2021 - BEST - DiversityComm

20212021

BESTBEST OF THE OF THE

BESTBEST

Fall 2021

Gil Birmingham

A True Warrior

NATIVE NATIVE AMERICANAMERICANSPECIAL SPECIAL ISSUEISSUE

D R I V E N B Y D U T Y.

U N I T E D B Y P U R P O S E .

It takes more than strength and determination to make a difference for

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place for you with Border Patrol.

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U N I T E D B Y P U R P O S E .

It takes more than strength and determination to make a difference for

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unique individuals from a range of backgrounds, experience, and talents, all unified by a calling to safeguard our country. If you’re ready to be a part of something bigger, we believe there’s a

place for you with Border Patrol.

APPLY TODAYcbp.gov/community

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Equality drives innovationEquality is a powerful multiplier of innovation and growth.

It inspires creativity and a sense of belonging. At Accenture we’re committed to championing a culture of equality where our people are empowered to be their best, professionally and

personally. Because as equals, anything is possible. Learn more at accenture.com/equality

f e a t u r e s

c o v e r s t o r y

48 Gil Birmingham A True Warrior

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10 Best of the Best

78 In the News 86 How Latinos are Saving the Post-Pandemic Economy

124 The Naked Truth About Virtual Conferences

The Air Force Research Laboratory (AFRL) provides

unparalleled research and technology solutions for both the

Space Force and Air Force. When others say its impossible

AFRL finds a way. Join our team to lead, discover,

develop and deliver tomorrow’s technology.

AFResearchLab.com/careers

Check out exciting civiliancareer opportunities @

Listen to the Lab Life podcast

D E V E L O P I N G T O M O R R O W ’ S T E C H N O L O G Y

@ A F R E S E A R C H L A B

The Air Force Research Laboratory (AFRL) provides

unparalleled research and technology solutions for both the

Space Force and Air Force. When others say its impossible

AFRL finds a way. Join our team to lead, discover,

develop and deliver tomorrow’s technology.

AFResearchLab.com/careers

Check out exciting civiliancareer opportunities @

Listen to the Lab Life podcast

D E V E L O P I N G T O M O R R O W ’ S T E C H N O L O G Y

@ A F R E S E A R C H L A B

departments

Native American Heritage88 American Indian College Fund

Urges Education About Native Peoples

90 Native Americans in the Headlines

93 New Unit Seeks Justice for American Indians & Alaska Natives

94 8 Native American Entrepreneurs You Need to Know

95 College Student & Future Chief Makes a Difference Through STEM

STEM96 Asteroids Named to Reflect

Contributions of Latinx Astronauts

98 Latinas in Tech: Your Role Matters

Higher Education 100 Every Child Deserves a Quality

Education

102 Why Online MBA Programs Are the Perfect Fit for Working Parents

104 4 Loan Forgiveness Programs for Teachers

105 Want to Enhance Your College Experience? Consider These HACUs

Disability Inclusion 106 Amplio Launches Esperanza, the

First Digital Spanish-Language Dyslexia Curriculum

107 This Emergency Alert System is Creating Equality in Medical Service

108 Representation Matters: Meet the Nonbinary Actor Changing the Game

111 Plume Raises $14M to Scale First Transgender Health Tech Company

112 3 Tips for Coming Out

113 Catholic Leaders Join Human Rights Campaign to Condemn Transgender Discrimination

Health, Family, Travel & Lifestyle

114 Rethinking Heart Health

Finance & Insurance116 Is Talking About Money Taboo?

Here’s How to Break the Ice

118 Addressing the Challenges of Latino Banking Needs

120 As a Hispanic Woman, Here’s My Hope for The Financial Planning Profession

Utilities & Energy 122 The Solution to a Net-Zero Future

– New Electricity Grids

126 Conference & Event Calendar

12 8 Advertisers Index & Community Listings

From the Editor’s Desk8 One Step Back, Two Steps

Forward

Careers20 Why Do You Want this Job?

22 6 Ways New Grads Can Standout and Land that First Real Job

24 Allyship is Key to Creating Inclusive Workplaces

30 Thinking About Freelancing?

34 Is Job Hopping Good for Your Career?

38 How to Nail a Virtual Job Interview

Diversity & Inclusion

40 The Power of Hispanic Inclusion in the Workplace

44 The Pandemic Recovery Requires Addressing Racism and Sexism

B2B Supplier Diversity56 The Best Ways to Support Other

Small Businesses Right Now

60 Dominating Your Industry by Becoming an Online Expert

62 2021’s Largest Booming Small Business Industry

66 How SBA Helps Native American Small Business Owners Succeed

68 The Types of Government Contracts & What You Need to Know

72 Your Supplier Diversity Starter Guide

Government

80 Cantú Voted First Latina Chair of U.S. Commission on Civil Rights

82 AMC’s Top Leader Inspired by Puerto Rican Roots

90

Hermes González-Bello President , HACH

Latinx + Friends ARG

Stephanie Rebolledo Sr. Manager, Global Talent Management Beckman Coulter Diagnostics

Latinx + Friends ARG

MANY VOICES. ONE SHARED PURPOSE.

As a global science and technology innovator with nearly 30 operating companies, we maximize the unique perspectives and fresh ideas of our diverse team of over 69,000 associates. At Danaher, you’ll accelerate your career while driving innovation that improves lives. You’ll work hard and take risks with guidance from leaders who are committed to developing your individual potential. We’ll encourage you to wonder what’s next and offer tangible paths to get there.

At Danaher, Associate Resource Groups (ARG) are helping us further enhance the culture of inclusion and support a workplace that encourages diversity of background, thought and perspective. ARGs reinforce our shared purpose and elevate our ability to develop, include and engage our associates.

Our + Friends supporters are an essential part of our ARGs. Allies of + Friends support their colleagues and drive an atmosphere that cultivates belonging across the organization.

We invite you to join our talent community and follow us on LinkedIn.

“�As�a�woman�and�a�Latina�my�values�stem�from�building�genuine�and�authentic�connections.�Danaher�has�built�a�home�where�I�can�bring�my�best�self�forward�and�feel�part�of�a�community�that�embraces�and�respects�the�unique�traits�I�bring�to�the�table.”

“�Danaher�has�offered�the�necessary�space�and�psychological�safety�for�our�Latinx�Community�to�embrace�who�we�are.�Great�to�be�part�of�an�organization�that�helps�us�navigate�our�future�and�realize�our�aspirations.”

Fall 2021Volume 29, Issue 2

PRESIDENT/PUBLISHER Mona Lisa Faris

MANAGING EDITOR Kat CastagnoliEDITOR Tawanah Reeves-LigonART DIRECTOR Miriam Wiegel

SUBMISSIONS EDITOR Natalie Rodgers

DIGITAL MANAGER Karin Sweet

ADVERTISINGSR. ACCOUNT EXECUTIVE Sheila HillSR. ACCOUNT EXECUTIVE Julie White

DIRECTOR OF STRATEGIC PARTNERSHIPS Tonya Kinsey

PRODUCTION & DISTRIBUTION Adam Richards

HISPANIC Network Magazineis published tri-annually by

DiversityComm, Inc.

18 Technology Drive, Suite 170 | Irvine, CA 92618

SUBSCRIPTIONSPrint Subscription: $16.00 per year

Digital Issues: $11.99, Single Copy: [email protected]

Visit our website at hnmagazine.com

Read it. Click it. Get it.

Send submissions to [email protected]

HISPANIC Network Magazine (HNM) is a valuable resource to assist with your multicultural hiring and supplier needs. Our goal is to create an environment of teamwork in which Latin Americans and other minorities have access to all applicable business and career opportunities. We are an information source designed to bring promising, talented people together with potential employers and customers throughout the business community. We provide the latest, most important diversity news, covering virtually every industry, business and profession. This includes up-to-date statistics on workforce diversity, as well as business-to-business trends. We offer both recruitment and business opportunities, along with accurate, timely conferences and event calendars. And, just as importantly, we spotlight inspiring role models and notable mentors. DiversityComm, Inc. is a WBENC- and DOBE-certified company.

The publishers reserve the right to reject or edit any copy, advertising or editorial. The publisher is not responsible for any unsolicited materials. Published by DiversityComm, Inc., ©Copyright 2021 in the United States of America, all rights reserved.

800-433-WORK (9675)

Copyright 2021 by DiversityComm, Inc.diversitycomm.net

HISPANICA Latino Business & Employment Magazine network

From the Editor’s Desk

@hnmagazine @hispanicnetworkmagazine @Hispanic Network Magazine

@HNMagazine

Fall is a season heavily defined by visible transitions and change. As the earth prepares itself for winter,

we get to witness a clear shift in the world around us. Socially, I believe that is especially true this year. As our country continues to transition following the height, fall and resurgence of the COVID-19 pandemic, industries and society are looking forward to a future not defined by the struggles of the past (almost) year and half.

One Step Back, Two Steps Forward

The Latino community, which was hit harder than almost any other, is especially taking the opportunity to move forward with renewed vigor and determination into the future. In this issue, we at Hispanic Network Magazine, are choosing to honor the changemakers of the community who share that vision. We are also honored to showcase our Native American Special Issue as well.

Better education about and more prevalent representation of Native American and Alaska Native tribes and cultures has to become something we all fight for in our country, like our cover story actor Gil Birmingham. Known for his iconic acting across multiple television programs as well as films, most notably his work in the hugely popular The Twilight Saga as Billy Black, a fictional member of the real-life Quileute tribe in La Push, Wash, he’s now mainly recognized for playing a very different character, Chief Thomas Rainwater, of the hit series Yellowstone. Birmingham, a Comanche member, is a strong advocate for better representation of Native peoples in media and spreading discourse about their place in the American landscape. “I couldn’t be happier that there’s a Native American that’s portrayed in an educated and powerful way. That’s more realistic of what our community does have to offer,” he shared. Read more about this longtime television and film icon on page 48.

Let’s also talk about the dangers of miseducation regarding Native American culture and its impact on American history after reading our interview with Cheryl Crazy Bull, president and CEO of the American Indian College Fund on page 88 as well as the “Power of Hispanic Inclusion in the Workplace” on page 40. As part of our LGBTQ+ Special, read about Germain Arroyo, the gay, nonbinary actor changing the representation game in Hollywood on page 108.

For over a year, it feels like we have taken a step back in more ways than one, but there is still, and always will be, hope for the future. Let’s continue to walk together, hand-in-hand, as we choose to progress further with one another into a better tomorrow.

leidos.com

There’s alwaysroom at our table.

AN EQUAL OPPORTUNITY EMPLOYER: DISABILITY/VETERAN

JOIN US.leidos.com/careers

We are responsible for making our peers feel included and for appreciating diversity. Leidos is committed to fostering a highly diverse, deeply inclusive workforce where every employee can leverage their unique talents to helpdrive innovative solutions.

LEIDOS IS SEEKING POWERHOUSE TALENT FOR POSITIONSIN THE AREAS OF IT, ENGINEERING AND SCIENCE.

Tawanah Reeves-LigonEditor, Hispanic Network Magazine

leidos.com

There’s alwaysroom at our table.

AN EQUAL OPPORTUNITY EMPLOYER: DISABILITY/VETERAN

JOIN US.leidos.com/careers

We are responsible for making our peers feel included and for appreciating diversity. Leidos is committed to fostering a highly diverse, deeply inclusive workforce where every employee can leverage their unique talents to helpdrive innovative solutions.

LEIDOS IS SEEKING POWERHOUSE TALENT FOR POSITIONSIN THE AREAS OF IT, ENGINEERING AND SCIENCE.

Top Employers 12

Top Supplier Diversity Programs 14

Top LGBTQ+ Friendly Employers 16

Top Colleges and Universities 18

HISPANIC NETWORK MAGAZINE www.hnmagazine.com 11

Few corporate awards are as highly sought-after or revered as a “Best of the Best” title. A company

achieving recognition in this area values inclusion and has one hand on the heartbeat of diversity at all times.

The ProcessEach year, DiversityComm, Inc. (DCI) and its six

magazines selectively evaluate the nation’s Employers, Supplier Diversity Programs, Industry Leaders, Law Enforcement & Government Agencies and Schools. The evaluations integrate findings by each magazine independently to identify the “Best of the Best,” companies at the top in their industry (i.e. Top Veteran-Friendly Companies, Top STEAM-friendly Companies) for inclusion of people with disabilities as well as the minority, veteran, female and LGBTQ+ populations.

These non-biased studies are a valuable resource for each publication’s readers, jobseekers, business annual evaluations — not only to bring the latest information to our readers but to also encourage active diversity policies among corporations and government agencies. The studies are also designed to assist corporate and government leaders in evaluating the success achieved within their industries and their measurement in diversity when compared to their peers.

Completion of our annual survey is recommended as part of the evaluation process. It is important to state our surveys are not pay to play. Strategic review is conducted in the decision-making process.

In addition to the surveys, our researchers analyze surveys and compile their own independent data, which includes public records, such as 10-K annual reports, reader responses, market research, interviews, community and conference participation.

The analysis scores policies that support equal access, advancement and inclusion of all individuals regardless of race, color, creed, religion, national origin, age, marital status, disability, public assistance status, veteran status, or sexual orientation. Creating or joining a non-profit diversity group is one method of actively seeking diverse candidates that is also taken into account. Sponsorships and/or participation at non-profit diversity conferences also demonstrate commitment to diversity and EEO.

To ParticipateTo participate in our annual review, simply

visit us online at blackeoejournal.com, hnmagazine.com, professionalwomanmag.com, usveteransmagazine.com, diversityinsteam.com, and diverseabilitymagazine.com. Surveys are also sent out annually via email directly to Chief Diversity

Officers, Human Resource Directors, Talent & Acquisition Managers, Supplier Diversity Directors, Deputy Council, PR/Advertising Agencies, and Corporate Affairs Personnel within or on behalf of each organization. Individuals/organizations who have previously participated will automatically receive the survey. Being awarded gives you the opportunity to market your achievement and recognition in a national press release, logo on your website or branding within your national marketing materials and advertising.

Each company is given approximately three months to complete each 15- to 30-question survey (depending on the category). Questions are specific for each category: Employer, Supplier Programs, Corporation by Industry, etc. Surveys will also include a release authorization to publish selected responses. By sharing these unique responses, we strive to not only increase quality candidates but also encourage other companies to follow the lead and ultimately create a more diverse workforce.

Why Take Our Survey?Demonstrate You’re Doing Something Right!

Business awards are important badges of honor to companies. The Best of the Best list is an opportunity to demonstrate to clients, employees, investors, customers and the general public you’re doing something right, according to a third party and an objective panel of judges.

Diversity Matters. A company that makes it on a Best of the Best list believes in diversity and understands the importance of salaries, benefits, leadership, personal growth and wellbeing, ultimately revealing what employees really care about in the workplace.

Employee Retention. Recognizing a job well done affects employee retention. When employee morale receives a boost, employee retention is increased. When a company is rewarded, it is encouraged to strive to stay on the Best of the Best list and do even better.

Attract Great Talent. Award-winning status can help you compete for great talent. Customers, prospective employees, and the community hold top workplaces in high regard. If you’re recognized as a Top Veteran-Friendly Company, for example, it encourages veterans to apply with less hesitation knowing you’re diverse and inclusive to the veteran community.

Media Exposure. Recognition as a Best of the Best company will keep your diversity message and branding alive all year long. Companies on the Best of the Best list performed two to three times better than their counterparts. Being awarded is a great opportunity to brag and put out public notices of achievement, such as a press release. It’s a great recognition to put on their website or use the Best of the Best logo to brand and market across the nation.

Compete by Advantage. With better performance comes stronger revenue. When you’re on that list, this means you’re diverse, which means you’re getting diverse perspectives, ultimately putting out the best product and service because of the different views you have within your company. With a recognition, you also have a wider consumer base, which gives you an advantage over non-diverse competitors.

Increase Innovation. Diversity drives innovation. It is helpful for managers to establish a culture in which all employees feel free to contribute ideas, implement feedback, and give credit where credit is due. Employees who are given an environment to speak freely, no matter what the feedback is, are more likely to contribute their culture, ethnicity, gender, and work experience to drive innovation.

Increase Profits and Revenue. Recognition keeps employees satisfied, ultimately increasing revenue and profits. The bottom line is that we want our employees to be satisfied at work, because that is what influences company performance. Thus, diversity and inclusion are the keys for a company’s bottom line.

The much-anticipated lists are available in the spring and fall issues. At the conclusion of these evaluations, the “Best of the Best” results are announced and published through the print magazines, digital editions, bi-weekly eNewsletters and press releases. Honorees are listed in alphabetical order and not ranked by number. Those selected have the advantage of using our Best of the Best logo on their marketing material.

As the magazine of choice for conference exposure and community outreach, we are in a unique position to evaluate those who regularly participate and support diversity as a whole.

If you would like your company or agency to receive a survey invitation via email for the next evaluation, please send your request to [email protected].

“In acknowledging and applauding the efforts of companies striving to put inclusion at the forefront only encourages others to do the same. I strongly believe that inclusion fosters innovation, belongingness, unity and, ultimately, success in any field.”

—Mona Lisa Faris, President & Publisher

Best of the Best Methodology

12 HISPANIC NETWORK MAGAZINE | www.hnmagazine.com

Top EmployersAbbott LaboratoriesAbbVieAccentureADPAetnaAflacAIGAlconALDIAlight SolutionsAllstate Insurance

CompanyAmerican AirlinesAmerican ExpressAmgenAnthemAramarkAstraZenecaAT&T Inc.Bank of AmericaBASFBayerCapcoCapital OneCarMaxCentene CorporationCignaCitigroupColgate-PalmoliveCombined Insurance, A

Chubb CompanyComcast-NBCUniversalCox CommunicationsCumminsCVS HealthDellDeloitteDelta Air lines, Inc.Discover

Dow ChemicalEcolab Inc.Eli Lilly and CompanyEricssonExelonExpress ScriptsEYFarmers InsuranceFCAFederal Reserve SystemFord Motor CompanyFOX CorporationGenentechGeneral ElectricGeneral MillsGeneral Motors CompanyGeorgia-PacificGlaxoSmithKlineHCSCHess CorporationHiltonHonda North AmericaHPHPEHSBCHumanaIBMJCPenneyJohnson & JohnsonJPMorgan ChaseKaiser PermanenteKellogg CompanyKeyBankKeyCorpKPMG, LLPLockheed MartinLowe’s Companies, Inc.Lumen TechnologiesMacy’s, Inc.

Marriott InternationalMassMutual FinancialMastercard IncorporatedMcCormick & Co.MedtronicMerckMichelinMoody’s CorporationMUFG Union Bank, N.A.National Credit Union

AdministrationNationwideNew York LifeNew York Power AuthorityNielsenNorthrop Grumman

CorporationNorthwestern MutualNovartis Pharmaceuticals

CorporationOak Ridge Associated

UniversitiesOffice Depot, Inc.OraclePepsiCoPNC Financial Services,

Inc.Procter & GamblePrudential FinancialPwCRandstadRobert HalfS.C. Johnson & SonSafeway Inc.SanofiSodexo, USASouthern CompanySouthwest AirlinesSprintState Farm Insurance

State StreetTargetTD BankTenet HealthcareThe Boeing CompanyThe Clorox CompanyThe Hershey CompanyThe Hertz CorporationThe Home DepotThe Kellogg CompanyThe Kroger CompanyThe TJX CompaniesThe Walt Disney CompanyTIAATime WarnerToyota Motor North

America Inc.TravelersU.S. BankU.S. CellularUnited Airlines HoldingsUnited Site ServicesUnited States Postal

Service (USPS)USAAVerizon CommunicationsWalgreensWalmart IncWarner MediaWashington Metropolitan

Area Transit AuthorityWaste ManagementWellmark BCBSWells Fargo & CompanyWindstream HoldingsWyndham Worldwide

Top Employers


Top Supplier Diversity ProgramsAbbott Laboratories

AbbVie

Accenture

ADP

Alight Solutions

Ameren

American Family Insurance

AT&T Inc.

Bank of America

Bristol-Meyers Squibb

CDW

Comcast-NBCUniversal

Comerica

Consolidated Edison, Inc

Cox Communications

Cummins

CVS

CVS Health

Dell

Dow Chemical

DTE Energy

DuPont

Eli Lilly and Company

Enterprise Holdings

Ericsson

Exelon Corporation

EY

FCA

Ford Motor Company

Freddie Mac

General Mills

General Motors Company

Henry Ford Health System

Hilton

Honda North America

IBM

Johnson & Johnson

JPMorgan Chase

Kaiser Permanente

KPMG

Lockheed Martin

Lowe’s Companies, Inc.

Marriott International

Merck

Messer Construction

MGM Resorts International

National Grid

Nationwide Insurance

Nielsen

Nissan

Pacific Gas and Electric Company

Pepco Holdings, Inc.

PepsiCo

PNC Financial Services, Inc.

PwC

Raytheon Technologies

Robert Half

Sempra

Sodexo, USA

Southern Company

State Farm Insurance

The Coca Cola Company

The Kroger Company

Time Warner

Toyota Motor North America Inc.

Verizon Communications Inc.

Vizient Inc.

Walgreens

Walmart Inc

Wells Fargo & Company

Windstream Holdings

Wyndham Worldwide

Xerox Corporation

State Farm, Bloomington, IL

State Farm® is committed to giving businesses as diverse as our customers the opportunity to build strong, profitable relationships with us.

To learn more about our Supplier Diversity Program, please visit b2b.statefarm.com/b2b/supplier_diversity, or email us at [email protected]

Top Supplier Diversity Programs

State Farm, Bloomington, IL

State Farm® is committed to giving businesses as diverse as our customers the opportunity to build strong, profitable relationships with us.

To learn more about our Supplier Diversity Program, please visit b2b.statefarm.com/b2b/supplier_diversity, or email us at [email protected]


Top LGBTQ+ Friendly Employers3MAccentureADPAetnaAllstate Insurance

CompanyAltria Group Inc.Amazon.com Inc.American AirlinesAmerisourceBergenAnthem, Inc.Apple Inc.AT&T Inc.Bank of AmericaBarillaBayer U.S., LLCBergen Corp.Berkshire Hathaway Inc.Best BuyBoston Scientific

CorporationBristol-Myers SquibbCapcoCapital OneCardinal Health Inc.CenteneCharles SchwabChevronCitigroupComcast-NBCUniversalCorningCummins Inc.CVS HealthDelhaize America

DellDeloitteDollar GeneralDowDuPontExxonMobil CorporationEYFacebookFannie MaeFedExFidelity InvestmentsFirst DataFood LionFord Motor CompanyFOX CorporationFreddie MacGeneral ElectricGeneral Mills, Inc.General Motors CompanyGlaxoSmithKlineGoogleHealth Care Service

CorporationHealth Group Inc.Hewlett Packard EnterpriseHiltonHPHPEHRCHumanaIBMIngram MicroIntel Corporation

Johnson & JohnsonJPMorgan ChaseKeyCorpKPMG, LLPLinkedInLockheed MartinLowesMarathon PetroleumMarriott InternationalMcKesson Corp.MerckMetlifeMichelinMicrosoftMorgan StanleyMUFG Union Bank, N.A.NationwideNew York Life InsuranceNorthrop GrummanNorthwell HealthPacific Gas & Electric

CompanyPepsiCoPfizerPhillips 66PNC Financial Services

GroupProctor and GamblePrudentialSC JohnsonSodexo, USASony Pictures

EntertainmentSouthern California Edison

Southwest Airlines Co.State FarmSunTrust BankTargetTD BankThe Coca-Cola CompanyThe Hershey CompanyThe Kellogg CompanyThe Kroger CompanyThe Walt Disney CompanyTIAATime WarnerT-Mobile USA, Inc.Toyota Motor North

AmericaTruist Financial

CorporationU.S. BankUnited AirlinesUnited Technologies Corp.UnitedHealth GroupUPSUT Southwestern Medical

CenterValero Energy CorporationVerizon Communications

Inc.WalgreensWalmart IncWaste ManagementWells Fargo & CompanyWindstream HoldingsWyndham Destinations

During this Pride month and every month, Nationwide celebrates the unique differences that make our workplace and communities great. That’s why we’re intentional about creating an inclusive culture where our associates are heard, valued and respected—and can bring their whole selves to work each day.

nationwide.com/diversity

Nationwide, the Nationwide N and Eagle and Nationwide is on your side are service marks of Nationwide Mutual Insurance Company. © 2021 Nationwide CPR-1163AO (06/21)

Always on your side

Top LGBTQ+ Friendly Employers

During this Pride month and every month, Nationwide celebrates the unique differences that make our workplace and communities great. That’s why we’re intentional about creating an inclusive culture where our associates are heard, valued and respected—and can bring their whole selves to work each day.

nationwide.com/diversity

Nationwide, the Nationwide N and Eagle and Nationwide is on your side are service marks of Nationwide Mutual Insurance Company. © 2021 Nationwide CPR-1163AO (06/21)

Always on your side


Top Colleges and UniversitiesArizona State UniversityBoston CollegeBoston UniversityBrandeis UniversityBrown UniversityCalifornia Institute of TechnologyCalifornia State Polytechnic

UniversityCalifornia State University,

Dominguez HillsCalifornia State University, FresnoCalifornia State University, FullertonCalifornia State University, Long

BeachCalifornia State University, Los

AngelesCalifornia State University, NorthridgeCalifornia State University,

SacramentoCalifornia State University, San

BernardinoCarnegie Mellon UniversityCase Western Reserve UniversityClemson UniversityCollege of William & MaryColumbia UniversityCornell UniversityDartmouth CollegeDuke UniversityECPI UniversityEmory UniversityFlorida Atlantic UniversityFlorida International UniversityFlorida State UniversityGeorgetown UniversityGeorgia Institute of TechnologyHarvard UniversityIndiana University, BloomingtonJohns Hopkins University

Lehigh UniversityMassachusetts Institute of

TechnologyMercy CollegeMontclair State UniversityMorgan State UniversityNew Mexico State UniversityNew York UniversityNorthwestern UniversityOhio State UniversityPennsylvania State University,

University ParkPrinceton UniversityPurdue University–West LafayetteRensselaer Polytechnic InstituteRice UniversityRutgers University–New BrunswickSan Diego State UniversitySan Francisco State UniversitySan Jose State UniversityStanford UniversityTexas A&M International UniversityTexas A&M University, College

StationTexas State University, San MarcosTexas Tech UniversityTufts UniversityTulane UniversityUniversity of ArizonaUniversity of California, BerkeleyUniversity of California, DavisUniversity of California, IrvineUniversity of California, Los AngelesUniversity of California, RiversideUniversity of California, San DiegoUniversity of California, Santa

BarbaraUniversity of California, Santa Cruz

University of Central FloridaUniversity of ChicagoUniversity of ConnecticutUniversity of FloridaUniversity of GeorgiaUniversity of HoustonUniversity of Illinois, Urbana

ChampaignUniversity of Maryland–College ParkUniversity of Massachusetts, LowellUniversity of MiamiUniversity of Michigan, Ann ArborUniversity of Nevada, Las VegasUniversity of New MexicoUniversity of North Carolina, Chapel

HillUniversity of North TexasUniversity of Notre DameUniversity of PennsylvaniaUniversity of RochesterUniversity of South FloridaUniversity of Southern CaliforniaUniversity of Texas at ArlingtonUniversity of Texas at AustinUniversity of Texas at BrownsvilleUniversity of Texas at San AntonioUniversity of Texas El PasoUniversity of Texas Pan AmericanUniversity of Texas–AustinUniversity of VirginiaUniversity of WashingtonUniversity of Wisconsin, MadisonVanderbilt UniversityWake Forest UniversityWashington University in St. LouisYale University

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Top Colleges and Universities

LIFELONG INNOVATORS

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for STEM StudentsBENEFITS INCLUDE:

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One of the most common interview questions is some version of “why do you want this job?” or “why do you

want to work here?” How you answer that question can be a significant factor in whether you get the job because the employer wants to know if you will add value and be a good fit for their organization. They want to know why you like the position and why you like their company. So how should you prepare to answer that question?

Sometimes it helps to think of the flip side of this question. Ask yourself, “Why would this company want to hire me?” In other words, think more about what you have to offer, and how you could make an impact rather than why getting the job would benefit you. There are 3 factors that most employers are looking for in your answers. They want to know: (1) that your experience and skills qualify you to do the job; (2) that you have researched their organization and are enthusiastic about its product, service or goals; and (3) that you align with the company’s values.

Match Your Skills with the Position

If you have previous work or volunteer experience that is a good fit for the company or position, be ready to discuss that as well as why you enjoy the type of work the company does. If your skills match up well, you can shine when you are asked why you want this job.

If your work skills don’t necessarily match perfectly, maybe your soft skills do. Does the person in this position communicate with the public? If that is something you enjoy, you can focus on that aspect of the position and share your experience. Do you enjoy problem solving at work? Again, if it fits, describe how you’ve solved problems on the job or with a group before.

Why Do You Want This Job?

CAREERS

www.hnmagazine.com | HISPANIC NETWORK MAGAZINE 21

Express Your Interest and Enthusiasm for the Company

Before you landed the interview, you did your homework and checked out the company culture, right? Learning about the organization you’re interviewing with is key, but this includes more than just knowing what the organization does. You’ll also want to know about its leadership, culture, employees, stakeholders and competitors. By being well informed, you’ll make a good impression on an interviewer. You will also learn whether the organization is a good match for you.

When you make it to the interview, share what caught your eye about either the company or the position. Maybe the position is a good fit or the company’s mission is something you can support.

Think About Your Career Goals

Are you applying for an entry-level position in a field you’re really interested in? Are you making a career change, or do you want to apply the skills you’ve gained to a new type of position? While you don’t want to sound like you’ll only stay in this position for a short time, you can discuss where you see yourself in the future and how the knowledge you can gain from this position can help you get there. This is also a great time to discuss why you picked this company. Asking about growth opportunities and career development show you’re interested in investing in the employer for a longer time. Source: Ticket to Work


CAREERS

AFCivilianCareers.com/HN | #ItsACivilianThingEqual Opportunity Employer. U.S. citizenship required. Must be of legal working age.

As a Civilian employee at Air Force Civilian Service (AFCS), you may not pilot the aircraft, but you’ll be in a position to drive change and innovation like few other careers can o� er. Here, your expertise, ingenuity, and cultural perspectives will have an immediate impact, working alongside our men and women in uniform, helping the U.S. Air Force carry out its important mission.

Whether it’s spearheading the innovation that allows the Air Force to be ready at a moment’s notice or developing and maintaining the equipment and facilities that make it all possible, behind every mission—every milestone, and every Airman, there’s someone like you.

CAREERS THAT NOT ONLY PUT YOU ON THE LEADING EDGE OF INNOVATION, BUT IN ITS DRIVER SEAT

Leaving an institute of higher education and moving on into the workforce isn’t always easy, especially on the cusps of

the end of a worldwide pandemic. But it’s never impossible to make yourself stand out and to find the right opportunity for your desired career path. Here are six ways that job expert Michael Altshuler suggests for new graduates looking to get into the field:

Create your own experienceIf you have no work experience, trying alter-native routes to creating some. A great place to start is volunteering. This looks great on a resume, and it is also a great place to start net-working. Include any skills that you learned in school or elsewhere. Create independent proj-ects. Whether it is a school project, such as a report that somehow relates to the industry, or something you make yourself such as a video or power-point presentation, having tangible evidence of skills can help. Take your time on it and make it look professional before you show it to a potential employer.

Focus on your people skillsNew grads with little real-world experience can make a huge impression with their great people skills. Not only does this show how you will interact with customers, it also says a lot about your personality, how you handle stress and how you might react when the going gets tough. A few great people skills to work on are kindness, humor, caring, humble-ness, honesty and being inquisitive.

Mirror the job description (in your resume and application)or many jobs, the recruitment process begins with an algorithm that selects applications based on keywords. Try to include as many of the keywords from the job description in your resume as you possibly can without outright copying and pasting (remember, a human will probably look at this at some point, so don’t be too clever about this). For instance, if a job posting says something about indepen-dent workers who can manage their time well, include something about that in your applica-tion and resume as personal strengths.

Research, research, researchDon’t think that just because you have gradu-ated you don’t need to study anymore. One of

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6 Ways New Grads Can Standout and Land that First Real Job

the best ways for inexperienced applicants to standout is to do research on the company to which they are applying. Demonstrating that you already have a familiarity with both the operations and the values of the company when you walk into an interview shows that you have the interest, initiative and innovative spirit that will make you a valuable addition to the team.

Be Networking (all the time)Let’s face it, job seeking, like life, isn’t always fair. Even with the best written cover letter, a resume without a lot of experience on it may find its way to the bottom of the pile of can-didates quickly. Submitting resumes is not always enough; sometimes you need a per-sonal connection to get your foot in the door. Begin by slipping your job-seeking quest into every conversation. Promote yourself without bragging. You might be surprised how fast someone will turn up who is either looking to fill a position themselves or knows someone else who is.

Be honest but optimisticAs a new grad, the interviewer doesn’t expect you to know everything. Sometimes an hon-est “I don’t know” is better than trying to fake your way through and make things up. A lot of employers will ask unexpected questions to gauge how a person reacts to unfamiliar situ-

You know Michael Altshuler from the hit TV show American Gladiators. Today, he’s known as the Job Gladiator and helps frus-trated job seekers get hired fast. He is also the author of The Job Gladiator Battle Plan and host of the host of The Job Gladiator Podcast.

ations. Whatever is asked, stay calm. Answer as best you can and remember that this is to see how you react. Remain optimistic and answer in the way that shows that you can keep cool under pressure.

AFCivilianCareers.com/HN | #ItsACivilianThingEqual Opportunity Employer. U.S. citizenship required. Must be of legal working age.

As a Civilian employee at Air Force Civilian Service (AFCS), you may not pilot the aircraft, but you’ll be in a position to drive change and innovation like few other careers can o� er. Here, your expertise, ingenuity, and cultural perspectives will have an immediate impact, working alongside our men and women in uniform, helping the U.S. Air Force carry out its important mission.

Whether it’s spearheading the innovation that allows the Air Force to be ready at a moment’s notice or developing and maintaining the equipment and facilities that make it all possible, behind every mission—every milestone, and every Airman, there’s someone like you.

CAREERS THAT NOT ONLY PUT YOU ON THE LEADING EDGE OF INNOVATION, BUT IN ITS DRIVER SEAT6

Ways New Grads Can Standout and Land that First Real Job


CAREERS

Building a futureto smile about

Colgate-Palmolive is a $15.5 billion global company. Since 1806, we’ve been creating products that build brighter futures for everyone – our consumers, employees, partners and the communities we call home.

We are truly global. Our diverse backgrounds and perspectives help us respond to the needs and aspirations of the many millions of people we serve worldwide. We work together globally to perform at our best locally, always with unwavering integrity.

We see every day as an opportunity to improve on the last. We harness the latest advances in science and technology to deliver innovative products and advance the way we make and deliver them.

If you would like to learn more about Colgate-Palmolive, please visit our website at www.ColgatePalmolive.com.

Colgate is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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Public coverage of systemic racism has challenged businesses to promote cul-tures of inclusion, often utilizing allies

who serve as collaborators to support histori-cally underrepresented individuals and com-munities. But along with that comes a need to understand the complex issues required to become an advocate for change, according to a report from Bentley University’s Center for Women and Business (CWB). Elevating Allyship in the Workplace highlights relevant research and interviews with diversity, equity and inclusion thought leaders, employees and executives to present best practices for creating an inclusive workplace.

“The report establishes the need for ally-ship through data that highlights the lived experiences of workers with unique identities, including race, ethnicity, gender, disability, age and LGBTQ+ status,” CWB Executive Director Trish Foster says. “It delves into complex issues that are central to effective allyship including white privilege, systemic racism, performative allyship, the role of fear and Intersectionality.”

Foster notes that the report specifically explores allyship approaches for those who are Black and Asian American while also including strategies for those who want to be white allies for racial justice and male allies for gender equity. It also explores LGBTQ+ allyship and advocacy for disability, including mental health.

The benefits of an inclusive work culture

Discouraging data from LeanIn.Org indi-cates that, “despite an overwhelming major-ity of white employees seeing themselves as allies, less than half of Black women and only slightly more than half of Latinas feel they have strong allies at work.”

Deloitte research suggests that “allies might be the missing link” in creating inclusive organizations. Employees in organizations with cultures of inclusion and allyship report feeling greater happiness and are more likely to go above and beyond for their employers: They are 50 percent less likely to leave; 56 percent more likely to work to improve their performance; 75 percent less likely to take a sick day; and up to 167 percent more likely to

Allyship is Key to Creating Inclusive Workplaces

recommend their organizations as great places to work.

Allyship is necessary for psychological safety. Research from Deloitte concludes that, “teams where workers feel psychologi-cally safe bringing their views to the table, and where their relationships with other team members are strong enough to allow them to do so in an assertive yet constructive way, will be well positioned to engage in produc-tive friction — the ability to draw out conflict

and learn from disagreements to generate new insights.”

Barriers to effective allyshipThe CWB report cautions that a significant

hurdle to progress is performative allyship, which occurs when individuals or organiza-tions share information about inequities but don’t take authentic action to make change. Examples include posting social media pieces on racial justice without further action to press

Building a futureto smile about

Colgate-Palmolive is a $15.5 billion global company. Since 1806, we’ve been creating products that build brighter futures for everyone – our consumers, employees, partners and the communities we call home.

We are truly global. Our diverse backgrounds and perspectives help us respond to the needs and aspirations of the many millions of people we serve worldwide. We work together globally to perform at our best locally, always with unwavering integrity.

We see every day as an opportunity to improve on the last. We harness the latest advances in science and technology to deliver innovative products and advance the way we make and deliver them.

If you would like to learn more about Colgate-Palmolive, please visit our website at www.ColgatePalmolive.com.

Colgate is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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CAREERS

EOE • BimboBakeriesUSA.com • [email protected]

Please visit us at Careers.BimboBakeriesUSA.com

With Enriching Work

Although you know our brands, you may not know

us. We’re Bimbo Bakeries USA, the leading baking

company in the United States, and we are excited

to offer professional and personal opportunities to

Feed Your Life!

At Bimbo Bakeries USA, we are proud to foster

a culture of safety, trust, teamwork and support,

rooted in respect for the person. We are committed

to product innovation and delighting consumers’

taste buds every day. Our organization embraces

diversity, inclusion and the characteristics and

experiences that make us different. We care about

our communities, the environment and your wellness.

Our company offers volunteer opportunities,

sustainability initiatives and programs to support

healthy lifestyles.

®®®

for change or making statements of anger about current examples of social injustice without following up to learn more about the underlying historic, systemic issues.

A barrier to employees becoming allies is personal discom-fort. But the good news is that there are ways to lean into that discomfort:

� Learn more about people with different identities such as gender, LGBTQ+ status, race and religion without putting the onus on underrepresented peers and friends.

� Think about intersectionality and how it impacts others’ lives. � Read, watch documentaries, and listen to podcasts to learn about people’s unique identities.

�Work through potentially defeating concerns and fears with other would-be allies.

Best practices to create an organizational allyship program

“If you are developing an organizational program, leverage proven best practices and view the journey as an iterative pro-cess, allowing for trial and error along with transparency about mistakes,” Foster says. “Take a flexible approach and recognize that even the most sophisticated organizations face challenges when it comes to allyship and inclusion.”

Best practices to elevate workplace allyship include: � Embed an organizational culture of safety; the tone from the top is critical.

� Adopt the practice of non-judgmental dialogue that allows employees voices to be heard.

� Admit mistakes, apologize, and work to correct them as you move forward.

� Learn how to distinguish between intent and impact and be willing to discuss it.

� Celebrate the success of allies and underrepresented individuals.

�Make a public commitment to allyship as an organization. � Prioritize employees before profits and ensure that branding, client relationships and vendor agreements emphasize inclusion.

� Ensure accountability on teams and among leadership. One example is establishing a diverse personal advisory board that gives leaders regular feedback.

� Utilize an assessment tool to measure the effectiveness of your organizational and individual allyship initiatives.

� Recognize the challenges of a virtual environment, which requires more intentional allyship and sensitivity to those struggling or feeling excluded in a remote setting. Virtual drop-in times, for example, could give employees a chance to connect more spontaneously with managers and each other.

Foster says that while the CWB report highlights numerous allyship strategies and approaches to create an inclusive work-place, individual actions are key to success. “All allies should work to amplify others’ voices and engage in brave dialogue. Try to move beyond performative allyship; true allies use their power, skills, knowledge and relationships to advocate for change. It’s not easy but change seldom is.”Source: Bentley University; Gloria Cordes Larson Center for Women and Business

remarkable impact on people’s lives

We work to make a

At AbbVie, we combine our science, expertise and passion to solve today’s most pressing health challenges. Our culture is rooted in equity, equality, diversity and inclusion. It’s fundamental to who we are and how we do business. We are strongly committed to the value of diverse perspectives, an inclusive culture and treating all employees with dignity and respect.

“ AbbVie gives all employees a voice and platform to be heard and opportunities for professional and personal growth.”

Explore our careers at abbvie.com

Cylia TrocheFinance Manager & Head of AHORA Employee Resource Group, AbbVie

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remarkable impact on people’s lives

We work to make a

At AbbVie, we combine our science, expertise and passion to solve today’s most pressing health challenges. Our culture is rooted in equity, equality, diversity and inclusion. It’s fundamental to who we are and how we do business. We are strongly committed to the value of diverse perspectives, an inclusive culture and treating all employees with dignity and respect.

“ AbbVie gives all employees a voice and platform to be heard and opportunities for professional and personal growth.”

Explore our careers at abbvie.com

Cylia TrocheFinance Manager & Head of AHORA Employee Resource Group, AbbVie

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If anyone would have told me when I grew up in Mexico City that one day I would become the leader of a large multi-national

organization, I would have probably laughed in disbelief.

Thanks to our company’s immense support, today I find myself as ON Semiconductor’s Vice President of Global Assembly and Test Operations. I lead nine advanced semiconductor manufacturing factories across four countries (China, Malaysia, Philippines and Vietnam), with oversight responsibility of 19,000 employees and over five billion dollars per year revenue generation.

My multi-national growth journey began in 1993 when I was a junior engineering student at Universidad Autonoma Metropolitana in Mexico City. That was the year I decided to expand my horizons and dream big. I realized that the best option to propel my career forward was to pursue further education at a prestigious graduate institution in the United States. I was blessed to secure a full-ride Fulbright scholarship sponsored by the U.S. Institute of International Education and Mexico’s Consejo Nacional de Ciencia y Tecnologia (CONACYT).

In the fall of 1994, I enrolled into the master of science in engineering program at the University of Texas at Austin.

Transitioning to an extremely demanding graduate education program in the U.S. forced me to drastically enhance my English proficiency, quickly adapt to a very different educational model and supplement my understanding of advanced engineering concepts. Many times, I felt overwhelmed by the academic and cultural adaption challenges, but I always looked forward with a firm determination to succeed and make my entire family proud.

In late 1995, I was approached by Motorola Corporation with an opportunity to join a

semiconductor manufacturing facility in Guadalajara, Mexico. This was part of a young talent program aimed at the development of a highly qualified and diverse pool of future leaders. I immediately jumped on the opportunity and joined Motorola de Mexico in February 1996.

For the subsequent six years, I found myself immersed in an amazing accelerated career development process that allowed me to travel the world engaging competitive companies in materials technology development programs. I leapfrogged through multiple levels in the organization, enrolled into a prestigious Executive Master in Business Administration program and became a key strategic member in the spinoff of Motorola’s Semiconductor Components Group into a new company.

I was very pleased to see that our new company, ON Semiconductor, was set up mimicking the strong foundational model of business ethics, diversity and respect that we inherited from Motorola. Unfortunately, it was not long before adversity hit at the end of 2000 when the dot-com market bubble burst. Within months, the entire semiconductor industry fell

into a deep recession. By March 2001, the company had made the decision to shut down operations in Mexico and I was asked to become General Manager and lead the factory shutdown. This

was perhaps the most emotionally taxing assignment in my career, but personally

also an opportunity to rapidly broaden my experience and solidify my professional maturity.

In early 2003, I was offered the opportunity

to permanently relocate to our headquarters in Phoenix, Arizona. While a bit apprehensive at first, I was quickly amazed to find myself in an environment where I was treated as equal, judged solely on my professional capabilities and never stigmatized for being a Hispanic immigrant. I was able to quickly adapt to the American culture while always staying true to my Mexican heritage.

In 2013, I accepted a new challenge to go on an international assignment to lead our Malaysia manufacturing operations. I found myself immersed in a new level of diversity complexity. Malaysia is a melting pot where Malay, Indian and Chinese ethnicities; and Muslim, Hindu, Buddhist and Christian religions have found a way to almost seamlessly integrate into a harmonious society.

This has further expanded my appreciation for the immense value of diversity in our societies and our organizations. Understanding and respecting other cultures can open the doors to a new world of experiences and opportunities. And above all, I believe the most valuable currency of a leader is his/her ethical behavior.

I am immensely grateful for such an amazing career at ON Semiconductor. Despite many job opportunities knocking on my door along the years, I am still here because I put very strong weight on the fundamental ethical principles and core values that we observe. Our core values of initiative, integrity and respect are not just a slogan, but a way of life. I will continue to pay it forward by promoting the development of a young and energetic diverse workforce around the world.

Twenty-Five Years of a Dream Come True By Jose Hernandez Lopez, vice president of global assembly and test operations, ON Semiconductor


CAREERS

Dreams do come true.

Verizon is an equal opportunity/disability/vet employer

At Verizon, the pursuit of your ambitions can take you far.

From El Salvador to the United States, Ricardo’s story has unfolded in exciting ways. Today, he’s most grateful for the ability to grow his career as a Sales District Manager, while also growing his family. Throughout his career at Verizon, benefits like training, adoption assistance and parental leave have supported him in achieving his dreams. As a member of the LGBTQ+ community, Ricardo finds great reward in being able to work with an employer that celebrates differences and empowers every V Teamer. For him, this is “what makes Verizon such a beautiful place to work.”

Scan the code below to see Ricardo tell his story. Then, explore our empowering culture and opportunities at verizon.com/careers.

Scan to learn more.verizon.com/militarycareersData usage applies for QR Code download/use.

Sales District Manager Ricardo G., left, with his partner and their son.

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Have you thought about freelancing, or already started to build your freelance skills and business network? Here’s some food for thought on aspects of freelancing to consider.

Freelancing, definedA freelancer, or freelance worker, is self-employed, sells their work

or services by the hour, day or project, and may work for more than one employer at a time, or different employers sequentially, for short terms.

Why freelance?Freelancing appeals to some people as a means to use their unique set of

talents fully, in ways they can’t seem to do in a standard job. Some like the independence of setting their own schedule, taking time off when needed, and working extra hours when they have the time. Others like the opportunity to earn a higher hourly rate of pay than they could as an employee. Some people get into freelancing after a layoff, quitting — or being fired from a job. They may want a break from the obligations of regular employment, have a hard time finding a job, or just need an immediate income source.

How freelancers find jobsIt’s common to build a freelance career over time, establishing

relationships with clients and developing a network of business contacts that can provide leads for projects and freelance jobs. Reputation is key, as word of mouth referrals are like gold f o r freelance work. Freelance work may be posted on major job websites as well as on niche freelance work sites for writers, designers, developers and coders, photographers, marketers and more. Social media may be especially helpful for digital media freelancers and for outreach to develop contacts and establish links to your portfolio.

The productAs a freelancer, you will benefit from having an articulate, clearly-defined

brand that communicates who you are and what you offer an employer. It’s important to know:

�What is your unique skill set? � Are there passions that freelancing will allow you to express, explore, and expand?

�What are the work environments you understand, in which you thrive and to which you are able to make an immediate contribution?

� How will you keep up in your field to continue to offer in-demand skills?Most freelancers have a targeted skill set they’re marketing, so

maintaining and refreshing that skill set needs to be part of the plan. Look for ways to keep your skills sharp such as sources for free or low-cost classes and software instruction or consider a skill training swap with someone who knows something you’d like to learn. Community college classes and certifications may be good options. Teaching your skills is another way to keep them sharp and build your reputation as an expert in the field.

Your product may best be communicated through a portfolio of your work — considered essential for most freelancers, so keep a record of your

Thinking About Freelancing?

Dreams do come true.

Verizon is an equal opportunity/disability/vet employer

At Verizon, the pursuit of your ambitions can take you far.

From El Salvador to the United States, Ricardo’s story has unfolded in exciting ways. Today, he’s most grateful for the ability to grow his career as a Sales District Manager, while also growing his family. Throughout his career at Verizon, benefits like training, adoption assistance and parental leave have supported him in achieving his dreams. As a member of the LGBTQ+ community, Ricardo finds great reward in being able to work with an employer that celebrates differences and empowers every V Teamer. For him, this is “what makes Verizon such a beautiful place to work.”

Scan the code below to see Ricardo tell his story. Then, explore our empowering culture and opportunities at verizon.com/careers.

Scan to learn more.verizon.com/militarycareersData usage applies for QR Code download/use.

Sales District Manager Ricardo G., left, with his partner and their son.

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CAREERS

We are committed to fostering a culture of belonging, where diversityis celebrated and inclusion is the norm. We believe that an inclusiveand diverse workforce helps fuel scientifi c innovation and is fundamentalto our mission of serving patients around the world.

OUR DIFFERENCESLEAD TO BETTER SCIENCE.

Juliana C.Senior Marketing Manager, Bone Health

I’m proud to work at a company thato� ers me a safe environment that makesme comfortable being myself – it bringsme such a feeling of peace and freedom.”

projects, publications, a client list, successes and accomplishments to include.

Costs for freelancersFreelancers need to be aware of the costs

of providing health insurance, retirement, and other benefits for themselves. For some, this may be the deciding factor in whether they can afford to freelance. Freelancers also forego unemployment insurance, so during gaps in employment, you are on your own. You may want to establish a reliable fallback income stream, such as a job you can easily pick up when needed.

Freelancers may also need to pay for their own equipment, tools and other gear. But unless items are essential for a particular project, you may build up your tool kit over time.

Keeping a balanceEmotional support is a factor that some

freelancers neglect to consider until its absence is felt. Many employees who work in teams and have longevity in a job develop close relationships with coworkers. This may not be part of a freelancer lifestyle, so you may want to take an honest look at how your social needs will be met by other means. Options

could include joining freelancer networking groups, scheduling regular meetings with friends or establishing yourself as a regular at a gym, favorite coffee shop or volunteer gig.

Employers may have unrealistic expectations of freelance workers and impose

workloads and deadlines that leave little time or energy for a life outside of just keeping up. In cases like these, freelancers may need to assert their conditions to make the work sustainable.Source: CareerOneStop

FAMILYMEANSEVERYONEWe have always believed in a world with more opportunity;a world where all people are given fair and just chances to reach their highest potential.

To learn more about opportunities at SCJ, please visit jobs.scjohnson.com or drop us an email at [email protected]

FAMILYMEANSEVERYONEWe have always believed in a world with more opportunity;a world where all people are given fair and just chances to reach their highest potential.

To learn more about opportunities at SCJ, please visit jobs.scjohnson.com or drop us an email at [email protected]


CAREERS

In today’s workplace, 64 percent of employees favor changing jobs several times throughout their career, and when narrowed down to just millennials, that

percentage jumps to 75 percent. For the most part, long gone is employee loyalty when a person spent their entire working life with the same company…many times in the same job! Today’s frequent change

Is Job Hopping Good for Your Career?By Ron Kness

WMATA is an equal opportunity employer.All qualifi ed applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by applicable federal law.

Your new career starts here.

Visit wmata.com/careers for more information about allthe employment opportunities at Metro.

Competitive pay, excellent benefi ts and the opportunity

to improve the lives of people in the National Capital Area

make Metro a great place to further your career.

Diversity is the driving force behind our workforce

Where passion meets purpose.

The things you’ll do at Walgreens are the things that will make a real difference in our communities. For nearly 120 years, we’ve been the neighborhood go-to for all of life’s essentials. And ever since our doors opened, we’ve been innovating, evolving and making pharmacy and retail better. So no matter where you join us – in our stores, distribution centers or Chicago HQ – your work will bring more health and happiness to people’s lives. Including yours.

Find your perfect role. jobs.walgreens.com

Walgreens recognized as a Top Employer, Top Supplier Diversity Program and Top LGBTQ+ Friendly Company.


B2B SUPPLIER DIVERSITY

of employment is known as job hopping. But even with a high percentage of people favoring job hopping (defined as spending two years or less in a position) it is good for your career?

PROS OF JOB HOPPINGThe answer is it can be, and people cite many reasons they chose to

change jobs often. Reasons cited include: � Getting out of a negative work situation � Increasing salary � Positioning for a better promotion � Learning new skills � Keeping competitive in a changing work environment � Challenging self to move outside a comfort zone � Increasing professional network � Preventing boredom

CONS OF JOB HOPPINGHowever, there are also a few reasons why it is not a good thing to job

hop: � Hiring managers may not want to take a chance on you if you have a track record of moving every two years or less; five job changes in the last ten years on your resume will raise a red flag.

� It can weaken your resume if you have many different work experiences in a short period of time.

� Your resume shows a wide breadth of skills, but not much depth. � Starting over with each new job, learning new processes and procedures specific to that company may be exciting with the first few

job moves, but it gets old after a few times. � Uncertainty of future employment � Hitting a salary plateau

SALARY INCREASES HIT A WALL EVENTUALLYIf your job hopping just to increase your salary, eventually you can

wind up with nowhere else to go. Moving very quickly up the salary lad-der means that you will hit a plateau at some point. The challenge is to avoid being overpriced for the market. So, if you could be missing the skills, education or experience necessary for your next move in order to get the expected salary.

If you move too fast, you won’t have a long-term track record of results. With experts saying it takes at least six months for a newly-hired individual to become productive at their job, moving every two years or less does not leave much time to show what a person can do over time. You may excel in the short-term, but make sure you’re thinking about your long-term track record.

TRACK RECORD IS IMPORTANTBecause hiring, onboarding and training employees is expensive, com-

panies are reluctant to hire someone that has a track record of changing jobs every two years or less. While it can be desirable to change jobs, it should be done for the right reasons and at the right point in one’s career. In the long run, too much job hopping can negatively affect your career instead of enhancing it.Source: ClearanceJobs

© 2020 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. RHI-0720

We’ve helped millions of professionals find jobs where they fit, feel valued and thrive.

Let us help you open doors to new opportunities. Visit roberthalf.com/careers.

FIND PURPOSE, NOT JUST A POSITION

Call 1.855.548.1899 | roberthalf.com


CAREERS

If you’re looking for a job right now, then there’s a good chance you’re interviewing remotely. There are some upsides to this –

there’s no traffic to endure, you can reference your resume or notes without being obvious and you have the same access to any position no matter where you’re located in the country.

But there are also some serious downsides. From technical problems and unplanned dis-ruptions to appearing distracted or unprepared, there are many ways a virtual interview can go awry.

Below are a few tips to help you best prepare and turn your next online interview into a solid job offer:

A Clean & Simple SpaceYou don’t need to rearrange your entire

house – just find a spot that’s clean, uncluttered and free of distractions. You can also use a vir-tual background instead of putting yourself in front of a messy bookshelf or cluttered living room. Keep in mind that contrary to previous research, unconscious biases are less likely to creep into the decision-making process when candidates have a clean backdrop. Studies show that 97 percent of recruiters prefer virtual backgrounds of office settings over beaches, mountains or outer space.

Prepare For the Unexpected

It’s quite common for recruiters to ask can-didates for examples of their most impactful work during a job interview. Don’t let this unnerve you or leave you unprepared. Create a Word document or a printout of notes with bullet points that highlight a few projects or accomplishments that you want to share. You can sort your projects under a few head-ers: accomplishments, research and volunteer work. The goal is to refer to your notes mini-mally, so it’s best to keep these to a single page.

How to Nail a Virtual Job Interviewby Kat Castagnoli

NOW HIRING FOR MULTIPLE POSITIONS: CDL & Non-CDL Driver Dispatchers General Yard Support

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Rehearse Your ResponsesIn a virtual interview, your body language

counts for a lot. One study found that 89 per-cent of successful candidates used wide hand gestures for big and exciting points, while moving their hands closer to their heart when sharing personal reflections. To better connect with your interviewer, be sure to keep an open posture and remember not to cross your arms. Look into your webcam, not at your reflec-tion, and frame yourself in a way where you are not too far from the camera – no more than two feet. Be sure to make your head and top of your shoulders dominate the screen and most importantly, look directly into the camera whenever you are speaking.

Spark Conversation & Ask Questions

There’s always an opportunity to ask ques-tions about the office and culture in a job inter-view, but when you’re interviewing remotely, you will probably have a lot more questions than usual. Whatever you’d like to know, be sure to ask. The recruiter will appreciate your curiosity and interest in the company.

Good questions to ask include the kind of technology you’ll have access to when work-ing remotely, if you’ll be working in a hybrid team or how success is measured at the com-pany. Studies have shown that 85 percent of successful candidates who asked these kinds of questions did so to demonstrate their val-ues and priorities, while at the same time, revealing vital bits of information about their personality.

For example, if you asked, “Do you have a flexible work policy?” you could bookend your question with something like, “I’ve been volunteering at a local shelter twice a week, and it would be great to be able to continue doing that.”

Lastly, don’t monopolize the conversa-tion. It should have a natural ebb and flow. Listening carefully and asking insightful questions demonstrates your interest and lets the interviewer know you’ve come prepared and done your homework.

For the time being, remote hiring is here to stay. And while there are many benefits, you need to do your part to ace this relatively new process. While trousers may be optional, being prepared and ready for the unexpected is not.

www.txdot.gov/careers

“Of the

72% of job candidates we observed, the majority

(around 70% )appeared to be distracted, failed to engage their recruiter in a meaningful way, or seemed as though they were reading from a script.”


DIVERSITY & INCLUSION

About the U.S. Hispanic PopulationHispanics and Latinos are the second-

largest minority group. They account for close to 17 percent of the national population. According to the Utah Department of Health, between 2000 and 2010, this population expe-rienced a 78 percent growth rate.

For context, what does the term “Hispanic” mean? According to the Utah Department of Health, “Hispanic or Latino” is a category that includes anyone who traces ancestry to Latin America, Spain or Spanish “culture or ori-gin.” About 40 percent of Hispanics/Latinos are foreign-born. Hispanics/Latinos are much more likely than any other cultural group to speak their native language in the home.

The Power of Hispanic Inclusion in the Workplace By Gabriela Benitez

Furthermore, to understand your Hispanic workforce, you need to understand their background and where they are coming from. Almost all of the Latino countries your employees come from work in a universal healthcare system — where healthcare is a government system. That means they are coming to America and are forced to learn a completely different healthcare system.

Hispanic Inclusion in HealthcareFirst, understand why they don’t want

to participate in or pay for something they don’t understand. This is why education is so important. Employees need to be educated on what they are getting and why it is beneficial

to them. It is easy for things to get lost when you move from a in person system to digital everything.

Second, consider getting help from a native Spanish speaker or as a last resort a transla-tor. As a result, this person will make sure employee benefit options are being under-stood in language and cultural context. It is hugely helpful to do customized education with a native Spanish speaker.

Here are a few things they can explain to employees:

� The benefits of having healthcare. They can create a story and give them drastic examples. Highlight the employer contribution towards their premium.



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Gabriela Benitez, Senior Benefits Advisor at Diversified Insurance, has been recognized as the “Business-person of the year” by the Utah Hispanic Chamber of Commerce and by Latino magazine as the healthcare guru. She shares insights as a native Spanish speaker on how business leaders can bet-ter include and connect with their Latino workforce.

� How to best use their healthcare plans; preventive services, urgent care vs emergency visits.

�Make sure they understand the situations that they can get into.

� If anything, drastic was to happen to them or their loved ones, they would learn different scenarios.

� How much everything costs, like emergency room visits.

Educating Your Hispanic Workforce If you can educate employees and include

them, rather than isolating them, it will make a big difference. Bring a translator. It helps to make them feel valued and like the company wants them to be in the know about what is going on. Educating employees in their own native language is key to making the informa-tion pertinent to them.

As far as employee benefits, it’s a great strategy to have separate meetings. One meeting with English speakers and another separate meeting for native Spanish speak-ers. They are more likely to engage and ask questions with a translator present than they would in a combined group setting. If you are having a companywide meeting discussing something other than healthcare, it’s fine to

combine, but helpful to have a translator there to facilitate communication.

Diversity & InclusionThere are a lot of companies that focus on

diversity and inclusion and many ways you can approach it. For example, one company set up a Spanish class so they could learn to better communicate with employees. In addi-tion, instead of celebrating Cinco de Mayo, research the Hispanic independence days of where your employees are from and put together some type of celebration. Similarly, birthday acknowledgments are highly impor-tant in Latin culture and correct name pronun-ciation can be very meaningful.

In short, make a conscious effort to rec-ognize them on a personal level and let them know you appreciate them. For instance, trying to speak Spanish is very appreciated because it shows effort. In the same vein, lis-tening to Spanish music while working is very popular culturally because it makes people feel connected to their roots.

Resources for Hispanic Inclusion in the Workforce

Most importantly, there are many resources available to improve your relationship with your Hispanic workforce. The power of

Hispanic inclusion in the workplace cannot be overstated. If you want to engage with your employees at any level, make sure they feel included in important conversations and that you are educating them, preferably with a native Spanish speaker.

When employees understand their ben-efits, they can utilize them fully and correctly, which often leads to smaller increases and lower costs. Certainly, that is something we all want to work towards.

SAVE THE DATE!

November 2-4, 2021www.nvsbc.org

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Understanding how racism and sexism directly impact Latinas and women of color is key to solving the barriers Latinas face in the workplace and exceling economically in the U.S. It’s also key to

ensuring we can build back from the most devastating economic and health crisis of our lifetimes.

Latinas make up nearly 1 in 10 Americans and are more than 7 per-cent of the U.S. workforce, holding an important role in the country’s recovery from the pandemic. They’ve also been among the hardest hit economically, making a targeted relief and response all the more crucial.

The devastating economic fallout of the pandemic has been called “America’s first female recession,” as women largely make up the low-income workforce most heavily impacted by pandemic restrictions. Mothers also reduced their work hours four to five times more than fathers to care for children who were no longer in school, and with no viable childcare options. The economic gains made by women and Latinas as a group over the past decade were erased in the span of months as the coun-try experienced the worst financial losses since the Great Depression.

In addition to economic losses, women are also dealing with discrimi-

nation at higher rates than their male counterparts.A recent poll conducted by Hispanas Organized for Political Equality

(HOPE) in collaboration with The Center for Asian Americans United for Self-Empowerment (CAUSE) and The Los Angeles Urban League found that women across the board are significantly more concerned than men about racially motivated discrimination, physical violence, harass-ment and other forms of abuse. Latinas in particular were starkly more concerned than their male Latino counterparts.

The majority of Latinas (65 percent) worry about being verbally abused, mocked or harassed in public because of their race or ethnicity compared to 40 percent of Latino men, a 25-point difference. Women in other groups also reported higher rates of worry but with less striking differenced compared to men — a nine-point difference between African American women and men, and just a two-point difference between AAPI women and men.

Latinas are very concerned about being treated unfairly by law enforcement (71 percent very/somewhat worried compared to 56 per-cent of Latino men), being denied opportunities like jobs or housing (68

The Pandemic Recovery Requires Addressing Racism and SexismBy Helen Iris Torres, CEO, Hispanas Organized for Political Equality (HOPE)

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percent vs 53 percent of Latino men) and being a victim of violence or a hate crime (65 percent). Concern about harassment extends online, where 55 percent of Latinas worry about being criticized or harassed on social media compared to just 33 percent of Latino men.

Women of color are more likely than men to say race is important to their identity — including over half of Latinas (53 percent) who say it is extremely important. This salience of race and ethnicity as a core factor of their identity makes the sting of discrimination more strongly with a plurality of Latinas reporting they feel discriminated against because of their race or ethnicity (44 percent frequently/sometimes). These responses are an important reminder of the intersectionality of race, eth-nicity and gender and how our communities experience discrimination, violence and harassment.

Discrimination does not happen in a vacuum nor does it just impact someone’s personal life, their mental health and personal safety — which alone should deeply concern us all. It also manifests itself in deeply damaging social realities, such as the wage gap for women, which is the largest for Latinas who earned only 54 cents for every dol-lar earned by a White man in 2019. It plays out in Latinas being the least represented in corporate leadership and being severely underrepresented in elective office.

To confront the distinct challenges Latinas face in recovering from the pandemic and tackle some of the root causes of these inequities, decision-makers should focus their efforts in high-impact areas includ-ing bolstering Latina microbusinesses, ensuring accessible child-care and removing discriminatory practices in the workplace.

89 percent of Latina-owned small businesses are microbusinesses with no employees, earning $50,000 annually or less. Business activ-ity fell disproportionality among Latino-owned businesses during the pandemic (32 percent compared to 22 percent overall) undercutting the vast employment and wealth-generating potential of these enterprises. The Small Business Administration and other agencies must ensure Latina microbusiness are part of stimulus packages and recovery plans. Another central piece to ensuring Latinas can return to the workforce and regain lost footing is making child-care more readily accessible to all women.

Lastly, we must advance Latinas into leadership positions where their experiences can help shape corporate or government policy. We can do this by removing discriminatory barriers in the workplace, passing leg-islation that requires women of color are represented on publicly traded company boards and statewide commissions, and by investing in pro-grams that develop Latina leaders.

As we continue to work on creating a more perfect union, we must center the intersectional nature of these issues, and apply a gendered lens to the solutions we pose. It’s time the voices and experiences of Latinas, who are 9 percent of the American people, are heard and valued as we recover from the pandemic.

Thrive togetherDiversity and Inclusion are the principles that bind us together. At Alight we are committed to building a culture where; diversity is visible, valued and sustained, we drive awareness, accountability and community. This commitment extends to building upon the inclusivity and diversity of our suppliers whose business values are aligned with ours. We are actively pursuing diverse suppliers to ensure our suppliers provide competitively high-quality products and services. To learn more go to alight.com/supplier-diversity

Alight unlocks enterprise growth for the world’s most influential companies with future ready human capital and business solutions. Learn more at alight.com.

Helen Iris Torres is the CEO of Hispanas Organized for Political Equality (HOPE), where she leads one of the nation’s most influential Latina organiza-tions. Through her leadership she has grown HOPE from a regional organization to a national nonprofit focused on the political and economic advancement of Latinas. HOPE is a well-respected resource for information on how Latinas are faring economically and politically.

Program Manager, Bulk MDUGlobal Chair, SOMOS

Member of PRIDE

Mark Delgado

Empowering amazing people to do amazing things

Lumen is guided by our belief that humanity is at its best when technology advances the way we live and work. With 450,000 route fiber miles serving customers in more than 60 countries, we deliver the fastest, most secure global platform for applications and data to help businesses, government and communities deliver amazing experiences. Learn more about Lumen’s network, edge cloud, security and communication and collaboration solutions and our purpose to further human progress through technology at news.lumen.com.

The Platform For Amazing ThingsSM

We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, creed, veteran status, disability, medical condition, genetic characteristic or information, age, sex, gender, sexual orientation, gender identity or expression, marital status, family status, pregnancy, or other legally protected status (collectively, "protected statuses"). We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training.

Lumen

“ At Lumen my career goals are supported through mentorship and a learning platform with educational materials. This has helped me as program manager in our connected communities’ organization, where I maintain a positive relationship with our multi-dwelling and single-family home partners. Through Lumen’s ERGs, I network with coworkers I share identity with and discuss common lived experiences. This connection to others is beneficial for my mental health given the isolation experienced during the pandemic while navigating work-from-home. I am also proud to serve as the global chair for Lumen’s SOMOS ERG. Being of Puerto-Rican decent has influenced my sense of family, cultural pride, language, and sense of belonging but being Latinx isn’t my only heritage. The LGBTQ+ community has its own culture, history, and traditions and my ‘gay heritage’ has taught me resiliency when facing adversity. I’m not just a gay man, I’m a gay Latino man. Embracing the intersectionality of the two has defined me as the person I am today and my abuela’s influence has shown me I must always take the opportunity to ‘help thy neighbor’ whenever possible, at Lumen and in the community.”

Program Manager, Bulk MDUGlobal Chair, SOMOS

Member of PRIDE

Mark Delgado

Empowering amazing people to do amazing things

Lumen is guided by our belief that humanity is at its best when technology advances the way we live and work. With 450,000 route fiber miles serving customers in more than 60 countries, we deliver the fastest, most secure global platform for applications and data to help businesses, government and communities deliver amazing experiences. Learn more about Lumen’s network, edge cloud, security and communication and collaboration solutions and our purpose to further human progress through technology at news.lumen.com.

The Platform For Amazing ThingsSM

We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, creed, veteran status, disability, medical condition, genetic characteristic or information, age, sex, gender, sexual orientation, gender identity or expression, marital status, family status, pregnancy, or other legally protected status (collectively, "protected statuses"). We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training.

Lumen

“ At Lumen my career goals are supported through mentorship and a learning platform with educational materials. This has helped me as program manager in our connected communities’ organization, where I maintain a positive relationship with our multi-dwelling and single-family home partners. Through Lumen’s ERGs, I network with coworkers I share identity with and discuss common lived experiences. This connection to others is beneficial for my mental health given the isolation experienced during the pandemic while navigating work-from-home. I am also proud to serve as the global chair for Lumen’s SOMOS ERG. Being of Puerto-Rican decent has influenced my sense of family, cultural pride, language, and sense of belonging but being Latinx isn’t my only heritage. The LGBTQ+ community has its own culture, history, and traditions and my ‘gay heritage’ has taught me resiliency when facing adversity. I’m not just a gay man, I’m a gay Latino man. Embracing the intersectionality of the two has defined me as the person I am today and my abuela’s influence has shown me I must always take the opportunity to ‘help thy neighbor’ whenever possible, at Lumen and in the community.”


COVER STORY

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It seems like everyone is talking about “Yellowstone,” Paramount Network’s hit series.

John Dutton. Beth. Kaycee. Rip Wheeler.And Chief Thomas Rainwater, played by renowned

actor Gil Birmingham.It’s the role of a lifetime. And an important one. “I couldn’t be happier that there’s a Native American

that’s portrayed in an educated and powerful way. That’s more realistic of what our community does have to offer,” Birmingham has stated.

Birmingham said there are more opportunities than ever for Native-Americans to play genuine, complex characters, and that Hollywood is doing a much better job of avoiding stereotypes. What is particularly intriguing about playing Rainwater, he said, is that the chief of a reser-vation near the Dutton ranch in Montana is a contemporary character. “Yellowstone” is not a period piece.

Birmingham said the show’s creator, Taylor Sheridan, deserves plenty of credit.

“I knew Taylor would have a sensitivity with the Native world because he had a lot of interaction with them in his younger life,” he said.

A Body of TalentGil Birmingham, of Comanche ancestry, was born in San Antonio,

Texas. His family moved frequently during his childhood because of his father’s career in the military. He learned to play the guitar at an early age and considers music his first love.

After obtaining a bachelor of science degree from the University of Southern California, he worked as a petrochemical engineer. He knew that wasn’t what he wanted to do long-term; in fact, he was pursuing a side-career in bodybuilding. That’s how he was discovered. A talent scout pegged him for a Diana Ross music video. The Motown icon had hit the charts once again, this time with “Muscles.”

Next was a gig at Universal Studios, where he played Conan on the theme park’s newest attraction: “The Adventures of Conan: A Sword and Sorcery Spectacular.”

A True Warrior By Brady Rhoades

Actor Gil Birmingham speaks onstage at the American Riviera Award from at the

Arlington Theatre on February 9, 2017 in Santa Barbara, Calif. Mo Brings Plenty (L) and Gil Birmingham attend Paramount Network’s “Yellowstone”

Season 2 Premiere Party at Lombardi House on May 30, 2019 in Los Angeles, Calif.

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COVER STORY

Birmingham made his television debut on an episode of the series, “Riptide.” Since then, he has starred in more than 60 film and television productions. He co-starred alongside Academy Award nominee Jeremy Renner in Taylor Sheridan’s film, Wind River, in which he received praise for his performance as Martin Hanson. He pre-viously collaborated with Sheridan in the critically acclaimed, Hell or High Water, co-starring alongside Academy Award win-ner Jeff Bridges. Birmingham’s powerful performance in Hell or High Water con-tinues to be singled out and highlighted by notable film reviewers, and the film itself was nominated for Best Picture in the 2017 Academy Awards.

On TV, Birmingham’s powerful portrayal of Dogstar in Steven Spielberg’s six-part TV miniseries, “Into the West,” captured the attention of audiences worldwide. He has appeared in a number of other series, including “Buffy the Vampire Slayer,” “Veronica Mars,” “10 Items or Less,” “Nip/Tuck,” “Castle,” “The Mentalist,” “House of Cards” and the “Unbreakable Kimmy Schmidt.”

Birmingham is perhaps best known for his portrayal of Billy Black in the block-buster films, Twilight, New Moon, Eclipse and Breaking Dawn, based on the best-selling books by Stephanie Meyer. He most recently recurred in Freeform’s “Siren,” and TNT’s “Animal Kingdom,” and is wrapping up five episodes of the limited Netflix series, “Pieces of Her,” opposite Toni Collette.

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Actor Gil Birmingham attends the American Riviera Award honoring Jeff Bridges at the Arlington Theatre in Santa Barbara, Calif.

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Gil Birmingham attends a screening of “The Twilight Saga: New Moon” with some lucky fans at the closing night gala of the 6th Annual Red Nation Film Festival on November 18, 2009 in Hollywood, Calif.

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Actor Jeff Bridges accepts the American Riviera Award from actor Gil Birmingham onstage at the Arlington Theatre on February 9, 2017 in Santa Barbara, California. PH

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(L to R): Pete Sands, Mo Brings Plenty, Gil Birmingham, Cole Hauser, Kevin Costner, and Wes Bentley on the set of Yellowstone.

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Actor Gil Birmingham with Yellowstone co-star, Kelsey Asbille.


COVER STORY

A Worthy Foe“Yellowstone,” which is set to start its

fourth season in the fall, centers on the Dutton family, most notably, no-nonsense patriarch John Dutton (Kevin Costner). The sixth-gen-eration homesteader and devoted father must juggle running the largest contiguous ranch in the United States and dealing with a family full of problems.

Land developers, an energy company and a tribal reservation have eyes on a massive swath of Dutton’s land.

Birmingham’s Thomas Rainwater is a complicated man. He was not raised on a reservation and believed he was of Mexican descent until he was 18 and saw his adoption papers. That was, obviously, pivotal for him. He earned a master of businesses administra-tion from Harvard. He is now chairman of the Confederate Tribes of Broken Rock. He is usually the smartest guy in the room.

And he wants Dutton’s land or, as he bluntly states in the show, he wants to take back what rightfully belongs to the tribes, meaning he wants to expand the Broken Rock Reservation and keep outsiders as far away as possible.

His relationship with Costner’s John Dutton makes for must-watch TV. On one hand, the two have little in common. Rainwater is Native American. Dutton is White. Rainwater and his tribes have, over the centuries, been robbed of land, resources, wealth. Dutton is a product of generational wealth and, yes, hard work too.

On the other hand, they’re both shrewd, true to their causes, even respectful. And they’re both unflappable; it’s hard to know what they’re going to do until they do it.

“I think Taylor so brilliantly established a character that’s empowered with educa-tion, and a means by which he can operate within the guidelines of a system that’s been structured, and empowered that character, to be able to operate and reclaim the resources that have belonged to him for centuries,” Birmingham said.

It takes a great actor to play a worthy foe of the legendary Costner, but Birmingham is pulling it off.

Here are two of his more memorable state-ments to John Dutton, as tensions between the two rise:

— “Nothing we say here is going to change our goals. Our paths will always collide. We fight. One of us will win. But you’ve been a good enemy, John. A fair enemy”;

— “I will erase you from the future… see, I’m the opposite of progress, John. I’m the past catching up to you.”

“Yellowstone’s” Facebook page has a thread that starts with the question, “What

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is your favorite Thomas Rainwater moment from Season 3?

Wrote Dianne Montgomery Hocut: “I’ve enjoyed watching Thomas Rainwater scene where he is in full ceremonial headgear and dress. He has achieved honor, wisdom and power of many. Just fits him!”

Steadfast AdvocateBirmingham continues to strongly advocate

for Native American rights.

In a case, perhaps, of life imitating art, on June 25 he retweeted the Lakota Law Project (@lakotalaw): “The U.S. Department of Interior announced Wednesday the restora-tion of more than 18,800 acres of land, known as the National Bison Range, so it can be returned to Indigenous tribes in Montana.”

Native Americans in Hollywood and Native Americans in society have come a long way.

Birmingham mirrors that progress. No lon-ger is he relegated to period-piece, revisionist


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(L-R) Martin Sensmeier, Elizabeth Olsen, Gil Birmingham, Jeremy Renner, Julia Jones, Taylor Sheridan, Kelsey Asbille and Jon Bernthal arrive at the Wind River Los Angeles Premiere in Los Angeles, Calif.

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(L-R) Actors Martin Sensmeier, Gil Birmingham and Tokala Clifford attend the “Wind River” Q&A in Santa Monica, Calif.

roles. He has become one of the most authen-tic and powerful Native American voices on television, which he uses as a launchpad for his activism.

“I feel a responsibility to represent a Native character who has that strength and determi-nation,” he told IndianCountryToday.com, “that all of our ancestors, that survived what they have survived, and then to put in the con-text of a contemporary piece with that soul to come to it, and based on trying to do every-thing that he can for his people, for his rez.”

Gil Birmingham Meet And Greet at 45th Annual Seminole Tribal Fair & Pow Wow at Seminole Hard Rock Hotel & Casino Hollywood on February 5, 2016 in Hollywood, Fla.

programSUPPLIERDIVERSITY

At Hilton, we understand that when our guests travel, they want to fully experience the cultural destinations they visit. In addition, Hilton is committed to being a global brand that is more representative of the world at large and to partnerships that reflect the communities in which we all live, work and travel. As Hilton’s procurement arm, Hilton Supply Management encourages the growth and development of a diverse range of suppliers, including Hispanic-owned businesses. Through intentional and inclusive efforts to partner with diverse suppliers, HSM is helping Hilton hotels better achieve their goals of providing guests culturally authentic hospitality of the highest quality.

To learn more about our industry-leading Supplier Diversity Program, visit mysupplymanagement.com.

COMMITTED TO CULTURALLY AUTHENTIC SUPPLIER PARTNERSHIPS

PROMOTING & SUPPORTING HISPANIC-OWNED BUSINESSES

A Conversation with HSM’s Senior Manager of Strategic Accounts

To be competitive in today’s modern travel industry, hospitality companies must be working towards diversity, inclusion and authenticity. With a wealth of experience in the hospitality sector, Lissette Landestoy brings a unique set of skills to HSM and its industry-leading focus on supplier diversity. Her strength in international supply management is built on years of success in numerous areas, including negotiation, F&B, capital projects, hotel opening and conversions, budgeting and hospitality management. At HSM, Landestoy is currently leveraging her talents to support operations in the Caribbean, Central America and South America.

Why is supporting Hispanic-owned businesses an important part of HSM’s Supplier Diversity Program? HSM’s Supplier Diversity Program began a decade ago, and since then we have cultivated relationships with a number of enterprises that in the past may have been overlooked. This includes 4,900 women-, minority-, veteran-, LGBTQ-, disabled- and disadvantaged small businesses. We realize that while we’ve made great strides, with our supplier spend with these types of businesses reaching over $327 million, we still have farther to go. Supporting Hispanic-owned businesses is an important part of HSM’s commitment to doubling our sourcing from diverse suppliers by 2030.

Why does supplier diversity matter? Well, on one hand, it’s just good business. When you consider a larger pool of suppliers, the bar gets raised across the board. Inclusion promotes innovation, drives competition and increases choice. And on the other hand, from a hospitality standpoint, supplier diversity can improve the travel experience. No one wants to travel halfway across the world and encounter the same exact types of products and services they did at home. To create authentic cultural experiences, we must seek out and support products and suppliers that are regionally representative.

How are you making this happen at HSM? My primary focus is in providing support systems for the products and services supplied to our Hilton hotels in the Caribbean and Central and South America. Ensuring that these suppliers are identified, included and empowered helps us create a distinguished Hilton experience that is unique in the marketplace.

Do you have any advice for Hispanic suppliers wanting to partner with Hilton? Suppliers interested in partnering with Hilton should have potential to present their uniqueness, quality and infrastructure to support the hotels in their region. It should also be evident when introducing their company’s portfolio and capabilities that they have a diverse foundation at their organizations. Hilton is looking for its suppliers to be authentically diverse in order to be truly representative of the regions in which our properties are located. Ultimately, my advice is to be you and be proud of it!

Lissette LandestoySr. Manager, Strategic Accounts – Caribbean, Central & South America



The Best Ways to Support Other Small Businesses Right Now

CDW is committed to supporting hispanic-owned businesses.

Ours is a commitment that reaches well beyond our coworkers, the customers we serve and the communities we live in. Partnering strategically with qualified businesses enables us to keep providing the industry’s best experience, while contributing to economic growth in diverse communities nationwide.

Learn more about our commitment to diversity at CDW.com/SupplierDiversity

DIVERSITYMATTERS.

WE GETSupport Small Businesses

The U.S. small business sector accounts for two-thirds of the country’s net job growth and 44 percent of economic advancement, according to the U.S. Small Business Administration’s Office of Advocacy. However, despite their crucial role in the economy, small businesses have also fared among the worst in this pandemic.

In fact, of the small business owners who report lower sales due to COVID-19, 30 percent are unlikely to remain open without government assistance, suggests the Federal Reserve Bank. If you’re an entrepreneur or business manager, then you know just how difficult these uncertain times are for the small business community — not to mention, how vital it is to help each other out.

No matter the number of resources or influence at your disposal, there are many ways you can provide a helping hand. Use these simple ideas and strategies to support your fellow small business owners right now.

Partner with another local business for an event or promotion

Instead of viewing other small businesses in your area as the competition, reach across the aisle to form relationships with them. These connections can lead to mutually beneficial cross-promotional collaborations.

In fact, 77 percent of business owners indicate that partnerships are essential to their marketing success, according to Forrester. What’s more, more than half of these entrepreneurs agree that 20 percent of their revenue is from cross-promotions.

Aside from boosting sales, a business partnership can also increase brand awareness and overall audience reach for both collaborators. Below are some ideas for joining forces with another local business in your network: Produce virtual content

together, such as a webinar, online course or podcast.

Co-host an online contest on both your social media platforms with prizes from both of you.

Do an online promotion exchange in which you share a promo code for your partner with your followers, and in return, they share a promo code for your business with their followers.

Spearhead a community outreach event together such as a conference, wellness retreat, gala fundraiser, sports activity, or trade show. You may need to stream the event online for safety measures, but with more and more events happening digitally, it’s easier than ever to do.

Recognize a different small business on social media each week

If you love what another small business is doing, shout them out on your social media channels. This action costs zero dollars and it might just save the other brand from closing their doors.

“On average, social media endorsements of small businesses generate 23 percent of

CDW is committed to supporting hispanic-owned businesses.

Ours is a commitment that reaches well beyond our coworkers, the customers we serve and the communities we live in. Partnering strategically with qualified businesses enables us to keep providing the industry’s best experience, while contributing to economic growth in diverse communities nationwide.

Learn more about our commitment to diversity at CDW.com/SupplierDiversity

DIVERSITYMATTERS.

WE GET



Diversity is the Spice of Life.McCormick’s Supplier Diversity

Program was developed to fulfill the

company’s mission to contribute to

the economic growth of a diverse

business community by contracting

with diverse suppliers.

For information on McCormick’s Supplier Diversity Program:www.mccormickcorporation.com/en/company/responsibility

revenue, or approximately $197 billion … And 78 percent of the owners say that positive shoutouts on social media are a significant driver of business,” reports Fast Company.

You never know how much organic traffic or lead conversions your one generous post could mean for the recipient — and they might even return the favor. Challenge yourself to do a small business show out each week, whether it’s for a local coffee shop or an online artisan clothing store.

Include more small businesses as vendors in your supply chain

If your own business relies on a team of vendors, look for ways to add small businesses to your supply chain. As a result of COVID-19 setbacks, 15 to 20 percent of small business vendors are on the receiving end of late payments from the larger corporations that use them as suppliers, estimates Rohit Arora, CEO of Biz2Credit.

This delay is devastating for small business owners who need that cash flow to pay their

staff and keep the lights on. However, as a small business owner yourself, a practical way to mitigate this issue is to work with SMB vendors.

As a restaurant, you can choose to stock your pantry with ingredients from a corporate vendor or source from local purveyors instead, like farm-grown produce, meats or dairy, small-batch bakery items. Even if you can’t completely overhaul your food procurement, you can even work with a single small business vendor for one thing, like morning baked goods.

Purchase from local businesses before large-scale corporations

Over the course of 2020, small business transactions in the U.S. fell by more than 30 percent, according to McKinsey. Your purchasing decisions can help more small businesses recover in 2021.

If you order takeout for dinner once a week, choose a locally-owned establishment over a national chain restaurant. If you’re purchasing

employee gifts, source them from a local shop. Just as you strive to be a conscious business owner, carry that mindset over to your consumer habits also.

You can support other businesses and help yours too

Entrepreneurs and business managers are in a unique position to uplift others in the small business community. Whether it’s a financial contribution, word-of-mouth recognition or a mutually beneficial partnership, don’t underestimate the value of your support. Source: Score.org

At Freddie Mac, HOLA means much more than “hello” in Spanish. That’s because while attracting Hispanic and

Latino people to the company is important, engaging with them and helping them develop professionally is the main goal.

Freddie Mac accomplishes this through its HOLA Business Resource Group (BRG), a voluntary, employee-led group that offers unique opportunities for learning, networking and growth. There are 10 different BRGs at Freddie Mac. The mission of each is aligned with the goals of the company, while also fostering an inclusive workforce. HOLA, the acronym for the Hispanic Organization for Leadership and Achievement, envisions a Freddie Mac where all employees are aware of and celebrate the unique value Hispanic and Latino people bring to the company.

Christian Valencia, vice president of Single-Family Credit Risk Transfer Capital Markets at Freddie Mac, has served as the chairperson for HOLA for the past three years. Valencia first joined Freddie Mac in 2003 and then left to work at a variety of organizations, including a stint as the chief financial officer of a securitization company in his home country of Ecuador, before returning to Freddie Mac in 2014. He has been involved with HOLA for the past six years and was recently named a “Latino Leader Worth Watching” by Profiles in Diversity Journal. “It has been a rewarding experience to help people as I was helped when I first joined Freddie Mac,” said Valencia.

The three pillars, or guiding principles, of HOLA are: Attract, Develop and Embrace. Valencia explained that the “Develop” pillar is about preparing employees for the future, which includes coaching and mentorship. “Early during my tenure in the leadership of HOLA, we were focused on the Develop pillar and providing the tools and opportunities for our members to succeed at Freddie Mac and beyond,” said Valencia. “We support members as they acquire and exercise soft skills like networking and résumé building.” The employees also benefit from one-on-one mentoring with other Hispanic and Latino employees.

The success of HOLA’s work has supple-mented the company-wide training available through Freddie Mac’s learning platform, where hundreds of instructor-led and online courses help employees strengthen their skills. This complementary development support from HOLA included hosting inspirational speakers who emphasize how to be a better

HOLA: It Means More Than Just “Hello” at Freddie Mac

version of yourself to achieve success. For 2021, HOLA also developed a new

program called “Latinos in Transition” to help Hispanic and Latino employees be successful as they transition from college to the workforce. “Some of our new hires are the first in their family to graduate from college or to have a white-collar job. When it comes to navigating the nuances of corporate America, they may not have the experience within their family, but through groups like HOLA, there are people who can relate to their situation and help them figure out next steps,” said Valencia.

This past year, HOLA focused on the Attract pillar and has seen great success. During the pandemic in 2020, HOLA attracted 10 new Hispanic and Latino analysts to Freddie

Mac. HOLA also built partnerships with organizations such as the Hispanic Scholarship Fund and Hispanic Heritage Foundation. “Through our partnership with the Hispanic Scholarship Fund, we worked closely with job candidates so they were prepared for their interviews and were successful in their new jobs,” said Valencia. In addition, the partnership with the Hispanic Heritage Foundation has resulted in sustained workforce development opportunities for the Hispanic and Latino community.

This care of others and success while on the job is how Valencia and other HOLA members support Hispanic and Latino employees at Freddie Mac. If you are interested in learning more about careers at Freddie Mac, visit careers.freddiemac.com.



Develop a Content Marketing Strategy

In late 2009, River Pools & Spas, a 20-employee installer of fiberglass pools in the Virginia and Maryland area, was in trouble. Homeowners were not running out and buying fiberglass pools during the Great Recession. Worse yet, customers who had planned on purchasing a pool were calling up River Pools to request their deposits back. Some deposits were around $50,000 or more.

For multiple weeks, River Pools overdrew its checking account. Not only was it becom-ing difficult to pay employees, but the com-pany was looking at possibly closing up shop for good.

CEO Marcus Sheridan believed that the only way to survive was to steal market share from the competition. That meant thinking differently about how the company went to market.

At the beginning of this process, River Pools did just over $4 million in annual reve-nues and spent approximately $250,000 a year on marketing. There were four competitors in the Virginia area that had a greater market share.

Two years later, River Pools & Spas sold more fiberglass pools than any other fiberglass pool installer in North America. The com-pany also decreased its marketing spend from $250,000 to around $40,000 while at the same time winning 15 percent more bids and cut-ting its sales cycle in half. The average pool builder lost 50 to 75 percent in sales while River Pools increased sales to more than $5 million.

How did Marcus do it? He wrote down every conceivable customer question and answered it on his blog. Today, from search engine results to social media sharing, River Pools & Spas is the world’s leading infor-mation provider on the subject of fiberglass pools.

Getting StartedBuilding an audience online is all about

delivering valuable, relevant and compelling information to a particular group of people

Dominating Your Industry by Becoming an Online ExpertBy Joe Pullizzi

consistently over time. This kind of strategy doesn’t happen overnight, but it all starts the same way; a deep focus on your audience, their needs and their pain points.

Ask the following questions to get started:

1. Who is your typical audience member? How does this person live an average

day?

2. What’s the person’s need? This is not “Why does the person need our product

or service?” but “What are this person’s infor-mational needs and pain points as they relate to the stories we will tell?”

3. Why will this person care about us, our products, our services? It’s the informa-

tion we provide that will make that person care or pay attention.

Your idea of the “who” doesn’t have to be perfect, but it needs to be detailed enough that you can visualize this person in your head as you develop content. It works the same if you are creating a blog post, a podcast episode or a YouTube series.

Marcus and River Pools & Spas became the worldwide leader in information about fiber-glass pools for homeowners considering a purchase. If Marcus were targeting fiberglass pool manufacturers, the content would be vastly different. It’s the “who” that gives the content the context it needs to be successful.

Putting It All TogetherBefore you create any content, you should

build a template for all your content creation efforts.

�What’s Your Mission? Every piece of content you create should solve a customer’s pain point or need. The content needs to be the solution here, not your product.

�Who’s Your Key Audience? Be very specific. You can only target one audience group at a time. The more specific (niche) you can be with your audience, the better you can become the leading information resource for this group.

�What Are the Sample Titles and/or Functions? Create a list of all the possible

titles (if business-to-business) or functions (if consumer-facing).

�Why Is this Group Important to Your Business? Are these direct buyers, influencers or gatekeepers? What is the ultimate behavior you want to see maintained or changed?

�What Are the Questions that Need Answering? Make a list of all the questions you can answer and review them with your team. Ultimately, this will be essential to create an ongoing content or editorial calendar for your content.

Finding the QuestionsThere are several small steps you can take

to understand what audience questions need answering.

� 50 Questions: Meet with your team and come up with your questions. Don’t stop until you get to 50.

� Use Google Alerts: Google Alerts is a free service that delivers web content to your inbox that’s related to the words your audience is searching for. You can receive alerts as they happen, every day or every week. This becomes a great resource to uncover new content ideas.

� Ask Your Employees: Talk to your employees that work directly with your customers. What are the most asked questions?

� Analyze Your Website Analytics: Look at your analytics every week. Find out what people are most interested in and how they are locating your content.

� Talk to Your Customers or Prospects: If you don’t have direct access to your customers, try email or a phone call, or social media. Customer surveys work great as well.Content entrepreneurs that have success-

fully built an audience over time generally know their customers the best. That is your job now. By solving your customers’ pain points with exceptional and consistent infor-mation, they will begin to know, like and trust you. Once that happens, they will most likely buy whatever you have to offer.Source: Score



Despite the competitive hiring environ-ment, small business employment growth grew 0.26 percent in June,

according to the data released in the latest report of the Paychex | IHS Markit Small Business Employment Watch.

It shows momentum in job growth with the Small Business Jobs Index gaining 4.53 percent during the second quarter of 2021 (in part driven by the 2020 comparison period).

Hiring is particularly strong in the leisure and hospitality sector, which gained 12.65 percent in the past quarter. Hourly earnings

“Following a year marked by lower employment rates, there was a notable uptick in small business job growth in June and throughout the second quarter. In fact, all four regions of the country experienced an increase in employment.”

— Martin Mucci, Paychex president and CEO

2021’s Largest Booming Small Business Industry

The national jobs index uses a 12-month same-store methodology to gauge small business employment trends on a national, regional, state, metro and industry basis.

National Wage ReportHourly earnings growth ticked up slightly,

from 2.82 percent in May to 2.84 percent in June.

Weekly earnings growth has slowed more than one percent during the past two months due to a reduction in weekly hours worked.

Regional Jobs IndexAll four regions saw employment growth

gains in June. The top-ranked region, the

South, gained the least (0.05 percent). The lowest-ranked region, the Northeast, gained the most (0.45 percent).

At 99.43, the South remained the strongest region for small business job growth, more than one point above the next highest region, the West (98.25).

Regional Wage ReportHourly earnings growth in the West was

3.18 percent, strongest among regions.Hourly earnings growth in the Northeast

slowed to 2.93 percent in June.

State Jobs IndexNorth Carolina has spiked 6.36 percent dur-

growth increased slightly, from 2.82 percent in May to 2.84 percent in June. Wages are also on the rise in leisure and hospitality. The sec-tor ranks highest in hourly earnings and hours worked growth, with weekly earnings growth up double digits.

“With re-openings across the country, the leisure and hospitality jobs index regained its pre-pandemic level,” said James Diffley, chief regional economist at IHS Markit.

In further detail, the June report showed: � The South continues to lead all regions in small business job growth.

� Job growth in North Carolina spiked 6.36 percent during the second quarter.

� Tampa once again leads all metros job growth.

For more than a century, we’ve worked in service of humanity. As inventors. As leaders. As pioneers. At Merck, we work relentlessly to find solutions to many of the world’s most devastating diseases. To develop the medicines and vaccines that contribute to widespread medical advancement.

Every day we see driven people like you help to fuel leading-edge medical innovations that affect the world. Through a culture of applied inquiry and a drive to invent, we’re transforming lives in new and promising ways.

Merck is proud to embrace diversity in all its manifestations | EOE M/F/D/V

merck.com/supplierdiversity

How will youinvent the future?

There’s a legacy waiting for you



ing the second quarter of 2021, best among states, improving its rank from 10th to 3rd.

The bottom two states last month, Washington and Virginia, had two of the top three largest increases this month.

Note: Analysis is provided for the 20 larg-est states based on U.S. population.

State Wage ReportMissouri (4.09 percent), led states in

hourly earnings growth again in June, fol-lowed by Massachusetts (3.57 percent) and California (3.54 percent).

Illinois ranks last among states in hourly earnings growth (1.70 percent) and weekly earnings growth (0.85 percent).

Georgia remains the top state for weekly earnings growth (3.96 percent).

Note: Analysis is provided for the 20 larg-est states based on U.S. population.

Metropolitan Jobs Index Tampa continues to lead all metros at

101.60, despite a 0.61 percent decrease in May and 0.52 percent decrease in June.

Three of the four lowest ranked metros, San Francisco, Washington, DC., and Seattle, saw the largest increases in June.

Note: Analysis is provided for the 20 larg-est metro areas based on U.S. population.

Metropolitan Wage Report

Two California metros, Riverside and Los Angeles, lead earnings growth among metros.

Thirteen metros have hourly earnings growth below three percent.

Seattle ranks first among metros in weekly hours worked growth, 1.44 percent.

Due to a reduction in hours worked year-over-year, three metros have weekly earnings growth below one percent (Minneapolis, Detroit, and Baltimore).

Note: Analysis is provided for the 20 larg-est metro areas based on U.S. population.

Industry Jobs IndexLeisure and hospitality gained 12.65 per-

cent during the second quarter of 2021. Its index now ranks third among sectors.

Construction had the largest decrease among sectors again in June (0.63 percent). This follows a decline in May of 1.78 percent.

Industry Wage Report Leisure and hospitality ranked first among

sectors for earnings and hours worked growth, with weekly earnings growth up double digits.

Other services continue to lead in employ-ment growth; due to an influx of part-time employees. However, the sector is lowest both in hourly earnings and hours worked growth.

For more information about the Paychex | IHS Markit Small Business Employment Watch, visit paychex.com/watch.Source: Paychex, Inc.

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Fairness. Respect. Inclusion.With multicultural roots, Nissan is committed to providing an inclusive space that encourages innovative ideas from our diverse workforce and supply base. We not only respect, but eagerly welcome, the varied perspectives of these talented men and women. Nissan believes our commitment to our core principles of diversity - fairness, respect and inclusion - is essential to creating quality and innovative products.

©2020, Nissan North America. Please drive responsibly, don’t drink and drive and always wear your seatbelt.

American Indians, Alaska Natives and Native Hawaiians have a strong history of entrepreneurship and small business

ownership. There are about 300,000 Native American-owned small businesses in the U.S. today, generating around $50 billion of rev-enue a year. Native American business owners have made their mark in a variety of indus-tries, including tourism, gaming, energy, agri-culture, forestry, manufacturing and federal contracting. These businesses sustain local communities, create jobs and help grow the economy.

If you are interested in starting a business or boosting your existing business, the U.S. Small Business Administration (SBA) can help through a variety of financial support, contracting opportunities and educational tools for Native American business owners.

Financial Resources and Contracting Help

There are also a variety of financial resources offered like SBA-guaranteed loans

How SBA Helps Native American Small Business Owners Succeed

that help small business grow in times of pros-perity or recover after a disaster. If your small business was impacted by the pandemic, you may consider applying for an Economic Injury Disaster Loan (EIDL). These loans can be used to pay fixed debts, payroll, accounts payable and other bills that can’t be paid because of the disaster.

Beyond direct financial help, the SBA also provides growth opportunities for small busi-nesses via contracting assistance programs. The HUBZone program for businesses in his-torically underutilized business zones allows qualified small businesses to compete for set-aside federal government contracts. Find out whether you may be eligible for one of SBA’s contracting assistance programs on our website.

Educational OpportunitiesSBA also provides educational tools that

benefit Native American business owners across the country. The SBA’s Office of Native American Affairs (ONAA) is dedicated spe-

cifically to the prosperity of Native American entrepreneurs, offering training and techni-cal assistance, including Native American Entrepreneurial Empowerment Workshops.

The Empowerment Workshops are free business training programs focused on entre-preneurship and small business management. Now through December, participants can choose between a full two-day workshop or shorter class days spread out over four weeks. Both options are offered in a virtual webinar

format, and participants are eligible to earn continuing education credits through Salish Kootenai College.

Native American businesses can also get one-on-one mentorships through SBA resource partners, which provide customized, expert small business advice both in-person and online.

You can also find resources for Native American entrepreneurs at:

� National Congress of American Indians: ncai.org

� Native American Finance Officers Association: nafoa.org

� National Center for American Indian Enterprise Development: ncaied.org

� Native American Contractors Association: nativecontractors.org

� National 8(a) Association: national8aassociation.org

Source: Small Business Administration

“We intend to be as entrepreneurial as the small businesses we serve. And, with every loan, every investment, every grant and every connection we make with our small businesses and innovative startups, we will work to be sure that we’re delivering our services equitably, recognizing the changing face of entrepreneurship.”

— Isabella Guzman, SBA Administrator

Fairness. Respect. Inclusion.With multicultural roots, Nissan is committed to providing an inclusive space that encourages innovative ideas from our diverse workforce and supply base. We not only respect, but eagerly welcome, the varied perspectives of these talented men and women. Nissan believes our commitment to our core principles of diversity - fairness, respect and inclusion - is essential to creating quality and innovative products.

©2020, Nissan North America. Please drive responsibly, don’t drink and drive and always wear your seatbelt.



When it comes to running your small business, one of the greatest assets you can acquire to help you succeed

is a government contract. The U.S. government is the largest cus-

tomer in the world. It buys all types of prod-ucts and services — in both large and small quantities — and it’s required by law to con-sider buying from small businesses.

The government wants to buy from small businesses for several reasons, including:

� To ensure that large businesses don’t “muscle out” small businesses

� To gain access to the new ideas that small businesses provide

� To support small businesses as engines of economic development and job creation

� To offer opportunities to disadvantaged socio-economic groupsThere are a multitude of contracts that can

be obtained and further searched into using

The Types of Government Contracts &

What You Need to KnowSam.gov, but here are a few of the different types of government contracts that could help fund your small business:

Set-aside contracts for small businesses

To help provide a level playing field for small businesses, the government limits com-petition for certain contracts to small busi-nesses. Those contracts are called “small business set-asides,” and they help small busi-nesses compete for and win federal contracts.

There are two kinds of set-aside con-tracts: competitive set-asides and sole-source set-asides.

Competitive set-aside contracts:

When at least two small businesses could perform the work or provide the products

being purchased, the government sets aside the contract exclusively for small businesses. With few exceptions, this happens auto-matically for all government contracts under $150,000.

Some set-asides are open to any small busi-ness, but some are open only to small busi-nesses who participate in SBA contracting assistance programs.

Sole-source set-aside contracts:

Most contracts are competitive, but some-times there are exceptions to this rule. Sole-source contracts are a kind of contract that can be issued without a competitive bidding process. This usually happens in situations where only a single business can fulfill the requirements of a contract. To be considered for a sole-source contract, register your busi-ness with the System for Award Management

Helping people on their path to better health

Coming together with Aetna, we’re leading the change to create a new health care model that is easier to use, more affordable, and puts consumers at the center of their care.

And that leads to a healthier you.

Learn more at cvshealth.com/aetna

Helping people on their path to better health

Coming together with Aetna, we’re leading the change to create a new health care model that is easier to use, more affordable, and puts consumers at the center of their care.

And that leads to a healthier you.

Learn more at cvshealth.com/aetna



Leading Changethrough Supplier Diversity

We’re making a difference for underutilized communities across the nation

HCSC is working with diverse suppliers to help underutilized communities grow an entrepreneurial base

With over 2.5 million minority-owned business enterprises, employing over 400,000 people and generating $1.14 trillion in revenue, we’re helping veteran-owned and service-disabled veteran-owned businesses continue their dedication to our communities.

HCSC works with diverse suppliers to promote the economic growth of all communities. By supporting suppliers with different backgrounds, we can help them reach their goal of attaining healthy and inspired lives.





Health Care Service Corporation, a Mutual Legal Reserve Company 104514.0619

(SAM) and participate in any contracting pro-gram you may qualify for.

In some cases, sole-source contracts must be published publicly, and will be marked with an intent to sole source. Potential ven-dors can still view and bid on these contracts. Once the bidding process begins, the intent to sole-source may be withdrawn.

Contracting Assistance Programs:

The federal government uses special pro-grams to help small businesses win at least at 23 percent of all federal contracting dollars each year. There are different programs for different attributes of a small business, such as:

� 8 (a) Business Development Program: Small Disadvantaged businesses.

�Women-Owned Small Business Federal

Contracting Program: Women-owned businesses

� Veteran assistance program: Veteran-owned businesses

� HUBZone Program: Historically underutilized businesses

� SBA Mentor-Protégé program: Sets up your business with an experienced government contractor

� Natural Resource Sales Assistance Program: Provides natural resources and surplus property to small businesses.

� Joint Ventures: Allows businesses to team up and acquire government contracts (more info below)

Joint VenturesTwo or more small businesses may pool

their efforts by forming a joint venture to compete for a contract award. A joint venture of multiple small businesses still qualifies for small business set-aside contracts if its docu-

mentation meets SBA requirements.Small businesses that have a mentor-

protege relationship through the All-Small Mentor-Protege program can form a joint venture with a mentor (which can be a large business). These joint ventures can compete together for government contracts reserved for small businesses.

A joint venture can also bid on contracts that are set aside for service-disabled veteran-owned, women-owned, or HUBZone busi-nesses, if a member of the joint venture meets SBA requirements to do so.

ResourcesIf you still have questions or are looking for

additional information, visit sam.gov or sba.gov. No matter what your situation is, there are many opportunities available to help your small business succeed. Source: U.S. Small Business Administration

COMPLIANCE FEW monitors the federal government’s progress in achieving equal employment opportunity.

DIVERSITY FEW fosters environments where our differences are appreciated and accepted, not merely tolerated.

LEGISLATIVE Join FEW to join the voices of legislative advocacy.

TRAINING FEW improves professional and leadership skills and advances workplace marketability.

Soaring to New HeightsFederally Employed Women (FEW) is soaring to new heights by working together as an organization and empowering our members to fulfill the goals of four core competencies:

WORKING FOR THE ADVANCEMENT OF WOMEN IN THE GOVERNMENT SINCE 1968

To learn more and join, visit www.FEW.org

Leading Changethrough Supplier Diversity









Health Care Service Corporation, a Mutual Legal Reserve Company 104514.0619



There are some common misconceptions regarding supplier diversity (SD) programs and how to get started the right

way. Among those are the costs associated with a new SD program as well as the quality of services received and the product. However, studies have shown that a properly organized and managed program can not only increase a company’s ROI, but still create ample competition amongst qualified suppliers.

With that being said, supplier diversity does not mean ‘hand out’ or ‘give me’ program. The suppliers must still be inventive, tech-savvy and proficient enough to be able to compete for your business.

So, how do you get started? Here are our top 4 tips:

1. PreparationPreparation is key to any successful

endeavor. Beginning your supplier diversity program is no different. Is their support from the top echelon of the company all the way

Your Supplier Diversity Starter GuideBy: Tawanah Reeves-Ligon

to the bottom rung of the structure? Take a step back and self-evaluate for a moment to make sure you’re the right company to begin a supplier diversity program. Is diversity and culture something reflected already currently reflected in your business and values? Next, identify where a lack of support exists and then determine how to bolster enthusiasm, or at least, understanding and expectations in those areas. Supplier diversification is going to be a boon to every area of your business, so highlight the reasons why this decision should and is being made.

Also, talk about how each team can assist in making the transition a success so that there isn’t confusion regarding expectations or the roadmap that’s been chosen. This might look like new training procedures, unconscious bias programs, securing cross-functional ownership of the process and communication with stakeholders. Also, don’t forget to establish your baseline spend with diverse suppliers — this is critical to keeping track of your progress as things move forward. We’re

going to touch on this again in the Evaluation step.

2. IdentificationA common question from and challenge

for companies beginning their first supplier diversity program is, “How do I find quality, competitive diverse suppliers?” The answer is simpler than you’ve believed and actually quite easy. There are multiple avenues one can use to find suppliers who from underrepresented groups. For example, tapping into groups that cater to diverse suppliers in your area like a local chamber of commerce, minority business council or diverse supplier organization.

Of course, some great organizations to start your search would include, but are not limited to, the National Minority Business Council, Inc., Disability:IN, Women’s Business Enterprise National Council and, of course, the National LGBT Chamber of Commerce. They focus on advocating and expanding opportunities for their respective underserved

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CONNECTING OPPORTUNITIESAt JPMorgan Chase & Co., diversity and inclusion are the cornerstones of our corporate culture.

For more than a quarter century we have opened new opportunities for diverse business owners, creating a positive impact on the communities we serve together. Their success is critical to our success as a business.

jpmorganchase.com/supplierdiversity

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CONNECTING OPPORTUNITIESAt JPMorgan Chase & Co., diversity and inclusion are the cornerstones of our corporate culture.

For more than a quarter century we have opened new opportunities for diverse business owners, creating a positive impact on the communities we serve together. Their success is critical to our success as a business.

jpmorganchase.com/supplierdiversity



With that being said, supplier diversity does not mean ‘hand out’ or ‘give me’ program. The suppliers must still be inventive, tech-savvy and proficient enough to be able to compete for your business.

communities. Another great option is, once you find a supplier in your area, ask them what organizations or groups they are a part of or partner with, so that you can increase your network. Also, if someone in your network has a divers supplier program already that’s thriving, seek assistance. Finally, publicize your efforts to be more diverse and this will most certainly attract suppliers to you and your program.

3. IntegrationDon’t fall into the trap of failing in

organizational change management. Integrating new processes or partnerships can be rocky. The seeming contradiction to remember here is that sometimes the fastest way to hit the end goal is take things slowly and at a measured pace. Be prepared to repeat steps and recommunicate with as well as reeducate teams and stakeholders about their commitment to common goal. Very few steps in your process are going to be one and done scenarios.

Identify a key member, hopefully someone trained or reeducated in diversity, equity and inclusion, to head up your new program and be in charge of not only implementation but tracking as well. Recruited other like-minded individuals to the new department as well to help bolster these new efforts. Be prepared

to make a technology investment along with these personnel changes to help streamline your process through analytics, supplier tracking or further training. You might also consider supplier development in your integration plan.

4. EvaluationThe most important step to any

implementation is evaluation. By measuring where you are against where you started and where you wanted to be, it becomes easier to assess what is working and what could work better. This might look similar to the processes already in place in your organization: assessing how well the supplier has overall met your requirements. Did the cost, service, quality and capacity of the

needs met for your organization add up in a satisfactory fashion? How much contribution was made to innovation, mitigating risks and losses, as well as sales and marketing growth? What was the savings? Was there an impact to your engagement with customers or the markets you serve? Using these questions and

any qualifiers you already use as a guide can help you better assess where your program is and where it can go.

Worthwhile change takes time, effort and intentionality. Be steadfast in the process, and you will see the fruits of your labor. “Rome wasn’t built in a day,” as the saying goes, and neither will the best parts of your program be built all at once. Continue to work as a team and communicate openly about questions or ideas. Together, your program can take your business one step closer to your goals.

LEARN MORE AT

ngc.com/suppliers

Supplying strength. That’s Defining Possible.Across thousands of communities around the world, our suppliers help us define what is possible. Bringing people together from different backgrounds and perspectives is a point of pride and inspiration for us as we work to make the world a safer place.

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Supplying strength. That’s Defining Possible.Across thousands of communities around the world, our suppliers help us define what is possible. Bringing people together from different backgrounds and perspectives is a point of pride and inspiration for us as we work to make the world a safer place.

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In the News

Camila Cabello to Star in New Cinderella Adaptation In her acting debut, singer and X-Factor veteran Camila Cabello will be putting her talent for music into a different avenue. After being pushed back several times from the COVID-19 pandemic, Amazon Prime will finally be presenting the newest adaptation of the Cinderella story with Cabello playing the title role. Along with contributing her musical talent and newly presented acting chops to the film, Cabello also played a role in the movie’s songwriting. Set to release in September of this year, the Cinderella adaptation promises to be unlike any other as it will explore and express themes of female empowerment and defying gender stereotypes. Source: Hollywood Insider

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Tom Flores Inducted into the Hall of FameFormer NFL football coach Tom Flores has finally been inducted into the Hall of Fame, to the joy of NFL fans everywhere. Flores became the NFL’s first coach of color to win a Super Bowl, leading the Oakland Raiders to Victory in 1981 and again in 1984. Before being a coach, Flores was the Quarterback for the same team in 1960. This additionally made Flores the first Hispanic starting quarterback in professional football’s history. Flores will be joining the Hall of Fame as part of the Class of 2021 alongside Peyton Manning, Charles Woodson, Calvin Johnson and four others.Source: Wikipedia and NFL

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Andrea Meza is Crowned as the New Miss Universe After taking a gap year due to the COVID-19 pandemic, a Miss Universe has finally been crowned. Andrea Meza, otherwise known as “Miss Mexico” has been crowned this year’s Miss Universe. At just 26-years old, Meza has an extraordinary list of talents and interests. She is an activist for women’s rights, a software engineer, make-up artist, model, health advocate, Tourism Brand Ambassador and a lover of extreme sports. Meza beat out 73 other women for the title and was closely followed up by Miss Brazil, Julia Gamma, and Miss Peru, Janick Maceta Del Castillo. Source: Miss Universe and CNN

Mexican-American WWI Soldier Could Earn Posthumous Medal of HonorMarcelino Serna was a Mexican immigrant to the United States when he volunteered to join the Army during World War I, despite exemption due to his immigrant status. He was the first Mexican-American awarded the Distinguished Service Cross, the second-highest military honor for extraordinary heroism that can be awarded to U.S. Army (and the previous U.S. Army Air Force) servicemembers. He also received two Croix de Guerre with Palm as well as the Croce al Merito di Guerra from the French and Italian governments respectively. However, according to Latinx civil rights organizations and Texas Democrat Rep. Veronica Escobar, he did not receive this nation’s highest military honor, the Congressional Medal

In the News

of Honor, because of racism and bigotry. A 2019 Congressional order to review Pentagon records of Latinx, Black, Asian, Native American and Jewish World War I soldiers determined that many were denied the Medal of Honor due to their race or religion; Serna is one of them. Now, a new bill introduced by Escobar could correct that wrong. In 2014, President Barack Obama awarded 24 Congressional Medals of Honor to veterans of later wars after a similar review from 2002, many of whom were Latino. All but three were awarded posthumously.Source: NBC News

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Helio Castroneves Wins the Indianapolis 500 Honda notched their 14th Indianapolis 500 win, with Meyer Shank Racing’s Helio Castroneves scoring the victory — his record-tying fourth win — at The Greatest Spectacle in Racing. Starting in the eighth position for his 21st consecutive Indianapolis 500, Castroneves led just 20 laps en route to his fourth 500 historic victory, trading the lead several times with Honda powered Chip Ganassi Racing’s Alex Palou in the closing stages of the race. The victory at the 2021 Indianapolis 500 is the first NTT INDYCAR SERIES win for Meyer Shank Racing since joining the series in 2017.Source: Hona Racing HPD via PRNewswire

PayPal to Invest $585 Million in Black and Latinx-Led Venture Capital FundsPayPal Holdings, Inc. announced that it will invest an additional $50 million in 11 Black- and Latinx-led early-stage venture capital funds. These build upon the $50 million investment by PayPal in eight Black and Latinx-led early-stage venture capital funds announced in October 2020 and are part of the company’s commitment to invest $535 million to support Black-owned businesses, strengthen underrepresented minority communities and fight for racial equity and economic equality. “Venture capital funds led by Black and Latinx managers expand wealth creation opportunities for diverse founders,” said Dan Schulman, president and CEO, PayPal. “Over the long-term, the $100 million we are investing in 19 exceptional venture capital firms will help to foster a next generation of diverse founders that are building products and services that empower a more inclusive economy.”Source: PayPal Holdings Inc via PRNewswire

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In a unanimous vote, Commissioners of the U.S. Commission on Civil Rights have concurred in President Biden’s appointment

of Norma V. Cantú as chair, marking her as the first Latina to ever hold the position. She will be replacing former chair Catherine E. Lhamon, who has led the group for the last four years.

Cantú joins the Commission with an impressive record of public service, including eight years as the Assistant Secretary of Education for Civil Rights in the Clinton Administration and most recently, as a member of the Biden-Harris Transition’s “Agency Review Team” for education. When she isn’t donating her time to public service, she is teaching law and education at the

Cantú Voted First Latina Chair of U.S. Commission on Civil RightsBy Natalie Rodgers

University of Texas in Austin as a tenured professor. Though she is taking on the title as Chair of the Commission, Cantú will continue to teach during her six-year term.

In 1973, at just 19 years old, Cantú graduated with her Bachelor’s degree from the University of Texas-Pan American and received her doctorates degree from Harvard Law School at the age of 22. While and after completing her education, Cantú worked as an English teacher on the Nursing Home Task Force for the state of Texas’ Attorney General, and served as a trial and appellate lawyer in federal and state courts in civil rights cases. In 1985, Cantú went on to become the regional counsel and education director of the Mexican American Legal Defense and Educational

Fund, otherwise known as MALDEF. “I am looking forward to advancing

the mission of the Commission on civil rights matters facing our nation today, in collaboration with my esteemed colleagues on the U.S. Commission on Civil Rights,” Cantú said upon being elected.

The U.S Commission on Civil Rights in the only independent, bipartisan agency responsible for advising and enforcing civil rights policies to the President and Congress. They strive to hold a broad perspective on civil rights at both state and local levels and are hopeful to improve upon their mission with Cantu as their lead. Source: U.S. Commission on Civil Rights, University of Texas at Austin, and Wikipedia

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GOVERNMENT

National CreditUnion Administration www.ncua.gov/careers

Credit unions are not-for-profit cooperatives that exist to improve the financial well-being of their members. That’s the credit union difference.

NCUA’s job is to ensure the safety and soundness of credit unions. We offer an environment where you can bring your whole self to work, contributing your diverse skills, talents and perspective to drive innovation. NCUA is a federal agency that values diversity and is committed to building an inclusive workplace where you can thrive.

Apply today.

Differences make a differenceFor Army Materiel Command’s senior

enlisted advisor, a secret to his success starts with never forgetting where he

came from and the family that has supported him along his journey.

Command Sgt. Maj. Alberto Delgado says he takes pride in his Puerto Rican roots and how growing up in the projects of New York City has shaped his life and Army career.

“I come from a long line of proud Puerto Ricans, my parents were both the first in their families to move away from the island, but we maintained the importance of our culture and our roots as I grew up,” Delgado explains, adding how he and his sister spent every summer in Puerto Rico until he graduated from high school. “Those summers allowed me to stay tied to the island. Also, in my family we only spoke Spanish at home, English was

AMC’s Top Leader Inspired by Puerto Rican RootsBy Megan Gully, Army Materiel Command Public Affairs

what we spoke at school.”Delgado said that along with his family

roots, it was the culture and diversity of New York City that instilled in him his earliest leadership lesson.

“It was from my mom and from growing up in New York City, which is so diverse in different cultures, that I really learned the most important thing in life is to treat people how you want to be treated,” he said. “Starting with that as the foundation of my leadership philosophy has been the secret to my success.”

It’s also what has led Delgado to a 33-year Army career, starting with him joining the New York National Guard when he was 17 years old, to today, serving as AMC’s first Puerto Rican Command Sgt. Maj. and the Army’s enlisted senior sustainer.

“Working in the Army started as a job

and somewhere around 10 years it became a career, but when it really clicked was when it became a passion,” said Delgado. “There is nothing else I want to be doing than taking care of Soldiers. I see them as an investment and watching them succeed and becoming a command sergeant major is what success looks like to me.”

Delgado said taking the time to mentor those around you is the most important thing a leader can do and he is encouraging enlisted leaders to reach two levels down.

“Everyone is busy, but you can’t use that excuse, you need to find time. It’s our job to prepare the next generation and ensure they are ready when it’s time to pass the torch,” said Delgado. “How you treat those around you impacts more than just them, because a Soldier takes that home with them at the end of the day and it impacts the family. We can’t lose good Soldiers because we aren’t taking care of them and their families.”

While he’s had many mentors throughout his career, two that stick out to Delgado are the last two people to hold the position of AMC’s senior enlisted adviser before him, retired Command Sgt. Maj. James Sims and retired Command Sgt. Maj. Rodger Mansker.

Four years ago, when Delgado served as AMC’s Operations and Logistics (G3/4) sergeant major, he credits Sims for preparing him for his future role at AMC.

“I see that everything Command Sgt. Maj. Sims did prepared me for the position I’m in today,” he said. “He developed me, made sure I understood the mission, the major subordinate commands and realize the importance of what we do at AMC.”

Following his own secret to success Delgado says he will focus his energy at AMC on people. He has developed a robust senior sustainment leader talent management program and is working with Gen. Ed Daly, AMC commander, on implementing the Army’s Project Inclusion efforts.

“It’s a proven fact that organizations with more diversity perform better,” said Delgado. “I know for me, growing up in a diverse and multi-cultural area shaped who I am today.”Source: Army.mil

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AMC Commanding Gen. Ed Daly passes the colors to Command Sgt. Maj. Alberto Delgado during a change of responsibility ceremony at AMC headquarters parade field.

National CreditUnion Administration www.ncua.gov/careers

Credit unions are not-for-profit cooperatives that exist to improve the financial well-being of their members. That’s the credit union difference.

NCUA’s job is to ensure the safety and soundness of credit unions. We offer an environment where you can bring your whole self to work, contributing your diverse skills, talents and perspective to drive innovation. NCUA is a federal agency that values diversity and is committed to building an inclusive workplace where you can thrive.

Apply today.

Differences make a difference

CHCI's Annual Leadership Conference and Awards Gala are the largest gatherings of Latino leaders in Washington, DC during Hispanic Heritage Month! For 2021, with the theme Presente: Latinos Leading the Way, the CHCI Leadership Conference includes an engaging lineup of national leaders, elected o�cials, policymakers, and influencers recognized for their vision, expertise, and influence in the public, private, and nonprofit sectors. The 44th Annual Awards Gala pays tribute to some of our community’s most distinguished leaders, recognizes our resilience during the current challenges facing the nation, celebrates the Latino community’s role as frontline and essential workers during the pandemic, highlights Hispanic Caucus Members in Congress, and showcases the emerging leaders in CHCI’s leadership programs. Visit the CHCI website for more information.

CHCI is also actively recruiting for our 2022 leadership programs! Applications for the R2L NextGen high school program launched on July 15th. Applications for fellowships and congressional internships launch on October 1st. For more information regarding CHCI’s Leadership programs, visit the CHCI website.

CHCI also invites you to tune into our podcast, Here To Lead. Hosted by Marco A. Davis, CHCI President and CEO, the podcast features in-depth and inspiring interviews with community leaders on our nation’s most pressing issues, and how Latinos across the country are leading us into a brighter future. A celebration of Latino achievement, identity, and culture, the CHCI podcast highlights the impact of the organization’s work and discusses the vital importance of Latino leadership for the United States. Here to Lead is available on all major platforms including Apple Podcast, Google Podcast, and Spotify, and also compatible with Alexa and Siri. Subscribe today!

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CHCI HISPANIC HERITAGE MONTH EVENTS

2022 APPLICATION DEADLINES

Congressional Internship ProgramOctober 1, 2021 - February 15, 2022

Public Policy Fellowship ProgramJanuary 18, 2022

Graduate Fellowship ProgramJanuary 18, 2022

R2L NextGen ProgramFebruary 15, 2022

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FEATURE STORY


Despite being disproportionately impacted by COVID-19, Latinos rebounded and stepped up for America during this pandemic

and are poised to drive the nation’s eco-nomic recovery according to a recent report, The Latino Community Stepping Up for the Community and How They Will Drive America’s Recovery, commissioned by the Latino Donor Collaborative (LDC). Early data on unemployment rates since the pandemic indicate they will be the driving force of economic recovery.

“Latinos’ wellbeing and successful recovery from this pandemic have great implications for a strong American economy,” said Sol Trujillo, Chair, Latino Donor Collaborative.

“Latinos account for a substantial share of the working age population. Their wellbeing and success are important not just for Latinos, but for all Americans.”

— Sol Trujillo, Latino Donor Collaborative chair

How Latinos are Saving the Post-Pandemic Economy

pandemic, when aggressive testing, early quarantining and rigorous contact tracing was essential in containing COVID-19.

� Latino essential workers had to confront limited ability to work from home, workplace overcrowding, inadequate workplace protections, reliance on public transportation to get to work, lack of paid sick leave and crowded living conditions

� Latino-owned businesses had less cash on hand during the pandemic, and when applying for funds from the Payroll Protection Program, Latinos had their loan applications approved at half the rate of white business owners.

� Latinas suffered the biggest loss of jobs compared to any other cohort during the pandemic, with a decrease in employment of 24 percent. But, according

states,’ which are states where Latinos now amount for 10-20 percent of the workforce, of the voters, and of the GDP production.

Such ‘driver states’ are Michigan, Wisconsin, Pennsylvania, Massachusetts, Connecticut, West Virginia, Rhode Island, Mississippi, Ohio, Maryland, Oklahoma, Kansas and Louisiana.

The pandemic created a special job class — frontline essential workers who had to carry out their job functions to keep essential ser-vices online. Many of those essential worker positions were filled with Latinos who had to work to support their families.

Essential workers were most vulnerable to health risks, and many of these workers earned lower wages and were less likely to have health insurance than non-essential office workers.

Throughout the pandemic, Latinos have served on the frontlines as essential workers — from the fields in the Central Valley to the corridors of our hospitals in Los Angeles and they have stepped up for all Americans. In fact, two in three undocumented workers who file taxes with an Individual Taxpayer Number (ITIN) work in an industry deemed essential.

Early on Latinos were disproportionately impacted by the pandemic.

From the onset of the pandemic, Latinos were most negatively impacted by the pan-demic. In fact:

� Latinos were three times as likely as whites to become infected with COVID-19 and nearly twice as likely to die from it.

� The high number of Latinos employed as essential workers and the strong employment rebound, along with other socio-economic characteristics, contribute to the high rate of COVID-19 infection and significant death toll among Latinos.

� Latino essential workers were more than three times as likely than non-Latino essential workers to be uninsured (25 percent versus 8 percent) — a fact that is especially devastating during the

“Latinos account for a substantial share of the working age population. Paired with higher productivity rates and younger ages, they are the driver of future workforce growth and their outcomes will determine the success of the future American workforce.”

The report also found that Latino workers were vital to the core functions of society dur-ing the COVID-19 pandemic. Their contribu-tions are particularly significant in industries like agriculture, food processing, commercial cleaning services, health care and construc-tion. And not only in states where Latinos account for higher shares of the population (California, New Mexico, Arizona, Florida, Nevada, Texas etc.), but in what we call ‘driver


Unemployment for all Latinos decreased from

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to The New York Times, as of last month that 24 percent has been reduced to 7.5 percent.The pandemic had a severe impact on the

nation’s economy as businesses were shut-tered, workers were laid off and commerce ground to a halt. Despite the economic and emotional hit, Latinos stepped up for America and saved the day. Nearly one year into the pandemic, Latino employment, especially that of immigrant Latino males, improved significantly. Their strong work ethic, com-mitment to family and their lack of access to unemployment and other government help compelled them to find other ways to support their families.

They continued to look for ways to work and provide for their families and contribute to the country, and statistics show that the level

of Latino employment recovered at a remark-able rate. Latinos who lost their jobs due to COVID-19 shifted to essential industries to make up for income loss. They also found new jobs and created new businesses to the point that, by March 2021, Hispanic males had the highest share of the working-age population who are employed in the United States.

Early data on unemployment rates since the pandemic indicates Latinos will be the driving force of the nation’s economic recovery.

Case studies of Latino entrepreneurs also demonstrate the flexibility to pivot and inno-vate faced with unprecedented challenges, a deep commitment to their community, and optimism about the future despite having fewer resources at hand and receiving fewer

government-backed loans.“Society needs to recognize the remarkable

work ethic and sacrifice of Latinos during these difficult times, as well as ensure equal access to government programs supporting workers and business owners and continue to invest in health care access in the Latino community,” said Ana Valdez, Executive Vice President, Latino Donor Collaborative. “And anyone interested in restoring the United States’ Gross Domestic Product growth rate to healthy levels should care deeply about the well-being and invest in the fastest-growing segment of the nation’s GDP: the U.S. Latino Gross Domestic Product. Afterall. our nation’s future is intertwined with the health and wel-fare of this community and an investment in Latinos will pay major dividends in our full economic rebound and recovery.”Source: Latino Donor Collaborative (LDC)


NATIVE AMERICAN HERITAGE

On Friday, April 23, 2021, former Pennsylvania GOP Senator Rick Santorum gave a speech to a young audience during the Standing Up For Faith and Freedom Conference on America’s

story from his perspective, including statements about Native and Indigenous American culture that further promoted the disregard of their history.

“We [Judeo-Christian Europeans] came here and created a blank slate,” he said. “We birthed a nation from nothing. I mean, there was nothing here. I mean, yes we have Native Americans, but candidly there isn’t much Native American culture in American culture,” Santorum said.

These remarks, which are at best factually inaccurate and are at worst, racist and genocidal, were immediately decried by many Indigenous groups, including, but not limited to, the National Congress of American Indians and the American Indian College Fund.

American Indian College Fund Urges Education About Native PeoplesAn Interview with Cheryl Crazy Bull

Hispanic Network Magazine took the time to interview Cheryl Crazy Bull, president and CEO of the American Indian College Fund, on where her organization stands with regard to these remarks.

Hispanic Network Magazine: The historical erasure of this country’s Native and Indigenous American cultures is a found-ing tenet of America’s original sin: racism. Rick Santorum’s comments are a part of that legacy. What can media and enter-tainment outlets do to be more educated and, therefore, more solicitous in the future regarding coverage and portrayals of Native and Indigenous culture, history and people?

Cheryl Crazy Bull: Media: Fair coverage of Indigenous people occurs when producers, editors and journalists make a deliberate effort to understand both the historical and contemporary experiences of Indigenous people and to make the connections among issues of concern to their constituencies and Native people’s knowledge, experiences and intentions.

There is a robust but largely underutilized Native media network that includes journalists, producers, etc., including the Native American Journalists Association. The expansion of information sharing into digital media has made it even more critical for media outlets to promote accurate coverage. The American Indian College Fund joins other Native organizations in calling for media to designate Indigenous desks/teams and ensure on-air Indigenous representation, including commentators and reporters.

Entertainment: It is widely recognized that much of what is perceived as Indigenous, American Indian or Alaskan Native comes from the images that people see in film, television and popular literature. Just as with the media, there are groups that advocate for accurate portrayals of Native people and that promote the inclusion of Indigenous executive and management teams, writers, playwrights, actors and directors in entertainment. The Institute of American Indian Arts, a tribal college located in Santa Fe, New Mexico, promotes inclusive representation, traditional and contemporary fine arts, Native literature, Native film and partnerships with the entertainment industry, including Walt Disney.

HNM: What part could mass reeducation efforts in school cur-riculums about the true history of and depth of the role Native and Indigenous peoples had in the founding and formation of the United States play in changing how future generations deal with these issues?

CCB: I’ve worked in Indian education for nearly 40 years. During that time, Indigenous communities have worked diligently on their own and with allies to create culture and language inclusion; historical and contemporary curriculum; and to ensure there are both more Native teachers and teachers who are knowledgeable about how to teach Native knowledge.

It is broadly agreed in the Indigenous community and among

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advocates who want a true representation of all peoples in school curricula that an honest account of Native history would significantly impact the experiences of Native people throughout society. When Indigenous people’s history, culture and contemporary experiences are integrated into school curriculum, Native students and their families can heal; non-Native students and their families can learn how to accurately portray our nation’s history to support Native peoples, and the nation itself can take a step towards a healthier future.

In 2018, Reclaiming Native Truth, a joint project of Echohawk Consulting and First Nations Development Institute studied Americans’ knowledge of and attitudes about Native people. The study revealed that most Americans know very little about Indigenous people but were open to the opportunity to learn. Among its recommendations that came from the study was the development of K-12 curriculum to educate the public about Native people.

The IllumiNative organization was established upon completion of the research and serves as both a resource for research and an advocate for increased visibility of Indigenous peoples.

HNM: What programs and organizations are at the forefront of bringing about change and educating Americans in a way that is lasting and effective?

CCB: The American Indian College Fund’s mission includes promoting public understanding of the historical and contemporary lives of Native people through a variety of channels including public relations, digital media, video and print strategies, and sharing its expertise with Indian education and Native communities as a national expert. The College Fund collaborates with other national Native scholarship providers and is part of a network of Native-led organizations including Native Ways Federation, which includes the American Indian Science and Engineering

Society, the Native American Rights Fund, the National Indian Child Welfare Association, Running Strong for Indian Youth, the Association of American Indian Affairs and the First Nations Development Institute.

On a national level, organizations influencing representation, advocacy and public policy include the National Congress of American Indians, National Indian Education Association, IllumiNative and other advocacy and membership groups.

HNM: How has the gross disenfranchisement of Native and Indigenous voters amplified these issues and what can be done to counteract that?

CCB: Indigenous people’s systems of governance and civic participation served as the model for the federal government system. Voting disenfranchisement of Native people occurs through oppressive practices such as requiring street addresses or multiple forms of identification to register to vote, lack of access to voting sites and the general disregard of the power of the Native vote.

As sovereign nations, Indian Tribes have negotiated treaties with the United States government and those treaties affirm the trust relationships and responsibilities of the United States to the Tribes party to those treaties. Tribes retained treaty rights to socialize and educate their people, while agreeing to the United States government’s role as trustees of Indigenous people’s lands. Registered and engaged Native voters are necessary to ensure that Native Nations maintain those rights while holding the government accountable for its responsibilities.

Counteracting disenfranchisement of Indigenous peoples requires the same strategies that other groups are using to ensure their voting rights, including targeted support to address the significant numbers of Native people who are living in rural areas and who are poor.



Native Americans in the Headlines

Navajo Nation Becomes the Largest Tribe in the U.S.

At nearly 400,000 enrolled members, the Navajo Nation officially became the largest Native American tribe in the United States, about a 100,000 increase from the last count. This puts it a few thousand ahead of the previous largest tribe, the Cherokee Nation. The increase of registered Navajos was discovered when the nation came together to fix their records for the distribution of the year’s Coronavirus Aid, Relief and Economic Security Act. This means that this year, the Navajo Nation will not only receive the reprimanded funds of the CARES Act, but they will receive a higher amount of allocated funds to support their larger community. Source: ABC News


MacKenzie Scott Donates to Underfunded Organizations

In an effort to bring attention to and better support organizations that are commonly overlooked, MacKenzie Scott is donating more than $2.7 million to 286 organizations that are known to be historically underfunded. Of those 286 are the American Indian College Fund, the Native Americans in Philanthropy (NAP) and the First Peoples Fund in a national nonprofit uplifting Native communities by supporting artists and youth through entrepreneurship and cultural practice.

“We are profoundly humbled and honored to be among the organizations chosen to receive such a historic gift,” says First Peoples Fund President Lori Pourier, a member of the Oglala Lakota Nation. “At First Peoples Fund, we are guided by the belief that art and culture are essential to life. This investment will allow us to grow our work in helping Native communities heal and thrive by deepening our collective connection to both art and culture.” Source: Native News Online and First Peoples Fund

Nevada to Implement Change for Tribal Nations

Nevada Governor, Steve Sisolak has signed three new pieces of legislation aimed to better the lives and enhance equality for the state’s Tribal Nations. The three bills will explicitly put in place rights to enhance certain facets of education and culture:

� Assembly Bill 88 — Prohibits the use of any racially discriminatory name, logo, mascot or song, in Nevada’s K-12 schools. Additionally, prohibits “sundowner sirens” in Nevada municipalities.

� Assembly Bill 262 — Allows students of NSHE institutions who are members or descendants of one of Nevada’s federally recognized tribal nations to have certain fees waived.

� Assembly Bill 270 — Allows the Nevada Indian Commission to have access to funding necessary to preserve and maintain the Stewart Indian School Cultural Center and Museum.The bills, signed by Governor Sisolak,

were part of 180 bills signed that day – all in support for resources for specific communities in the state of Nevada. Source: gov.nv.gov

North Dakota to Teach Native American History in All Schools

In North Dakota, the home to many indigenous tribes in the United States, a bill has recently been passed requiring public and nonpublic schools to include Native American history, culture and rights into the education curriculum. The bill passed in a 72-21 vote. State representative, Ruth Buffalo, who authored the bill, quoted to Native News Online: “Native people of North Dakota are a crucial part of the cultural and educational landscape in our state, and this bill will ensure movement towards mutual understanding and cooperation for future generations.” The bill passage is not only significant to North Dakota, but to the entire United States, as many see it as a stepping stone to making it a reality nationwide. Source: Native News Online



Veteran Education Bill Bolsters Support for Native American Members

The Native VetSuccess at Tribal Colleges and University Pilot Program Act, a bill that has already been passed through the House with a hopeful outlook for the Senate, will aim to bolster support for Native Americans in education. The bill would create a five-year program to provide improved on-campus benefits in the form of assistance and counseling to eligible students to Tribal Colleges and Universities. The bill would also aim to improve partnerships between the VA and nonprofits to fight veteran homelessness. This bill along with the American Indian and Alaska Native Veterans Mental Health Act are designed to specifically provide the proper resources and respect to Native Americans who have served in the United States military. Source: ohalleran.house.gov

U.S. Moves Closer in Changing the Legacy of Boarding Schools

In the 19th century, the Department of Interior established Native American boarding schools that were designed to forcefully assimilate Native Americans to the culture and religions of many of White Americans. These schools, existing in the 19th and 20th centuries were responsible for vast mistreatment and trauma of Native American children along with the loss of aspects of culture in various tribes. Now, as the Department of Interior is led by a Native American, Secretary Deb Haaland has decided to lead a discussion to implement reparations to the tribes through a detailed analysis of the history and documentation of the schools and their deceased. According to CNN, Haaland stated of the project, “I know that this process will be long and difficult. I know that this process will be painful. It won’t undo the heartbreak and loss we feel. But only by acknowledging the past can we work toward a future that we’re all proud to embrace.” Source: CNN

American Indian Business Leaders https://aibl.org/

American Indian College Fund https://www.collegefund.org

American Indian Policy Center https://airpi.org/

SACNAS – Society for Advancement of Chicanos/Hispanics and Native Americans in Science https://www.sacnas.org/

American Indian Science and Engineering Society https://www.aises.org/

National Indian Council on Aging https://www.nicoa.org

Native American Capital https://www.nativeamericancapital.com

National Congress of American Indians https://ncai.org/

Association on American Indian Affairs https://indian-affairs.og/

Indian Health Service https://ihs.gov/

National Indian Child Care Association https://www.nicca.us

Native American Disability Law Center http://www.nativedisabilitylaw.org


Secretary of the Interior Deb Haaland has announced the formation of a new Missing & Murdered Unit (MMU)

within the Bureau of Indian Affairs Office of Justice Services (BIA-OJS) to provide lead-ership and direction for cross-departmental and interagency work involving missing and murdered American Indians and Alaska Natives. The MMU will help put the full weight of the federal government into inves-tigating these cases and marshal law enforce-ment resources across federal agencies and throughout Indian country.

“Violence against Indigenous peoples is a crisis that has been underfunded for decades. Far too often, murders and missing persons cases in Indian country go unsolved and unaddressed, leaving families and communi-ties devastated,” said Interior Secretary Deb Haaland. “The new MMU unit will provide the resources and leadership to prioritize these cases and coordinate resources to hold people accountable, keep our communities safe and provide closure for families.”

Approximately 1,500 American Indian and Alaska Native missing persons have been entered into the National Crime Information Center (NCIC) throughout the U.S., and approximately 2,700 cases of murder and nonnegligent homicide offenses have been reported to the Federal Government’s Uniform Crime Reporting (UCR) Program.

A task force on Missing and

Micaela Iron Shell has painted red hands over their mouth to show solidarity for missing and murdered indigenous, black and migrant women and children during a rally with Climate activist Greta Thunberg at Civic Center Park in Denver, Colo.

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“Whether it’s a missing family member or a homicide investigation, these efforts will be all hands-on deck.”

— Secretary of the Interior Deb Haaland

New Unit Seeks Justice for American Indians & Alaska Natives

all performance of the unit. The Department is also designating new positions with exist-ing federal funding to support the investiga-tive needs of the MMU, including the col-lection and analysis of performance data and

unsolved cases, will immediately begin work-ing with Tribal, BIA and FBI Investigators on active Missing and Murdered investigations.

The MMU will also enable the Department to expand its collaborative efforts with other agencies, such as working to enhance the DOJ’s National Missing and Unidentified Persons System (NamUs), and developing strategic partnerships with additional stake-holders such as the FBI’s Behavioral Analysis Units (BAU’s), the FBI Forensic Laboratory, the US Marshals Missing Child Unit (MCU) and the National Center for Missing and Exploited Children (NCMEC).

“We are fully committed to assisting Tribal communities with these investigations,” said Secretary Haaland, “and the MMU will lever-age every resource available to be a force-multiplier in preventing these cases from becoming cold case investigations.”

For more information, visit bia.gov/bia/ojs/missing-murdered-unit.Source: U.S. Department of Interior

Murdered American Indians and Alaska Natives — Operation Lady Justice (OLJ) — was formed in 2019 to pursue these unresolved cases. This announcement builds on that work by designating new lead-ership and support positions, including a Unit Chief responsible for stakeholder collabora-tion, continued policy development and over-

coordination of services with the families of victims.

Investigations remain unsolved often due to a lack of investigative resources available to identify new information from witness tes-timony, re-examine new or retained material evidence and review fresh activities of sus-pects. The MMU, in addition to reviewing




Launching and running a business is tough under any circumstances. Yet Native American entrepreneurs have

faced additional barriers to startup success, including a lack of financing, geographic isolation and deeply ingrained discrimination. That said, Native American entrepreneurship is on the rise, particularly among those in midlife. Firms owned by Native Americans and Alaska Natives grew by 15 percent from 2007 to 2012, according to the latest figures from the Small Business Administration.

And while the best-known tribal business in the modern era is gaming, indigenous entrepreneurs are increasingly creating a diverse range of companies, such as telecommunication firms, digital enterprises, federal contractors and producers of fashion and art.

Below are eight of the most innovative Native American entrepreneurs working in the United States right now:

Stephen Mills (AQIWO)

Stephen Mills takes great pride in his Native American heritage and named his information securities company AQIWO in honor of it. It is the Chumash word

for ‘shooting star.’ While the company has brought in revenues of $2.6 million, Mills is also keen to give something back to his community by mentoring American Indian youths and business owners on the subject of government contracting.

Dave Anderson (Famous Dave’s Barbeque)

Dave Anderson, who belongs to both the Choctaw and Chippewa tribes, is founder of the Famous Dave’s Barbeque franchise. Once voted as the

Hottest Restaurant Concept in America by Nation’s Restaurant News, Anderson’s chain now has over 170 restaurants around the country.

8 Native American Entrepreneurs You Need to Know

Evans Craig (Internet Technology Services)

Evans Craig wants to use his company to help all Native Americans get high-speed internet. He feels great pride for his Navaho heritage and has created multiple

entrepreneurial ventures on the go. Craig designed a National Network to connect up 49 Tribal Nations for the Council of Energy Resource Tribes.

Henry Red Cloud (Lakota Solar Enterprises)

Henry Red Cloud descended from Sioux chief Red Cloud. The chief made a name for himself with Red Cloud’s War, which lasted between 1866 and

1868. In modern times, Henry Red Cloud founded Lakota Solar Enterprises, which manufactures residential solar heaters as well as other alternative energy and conservation devices.

Notah Begay III (KivaSun Foods)

Notah Begay III founded KivaSun Foods in 2010. The company sells fresh bison meat wholesale with offerings such as frozen bison steaks, bison burgers,

bison dogs, bison chili and bison jerky. The company is popular among Native Americans, as bison has been a source for nutritional and spiritual sustenance for generations. Not too long ago, KivaSun Foods were awarded a USDA contract asking them to provide 520,000 pounds of bison for inclusion in the Food Distribution Program on Indian Reservations.

David Petite (StatSignal Systems)

A member of the Fond du Lac Band of Lake Superior Chippewa tribe, Petite with his com-pany StatSignal invented ‘Smart Meter’ technol-ogy and also founded

the Native American Inventors Association. Petite himself holds multiple patents relating to the likes of networking, activation, remote control and accurate performance monitoring of wireless-enabled devices associated with wireless ad-hoc networks.

Jo Ann Kauffman (Kauffman & Associates, Inc.)

A member of the Nez Perce Indian Tribe, Kauffman started her non-profit organization with just herself and eventually grew it into a 65-member organization

over the last 25 years. They help the govern-ment and certain commercial organizations realize their goals and affect positive change.

Kaben and Shelby Smallwood (Symbiotic Aquaponic)

Food insecurity on reservations and the challenge of conserving precious water provided two problems the Small-wood brothers decided to solve. In 2012, Kaben

and Shelby Smallwood of the Choctaw tribe founded Symbiotic Aquaponic, which builds customized aquaponic farming systems that re-circulate water. The company hopes to greatly reduce the amount of overall water required to maintain fish farms and grow produce.

The entrepreneurs above are making a significant difference to tribal nations and to the wider community. Theirs is a rich intergenerational story that goes far back, and far ahead. It seems a safe bet that the ranks of indigenous entrepreneurs will continue to expand.


While many college students are waf-fling about the direction of their studies and the potential focus of

their future careers, one 24-year-old, Devon Parfait, an Allison Davis Research Fellow and senior at Williams College in Massachusetts is on a path to use science and education as a means of solving a decades-old problem for his tribe. Parfait is the future chief of the Grand Caillou/Dulac Band of Biloxi-Chitimacha-Choctaw of Southern Louisiana and currently tutors under the current chief.

“I want to do things to benefit my family, my home, and the place and people I love,” Parfait said. “When I think about what legacy I want to leave behind, I want it to be a legacy of helping people.”

Coastal land loss is not a new problem to Louisiana and its residents, however, accord-ing to Parfait’s research, which was published by the Geological Society of America, the young scientist discovered that his commu-nity was disproportionately being affected. In general, Louisiana loses about 0.3 percent of land per year; that’s estimated to be about the rate of a football field every hour, to give some perspective.

However, Parfait’s tribal community is experiencing a loss of land at about 0.7 per-cent a year, which is more than double the general statistic. And, back when he first gained notoriety around the age of 22, he was the first one to figure that out and pub-licly disclose the findings. “It had never been studied before,” he said. Parfait told Winds of Change, “I proved through my own scien-tific research that Native Americans are dis-proportionately affected by coastal land loss. To produce something my tribes could use to advocate for themselves when talking about coastal land loss was so powerful to me. There are so many ways social justice interacts with geosciences.”

In the future, Parfait plans to take his social justice advocacy to the next level: policymaking.

“A lot of people don’t even know that Native Americans are in Louisiana, much less that they’re experiencing all of these problems

College Student & Future Chief Makes a Difference Through STEMDevon Parfait, 24, Uses Geosciences to Save His People’s LandBy Tawanah Reeves-Ligon

with coastal land loss and climate change and environmental justice and so on,” Parfait said. “So, advocacy is the biggest thing that I do…”

Not long after proving the final conclusions of his research study, Parfait reached out to the office of Louisiana Senator Bill Cassidy. He had the opportunity speak with the senator over the phone and schedule a visit together to visit his tribal communities. Once he has grad-uated, Parfait will intern in Senator Cassidy’s office. He also further plans to eventually run for office as a state representative.

“I’m mostly focused on coastal land loss and the tribes, but if I can be a state represen-tative, I’ll be doing something for my tribes that will also benefit all Louisiana’s people,” he says. “I draw my passion from people,” says Parfait, who was raised in Dulac on the bayou where he grew up helping his elderly grandfather on their shrimp boat before their family was forced to move to a more northern region in Louisiana due to Hurricane Rita in 2005.

After moving, his grandfather retained their connections to their heritage. “He was a conduit of the culture, always doing Native crafts — making a headdress, medicine bags and walking sticks.” Also, they always had a teepee in their backyard. Keeping these tradi-tions helped him to maintain the love of his people’s past as well as a look forward to the future. When times would get tough or obsta-cles seemed too great, Parfait said, “I thought about my tribe and my community and the things they go through. Even now in college, that’s my biggest driver.”

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STATSPOPULATIONBy 2060, the projected U.S. American Indian and Alaska Native population is estimated to reach 10 million people, or approximately 2.4% of the U.S. population.

HEALTH DISPARITIESWhen compared to all other U.S. races, American Indians and Alaska Natives have a lower life expectancy by 5.5 years. This includes higher rates of death from chronic illness, including diabetes, chronic liver disease, cirrhosis, mellitus and suicide.

American Indians and Alaska Natives die of heart disease at a rate 1.3 times higher than all other races; diabetes at a rate of 3.2 times higher; chronic liver disease and cirrhosis at a rate of 4.6 times higher; and, intentional self-harm and suicide at a rate of 1.7 times higher.

For American Indian and Alaska Native youth, the rate of suicide is 2.5 times higher than the rest of the country. It is the highest youth suicide rate among all other races/ethnicities in the country.

TRIBAL ECONOMIESAmerican Indian and Alaska Native businesses had an estimated buying power of $115 billion in 2018, larger than many countries, including Serbia, Panama, Uganda and Costa Rica.

The number of American Indian — and Alaska Native — owned businesses totaled 272,919 in 2012, a 15% increase since 2007. The businesses’ total worth of receipts was $38.8 billion, up 13% from 2007.

American Indian — and Alaska Native — owned businesses accounted for 12.9% of all jobs in the state of Oklahoma (96,177 total jobs), while they employed 27,300 jobs in Washington state, 41,700 jobs in Minnesota and 12,840 jobs in Idaho. In Washington and Minnesota, businesses contributed $255 million and $539 million in goods and services, respectively.

American Indian and Alaska Natives operated approximately 60,083 farms, comprising over 58.7 million acres of land, and conducted $3.33 billion in total sales, with $1.43 billion from crops and $2.11 billion from livestock and poultry.


STEM

Twenty-seven asteroids have been named in honor of African American, Latinx and Native American astronauts, and one cosmonaut, who have helped expand our horizons beyond

Earth and to inspire the next generation of space explorers.Among the 27 people who inspired these new asteroid names

are Stephanie D. Wilson, Joan Higginbotham, and Ed Dwight Jr. and José Hernández, who developed the first full-field digital mammography imaging system.

José Hernández, the astronaut behind asteroid (122554) Joséhernández, was born into a migrant farming family and spent his youth working in the fields. When he was in high school, Hernández was inspired by Franklin Chang-Díaz, a long-time astronaut who flew seven space shuttle missions from 1986 to 2002. Hernández went on to receive bachelor’s and master’s degrees in electrical engineering, worked on X-ray lasers, developed the first full-field digital mammography imaging system and then became an astronaut. Hernández traveled on the space shuttle Discovery to the ISS in 2009 on a mission to deliver a Multi-Purpose Logistics Module. Now asteroids (122554) Joséhernández and (115015) Chang Díaz can inspire the next generation of space explorers.

“It’s an honor and a privilege to name these asteroids in recognition of fellow space explorers while also adding to the message of the power and value of diversity for all human endeavors,” said Marc W. Buie, an astronomer who discovered the 27 asteroids in the last couple of decades. Buie is a Boulder, Colorado-based astronomer at the Southwest Research Institute, which is headquartered in San Antonio, Texas.

Buie is also a co-investigator on NASA’s Lucy mission, which will launch atop the Atlas V 401 rocket from Cape Canaveral, Fla. Its 12-year mission — the first of its kind — is to study seven Trojan asteroids that are among the two swarms of space rocks that circle the Sun, leading and following Jupiter in its orbit. Lucy will also fly by one main-belt asteroid.

The asteroid-naming proposal to the IAU, an organization that approves and certifies the names of astronomical objects and features, was a team effort by scientists and students involved with Lucy. It was led by Cathy Olkin, deputy principal investigator of the Lucy mission at Southwest Research Institute

Asteroids Named to Reflect Contributions of Latinx Astronauts

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and Keith S. Noll, a planetary astronomer at NASA’s Goddard Space Flight Center in Greenbelt, Maryland, who serves as Lucy project scientist.

“Last summer a group of us got together to honor a diverse group of astronauts who have traveled to space and the pioneers who paved the way for these explorers,” said Olkin. “But there are many more, and we hope to add their names to the sky in the future.”

Besides José Hernández, other notable Latinx NASA members that were honored with their own asteroid are Arnaldo Tamayo Méndez, the first person of African ancestry and Cuban heritage to travel into space and Ellen Ochoa, the first Latinx woman to go to space. Source: NASA

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Above: Cuban researcher-cosmonaut, Lieutenant-Colonel Arnaldo Tamayo Mendez, in a simulator at the Gagarin Cosmonauts’ Training Center preparing for the soyuz-38 space mission to the Salyut 6 Space Station, September 1980.

Top, left: Astronaut José Hernández, STS-128 mission specialist, works controls on the flight deck of Space Shuttle Discovery while docked with the International Space Station.

Bottom, left: Astronaut Ellen Ochoa, STS-110 flight engineer, dons a training version of the full-pressure launch and entry suit prior to a training session in one of the trainer/mockups in the Space Vehicle Mockup Facility at the Johnson Space Center (JSC). Suit technician Andre Denard assists Ochoa. STS-110 was the 13th shuttle mission to visit the International Space Station (ISS).


STEM

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As a first generation American, and daughter of a Nicaraguan woman, I have always been acutely aware of the unique experi-ences I had growing up in the San Francisco Bay Area. Because

Silicon Valley is the birthplace of modern technology, I ended up as an intern at a technology PR agency fresh out of college. I had zero connec-tions and zero family who had a college degree except for my brother and one cousin. Yet, I sent a bold email to a PR agency that stated I would be the best intern they ever had. I not only interned with that company, but was offered a full-time job after three months.

This led to my journey as a Latina in Silicon Valley. I soon learned that my clients were open to being highlighted in Spanish language press and no one at the PR agency was equipped for that. Soon after, I secured a TV interview for my client on CNN en Espanol. As an intern, my first media hit (what you call getting an article or TV placement for a company) was in Spanish. As my career continued, I worked at a few agencies and a few tech startups where my Latina background was valuable. But I also started to notice the lack of Black and Latino representation in tech. To the extent that when I found one Latino, we instantly clicked almost as if we both knew we were on the same team, and he became one of my clos-est friends — a humble, talented, Colombian MIT graduate representing Latinos as an engineer in Silicon Valley. Over the next seven years work-ing in tech in the 2010s, he was the only Latino co-worker I ever had.

Black and Latinos remain underrepresented in tech jobs across the country. As Dayanna Espinoza, a software engineer in Silicon Valley, says, “I’ve worked at multiple companies and I can count with my fingers the number of Latina software engineers that I’ve seen at these compa-nies. Multiple times I’ve felt I don’t belong in tech because I don’t see that many people who look like me.”

So, to those of us that are here in Silicon Valley or working at a tech company — as well as those on their way — how do we navigate being the first Latina that a company hires?

ExpectationsA cousin of mine, who works as an architect, says his Mexican-

Nicaraguan heritage challenges him because he feels like he needs to use his voice — but that it’s also a lot of pressure to put on someone. We hear this from other people of color as well — that that when you’re the first or only person of color in a setting, it can feel as if people are look-ing at you to represent an entire people group with your work ethic and success. Beyond your performance, there is an expectation to participate in outreach or inclusion efforts. As if now you’re there, you must help them connect with more people “like you.” But, as one of my Latina friends at a multinational technology company says, most of us are not equipped for this. Most of us are just glad to be in the room. We’re barely

Latinas in Tech: Your Role Matters By Angela Baldwin, Founder of Baldwin PR and Marketing


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paving the way and surviving ourselves. Navigating the tech and cor-porate world as a first-generation American is daunting, and in some cases, even our families don’t get it. Let’s not even start with navigating shares, equity and salaries. This is new territory for some of us, YET we’re already expected to make room and think about those behind us.

This led my friend to join groups like Latinas in Tech and host events in-person and online to connect with other women who feel the same. We need to realize we’re not alone and while many of us are the only Latina in the company — there will be more to come.

AcceptanceIn addition to not quite knowing how to change the cycle of a lack

of Latina representation in tech, imposter syndrome is another issue. Part of being a strong Latina in tech is figuring out if there is anything holding you back. Are there insecurities that exist? Why are they there? Is it your education background? The neighborhood you come from? The language barrier? Is it that the janitors or cooking staff look more like you and your family than the board room? Ahem, I’ve definitely noticed.

A majority of technology companies — Facebook, Instagram, Twitter, Amazon and Google — were founded, run and financially sup-ported by white males, and today only three percent of tech executives are Hispanic. Yet, they make up 17 percent of the total U.S. workforce — the biggest gap of any other minority group in the U.S.

I once worked at a startup and every Friday, we would go dancing in the Mission District in San Francisco. Historically, the Mission District has been dominantly Latino, heavy with taquerias, but today it is also heavily gentrified. I was born there, and spent the first years of my life there. As we walked the streets from bar to bar, I would often see a Latina woman pushing a stroller with a child in it and every time I saw that, I would think of how that was my mom in the 80s, and here I was with my “techie” coworkers. seemingly disconnected from the locals that have called this place home for many generations.

“I started to feel the pressure to represent Latinas ever since I entered higher education, but even as I have entered the workforce and have been promoted into leadership roles, I still often grapple with imposter syndrome, stereotype threat and worry obsessively about my communi-cation,” said Katherine Zepeda Arreola, Director of Customer Success, Beyond 12. “I don’t want to be perceived as incompetent, undeserving or as someone who got lucky.”

Identifying what is holding you back from walking into a room with the confidence that you belong there takes time, but it’s worth diving into. If you’re in a role where your colleagues don’t look like you, remember that you are there for a reason.

RepresentationI spent a year in my 20s working as an after-school college and

career instructor at three LA charter schools where I primarily worked with Latina 11th graders. When I first asked them what they wanted to be when they grow up, some of them said they wanted to work at Target or Starbucks. That made sense since those were the best retail jobs they knew. However, I was challenged with showing them they could pursue a higher education. This came with explaining the higher education systems, scholarships and, after explaining my family’s eco-nomic background and that I was able to go to college, their ears perked up. As a recipient of a small Hispanic Scholarship Fund, a few col-lege grants and some student loans, I explained there was money out there waiting to be given to smart Latina girls like them. The program I worked with, Step Up Women’s Network, proudly reported later that all the girls graduated and went off to college. Sometimes all it takes is knowing someone else who did it before you.

Working as a Latina in tech works the same way. Once you meet someone else who has surpassed challenges and is a VP at a global tech company, it sets the tone. Representation matters.

Your role matters, and it’s time to embrace it. We need more of you.


HIGHER EDUCATION

Like many Latinas on the rise, my life is full of a lot of firsts. I was the first in my family to attend high school, the first to

go on to college and the first to continue a path centered on creating educational opportunities for children like me.

This work is deeply personal for me. I grew up in Pico Union, an immigrant neighborhood blocks west of downtown Los Angeles. My family did not have the context

“I’ve worked in education for over thirty years and I know that it will take a collective effort to both address the effects of pandemic and historical educational inequity. We need collective action that is data-informed, transformative, responsive and community-centered.”

— Ana Ponce, Executive Director, Great Public Schools Now

Every Child Deserves a Quality EducationBy Ana Ponce, Executive Director, Great Public Schools Now

my parents to get permission to do so. We agreed that I could go to an all-girls Catholic school, but that I would need to pay for it. I worked 32 hours a week as a cashier at a local clothing and toy store. I had to negotiate with my parents once more to get their blessing to attend Middlebury College in Vermont. Despite this initial challenge, I graduated from Middlebury with my mother in attendance. I then continued my education earning

Earlier this year, we released a report, Educational Recovery Now, that detailed the impact of the pandemic on Los Angeles’ students. We reviewed the data on student engagement, learning loss, math and reading assessments, and progress toward high school graduation. We found that Black and Latino students are being disproportionately impacted. Two-thirds of our students are falling behind on literacy and math.

Within the next four years alone, 40,000 current LAUSD high school students or more are at-risk and could potentially not earn their high school diploma. I see myself in many of these children because I suspect those struggling the most are very likely from homes and backgrounds like mine. I know the odds I beat and can’t imagine having any chance at all if I had to do it during an unprecedented global pandemic.

To address these challenges and create true systemic change, we all must engage in deeper collaboration and collective action. Great Public Schools Now has been regularly bringing together a broad and diverse group of organizations from the political, business, labor, education and nonprofit sectors to advocate together for improved educational outcomes in Los Angeles.

There is still so much work to be done, so that students have equitable access to quality schools and the ability to live opportunity-filled lives. I know there are many Latinas, like me, who are ready to come together and rise up to the challenge.

or experience to navigate the public education system. My parents immigrated from Mexico in search of a brighter future for me and my six older siblings. Unable to read and write, but determined to work hard for a better life, my parents expected us to work after middle school to help the family. This wasn’t because they didn’t value education or didn’t support us. It was because this is what they knew.

When I was ready to continue my education beyond middle school, I had to negotiate with

a master’s degree in bilingual-bicultural education from Teachers College at Columbia University, a Master’s degree from UCLA and a finally a doctorate in educational leadership from Loyola Marymount University.

Today, I am the Executive Director of Great Public Schools Now, a Los Angeles-based non-profit organization where our mission is to invest in schools, organizations and initiatives that catalyze excellence in public education.

Find jobs at higher ed institutions committed to diversity and inclusion.Access our job board and career resources at HERCjobs.org

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HIGHER EDUCATION

Maaike Van Craen said: “Choose a flexible program that works best for you, and you’ll be able to fit everything

you want to do in.”Maaike Van Craen (pictured) is an online

MBA student at Vlerick Business School. Having completed a teaching degree and a master’s in drug development and pharmaceutical science, she is working as a medical affairs manager alongside her studies.

She said: “I hope to use the MBA to shift more into a business management role using the skills learned.”

“It wasn’t enough to just have scientific pharmaceutical knowledge. I wanted to move further in my career and take on a new challenge and taking on an MBA would help me get to that next level.”

But, like many prospective MBA students, she was working full-time, had bills to pay

Why Online MBA Programs Are the Perfect Fit for Working ParentsBy Niamh O

and couldn’t afford to leave her job, and so an online MBA offered the perfect solution.

She said: “I found an online and flexible program was the best way for me to study an MBA, but also fit it around everything else in my life.”

Now, of course, an online MBA is still a difficult qualification — but the flexibility is the real selling point.

Maaike said: “I was pregnant right at the start of the MBA program with my first child, but the flexibility allowed me to still start and fit in modules when it suited me.”

She says she also benefited from taking breaks during the program — something you’re able to do during your studies. She said: “The Online MBA can be completed at any speed between one and five years.

“I don’t think I could have continued with the program without this feature. It allowed

me to take breaks for when I had both my children, and also when I moved job halfway through and for school holidays to spend time with family.”

Why flexibility is so important for parents

One thing that often dissuades some mothers from undertaking advanced degree programs is the rigid nature of the beast — but with an online MBA, flexibility is a major selling point.

Maaike said: “I think flexibility is so important, in my experience, because I certainly would not have been able to study for an MBA without it.”

With two children, and also working full-time, Maaike says it would have been incredibly difficult to stick to all the work if she didn’t have the flexibility to do the work


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TODAY!

when it suited her.In fact, the online MBA offers so much

flexibility, Maaike had the option to delay an exam for her due date. She said: “I had an exam around my proposed birth date, and they were more than happy to be flexible and postpone my exam for me if need be.”

She understands a lot of women may be in a similar position with young children at home, or thinking about having children, but she says it shouldn’t stop them from pursuing education.

Maaike said: “Choose a flexible program that works best for you and you’ll be able to fit everything you want to do in. This is even the case if you begin a new job or move — you can simply pause the MBA and come back to it when best suits you.”

The benefits of online MBA programs

Maaike believes online MBA programs — and their popularity — are the future of the MBA.

Previously, many employees or students had the option to work or study remotely, but Maaike says this isn’t the case for many people now, seeing as the way we live and learn has completely changed in the past 12 months.

Maaike said: “We now see that you can get just as good a quality MBA online, but also have greater flexibility in your own lives, allowing you to fit more into a shorter period.

“People are comfortable with working virtually now, and more open to learning virtually too, I think this will only cause a rise in Online MBA participants.”

But what made her choose Vlerick’s online MBA program?

Maaike says Vlerick fit with what she was looking for in a program, and as she grew up nearby, she was aware of the business school’s reputation, and the standard of the Online MBA.

She said: “Ever since beginning the program I have not regretted my decision. The school has been so supportive from faculty

to staff, and the knowledge I have learnt has been incredibly beneficial.”

Advice for working mothersMaaike’s first piece of advice is to not let

the MBA overwhelm you. She said: “It’s easy to be overwhelmed, but if you have support from family and friends you can easily stick to it.”

But she also says it’s important to give yourself time to complete it — one benefit she praises about Vlerick’s Online MBA as it allows you to take short breaks. She said: “You should use this to your advantage and take time away when it becomes too difficult. You must take breaks to re-energize.”

And finally, Maaike advises prospective students to make use of everything the support staff and business school offers — and to connect with others on the program in a similar situation. She said: “Lots of people are in a similar boat; discuss this and get tips from each other.”Source: TopMBA (topmba.com)


HIGHER EDUCATION

If you’re a teacher that’s still working to pay off your student loans, you may qual-ify for one of the several loan forgiveness

programs designed for employed teachers. No matter your situation, income level or the details of the institution you teach at, chances are, one of these programs will work for you.

Take a look at the details below:

Public Service Loan Forgiveness (PSLF) Program

This loan forgives the remaining balance on your Federal Direct Loans after 120 qualify-ing payments, estimated over 10 years.

Unlike other programs, PSLF does not require you teach at a low-income pub-lic school but only requires that you work for qualifying employer. This includes gov-ernment organizations at any level (U.S. fed-eral, state, local, or tribal), not-for-profit orga-nizations that are tax-exempt under Section 501(c)(3) of the Internal Revenue Code or other not-for-profit organizations that provide certain types of qualifying public services.

You must have Direct Loans. If you have other types of federal loans, like FFEL or Perkins Loans, you must consolidate in order for those loans to qualify. To check which types of loans you have, log in to StudentAid.gov.

You should repay your loans on an income-driven repayment plan if you want to get the most value out of the program. You can apply for an income-driven repay-ment plan on StudentAid.gov. In order for payments to count toward the 120 needed for forgiveness, you must meet specific require-ments. Loan amounts forgiven under PSLF are NOT considered taxable by the IRS.

Teacher Loan ForgivenessForgives up to $17,500 of your Direct or

FFEL Subsidized or Unsubsidized Loans after

4 Loan Forgiveness Programs for Teachers

By Nicole Callahan and Miranda Houchins

5 complete and consecutive years of teaching at a qualifying school

You must have been employed as a full-time teacher at an eligible school for five com-plete and consecutive academic years, and at least one of those years must have been after the 1997–98 academic year.

Certain highly qualified special education and secondary mathematics or science teach-ers can qualify for up to $17,500 in forgive-ness. Other eligible teachers can qualify for up to $5,000.

PLUS Loans and Perkins Loans are not eli-gible to be forgiven through this program.

Any time you spent teaching to receive ben-efits through AmeriCorps cannot be counted toward your required five years of teaching for TLF.

To maximize your forgiveness amount, you can apply for a Teacher Loan Forgiveness Forbearance, which means you will not have to make monthly loan payments (how-ever, interest will still accrue). Borrowers who have a loan balance that is greater than the TLF amount they are applying for (either 17,5000 or $5,000) are not eligible for this type of forbearance. You can apply for TLF after you’ve completed the five-year teaching requirement.

Perkins Loan Cancellation for Teachers

Forgives up to 100 percent of your Federal Perkins Loan Program if you teach full-time at a low-income school or if you teach certain subjects.

This program can only forgive your Federal Perkins Loans. Check to see if you have Perkins loans at StudentAid.gov.

If you’re eligible for this program, up to 100 percent of the loan may be canceled for teaching service, in the following increments:

� 15 percent canceled per year for the first and second years of service

� 20 percent canceled for the third and fourth years

� 30 percent canceled for the fifth year Each amount canceled per year includes the

interest that accrued during the year. To find out if a school is classified as a low-

income school, check our online database for the year(s) you’ve been employed as a teacher.

Even if you don’t teach at a low-income school, you may qualify if you teach math-ematics, science, foreign languages, bilingual or special education, or a different subject determined by your state education agency to have a shortage of qualified teachers in your state.

Private school teachers can qualify if the school has established its nonprofit status with the Internal Revenue Service (IRS), and if the school is providing elementary and/or second-ary education according to state law.

State-Sponsored Student Loan Forgiveness Programs

Many states offer loan forgiveness pro-grams for teachers — especially if you teach in a high need area. The American Federation of Teachers has a great searchable database you can use to find state and local forgiveness pro-grams for which you might qualify. Check out aft.org and their loan forgiveness and funding database to find the right fit for you!Source: studentaid.gov


In 1992, the Hispanic Association of Colleges and Universities led the effort to convince Congress to

formally recognize campuses with high Hispanic enrollment as feder-ally designated Hispanic Serving Institutions and to begin targeting federal funding to those campuses.

These schools are now considered some of the best institutions for higher education for Hispanic stu-dents – from the classroom to extra-curricular activities and beyond. While different HACUs have their own pros and cons, depending on the area of study or the kind of learning environment you most prefer, here is some information on some of the best HACUs in the nation:

University of Central Florida Location: Orlando, FloridaAreas of Expertise: Varying STEM majorsGraduation Rate: 73% Other: The National Hispanic Schol-arship is available to students inter-ested in attending the University of Central Florida, covering eight se-mesters of tuition fees. There is also an abundance of Latinx fraternities, sororities and societies to join.

San Diego State UniversityLocation: San Diego, CaliforniaAreas of Expertise: Latin American StudiesGraduation Rate: 74% Other: An array of specialized stud-ies surrounding Latin American Studies and organizations designated for Hispanic Business majors.

College of the MainlandLocation: Texas City, TexasAreas of Expertise: Associate and Technical DegreesGraduation Rate: 92%Other: Organizations and programs that offer specialized help in finan-cial literacy, GED and ESL classes and Latinx diversity.

University of California, Ir-vineLocation: Irvine, CaliforniaAreas of Expertise: Cultural Studies, Business, and Law

Graduation Rate: 83%Other: A large Hispanic student body (25%), an abundance of mentor-ships, scholarships, and internships, specialized programs for Latinx business, law, STEM and cultural interests.

University of ArizonaLocation: Tucson, AZAreas of Expertise: Psychology, Lib-eral Arts, Public HealthGraduation Rate: 65%Other: Strong athletics departments, an abundance of online programs, high regard for higher learning, safety and campus life.

New Mexico TechLocation: Socorro, New MexicoAreas of Expertise: Engineering Graduation Rate: 50%Other: Small classroom sizes, highly dedicated professors, high employ-ment rates after graduation, chal-lenging.

Florida International Univer-sityLocation: Miami, FloridaAreas of Expertise: Online Programs Graduation Rate: 63%Other: Voted the #2 best online col-lege in America, very diverse espe-cially for Hispanic students, excel-lent food.

Keiser UniversityLocation: Fort Lauderdale, FLAreas of Expertise: Psychology and Business Graduation Rate: 65%Other: Affordable tuition, very diverse especially for Hispanic stu-dents, a variety of Hispanic centered clubs and organizations. No matter which kind of degree you want to obtain or what sort of col-lege experience you’re looking for, HACUs offer a variety of diverse specialties and perks that can fit your needs.

Want to Enhance Your College Experience?

Consider These HACUsBy Natalie Rodgers


DISABILITY INCLUSION

AmplioSpeech (“Amplio”), a digital platform developer that connects stu-dents, educators and therapists with

advanced technologies to help students with special needs, has launched a digital Spanish-language dyslexia curriculum, Esperanza, developed by Dr. Elsa Cárdenas-Hagan.

The Texas Education Agency (TEA) is offering Amplio’s digital intervention plat-form with the Esperanza curriculum to all 1,029 school districts at no cost. Earlier this year, Amplio and TEA launched an English-language dyslexia digital intervention plat-form utilizing the Multisensory Teaching

“Through the Amplio platform we can further accelerate our mission of providing every bilingual child the opportunity to read and learn.”

— Dr. Elsa Cárdenas-Hagan, director of the Valley Speech Language and

Learning Center and Amplio partner

Amplio Launches Esperanza, the First Digital Spanish-Language Dyslexia Curriculum

out-of-the-box to help our students and edu-cators quickly recover this lost time.”

By addressing specific sounds, words and general reading concepts, interventionists can use Esperanza to provide differentiated and individualized therapy for Spanish-speaking or bilingual students with dyslexia. Utilizing advanced technologies such as artificial intel-ligence and natural language processing, the platform functions as an extension of the inter-ventionist by assessing student responses and

providing visual and audio cues to support the lesson. Amplio recently piloted Esperanza in Ysleta and Crowley ISDs, directly impacting over 40 students with dyslexia.

Dr. Elsa Cárdenas-Hagan, director of the Valley Speech Language and Learning Center and Amplio partner, commented, “It has always been my hope that all children have access to high-quality reading interventions. The demand for digital and online resources for students has dramatically increased. The Amplio platform allows the Esperanza

Approach (MTA), developed by Margaret Taylor Smith, which is also available to all Texas school districts at no cost. Esperanza is the first Spanish-language dyslexia curricu-lum of its kind.

“We’re excited to offer the first-ever digital Spanish-language dyslexia curriculum with Esperanza, which will help bilingual students gain native language literacy,” said Dr. Yair Shapira, founder and CEO of Amplio.

“Amplio was designed for use in the class-room, during a lesson, as well as when remote instruction is needed,” Dr. Shapira added. “At a time when educators and parents are con-cerned with the tremendous toll of learning loss and the ‘COVID slide,’ we must think

Spanish literacy program to reach more stu-dents with the added benefit of highly-trained professionals who now have access to real-time data that informs and enhances literacy instruction.”

In May 2020, TEA approached Amplio to help address learning challenges faced by students in speech and language therapy programs due to the outbreak of COVID-19 and the switch to remote at-home learning. Speech-language pathologists have access to

Amplio’s platform and interact remotely with students to provide speech therapy required by each student’s individualized education pro-gram (IEP). More than 10,000 students have received services through Amplio’s platform, and the partnership has effectively allowed speech-language pathologists and interven-tionists to support large caseloads virtually, while also providing valuable documenting, monitoring and oversight services. For more information, visit ampliospeech.com.Source: AmplioSpeech


Rescu, an emergency alert app that con-nects people directly to certified emer-gency dispatchers, recently launched in

partnership with over 30,000 local emergency agencies throughout the United States. It is the first and only Personal Emergency Response System (PERS) in a non-hardware platform.

Unlike 9-1-1, the Rescu app does not require speaking to a dispatcher. With Rescu, users can communicate non-verbally to an emergency dispatcher, making it more acces-sible to all individuals during times of crisis. A user can silently send for help in Rescu’s mobile app interface if an intruder enters their

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This Emergency Alert System is Creating Equality in Medical Service

was not only more affordable but faster than standard emergency services.

Along with being accessible, the Rescu app eliminates time wasted communicating address and personal information as is done in traditional 9-1-1 calls. Instead, location and other data can be pre-programmed into the app, and Rescu offers the ability to select the nature of the emergency, Fire, Police, or Ambulance services, with just one click. The app also automatically sends a text message instantly notifying family members and emer-gency contacts.

The speed in which these services are deliv-ered are also beneficial for neighborhoods of color and of low-income. In a nationwide study done by the University of California San Francisco, data showed that ambulances took about four minutes longer to arrive to the

home, or a user can request an ambulance in the event of a medical emergency, without needing to speak or hear.

Rescu leverages the first emergency dis-patch API and is the only emergency alert app that has its own private dispatch center. Pricing starts at $5 per month.

When founder Paolo Piscatelli’s father, Paul Piscatelli, had a medical emergency and called 9-1-1, pain made it near impos-sible for him to talk, delaying the arrival of an ambulance.

Paul eventually got the medical attention he needed, and after he recovered, his experience inspired he and his son to create a solution that

aforementioned neighborhoods than it did to richer areas.

Paolo Piscatelli, CEO of Rescu, shares “It took over 30 minutes for an ambulance to respond to my dad. With heart attacks, strokes and other emergencies, a single minute can be the difference between life and death. So, we created a faster and easier way to get help during an emergency,’’ Piscatelli said. “We are grateful to the 30,000 local fire depart-ments, police stations and ambulance net-works that have partnered with us to dispatch emergency help in seconds – together, we are providing better response and safety to our communities.”Source: Rescu and ABC Action News

“We are grateful to the 30,000 local fire departments, police stations and ambulance networks that have partnered with us to dispatch emergency help in seconds – together, we are providing better response and safety to our communities.”


Originally from Phoenix. Germain Ar-royo decided to take the path pursued by many aspiring actors and moved to

Los Angeles to chase their dreams. Finding success, Arroyo has been a part of many dif-ferent productions such as S.W.A.T, Ratched, and their upcoming film, Under the Stadium Lights. Seeing an increase of Latinx repre-sentation is critically important in media, but Germain is doing more than just creating Latinx representation, they are also represent-ing the LGBTQ+ community and non-binary individuals.

HISPANIC Network Magazine was fortu-nate enough to interview Germain Arroyo about their career, their journey and their expe-riences as a non-binary actor in Hollywood.

HISPANIC Network Magazine (HNM): What would it have meant to you as a child growing up to see more nonbinary charac-ters (and actors) in TV and film? Why is

Representation Matters: Meet the Nonbinary Actor Changing the Game

that representation important?Germain Arroyo (GA): Growing up as

a child being able to see a Nonbinary char-acter/actor would have been mind-blowing. And mind blowing in the most positive way. Growing up in a Latino household, I watched a lot of telenovelas, Spanish comedy sketches etc. Watching TV was my moment with my mom – she was obsessed with Novellas and still is. But growing up, I never saw any-thing that has non binary characters or even gay characters. And if it did, that character was being mocked or made fun of. Being a child sitting there, watching and hearing your whole family laugh at a person because of who they are or the mannerisms they have – it was not only heartbreaking, it was horrible. I’m always down for a good laugh, but when all you see is making fun of or mocking some-one, it’s no longer a joke, it’s now personal.

To answer your question, to see someone who was non binary on my television as a

child would have probably helped me feel less alone. Helped me feel understood and maybe seen by others. Maybe it would have helped me accept myself a little more as a child, or understand who I am or why I think like I do or why I’m so lost in my own masculin-ity. Having genuine strong representation on television or any platform is very important, because you never know what young Latino child is sitting at home watching TV, just looking for someone who looks or reminds them of themselves.

HNM: Have you had the chance to play nonbinary characters or any other roles representative of the LGBTQIA+ commu-nity? Is it important that those members of the community be tapped more often to play those specific roles?

GA: This is actually a great question! My next role that I am very lucky to be a part of is actually a film where I get to represent the LGBTQIA+ community. I am extremely excited about the project and also terrified at the same time. But only because I am very passionate about this role and I genuinely want to represent my community correctly and with the upmost respect. Being part of the LGBTQIA+ community to me is a huge honor and blessing, I love being gay and I love being non-binary, and being able to represent that community as an actor is my biggest goal. I think it’s very important that the members of our community get tapped more often to play those specific roles. It’s important because you can potentially inspire someone in the world that sees themselves in you. And that inspiration continues when that person discovers that you are also gay, non-binary, transgender. That character that you played has now became a real human being to that person, they can now see someone who has reached success and is being accepted by others for being themselves. That’s why it is important for members of our community to represent specific roles. It’s about inspiration, motivation and the possibility of seeing some-one who’s REALLY like yourself.

HNM: Nonbinary characters are often portrayed in a way that is represented as ‘white, hairless and androgynous.’ As someone who intersects as a member of

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the Latinx community, how do you hope to represent something different that expands the viewers’ understanding of what being a nonbinary person and living that experi-ence means and looks like?

GA: You are completely correct, nonbi-nary characters are often white, hairless and androgynous. Before coming out as nonbi-nary, I too was confused to what nonbinary was, because I didn’t see myself in the people who were being shown as nonbinary. Most of the time, it was this 6-foot-tall model with no eyebrows and blond hair. And I’m not saying that person isn’t nonbinary. But unfortunately, they were all that the industry was showing. So, when someone like myself comes out wearing soft makeup with heels and a dress, I’m not seen as nonbinary because that’s not what they’ve seen in the magazines or social media. I don’t fit that mold. Me being Latinx, I’m hoping to represent not only my Latino community but also my nonbinary commu-nity in the most real and authentic way. Being nonbinary isn’t a look, it’s how you feel and who you are. I think if all human beings just accepted their masculinity and femininity, the

world would be a much more peaceful place. We are taught from a very young age that we have boys’ clothes and girls’ clothes, we have colors that we can like and can’t because it’s wrong to like pink as a boy. We are taught to judge and dislike someone because of what they are wearing or how they look. Just let people be who they are and mind your busi-ness. PERIOD.

GA: I’m excited to see where society is going with expressions of gender, sexuality, identity, etc... The way society has learned to accept certain terms, languages and pronouns is beautiful. We may have a long way to go, but the amount of growth that I have seen is incredible – especially with the youth. As for the world of entertainment, I think they finally have understood what correct representation means and why it’s so important. I feel like the industry is finally seeing the value and power that the LGBTQIA+ community really has. My goal as a gay, nonbinary Latino actor is to get to a place where I have a platform to be heard. I want to represent my community with strength, resilience and joy. And trust me, I will reach that goal and will be part of the change. To anyone who feels different or like they don’t belong, you do! You have a place in this world as long as you live it in your truth. I know it’s scary putting yourself out there for the world to judge and stare at you, but if you just get past all the people judging, there will always be that one person smiling right back at you.

“I love being gay and I love being non-

binary, and being able to represent that community as an actor is my biggest goal.”

HNM: As society learns more about the terms and language used to understand and express gender, identity, sexuality, etc., what do you hope to see change in the future of entertainment and what role do you want to play in that change?


Plume, the first and largest health tech company built for the transgender community, recently announced a $14

million funding round to help scale the company’s growth nationally, invest in top tier talent specialized in trans health and expand reach in new markets, making gender-affirming care available to every trans person who needs it.

“The trans community has long been denied the healthcare it deserves and Plume is changing that. Our telehealth model allows us to scale quickly in new markets and provide expert care at an affordable price for

Plume is currently available to over

90% of the trans population across the United States.

Plume Raises $14M to Scale First Transgender Health Tech Company

our members,” said Dr. Matthew Wetschler, Plume co-founder and CEO. “Our platform is designed to make the journey for those seeking gender-affirming care a seamless and joyous one. Our goal is to transform health care for every trans life.”

Since its launch in December 2019, Plume has fundamentally changed how trans folks seek and receive gender-affirming care. Guided by a top-notch team of trans and allied executives and clinicians, the healthcare platform provides safe, expert, and quality gender-affirming care through the convenience of a smartphone. Plume

clinicians uniquely tailor plans to achieve member’s individual goals and provide resources, guidance and support along the way. Few medical services engage as deeply with people’s self-expression, identity and well-being as gender-affirming care for the trans community.

Co-founded by Wetschler and Dr. Jerrica Kirkley, Plume Chief Medical Officer, Plume leads the trans digital health category in the U.S. Members pay $99 a month and receive 24/7 access to gender-affirming care, personal consultations, lab monitoring, letters of support, and home delivery of their hormone medications. And with Plume, no insurance is necessary.

“Access to gender-affirming care can be lifesaving for those who need it,” said Lainy Painter, Principal at Craft Ventures, which backed this latest funding round.

The Plume app provides safe, expert and quality gender-affirming care through the convenience of a smartphone.

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“While a small number of clinics have focused on the trans community, the vast majority of patients have been unable to access affordable care. Plume is making possible what has until now been a distant promise of the future. We are excited to partner with this excellent, purpose-driven team.”

The trans community makes up more than two million Americans. Over 30 percent of trans people delay health care for fear of discrimination and up to 50 percent of trans people in urban areas buy medications off the street. Plume eliminates these barriers by making gender-affirming care accessible for anyone who needs it without ever having to step into a doctor’s office.

For more information visit getplume.co.Source: Plume


Before I dig in, I think it’s important to better explain my background and culture. I was born in the U.S. but

lived in Iran until I was 19. Growing up an Armenian Christian in Iran, our culture was how we maintained our identity in a country where we would always be “other.” We prioritized reputation and the dichotomy between honor and shame.

So, how do you come out when it will bring shame? When you know it will harm your family’s reputation? Coming out would be considered selfish, so I had to first become ok with being “selfish.”

With all that in mind, here are three tips I share with my readers for coming out in a not-so-welcoming environment:

Accept YourselfIn Iran, it wasn’t just illegal (and

punishable by death) to be a homosexual; it was completely unspoken. It wasn’t even that I didn’t feel accepted as who I was; I was in an environment where I didn’t actually understand who or what I was. If someone were to suggest that I was a gay man, I wouldn’t have even believed it myself. So, the

first part of coming out was to first understand my own sexuality so that I could then accept myself.

Know Your WorthAccepting and loving yourself first will

help you understand your value. When I think of what makes up my value as a person, being gay doesn’t come to mind. I think of my leadership skills and ability to listen to others. I think of my persistence. Being a gay man doesn’t add or subtract from those values. If you are afraid that someone else is going to discount your value because you’re homosexual, then they don’t deserve the benefit of your abilities. Believe in your worth and do not give those people space in your personal or professional life.

Cultivate a Supportive CommunitySurround yourself with people who have

shown not only understanding of your journey but also support. Having a safe space to speak freely about the challenges you face, without fear of judgment, is vital to both coming out and self-acceptance

Harma Hartouni is owner of Harma Real Estate and author of Getting Back Up: A Story of Resilience, Self-Acceptance & Success. For more, visit HarmaHartouni.com.

3 Tips for Coming OutEven when it goes against your community, culture and familyBy Harma Hartouni

Even though my coming out caused pain for my family, I can honestly tell you that being “selfish” at that moment was the best thing for all of us. I’ve been able to build a very successful career, grow in my relationship with my family and finally start a family of my own. Fight for the life you want to live and goals you have. No one should ever have to fight like I did, but a full life does not come without hardship or hard work.


The Human Rights Campaign (HRC) Foundation, the educational arm of the nation’s largest lesbian, gay,

bisexual, transgender and queer (LGBTQ) civil rights organization, was recently joined by Archbishop John Wester, Bishop John Stowe, The Association of U.S. Catholic Priests and other Catholic leaders, in releasing a letter disavowing discrimination and violence against the transgender community. The letter goes on to affirm that Catholic teachings command that all people are to be treated with dignity and respect.

“The life-threatening violence against the transgender community, spurred by discrimination and hate, is a moral issue and one in which the voices of Catholic leaders are critical to the safety of our transgender siblings,” said Alphonso David, president of the Human Rights Campaign.

The letter notes the urgency to end the epidemic of violence against the transgender community, particularly affecting transgender women of color. It goes on to say that as Catholic leaders, it is their duty to uphold every person’s humanity, and never tolerate unjust discrimination.

In 2020, the Human Rights Campaign tracked at least 44 deaths of transgender and gender non-conforming people, of which the majority of victims were Black or Brown. HRC recorded more violent deaths of transgender and gender non-conforming people last year than in any year since our tracking began in 2013. Since HRC began tracking this violence, more than 200 deaths have been recorded. Of these victims, 78 percent have been transgender women of color and 85 percent have been transgender and gender non-conforming people of color.

Since the start of 2021, HRC has tracked 12 known deaths of transgender or non-binary people—making the start of this year unprecedently violent. In the face of this escalation of violence, it is more critical for people of all faiths to join and declare that discrimination against the transgender community must immediately stop.

The letter, reads in full:

Source: The Human Rights Campaign

Catholic Leaders Join Human Rights Campaign to Condemn Transgender Discrimination

Noting with urgency the words of St. John Paul II in Evangelium Vitae that, “every individual, precisely by reason of the mystery of the Word of God who was made flesh, is entrusted to the maternal care of the Church. Therefore every threat to human dignity and life must necessarily be felt in the Church’s very heart; it cannot but affect her at the core of her faith in the Redemptive Incarnation of the Son of God, and engage her in her mission of proclaiming the Gospel of life in all the world and to every creature,” (Evangelium Vitae 3) we, Bishops, religious and lay leaders of the Roman Catholic Church join with the Human Rights Campaign in calling for an end to the epidemic of violence against transgender individuals.

The Catechism of the Catholic Church teaches that “every sign of unjust discrimination” against LGBTQ people “should be avoided.” We are commanded to respect the full dignity and humanity in every individual, and to be people of justice, mercy and compassion. That we might not understand an individual’s experience, does not mean we are to discriminate against them, nor tolerate any form of discrimination they might endure. We are never commanded, neither in Sacred Scripture nor in Sacred Tradition, to discriminate against anyone, but instead to be stewards of justice and mercy.

It should alarm all Catholics that individuals who are transgender experience disproportionate rates of discrimination, harassment and violence -- violence that is often fatal, and that overwhelming affects Black and Brown individuals. Last year, at least 44 people in the United States were the victims of this fatal violence. It is critical that we as Catholic leaders and lay people, do everything we can to prevent any further discrimination or harm. This must start with more Catholic leaders underscoring the humanity of our dear neighbors.

The defense of human dignity is one of our highest callings of our baptism, and we Evangelism are empowered by the Holy Spirit to do all that is necessary to end discrimination and violence.

The Holy Father, Pope Francis, writes that, “we cannot be indifferent to suffering; we cannot allow anyone to go through life as an outcast. Instead, we should feel indignant, challenged to emerge from our comfortable isolation and to be changed by our contact with human suffering.” (Fratelli Tutti 68). It is our Catholic duty to affirm the dignity of transgender people and to defend them from harm.

St. Bonaventure wrote that, “we are led to contemplate God in [all creation].” This is no less true of our transgender siblings. Transgender people have always been members of our local parishes and the witness of their lives has leads us to greater contemplation of God and the mystery of our faith. To our transgender siblings, may you always know that the Image of God resides in you, and that God loves you.

Faithfully yours, Individual SignatoriesArchbishop John Wester, Archdiocese of Santa Fe, NMBishop John Stowe, O.F.M. Conv., Diocese of Lexington, KYFr. Michael Garanzini, SJ, President, Association of Jesuit

Colleges and UniversitiesTom Chabollah, President, Jesuit Volunteer CorpsFr. Bob Bonnot, Executive Director, AUSCPFr. Louis Arcenaeaux, C.M., Secretary, AUSCPFr. Neil Pezzulo, H.J.D.Fr. Daniel P. Horan, OFM, Duns Scotus Professor of

Spirituality, Catholic Theological Union, ChicagoFr. Bryan Massingale, Professor of Theology, Fordham

University Organizational SignatoriesAssociation of U.S. Catholic PriestsJesuit Volunteer Corps


HEALTH, FAMILY TRAVEL & LIFESTYLE


On average, someone in the United States dies from cardiovascular disease (CVD) every 36 seconds,

approximately 2,380 deaths each day, according to the American Heart Association. Each day, 405 deaths occur in the U.S. as the result of strokes, an average of one death every 3:33.

More people die annually from CVD than from any other cause including cancer, COPD, diabetes, lung infections and the flu, according to the American Heart Association (AHA) 2021 heart disease and Stroke Statistics.

Consider these steps to #RethinkCVRisk to change the course of the disease and your life.

Understand Your RiskCOVID-19 has shown that those with

underlying CVD face an especially high risk of serious COVID-19-related illness or even death, according to the Centers for Disease Control and Prevention (CDC). Regardless of whether you’ve received your COVID-19 vaccination, now is a good time to discuss your risk for heart disease with your doctor.

How Cardiovascular Disease Develops

Risk factors for CVD include high cholesterol, high triglycerides, diabetes and high blood pressure. Other factors that contribute to risk are family history, prior cardiovascular (CV) events, smoking, being overweight or obese and unhealthy diet and exercise habits. Over time, these risk factors can lead to injury of the blood vessel lining, causing inflammation, which can then trigger plaque growth. Plaque grows at different rates and in different arteries in the body for everyone and is often a slow, gradual process without symptoms.

As plaque buildup continues, the risk of suffering a CV event – such as heart attack or stroke – increases. If plaque ruptures, the body will try to repair the injury, potentially causing a blockage to form, and when an artery becomes fully blocked, blood flow is restricted. Blocked blood flow to the heart causes a heart attack while blocked blood flow to the brain causes a stroke.

Rethinking Heart Health

Managing Risk FactorsThe most effective way to prevent CVD

is to understand and address risk factors. Triglycerides play an important role in heart health. Triglycerides store unused calories to give your body energy and are the most common type of fat in the body. They come from foods you eat such as butter, oils and other fats, as well as carbohydrates, sugars and alcohol. Your diet, lack of exercise, medical conditions, certain drugs and genetics can all cause high triglycerides.

In the past, medicines used to lower triglycerides, like fenofibrates and niacin, were commonly prescribed to help manage CV risk along with statins. However, clinical studies failed to show benefits and both the U.S. Food and Drug Administration (FDA) and American Diabetes Association discourage combining niacin and fenofibrates with statins.

While high triglycerides are an indicator of CV risk, lowering them won’t necessarily reduce your risk. However, addressing the underlying causes of high triglycerides can help, according to the AHA.

Treatment OptionsWith ongoing research, new standards of

care are emerging. High cholesterol is a key CV risk factor, with statins currently the first-line therapy for lowering cholesterol. Statins, diet and exercise can lower your CV risk by about 25-35 percent, but for many people, controlled cholesterol doesn’t eliminate CV risk. This residual risk, or “persistent CV risk,” puts millions of patients at risk and has been the focus of therapeutic development for many years.

Talk with your doctor about FDA-approved options that can help further reduce your heart risk if you already take statins.

For more information about CVD and what you can do, look for #RethinkCVRisk on social media or visit truetoyourheart.com.Source: Family Features Editorial Syndicate


FINANCE & INSURANCE

Money is a taboo subject across many cultures and its often considered too personal to discuss in any real detail.

As a result, a lot of people grow up with no foundational knowledge about basic financial management and without role models on how their parents handled financial situations. And then as an adult, you may feel extremely uncomfortable talking about money with your own children — and so the pattern continues. Does this sound familiar? With no formal financial training built into our education system, parents are the first, and only, source of information when it comes to financial literacy, so it’s important to start talking about money.

Why We Don’t Talk About MoneyIn Guardian Life’s 2021 Workplace Benefits

Study, when respondents were asked why they did not currently work with a financial professional, nearly 20 percent of respondents shared they do not want to share their personal information with someone, and 36 percent of respondents who have full-time employment do not feel they have enough income to work with a professional.

Why We Need to Start Talking About Money

Talking about money can benefit our social system in many ways, including:

� Helping to establish equal pay in the workplace

� Allowing people to find and secure affordable housing

� Helping people and families build personal and inter-generational wealthChildren whose parents treat money as a

taboo topic often grow up carrying irrational anxieties about money and don’t know how to handle their own finances. Improving your financial literacy can help you move ahead and help future generations do the same.

Money is clearly a topic with a long history of social stigma, spanning cultures and generations. There are many reasons to get comfortable talking about money:

� Grow, both personally and emotionally, through the shedding of past beliefs associated with money.

� Establish your own dialogue around finances, rather than continuing old family patterns.

Is Talking About Money Taboo? Here’s How to Break the IceBy Iván Watanabe

� Build a strong relationship with money to increase your confidence and help build financial stability.

How to Start the Money Conversation

Talking with family members about money is an important step in establishing and maintaining financial health. Here are some tips to break the ice:

� Start small - focus on one thing at a time. Choose one financial topic that matters to you and learn about it. You can develop your knowledge from there.

� Take the lead - share your own thoughts, concepts and budgeting strategy first. Your family may be more likely to open up and share their own questions and strategies if you take the first step.

� Be honest - talk with your family, friends and trusted financial professionals. Your honesty and openness will probably encourage others to share, too.

� Think it through - try not to loan money to family members because it can change the relationship dynamic and introduce tension. Instead, focus on working together on strategies and techniques.

� No strings attached - if you do end up loaning money to family, let go of the expectation that they will pay you back. If you’re in a financial position to lend money to family, it’s important to think of it as a gift to avoid putting stress on the relationship.

Iván Watanabe is a Managing Partner of Opus Private Client, LLC in Rye Brook, New York. Iván is a graduate of the College of the Holy Cross with a bachelor’s degree in political science and Spanish literature and brings a unique blend of analytical and holistic thinking to each of his clients. The son of a Venezuelan mother and a Japanese father, Iván enjoys working with families and is particularly sensitive to and appreciative of the nuances that come with various cultures in the context of planning for the future. Iván focuses on asset protection, wealth accumulation and wealth distribution strategies. His vast knowledge and rich experience in the finance industry has earned him one of the most prestigious industry awards, the President’s Council Award, each year since 2018. Material discussed is meant for general informational purposes only and is not to be construed as tax, legal or investment advice. Although the information has been gathered from sources believed to be reliable, please note that individual situations can vary. Therefore, the information should be relied upon only when coordinated with individual professional advice.

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� Schedule money meetings - find a time that works for everyone to sit down and talk about your financial goals and strategies to reach them. Plan these meetings in advance and get everyone on the same page.Money can be an awkward subject,

especially with your friends and family. With some effort, you can break the ice on this taboo topic and develop healthy financial habits for yourself and future generations. For more insights, listen to my interview at livingconfidently.com/standard-deviations-podcast/#episode62 with Dr. Daniel Crosby on his podcast, Standard Deviations.


FINANCE & INSURANCE

The lack of financial support offered in the past to the Latino community has often led to individuals and families indepen-

dently managing their own finances rather than working with a financial institution. This has resulted in all-cash transactions, money transfers across countries and even renting instead of purchasing a home.

Banks and credit unions have taken note of the frustrations within the community. Now more than ever, there are solutions available to support the needs of Latinos so they can live, work and play while planning for the future – all with financial confidence. The five solutions outlined below are examples of how some specialized banks and credit unions are addressing today’s challenges.

Immigration Loans: These unique loans help immigrant individuals and fami-lies more easily manage the high government costs related to the immigration process. Look for institutions that offer this unsecured loan at a low fixed interest rate with repayment terms up to 36 months. You can even find loan amounts up to $4,000. Be prepared to have on hand a photo ID and verification of address and income. The more supportive financial institutions offer complimentary financial education and credit counseling as part of the application process.

No-Credit Check Loans: Another specialized product geared toward the com-munity is a flexible loan that can provide up to $1,000 with no credit check. This loan is especially helpful as people rebuild from the pandemic and business development loans are necessary to survive. When looking to secure this type of loan to either start an enterprise or fund a current business, make sure the pro-gram offers a fixed rate, term and payment.

Mortgage Loans: Whether you are purchasing your first home, refinancing or seeking second home financing, this loan is crucial in building your life and establishing financial security. Look for institutions that have streamlined the entire mortgage pro-cess through technology and personal sup-

Addressing the Challenges of Latino Banking NeedsBy Jim Norris, CEO, SkyPoint Federal Credit Union

port because in today’s real estate market, the buyer must be quick to the table to win the bid! Higher Education Loans: College and other higher education opportunities used to be out of reach due to the excessive cost. Today, credit unions and banks offer savings programs designed to alleviate these costs so Latinos can build their future. Look for loans that offer borrowers multiple in-school repay-ment options and allow you to borrow up to 100 percent of the school-certified cost of attendance.

Improved Customer Services: Per-haps the most comforting effort of financial institutions is the drastic steps they have taken to truly serve the Latino community. From the minute you take the first step in contacting a financial institution, the language barrier is enough to stop all efforts. Banks today now offer fully bilingual staff and paperwork in both Spanish and English. This alone removes a huge disconnect and provides Latino’s sup-port to fully understand the financial products available.

When choosing your bank or credit union, look for these specific offerings and certifi-cations, as these institutions will provide a more in-depth understanding of the needs within the Latino community:

Juntos Avanzamos Certified: These credit unions are committed to serving and empowering Latino consumers by offering support in navigating the U.S. financial system and providing safe, affordable and relevant financial services. Juntos Avanzamos credit unions always employ bilingual, culturally competent staff and leadership, accept alter-native forms of ID and treat all their members with respect, regardless of immigration status.

Diversity, Equity & Inclusion (DEI) Certified: This program provides leaders of credit unions the competencies, knowl-edge and tools to develop DEI strategies that align with the objectives of Latino businesses.

This specific certification is made available for credit unions by the Maryland & DC Credit Union Association (MD/DC CUA) and Georgetown University’s School of Continu-ing Studies.

Community Development Finan-cial Institution (CDFI): These institu-tions offer tailored resources and innovative programs to generate economic growth and opportunity in economically disadvantaged communities. For example, recently the U.S. Department of Treasury’s CDFI Rapid Response Program (CDFI RRP) provided $1.25 billion in relief funds to 863 community development financial institutions (CDFIs) across the country. This grant will help CDFI credit unions respond to economic chal-lenges their members have experienced due to COVID-19.

Do your research and make sure the bank and credit union will support the finan-cial needs you are seeking. The options are abundant and today, Latinos can trust that the future looks brighter as financial institu-tions aim to create a more vibrant, financially secure Latino community.

Jim Norris, CEO of SkyPoint Federal Credit Union, is deeply committed to make banking simple by providing a wide variety of financial solutions for the Latino community, in the most supportive manner possible. SkyPoint is Juntos Avanzamos Certified, a CDFI institution and their leadership is undergoing the DEI Certification program at Georgetown University. SkyPoint is headquartered in Germantown, Maryland and operates throughout communities in Maryland, DC, and Virginia.


FINANCE & INSURANCE

Greater diversity at companies is proven to lead to better business performance, including higher profits and improved customer growth. In the financial planning profession, it is especially valu-

able to have as many perspectives and backgrounds as possible to better serve an increasingly diverse customer base. To share why diversity is important, here is more on my experience as a Hispanic woman in the financial planning profession.

How I carved space for myself in financial planningOut of the more than 87,000 CFP® professionals in 2019, only 23

percent were women and only 3.8 percent were Black or Hispanic. At the beginning of my career, the racial and gender gap in the financial planning profession was even less. When I graduated college, I knew that I wanted to be in the financial services industry, but I did not know exactly where to begin. As a start, I attended an informational interview. At the end of the interview, as I was leaving the office, I saw something written in Spanish on the manager’s door, and I let the office know that I could speak Spanish, just in case that would add value to their company. After several days, I received a call that I got hired for my first job. As the only Hispanic woman in the office, I added diversity to the company. Ever since then, throughout my career, I have learned to see my multi-cultural background as a strength and something that makes me unique in the industry.

As a Hispanic Woman, Here’s My Hope for The Financial Planning ProfessionBy Elaine King, CFP®

If current trends persist in the racial wealth gap, it will take 84 years for the average Hispanic family to reach the same level of wealth as white families. The financial planning profession has an opportunity to help close this gap faster.

Above: Attendees at the 2019 Diversity Summit hosted by the CFP Board Center for Financial Planning on November 13, 2019 in Washington, D.C. Above, right: Elaine joined other panelists for “Financial Planning as a Career” during the 2020 Diversity Summit. Left: Screen capture of Elaine King, CFP® as she spoke, virtually, during the 2020 Diversity Summit.

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Why financial planning should support and advance minority wealth

If current trends persist in the racial wealth gap, it will take 84 years for the average Hispanic family to reach the same level of wealth as white families. The financial planning profession has an opportunity to help close this gap faster. Financial planning firms should actively empower minorities to take control of their personal finances. As an example, I developed a financial program for minority families that includes a workshop, monthly webinars and weekly follow ups. These activities helped them measure and advance toward financial wellness. We have seen a 50 percent improvement in savings, budgeting and debt reduction among the 600 families that have participated in the program.

Why diversity is critical to sustainable industry growth Sixty-two percent of job candidates would turn down a job offer if the


About Elaine King, CFP® Elaine King is an award-winning author, an international speaker and the founder of the Family & Money Matters Institute™ in Miami. Her mission is to help families achieve financial well-being with actionable strategies, empower-ment tools and educational programs. She serves as a CFP Board Ambassador and Public Policy Council member, Estate Planning Council Board member and Family Firm Institute Advisory committee member.

Diversity, when coupled with inclusion, makes our world a better place. It brings innovation and intelligence that makes all of our businessesmore profitable.

Fifth Third Bank is passionate about our diversity work and

engaging with our community partners to make deeper

connections that positively impact inclusion across our footprint.

Learn more about our careers at: www.53.com/careers.

Fifth Third Bank is proud to have an engaged and inclusive culture and to promote and ensure equal employment opportunity in all employment decisions regardless of race, color, gender, national origin, religion, age, disability, sexual orientation, gender identity, military status, veteran status or any other legally protected status. Fifth Third Bank, National Association. Member FDIC Equal Opportunity Employer. 21-06_CC_Print

candidate did not feel that the company valued workplace diversity. In today’s world, it is clear that workplace equality and socially conscious missions are becoming table stakes. To attract and retain new talent, firms should develop and commit to a policy for diversity and engage in socially responsible activities. A more diverse company can better serve a more diverse customer base.

Take action to advance diversity

As a CFP Board Ambas-sador, I am proud to rep-resent an organization that is taking steps to advance diversity and inclusion in the financial planning pro-fession. Recently, I attended the CFP Board Center for Financial Planning’s virtual Diversity Summit, during which industry leaders, and my fellow CFP® profes-sionals of color, shared their experiences as well as their best ideas for making diver-sity and inclusion initiatives sustainable and impactful.

Through efforts like these, I hope to see the financial planning profes-sion truly reflect the diver-sity of the American popu-lation one day.


UTILITIES & ENERGY

As we reimagine and rebuild America to prepare for a net-zero future, a modernized electricity grid is a critical component to increasing resiliency in our most essential services and

infrastructure. Strengthening the electric grid will lessen disruptions caused by

malicious actors, reduce power outages in homes across America and help lower energy bills by moving cheaper, cleaner electricity to where it is needed most.

The U.S. electric grid is made up of more than just power plants. It includes transmission lines designed to transport energy over long distances and distribution systems that carry electricity to the individual customer. It is a complex network of asset owners, manufacturers, service

providers and government officials at the federal, state, and local levels, all working together to provide reliable, resilient, and secure electricity.

Today’s electric grid is aging and is being pushed to do more than it was originally designed to do. While adding clean energy capacity, we must also secure the power system against hackers, foreign actors and natural disasters that are becoming more frequent and extreme because of climate change.

The Department of Energy is working toward a 100 percent carbon-free power sector by 2035 in support of President Biden’s climate goals. One way to achieve this is to modernize the grid. That means supporting research and development efforts that can optimize power delivery and enhance resilience; implement new interactive capabilities to allow the

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system to more easily respond to change; and new measurements, data analytics and models that leverage the latest scientific advancements in mathematics and computation to increase efficiency and reliability.

In addition to modernizing the grid, investments in energy infrastructure – like those proposed in the American Jobs Plan – will increase our clean energy capacity and create millions of jobs.

Investments in grid resiliency include technologies that will strengthen our transmission and distribution systems such as:

�Microgrids are a self-sufficient group of energy sources, like solar or wind, that support the energy needs of a local footprint, like a college campus or hospital complex. Microgrids can disconnect from national infrastructure to continue to operate while the main grid is down. Because of this, microgrids can strengthen grid resilience, decrease power outages and provide energy resources for faster system response and recovery.

� Demand Response is a consumer’s reaction to a high demand for electricity. By limiting or postponing power consumption during a time of high demand, consumers can help utilities manage increased strain on the grid. Some utilities provide consumer rebates for demand response.

� Advanced Metering, or smart metering, lets consumers know how and when they are using electricity so they can reduce their usage. Advanced metering could also help consumers reduce their

electric bills by making them aware of periods of time that have a higher cost of electricity.

� Grid Scale Energy Storage Devices can help utilities continue to provide power during peak loads, when the grid may not be able to support all power needs. These devices can store electricity generated from carbon free sources so it can be used when it is needed most.

� Grid Hardware is critical for carrying, converting and controlling power. Most of the grid modernization efforts have been focused on advanced digital information and communication technologies, but the physical equipment necessary to move power needs to be updated as well.

The grid of the future must also support electric vehicles and charging stations, newly connected communities and increased integration of carbon-free resources like solar and wind. A secure and resilient power grid is more than just keeping the lights on – it’s vital to preserving our nation’s security, economic prosperity and the livelihood of all Americans. Source: Energy.gov

A 21st century grid must be flexible and smarter as our energy mix continues to change, with a focus on shifting toward sustainable renewable energy sources like solar and wind.


FEATURE STORY

Over the last year, we’ve found many new and creative ways to network in every sphere. Office meetings are often held through conference lines

and Zoom calls, and you’ve probably never sent more emails in your life than you have during the stay-at-home order.

But, one of the biggest changes that came to the professional world was how we would conduct our yearly conferences. Organizations have had to learn how to bring together hun-dreds upon thousands of people in one space in a way that is accessible for all without too many technical difficulties. While there have been many amazing features to moving con-ferences to an online platform, the way in which they are conducted are far from perfect.

Here at DiversityComm, we’ve had the opportunity to attend many of last year’s vir-tual conferences. Here are some pros of what we’ve learned that works – and the cons of what doesn’t.

Pros:

1 Availability: Without the confines of a physical space or the need to travel to a

set location, a digital platform allows anyone to be in attendance without ever leaving their homes. Speakers and attendees alike who would not have been able to participate due the physical barriers of the conference space are now readily available to connect, share and grow with individuals they may have oth-erwise never met.

2 Special Features: Digital contact cards, company video presentations and

recorded panels are just a few of the many features online platforms have made avail-able. The annoyance of repeating your pitch, running out of business cards or having to decide between two panels at the same time has become a thing of the past. Even if you can’t attend a virtual event due to other com-mitments, many of the conferences allow you to watch and re-watch content for up to thirty

The Naked Truth About Virtual ConferencesBy Mona Lisa Faris

days after the live event has ended, further increasing audience attendance. This kind of online platform also makes it easier for indi-viduals with varying disabilities to access closed captions, audio adjustments and proper seating in a space where those services may have been more difficult to facilitate.

3 Affordability: Without the need of a physical conference space and its

in-tandem travel fees, some of the biggest conferences in the business are now much more affordable than they were in-person. Businesses are able to save on the logistics of shipping cost, booth setup and travel, and send as many attendees as they would like to the conference at no additional cost.

4 Preparedness: From the interviewing process to presentations, digital plat-

forms make it easier to be prepared for any issue that may come your way. Instead of wor-rying about printing enough resumes or for-getting paperwork, these files can be uploaded ahead of time for easy access, organization and viewing. Pre-recorded videos and quick computer accessibility during the conference also allows attendees and presenters alike to be more prepared to properly answer ques-tions and have all the necessary information at their fingertips.

Cons:

1 Communication: The elimination of face-to-face interaction and an almost full

dependence on written communication make it difficult to gauge how your conversations are going. Without the cues that come from body language or voice inflection, it’s harder to tell if you’re speaking to an interested recruiter or business client just based on emo-tionless words written in a chat box. The abil-ity to miscommunicate is also much easier. Comments that were meant to be simple and understood can now be easily taken as rude or uninterested if misinterpreted by the listening party.

2 Overcrowding: The digital platform allows for more attendees to engage in

critical information and resources, but it also means that you can be easily drowned out or forgotten. This has become such a problem that some individuals require you to have an appointment to speak with them. Having the constraints of a time slot or not having an appointment at all can prevent valuable con-nections from being fully explored. On the flip side, Massive virtual crowds can also mean talking to more individuals than you expected. Impromptu sales pitches to larger groups, or even the incorrect group, can leave both sides with little to gain besides missed opportunities to connect with the proper people.

3 Technical Difficulties: It may be a given, but especially with a platform that

is so new and virtually unexplored, technical difficulties are common. Audio issues, visual issues, glitching, internet problems and crash-ing websites are just a few of the issues that were little to irrelevant in the physical confer-ence space. Though tech support is available at many of these events to fix these bugs as soon as possible, the unavailability of resources can lead to missed opportunities, especially for individuals who depend on accessible tech-nology to fully participate.

4 Difficult to Gauge the Takeaway: Similar to how it can be difficult to

gauge the mood of a conversation online, it can be just as difficult to see if there was a takeaway from your conference. Event spon-sors are not as visually prevalent in a digital space as they are in a physical setting, causing many of them to see little direct return on their services. Plus, without feedback from deci-sion makers, you yourself can feel lost and unaccomplished in a space where you once felt the opposite.

For a second opinion on everything virtual conferences, check out what some of our part-ners had to say about attending these special events:


“Nothing will ever replace the bonds made interacting one-on-one at events or feeling the col-lective passion of a crowded confer-ence ballroom. And

yet, the unique shared experience of virtual programming throughout the pandemic has taught us how valuable technology can be to make experiences more equitable. Since everyone, from the C-Suite to the intern, were home working in sweatpants, the virtual meeting world was far more democratized than real world events have ever been before. But cutting out travel expenses, speaking fees, logistics planning, etc., attendees from anywhere, from the widest array of back-grounds, with any abilities (both financial and physical) could directly interact with others everywhere. I hope to see virtual attendance options remain at all future conferences and events since we’ve never made it easier for those with disabilities, those with financial restrictions, and those who may benefit more from personal space and privacy to thrive in meetings that may have previously been dif-ficult, if not impossible, to attend before.”

- Jonathan Lovitz, small business inclusion and policy leader / - special advisor to NGLCC

“A virtual career fair, with non-person contact, is the next best thing to in-person recruitment outreach”.

— Scot Evans, NCUA

“Like many event producers, we had to pivot our popular live Small Business Expos quickly to online Virtual Events. Though our Virtual Events

have been wildly successful, there is nothing like that feeling of meeting face-to-face with people, networking and building new busi-ness relationships in person. At this point, over a year later, I think there is a huge pent up energy for our attendees to get back to our in-person events. We are human, we need in-person social interaction. With virtual events, there is a wall between you and the other person. I think everyone is excited to break through that wall and finally meet face-to-face again!”

—Zachary Lezberg, Founder & CEO, Small Business Expo

“The one big lesson AISES learned in executing our 2020 National Conference is to keep it simple when moving from an in-person event to a virtual set-

ting. Our conference was successful, but we could have shortened the length of the event, reduced the number of sessions, and incorpo-rated more breaks. Overall, the participants were happy with the cultural components that characterize AISES such as the talking circle, morning blessing, and ceremonial blessings. The 2021 AISES National Conference will be in-person and we plan to stream limited content for those who are only able to attend virtually.”

– Katherine Cristiano, AISES Senior Director of Special Events

“By hosting the VIB Conference virtually last year we had more participa-tion from smaller veteran-owned businesses that may have never attended

due to cost or time. While attendees were still able to connect with corporations or government agencies through a virtual busi-ness matchmaking platform nothing will truly beat face-to-face meetings. As things begin to open, I think the future for events is blending the in-person with a virtual element so we can continue to cultivate the smaller veteran-owned businesses”

— Rebecca Aguilera-Gardiner, CEO of VIB Network

“Virtual career fairs have become the norm as a hiring strategy for many companies. As a large organization with thousands of job opportunities, virtual career fairs give us the opportunity to meet and learn more about perspective employees. These job fairs are different from the in-person experience, so come prepared and do your research in order to make a lasting impression on a recruiter or employer. Those who can adapt will have a great advantage.”

– Kamille Morgan of Leidos

As the pandemic continues to show signs of coming to an end, it appears that confer-ences may be implementing more of a hybrid system where in-person and online attendance are both available. As we continue to grow in this digital space and learn from the mistakes and triumphs of this past year, hopefully we will see a positive change in this new confer-ence world.


Conference & Event CalendarAUGUSTCity Career FairDiversity Employment DayMultiple Events See Calendar

Small Business ExpoMultiple Events See Calendarthesmallbusinessexpo.com

WIFLE Leadership Training ConferenceAugust 16-19Tampa, FLWifle.org

FROM DAY ONEVirtual EventAugust 18fromdayone.co

BIG National ConferenceVirtual Event August 23-August 26bignet.org

SEPTEMBERCity Career FairDiversity Employment DayMultiple Events See Calendar


Navy Gold Coast ConferenceVirtual EventSeptember 1-September 2navygoldcoast.org

LULAC Virtual SummitVirtual EventSeptember 2-4Lulac.org

Commercial UAV ExpoSeptember 7-9Las Vegas, NVexpouav.com

PSWMSDC Business SummitVirtual EventSeptember 8pswmsdc.org

WiCySSeptember 8-10Denver, COWicys.org

Abilities ExpoSeptember 10-12Phoenix, AZabilities.com

HACR Annual SymposiumVirtual EventSeptember 13-14Hacr.org

Diversity Alliance for ScienceSeptember 13-15Laguna, CA diversityallianceforscience.com

WBDC ConferenceVirtual EventSeptember 14wbdc.org

ASALH ConferenceVirtual EventSeptember 14-30asalh.org

FROM DAY ONEVirtual EventSeptember 15fromdayone.co

ERG’s & CouncilsSeptember 15- 17Kissimmee, FLergcouncilconference.com

TAPIA ConferenceVirtual EventSeptember 15- 17tapiaconference.cmd-it.org

MED WeekVirtual EventSeptember 19-25mbda.gov/medweek-2021

NBMBAAVirtual EventSeptember 21- 22Chicago, ILNbmbaa.org

CHCI Leadership Conference & Awards GalaVirtual EventSeptember 21- 23chci.org/events

XSTEM All AccessVirtual EventSeptember 21- 24usasciencefestival.org

ERG’s & CouncilsVirtual EventSeptember 21-24ceo.usc.edu

AISES National ConventionSeptember 23-25Phoenix, AZaises.org

The Conference Board Women’s Leadership ConferenceThe Virtual EventSeptember 23-25conference-board.org

USHCC National ConferenceSeptember 26-28Las Vegas, NVushcc.org

The ARC National ConferenceSeptember 27-29New Orleans, LAthearc.org

Grace Hopper CelebrationVirtual EventSeptember 27-October 1ghc.anitab.org

Prospanica Conference & Career ExpoVirtual EventSeptember 27-October 1prospanica.org

NUL Annual ConferenceVirtual EventSeptember 28- October 1nul.org

OCTOBERCity Career FairDiversity Employment DayMultiple Events See Calendar


Abilities ExpoOctober 1-3New York, NYabilities.com

M- Enabling SummitOctober 4-6Washington, DCm-enabling.com

WPO National ConferenceOctober 4-6Nashville, TNwomenpresidentsorg.com

ROMBA- Out Women in Business ConferenceHybrid EventOctober 7-9Austin, TXreachingoutmba.org

Women’s Veteran Alliance UnConferenceOctober 8-10Las Vegas, NVwomenveteransalliance.org

AAAED National ConferenceVirtual EventOctober 11-15aaaed.org

GMIS National ConferenceVirtual EventOctober 11-22greatmindsinstem.org

Let us know about any national career fairs, expos, training, or conferences.Contact [email protected] or 800.433.9675


HR360 SummitVirtual EventOctober 15-17hr360usa.wbresearch.com

FROM DAY ONEVirtual EventOctober 20fromdayone.co

AFWAVirtual EventOctober 20-22afwa.org

MVJ First Annual ConferenceVirtual EventOctober 21-22mvj.network

SCIFEST All AccessVirtual EventOctober 18-24usasciencefestival.org

NAWBO National ConferenceVirtual & In-PersonOctober 17-19New Orleans, LAnawbo.org

CA STEAM SymposiumVirtual EventOctober 21-23cdefoundation.org

NMSDCVirtual EventOctober 25-28Nmsdc.org

America’s Warrior Partnership Annual SymposiumVirtual EventOctober 25-27americaswarriorpartnership.org

WWT National ConferenceVirtual & In-PersonOctober 26-29Long Beach, CAwomentech.net

SACNAS ConferenceVirtual EventOctober 28-30Sacnas.org

Abilities ExpoOctober 29-30Los Angeles, CAabilities.com

HACU National ConferenceVirtual EventOctober 30-November 1Hacu.net

NOVEMBERCity Career FairDiversity Employment DayMultiple Events See Calendar


National Veteran Business Matchmaking Event & Vets Night OutTBDNovember 1Nvbdc.org

HBCU Career Fair & ConferenceVirtual EventNovember 2-4hbcucareermarket.org

Linkage’s Women in Leadership InstituteVirtual or in personNovember 2-5Orlando, FLLinkageinc.com

NVSBC Vets 21November 2-4Orlando, FLNvsbc.org

SKY BALL XIXNovember 4TBDairpowerfoundation.org/skyball

SHPE Career FairVirtual EventNovember 5Shpe.org

Utah Stem FestVirtual EventNovember 8utahstemfest.com

VIBN ConferenceVirtual EventNovember 8-9vibnetwork.org

USPAACC Business & Procurement ConferenceVirtual EventNovember 10Uspaacc.com

SHPE ConventionNovember 10-14Orlando, FLShpe.org

ABRCMS ConventionVirtual EventNovember 10-13Abrcms.org

FROM DAY ONEVirtual EventNovember 17fromdayone.co

NGLCC Gala DinnerNovember 19Washington, DCNglcc.org

DECEMBERSmall Business ExpoMultiple Events See Calendarthesmallbusinessexpo.com

Abilities ExpoDecember 3-5Dallas, TXabilities.com

Diversity, Equity & Inclusion ConferenceVirtual EventDecember 7-8conference-board.org/us

FROM DAY ONEVirtual EventDecember 15fromdayone.co

JanuarySVA NATCONJanuary 6-8Orlando, FLstudentveterans.org

FEBRUARYGEO WeekFebruary 6-8Denver, COwww.geo-week.com

AEC Next Technology Expo & ConferenceFebruary 6-8Denver, COwww.aecnext.com

CCMEFebruary 7-10San Antonio, TXccmeonline.org

Due to COVID-19, all of the above conference/event dates are subject to change. Please visit organization websites for the very latest information.


advertiser index

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LATINASON THE

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JAKE T. AUSTIN “We Are Not a Monolith”

Your dream opportunity is one touch away!AbbVie ............................................................................................. 27Accenture LLP ....................................................................................3ACM Richard TAPIA Conference ................................................. 103AFWA - Accounting and Financial Women’s Alliance .............. 117Air Force Civilian Service ............................................................... 23Air Force Research Laboratory .........................................................5AISES - American Indian Science & Engineering Society .......... 89ALDI Inc .......................................................................................... 132Alight Solutions ............................................................................... 46ALPFA, Inc.- Association of Latino Professionals

For America ............................................................................... 119American Family Insurance ............................................................ 65Amgen .............................................................................................. 32ASHHRA - American Society for Healthcare

Human Resource Administration .............................................. 64Bimbo Bakeries ............................................................................... 26CDW ................................................................................................ 57CHCI - Congressional Hispanic Caucus Institute ........................ 84Coastal Alabama Community College ....................................... 128Colgate Palmolive Company ......................................................... 25Conemaugh Memorial Medical Center ..................................... 128Customs and Border Protection .......................................................2CVS Health ...................................................................................... 69Danaher Corporation ........................................................................7FCA - Supplier Diversity ................................................................. 61FDIC - Federal Deposit Insurance Corporation ........................ 117FEW - Federally Employed Women .............................................. 70Fifth Third Bank ............................................................................. 121Freddie Mac ..................................................................................... 59From Day One ................................................................................. 44Geneva Community Unit School District ................................... 128

Great Minds in STEM ...................................................................... 98HACU - Hispanic Association of Colleges & Universities ......... 101Health Care Service Corporation .................................................. 71Higher Education Recruitment Consortium .............................. 101Hilton ...........................................................................................54/55JP Morgan Chase & Co. ................................................................. 73Kulite Semiconductor Products Inc. ............................................ 128Leidos ..................................................................................................9LULAC - League of United Latin American Citizens ................... 42Lumen Technologies ...................................................................... 47McCormick & Company ................................................................ 58Merck & Company Inc. ................................................................... 63Nationwide Insurance .................................................................... 17NAVAIR ............................................................................................. 81Navy Gold Coast ............................................................................. 74NCRF - National College Resources Foundation ...................... 105NCUA - National Credit Union Administration ............................ 83NGLCC - National LGBT Chamber of Commerce ....................... 44Nissan .............................................................................................. 67Northrop Grumman ........................................................................ 75NVSBC - National Veteran Small Business Coalition .................. 43On Semiconductor ....................................................................28/29Philadelphia Gas Works – PGW ................................................... 123PNC Financial ................................................................................. 37Prospanica ....................................................................................... 41Reaching Out MBA ....................................................................... 110Robert Half ....................................................................................... 36S.C. Johnson & Son, Inc.................................................................. 33SACNAS - Society for Advancement of Chicanos/Hispanics

and Native Americans in Science .............................................. 45Science, Mathematics, and Research for Transformation ......... 19State Farm Insurance ...................................................................... 15State of Nebraska Personnel Division .......................................... 39State Street Corporation ................................................................ 13Texas Department of Transportation - TXDOT ............................ 39TSA - Transportation Security Administration ............................ 131U.S. Secret Service ........................................................................ 130UNIDOS US ...................................................................................... 85United Site Services ........................................................................ 38USA Science and Engineering Festival ........................................ 99Verizon Wireless .............................................................................. 31Walgreens ........................................................................................ 35Washington Metropolitan Area Transit Authority ....................... 34

1-800-381-3722Bay Minette • Atmore • Brewton

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80 www.blackeoejournal.com Black EOE Journal

Conference Wrap-Up

Warner Brothers Entertainment Inc. Title Sponsor Toyota was one of the many exhibitors at the Minority Business Opportunity Day

Sempra Energy Honda

SCMSDC Minority Business Opportunity Day 2013 continued from page 79

Advertisers Index &Community Listings

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advertiser’s indexCOMMUNITY LISTINGS

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An Equal Opportunity Employer - M/F/D/V

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Alabama Power Company .....................................................17

Bank Atlantic ...........................................................................67

Bank Of America Headquarters ..............................................15

BFS Retail & Commercial Operations, LLC............................73

Blue Cross Blue Shield of Texas.............................................35

CIA ..........................................................................................83

Diversity Best Practices ..........................................................71

Fannie Mae ...............................................................................7

Groton Public School Systems ...............................................81

Harley-Davidson, Inc...............................................................13

HBCU-UP................................................................................39

Horiba Instruments Inc. ...........................................................81

JDSU.......................................................................................81

Johns Hopkins Bayview Medical Center.................................35

Kaiser Permanente ...................................................................2

Lewan & Assoc. ......................................................................81

Madison Metropolitan School District......................................41

Mastercard International ...........................................................5

National Health Service Corps..................................................3

NBCSL -National Black Caucus of State Legislators..............43

State of Nebraska Personnel Division ....................................81

Nemnet....................................................................................82

NOW - National Organization for Women...............................75

NSA - National Security Agency .............................................55

Overseas Private Investment Corp. ........................................65

Pearson Education..................................................................41

Sheraton Gateway Hotel-Los Angeles Airport ........................81

Southern California Edison .....................................................84

U.S. Dept. of Navy ..................................................................59

U.S. Secret Service.................................................................57

Vanguard Car Rental USA .....................................................19

Vanguard Group......................................................................67

Varian Medical Systems..........................................................37

Wachovia Corporation........................................................20/21

Wal-Mart....................................................................................9

Wal-Mart.............................................................................24/25

WLE - Women’s Leadership Exchange ..................................43

ADP ...........................................................................................................11Alabama Power Company ..........................................................................7Association of Latino Professionals in Finance & Accounting ..................21AMAC - Airport Minority Advisory Council ................................................39AMC American Multi-Cinema .....................................................................3AutoZone .................................................................................................. 44Avis Budget Group ................................................................................... 44Bridgestone Retail Operation ....................................................................40Boy Scouts Of America ..............................................................Back CoverCCF - City Career Fair ..............................................................................19Center Point Energy ................................................................................. 43City of Coppell ...........................................................................................48Cracker Barrel Old Country Store, Inc. .......................................................5Diversity Best Practices ............................................................................60Ensign-Bickford Industries, Inc. ...............................................................50ExxonMobil Corporation ...........................................................................13Faulkner State Community College ..........................................................65FDA ...........................................................................................................48FEW - Federally Employed Women ..........................................................47Forest Laboratories ...................................................................................67Geneva Community Unit School District ..................................................65Groton Public School Systems .................................................................65Harley-Davidson Motor Company, Inc. .....................................................23J. Walter Thompson ..................................................................................29JDSU .........................................................................................................65Johns Hopkins Bayview Medical Center ..................................................54King County Wastewater Treatment Division............................................42Kulite Semiconductor Products Inc. ..........................................................65Leading Ladies Conference ......................................................................25Lewan & Associates ..................................................................................65

LULAC - League of United Latin American Citizens .................................15Metropolitan Water District of Southern California ...................................45Morgan State University ..............................................................................2NCLR - National Council of La Raza ........................................................27NCUA - National Credit Union Administration ..........................................33NSA ...........................................................................................................66NSHMBA ...................................................................................................17Pearson Education ....................................................................................51Region IV Education Service Center ........................................................53Sonalysts, Inc. ...........................................................................................29State of Nebraska Personnel Division ......................................................65United States Marine Corps ......................................................................49Wake County Public School System .........................................................51WBENC - Women’s Business Enterprise National Council ......................37WIFLE - Women in Federal Law Enforcement..........................................41zinio ...........................................................................................................31

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THE EMPLOYMENT & ENTREPRENEUR MAGAZINE

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Your dedication can make an impact.

Launch or grow your career in the federal government in a role that really matters. The Transportation Security Administration (TSA) offers rewarding, meaningful careers and professional growth. We are a team of dedicated individuals who work hard to deliver our mission of protecting the nation’s transportation systems and ensuring safe

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ENSURING SAFE TRAVELS

U.S. citizenship required. Equal opportunity employer.

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TRANSPORTATION SECURITY ADMINISTRATION

Hispanic-Network-June-2021.indd 2Hispanic-Network-June-2021.indd 2 6/18/21 3:48 PM6/18/21 3:48 PM

Your dedication can make an impact.

Launch or grow your career in the federal government in a role that really matters. The Transportation Security Administration (TSA) offers rewarding, meaningful careers and professional growth. We are a team of dedicated individuals who work hard to deliver our mission of protecting the nation’s transportation systems and ensuring safe

travels.

Transportation Security Officers (TSOs) are the backbone of TSA and represent the public face of the agency to millions of travelers a day. They are responsible for screening passengers, baggage and cargo to

keep our transportation systems safe.

TSA offers a supportive and inclusive workplace where diversity is celebrated, plus competitive compensation and

outstanding benefits.

Join us and contribute to a mission that

matters.

ENSURING SAFE TRAVELS

U.S. citizenship required. Equal opportunity employer.

Learn more at jobs.tsa.gov/TSO

What We Do Matters

TRANSPORTATION SECURITY ADMINISTRATION

Hispanic-Network-June-2021.indd 2Hispanic-Network-June-2021.indd 2 6/18/21 3:48 PM6/18/21 3:48 PM

2021 - BEST - DiversityComm

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