BUSINESS
October/November 2014
OBAMA DECLARES EQUALITY FOR LGBT WORKERS
2014 National Dinner Save the Date! November 21, 2014 Save the Date! November 20–21, 2014
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publisher's Note This is quite an exciting time for us. Not only are we celebrating our most successful issues of UNITE Business and UNITE Indianapolis to date, but we have also entered into a licensing agreement to launch UNITE Cincinnati. Two entrepreneurial minds in the city have joined together to form our first-ever licensed magazine; the first in what I hope will be many more around the country. The concept is simple. For a small annual fee, UNITE will license our name and likeness to entrepreneurs and publishers looking to bring a quality, professional LGBT magazine to their city. Yes, many cities already have bar magazines, but even though they serve their purpose, are not the types of publications we can keep in our offices, on our coffee tables at home or read during business travel. Our licensees will be able to join the UNITE family of publishers and gain access to all of our editorial content including cover stories, business reviews, professional profiles and entertainment features. We will also create a website devoted specifically to the new publication which is connected to our homepage. If you or someone you know is interested in starting a publication in your city, please contact us for additional information about the licensing program. To coincide with this issue’s cover story, we will celebrate corporate
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photo by Kyle Poffenbarger
diversity in our December/January edition and highlight companies who are making a difference in workplace equality. Of course we will probably feature some of the leaders. However, I also would like to feature small-mid size companies who are implementing unique strategies to build a more inclusive workplace environment. As the leaves begin to fall, I would like to thank you for your devoted readership and incredible support of UNITE Business and all of our brands and as always, your feedback is strongly encouraged. -Joey
contributors
Called the “Simon Cowell of startups,� Michael Burcham, PhD, is the founder and chief executive officer of The Entrepreneur Center in Nashville, Tennessee, where he helps his clients with the best business ideas achieve their goals and coaches others to further develop their aims.
Betsy Cerulo founded AdNet in 1990 and has led the company to become a respected & recognized woman owned small business focusing on identifying the best individuals to work at the best Mid-Atlantic organizations & government agencies.
Author of Blissful Organization: A Guide to Simple Living, Patricia Diesel is the founder and chief executive officer of Keep It Simple Now, a professional organizing and life coaching company, where she helps people restore tranquility and sense to their lives by encouraging release, order, and constructive engagement.
Angela D. Giampolo and is an LGBT attorney, advocate and author in Philadelphia and she is currently working on a book titled Rooftop Bars and Lounges. Visit her Facebook page at www.facebook.com/ RooftopBarsLounges to see what city she is visiting next.
Dan Groover is an accountant and business consultant living in Nashville, Tennessee. He has been in business for himself since 2004 serving individuals, small businesses, and corporations throughout Middle Tennessee. Groover is currently beginning a new phase of his life in the realm of family and civil mediation.
Brian Hooper, MDiv, PsyD, is a licensed pastoral psychotherapist with a private practice in the Belle Meade area of Nashville. He invites you to visit his website www.drbrianhooper.com.
After a diverse and successful 31 year career at IBM, Stan C. Kimer founded Total Engagement Consulting by Kimer, where he offers innovative services in career development and diversity management. Total Engagement Consulting is a certified LGBT Business Enterprise by the National Gay and Lesbian Chamber of Commerce.
Jonathan D. Lovitz is an advocate, spokesman, fundraiser, and communications consultant for countless LGBT and business causes. He currently serves as director of communications for StartOut, the national organization dedicated to LGBT entrepreneurs, and on the boards and councils of LGBTQ groups worldwide.
Santiago MelliHuber is the associate editor of UNITE Magazine and a freelance reporter for the Washington Blade. He has recently worked in the news gathering department at CNN, where he honed his skills at the news desk, on the field, and on Capitol Hill researching and reporting the news.
A veteran of working with policymakers at all levels of government, Jim Schmidt has the experience to be a strong voice for any interest on the Hill. Jim began his career in state government during his college years as an intern of the staff of Tennessee State Senator Jim Kyle. In September 2011, he started his own firm, Schmidt Government Solutions LLC.
Scott Span is chief executive officer & lead consultant of Tolero Solutions, an organizational development and strategy firm. Span helps clients facilitate sustainable growth by connecting and maximizing people, performance, and profit to create organizations that are more responsive, productive, and profitable.
At 21 years old, Nashville native Jesse Walker has taken Music City by storm since the 2009 launch of Country Music Treehouse. This multimedia site is home to video interviews with country stars, including Reba and Taylor Swift.
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table of contents
FEATURE PRESIDENTIAL ORDER FOR LGBT WORKERS 26 NOW OUT & EQUAL SUMMIT 10 INVESTING WORKPLACE EQUALITY PORTFOLIO 12 CORPORATE GENERAL MOTORS 14 MARKETING LGBT BANNER ADS 16 COMMUNITY MARKETING 18 PUBLIC RELATIONS 4 KEYS TO SUCCESS 20 STRATEGY 5 CHALLENGES BUSINESS OWNERS FACE 22 WORKPLACE IS COWORKING THE FUTURE? 24 DIVERSITY COMPONENTS OF CORPORATE D&I 28 EMPLOYMENT ASSISTANT SECRETARY KATHY MARTINEZ 30 HEALTH DEPRESSION IN THE WORKPLACE 32 DESTINATION LAS VEGAS 34 DINING IN THE KITCHEN 36 BOOK REVIEW KITCHEN LIBRARY 37 JAKE BIONDI - BOYSTOWN 38 8 | UNITE BUSINESS
Joey Amato Creative Director Blake Kniffin Publisher
Business Editor
Michael Burcham, PhD
Contributing Writers
Betsy Cerulo, Colleen Dermody, Sebastian Fortino, Dan Groover, Lisa Howe, Stan Kimer, Mike LaRosa, Michael Linardi, Joshua Simpson, Matt Skallerud, Scott Span, Russell Trahan, Jesse Walker Sales manager national advertising
Joey Amato (407) 496-8751 Rivendell Media (908) 232-2021 Contact
Unite Magazine (615) 852-6660 joey@unitemag.com visit www.unitemag.com to sign up for our email list @UNITELGBTMAG UNITELGBTMAG
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gayborhoodapp.com | 404-377-4297
N NOW
OUT & EQUAL GOES TO SAN FRANCISCO
by Joey Amato
Out & Equal Workplace Advocates’ (O&E) annual Workplace Summit, taking place in San Francisco from Nov. 3-6, will bring together working professionals, employee resource group leaders, diversity managers, individuals and allies in the name of workplace safety and equality for lesbian, gay, transgender and bisexual workers. “The Workplace Summit represents the global gathering of a growing movement that’s dedicated to a world free of discrimination,” said Selisse Berry, founder and chief executive officer of Out & Equal Workplace Advocates. “With 29 states still able to fire employees simply based on their sexual orientation, our work to eliminate this blatant discrimination is among our top priorities.”
Workshop participants at last year’s Out & Equal Workplace Summit
More than 3,000 attendees are slated to participate in dozens of workshops and caucuses at this year’s conference, which takes place in the organization’s home city – and the hub for LGBT rights and advocacy. In addition to LGBT activists, allies and community leaders including Billie Jean King and Olympia Dukakis who will be speaking, new findings from the annual Workplace
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photos courtesy of Out & Equal
Survey, conducted in partnership with Harris Interactive, will also be released. During the conference, Out & Equal will also announce the recipients of its annual Workplace Awards, or “The Outies.” The awards honor individuals and organizations who lead the way in advancing LGBT workplace equality, while providing the community with stellar examples of innovative and successful leadership strategies. In 2013, The Dow Chemical Company earned The Workplace Excellence Award and Kevin Jones, a lifelong LGBT advocate, received the Selisse Berry Leadership Award.
When:
Mon, Nov. 3, 2014 Thurs, Nov. 6, 2014
Where:
Moscone Center West 800 Howard Street San Francisco, CA 94103 (415) 974-4000
The Out & Equal Workplace Summit provides a powerful platform for participants across multiple industries, sexual orientations and gender identities to make connections, discuss LGBT workplace issues and brainstorm best practices to fighting inequality. All activities are designed to support the organization’s mission to create safe and equitable workplace environments for LGBT workers who often experience harassment and discrimination while on the job. Although 2014 has seen significant gains in marriage equality across the country, employers are still legally able to fire employees simply for being lesbian, gay, bisexual or transgender, thus highlighting the need for increased equal rights advocacy in the workforce. Through initiatives like the Workplace Summit, Out & Equal has worked tirelessly for more than a decade to improve the lives of LGBT employees and to advocate on their behalf in response to injustices. For more details on this year’s Workplace Summit or to register for the event, please visit www. OutandEqual.org or http://oesummit2014.wordpress.com/.
UNITE BUSINESS | 11
investing
ALPS LAUNCHES
THE WORKPLACE EQUALITY PORTFOLIO
by Jesse Walker
ALPS, a DST Company focused on asset servicing and asset gathering, today announced the launch of the Workplace Equality Portfolio (EQLT), the first exchange-traded fund (ETF) designed to offer investors the opportunity to own publicly-traded shares of corporations doing business in the United States with progressive workplace policies that treat lesbian, gay, bisexual and transgender (LGBT) individuals equally and respectfully among all employees. The Fund seeks investment results that correspond (before fees and expenses) generally to the price and yield performance of its underlying index, the Workplace Equality Index™ (ticker symbol LGBTEQLT) (the “Index”). “The Workplace Equality Portfolio is a timely new offering that allows all investors to access companies that embrace equality principles as a foundation in their human talent strategy,” said John Roberts, a partner at Denver Investments. “We see growing demand from investors to include the stocks of these forward-looking corporations in their investment strategies. Based on the firm’s experience managing LGBT-screened portfolios over the past 15 years, we know this approach is desired by many of our client and advisor relationships.” The Fund reflects the Workplace Equality Index™, which was created by Denver Investments at the request of its clients and incepted in 2001. The firm has a longstanding track record of managing portfolios for individuals and foundations that choose to allocate investments in the securities of companies that support the LGBT community. Companies included in the Workplace Equality Index™ must score 100% on the Human Rights Campaign Corporate Equality Index or have verifiable characteristics that would earn them such a score. The screening criteria generally include mandatory language in a company’s equal employment opportunity (EEO) statement prohibiting discrimination based on sexual orientation and gender identity, offering health benefits to same-sex partners or spouses of employees, along with other corporate benefits and privileges. Further details on the Workplace Equality Index™ may be found at www.workplaceequalityindex.com. Additional information on the Workplace Equality Portfolio can be found at www.eqltfund.com.
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John Roberts
photo courtesy of ALPS
corporate
GENERAL MOTORS EMBRACES DIVERSITY by Dan Groover General Motors has a strong commitment to promoting and recognizing the diversity of their employees and customers. That includes the lesbian, gay, bisexual, and transgender (LGBT) community. As it is the most diverse group within the diversity markets, the company prides itself on not taking a one-size fits all approach to their outreach. “Our commitment to LGBT diversity starts at the core of our company’s policies and extends out to the community,” states Ken Barrett, General Motors’ first Chief Diversity Officer. “GM has a strong anti-discrimination policy that protects LGBT employees and we are also the only automotive company to support the Employment Non-Discrimination Act (ENDA).” Basic employment protection was the first step. The next milestone dates back more than a decade when General Motors looked to ensure that their LGBT employees were being treated equally. That meant improvements to corporate benefit policies to meet the needs of all employees. They began offering same-sex domestic partner benefits in January of 2000 and as laws have changed, the company has changed with them. In 2013 General Motors extended same-sex spousal benefits to married LGBT couples – no matter where they lived in the U.S.
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“After building this foundation internally, our brands (Chevrolet, Buick, GMC and Cadillac) began to look outside the organization for opportunities to connect with the LGBT consumer. In 2004 we were the first automaker to hold a drive event specifically targeting LGBT media,” Barrett mentions. “Our brands advertise in LGBT media outlets, we have sponsored various LGBT events and we were the first auto company to create a video for the It Gets Better Project, an organization that raises awareness about bullying of LGBT teens.” General Motors approach to the market is constantly evolving and it includes groundbreaking LGBT-inclusive TV spots, unique event sponsorships, grassroots efforts with LGBT influencers and working with organizations like oSTEM and Reaching OUT MBA to attract the best and brightest talent – no matter their sexual orientation or gender identity. “We will continue to be inclusive of the LGBT community – both internally and externally – and will aim to be consistently diversified in our approach to the most diverse of diversity markets.”
t or pp su CC to GL d N ou e Pr th
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M marketING
Look Who'S Making a Comeback:
LGBT BANNER ADS by Matt Skallerud
There is a major shift occurring in terms of how companies are able to market themselves online, tapping into many of the techniques learned first with Google AdWords and then with Facebook Ads, and applying those techniques to the world of highly targeted banner advertising in 2014. Search marketing taught companies how to efficiently target their specific demographic, tapping into the search terms their potential customers were typing in to Google, Bing, Yahoo and others. With Google AdWords dominating this landscape, the concept of managing and optimizing a marketing campaign based on knowing what the ideal search terms were for driving the best customers to one’s website became commonplace, and for the most common search terms, such as “gay travel”, the cost was higher because companies were bidding against one another to be the #1 advertised search result. Since the majority of these search engine ad buys were CPC-based (cost-per-click, or paying a maximum dollar amount for each click-through to a company’s website or landing page), online marketing became highly monitored, measured and analyzed for maximum performance. As a result, this became the norm, raising the bar while setting a new baseline for ad performance expectations. With social media, online advertising took what worked for search, but added a twist. Rather than focus on the key search terms a company’s target demographic might
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be searching for, an ad on Facebook allowed the advertiser to focus on a person’s profile demographics instead. So if someone identified as gay, lived in Chicago and showed a love for history or museums or nightlife, this individual could be targeted with an ad based on those interests. Many of the same rules and concepts from search engine marketing applied, including bidding against competitors on highly desired profile demographics and paying on a CPC (cost-per click) basis. When it came to monitoring, measuring and analyzing performance, Facebook wrote the rulebook from scratch with Facebook Insights, focusing on new marketing terms such as “engagement” and reinforcing the idea that the most successful campaign, paid or free, in social media is a campaign where individuals comment, like, share (or ReTweet) the advertiser’s content. Fast forward to 2014, and we find that much of what has been developed and learned over these past few years in search engine and social media advertising techniques is now being applied to the world of banner ads as well. The most difficult hurdles were bringing all of the various banner ad server technologies together into a system that could all speak the same language, as well as harnessing computer power that could make split-second decisions on what banner ad to deliver to each and every individual as they surf the Internet, whether that’s on their laptop, tablet or smartphone… and whether what they’re viewing is written content, photos or video.
The technology is called “programmatic ad buying”, whereby ad placements are bid on automatically (using software very similar to what is found when buying stocks and mutual funds online) by ad agencies that have access to the Demand-Side Platform (DSP) series of ad exchanges. Today there are billions and billions of ads served through this exchange network, and the CPM rates are becoming more and more reasonable, as this is no longer the world of “remnant” ad inventory selling at $1-2 CPM. Rather, this is the higher-end, targeted ad inventory that ad agencies are able to buy, merging the world of “big data” (ability to layer data on top of an ad buy to segment out certain demographics, such as “those interested in high end spas and resorts” or “recent home purchasers” or “recent insurance purchasers”) with a known audience (in our case, an LGBT audience).
While this technology is not on every website out there online, it’s on most of them, and when it comes to some of the largest and best sites online, ranging from Huffington Post to New York Times to CNN, they’re all there. In the world of LGBT media, Huffington Post Gay Voices is on the exchange, as well as TowleRoad.com, JoeMyGod.com, Queerty, GayCities, Instinct Magazine, Curve Magazine and many more. In addition, mobile ad inventory is on the exchange in a major way, including all of the top LGBT social/personal apps such as Grindr, Scruff, Hornet, Growlr, Brenda and more. And the performance of mobile, at least for now, is far outweighing the performance of traditional banner ads in terms of both impressions served and the click-through rates these banner ads are delivering. The strength of programmatic ad buying is in the hyper-targeting of a banner ad to just the right potential customer. Ads can be targeted to specific neighborhoods or regions of a city, both for traditional banner ads, but more importantly for mobile banner ads utilizing GPS technology.
Demographic targeting has reached new heights, with advertisers being able to select specific persona types, hyper-targeting an individual based on HHI (household income), position within a company and more. Contextual targeting allows for key search terms used successfully in a company’s search marketing campaign to be applied to the world of banner ad as well… thus, if a company has strong success in search marketing using terms such as “same sex marriage”, their banner ads can be targeted just to those articles and content that have the words “same sex marriage” in them as well. Lastly, the power of 1st Party LGBT Data is coming into its own as well… basically, if an individual visits an LGBT site that is part of an LGBT ad network on the exchange, that individual can be served LGBT advertising wherever they may be… they can be on Huffington Post, Buzzfeed or any other site, gay or straight, and
see an advertiser’s targeted LGBT ad. This increases the inventory opportunity of LGBT banner ads by several million impressions per day, and allows for premium LGBT advertising previously unheard in recent years. With these new marketing tools in place, banner ad creative can now be designed for an even more specific audience than ever before, ensuring even better performance. Thus, the opportunities for a successful campaign are continually expanding for some of these more traditional banner ads in today’s online LGBT marketing environment. Between banner ads on the more traditional LGBT websites and smartphone apps, and LGBT banner ads being delivered to a gay & lesbian audience outside of the traditional LGBT website environment, the future for LGBT targeted banner ads looks bright indeed.
marketing
RELEASES RESULTS OF NEW SURVEY by Jesse Walker 34,415 respondents from the lesbian, gay, bisexual and transgender (LGBT) communities in 123 countries participated in the 8th annual survey. 170+ LGBT media, events and organizations worldwide partnered with CMI in this year’s study, helping to gain wide representation from across the community.
A sample of 2014 key findings of LGBTs living in the United States: • Economic Confidence: 45% of LGBT participants living in the United States indicated they are positive about their current economic situation, 25% indicated negative economic answers, and 30% were more neutral. However, older LGBTs are far more confident about their economic situation than younger LGBTs. • Political/Social Concerns: When asked about social concerns, LGBT discrimination (98% of LGBTs) and affordable healthcare (95%) rose to the top of the list of concerns. • Corporate LGBT Outreach and Motivation to Purchase: Pro-LGBT policies have encouraged
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the LGBT community to purchase many brands. The write-in exercise was unprompted and required respondent recall of the brands that have “done the best job of outreaching to the LGBT community in the past year.” Topping the list for 2014 are Starbucks, Target and Nabisco products. However, the overall list of brands purchased was extensive and yielded some differences among gay men and lesbians. • Negative Brand Recognition: Once again, Chick-fil-A has the most negative reputation within the LGBT community, by far. 70% of LGBTs indicated this company as a brand they are boycotting because of its anti-LGBT reputation. • Multicultural Corporate Outreach: African American, Latino and Asian American LGBTs report similarly: Each community feels more positively towards companies that outreach to their specific communities, but all of these segments feel that corporate America does not do a good job in their outreach to LGBT communities of color. • Weekly Alcohol Consumption: Again in 2014, spirits (especially vodka) outperformed beer and wine consumption among gay men. For the first time, spirits was also the top-performing category among lesbians. LGBT millennials’ favorite wine variety is Pinot Gris, while LGBT baby boomers prefer Pinot Noir. Transgender community alcohol consumption rates were much lower than those of gay men or lesbians. • Home Remodeling: Gay men are only slightly more likely than lesbians to pursue a major home remodel project. • LGBT Relationship Terminology: Marriage Equality has risen to the most favorable term when speaking about LGBT relationships, of note there is still significant reluctance among LGBT baby boomers to use the terms husband and wife. Partners and spouses are still their preferred terms within relationships. However, millennials are much more likely to respond positively to the terms husband and wife. • LGBT Sports Interest: Lesbians are somewhat more likely than gay men to describe themselves as interested in sports or to describe themselves as athletic. The WNBA earns the highest ratings on being seen as supportive of the LGBT community (driven by lesbian/bi women). Of note, the NFL had an 8% positive gain since 2013. • LGBT Baby Boom: More and more same-sex couples are having children. The concentration is especially high among lesbians age 30-44, with 27% of lesbians reporting a child under 18 in the home. • Pet Companionship: Lesbians (76%) are more likely to care for pets than gay men (62%). This is especially true for cats: 46% of lesbians vs. 28% of gay men care for a cat. • Media Consumption Changes: Engagement with LGBT media is generally stable, with digital media experiencing significant growth and print media staying the same in readership. Millennials are voracious media consumers, and they are significantly increasing their media consumption in all categories. • Personal Communication: Smart phones, email, Facebook and texting are nearly universal in the LGBT community. Landlines have now fallen below 50% ownership among all LGBTs, and only 17% among LGBT millennials. The full report download is available at no charge by clicking on the “LGBT Research” menu tab at CommunityMarketingInc.com.
NLGJA - The Association of LGBT Journalists
paparazzi
Advocating for the LGBT Community Financial & Estate Planning Issues
Franklin C. Weightman, Ph.D., C.E.P. Investment Advisor Representative Estate Protection | Personal Protection Income Protection | Tax Protection Investment Protection
frank.weightman@radianpartners.net 341 Cool Springs Blvd., Suite 210 Franklin, TN 37067 | (615) 261-4632 Securities and advisory services offered through FSC Securities Corporation, member FINRA/SIPC. Radian Partners is not affiliated with FSC or registered as a broker-dealer or investment advisor. photos courtesy of NLGJA/Matt Tomlin
public relations
FOUR VITAL KEYS
TO A SUCCESSFUL PUBLICITY CAMPAIGN by Russell Trahan
Every year, countless businesses from a variety of industries decide to take a crucial step in their corporate progression: a national publicity campaign. More often than not, there are a few critical missteps made at the outset that impede their momentum that have a direct impact on their PR return on investment. Public relations endeavors are an essential component to increased visibility and name-awareness, but without proper preparedness and implementation, visions of magazine covers and daily newspaper interviews can prove to be ill-fated pipe dreams. Thankfully, there are a number of actions you can take to safeguard yourself from PR pitfalls and get the most out of your fledgling publicity campaign.
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1. Start Sooner than Later A common misconception held by newcomers to the public relations realm is that the appropriate start date is when the final touches have been put on a new product or location. This is typically the initial obstacle that has many professionals sputtering out of the gate: your PR campaign should begin at least four to six months in advance of your anticipated launch. Properly executed publicity involves creating a snowball-effect by ever-increasing mentions and features across a wealth of publications; by the time many businesses feel they are ready to proceed with PR, their window of opportunity has already begun to close. 2. Appoint a Company Spokesperson The decision to finally pull the trigger on a company-wide
public relations campaign is enough to create a palpable buzz around the office. The prospect of increased sales numbers and an expanded client base as the result of increased visibility will generate excitement amongst your employees and coworkers, but frequently lost amid the enthusiasm is the responsibility to delegate a media spokesperson. Many CEOs tend to view their operations through a prism of team-oriented achievement, where each and every member of the company provides their expertise to work toward a common goal. While this is a terrific model for fostering corporate harmony, it does not work when a reporter is on the phone seeking a specific person for a quote in their next issue. Appointing a spokesperson to handle all media matters and requests is vital to maximizing the likelihood that your thoughts and ideas make it to print. Reporters and editors adhere to strict deadlines, and in many cases, the contact that provides the content they desire first will be the source quoted in the final copy. Publicity by committee leads to confusion, dragging feet and, ultimately, missed opportunities. Nominate a spokesperson to handle all public relations activity. 3. Don't be Afraid to Stretch Your Message There’s a tendency in the business arena to begin to adopt a form of corporate tunnel vision; you become so close to your skills and knowledge that it’s virtually impossible to view things from a third-party perspective. As a result of this myopic mindset, many potentially lucrative opportunities fall to the wayside or are ignored entirely; cast aside because they don’t fit into the specific schema you’ve formed about the nature of your business or expertise. Stretching your topic to apply to what’s circulating in the news is a fundamental facet to a profitable campaign. For example: a company that manufactures widgets may only view their audience as potential suppliers, but directing their message to also include product-consumers expands their audience and extends their reach. Never decline a publicity opportunity because of a perceived lack of expertise on a topic; broaden your message to apply to avenues you may have previously overlooked. 4. Stir the Pot with Unique Perspectives and Controversy Nothing whets the media’s appetite quite like a good, old-fashioned controversy. They dominate headlines, they are the fodder for early morning water cooler conversation and most importantly: they sell papers. This does not mean to delve into the gutters of Kardashian-inspired, tabloidian gossip, but providing a unique counterpoint to commonly held beliefs or opinions is a terrific way to produce attention and awareness. A well-researched, informed argument that may fly in the face of societal norms is akin to a flashing, neon-sign to journalists seeking to provide both sides of an issue. Do not shy away from ruffling feathers, because nothing builds public notoriety like controversy. Make no mistake about it, a carefully crafted and properly executed publicity strategy will enhance your company’s profile, and provide a boon to your organizational efforts. By embarking on a PR campaign with clearly defined goals and an action plan for when the media comes calling, you’re positioning yourself to enjoy profitable quarters and annual reports in the black.
strategy
The Top Five Challenges That Business Owners Face: AND WHAT TO DO ABOUT THEM! by Michael Linardi I love being an entrepreneur! As a former corporate guy, I never imagined myself owning my own business. I was very comfortable with the paycheck every two weeks, the matching 401k, the great benefits…..why give that up?
When I started my business 15 years ago I got the challenge I asked for and more. The one thing in my favor was my persistence. I read a Steve Jobs quote recently that said, “I’m convinced that about half of what separates the successful entrepreneur from the non-successful ones is pure perseverance.”
I was ready for more of a challenge. I wanted to earn my own income, be in charge of my own future and effect change in the world.
Now I had a fairly good idea of the challenges that my clients were facing but as a fact finding, research guy, I wanted additional feedback.
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As a Business and Executive Coach, I work with my clients to: earn more money, manage the workflow, create an “engaged” team, attract clients and customers and get clear about their vision for their work, their businesses and their lives.
The results that I received should be of no surprise to any business owner regardless of your industry. What we heard were: Clients, Time, Team, Goal Setting and Money.
Many of you are probably shaking your heads and saying, ‘Yep, those are the problems that keep me awake at night.’ 1.Clients/Customers – This was the top challenge….how to get them, keep them, providing then with great service and value, filling the pipeline. Who are your clients? Who is your ideal client? - It’s critical that you get very clear about who your ideal clients are? And there are a number of reasons why? I’d like you to find some quiet time and get some clarity around who your ideal client is? Take care of our existing clients - Your goal should be to exceed your client’s expectations. Give some thought to what you need to do to “wow” your clients because that’s how you keep them. Attracting new clients - I want to mention the ‘Law of Attraction.’ This simply means that the energy that we put out there is what we get back. People want to do business with those who make them feel good. They purchase from confident, technically savvy people but also people who seem to have it together in their lives. So if you want to attract new clients a good place to start is to look within and see what you’re projecting out there and make the changes you need to make. 2. Time – How to manage your day, stay focused, organized, efficient and productive, maintain balance in work and life. Time is always a factor in business…we want more of it, we want to spend less time and be more productive and efficient at work so we can have time for family and other pursuits. And, if you’re like me you’ve been to many seminars and workshops on time management, so I want to give you something new and unique. It’s something my coach shared with me and it’s very simple. The first thing we need to understand is that we tend to focus on the wrong things….We focus on: 1. What’s easy? 2. What’s immediate? 3. What other people want? The easy things are things we know and, unfortunately, they don’t tend to be things that move you forward in your business. What’s immediate is taking care of things right now. We put off doing things that we should be doing to grow our business.
by interviewing 80,000 managers in over 400 companies and out of this study they developed what they call the “12 measuring stick questions.” Theses 12 questions measure the core elements needed to attract, focus and keep the most talented employees. But what’s really interesting are the underlying themes in theses 12 questions and essentially what all employees want is to know what’s expected of them, to have the tools and training to do their jobs well. 4.Goal setting – Short and long term goals. It’s the whole concept of how do you know when you get there if you don’t know where you’re going? The first quarter is a great time to do some goal setting for the upcoming year. I do a lot of off-sites with my clients this time of the year. We get them out of their offices for a day and I walk them through a day of reflecting and looking ahead to the New Year. Four questions I ask them: 1. What’s working well? 2. What’s not working well? 3. What do we want to be different going forward? 4. How do we get there? And when you’re asking these questions think about all areas of your business? Client satisfaction and value, Effective Marketing, Client retention and growth, Systems and operation, Finances/Revenue streams, Internal education and training. Then set goals accordingly…keep it simple. And the most important part is, once you develop goals for the year you need to hold yourself and your team accountable to stay “on task” with those goals. Make a commitment to meet 1x a month as a team to review your goals and track progress. 5.Money – money, money, money! Managing expenses, creating revenue streams, tracking your money so you know what’s coming in and going out, accounts receivable and generally just paying attention to our money.
3.Team – Our employees, all the human resource stuff, finding and hiring the right people, putting together a great team, training them, motivating them.
In the 15 years that I’ve been coaching no matter why people come to me, we always get around to talking about money. Money is a huge emotional issue for many people. And the relationships we have with money as adults is usually based on how were raised around money.
Something that I see with many of my clients is that they don’t invest the time to cultivate a great team around them and this is so critical to success.
Pick one money area in your personal and your business life that you need to address. The goal is to get to a place where I call “Freedom from Anxiety” around your money.
There’s a great book called “First Break all the Rules” by Marcus Buckingham and Curt Coffman. They conducted a Gallup poll
So here’s my Coach’s request, do something, step into action, take your business to the next level! I wish you great success.
UNITE BUSINESS | 23
workplace
Is Coworking the Future As We Know It? by Mike LaRosa In the last decade, thanks to countless technological advances, we’ve witnessed an unprecedented change in the ways we can work. Thanks to mobile technology, high speed WiFi, and access to the cloud I often run my business off my tablet more often than my laptop and can support clients halfway around the world. Just like word processing changed the day to day tasks for administrative professionals in the 80s and 90s, we once again are experiencing an evolution in how work is processed, not to mention defined. Enter the era of the telecommuting, flexible work schedules and global teams. At first, telecommuting part-time or working from home fulltime seems like a dream come true to many out there. Compared to dreaded bumper to bumper commutes, office politics or loud talking cubicle mates, it seems like a no brainer. We’ve all seen Office Space and I’m sure have all experienced a case of the “Mondays”, so that said, wouldn’t it be better if we could all just work from the comfort and convenience of our own home? More are starting to say not so. Many coworkers find working within a space makes them more productive, and if an employee, more satisfied with their job and
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for contractors or “solopreneurs”, more engaged in networking and business development. Humans being social by nature, prove what many studies are saying about the benefits of NOT working at home. Companies like Google, Facebook, Coca-Cola and Sprint are all embracing coworking by either opening up facilities on their campuses or by moving into shared space rather than opening an office when entering a new CRE market. The “Coworking Movement” as many involved like to call it started with Jellys - a “casual work meetup”. Those who were lonely at home or tired of still being in their pajamas at 3pm would meet up with others like them either at homes, community centers or coffee shops. It gave them an opportunity to change their daily routine, one that many who work from home can attest gets pretty stale fairly quickly. As more of these jellys happened, coworking spaces started to pop up left and right and it’s an idea that seems to have taken off. The United States in 2014 now has over 600 coworking spaces, which is remarkable growth considering there were no more than a dozen of them prior to 2005. The idea of sharing space to share ideas inspired the founders of COSHARE www.coshare.co to
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organize the country’s first national coworking association. For an industry that has grown 200% year over year for the last 8 years it only makes sense that new businesses grow to support this niche market. Companies like Desktime (billed as the “airbnb for office space”) www.desktimeapp.com, LiquidSpace (online meeting space rental) www.liquidspace.com and Robin (space management software) www.getrobin.com are starting up and succeeding, helping in turn to grow the demand for more space. So the question is, as more and more workers leave the traditional workforce to become contingent workers (40% of Americans by 2020) and more spaces begin to fill these niche markets, will going to a coworking facility be the new norm? Replacing the daily commute “downtown to the office” or perhaps the search for the closest outlet at a Starbucks? Is coworking the future of work as we know it?
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feature
New Presidential Order HELPS LEVEL PLAYING FIELD FOR LGBT WORKERS by Colleen Dermody
Brandon A. Montgomery
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courtesy of Brandon A. Montgomery
Presidents Give Orders
During his term as President in the 1960s, Lyndon Johnson believed there were federal-contract workers who needed anti-discrimination protections. In 1965 he issued a presidential executive order banning discrimination based on race, color, religion, sex or national origin. In 1969, Richard Nixon thought President Johnson’s executive order protections should also apply to federal employees so he too issued an executive order. In 1993 President Bill Clinton added more protected people to the orders his predecessors had penned. Now, President Barack Obama has extended those protections even further – to include gay men, lesbians and bisexuals.
“That’s Wrong”
As he signed his new executive order on July 21, 2014 amending Executive Orders 11246 and 11478, President Obama explained his motivation. “In too many states and in too many workplaces, simply being gay, lesbian, bisexual, or transgender can still be a fireable offense.” “That’s wrong,” he said at the White House ceremony. “We’re here to do what we can to make it right — to bend that arc of justice just a little bit in a better direction.” According to a White House fact sheet on workplace equality, “America is built on the fundamental promise that if you work hard, and play by the rules, you can get ahead. But today, millions of Americans in most states in the country go to work every day fearing that they could lose their jobs simply because of who they are or who they love. This is completely contrary to our values as Americans – and it’s also bad for business.”
How the Ammended Orders Effect LGBT Workers
Even with changing attitudes and new non-discrimination presidential orders on the books, workplace inequality and discrimination still impacts millions of LGBT workers. Today, only 18 states and the District of Columbia have laws explicitly protecting LGBT workers from firings because of their sexual orientation or gender identity, and no federal law adequately protects LGBT workers from being fired because of who they are – or who they love. “Nearly 24,000 companies from all parts of the country are designated as federal contractors. I work for just one of them. With the stroke of a pen, the President’s executive order covers about a fifth of the country’s workforce. I’ll call that a good day’s work,” said Matt Cloninger, a senior-level employee for Battle Resource Management, Inc. (BRMi), a federal contracting company in Washington, DC. “This new layer of protection is good for my employer’s recruiting efforts and it is good for me and my family of three.” According to recent surveys and studies, more than four in ten lesbian, gay, and bisexual people have experienced some form of employment discrimination based on their sexual orientation, and 90% of transgender employees have experienced harassment, mistreatment or discrimination on the job.* The federal contractor executive order signed by President Obama prohibits companies that contract with the federal government from discriminating in employment based on sexual orientation and gen-
der identity. Federal contractors employ more than 20 percent of the American workforce -- 28 million workers -- and collect around $500 billion in federal contracts every year. Amended Executive Order 11246 will protect 11 million more American workers from discrimination based on sexual orientation and up to 14 million more workers based on gender identity.**
LGBT Business Leaders React
“This past year has been more than a historic and remarkable year for the LGBT community,” commented Brandon A. Montgomery, Public Affairs Officer and Special Agent in Charge, U.S. Immigration and Customs Enforcement (ICE) and the President of the Department of Homeland Security (DHS) Pride organization. “The social landscape has significantly changed and continues to do so. The Obama administration’s efforts to ensure equality where sexual orientation is concerned is something that should have happened years ago, but it has taken time to educate the American public and debunk stereotypes about gays and lesbians. We have come a long way since Stonewall, but the change happening now will truly affect our kids. They will grow up in a more tolerant and accepting atmosphere due to the ground work the President has begun,” concluded Montgomery. “American workers should be judged by one thing only: their ability to get the job done,” said Chance Mitchell, Co-Founder and CEO of the National Gay and Lesbian Chamber of Commerce (NGLCC). “This is the ultimate ‘pro-business’ decision that a president can make. Access to work and economic advancement is a basic and fundamental principle of what makes the U.S. economy strong and resilient,” added Justin Nelson, Co-Founder and President of NGLCC.
One More, Small Step Forward
While recognizing the importance of the president’s executive order, NGLCC’s Nelson believes further action is needed to make sure businesses owned by LGBT people have equal access to federal procurement opportunities. “There are multiple federal programs that greatly lift up communities that have been discriminated against—it’s time to add LGBT businesses to the list of those eligible for these federal programs. The President rightly acknowledged that LGBT employees need protection and now the next logical step is to recognize that those who are LGBT and own businesses are also worthy of similar opportunities when seeking government contracts,” concluded Nelson. Colleen Dermody is a writer and longtime marketing communications professional working in Washington, D.C. She helps clients create content, messages and marketing around LGBT, business and health topics. Learn more at www.outtomarket.com *Source: White House Fact Sheet: Taking Action to Support LGBT Workplace Equality is Good For Business - http://www.whitehouse. gov/the-press-office/2014/07/21/fact-sheet-taking-action-supportlgbt-workplace-equality-good-business-0 ** Source: HRC- An Important Step toward Workplace Equality: An Executive Order on Federal Contractors http://www.hrc. org/resources/entry/an-important-step-toward-workplace-equality-an-executive-order-on-federal-c
UNITE BUSINESS | 27
diversity
Components of Corporate Diversity and Inclusion Training by Stan C. Kimer What should be the components of corporate diversity and inclusion training? And which employees within an enterprise need this training? When asked to submit a bid to a Fortune 500 firm for design and delivery of a oneday diversity and inclusion workshop for middle managers, I studied my past material, prepared my bid, and concluded that successful and
28 | UNITE BUSINESS
compelling diversity training needs to contain three major components that I call heart, mind and action. First, an organization’s leaders and employees need to be inwardly and sincerely convinced (in their hearts) of the importance of diversity and inclusion, and how critical it is to their enterprise’s success. Unless people internalize this topic and are truly committed and passionate, they may just half-heartedly go through diversity motions. Eventually this will show through in mediocre execution and performance. True commitment and passion will lead to excellence in execution. Second, leaders and employees need to be given the content knowledge that speaks to their minds. In addition to inward passion, the intelligent and analytical mind needs to be provided compelling logic, business case information, principles and useable tools. People need to see the direct link between corporate values, strategy and goals.
Basically content knowledge adds the structure around the base of passion and commitment.
Multiple studies on workplace engagement focusing on who impacts how a person feels in their place of employment are split between two conclusions. One set of studies conclude that a person’s immediate supervisor has the most impact on how they feel about their work and the strongest tie to their engagement and/or decision to leave. A second set of studies conclude that a person’s co-workers and team members have the strongest tie to workplace engagement and impact of departing. In both studies, other groups like corporate human resources departments, senior executives and customers have significantly less impact.
Third, any successful training must also end with a call to action where all attendees of the training put in place ongoing plans to apply what they have learned. So often one day workshops conclude and after a week or two everyone is back to the “same old, same old.” I recommend brief accountability sessions where those trained document their execution and development plans around diversity, and then share in pairs or small groups for even 10 minutes once a quarter. Passion and knowledge combined with deliberate action will lead to the best results.
Therefore diversity and inclusion training needs to be rolled out to all employees. Even if the management team “gets it” and espouses inclusion of all people, co-workers and team members who do not value and include everyone on their team can lead to an oppressive work environment that can destroy morale and productivity. And particularly in retail and service environments, it is most often the non-managers who directly interact with the customers and clients. These employees do need to be constantly trained on how to respectfully interact with the full diversity of the people they are serving.
So now, who within an organization need diversity and inclusion training? Many companies start with top and middle management, roll out training to first line managers and then stop there. What about all the rank and file employees?
In summary, strong and impactful diversity and inclusion training needs to incorporate the heart, the mind and action, and needs to be deployed to everyone from the senior leadership to the rank and file employees.
Most companies, non-profits and governmental agencies have web pages that espouse corporate core values such as focusing on all customers or clients, valuing all employees, contributing to the community, respecting all cultures, etc. It should be very easy to connect this diversity content training to corporate information. Finally, all employees should see the direct tie between embracing diversity and inclusion to corporate profitability and hence to their own job security and compensation.
Jo
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NASHVILLE | INDIANAPOLIS | CINCINNATI | BUSINESS IER
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NASHVILLE
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employment
30 | UNITE BUSINESS
Assistant Secretary of Labor for Disability Employment Policy Kathy Martinez
photo courtesy of U.S. Department of Labor
Working Together to Promote INCLUSIVE WORKPLACES by Joey Amato Each June, the LGBT community and allies commemorate Pride Month, promoting dignity, inclusion and diversity within the community. In October, the U.S. Labor Department’s Office of Disability Employment Policy (ODEP) commemorates National Disability Employment Awareness Month (NDEAM) to increase the number and quality of employment opportunities for people with disabilities by developing and influencing policies and practices. NDEAM is a time to celebrate the contributions of America’s workers with disabilities and assess our progress toward building a workforce that welcomes the skills and talents of all individuals. The 2014 theme of NDEAM is “Expect. Employ. Empower.” “We all have a role to play in — and benefit to gain from — increasing opportunities for meaningful employment for people with disabilities,” said Assistant Secretary of Labor for Disability Employment Policy Kathy Martinez. “A strong workforce is an inclusive workforce.” We don’t always see the connections between the disability community and the LBGT community, but these communities have common experiences and goals and can find strength in working
together. One of the areas where the disability and LBGT communities can work together is employment. During NDEAM, LBGT employers are encouraged to recognize the indispensable contributions people with disabilities make in our economy and commit themselves to building inclusive workplaces by employing the talents of all qualified individuals. Employers and employees in all industries can learn more about how to participate in NDEAM and ways they can promote its messages — during October and throughout the year — by visiting the ODEP website at www.dol.gov/odep/. And year round, businesses can follow the model of the Add Us In initiative, sponsored by ODEP and designed to identify and develop strategies that increase employment within small businesses for individuals with disabilities, with an emphasis on ethnic minorities, the LGBT community, women and veterans. Together the disability community and the LBGT community can work year round to promote workplace diversity and ensure that all workers have the opportunity to succeed.
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health
DEPRESSION IN THE WORKPLACE by Betsy Cerulo With the passing of Robin Williams, there has become a greater awareness of depression and people are talking about it and sharing their personal stories. I Googled depression and came to a site that had thousands of quotes from famous people who have experienced or are experiencing depression. I can say that in my own life, I have experienced depression in myself, loved ones and employees. It can sometimes be a slow burn that looms like a dark cloud with the hopes of passing quickly. Sometimes it does and other times it festers until it boils over.
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So what do you do when you are in the presence of a co-worker/employee/colleague who is knee deep in the struggle? How many of us have intervened to get the person help, done nothing, avoided that person or used some type of language similar to “get over it?” I would suspect that we probably did all of this over the years. No one would ever admit to being depressed for fear of losing their job or those who we assumed were depressed, we skillfully avoided them or had an internal conversation that they had a problem. With the awareness building and the disease reaching our children, we have to pay attention to everyone we encounter who may be suffering from depression. The workplace has many more sets of rules on what you can and can’t say to people yet if you care enough, you will find a way to guide your colleague towards help or offer them choices. Forbes Magazine wrote an article in October 2012 listing some of possible signs an employee suffering from depression/anxiety: 1. Increasing frequency of sick days 2. Loss of motivation 3. Changes in social behavior in the workplace 4. Incomplete duties or tasks
NGLCC 2014 National Business & Leadership Conference
5. Fatigue, tiredness, excessive yawning 6. Increasing number of absent days for other reasons By no means am I saying that the above signs point only to depression or are the only signs of depression, but clearly if there is a change in an employee’s behavior; don’t sweep it under the rug. What we have to do, is PAY ATTENTION to more than just what is in our personal space. Sometimes an invitation to share a meal or a friendly “good morning” can be enough to get a person to open up or feel hopeful that someone cares. There are certainly times when the depression is so deep that professional intervention is the only way to save someone’s life.
The depth that one feels sadness is truly a personal experience which is why we must not judge another for whatever is on their path. One’s own depression can be triggered by countless events in today’s world. We are moving at the speed of light, distracted by social media, technology and the expectation that humans are to be available 24/7. Put on top of that the demands of whatever career we chose coupled with the growing demands of the workplace and often time’s insensitivity to anything/anyone different. The journey of our lives as a diverse population comes with more challenges than those who are not diverse. Our lesson here is to be aware, be sensitive and reach out our hands for support. Knowing that someone cares may be enough of a lifeline to get help and find our inner joy again.
photos by Linda Q Photography
If you don’t know what to do, talk to your Human Resources Department where the conversation will be held in confidence. As an employer, I have approached an employee and gently opened the discussion on changes in behavior. This typically led to a conversation about depression which I then asked permission to offer feedback and guidance. When the conversation is guided by compassion, the outcome usually comes with an action plan to get the employee on the road to seek support.
paparazzi
destination
LAS VEGAS by Joey Amato by Joey Amato
New York New York Hotel and Casino
Everybody knows Las Vegas is the city that never sleeps. But did you know that Sin City has also become one of the nation’s top LGBT destinations. Almost every major casino in Vegas is competing for the gay dollar, offering a myriad of special events throughout the year to try to lure tourists to their property. Leading the pack is MGM Resorts International. With over a dozen properties to choose from, LGBT visitors are sure to find a destination that fits their taste and budget. For years, Luxor has been the casino which has targeted the LGBT market. With moderately priced rooms and dining options, Luxor’s popularity has grown tremendously. A highlight of a visit to the Egyptian-themed casino is Temptation Sunday’s, a weekly pool party which occurs during the summer months. The combination of strong drinks, great music and scantily clad men is enough to make anyone wish they were visiting Vegas for more than just a few days. During your stay, I recommend checking out MGM’s other properties including: New York-New York, Monte Carlo and Mandalay Bay. However, if you are looking for a taste of Australia, buy a ticket to Thunder from Down Under at the Excalibur. The all-male revue
34 | UNITE BUSINESS
photo by Joey Amato
show has become one of the hottest shows on The Strip and should not be missed. After the show, head across the street to MGM Grand, a destination all its own. The sprawling hotel and casino is home to Hakkasan Nightclub, home to world-renowned DJs Tiësto, Calvin Harris and Steve Aoki, the club is consistently voted one of the best in the world. The hotel is also where you can find over a dozen fine dining establishments from celebrity chefs including Emeril Lagasse, Wolfgang Puck and Tom Colicchio. Those looking for a show perfecting the art of female impersonation should look no further than Frank Marino’s Divas Las Vegas. The spectacular stars Frank Marino, Las Vegas’ longest-running headliner and an all-star cast of female impersonators. Where else can you see Celine Dion, Cher, Diana Ross, Katy Perry and Shania Twain all on one stage? Foodies will be amazed by Vegas’ abundance of high-end dining establishments, but some of the best restaurants in Vegas might be the least expensive. One of my favorite meals was at Bobby’s
Burger Palace, owned by Iron Chef Bobby Flay. On my first visit, I opted for the “Dallas” burger, a succulent spice-crusted patty topped with a delectable combination of coleslaw, Monterey Jack cheese, BBQ sauce and pickles. It was truly worth the visit and for less than $15 (including a side of sweet potato fries), you can’t go wrong. Las Vegas, which was recently voted Favorite American Destination by OutTraveler Magazine, is the host city for an exciting new event, Evolve Vegas NYE (New Year’s Eve), a 3-day gay New Year’s Eve experience that will bring men from more than 30 countries, on six continents, to the city.
Thunder From Down Under
photo courtesy of SPI Entertainment
Hosted at the world famous, MGM Grand Hotel & Casino, Evolve Vegas NYE takes place December 30, 2014 – January 1, 2015 and offers shows, receptions, parties, dining, shopping, tours and more. “I am so excited, as this will be the first time in my 30 year Las Vegas career that I will be performing for an all gay audience. Finally, I can do pop-culture jokes that everyone will get! This night is going to be one Big Party!” says Frank Marino, headliner of the Divas Las Vegas. The event will kick off with a private VIP reception, featuring Zumanity performers and champagne, followed by the sensual Cirque du Soleil performance that offers a seductive twist on reality. After the show, guests will party at the official opening reception at Liaison Nightclub at Bally’s Hotel & Casino. The package also includes visits to the Mob Museum, The High Roller, Madame Tussauds and more.
Divas Las Vegas
photo courtesy of SPI Entertainment
For more information about Las Vegas, visit www.lvcva.com
UNITE BUSINESS | 35
In the Kitchen
D dining
WITH CHEF JOSHUA SIMPSON
photo courtesy of Chef Joshua Simpson
Roasted Brie & Peppered Goat Cheese Ingredients: • • • •
4 -6 oz. triple cream Brie (room temp) 2-3 oz. goat cheese Fresh cracked black pepper 3 tablespoons Trū Bee Barrel-Aged Honey (trubeehoney.com) • 1 tablespoon fig mustard jam • Arugula (Garnish) • Charred Naan bread
Preheat your oven to 350 degrees. On a piece of parchment paper, crack a fair amount of black pepper. Roll your goat cheese into a disc and press it into the pepper to coat. If you’re a lover of black pepper, then the more the better. Place your room temp Brie in an oven safe baking dish and add the goat cheese on top. Place in the oven and heat 12-15 minutes until it’s melted and bubbling and the goat cheese is slightly browned in spots.
This is a great summer and fall treat when friends are coming over or great snack for lounging on the patio with an awesome pinot.
Pull the dish out and drizzle with the (amazing) honey and place back in the oven for 3-5 minutes. After the dish is nice and hot, add a tablespoon of fig mustard to the top to finish it off.
Chef Notes: some don’t like the rind on the Brie, if that’s you just trim it off before roasting it. A veg peeler works great or a small knife
I love fresh Naan with this dish. Throw it on the grill for a second or heat it in the oven, drizzle it with olive oil and add a pinch of salt. Serve warm.
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REVIEW book
Kitchen Library FOUR COOKBOOKS TO LOVE by Sebastian Fortino
I’ll admit it: I’m the first one to look up a recipe online, even a standard occasionally to brush up. However, I also keep four essential cookbooks at home to guide with meal preparation. While three of the titles in my collection are standard – one is fairly new – they each provide a different style when it comes to composing breakfasts, lunches, dinners and everything in between. So whether you’re a master chef or an amateur foodie, pick these titles up and get cooking today. Or, as Julia Child would say, bon appétit! 1. Mastering the Art of French Cooking, Volumes One & Two by Julia Child & Simone Beck Perhaps, I didn’t have to put both volumes on the list because everyone should have this collection of French cuisine in their kitchen. You may scoff and say her classic Boeuf Bourguignon is all over the Internet, however, no one reproduces the recipe exactly the way it was passed into culinary scripture. I feel you really need to recreate her Boeuf Bourguignon (and its nearly 30 steps) at least four times before you can put the book aside and create your own much-lauded, special occasion dish. As intended, Mastering the Art of French Cooking gives you the confidence to become your own chef de cuisine. 2. The Moosewood Cookbook by Mollie Katzen Largely responsible for introducing vegetarian cooking to American homes, Mollie Katzen’s The Moosewood Cookbook has earned its place in kitchen libraries. First published in 1977, the history of the cookbook – and the base of its inspiration – has an undeniably sexy ‘70s vibe. It celebrates an era in which hummus was not yet commonplace in American diets and inspired readers to proudly serve Stuffed Eggplant “Hippie Style” to most likely disapproving, clean-shaven, visiting parents. And just in time for holiday foodie gifts, a 40th Anniversary Edition is coming out in October. 3. The Essential James Beard Cookbook by James Beard Often called the Dean of American Cookery, James Beard was a man who lived, ate and wrote big. His style is informed by a variety of influences namely his English mother, an early foodie who ran a boarding house in Portland, Ore., and her Chinese chef, who was also his godfather. Spending time in France post-World War II, Beard had a revolutionary idea that America had its own cuisine that was marked with a sense of fun yet elegant simplicity. His meatloaf alone truly glamorizes a mundane standard. Beard was also openly gay and after his death in 1985, his New York home was turned into a foundation partially realized by his great friend Julia Child. 4. The Complete Cooking For Two Cookbook by America’s Test Kitchens Many of you know cooking for two can be burdensome, if not, even a waste. This is especially true if half of your household doesn’t care for leftovers. This fairly recent cookbook offers a guide to cooking for two, complete with over 650 recipes. The variety is astounding and features versatile chapters such as “Vegetarian Mains,” “Slow-Cooker Favorites” and “Asian Noodle Dishes.” Within its pages, you’ll also find fun variations to shake things up in the second-most important room in the house – the kitchen. There’s even a helpful time, money and food-saving opening chapter simply entitled, “The Basics of Cooking for Two.” Linguine with Fresh Clam Sauce is a delicious, light and easy example of how America’s Test Kitchen can turn a favorite dish into a weeknight staple that’s perfect for you and your partner.
UNITE BUSINESS | 37
REVIEW book
Jake Biondi Releases 2nd Book
IN 'BOYSTOWN' SERIES by Jesse Walker
‘BOYSTOWN’ series author Jake Biondi released the highly-anticipated second book of his series, this summer to critical acclaim. “I am so excited to announce the release of ‘BOYSTOWN Season Two’,” Biondi said. “’Season One’ has been immensely successful and fans from all over the country have been emailing me to know when the sequel would be released. Well, their wait is finally over.” The ‘BOYSTOWN’ series began as an online story released in installments, each ending with a cliffhanger. Last November, the first ten ‘episodes’ were published in book form as ‘BOYSTOWN Season One.’ Ending in spectacular cliffhanger, ‘Season One’ left the lives of several main characters in peril. Readers were left wondering who would survive and what would happen next. Now, ‘BOYSTOWN Season Two’ answers readers’ questions and, of course, provides even more twists and turns for its fans. Biondi added, “’BOYSTOWN’ fans are the best. I am so humbled by and grateful for my readers and their positive response to the books. I regularly receive notes from fans who are connecting with the characters and want to know what the future holds for them.” Biondi promises that readers won’t be disappointed. “’Season Two’ picks up with the aftermath of the warehouse shootings. While I won’t reveal who lives and who dies, I will say this: lives will be forever changed.” Biondi also previews that ‘BOYSTOWN Season Two’ continues the storylines from the first book while introducing new ones -- and some hot new characters, too! Early reviews of ‘BOYSTOWN Season Two’ are very positive. ‘BOYSTOWN’ fan Dawn Mayhew writes in her review on amazon.com, “Jake Biondi has
38 | UNITE BUSINESS
photo courtesy of ‘BOYSTOWN’
picked up from where he left off in Season One, and this book is also another one that you will not be able to put down.” And reader Yvonne Noel adds, “With well developed characters that literally jump off the
pages, author Jake Biondi continues to captivate his readers with his masterful storytelling.” For more information, visit: www.JakeBiondi.com
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