving a definition of diversity and inclusion emblematic of the party and the country.
The survey is used to identify trends and inform hiring conversations to
PLANTS. PEOPLE. PURPOSE.
better match talent with Senate offices.
Building a diverse Democratic staff is an ongoing effort of the caucus. In an era in which support for the country’s rich diversity is under constant attack, Senate Democrats continue to work towards a staff that embraces differences across all backgrounds. To date, Senate Republicans do not collect or release similar information on their staff.
Republicans drag down numbers
Only 21.4 % of mid-level Senate staffers are people of color, despite people of color making up more than 41% of the total U.S. population, according to a new report.
A Joint Center for Political and Economic Studies report released in June found that African Americans account for 13.6% of the U.S. pop-
ulation but only 5.4 % Senate pathway staff, or positions held on the pathway to top staff positions such as chief of staff or legislative or communication director.
Latinos make up 19.1 % of the U.S. population, but only 6.8 % of Senate pathway staff and Asian Americans/Pacific Islanders account for 6.6% of the U.S. population but only 5.4% of Senate pathway staff.
“The need for greater diversity among pathway staff is a challenge that the Senate, as an institution, must address,” the report states.
“Congressional decisions affect all Americans, and the lack of racial diversity among personal office pathway staff impairs senators’ understanding of their constituencies’ diverse perspectives.”
According to the report, 14% of people of color identified as Republican voters in 2022, but only 9.7% of Republican pathway staff are people of color. People of color comprise 36 % of Democratic voters two years ago, while 30.4% of Democratic Senate pathway staff are people of color.
The study also came to the same conclusion as the Senate Democratic report released last week: Senate democrats employ the highest amount of Black pathway staff, researchers found.
The Senate Democratic Diversity Initiative has released its 2024 report, which shows that Senate Democrats, including Georgia Sen. Raphael Warnock, have increased the number of staffers who are people of color over the last year. 41% of Democratic Senate staffers are people of color, up from 40.2% last year.
Photo by Natrice Miller/ Courtesy of Atlanta Journal Constitution
With those 5 simple words, Holland Construction Services has changed the definition of what a construction company can truly be. And that’s because we’re more than a company… we’re a community.
Across multiple market types, for projects large or small, the Holland community applies the same processes and abides by the same values, always holding steadfast onto the role of the one thing every project needs: a trusted partner.
From Industrial, Healthcare, Residential, Commercial and Education, Holland is, a Better Way to Build.
About Holland Holland Construction Services began in 1986, borne out of Bruce Holland’s understanding that, with steadfast integrity, trust & transparency, and the bond forged from building ongoing relationships, there was something greater, better, and longer lasting than any structure or project that could be built: a partnership. This core belief includes partnerships with our clients, with our extended family of trade partners, and especially within our very organization, a team of some of the most talented, dynamic, creative and empathetic thinkers and problem solvers you will ever find. Holland was named #3 Largest General Contractor in St. Louis by St. Louis Business Journal.
Diversity, Equity & Inclusion
There is a better way...
Careers & Culture
Holland Construction Services has been rated among the “Best Places to Work” by the St. Louis Business Journal. We aren’t putting that out there to pat ourselves on the back — we know full-well that it’s because of our team and the culture they all have a hand in creating that we have been bestowed this honor.
To us, this means we
are succeeding in our mission of providing a family-friendly place for teamwork and support. It means we are empowering our team, at all levels, to make the right decisions knowing that they have the full support of the team behind them. And it means that we are inspiring a desire to be team-oriented, successful, serious about our work, but never too serious about ourselves.
Safety & Wellness
When we say A Better Way to Build, that starts with safety as priority #1. We take safety, and wellness, very seriously. We have to — our team’s safety and wellness is of the utmost importance. So, we take uncompromising steps to ensure all company and jobsite employees, on all projects, are active participants in a functional and successful safety-first culture. These include:
• Employing full-time, field-based safety professionals under the direction of our safety & health director.
• Requiring all Holland project superintendents to hold an OSHA 30-hour certification card and participate in ongoing safety training courses.
• Mentoring new team members by partnering them with seasoned co-workers to gain knowledge, information, and advice.
• Extending training, after the mentorship period, with our Groundwork Training Program.
Holland Construction Services is known for bringing exceptional value to our projects. With experienced personnel, Holland brings a wealth of experience to ensure a thorough understanding of the intricacies involved and this expertise positions Holland as a construction leader. Built on integrity.
Diversity, Equity & Inclusion
Harris Stowe branches out to create STEM success stories
St. Louis American
The increasing number of African Americans studying and working in science, technology, engineering and math (STEM) fields is “revolutionary,” revolutionary, according to the United Negro College Fund.
Through the efforts of Harris-Stowe State University and other historically Black colleges and universities (HBCUs), African Americans are entering their STEM education better equipped to thrive in college, to graduate and to find successful careers.
Despite recent progress, the statistics concerning African Americans in STEM fields show a clear need for growth. Black and White students across the country intend to pursue STEM degrees at similar rates, but Black students in any STEM field struggle to achieve comparable representation in degree attainment.
The Penn Center for Minority Serving Institutions reports, for example, that Black students studying engineering earned only 4.2% of bachelor’s degrees in 2012 across the United States, while white students earned 68.1%.
The university’s commitment to blending academic theory with practical application is showcased through the transformative journeys of Reid Chunn and Stephen Tawiah Agyei.
Reid Chunn started his academic path at HSSU with a passion for engineering and a deep curiosity for mathematics. This evolved into an exploration of methodologies and problem-solving approaches, distinguishing Chunn with his ability to focus on essential information amidst distractions.
“Most math problems, like real-world issues, have multiple solution methods,” Chunn said.
“Some are direct, some are circuitous, and some create the appearance of work but lead to a dead end. Engineering takes these mathematical paths and applies them to solve tangible problems. Mathematics was the path; engineering was the purpose.”
Chunn’s academic journey was not without challenges. He quickly realized the importance of failure as a learning component.
“Professors would entertain the wrong approach to show us that you don’t know until you try,” he explained.
“For math and engineer-
Harris-Stowe is demonstrating the impact of its innovative academic partnerships that support STEM and Health Sciences with prominent institutions like Saint Louis University, Kansas City University, Southern Illinois UniversityCarbondale, University of Health Sciences and School of Pharmacy in St. Louis, Washington University in St. Louis, and Goldfarb School of Nursing.
ing alike, maintaining a dynamic relationship with the subject matter was imperative.” Chunn’s worldview, shaped by his studies, matured as he spent countless hours learning and growing academically and professionally.
As a Black male mathematician and mechanical engineer, Chunn faces and challenges societal expectations.
“My community often sees me as an athlete first and a waste of height second,” he said. “But by the end of the conversation, the time devoted to my craft broadens the narrative of what I can be.”
In his professional life, Chunn leverages his expertise in statistics to allow data to create its own unbiased narrative. His programming and coding skills have enabled him to automate tasks, streamlining processes and reducing unnecessary work, reflecting his commitment to efficiency and innovation.
Chunn advises students to study and ask questions. “Courses only get harder, and falling behind causes undue stress. It’s a battle between you and your perceived limits. Always push yourself to do more. Apply for internships and gain experience. There are
more applications to your degree than you realize, and being prepared to pivot is crucial.”
Stephen Tawiah Agyei’s experience in HSSU’s STEM program also highlights the program’s transformative impact. His education equipped him with vital skills for his current role as an Antibody-Drug Conjugate scientist and as an incoming first-year medical student at Saint Louis University School of Medicine.
Agyei emphasized the practical aspects of the STEM curriculum, particularly its focus on research
and laboratory skills. “The STEM program gave me a lot of exposure,” he said.
A key milestone for Agyei was a sponsored trip to Washington, D.C., where he attended a research conference. This experience solidified his understanding of the critical role research plays in his field.
“In my current role, research is the backbone, and thankfully, the STEM program gave me a solid foundation,” he said.
Agyei faced challenges, particularly the limited practical applications in subjects like anatomy and physics. He noted that the school’s infrastructure has since improved with new labs, enhancing hands-on learning. He advises students to actively utilize available resources.
“Your success depends on your determination and how much effort you are willing to put in. Don’t just go through the program; let the program go through you, and you’ll be prepared for whatever comes next.”
The academic journeys of Chunn and Agyei underscore the impact of HSSU’s STEM partnership programs. By providing a robust foundation for research, critical thinking, and practical application, these programs prepare students to excel in advanced roles and redefine their professional boundaries. For more information on our dual-enrollment programs please visit, hssu.edu.
Reid Chunn (left) and Stephen Tawiah Agyei launched their college educations at Harris-Stowe State University and are prime examples of how HBCUs, through partnerships with other universities, are helping bring more diversity and inclusion to STEM fields throughout the country.
Photos courtesy of Harris-Stowe State University
Diversity, Equity & Inclusion
Black tech professionals on diversity, equity, and inclusion
By Leah Mallory NNPA Newswire
As diversity, equity, and inclusion initiatives face continued attacks, it becomes even more important for companies to reaffirm their commitment to DEI practices.
Especially in the tech industry, as technology continues to embed itself into every part of our lives.
“The more I think about it, the more I feel like it’s important for there to be more diversity in tech and particularly in design since, as designers, we’re the ones kind of thinking about what a lot of these interfaces look like,” said Stephanie Lawrence, a Brooklyn-based product designer.
“The more that tech has a very salient impact on people’s everyday lives, the more important it becomes to make sure that we’re really thinking through all of that with as many perspectives as possible.”
Lawrence works at a data analytics startup and said, in layman’s terms, that her role entails designing tools and experiences that best meet customer needs.
While she enjoys the role for its creativity, she noted several challenges navigating the field as a Black professional.
“There are challenges like being heard and having your voice as a Black product designer actually be considered in the same way as your other peers, and that can then make it
that much harder to actually do the work of being a designer without having to kind of have that extra emotional labor.”
Data from online job search site Zippia indicates a steady decline in the number of Black product designers from 2010 to 2021, with Black professionals making up only 1.1% of product designers in 2021.
According to research by McKinsey & Company between 2022 and 2023, Black people accounted for 8% of those employed within the tech industry.
As one of the few
Black individuals in her role, Lawrence described the emotional recoil she feels when her ideas are dismissed, while ideas from her non-Black peers are received positively.
“That can be demoralizing and that can be particularly hurtful because you kind of know you can do the work, but the people around you might not want to hear it from you.”
Catt Small, a product designer and game developer with over ten years in tech, echoed similar challenges.
She said while people can be very optimistic about technological
advancements, they often don’t realize how they can be potentially harmful to certain communities.
“I think because of my role in society and what I’ve seen through things like we could reference the Tuskegee experiment as an example, there are just so many cases where I think people were thinking about it in one way but not another—and it ends up harming folks that are out there. So I try to do what I can to bring that conversation, and I think that it can be challenging because people often want happy, good vibes.”
Bronx born and raised,
Small showed interest in coding and programming from a young age, eventually attending college for graphic design and later transitioning into web design as a career.
Along the way, she’s created games, given speeches, mentored aspiring tech professionals, and even launched her own annual event—Games Devs of Color Expo for gamers of color.
“The event specifically aims to be a platform that really amplifies the work that’s already happening.”
she said. “When we were going to games events, we weren’t seeing ourselves
reflected in the work that was being highlighted and funded. We knew that those folks were already there, so it wasn’t that we needed to help them get into the industry per se; it was really that we needed to actually make sure that other people could see them.”
The expo is one way Small advocates for diversity in the tech industry, but there is still more work to be done.
Karen PerhamLippman, a DEI practitioner of almost 15 years, said that substantial change will require collective effort and a systems approach. She used the education system as an example of how companies can systematically address the underrepresentation of Black employees in the tech sector.
“You have to tackle issues along that whole talent pipeline journey,” she said. “It could be early education and outreach [along] with educational institutions at the college level. Partnering with historically Black colleges and universities [and] funding STEM education programs, internships, and scholarships.”
She said the lack of sustainable investment is the reason why some DEI programs fail.
“That initiative, which at one point seemed really exciting and people were very engaged and involved, diminishes because there aren’t other
Photo by Christina Morillo / New York Amsterdam News
Tech industry giants are attracting young African American professionals, in part of their commitment to DEI. Many firms have backed off promises to promote DEI efforts because of ongoing conservative backlash.
Diversity, Equity & Inclusion
Building Union Diversity serves as a gateway to the trades
Sammy Morning was facing a math problem of the worst kind. Following his felony conviction and incarceration, he was struggling to find gainful and sustainable work. He had five children to support. He had two jobs. And the money wasn’t adding up.
Morning’s pastor suggested a program called Building Union Diversity (BUD), which served as a gateway to the building trades – and to a better life.
“They took a chance on me and allowed me to change my life,” said Morning, who today is six years into a rewarding career with Bommarito Construction as a member of Laborers International Union Local 110.
by the Missouri AFLCIO’s Missouri Works Initiative, is offered statewide, though the BUD name is used only in the St. Louis area; in other parts of Missouri, it is known as the Apprentice Ready Program (ARP).
More than 250 BUD graduates have been placed in every building trades union in the St. Louis region.
BUD is one of several innovative partnerships between labor and employers that are opening doors to life-changing employment for minorities, women, people who have experienced incarceration and other underrepresented populations.
Now in its 10th year and its 34th cohort, the BUD program is a sixweek union construction pre-apprenticeship program, offered at no charge to selected individuals who meet the admission requirements. The program, which is sponsored
Recognized as a comprehensive apprenticeship readiness program (ARP) by North America’s Building Trades Unions (NABTU), BUD offers enrollees a comprehensive introduction to construction employment by using NABTU’s nationally recognized MultiCraft Core Curriculum (MC3) providing relevant national skills certification training, with a particular focus on job safety.
The three-part training model includes classroom coursework that covers both technical skills and life skills such as financial literacy; hands-on training; and trade placement advising to help participants find a place in one of more than 15 trades in the construction industry. Participants also receive a weekly stipend and a bus pass, in addition to other support such as free work gear and a tool allotment.
“The door this pro-
gram has opened for me has helped me not only financially, but mentally as well,” said Kaylah Doss, a BUD graduate and member of the International Union of Elevator Constructors Local 3.
The BUD program coordinates with individualized training programs in the trade unions that are similarly designed to bring underrepresented populations into the trades. In this way, many BUD graduates receive additional specialized training in their chosen trade before starting work.
One example is the CHAMPIONS Initiative, a partnership between Plumbers & Pipefitters Local 562, the
Mechanical Contractors Association (MCA) and the Plumbing Industry Council (PIC). The program offers six weeks of hands-on technical training and professional development specific to the pipe trades, concluding with placement as a pre-apprentice with an MCA or PIC member contractor. More than 40 CHAMPIONS graduates are currently employed as union plumbers or pipefitters. In addition, CHAMPIONS – whose name is an acronym for Creating Hometown Advantages through Minority Participation in Our Neighborhoods –provides peer groups and intentional mentorship to walk alongside participants as they progress
into apprenticeship and beyond.
“I am eager to begin this challenging yet rewarding journey,” said Jessica Percell, a BUD graduate and former bartender who is in this year’s CHAMPIONS cohort.
“The thought of achieving my goals fills me with an overwhelming sense of satisfaction and fulfillment.”
Employers are joining the BUD movement as well. The Metropolitan Sewer District partnered with BUD to establish the Workforce Development Grant Program. Other employers participate in hosted hiring events and graduation ceremonies that expose BUD participants to more career opportunities and industry contacts.
“This program affords participants invaluable skills and resources and provides a solid foundation of support,” said Larry Woods, diversity construction supervisor with MSD, who regularly speaks to incoming BUD cohorts.
Woods added that the diverse makeup of BUD participants – men, women, minorities, veterans, new Americans, formerly incarcerated people and more – is a game-changer for the economic landscape.
“By opening up opportunities to individuals who are often overlooked or underserved, the program is cultivating a new generation of construction industry workers,” Woods said. “This fresh intake of talent and innovation broadens the scope of inclusion within the industry”
“In doing so, those who may have previously encountered barriers to entry are being given a platform to succeed,” he added.
Morning, the BUD graduate turned laborer, concedes.
“It can be better,” Morning said. “If you’ve got someone willing to provide you with the opportunity to be successful, you should take it! The BUD program did that for me.”
For more information on BUD, visit moworksinitiative.org.
For more information on the CHAMPIONS Initiative, visit mca-emo. org.
Sammy Morning
Sammy Morning, right, mentors young participants in the BUD program.
Access to extraordinary. Available to everybody.
Everyone deserves the opportunity to live their healthiest life. At BJC HealthCare, we believe that access to high quality health care is a right we all share. That’s why we’re committed to the health, well-being and longevity of our communities, and why we make extraordinary care available to anyone who needs it.
Nothing can stop the power of a committed and determined people to make a difference in our society. “ ”
– JOHN LEWIS
Dierbergs celebrates character, collaboration, and inclusion! We embrace the unique strengths and perspectives
that build our vibrant community. We’re better together.
Diversity, Equity & Inclusion
Urban League defends DEI, nationally and in St. Louis
‘It’s what’s best for America’
By Alvin A. Reid St. Louis American
Marc Morial, National Urban League president and CEO, opened the organization’s national convention with a forceful speech that reinforced its commitment to DEI and highlighted its refusal to turn back the clock on civil rights gains.
“You know, when you hear someone say that’s a DEI hire, I want you to say ’Yes. They are determined, energetic and intelligent,’” Morial said to thunderous applause.
“We’re not going to walk back from the term. We’re going to embrace the term for what it means.”
Morial said his national board, which includes leaders of many corporate giants, deserve recognition for refusing to yield after “the U.S. Supreme Court struck a blow for affirmative action and the subsequent insanity and madness of the attacks on diversity, equity and inclusion.”
“They made a commitment that their companies would not retreat, they would not backtrack,” said Morial, who was speaking in his hometown where he served as mayor.
“They would continue to stand up for DEI because it’s what’s best for America.”
Among those in the audience was Michael P. McMillan, Urban League of Metropolitan St. Louis president and CEO.
McMillan recently told the St. Louis American, ““Inclusive economic growth is essential for any major economic hub in this country to succeed.”
“Making sure that everyone has a seat at the table and is welcomed is not just the right thing to do, it is also the smart thing to do. Our diversity needs to be celebrated and supported. DEI is good for business and good for America.”
Missouri is among 20 states where Republican lawmakers have filed at least 50 bills that would restrict DEI initiatives or require their public disclosure, according to an Associated Press analysis
Proposed legislation in 2024 would have limited DEI in K-12 schools, state government, contracting and pension investments. Some bills would bar financial institutions from discriminating against those who refuse to participate in DEI programs.
Morial also publicly called out John Deere and Tractor Supply for ending DEI programs
“We are offended by fearful and intimidated companies like John Deere and Tractor Supply who have abandoned their fidu-
It takes all of us
ciary duty to their stakeholders and their duty to their customers, who represent every community in America,” he said.
Morial called those decisions “bad for business.”
“We know that DEI policies help companies become more profitable, more innovative, and more resilient,” Morial said.
“Whatever short-term political goodwill these companies have bought with this irresponsible decision will come at far too high a price for their employees, their customers, and their shareholders.”
For Black Americans and other communities of color, diversity, equity, and inclusion initiatives have been transformative for people who have been overlooked and under-recruited because of bias.
We all have a history. A story. We bring with us life experiences that shape who we are and make us better.
At Spire, we know our individual stories only make us stronger as a whole. That’s why we’re committed to an inclusive work environment where we embrace and celebrate our differences to better understand each other and the world around us.
Because it truly takes all of us — our backgrounds, our perspectives and our experiences — to move forward.
National Urban League President and CEO Marc Morial recently joined Michael McMillan, Urban League of Metropolitan St. Louis president and CEO, at the St. Louis Regional Headquarters.
DEI programs are a pathway to life-changing career opportunities that show our people that their dreams are achievable, according to Morial.
“They create products and services that improve and, in some professions, save our lives.
The Urban League says it is “fighting to have [African Americans} represented across all American institutions to combat:
Racial Discrimination: Systemic racism and racial bias lead to discrimination in hiring, promotions, pay, and educational opportunities for people of color.
Microaggressions: Microaggressions, subtle comments or actions that convey discriminatory attitudes, can contribute to a
hostile and unwelcoming atmosphere for people of color.
Wage Gaps:
Communities of color often experience wage gaps, earning less than their white counterparts for the same work, which can contribute to economic disparities.
Educational Equity: Minority communities often have reduced access to quality education, including underfunded schools, limited access to advanced courses, and disparities in discipline and resource allocation.
School-to-prison Pipeline: Students of color, mainly Black and Latino students, are more likely to face harsh disciplinary measures, leading to the school-to-prison pipeline.
Lack of Representa tion: Underrepresenting people of color in leadership positions, textbooks, media, and decision-making roles can reinforce marginalization and limit opportunities.
Limited Access to Healthcare: People of color may have limited access to quality healthcare, leading to health disparities and unequal outcomes.
Housing Discrimination: Discriminatory housing practices, such as redlining, can limit access to safe and affordable housing in white neighborhoods.
Criminal Justice Disparities: People of color are disproportionately targeted by law enforcement and face harsher sentences and conditions within the criminal justice system.
Cultural Appropriation: Appropriating cultural elements from marginalized communities without understanding or respect can perpetuate stereotypes and cultural insensitivity.
Cultural Competency: Institutions often lack the cultural competence needed to effectively address the unique needs of diverse communities.
Photo courtesy of Urban League
PROUD
TO MAINTAIN A WORKFORCE THAT REFLECTS THE DIVERSITY OF OUR REGION.
As the travel and tourism bureau of St. Louis, we are champions of the region and thrive in an exciting environment. We aim to inspire people near and far to visit St. Louis and are looking for fun, motivated individuals to join us!
If this sounds like you, visit explorestlouis.com for more information. We have several opportunities in various departments.
Diversity, Equity & Inclusion
Wash U remains committed to diversity in its staff, student body
By Jessica Church Washington University
On June 29, 2023, the U.S. Supreme Court ruled that race could no longer be used as an admissions factor at higher education institutions.
Washington University Chancellor Andrew Martin immediately issued a statement to students, faculty and staff, saying “Our commitment to cultivating, welcoming, and supporting a diverse student body that includes individuals from a broad range of backgrounds and perspectives has not changed and will not change.”
“At WashU, diversity is critically important to our community because it allows our students, faculty, and staff to learn, teach, and work in an environment where they are exposed to a wide variety of people, ideas, and experiences,” he said.
“Without this, we would not be able to provide the world-class educational experience that defines us as an institution and as a community.”
Throughout the past year, Washington University remained committed to its diversity pledge, regardless of the Supreme Court’s decision and legislative threats from Jefferson City.
Earlier this year, Washington University School of Medicine in St. Louis received the 2024 National Association of Diversity Officers in Higher Education Institutional Excellence
Award for professional schools.
The honor recognizes campuswide work by faculty, staff and students who help foster a diverse and inclusive culture based on collaboration, innovation and best practices.
To receive the prestigious award, institutions “must demonstrate measurable progress in promoting and sustaining innovative diversity efforts within the campus community.”
Such efforts include curricular reform, institutional leadership and transformation, assessment policies and practices, professional development, accountability measures, and outreach efforts.
“Creating and sustaining a climate that is diverse and inclusive takes conscious effort and honest reflection,” said David H. Perlmutter, MD, executive vice chancellor for medical affairs, the George and Carol Bauer Dean of the School of Medicine and the Spencer T. and Ann W. Olin Distinguished Professor.
“It is reaffirming to see WashU Medicine recognized for our efforts.”
Sherree A. Wilson, PhD, who joined the Medical Campus in 2018 as the school’s inaugural associate vice chancellor and associate dean of diversity, equity and inclusion for the Office of Diversity, Equity & Inclusion (ODEI), said the award is “recognition of WashU Medicine’s schoolwide commitment
to diversity, equity and inclusion.
“Our success in large part is due to DEI being embedded as a shared institutional responsibility,” Wilson said. “We’ve intentionally threaded these critical values throughout the school’s mission to support an environment that fosters creative research, health care and education to accomplish the goal of ensuring every person on the Medical Campus feels included and respected.”
Among steps taken at the medical school:
• An increase in diversity among senior leaders serving on the Executive Faculty, the medical school’s primary deci-
sion- and policy-makers.
In 2017, three of the 26 Executive Faculty leaders were women, and none came from populations underrepresented in medicine. Currently, the group includes seven women and three people from underrepresented populations.
• Since 2017, the school has increased the number of faculty from populations historically underrepresented in medicine and research by 82%, to 215 from 118. Also in that time, female faculty have increased by 46%, to 1,199 from 819.
• Among first-year medical students, 30% of the entering class of 2023 are from popula-
Washington University School of Medicine in St. Louis has received the 2024 National Association of Diversity Officers in Higher Education Institutional Excellence Award for professional schools. Holding the award is David H. Perlmutter, MD, the George and Carol Bauer Dean, and Sherree A. Wilson, PhD, associate vice chancellor and associate dean of diversity, equity & inclusion for the Office of Diversity, Equity & Inclusion at the School of Medicine.
tions underrepresented in medicine, double the percentage of such students who entered medical school in 2017. Further, the school’s Gateway Curriculum, launched in 2020, integrates a health equity and justice thread, with an emphasis on social and structural determinants of health, and community outreach.
• In 2021, a “Commitment to AntiRacism” statement was issued, articulating the school’s intent to address any systemic disparities across its missions. Also, a professional development curriculum — Understanding Systemic Racism, for faculty, staff and trainees — was devel-
oped and implemented.
• The Office of Diversity, Equity and Inclusion offers and facilitates DEI education on a broad range of topics, including advancing disability inclusion; inclusive search practices; communications across cultures; and how to be an upstander, one who speaks up, intervenes or interrupts bullying.
• In 2022, the Executive Faculty Task Force on Climate & Culture was established in response to concerns about elements of the culture that can lead to a negative atmosphere for people of color and other members of the WashU Medicine community. The task force in 2023 released a report with recommendations on how to foster a more inclusive climate and culture, and has begun implementing those recommendations.
The award also reinforces Martin’s statement from 2023.
“We place a high value on diversity, inclusion, and access, and we realize the tremendous difference a WashU education and experience can make for students from all backgrounds. We are committed to ensuring a diverse student body, as a community of learners, because it’s who we are and who we want to be,” he said.
Alvin A. Reid of the St. Louis American contributed to this report.
Commerce Bank and Rung for Women team up to help women
By Tara Foster, Senior Customer Care Fraud Specialist, Commerce Bank
For nearly 160 years, Commerce has made it their purpose to help customers solve financial challenges so that they can focus on what matters most. We are committed to being a force for good, and are also committed to increasing financial inclusion, removing barriers, and increasing economic opportunity in communities that are underserved. That’s why working with Rung for Women is such a great fit for us.
Women face a unique set of challenges that make it more difficult to attain wealth. According to the U.S. Bureau of Labor Statistics, women often
Gabb
Continued from page 1
Looking back at her Lincoln days
When thinking about her days at Lincoln, where she received her bachelor’s in mass communications and broadcast journalism, it was not just the academic curriculum that shaped her path; it was the profound influence of her professors who instilled in her a sense of social justice and the urgency for Black advancement. Courses like the African American Experience catalyzed her passion for addressing
take on the role of caretaker for both young children and aging parents, making them less likely to be in the workforce than men; more likely to work parttime versus full-time; and less likely to have retirement savings than men. Rung is tackling the systemic issue of women facing economic, social, and health barriers to wealth creation. Rung guides women to pursue successful career pathways in high-demand industries. Through career coaching and a community of support, Rung members take action toward a better future for themselves — in Rung’s words, “with more salary, more respect, and more fulfillment.”
To combat these realities, Rung’s career accelerator model focuses on
societal gaps and advocating for underrepresented communities.
The journey has seamlessly integrated her professional expertise with her commitment to DEI initiatives. However, it was during her career at Lincoln that Gabb recognized the challenges faced by recent graduates, especially in securing job opportunities amidst economic hardships during the 2007-2009 Recession. Driven to bridge this gap, she leveraged her role to establish partnerships and bring internships to the University, fostering representation and opening doors for aspiring profes-
helping women achieve career advancement over the long run. Rung focuses on women who have stable housing and employment and are interested in either accelerating into a new career or advancing in their existing career. The average Rung cohort member is in her late 30s, and all enter the program making less than $50,000 per year.
Tara Foster
Commerce supports Rung and other nonprofits in ways that extend beyond traditional financial donations and volunteering, including leveraging Commerce teammates’
sionals.
Global perspectives and impact
Gabb’s journey transcended geographical boundaries when she seized an opportunity to earn her master’s degree in China, supported by a scholarship facilitated through Lincoln’s partnership with the University of Delaware. This international exposure and her experiences at Lincoln laid the groundwork for her future endeavors.
Gabb first delved into cultural exchange initiatives as a student at Lincoln, working with organizations like Three
Racism
Bigotry
financial knowledge and business experience. For example, Commerce teammates helped Rung design an eight-week Professional Power Skills curriculum that incorporates topics ranging from executive functioning and communications to how to manage up. RISE, Commerce’s Women’s Employee Resource Group, joins forces with Rung on multiple events throughout the year. Over the last several years, teammates from Commerce have contributed many hours of time and talent to offer personal branding, networking, and
Female Ballers who empower young girls through sports and foster diversity in the sports industry. Her time abroad broadened her horizons and fueled her passion for global impact and cross-cultural understanding.
Advice for future generations Reflecting on her rich experiences, Gabb offers offered invaluable advice to current and prospective Lincoln students. She emphasized the importance of owning one’s diverse experiences and bringing one’s authentic self to every endeavor. Drawing
panel discussion sessions to the members of Rung. And Rung is just one of several organizations with whom we collaborate. Our outreach programs to underserved communities are constantly evolving and growing — not only with additional organizations, but in the ways in which we engage. For example, over the last few years we have offered financial education classes with the Core Collective at St. Vincent, International Institute, and Wesley House, among others.
Rung’s mission aligns beautifully with Commerce’s. Both organizations are committed to nurturing an inclusive culture where people can thrive and grow professionally. Both organizations strive to build long-
from her journey as a young girl from Brooklyn navigating unfamiliar territories, she underscored the significance of resilience, self-confidence, and the power of relationships in shaping one’s path to success.
Continued engagement with Lincoln Gabb remains connected to her alma mater despite her expansive career and global engagements. She continues to contribute to Lincoln’s legacy of excellence and empowerment through initiatives like internships, panel discussions, and alumni collaborations.
term relationships with their clientele, and both know that it is those longterm relationships that best strengthen and nurture individuals and communities. By supporting the personal development, career readiness and community leadership of women in the Rung program, Commerce works to create economic opportunity in our communities that will empower the leaders of generations to come. If you know someone looking to find a new career, go to www.rungforwomen.org to learn more about the program. If you’re interested in volunteering or donating to the organization, reach out directly to Rung for Women at 314.451.8500.
She envisions even more excellent opportunities for cooperation between Lincoln students and professionals, fostering a dynamic exchange of ideas and experiences. Her story inspires generations of Lions to embrace their passions, forge their paths, and leave their mark on the world. Her journey from a student at Lincoln University to a trailblazing advocate for diversity and inclusion exemplifies the transformative impact of education and purpose-driven leadership.
This article is courtesy of Lincoln University.
Dignity heals us all.
At Mercy, we cherish each person as created in the image of God. It’s our responsibility to strive for equality and justice.
We support the dignity and health of our communities through these programs and more.
The Mercy Diversity, Equity, Inclusion and Belonging (DEIB) Cabinet includes senior leaders, diversity officers and council chairs who guide the vital work of our teams.
Director-Operations
Patient Transportation
“DEIB means we value every individual regardless of where they come from. It aligns with Mercy’s core mission and service standards. It reminds us that our work isn’t what we do but who we are. As the Sisters of Mercy before us, we go where people need us the most.”
Senior Manager Consultant
Quality & Safety
“DEIB is feeling safe and supported in being your authentic self. Whether that’s through cultural expression, gender expression or the way you interact and communicate with the people around you, it’s being able to be that true person in
Vice President Patient Services
“DEIB is connection. It’s people being able to show up to work as their true selves.
It’s people being able to be vulnerable. It’s having some tough conversations and realizing that we’re more alike than we are different. And it’s accepting and celebrating those differences and commonalities.”
Vice President DEIB & Experience
“DEIB is a holistic approach to creating a more inclusive and equitable work environment. At Mercy, we aim to create a workplace where all co-workers feel valued, respected, and have equal opportunities for growth and success. We want our co-workers and patients to feel a sense of acceptance and connection. When people feel valued, they can thrive.”
Kenton Saunders Dara Webb
DEIB Leadership
Leah Gregory Dyer Bridget Marzette-Bender
Continued from page 8
strategies put in place to embed it in the organization across all levels.”
Small emphasized that fostering a truly inclusive company culture requires conscious effort and willingness to accept occasional failure.
“It’s going to be an experiment, and you’re gonna have to be a little bit uncomfortable, which I know a lot of people may not want to be, but if you do want to ultimately create a company that benefits all of its people then you do need to actually invest energy into building some kind of a culture,” she said.
For up-and-coming Black product designers, game developers, and other aspiring tech professionals, Small advised being open to new expe-
riences, while Lawrence talked about the importance of remembering your north star.
“Really think about what kind of career you want in tech and think about what you want to carve out and why, and really keep that top of mind as you go through and plan out the steps for your career. Be very intentional. Think about the stuff that you want to take, think about the places you want to work at, think about the people that you want to know and really plan it out properly,” Lawrence said.
This story is part of the Digital Equity Local Voices Fellowship lab. The lab initiative is made possible with support from Comcast NBCUniversal.
The post Diversity in tech, Black tech professionals on diversity equity and inclusion appeared first on New York Amsterdam News
tion format and charitable impact.
PGA TOUR Champions and local golf organization leaders.
Participating youth will represent local organizations, including Diversity Golf, First Tee of Greater St. Louis, PGA REACH Gateway, and Special Olympics Missouri.
Saturday features the Legends Charity Challenge presented by World Wide Technology. The exhibition match will follow the final pairing of the tournament’s second round and will begin on Hole No. 10 at Norwood Hills Country Club. Details will be announced soon regarding the 2024 celebrity lineup, competi-
Saturday will be capped off with live entertainment on the Norwood Hills Clubhouse Patio from 5 to 6:30 p.m. Details regarding the 2024 musical act for this free concert event will be announced in the coming weeks. Tickets for the fourth annual Ascension Charity Classic are now on sale. The tournament is open to spectators from Thursday (September 5) to Sunday (September 8) and ticket prices start at $20. Children ages 16 and under are admitted free with a ticketed adult. For a complete listing of ticket options please visit the tournament website at ascensioncharityclassic. com In 2024, Ascension
Keona Phillips –Human Resource Business Partner
How long have you been an employee at Missouri American Water and what prompted you to apply for a job here?
I have been with the company for almost 12 years. A career with American Water was of interest to me primarily because I am a customer. I wanted to learn more about the industry and of course provide support where I can in the HR space.
What is your favorite part about the job?
The people! We have such an outstanding workforce that is dedicated to providing safe drinking water to our communities. Seeing our employees in action and hearing them talk about
Charity Classic will not only feature world-class competition, but fans will also be treated to a full slate of events and activities taking place at the tournament through Sunday’s final round.
The tournament’s special events begin on Tuesday, September 3, with the Charity Putting Challenge presented by Compliance Solutions. In its third year, PGA Tour Champions professionals and amateurs will partner in a scramble-format putting match. The teams will compete over a specially designed nine-hole miniature golf course on the main Norwood Hills putting green to benefit charities across St. Louis.
The tournament’s Official Pro-Am kicks off the 2024 public events
their specific role with such passion, is very inspiring. I also enjoy just learning about the process of producing safe drinking water –it never gets old!
What have you seen change in the last few years in terms of Missouri American Water’s efforts for a more diverse and inclusive workforce?
The company has done a tremendous job in broadening communications on why it is important to have a workforce that mirror the communities we serve. Along with this, it is imperative to build community relationships and participate in career fairs
calendar at the Ascension Charity Classic on Thursday, September 5, with tee times beginning at 7 a.m. Fans will witness the fun as amateur participants play alongside the pros on the tournament course at Norwood Hills.
Thursday morning also includes the second annual Women’s Leadership Breakfast presented by Accenture, gathering top women leaders from across St. Louis for exclusive and engaging discussions focused on celebrating inclusive growth. The breakfast will feature a keynote address, fireside chat and panel discussion.
On Friday, September 6, celebrate the tournament’s newest initiative, Folds of Honor
to reinforce our brand. We want community members to know Missouri American Water is an incredible company where you can have a flourishing long term career.
What do you see as the biggest challenges to Missouri American Water and the water industry as a whole over the next 5-10 years?
The biggest challenge is facing the reality there is a shortage of water and wastewater operators. This is not only a Missouri American Water concern, this is countrywide within the industry. This is largely due to retirements within the aging workforce.
Friday presented by Compliance Solutions. The special day recognizes the commitment and sacrifice of military service members and first responders who guard our freedoms and protect our communities. Friday begins with the start of competition at the Ascension Charity Classic and a Folds of Honor enhanced Opening Ceremony.
There’s something for everyone at the Ascension Charity Classic thanks to the tournament’s Fan Destinations, all open to the public, ranging from enjoyable ways to view the competition¾to fun for the kids to food trucks.
For more information about the Ascension Charity Classic, including volunteer opportunities, Pro-Am and hospitali-
What is some advice you would share with anyone looking to get into the field of human resources?
Prior to securing my first role in human resources, I would take on projects that aligned with HR-like responsibilities. I also shadowed my company’s HR department to familiarize myself with the type of daily activities they were accountable for within their role. This also allowed for an opportunity to connect and network with the individuals that were on the team. I also recommend seeking out a mentor that currently holds a position within the HR space. A mentor can share their experiences and provide customized career guidance.
ty availability, visit the Ascension Charity Classic website at ascensioncharityclassic.com For the latest news and updates on social media, follow the tournament on Twitter at @ascensionccg, on Facebook at facebook. com/ascensioncharityclassic and Instagram at @ ascensioncharityclassic.
Tickets for the fourth annual Ascension Charity Classic are now on sale. The tournament is open to spectators from Thursday (September 5) to Sunday (September 8) and ticket prices start at $20. Children ages 16 and under are admitted free with a ticketed adult. For a complete listing of ticket options please visit the tournament website at ascensioncharityclassic. com
Keona Phillips
MoDOT designer fulfilling childhood passion
For MoDOT Highway Designer Brandon Boleyjack, designing and building the highway is not a job but a passion for him. Boleyjack started his career with MoDOT in 2019, after working many years for an Engineering Firm.
Boleyjack’s passion for transportation construction started back when he was in middle school and he did a book report architect and designer Frank Lloyd Wright.
“The idea of creating new structures, houses, subdivisions and highways and being able to brag about having a part in creating something memorable is what moves me,” said Boleyjack.
At MoDOT, Boleyjack is responsible for the St. Charles County state roads and highways.
As a highway designer, a big portion of his job is to research road conditions and determine a solution to make them safer and last longer.
“I love what I do. It is a great feeling to know that your job is making a positive difference for the traveling public,” said Boleyjack.
Boleyjack holds an associate degree in computer-aided drafting and design. This goes hand in hand with his additional responsibilities such as collecting all drawings, data and notes involved in a MoDOT construction project.
“It’s not just the job that I love, it is also the people that I work with and meet through MoDOT projects. It is also rewarding to be able to serve the public through providing good quality roads to travel on,” said Boleyjack.
Doctors
Continued from page 3 a 10% increase in Black physicians led to a 30-day increase in life expectancy, particularly in areas with high rates of poverty. More Black doctors also narrowed the Black-white health gap, according to JAMA.
Healthcare companies like CommonSpirit, as well as philanthropic organizations and community nonprofits are trying to address the shortage with mentorship programs, targeted recruitment and free tuition. But those programs are running into a surge of red-state anti-diversity programs that affect higher education.
In March, for example, the University of Florida, the state’s flagship school, eliminated all DEI programs and cut related jobs. Lawmakers in Alabama, Texas, Idaho, North Carolina, and Wyoming have all followed suit.
Engineering firm, MoDOT more than just partners
When it comes to providing roadway and structural design, MoDOT can always depend on ABNA Engineering through a partnership to fulfill the assignment. Nicole Adewale and her husband/business partner Abe Adewale PE have worked on major projects for the department as recently as the I-270 North project and looking back 16 years ago to the New I-64 project.
ABNA Engineering is triple certified as a Minority-Owned Business Enterprise (MBE), Women Business Enterprise (WBE) and Disadvantaged Business Enterprise (DBE). The company was founded in 1994 and currently has more than 65 employees. The firm is licensed to work in several states including Illinois, Indiana and Arkansas.
Adewale holds a Bachelor of Science Degree in Civil Engineering, Bachelor of Science Degree in Urban Affairs and a Doctorate of Education (Ed.D) with an emphasis in Educational Practice. She is a board member of the Access Point Program, executive board member for the Gamma Omega Chapter of Alpha Kappa Alpha Sorority, Inc., and Board Member of Nine PBS.
The collaboration between MoDOT and ABNA Engineering has been heartfelt from both sides.
“I have always been fascinated with roadway construction. To me working with MoDOT is more than just business partners, we are community partners as well” shared Adewale.
ABNA Engineering’s core services to MoDOT include providing roadway design and structural design. For more information about ABNA Engineering visit www.abnacorp. com.
A survey by the American Association of Medical Colleges found that Black students made up around 10% of firstyear med students in 202324, a slight decrease from 10.2% the year before.
Smedley of the Urban Institute says those numbers likely will continue to slide in the coming years, particularly after the Supreme Court eliminated race as a factor in college admissions.
“We need to go no further than last summer’s students for
MoDOT’s Jermyn Johnson
Jermyn Johnson, Senior Materials Inspector, has been with MoDOT for over 25 years.
After attending University City Senior High School, he went to Southern University in Baton Rouge, Louisiana for Civil Engineering because of his interests in math and science growing up, transferred to UMSL, and opted for joining the workforce.
Johnson is the section leader for aggregate concrete, which is the sand and rock that goes into the concrete mix. His team is in charge of inspecting aggregates that are used on state jobs as well as verifying and approving mix designs submitted by ready mix plants
Being able to provide quality and safe roads for his family and friends to travel every day is what keeps him at MoDOT, seeing how his work makes an impact on others’ safety.
Apart from MoDOT, Johnson is very active in his community through working with youth and volunteering. He just finished his term as the head of the youth Shriners organization in St. Louis. One of the most memorable experiences in his career was being involved in our community outreach.
fair admissions ruling by the U.S. Supreme Court prohibiting the consideration of race and ethnicity in higher education admissions,” he says.
At the same time, “there are many individuals with a political agenda attacking evidencebased diversity, equity and inclusion initiatives,” says Smedley. “My question for them is, if not DEI, what would you put into place to ensure that patients of color receive the same if not better care than white patients?”
One of the most profound effects of this shortage is on social determinants of health including economic stability, education access and healthcare access.
“When it comes to health care itself, we know that diversity among health professionals is associated with better care for diverse populations,” says Smedley. “In fact, infant mortality is reduced by 50%, when the delivering
physician is himself or herself African American in concordance with the birth of the birthing parent.”
“So, we know that not only does racial concordance improve communication, it improves trust and also is associated with better outcomes for patients,” he says. “As the Association of American Medical Colleges has said, diversity in health among our health professionals is a matter of life and death for patients of color.”
Brandon Boleyjack
Nicole Adewale
Jermyn Johnson
Our diverse workforce inspires, builds and delivers business results from idea to outcome.
Diversity, Equity & Inclusion
East St. Louis nonprofit building, a $2 million workforce training center
Secures $1 million federal grant
By Will Bauer St. Louis Public Radio
A religious nonprofit in East St. Louis expects to complete a new $2 million workforce construction training center in about 18 months.
R3 Development, started in 2015, has employed about 150 young adults through its program, which aims to connect underserved students of the area to good-paying jobs and build up the local economy.
“For us, it’s about addressing generational poverty with generational solutions,” said Dave Kuntz, R3’s executive director. “It affects the entire family unit, family line. And this really bolsters the region, the city through jobs and economic development.”
On Friday, U.S. Rep. Nikki Budzinski, D-Springfield, delivered $1 million in federal government funding to the organization’s headquarters for the project. The cash comes from congressional earmarks for Illinois’ 13th District, an annual process that directs funds to specific projects.
With the new roughly 10,000-square-foot building, nonprofit leaders said they’ll be able to broaden their impact. Right now, Kuntz estimates they can run about 20 people ages 16-24 through the program in their current space. In the new building next door, they could expand to 60 to 75.
“The potential, that’s just sitting here kind of latent, could be a remarkable outcome for the community,” said Sergio Muñoz, a job developer and instructor at the nonprofit.
As of now, R3 leadership has secured about $1.5 million for the new facility. They have a strong donor base
See CENTER, page 33
Dave Kuntz, R3 Development executive director, far right, shows Illinois U.S. Rep. Nikki Budzinski where the nonprofit will build its new workforce training center next door to the current building as Sergio Munoz, a job developer and instructor at the nonprofit, looks on.
Photo by Will Bauer / St. Louis Public Radio
Take a step towards better health! Join us for Walk with a Doc!
AARP St. Louis will be hosting Walk with a Doc, Saturday, April 13th at Forest Park. This doctor-guided group is a fun and safe place to go for a walk, learn about health, and meet new friends.
Take a step towards better health! Join us for Walk with a Doc!
Participants walk at their own pace, engage in a discussion on the featured health topic while walking, and are encouraged to ask questions during the discussion. Walks take place monthly.
Walk with a Doc is a fun and safe place to go for a walk, learn about health, and meet new friends.
AARP St. Louis will be hosting Walk with a Doc, Saturday, April 13th at Forest Park. This doctor-guided group is a fun and safe place to go for a walk, learn about health, and meet new friends.
The event is free, and all are welcome! Registration is required.
Walk with a Doc
Saturday, April 13, 2024, 9:00AM – 10:00AM
Dennis & Judith Jones Visitor & Education Center 5595 Grand Drive, St. Louis, MO 63112
Participants walk at their own pace, engage in a discussion on the featured health topic while walking, and are encouraged to ask questions during the discussion. Walks take place monthly. The event is free, and all are welcome!
Participants walk at their own pace, engage in a discussion on the featured health topic while walking, and are encouraged to ask questions during the discussion. Walks take place monthly.
The event is free, and all are welcome! Registration is required.
Walk with a Doc
To register and learn more about Walk with a Doc events, visit aarp.org/stlouis.
To learn more about Walk with a Doc events, visit aarp.org/stlouis.
/aarpmo @aarpmo
Saturday, April 13, 2024, 9:00AM – 10:00AM
Dennis & Judith Jones Visitor & Education Center 5595 Grand Drive, St. Louis, MO 63112
To register and learn more about Walk with a Doc events, visit aarp.org/stlouis.
Diversity, Equity & Inclusion
World Wide Technology recognized as ‘Great Place To Work’ ‘Relentless
St. Louis American
Great Place To Work and Fortune magazine
have recognized World Wide Technology (WWT) as one of the Fortune 100 Best Companies to Work For in 2024.
This is WWT’s 13th time being named to the prestigious list, this year coming in at 19th place. Earning a spot means that WWT is one of the best companies to work for in the country.
The 100 Best Companies to Work For list is the only recognition that focuses on how employees feel about their workplace. Great Place To Work evaluates confidential feedback from employees, matching against HR data from participating companies.
Only companies with consistently high survey responses across the 60 statements that comprise the Trust Index™ Survey are honored with placement on the list.
“WWT is thrilled to be honored on such a prestigious ranking for the 13th consecutive year, being recognized for our word-class culture that continues to grow,” said WWT Executive Vice President, Global Human Resources and Diversity, Equity, and Inclusion Bob Ferrell.
“Our company has continued to show a relentless commitment to fostering the best possible company
commitment’ to DEI, culture
culture there is as well as being a great workplace for all – which is evident through this recognition.”
The Fortune 100 Best Companies to Work For List is highly competitive. Great Place To Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback from more than 1.3 million U.S. employees. Companies are only considered for the list
if they are Great Place To Work Certified™ organizations with 1,000 or more employees in the U.S. Great Place To Work is the only company culture award in the world that selects winners based on how fairly employees are treated. Companies are assessed on their ability to create a great employee experience that cuts across race, gender, age, disability status, or any aspect of employee identity or job
ink First. First Mid.
Whether you’re opening your first account or looking to retire with confidence, it’s all here. From banking services to financial guidance for every day and stage of life.
Bob Ferrell , World Wide Technology Executive Vice President, Global Human Resources and Diversity, Equity, and Inclusion
have collaborated with Great Place To Work for the 27th year to recognize the 100 Best Companies to Work For,” says Alyson Shontell, editorin-chief at Fortune
“In a difficult macro environment with unprecedented challenges, these companies seemed to navigate their organizations toward steady and positive working environments for employees.
Congratulations to all who were recognized.”
In addition to this honor, WWT was selected by Great Place To Work to participate in “The Great Transformation,” which launched last fall.
The three-year research initiative is crafting a blueprint for the future of work unlocks new ways to hire, promote and retain employees, and build more resilient, innovative and productive workplaces.
role.
Earning a spot on the list is an important indicator of overall company performance. Companies on the 100 Best list consistently outperform the market, and exceed their competitors on key business measures like retention and innovation.
“When people ask about what sets the Best Companies apart from their competitors, it’s one key ingredient: trust,”
says Michael C. Bush, CEO of Great Place To Work. “When employees trust their leaders, their colleagues, and the organization, they become empowered to reach their full potential.”
“High-trust workplaces will be faster to innovate, more resilient in the face of disruption, and more likely to succeed in today’s rapidly changing, AI-integrating world.”
“Fortune is happy to
Eleven organizations including Accenture, Cadence, Cisco, DHL Express, Dow, Encore, Hilton, KPMG, Synchrony, UKG and World Wide Technology. CEOs, CHROs, and chief diversity officers from these organizations have committed to participating in targeted, data-backed pilot initiatives designed to unlock the full potential of all employees and improve organizational productivity, agility, resilience and innovation.
Enterprise Mobility™ believes our differences make us stronger, and a wide range of perspectives help us learn, grow, and address the challenges of today. That’s why we are proud to support The St. Louis American and their tireless efforts to amplify African American voices in our local community.
Diversity, Equity & Inclusion
Justine PETERSEN lands SBA loan for support of entrepreneurs
St. Louis American
Justine PETERSEN Housing and Reinvestment Corporation of St. Louis has won a $300,000 Track 1 Award (Technical Assistance Grant) with $150,000 in matching funds from the U.S, Small Business Administration to serve low-income microentrepreneurs.
Justine PETERSEN, which serves Eastern Missouri and a portion of Illinois, is one of 28 recipients nationwide through the SBA Program for Investment in Microentrepreneurs (PRIME).
“I’m extremely pleased that Justine PETERSEN won this award. Their work as the best microlender in the nation is unmatched. They have exceeded my expectations since [the organization] was brought into the program over 26 years ago,” said Maureen Brinkley, SBA St. Louis district director
This year’s $7 million PRIME grant awards will provide funding and support to organizations offering training, technical assistance, access to capital, and program development for disadvantaged microentrepreneurs and microenterprise development organizations.
Under the Biden-Harris Administration’s Investing in America agenda, the SBA has placed particular emphasis on organizations that support under-resourced small business owners – including those
in rural areas and those that deliver technical assistance in various languages for entrepreneurs who are not proficient in English.
The 2024 PRIME grants range from $83,000 to $400,000 and typically require at least 50% in matching funds or in-kind contributions. Grant funds will be made available on September 30, and the project period for each grant is one year.
“The SBA’s PRIME grants support mission-oriented nonprofit organizations across America that are advancing the BidenHarris Administration’s efforts to fill capital gaps so more Americans can start and grow their businesses successfully,” said Administrator Isabel Casillas Guzman.
“These 28 community organizations will help the SBA strengthen its network of local, trusted partners who can level the playing field for the smallest of small businesses, especially those in underserved communities, so they can realize their American dreams of business ownership and create jobs and produce for our economy.”
Justine PETERSEN is a not-for-profit corporation with a mission to connect institutional resources with the needs of low-to moderate-income individuals and families, helping them to build assets and create enduring change - not just for each individual or family that we assist, but the community. Its services include
of
Home
LLC, were honored as the Justine PETERSEN Small Business of the Year Awardees in January 2024. Under Grace Home Health is an at home health agency providing professional and certified staff to help elderly and disabled patients heal, recover and reclaim independence while encouraging self-sufficiency and preventing hospital readmission.
credit building and financial education, homeownership preparation and retention, and micro-enterprise lending and training. It collaborates with business owners to establish strong credit, a vital tool on the path to achieving financial wellness. It provides to all business owners comprehensive credit score counseling and access to credit building loan products and
secured credit cards as part of loan application process.
JP also serves existing and start-up businesses by offering safe and affordable capital with the goal of graduating businesses or individuals back to mainstream finance. Loans range from $500 to $150,000.
To accomplish our work, JP has established several subsidiary companies including:
Great Rivers Community Capital (GRCC), a wholly owned for-profit Community Development Financial Institution (CDFI), certified by the U.S. Department of Treasury. It began lending in 2002. GRCC holds several consumer loan licenses and originates our Save2Build product in 23 states through our innovative platform, Credit Building Nation.
Twenty First Homes was created in 2007 to construct, own and manage 20 single-family homes in Granite City, IL to provide affordable rental housing to low-income families with a pathway to homeownership.
JP Emerging Markets Fund was established in 2016 to attract capital contributions through equity investments. This has resulted in a $1M investment from a religious fund, $500k from First Bank, $200k from the William A. Kerr Foundation, FCB Banks invested $300k, First Mid $250k and Associated Bank $250k.
Justine Petersen Properties, LLC was established in 2021 to separate the rental real estate of the JP companies into a single entity to improve management efficiencies.
Since 2001, Justine Petersen Housing and Reinvestment Corporation has originated 8,647 loans totaling $148M to 5,650 small businesses:
• $121M in Microenterprise loans for small businesses in need of safe, affordable working capital for start-up costs, expansion, and maintenance
• $22.8M in Contractor loans for small construction firms looking to build their capacity so they can take on larger contracts to meet the construction needs of the St. Louis region
• $4M in Able Biz loans for people with disabilities looking to expand their small business
Kalonda Cloyd (left) and Tashauna Parker
Under Grace
Health,
Photo courtesy of Justine PETERSEN
Diversity, Equity & Inclusion
Accounting internship paves way for Jeffery McMillian at Tarlton
Jeffery McMillian is a shining example of how internships can pave the way for promising careers. His journey reflects a commitment to learning, along with St. Louis-based Tarlton’s dedication to nurturing talent and providing opportunities for growth.
McMillian joined general contractor/ construction manager Tarlton in May 2022 as an accounting intern while a sophomore at Fontbonne University. Fast forward two years – McMillian is now a full-time employee at Tarlton. He graduated this spring with his Bachelor of Science degree in Accounting and Business Administration.
It wasn’t until he attended a career fair where he met Tarlton HR Generalist Ashley Lopez that McMillian considered working in construction. When he visited Tarlton headquarters for the first time, he recalled, he sensed a community-driven atmosphere, which resonated with him.
“After meeting with Holly (Kinney, controller) and Tony (Eftimoff, vice president – finance), I knew I would learn a lot from this internship opportunity,” said McMillian. As an accounting intern, he was responsible for accounts payable functions. This included entering invoices and communicating with vendors and Tarlton colleagues.
He credits his firsthand experience at Tarlton as a contributing factor to
receiving Fontbonne’s Outstanding Award in Accounting Sciences earlier this year. He was able to share his working knowledge of construction accounting principles in classroom conversations. He also got involved in programs including the Fontbonne Peer Academic Coaching Program and A.C.T.S. Campus Ministry Internship.
“From the moment Jeffery joined us as an accounting intern,” noted Tarlton HR Director Victoria Stanley, “his passion and eagerness to learn were evident.” Stanley continued, “Jeffery approached every task with diligence while making valuable contributions along the way. He has been able to leverage his communication and people skills, analytical abilities, and customer-focused approach to make a smooth transition into Human Resources.”
As HR assistant, McMillian works with Lopez to help welcome new hires to Tarlton. He also assists Inclusion & Diversity Manager Roslyn Croft. Outside of his day-to-day role, he serves as vice chairperson of the company’s Diversity Committee and as secretary of the Recruiting Committee. Serving on both committees was a natural fit, as he is enthusiastic about connecting with the future workforce.
Through these committees, McMillian is
investigating how Tarlton can become more active in diverse hiring among college graduates. He
represented Tarlton at this year’s Build My Future event and looks forward to attending career and
recruitment fairs this fall.
Understanding these challenges, he was an instrumental part of the 2024 summer internship program at Tarlton. He served as a main point of contact during the interns’ busy, brief time with the company, drawing from his experiences to support them.
He offers two pieces of advice for any young person considering a career in construction: “Learn to communicate, because you can learn it. Staying connected and listening to other people and what they have to say will take you far in building relationships. And study your job. It’s something you must get good at – studying your job and gaining new skills consistently.”
McMillian embraces the continuous improvement Tarlton strives for day to day. His vision, dedication and hard work have laid the foundation for a fulfilling career and for his story in progress. Further, he embodies the company’s culture of care, which welcomes and celebrates diverse talent, points of view and contributions in the spirit of building great projects and bright futures.
Although he had a successful start at Tarlton, he felt challenged at times to find balance between his internship, school and personal life. In addition to volunteering at work, he is an active member of his church youth group. “I found that having conversations with some of my co-workers, friends and my pastor was a great way to work through it and prioritize what is important,” said McMillian.
Together with our community partners, BJC HealthCare is investing in local, diverse businesses, increasing access to healthy food and physical activity opportunities, supporting schools as hubs of learning and wellness, and much more.
Jeffery McMillian, left, is a shining example of how internships can pave the way for promising careers.
Diversity, Equity & Inclusion
Black athletes could help end assault on DEI programs at colleges
By Aswad Walker Houston Defender Network
It’s mindboggling how the same universities that have ridden the backs of Black student-athletes for multiple decades to March Madness Final Fours and NCAA championships in football, basketball and other sports, are offering zero resistance to their states’ moves to end DEI and affirmative action policies.
These states, many of whom were card-carrying members of the confederacy and enforced a strict ban on Black students before the late 1960s and early 1970s, now stand on the verge of having campus populations that mirror the 1950s’ all-white demographic.
Texas is among five states that have recently passed legislation trashing DEI programs. At least 20 others are considering it.
The University of Texas at Austin, the supposed bastion of liberalism in the Lone Star State, fired 70 people complying with Senate Bill 17, the new Texas law effectively banning DEI efforts at public colleges.
The school is now a member of the powerful SEC and will garner millions of additional dollars as a result.
The threat of financial penalties and lawsuits led the University of Missouri, also in the SEC, to panic
and drop its DEI programs.
Many of Missouri’s DEI efforts were created after Black members of the football team threatened to boycott a game in 2015 unless Black student concerns were recognized, and the president of the university resigned.
Duke University in North Carolina discontinued its full-ride scholarship for students of African descent and replaced it with a program without a scholarship that is open to all students.
This move came after last year’s U.S. Supreme Court decision to strike down race-conscious college admissions practices.
The irony here is that the scholarship was named after Reginaldo Howard, Duke’s first Black student
body president, and created as a pushback against the school’s long history of purposefully barring Black students from admission – a practice that was literally the reason for the need for DEI programs in the first place.
Further south, Alabama Governor Kay Ivey signed a bill banning DEI programs in publicly-funded colleges, making the former member of the confederacy just another Republican-led state to make such a move. Ivey gleefully complied with Alabama’s SB129 that not only banned institutions from maintaining DEI offices but also from teaching what the bill calls “divisive concepts” about race and identity – i.e. the truth about the history of
white domestic terrorism, land theft, affirmative action for whites only, etc. and the truth about Pan-African excellence, accomplishment and never-ending resistance to oppression.
And there was no way Florida, the state known as America’s intellectually and morally retarded sociopath, was not going to join in on the “fun” of attacking Black people.
The University of Florida closed its “Office of the Chief Diversity Officer, eliminated DEI positions and administrative appointments, halted DEIfocused contracts with outside vendors… and (and this is no small thing) reallocated approximately $5 million in funds once reserved for DEI expenses.
Black members of the Missouri football team threatened to boycott game in 2015 unless fellow African American students’ concerns were addressed, and the president of the university resigned. It resulted in DEI programs and offices being established. Last week, the university abandoned DEI under pressure from Republican state legislators.
We would do well to recognize what these schools/states have in common – their legacy of sports domination, especially in football and basketball; a domination that has been dependent upon Black student-athletes. The same Black student-athletes who were denied access to those schools until the late 1960s and early 70s.
This sinister game Black will continue nonstop until we choose to end it ourselves.
A way to end the DEI assaults is for Black athletes to attend HBCUs.
These athletes need help, as do the HBCUs they would choose to pursue athletic scholarships. Here’s how.
• Black millionaire/
billionaire class, tax yourself and provide annual funding to the constellation of HBCUs.
• HBCU alumni should step up giving.
• Black people, HBCU alums or not, should invest in HBCUs.
• Parents, allow your high school senior star athletes choose their college destination… as long as it’s an HBCU.
• Current Black studentathletes at PWIs, hit the Wakanda transfer portal immediately
• Corporations that want and need Black dollars, invest in HBCUs with funding for programs, infrastructure, advertising, scholarships.
• Industries that need talent, provide additional funding, set up job training and apprentice programs, with employee profitsharing programs.
• Healthcare institutions, provide universal healthcare to staff, students, faculty, alumni, parents, siblings and play cousins of all affiliated with these HBCUs.
If institutions like Missouri, Texas and others lose Black athletes and begin losing more games, state legislatures will be pressured by alumni, corporations and others to end their attacks on DEI programs and policies.
Soon, they would reverse decisions made to end programs and initiatives conducive to healthy Black life.
Instagram photo courtesy of ksdk.com
MSD Project Clear: Commitment to diversity in action
At MSD Project Clear, we are dedicated to improving the diverse communities we serve. And we don’t just talk the talk, we walk the walk. From our scholarship opportunities to internships to building a diverse labor workforce and promoting minority and womenowned businesses, we are getting tangible results for diverse people and businesses in and around the St. Louis region.
For the past decade, MSD Project Clear has been at the forefront of fostering diversity and inclusion in the infrastructure sector. Through strategic partnerships and targeted initiatives, we have made significant strides in creating opportunities for underrepresented groups and promoting economic empowerment in our communities.
In collaboration with the AFL-CIO, MSD Project Clear has played a pivotal role in the Building Union Diversity (BUD) apprentice program. This program serves as an industry-recognized entry point into the trades for traditionally underrepresented groups, including minorities and women. Over the past ten years, MSD Project Clear has helped put 167 individuals through the BUD program, providing them with the skills and training necessary to embark on successful careers in the construction industry. By investing in workforce development,
we are not only creating a more skilled and equitable labor force but also opening doors to economic mobility for individuals who may have previously faced barriers to entry. Furthermore, MSD Project Clear is committed to providing minorities and women with opportunities for higher education and career advancement in the field of wastewater and stormwater. Since 2014, we have awarded 23 scholarships worth up to $10,000 to students at SIUE’s Environmental Resources Training Center. These scholarships not only provide
financial support but also equip students with the necessary certifications to pursue careers in water quality management in both Missouri and Illinois.
Moreover, MSD Project Clear actively works to place scholarship recipients into internships and full-time positions,
ensuring that they have the support and resources needed to succeed in their chosen field.
Beyond scholarships and internships, MSD Project Clear is dedicated to promoting the growth and success of minority and women-owned businesses (MWBEs) in
the St. Louis region. Through our commitment to inclusive procurement practices, we strive to create opportunities for MWBEs to participate in our projects and contribute to the local economy. By providing access to contracts, technical assistance, and networking opportunities, we are leveling the playing field and empowering MWBEs to compete and thrive in the marketplace.
Our efforts to promote diversity and inclusion are not only driven by a sense of social responsibility but also by a recognition of the value that diverse perspectives and experiences bring to our organization and the communities we serve. By embracing diversity, we are able to foster innovation, creativity, and collaboration, ultimately driving greater success and impact in our work.
As we reflect on the past ten years, we are proud of the progress we have made in advancing diversity and inclusion at MSD Project Clear. However, we recognize that there is still much work to be done. Moving forward, we remain committed to building on our successes and continuing to champion diversity in all aspects of our operations. Together, we can create a more inclusive and equitable future for St. Louis and beyond.
Producing more than seven million gallons of gasoline a day, the Phillips 66 Wood River Refinery sits in the shadow of the St. Louis Arch in Roxana, Illinois. This refinery, which has been a part of the region for over 100 years, has been a longtime regional energy provider and an employer to multi-generational families.
As the refinery continues to deliver energy in the form of gasoline, diesel, jet fuel, propane, and other products we use in our lives each and every day, it also provides solid jobs for people throughout the region. In this setting, Phillips 66, as a company and at its Metro East facility, has been focusing on inclusion and diversity to ensure that those seeking employment and who work there day in and day out find a culture that embraces belonging.
The refinery has multiple types of jobs within operations, maintenance, and engineering. Operator positions start at $80,000+ and require only a high school diploma. In an operator position, training is provided on-site following employment. Skilled craft positions, such as pipefitters, electricians, and carpenters, start at $83,000+ and require journeymen-level certification through building trades and union programs.
Decades ago, Phillips 66 created programs with Lewis and Clark Community College to provide certification
Diversity, Equity & Inclusion
Phillips 66 focuses on diversity and inclusion
and access to additional education to assist with potentially enhanced skills for those applying for jobs. While not a requirement for operator jobs, programs like the process technology program allow for further competencies used on the job. Phillips 66 has worked with St. Louis Community College to build out potential similar programs as offered at Lewis and Clark Community College in Godfrey. This will allow
an even greater reach to recruit diverse employees needed to run the refinery. In addition to growing partnerships in the community to attract employees, Phillips 66 focuses on inclusion and diversity.
“The company believes in leading with inclusion because, in its absence, diversity cannot thrive,” said Melissa Erker, director of government and community
affairs for the Wood River refinery. “Diversity is all around us, and harnessing it provides a competitive advantage as the company delivers on the vision of providing energy and improving lives. Our Phillips 66 leadership believes a diverse and inclusive culture benefits everyone, and it takes all employees to make meaningful progress. Creating an environment where all employees feel safe, seen, heard, and respected is a
catalyst for innovation, growth, and profitability.”
The refinery has an inclusion & diversity (I&D) employee council to direct efforts and implement programming supportive of all employee needs. Additionally, employee resource groups (ERGs) help engage and develop employees and build internal networks that serve the communities where staff live and work. They are forums for sharing different perspec-
tives and raising awareness around identity and belonging.
The Black Employee Network, known as the BEN, leads efforts to promote jobs in the oil and gas industry and at the refinery in Roxana.
“The BEN has identified that most people often associate Phillips 66 jobs with our branded gasoline and do not realize that the jobs posted at the refinery are not working at the corner gas stations but are a career in producing the products sold at gas stations,” says Erker.
In 2023, the group hosted community leaders and educators from the St. Louis Metro area to tour and learn about the job opportunities at the refinery.
“Employment at the Phillips 66 Wood River Refinery provides a career, not just a job,” Erker said. “Our employees average 30 years of employment at retirement. Phillips 66 strives to Provide Energy and Improve lives with a culture dedicated to Safety, Honor, and Commitment. We are excited about continuing to develop a diverse workforce to carry out this mission. We are often a hidden gem for those seeking employment. We hope to grow awareness of our career opportunities throughout the regional communities.” Jobs for the Phillips 66 Wood River Refinery are posted online at Phillips66. com/careers. Applications are accepted through this website.
Diversity, Equity & Inclusion
Mercy now serving North County with 65 Prime Plus Clinic
New site in Hazelwood
St. Louis American
Mercy is opening a new 65 Prime Plus clinic in Hazelwood, Missouri, geared toward Medicare patients, including Medicare Advantage, ages 65 and older. It’s Mercy’s second clinic of this type in the St. Louis region.
65 Prime Plus by Mercy – North County offers an expanded primary care experience with longer appointment times scheduled more frequently, ensuring patients have ample time to discuss their health care needs with Dr. Kate Richards.
“We know those ages 65 and older have unique challenges and want to focus on those needs,” Dr. Richards said.
“Often there are multiple health conditions, many medications and illnesses that can look different for older patients.
65 Prime Plus is designed to meet those needs and improve the overall health care experience.”
The 65 Prime Plus clinic is at 637 Dunn Road Ste 102 in Hazelwood. It will provide treatments such as:
• Flu shots and other immunizations
• Medicare annual wellness visits
• General medical evaluations and wellness exams
• Minor illnesses and injuries, including strains, sprains and fractures
• Cholesterol
• Diabetes
• Hypertension (high blood pressure)
• Incontinence
• Alzheimer’s disease dementia and early memory loss
• Osteoporosis
• Parkinson’s disease and other movement disorders
The physicians are supported by clinical support staff.
The team provides clinical support to patients during clinic visits, between visits, and helps coordinate all other
aspects of the patient’s care. That could include referrals to specialists, therapists, or other providers, setting up tests or procedures, obtaining prescriptions and medical equipment and making sure that all preventive care like immunizations, lab tests, and cancer screenings are obtained.
Mercy also has 65 Prime Plus clinics in Jefferson County and Joplin.
Patients seeking an appointment can call (314) 817-2000.
The Mercy approach to DEIB
According to a statement on the Mercy website, “Diversity is how we differ, and it’s about more than race, ethnicity and gender. Diversity includes differences in religion, age, marital status, sexual orientation, nationality, education, cultural background, disability and socioeconomic status.
“At Mercy, we also value diversity of thought, ideas and perspectives. Equity means that
access to opportunities and resources is just. Based on our life experiences, we may have advantages or face barriers to this access. Recognizing that everyone doesn’t start from the same place, we’re working to improve access to opportunities and resources at Mercy. Inclusion is about making people part of the group and giving them the same rights and opportunities as others. It creates an environment where everyone feels welcome, respected, supported and fully able to
participate.
Belonging occurs when diversity, equity and Inclusion are part of the cultural DNA. When people know their dignity and worth are recognized and their uniqueness is valued, it increases their sense of belonging.
Caring for many communities
Mercy, one of the 20 largest U.S. health systems and named the top large system in the U.S. for excellent patient experience by NRC Health, serves millions annually with nationally recognized care and one of the nation’s largest and highest performing Accountable Care Organizations in quality and cost.
The health care system includes more than 50 acute care and specialty (heart, children’s, orthopedic and rehab) hospitals, convenient and urgent care locations, imaging centers and pharmacies. It has over 900 physician practice locations and outpatient facilities, more than 4,500 physicians and advanced practitioners and 50,000 co-workers serving patients and families across Arkansas, Kansas, Missouri and Oklahoma. In fiscal year 2023, Mercy provided more than half a billion dollars of free care and other community benefits, including traditional charity care.
Diversity, Equity & Inclusion
Increasing workplace diversity and inclusion takes major commitment
St. Louis American
Workplace diversity is important because it allows people with different backgrounds and experiences to work together to solve problems and make advances in the workplace. Diversity helps broaden the focus of a workplace to introduce innovative ideas and practices to a company.
Indeed.com., an international job matching and hiring platform, lists these benefits of a diverse workplace:
• Creativity: A diverse team of employees can bring new ideas to your company.
• Culture: Increasing the diversity of a workplace can help improve the overall culture by making your company a more desirable place to work.
• Company reputation: Hiring and retaining a diverse team of employees can increase the quality of a company’s reputation by showing that the company is inclusive and welcoming.
• Overcoming challenges: A diverse team is better able to solve problems with different perspectives.
Here are steps to increasing diversity in the workplace:
1. Examine your company’s composition and culture
The first step to increasing workplace diversity is looking at your company’s current makeup and culture. A good way to approach this examination is to compare your company’s racial, ethnic and gender makeup to that of the local community.
The community can give you a target for the diverse demographics your company can try to achieve. Culture is the personality and environment of an organization. Examining company culture is important because it can give you ideas for ways to make
your company a more desirable place to work for diverse candidates. Identifying how it feels to work at your company is a good starting point for defining the company culture.
Many businesses that want to increase diversity
2. Evaluate executives’ diversity
look for ways to incorporate a sense of inclusion into their company culture. You can start to improve the culture of your company by identifying the ways your company has made accommodations for people with different cultures, lifestyles and traditions. Your company can build upon those efforts by finding new ways to make its employees feel more comfortable.
Diversity, Equity & Inclusion
Boys and Girls Club SLIP Internship Program celebrates 2024 graduates
2025 portal opens Oct. 1
St. Louis American
The St. Louis Internship Program (SLIP) is celebrating another successful internship season, with 216 students being recognized for completing their internship program on August 1, 2024.
SLIP is a premier, comprehensive life and career readiness program that equips high school students with work readiness skills training and a paid internship. The program is not only a year-round educational and career development initiative, but also a significant contributor to the local community, fostering the growth of future leaders and professionals.
With the growing complexity of the world and the increasing demands of the 21st century workforce, SLIP is committed to ensuring that every intern graduates from high school fully prepared for college and careers.
There are 10 mandatory Training & Development Sessions on Saturdays that teach students employability skills in addition to orientation and placement workshops.
Included are;
-Basic work readiness skills such as dress for success, professional etiquette and interpersonal communication provide insight into professional work culture.
-Job seeking skills such as resume writing and interviewing skills help students see that acquiring professional positions can be possible
-Practical work skills such as computer and office equipment operation give students tools they need to be effective in an office setting.
-Post-secondary planning activities including ACT Prep and field experiences to universities, tuition assistance, scholarship offerings, and scholarship notifications
-Specialized career development programs that provides technical and practical skills (i.e., SLIP Mock Trial Institute, Healthcare Internship Component, and more)
SLIP’s goal is to create a pipeline of diverse, talented workers for the St. Louis region.
SLIP interns benefit from having an intelligent and motivated contributor in an office. Participating business and organizations gain access to a diverse
pool of outstanding talent, with over 98% of SLIP students graduating from high school and attending a postsecondary institution.
The interns can reach out into the community and make a significant contribution to the development of future corporate and community leaders.
This year, SLIP received a record number of applicants, 287. High school students from more than 13 school districts apply. Leading employers give high school students career and workforce experience. Companies and organizations that hired SLIP interns include:
• Accenture
• Anders CPA + Advisors
• BJC
• Brown & Crouppen
• Emerson
• Enterprise Bank & Trust
• Reinsurance Group of America
• Royal Banks of Missouri
• St. Luke’s Hospital
BGCSTL President Dr. Flint Fowler said, “We are immensely proud of our SLIP students. A great deal of confidence comes from the experience they gain at their respective companies throughout the summer. We are grateful to all of our participating companies.”
SLIP member
Greenspan Gachie recently shared his experience with Boys & Girls Clubs of Greater St. Louis board members.
“My experience at Enterprise Bank & Trust has taught me how banking works. It is interesting, and I am happy to participate in the SLIP program,” Gachie said.
SLIP’s influence on the region’s economic growth and diversity can be measured in several ways.
Through SLIP, hundreds of thousands of dollars from interns’ wages are injected into our community.
A critical gap between talented young people and the needs of our region’s
work force is bridged.
A follow-up with our graduates shows that a majority are employed, continuing their education, or serving in our nation’s armed services.
Through SLIP, internships, professional networks, and college access/ persistence activities help students realize their potential and options for the future and assist them in reaching their personal, educational, and professional goals.
Hiring or sponsoring an intern
SLIP seeks businesses, organizations, and volunteers to invest in the lives of the youth that it serves by employing an intern during the summer.
A commitment to the St. Louis community by investing in the lives of SLIP students carries on to our schools and families.
Please contact Shanise Johnson at (314) 3717547 or by email to shanise@bgcstl.org to join other leading companies and organizations in making an investment in our future corporate and community leaders.
2025 Class portal opens Oct. 1, 2024
The application portal for 2025 summer internships on October 1, 2024.
To qualify, students must Attend a partner high school or be a BGCSTL member; Be a sophomore or junior; Have a C or
higher cumulative grade point average; Have good attendance and good citizenship; Commitment to participating in SLIP activities.
The complete application must be submitted by email to slip@bgcstl.org or by mail to one of the following Boys & Girls Clubs of Greater St. Louis locations:
• Herbert Hoover Location – Attn: SLIP 2901 North Grand Avenue
St. Louis, MO 63107 Teen Center of Excellence – Attn: SLIP 9200 West Florissant Avenue
St. Louis, MO 63136. Career, workforce development
The Boys & Girls Clubs of Greater St. Louis (BGCSTL) Career & Workforce Readiness Unit operates career and workforce development programs year-round for members ages 6-18 along with additional opportunities for our alumni ages 19-24. It offers and/or operate programs throughout the St. Louis region. Services include one-time soft skills workshops to a structured internship program, including credentialing, skill development, college preparatory, and dual enrollment opportunities. It also creates the opportunity to collaborate with schools, nonprofit organizations, employers, and other entities that have career and workforce readiness goals.
Diversity, Equity & Inclusion
BJC Sickle Cell Disease Treatment Center offers new hope to patients
Nikeyia Ingram, 38, who was diagnosed with sickle cell disease (SCD) at just 6 months old, experiences pain nearly every day due to the red blood cell disorder. Most days, she’s able to treat the pain and manage her disease by controlling her stress, staying hydrated and keeping in touch with her medical team. Lately, Ingram has been finding that grief has been affecting her ability to manage her disease. Last year, she lost her 15-year-old, Demetrius Ingram, her only son, in a car accident. The heartache exacerbates her pain.
“When you struggle emotionally, it affects you physically,” says Ingram, who also works for Sickle Cell Association in St. Louis. “I’m doing my best to stay afloat, but I struggle to find balance. I try to stay on top of it. I stay in touch with my eye doctor, hematologist, primary care doctor and therapist.”
However, SCD symptoms can be unpredictable. On a day when she’s experiencing acute pain,
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and some leads for additional funding, Kuntz said.
While the nonprofit largely focuses on building residential homes, those in the program will also be able to use this expansion
Ingram might have to go to the hospital for treatment, which involves contacting her hematologist to ensure there’s space in the emergency department (ED) to receive care. One study, published in the journal Pediatric Blood & Cancer, found that patients with SCD visit the ED an average of three times per year from the time they’re teenagers through middle age. For people with SCD, this can mean long wait times in the ED, missed time off from work and time away from their families.
The Sickle Cell Treatment Center, which recently opened at BarnesJewish Hospital, offers patients like Ingram hope when it comes to comprehensive care for managing SCD. The 1,700-squarefoot space, part of BJC HealthCare’s Center for Advanced Medicine, will support people with SCD as a referral-based outpatient facility where patients can receive intravenous fluids to manage symptoms.
project as another venue to learn, Kuntz said. In the program, the students can obtain a high school diploma and relevant construction credentials through a certified apprenticeship. It’s a selfpaced program. Most complete it in about two years.
The students’ work can also help address ongoing
Understanding sickle cell disease
SCD is a genetic disorder in which abnormal hemoglobin, a protein that carries oxygen, changes the shape of red blood cells. The cells morph into a sickle shape, which can prevent the patient’s blood from flowing properly, leading to serious health challenges such as stroke or frequent infections. Other symptoms of SCD include pain, anemia, jaundice, swelling in the hands and feet, vision problems and chest pain.
workforce and housing shortages felt across the country and in the region.
As R3 expands, education and training in the medical and computing fields will be added, because not everyone is cut out for a career in construction, Muñoz said.
About half the young adults who come through
ing with SCD. The only FDA-approved therapy for people with SCD that may cure the disease is a stem cell or bone marrow transplant.
Access to care is critical
Since the founding of ABNA Engineering, Inc. in 1994 “Diversity” has been more than a catchphrase. It has been, and it will continue to be, at the heart of our mission and everything we do.
The exact number of people with SCD is unknown, but the Centers for Disease Control and Prevention estimates that roughly 100,000 people in the U.S. live with the condition. Black people are disproportionally affected by this disease. The CDC estimates that SCD occurs in 1 of 365 Black people in the U.S. and that 1 in 13 Black babies are born with sickle cell trait (SCT), meaning they carry a single copy of the gene that causes SCD. Finding specialized treatment is important for people liv-
the program aren’t actually interested in residential construction, Muñoz said. Some also want to gain the skills to fix up their own home or flip a house.
The program can help young adults of the area get better prepared for the workplace, and that can help employers too.
“The goal is to give
Winston Wright is the program manager of Diversity, Equity and Inclusion at BJC HealthCare. He says that giving community members access and space is critical. “With BJC being one of the premier health care organizations for such a large population in the area, we are one of the only options for folks with sickle cell disease. Given that historically this disease primarily impacts Black people, we [find there’s room for improvement] on the access piece.” Wright highlights BJC’s commitment to world-class care and the importance of offering that care to all demographics.
“We know that there are diseases that specifically impact Black people, folks of lower income
them an introduction and to give them a vision of what the employer needs — so that it’s going to be a win-win proposition,” Muñoz said.
The youth also learn leadership and life skills.
status or those in different ZIP codes — whether in urban or rural environments,” he says. Wright explains that the opening of this treatment center impresses upon the community the importance of expanding clinical services for the people who need them. “The treatment center offers a dedicated space that focuses on the patient, their care and their specific needs. Access is a journey we are moving towards,” says Wright, “for sickle cell and other diseases as well.”
Ingram says the difficulty people face with finding treatment for SCD adds to the challenges of the disease, so the opening of Barnes-Jewish Hospital’s Sickle Cell Treatment Center means a lot to her. “I was so happy to have something that’s just for SCD patients,” she says. “We’ve come a long way.”
Visit barnesjewish.org/ sicklecell to learn more about sickle cell disease treatment at Barnes-Jewish Hospital.
The nonprofit has also started to offer wraparound services, like counseling and transportation, to support those in the program. In turn, Kuntz sees what R3 provides as a piece to the puzzle to address some of the long-standing issues facing East St. Louis. “It’s a matter of providing access and opportunities to the community that doesn’t have it,” he said.
Engaging the diverse construction businesses that enrich our city
McCarthy, committed to building a more inclusive construction community
By Ralph Powell, Jr., McCarthy Building Companies
The new 16-story Plaza West Tower at Barnes-Jewish Hospital that continues to take shape on the Washington University Medical Campus will deliver exceptional care to patients when it opens in fall 2025.
It’s also delivering outstanding capacity-building opportunities to Minority-owned Business Enterprise (MBE) architectural and construction firms across our region.
In leading the design-build team constructing the new tower, McCarthy Building Companies has engaged a tapestry of diverse businesses. To date, nearly 50 skilled MBE firms have contributed their expertise on the project—and earned over $105 million in revenue for their work.
Working closely with BJC HealthCare, our goal is to ensure that each MBE partner has a positive working experience and gains valuable skillsets that help equip their business for long-term success.
For Lou Brock, Jr., president of Lou Brock Mechanical, contributing to the new patient tower also provides a tangible opportunity to improve the city that he loves. “I like doing things that make St. Louis better,” says Brock, who co-founded the company with business partner
Orlando Williams in 2013 and has grown it to $20 million in annual revenue. “Our mission is to deliver best-in-class mechanical contracting services with a kingdom purpose, which includes doing things that improve our city.”
Before launching his own construction business, Brock built a 20-year telecommunications engineering career at Sprint, where he discovered his interest in mechanical equipment while helping to develop a wireless solution for remotely operating a fast-food chain’s HVAC systems.
Since opening the doors to Lou Brock Mechanical, Brock has collaborated with McCarthy on numer-
ous projects, including the St. Louis Aquarium at Union Station and the National Geospatial-Intelligence Agency Next NGA West campus nearing completion in the St. Louis Place neighborhood.
“Every McCarthy project that we’ve worked on has been intentionally set up for success,” he says. “I like that they’re committed to knowledge transfer and supporting my company’s success.”
Another MBE partner with a long history of working on BJC projects is Stanley Webb, P.E., president of Webb Engineering Services, a business he founded 25 years ago. Specializing in mechanical, electrical, plumbing,
Dozens of skilled Minority-owned Business Enterprise (MBE) firms are contributing to the new Plaza West Tower at Barnes-Jewish Hospital, currently under construction on the Washington University Medical Campus.
believes we have a unique responsibility to help build a diverse, thriving community of local construction businesses. Creating opportunities for qualified industry partners drives better solutions for our clients and undeniable benefits for our community.
fire protection and civil engineering design services, the company expanded its geographic footprint in 2018 with the acquisition of an engineering firm in Champaign, Illinois.
“This project helped us to maintain our staff and to grow our company,” says Webb, noting that the business collaborated with lead engineering firm BR+A and other MBE firms to develop the plans and specifications for the new patient tower.
“One of the primary motivations for me to go into business for myself was so that I could have a positive impact on other minorities,” Webb says. “When I got out of high school, I didn’t know
anything about engineering and just happened to get exposed to the field by chance. I don’t know where I would be today had I not gotten that first opportunity.”
Paying it forward, Webb currently mentors a colleague planning to launch his own engineering business and also participates in the ACE Mentor Program, which connects high school students with professionals in the architecture, construction and engineering industry.
Expanding the local construction community
As the largest contractor in St. Louis, McCarthy
We’re proud to be a founding member of Construction Inclusion Week, an annual initiative that harnesses the collective power of the construction industry to create awareness and celebrate unity, belonging and inclusion. The event has grown significantly over the past four years, with last year’s event attracting more than 5,000 firms across the U.S. McCarthy Chairman and CEO Ray Sedey serves as chair of this year’s Construction Inclusion Week, which will take place October 14-18, 2024. To sign up for the virtual event and access valuable DEI resources, please visit www.constructioninclusionweek.com.
Let’s continue working together to build a more robust construction community that is diverse, inclusive and welcoming for all.
As Director of Supplier Diversity and Community Outreach, Ralph Powell, Jr. draws on his construction field experience to expand McCarthy’s positive impact in the community.
Diversity, Equity & Inclusion
Diversity
Continued from page 31
Another method to determine your company’s current standing with diversity is to look at the diversity of the executives and managers. A powerful way to show that your company values diversity is to demonstrate this diversity at all levels of hiring. Diversity at the highest levels of the company can signify to diverse candidates that your company is serious about its efforts toward inclusion.
3. Set goals to achieve greater diversity
Once you’ve examined your company’s makeup and culture, you can make a plan for improving diversity in the workplace. You can start by finding ways to make the hiring process fair for all candidates and welcoming for diverse candidates. For example, maybe you noticed that 51% of your local community are people who identify as women, but only 30% of your company’s employees are people who identify as women. You can set a goal to increase that percentage to 40% by the end of the year. To reach the example goal, you can incorporate more inclusion into your workplace policies to make your company an attractive choice.
4. Update workplace policies to be more inclusive
You can examine the policies your company has in place, which are part of what sets your workplace culture, to help you reach your diversity goals. It’s important to incorporate
inclusion into your company’s policies because it gives diverse candidates an example of a tangible effort the company is making toward accommodating people with different backgrounds. Inclusive workplace policies typically have the benefit of increasing the satisfaction of not just diverse hires but also the workforce as a whole. Below is a list of some policies where you can incorporate inclusive practices:
• Dress code: Rules on hairstyles and tattoos, for example, could exclude otherwise qualified candidates from consideration at a workplace. Relaxing a dress code can help make everyone feel more welcome at a company.
• Holidays: Companies can foster inclusion by instituting holiday policies that allow employees to observe
religious and cultural holidays.
• Hiring: Implement hiring practices that enable hiring managers to treat every candidate the same during the hiring process. For example, using the same rubric to screen every qualified candidate for a position can help make hiring fairer.
• Parental leave: Offering maternal and paternal leave is a great way to show employees who are parents that your company values their presence.
• Work schedule: Some companies can appeal to diverse employees with families or a long commute by offering a flexible work schedule or opportunities to work from home.
5. Provide diversity training
Another way to make the culture of your com-
pany more inclusive and welcoming of diverse hires is to host diversity training for current employees. This can be a simple group presentation from an HR employee or an online training course that teaches employees to value people with a diverse set of identities, cultures and backgrounds. Diversity training is a great way to get anonymous feedback from employees about ways the company can improve its practices to be more inclusive. You can develop surveys for your team to take after the training is complete and open an anonymous email inbox to address any future behavior that doesn’t align with your company’s inclusive policies.
6. Post to job boards for diverse candidates
Companies can take advantage of job boards for specific segments of diverse candidates. Posting open positions to these
It’s also another way that diverse candidates can see that your company values differences between employees.
8. Focus on retention
sites can increase the likelihood that talented, diverse candidates would take an interest in your company. It’s also a way to reach candidates who may not have known about an opportunity to join your business. This is a distinct way for businesses to show that they’re committed to increasing diversity and fostering inclusion. Be sure to mention the inclusive policies that can make your position attractive to diverse employees.
7. Emphasize diversity on company websites and social channels
Another way you can improve your diversity and inclusion practices is to feature diversity on the company website and social media pages. You can feature photos and quotes from your team to show the public you’re proud of the diversity you’ve achieved. This is a way to make inclusion part of a company’s brand.
The power of hiring diverse employees comes when companies can retain those employees over time. This can show other diverse candidates that your company has taken steps to be more inclusive through policy and culture. Part of the challenge of improving workplace diversity is keeping diverse employees. Some companies offer development programs for employees from underrepresented backgrounds. This is a way to show diverse employees that you value their presence at your company. It’s also a method of helping diverse employees gain the skills they need for a promotion, which can help diversify management and executives. A mentoring program is another way to promote retention. Pairing junior employees with more experienced employees can help diverse employees gain new skills while developing relationships with other employees.
9. Pledge continued improvement
Companies can continue to identify ways to improve diversity even after successfully hiring and keeping diverse employees. For example, you can revisit your policies once a year to determine whether they continue to align with your diversity goals. You can also survey employees to find new ways to increase overall job satisfaction.
Missouri Botanical Garden
The Missouri Botanical Garden stands as a beacon of natural beauty and scientific discovery in St. Louis. However, our commitment extends far beyond the flora we cultivate. We recognize that true growth flourishes in an environment of diversity, equity, and inclusion. As we nurture rare plants from around the globe, we are equally dedicated to fostering a community where every individual, regardless of their background, can thrive and contribute to our shared mission.
Acknowledging our history
To move forward, we must first reckon with our past. The Garden’s legacy, like many institutions of its age, is complex. We have taken significant steps to acknowledge and address historical inequities, including our connections to the Henry Shaw Slavery Legacy. Our designation from the National Park Service’s Network to Freedom recognizes our commitment to preserving and interpreting sites related to the Underground Railroad. This acknowledgment is not merely symbolic; it represents our ongoing dedication to learning from history and working towards a more inclusive future.
Investing in our people
At the heart of our diversity and inclusion
Plants, people, purpose
efforts are the people who make the Garden what it is – our staff, volunteers, and visitors. We have implemented several initiatives to create a more equitable and supportive workplace:
1. Comprehensive compensation analysis: We’ve conducted a largescale review, resulting in significant increases for many of our lowest-paid staff members.
2. Enhanced benefits: We’ve improved paid time off policies, increasing vacation time for hourly staff to promote work-life balance.
3. Inclusive hiring practices: By shifting towards skill-based hiring and reducing rigid requirements related to traditional work history or education, we’re opening doors to talented individuals from
diverse backgrounds.
4. Ongoing education:
Senior leadership, managers, and supervisors have participated in training focused on creating inclusive environments, addressing personal biases, and enhancing cultural competency across all divisions.
5. Employee feedback: Through our Pulse of the People survey, we provide staff with an anonymous platform to share their thoughts on various topics, including diversity, inclusion, and leadership. These investments in our people are not just about attracting diverse talent; they’re about creating an environment where everyone feels valued, heard, and empowered to contribute their unique perspectives to our mission.
Louis Public Schools ensure that we’re reaching young people from all backgrounds, introducing them to the wonders of botany and environmental stewardship.
3. Cultural celebrations: Events like our Juneteenth celebration and Indigenous People’s Day observance provide opportunities for learning, reflection, and community building.
4. Accessibility initiatives: We’ve developed Access Tours, including American Sign Language Tours and Audio-Described tours, to make the Garden more accessible to individuals of various abilities.
Engaging the Community
Our commitment to diversity and inclusion extends beyond our gates. We recognize our role as a vital cultural, educational, and recreational resource for the St. Louis community. Our outreach efforts aim to make the Garden accessible and relevant to all members of our diverse city:
1. Partnerships: We’ve collaborated with organizations such as the Hispanic Chamber of Commerce, LatinX Arts, Black Hiking Groups, and the Boys and Girls Club of St. Louis to support and participate in diverse initiatives.
2. Educational outreach: Programs like the Outdoor Youth Corps and our partnership with St.
5. Community beautification: Projects like the Sunflower+ Project in Old North St. Louis demonstrate our commitment to sustainable urban land use and community revitalization.
Growing an equitable future
We recognize that fostering true diversity and inclusion is an ongoing journey. Our participation in the St. Louis Anchor Action Network underscores our commitment to leveraging our resources to advance intentional hiring, career development, and community investment, particularly in historically underserved areas of St. Louis City and County. The SIUE CODES initiatives, focusing on DIB Science and Conservation, Education and Interpretation, and using the Garden’s archives,
represent our dedication to experiential learning and reparative actions. By targeting first-year college students who are Black, Latinx, Pell-eligible, or first-generation, we’re working to create pathways for underrepresented groups in botanical and environmental sciences.
Our vision for the future is one where the Missouri Botanical Garden truly reflects and serves the rich diversity of our community. We strive to be a place where plants from around the world are studied and preserved, and where people from all walks of life come together to learn, grow, and find inspiration in the natural world.
This commitment to diversity and inclusion is not separate from our mission—it is essential to it. Just as biodiversity strengthens ecosystems, human diversity strengthens our institution and our community. As we continue to cultivate rare and beautiful plants, we are equally committed to nurturing a diverse, equitable, and inclusive environment where all can flourish.
The journey towards true inclusivity is ongoing, and we invite all members of our community to join us in this vital work. Together, we can ensure that the Missouri Botanical Garden continues to grow and thrive, not just as a world-class botanical institution, but as a model of diversity, equity, and inclusion for generations to come.
Photo courtesy of the Missouri Botanical Garden
Diversity, Equity & Inclusion
You can book on inclusivity at STL County Library
By Charlene Oldham
For the St. Louis American
Singer Darius Rucker is accustomed to playing packed houses, though it has probably been a while since he was an opening act.
The Hootie & Blowfish frontman served as both, recently when he was the inaugural speaker for St. Louis County Library’s Post Event Space. His appearance also fulfilled an integral element in the library system’s strategic plan, according to Kristen Sorth, St. Louis County Library Director & CEO.
“It was important when planning the grand opening of the Post Event Space at the Clark Family Branch that the offering of programs and authors was inclusive and representative of our community,” said Sorth.
“The chance to host Grammy-winning musician Darius Rucker for our first event took months of careful planning and we were thrilled when all of the pieces fell into place. Community, inclusion and belonging is one of our guiding principles and you’ll see that reflected in all of our programs and services.”
Those themes carried over to Rucker’s appearance, where the musician talked about wanting to follow in the footsteps of Charley Pride, climbing the country charts and
Darius Rucker speaks at Post Event Space opening
Darius Rucker (right) spoke with KSDK news anchor Rene Knott about his new memoir, “Life’s Too Short,” to a sold-out audience of 800 people at the grand opening of St. Louis County Library’s Post Event Space, part of the library system’s new Clark Family Branch.
performing on the stage of the Grand Ole Opry. But it wasn’t until one of
his long-time Hootie & the Blowfish bandmates wanted to stop touring that
Rucker made the move from pop to country.
Even with his long track record in the music industry, the road to Nashville had more than a few bumps along the way.
“It was tough, going to radio stations and music directors looking me straight in the face and saying, ‘My audience will never accept a Black country singer.’ Straight -just like that. Boom.” said Rucker, who visited 110 radio stations promoting his first country album, released in 2008. “And, in the end, we proved them wrong.”
Despite having won two Grammys and releasing the 1994 record, Cracked Rear View, that’s still one of America’s top 10 best selling albums, as part of Hootie & the Blowfish, Rucker wasn’t completely surprised by the initial reception.
“No, not at all, because one thing country music always hates is when a pop guy tries to come over and have a hit for a minute,” said Rucker. “They call us carpetbaggers. So, you know, I had to double strike, I had the pop thing
and I had the Black thing.”
Rucker spoke with KSDK news anchor Rene Knott about his new memoir, “Life’s Too Short,” to a sold-out audience of 800 people at the grand opening of St. Louis County Library’s Post Event Space, part of the library system’s new Clark Family Branch set.
The wide-ranging conversation covered everything from his relationships with his largely absent father and loving and supportive single mom to his close friendships with Woody Harrelson and Tiger Woods and his hard-partying days with Hootie & the Blowfish, which played a show at Hollywood Casino Amphitheatre that night.
Rucker started Hootie & the Blowfish in the 1980s alongside three white bandmates in South Carolina, so he’s no stranger to being one of the few, or only, Black people in the room, he said.
So, once he’d found some success
in Nashville, he told executives at his record label that he hoped to open the door for “more people who look like me to sing country music.” Black fans also reached out to him to say his songs gave them license to admit a lifelong love of country music.And, when his first country album “Learn To Live,” reached No. 1 on the Billboard Country chart, Rucker became the first solo Black artist to reach the top of the country charts since Charley Pride in 1983.
“I wanted to open the door. Like Charley [Pride] said to me at the Opry one day, ‘You know, I opened the door and they tried to close it back. I want you to kick it in.’ And that’s what I tried to do.”
Since releasing his first country album, Rucker has claimed a total of four No. 1 albums on the Billboard Country chart, been inducted as a Grand Ole Opry member and won his third career Grammy for Best Solo Country Performance with his version of “Wagon Wheel,” a moment that, second to the birth of his three children, he ranks as one of his proudest.
“I came into country music just trying to fit in and to walk away with the Grammy that day. I was pretty proud of that.”
Rucker also hopes the song will earn him another honor some day, singing at a Super Bowl halftime show. Rucker’s love of football and his favorite team -- the Miami Dolphins made it into a memorable lyric of “I Only Wanna Be With You,” when the baritone admits the Dolphins, who last won the Super Bowl in 1974 “make me cry.”
“Oh, I want to sing at the Super Bowl. When they switch gears for a second to do country, you can’t do country without ‘Wagon Wheel,’ So I hope I get my shot. Let me tell you something, if the Dolphins get to the Super Bowl and I get to sing at halftime, I’m gonna just say, God, you can take me now.’” Charlene Oldham holds a master’s degree from the Columbia School of Journalism in New York and is a former reporter for Crain’s Business News and the Dallas Morning News
Photo courtesy of St. Louis County Library
By Sylvester Brown, Jr. St. Louis American
Dr. Robert S. Harvey, president of Foodcorps, a national organization committed to ensuring that all children have access to nourishing food, is a renaissance man. He’s also a minister, author, and educator. Prior to Foodcorps, he served as superintendent of East Harlem Scholars Academies, a community-based network of public charter schools. Before that, he was the chief operating officer at Simmons College of Kentucky, a historically Black college in Louisville.
The throughline of Harvey’s career, however, is his commitment to improving the lives of Black people in marginalized communities, including children.
He is the author of two books. His first tome, Abolitionist Leadership in Schools: Undoing Systemic Injustice through Communally Consciousness Education (Routledge, 2021), explores school leadership and racial equity through the arc of an abolitionist lineage. His second, Teaching as Protest: Emancipating Classrooms through Racial Consciousness (Routledge, 2022), frames philosophical and practical instruction with an advocacy aimed at freeing teaching and learning spaces for students and teachers.
Foodcorps has more
Diversity, Equity & Inclusion
Diversity in the dirt
than 200 partnerships with school districts in 18 states, including Missouri and the District of Columbia. Through its partnerships the company provides “hands-on food education, nourishing school meals along with culturally affirming experiences with food that celebrate and nurture the whole child.”
The company’s philosophy is simply phrased on its website: “Food is a basic human need for everyone — but especially for our kids. Without food, kids can’t learn and grow.”
Using similar language, the Children’s Defense
Fund (CDF) states that “millions of mostly low-income and minority families in America subsist in vast ‘urban food deserts’-areas with no or distant grocery stores. These areas, dominated by convenience and liquor stores, gas stations, or fast-food restaurants that sell foods high in fat, sugar, and salt “pose serious health threats to children.
“It’s easier to buy a pint of liquor, a fried chicken wing, or a gun than a fresh tomato.”
Under the banner “Our Vision for a Just FoodCorps,” Harvey’s company proudly boasts
of its “mission, vision, policies, procedures and efforts” to “celebrate different cultural approaches to eating.”
“We identify as a social justice organization,” it states, adding that the staff is required to undergo “anti-oppression training programs” to find and refine the company’s “commitment to undoing racism and classism.
Dr. Robert S. Harvey, president of Foodcorps, a national organization committed to ensuring that all children have access to nourishing food.
FoodCorps unabashedly says it “strives to create an environment that reflects the diversity of our partner communities and in which everyone can show up and feel brave, supported, and valued for the contributions they make to this organization.”
The company, Harvey added, celebrates “the richness, complexity, differences, ethnicity, gender identity, nationality, race, religion, sexuality, socioeconomic status and other identities and/or lived experiences” of its partner agencies.
“We remind ourselves every day that food itself is an essential driver of positive change, especially in schools,” The website states.
In an interview with the nonprofit, “Food City, Serving Our Communities” earlier this year, Harvey expanded on the theme of diversity, equity and inclusion regionally.
“My highest hope and vision for our region is one of access,” Harvey said. “How do we ensure that more folk-folk who don’t look like the people at the top of that chain-are able to participate in the entirety of the process and ultimately have a life that is not just nourishing but a life that is economically viable…a life that is thriving in terms of their health and their sense of belonging when they engage with food and the food industry here in St. Louis? That’s what matters most to us.” Harvey said he and FoodCorps envisions a world “where young people, namely Black and Brown ones, reclaim the work traditions of food, land, and justice that informed so much of our ancestral history.”
Accomplishing that goal, Harvey said, means “we must re-dignify the meaningfulness of manual labor, resource postsecondary readiness and non-college pathways, and lastly, reframe the ways we talk about food from a clinical-centering to a values-centering.
“In effect, we must ensure that our kids can see careers in food and farming as pathways fueled by dignity where they can thrive for themselves and for their families and their futures.”
Sylvester Brown Jr. is the Deaconess Foundation Community Advocacy Fellow.
Diversity, Equity & Inclusion
For business, pulling back on racial justice is wrong
By Richard Edelman
There has been a significant push against Diversity, Equity, and Inclusion (DEI) initiatives in Corporate America in the past two years.
In-house diversity departments are being winnowed, recruiting efforts are reduced, mandates for inclusion of diverse candidates for C-suite jobs are diminished.
Belonging is the term of art, and over half of Fortune 500 companies have taken diversity measurements out of compensation calculations. This is a reversal of policies initiated in the wake of the murder of George Floyd.
The 2024 Edelman Trust Barometer Special Report: Business and Racial Justice tested the advisability of these changing policies and commitments. We find a change in course by corporate America to be inadvisable.
Now in its fifth year, the report surveyed 3,200 people across the U.S. The essential problem in American society remains.
Racism is on the rise, with half of respondents saying they themselves or a member of their family has experienced racism, up 9 points since our September 2020 study. Two thirds of respondents are worried about systemic racism in the country.
Government is not up to the task of fixing this essential shortcoming. Though Government is the
institution most expected to take the lead in addressing racism (54%), only 23% of respondents see Government performing well in this task. Further weakening the position of Government in this election year, the top fear is politicians intentionally sowing division (75%), above both inflation (69%) or threat of nuclear conflict (67%).
Business ranks last among institutions expected to take the lead on racial justice at 28%, half as much as Government.
Who is trusted to make the change? It is My Employer, with 71% of employed respondents trusting their workplace to do what is right in addressing racism in the US. My Employer is 39 points ahead of Government in performing well at addressing racism (62% vs. 23%).
Despite debate, DEI programs in the workplace have become more, not less, important to business success. By a two to one margin (38% to 17%), respondents say their attitudes toward DEI programs have improved, not declined, from three to five years ago.
Employee demand for diversity programs is back to its 2020 high, with 60% of respondents (up 9 points since two years ago) saying that a well-supported diversity program is key to attracting and retaining them as an employee.
Employee loyalty is
dramatically higher when companies invest in DEI.
If companies have many rather than few DEI initiatives, there are 32-point increases among Hispanic (53% among those with few to 85% among those with many) and Black (48% to 80%) employees, and over 20-point rises for ANHPI and White employees.
How to protect and evolve DEI programs in the current highly politicized environment? Here is a four-point plan:
First, demonstrate positive impacts from the work. Defend your investment by using facts. Republicans and Democrats agree that organizations leverage DEI initiatives to improve
business outcomes (Republicans 52%, up 9 points; Democrats 75%, up 5 points; Independents 61%, up 1 point since last year) rather than only to push a political agenda.
Second, recognize the overlap and connection with brand marketing. Consumers in the U.S. are 4.5x more likely rather
than less likely to buy brands that commit to ending racism and inequality. That is universal across racial lines and more profound for Democrats than Republicans (10.5x for Democrats and 2x for Republicans).
Third, consider incorporating critiques and invite meaningful dialogue with employees holding different political views or diverse perspectives. This is not a human resources exercise alone. It is an approach to better business. People believe a company’s DEI initiatives are sincere if people are allowed to voice concerns and be involved, and if the work is shown to be aligned to company values.
Fourth, change your communication approach from vertical to horizontal. The most trusted sources of information on racism and diversity, equity, and inclusion in the workplace are people like me and racially diverse co-workers. These colleagues are much more likely to be trusted than the head of HR, the CEO, or head of DEI. And drop the jargon, whether “DEI” or “ESG,” in favor of plain language, to discourage politicization.
Richard Edelman is CEO of the firm Edleman, a global communications firm that partners with businesses and organizations to evolve, promote and protect their brands and reputations.
Bloomberg Philanthropies gifts
$600M to HBCU medical schools
NNPA Newswire
Bloomberg Philanthropies has announced a $600 million donation to the endowments of four historically Black medical schools.
Officials said the donation is part of Bloomberg Philanthropies’ Greenwood Initiative, which aims to advance racial wealth equity and address systemic underinvestment in Black institutions and communities.
Howard University College of Medicine, Meharry Medical College and Morehouse School of Medicine will each receive $175 million, while Charles R. Drew University of Medicine & Science will receive $75 million.
Additionally, Bloomberg said $5 million in seed funding will support creating a new historically Black medical school in New Orleans, the Xavier Ochsner College of Medicine. The historic investment will more than double the endowments of three medical schools, significantly boosting their financial stability and capacity to educate future Black physicians.
St. Louis American
A recent study highlighted the need for such support, revealing that only 5.7% of U.S. physicians identify as Black or African American. This is despite Black Americans comprising 13% of the population. According to research, treating black
patients by black doctors results in better health outcomes and more frequent medical care. For instance, Black patients are 34% more likely to receive preventative care if they see Black doctors.
The four historically Black medical schools
receiving funding reportedly graduate around half of all Black doctors in the U.S. but have been traditionally underfunded due to systemic inequities, including lower federal and state support Michael Bloomberg, the former New York City
mayor, Democratic presidential candidate, and founder of Bloomberg LP, will formally announce the donation at the National Medical Association’s annual convention.
“This gift will empower new generations of Black doctors to create a healthier and more equitable future for our country,” Bloomberg said. Dr. Yolanda Lawson, president of the National Medical Association expressed gratitude upon hearing about Bloomberg’s gift, especially considering the Supreme Court’s recent decision striking down affirmative action and attacks on programs promoting inclusion and equity.
“This opportunity and this investment affect not only just those four institutions but our country’s health and future,” Lawson asserted.
SLDC invests in inclusive economic growth in region
St. Louis Development Corporation (SLDC) has three programs dedicated to investing in the future of St. Louis. The three programs are Home:STL, ScaleUp:STL and Mobilize:STL. While each is focused on a different aspect of community strengthening, all work together to make St. Louis a more equitable city.
Home:STL deals with homebuyer assistance, specifically for first time homebuyers in St. Louis city, many of whom are people of color. Its goal is to make homeownership more affordable and assist with the purchasing process. Home:STL has no monthly payments for up to 15
years and is a forgivable loan at 0% interest. The loan may be used for anything from closing costs, to down payments.
ScaleUp:STL focuses on helping small businesses and non-profits through low-interest loans. SLDC has partnered with St. Louis Community Credit Union (SLCCU) and Small Business
Empowerment Center (SBEC) for funding. The Business Growth Loans include traditional and SBA 7a & 504 commercial loans. All loans are below market interest rate. The emphasized geographical focus of ScaleUp:STL is the Southeast and Northern half of St. Louis city. Women and Minority owned businesses are
highly encouraged to apply.
Mobilize:STL’s It’s focus is on contractor and supplier short-term loans. SLDC has partnered with Rise CDFI to offer loans that will provide cash flow and help overcome the funding delays that may come with major project participation. The terms for these loans are 3 to
18 months, depending on the schedule of the construction. There are also no application fees and a low 4% fixed interest rate. Again, women and minority owned firms are encouraged to apply, with Rise CDFI providing tailored technical assistance.
To learn more about the programs, please visit https://stlpartnership.com/
